Cardiac rehab nurses earn roughly $81,000–$98,000 per year in base salary, with the three main specialty aggregators landing at ZipRecruiter $80,898, Glassdoor $87,476, and Salary.com $97,703 as of August 2026. That places the specialty at or below the all-RN median of $97,550 (BLS OEWS, May 2025) rather than above it, primarily because cardiac rehab is an outpatient weekday specialty – there are no night shift differentials, weekend premiums, or overtime hours to lift total compensation the way there are on an inpatient unit. What the role trades those dollars for is a Monday-to-Friday schedule, a lower-acuity patient population, and cardiac specialty standing that transfers well into program coordination and advanced practice.
At a glance:
- Salary.com average (August 2026): $97,703/year ($46.97/hour)
- Glassdoor average (2026): $87,476/year
- ZipRecruiter average (2026): $80,898/year
- BLS all-RN median (SOC 29-1141): $97,550/year (May 2025) – includes inpatient nurses with differentials; not cardiac rehab-specific
- Top-paying states: California, Hawaii, Oregon, Washington
- CCRP certification premium: $1–$3/hour at employers with formal certification pay structures; exam $310–$409
- Career ceiling (cardiology NP): $132,000–$180,000
- Travel cardiac rehab RN market: limited; see section below
A note on why BLS has no cardiac rehab figure. SOC 29-1141 covers all registered nurses without breaking out specialty or setting, so there is no federal wage series for cardiac rehabilitation nursing. Every cardiac rehab salary figure you will find, here and elsewhere, is an aggregator estimate built from job postings, employer compensation models, or self-reported data – not survey data. That is why the numbers vary so widely between sources, and it is the reason this guide reports the spread rather than a single national figure.
Why cardiac rehab nurse salary figures are lower than inpatient cardiac nursing
The salary gap between cardiac rehab nursing and inpatient cardiac specialties (telemetry, CVICU, cath lab) is real but often misunderstood. The base salary difference is smaller than it appears in headline comparisons.
Here is what the comparison looks like:
| Compensation component | Cardiac rehab RN (outpatient) | Telemetry RN (inpatient) |
|---|---|---|
| Base salary | $81,000–$98,000 | $91,000–$111,000 |
| Night shift differential | None (outpatient daytime only) | $4–$7/hr (~$8,000–$15,000/year) |
| Weekend premium | None | $3–$6/hr (~$3,000–$8,000/year) |
| Holiday pay | Standard business holiday observance | Double time or additional PTO |
| Overtime | Limited – outpatient clinic rarely runs over | Available and common in inpatient |
| Schedule stability | High – M–F predictable | Variable with rotating shifts |
| Typical total cash (experienced) | $81,000–$98,000 | $105,000–$133,000 |
The inpatient total compensation advantage is real – roughly $24,000–$35,000 more in total cash annually for experienced nurses, driven substantially by differentials and overtime rather than base salary alone. If you’re making the transition from inpatient cardiac nursing to cardiac rehab, price this in before you accept an offer; it is the single largest financial consequence of the move.
The counterargument nurses in cardiac rehab consistently make: total compensation is not total life quality. A predictable Monday–Friday schedule, no nights, no holidays, and a lower-acuity patient environment represent real value that does not show up in a compensation table.
Data sources and their limitations
The Bureau of Labor Statistics (BLS) publishes wage data under SOC code 29-1141 (Registered Nurses), but this covers all RNs regardless of specialty or setting. BLS does not report cardiac rehabilitation nursing as a distinct category. The BLS May 2025 mean annual wage of $101,420 for all registered nurses (median $97,550) is the closest official benchmark available, but it reflects the full RN workforce – including inpatient nurses, travel nurses, and nurses in high-differential specialties – so it overstates what a straight-time outpatient cardiac rehab nurse earns.
Specialty salary figures for cardiac rehab RNs come from:
- Salary.com – employer-sourced compensation database; reflects base salary; good for benchmarking base pay
- ZipRecruiter – job posting aggregation; may blend base and total comp depending on how postings are structured
- Vivian Health – posted hourly rates from healthcare employers; less coverage for outpatient cardiac rehab than for inpatient specialties (travel cardiac rehab market is thin)
- Glassdoor – self-reported figures from employees; sample is self-selecting, which tends to over-represent nurses motivated to report
- PayScale – self-reported figures from employed nurses; useful for trajectory data by experience level
For this guide, all figures are labeled with their source. Where source-specific figures for cardiac rehab RNs were not available, the data reflects outpatient cardiovascular nursing or outpatient specialty RN compensation as the closest available proxy.
National average cardiac rehab nurse salary
| Source | Figure | Notes |
|---|---|---|
| Salary.com | $97,703/yr ($46.97/hr) average | Employer-sourced, August 2026; P10 $77,604, P25 $87,183, P75 $106,070, P90 $113,688 |
| Glassdoor | $87,476/yr average | Self-reported; P25 $71,209, P75 $107,923 |
| ZipRecruiter | $80,898/yr average | Job posting aggregation; P25 $62,500, P75 $82,500, P90 $138,000 |
| BLS (all RNs, SOC 29-1141) | $97,550/yr ($46.90/hr) median | Federal survey; all RNs; not cardiac rehab-specific; includes inpatient |
The three specialty aggregators disagree by roughly $17,000, which is the single most important thing to understand about cardiac rehab salary data. They are measuring different things: Salary.com models employer-reported base pay for a defined job title, Glassdoor collects self-reported figures from a self-selecting sample, and ZipRecruiter aggregates posted job advertisements, which skew toward the openings employers struggle to fill rather than toward what incumbents earn. None is a survey of cardiac rehab nurses in the sense that the BLS OEWS is a survey of registered nurses.
Read the spread rather than picking a number from it. Cardiac rehab RN base pay clusters somewhere in the $81,000–$98,000 range nationally, and the honest summary is that the specialty sits at or modestly below the all-RN median of $97,550 rather than above it – which is what you would expect from a straight-time outpatient role with no night, weekend, or holiday differentials.
Salary by experience level
Experience in cardiac rehab follows a moderate upward trajectory, more predictable than inpatient nursing because outpatient settings rarely offer the overtime and differential income that accelerates total compensation in hospitals. Base salary increases with seniority, leadership responsibilities, and certification.
| Experience level | Annual base salary | Notes |
|---|---|---|
| Entry-level (0–1 year in cardiac rehab; 1–3 years total RN) | $71,000–$81,000 | Typically 1–2 years prior cardiac experience required before hire |
| Early career (2–4 years in cardiac rehab) | $78,000–$88,000 | CCRP obtainable in first year; certification premium applies here |
| Mid-career (5–9 years) | $85,000–$96,000 | Coordinator responsibilities common; leadership premium begins |
| Senior (10+ years) | $92,000–$104,000 | Often includes program coordination, preceptorship, or director duties |
| Program coordinator / director | $98,000–$140,000 | Administrative + clinical hybrid; scope varies by facility size |
Source: Salary.com, PayScale, and ZipRecruiter data May 2026, cross-referenced against outpatient cardiovascular RN posting data on Vivian Health.
Note on new-graduate entry: cardiac rehab is not typically a new-graduate destination. Most programs require 1–2 years of cardiac or telemetry floor experience before hire. “Entry-level” in the table above means entry-level to cardiac rehab specifically, not entry-level as a new RN. See the how to become a cardiac rehab nurse guide for the standard experience pathway.
CCRP certification salary premium
The Certified Cardiac Rehabilitation Professional (CCRP) credential from AACVPR is the primary specialty certification in this field. Whether it pays more depends on your employer’s compensation structure.
Hospital-based programs with formal certification pay policies: Many large hospital systems offer certification pay differentials of $1–$3/hour for nurses holding relevant specialty certifications. Applied to a full-time schedule, this translates to approximately $2,080–$6,240 annually in additional compensation – meaningful relative to the exam cost, which AACVPR sets at $310 for members and $359 for non-members at the early registration deadline, rising to $360 and $409 respectively for standard applications.
Physician-office and smaller outpatient programs: Less likely to have formal certification differential structures. CCRP may be a preference rather than a paid credential at these sites.
Indirect salary impact: Even where CCRP has no formal pay differential, it affects salary in two ways. First, it makes you a stronger negotiating candidate when entering a new position or negotiating annual reviews. Second, it is typically required or strongly preferred for program coordinator and director roles – positions that carry significant salary increases over staff RN pay.
If you’re evaluating whether to pursue CCRP, the financial calculation is favorable even in the absence of a formal differential. The exam runs $310–$409 depending on membership and registration deadline, covers 140 multiple-choice questions in three hours, and requires 1,200 hours of direct cardiac rehabilitation patient care to sit for. The credential runs on a three-year cycle and can be renewed either by continuing education – 60 hours, of which at least 25 must be AACVPR-approved, at $95 for members and $135 for non-members – or by re-examination at $320 and $420. A $1/hour certification premium is worth about $173 a month on a full-time schedule, so the $310 member exam fee pays for itself in under two months and the $409 non-member standard fee in under three.
For full CCRP eligibility details, exam format, and renewal requirements, see the cardiac rehab nurse career guide.
Salary by setting
Where you work in cardiac rehab affects your pay, your schedule, and the scope of your patient population. Hospital-affiliated programs generally pay more than community or physician-office settings, though the difference is more modest than in inpatient nursing.
| Setting | Annual salary range | Notes |
|---|---|---|
| Hospital-based outpatient cardiac rehab | $86,000–$100,000 | Highest base pay; often unionized in major markets; formal certification differentials more common |
| Academic medical center program | $90,000–$105,000 | Highest-end salaries; research involvement possible; BSN or higher typically required |
| Physician-office based program | $75,000–$89,000 | Lower base; smaller team; broader scope (you may do more administrative coordination) |
| YMCA / community-based Phase III program | $58,000–$76,000 | Phase III programs are not Medicare-reimbursed; typically the lowest pay in the cardiac rehab space; may not require RN (exercise physiologist model common) |
| VA (Veterans Affairs) health system | $83,000–$100,000 | Federal pay scale; GS classification; geographic locality pay adds significantly in high-cost markets |
| Multi-site health system (regional cardiac rehab network) | $86,000–$101,000 | Coordination across sites may add coordinator-level responsibilities and pay |
The YMCA/Phase III compensation figure deserves a note: many Phase III community programs do not hire registered nurses at all. They are typically staffed by certified exercise physiologists and fitness professionals. If your goal is nursing practice with full clinical scope, Phase II hospital-based and physician-office programs are your target market.
Cardiac rehab nurse salary by state
State-level salary variation in cardiac rehab nursing closely tracks the broader RN salary geography: higher cost-of-living states with strong union presence (California, Hawaii, Oregon, Washington) consistently pay more. Southern and rural states with lower cost of living and weaker union density pay less.
How these estimates are built, and why they sit below general RN wages. Because BLS publishes no cardiac rehab wage series, the ranges below are derived: each state’s verified May 2025 all-RN median (OEWS, SOC 29-1141) is scaled by the ratio the national aggregator data implies for this specialty, roughly 0.83 to 1.00 of the all-RN median. That ratio reflects the absence of shift differentials in a straight-time outpatient role. The “State all-RN median” column is the verified federal figure and is the number to trust; the estimate column is exactly that, an estimate, and should be treated as a starting point for negotiation rather than a benchmark.
If you find another cardiac rehab salary page quoting figures for your state that sit above the all-RN median column below, it is almost certainly reproducing general RN wage data rather than specialty data – a common error, and one this table previously made.
| State | Estimated cardiac rehab RN salary | State all-RN median (May 2025) | Notes |
|---|---|---|---|
| California | $116,000–$140,000 | $140,270 | Highest-paying state for RNs broadly; strong union presence; mandatory nurse-to-patient ratios under AB 394 (1999), effective 2004 via Title 22 CCR §70217 |
| Hawaii | $113,000–$136,000 | $136,320 | Geographic premium; state-employed or large health system setting |
| Oregon | $107,000–$129,000 | $129,010 | Portland metro drives uplift; now ranks above Massachusetts and New York |
| Washington | $103,000–$124,000 | $124,200 | High-wage state; Seattle market drives significant uplift |
| Alaska | $91,000–$109,000 | $109,480 | Geographic premium applies; smaller cardiac rehab market overall |
| New York | $91,000–$109,000 | $109,440 | NYC-area programs pay significantly above upstate |
| New Jersey | $88,000–$106,000 | $106,500 | NYC metro proximity; strong cardiac referral volume |
| Massachusetts | $87,000–$105,000 | $104,550 | Academic medical center concentration in Boston area |
| Nevada | $86,000–$104,000 | $103,670 | Las Vegas market carries premium; rural Nevada is very limited |
| Connecticut | $85,000–$103,000 | $102,740 | Dense hospital concentration; Hartford and New Haven markets |
| District of Columbia | $85,000–$103,000 | $102,540 | Federal employment, academic medical centers, and metro pay scale |
| Minnesota | $84,000–$102,000 | $101,510 | Mayo Clinic and large health systems anchor the high end |
| Rhode Island | $84,000–$101,000 | $100,640 | Dense hospital market relative to state size |
| Colorado | $83,000–$100,000 | $100,260 | Denver market; growing health system presence |
| Maryland | $83,000–$100,000 | $99,790 | DC proximity and federal VA/military health systems |
| New Hampshire | $83,000–$100,000 | $99,700 | Boston metro spillover; NH wages rose sharply in the May 2025 vintage |
| Delaware | $83,000–$100,000 | $99,520 | Philadelphia metro proximity |
| Arizona | $83,000–$100,000 | $99,500 | Phoenix metro well above state average |
| Vermont | $81,000–$97,000 | $97,460 | Small state; UVMHN anchor employer |
| Pennsylvania | $80,000–$96,000 | $96,430 | Philadelphia and Pittsburgh markets above rural PA |
| Illinois | $80,000–$96,000 | $95,990 | Chicago metro significantly higher than downstate |
| Texas | $80,000–$96,000 | $95,970 | Large state; Austin/Dallas/Houston versus rural diverge widely |
| Wisconsin | $79,000–$96,000 | $95,530 | Major health systems in Milwaukee and Madison |
| New Mexico | $78,000–$94,000 | $94,340 | University of New Mexico health system primary employer |
| Michigan | $78,000–$94,000 | $94,300 | Large health systems anchor pay in Detroit and Ann Arbor |
| Virginia | $78,000–$94,000 | $93,600 | Northern Virginia commands significant premium over rest of state |
| Georgia | $78,000–$94,000 | $93,550 | Atlanta metro versus rural Georgia diverge significantly |
| Idaho | $77,000–$92,000 | $92,460 | Smaller market; limited cardiac rehab program volume |
| Maine | $72,000–$87,000 | $86,990 | MaineHealth system primary employer |
| Montana | $71,000–$85,000 | $85,280 | Rural setting; limited cardiac rehab volume |
| Nebraska | $70,000–$85,000 | $84,730 | Omaha health system concentration |
| Utah | $70,000–$85,000 | $84,600 | Salt Lake City health system market |
| North Carolina | $70,000–$84,000 | $84,350 | Research Triangle area above state median |
| Florida | $70,000–$84,000 | $84,190 | No state income tax offsets lower nominal wages for some nurses |
| Wyoming | $70,000–$84,000 | $83,760 | Very small health system market |
| Indiana | $69,000–$84,000 | $83,500 | Indianapolis-based health systems lead |
| Oklahoma | $69,000–$83,000 | $82,920 | Smaller clinical market |
| Ohio | $68,000–$83,000 | $82,510 | Solid cardiac rehabilitation market volume |
| South Carolina | $68,000–$82,000 | $82,360 | Charleston and Columbia academic programs lead |
| Missouri | $68,000–$82,000 | $81,780 | St. Louis academic medical centers anchor the high end |
| Tennessee | $68,000–$82,000 | $81,500 | Nashville health corridor: HCA and Vanderbilt anchor high end |
| Kentucky | $67,000–$81,000 | $81,040 | Louisville academic medical center anchors state high end |
| North Dakota | $67,000–$81,000 | $80,730 | Smaller market; geographic premium for rural practice |
| Louisiana | $67,000–$80,000 | $80,230 | New Orleans academic medical center is primary high-end employer |
| West Virginia | $67,000–$80,000 | $80,130 | Limited major health system presence |
| Kansas | $66,000–$79,000 | $79,320 | Smaller cardiac rehab market |
| Arkansas | $66,000–$79,000 | $78,940 | Limited large cardiac rehab program presence |
| Iowa | $65,000–$79,000 | $78,630 | Solid clinical market; lower cost of living adjusts effective salary |
| South Dakota | $65,000–$78,000 | $78,060 | Similar to North Dakota |
| Mississippi | $64,000–$77,000 | $77,090 | Among the lowest-paying states for RNs broadly; cardiac rehab market is limited |
| Alabama | $64,000–$77,000 | $77,080 | UAB Health System anchors state high end |
A note on the state spread. The May 2025 OEWS release compressed the gap between high- and low-wage states considerably. Alabama and South Dakota both sit at roughly $77,000–$78,000 at the all-RN median, while California tops the table at $140,270. The often-repeated line that California pays roughly twice what Alabama pays is no longer true – the real gap at the all-RN median is about 82%. Rank order shifted too: Oregon and Washington now sit clearly above Massachusetts and New York, reversing the Northeast-versus-Pacific-Northwest ordering that most nursing salary content still asserts.
Travel cardiac rehab nursing – a limited market
Unlike inpatient specialties such as ICU, emergency, or telemetry nursing, the travel staffing market for cardiac rehab RNs is thin. Here is why, and what to know if you’re exploring it.
Why travel cardiac rehab is uncommon:
Phase II outpatient cardiac rehabilitation programs operate on a structured, long-term patient relationship model. Under Medicare’s conditions of coverage at 42 CFR §410.49, a beneficiary may receive up to two one-hour sessions per day for a maximum of 36 sessions over up to 36 weeks, with a further 36 sessions available if the Medicare Administrative Contractor approves an extension. That is a patient relationship measured in months with the same clinical team, and the consistency of staff is clinically and programmatically significant – travel nurses rotate on 13-week contracts, which misaligns with the program model. The same regulation requires physician supervision and an individualized treatment plan reviewed by a physician every 30 days; high staff turnover works against both.
Additionally, cardiac rehab programs are not typically “surge staffing” environments. They operate at stable volume driven by cardiac referral rates from affiliated cardiology and cardiac surgery practices. The emergency surge staffing needs that drive travel nursing in inpatient settings do not typically apply here.
Does it exist at all?
Yes, in limited circumstances. Hospital systems with multiple outpatient cardiac rehab sites, staffing shortages in specific rural or underserved markets, or programs expanding capacity rapidly may use contract staffing. Some health systems post cardiac rehab RN roles through travel agencies. Travel rates, where they exist, are likely in the $39–$53/hour range – lower than inpatient travel telemetry or ICU rates, reflecting the outpatient setting and lower procedural intensity.
If travel cardiac rehab nursing is a specific goal, search Vivian Health, HealthTrust, and AMN Healthcare for current availability. Availability is inconsistent and market-dependent.
Career ceiling: beyond cardiac rehab staff RN
Cardiac rehab nursing has well-defined advancement paths, both within the specialty and into advanced practice.
Within cardiac rehab
Cardiac rehab coordinator: Hybrid clinical-administrative role managing program scheduling, patient flow, outcomes reporting, insurance pre-authorization, and staff coordination. Typically requires several years of cardiac rehab experience and CCRP certification. Salary range: $91,000–$108,000 – the first step in this career that reliably clears the all-RN median.
Cardiac rehab program director: Full program leadership including budgeting, staffing, regulatory compliance (AACVPR program certification, Joint Commission accreditation), quality outcomes reporting to health system leadership, and physician relationship management. Often requires a master’s degree or significant leadership experience. Salary range: $98,000–$140,000 depending on program size and health system.
Advanced practice paths
Cardiology NP (APRN): The most common advanced practice destination for experienced cardiac rehab nurses. Graduate preparation in Adult-Gerontology Primary Care NP (AGPCNP) or Adult-Gerontology Acute Care NP (AGACNP), followed by cardiology specialty practice in outpatient clinics, inpatient consultation services, or advanced heart failure programs. Salary range: $132,000–$180,000, anchored on the BLS May 2025 NP median of $132,300 (SOC 29-1171). See our full guide to becoming a cardiology NP.
Cardiology PA: Less common transition from nursing, but possible for nurses who pursue PA training rather than NP. Similar salary range to cardiology NP.
Cardiac rehabilitation researcher / outcomes specialist: Academic or health system roles focused on program quality data, AACVPR registry participation, outcomes improvement research. Salary varies widely by institution and funding source; typically $90,000–$124,000 at academic medical centers.
Comparison table: cardiac nursing career salaries
| Role | Typical annual salary | Education required |
|---|---|---|
| Staff cardiac rehab RN | $81,000–$98,000 | RN (ADN or BSN); CCRP preferred |
| Telemetry RN (inpatient) | $105,000–$133,000 (with differentials) | RN; PCCN preferred |
| CVICU nurse | $95,000–$125,000 base; more with differentials | RN BSN; CCRN (AACN) commonly expected, occasionally required |
| Cardiac rehab coordinator | $91,000–$108,000 | RN + CCRP + experience |
| Cardiac rehab program director | $98,000–$140,000 | RN + CCRP + management experience |
| Cardiology NP | $132,000–$180,000 | MSN/DNP + NP license + cardiology fellowship |
Read this table as a ladder rather than a menu. Staff cardiac rehab sits below the $97,550 all-RN median, and the two ways out of that are lateral into inpatient cardiac work, which buys back the differentials, or upward into coordination and advanced practice. The move that changes the picture most is the NP pathway: the all-NP median of $132,300 (SOC 29-1171, May 2025) sits about $35,000 above the all-RN median, and cardiology is one of the better-paying NP subspecialties.
For context on the inpatient cardiac nursing salaries in this table, see our CVICU nurse salary guide and telemetry nurse salary guide. For the national RN baseline, see our RN salary guide.
How to maximize your cardiac rehab salary
Get CCRP certified within your first year. The 1,200-hour eligibility threshold is achievable in 7–10 months of full-time practice. At employers with $1–$3/hour certification differentials, the annual return far exceeds the exam cost. At employers without formal differentials, the credential strengthens your next negotiation.
Target hospital-based programs over community-based. Hospital-affiliated programs pay more, offer better benefits, and provide clearer career tracks than YMCA or standalone community programs. The clinical scope is also more robust.
Negotiate initial salary aggressively. Outpatient programs have more scheduling flexibility than inpatient units, which can mean more range in base offer. Know the local market rate before you accept. Use Salary.com’s state-specific data and, if available, Vivian Health’s outpatient cardiac postings as benchmarks.
Build toward coordinator and director roles intentionally. The largest salary increases in cardiac rehab come from role transitions – staff RN to coordinator, coordinator to director – not from annual merit increases within a role. If long-term salary growth matters to you, target programs with an internal advancement track.
Consider the NP pathway if salary ceiling matters. Cardiology NP is the most significant salary expansion available to cardiac rehab nurses without moving into administration. If you’re 3–5 years into cardiac rehab and want to substantially increase your earnings, graduate school is a more reliable path than waiting for senior staff RN pay to compound.
Related guides
- How to become a cardiac rehab nurse – full career path guide with CCRP certification details
- How to become a cardiology NP – career ceiling and advanced practice path from cardiac rehab
- RN salary: national and state breakdown – all-RN baseline salary for comparison
- Telemetry nurse salary – salary comparison for the most common entry-point specialty
- How to become a telemetry nurse – building cardiac experience for the rehab pathway
- How to become a CVICU nurse – higher-acuity cardiac alternative with different salary profile
References
- U.S. Bureau of Labor Statistics, “Occupational Employment and Wage Statistics: Registered Nurses (SOC 29-1141),” OEWS national and state estimates, May 2025 (released 15 May 2026). https://www.bls.gov/oes/current/oes291141.htm
- U.S. Bureau of Labor Statistics, “Registered Nurses,” Occupational Outlook Handbook, 2026. https://www.bls.gov/ooh/healthcare/registered-nurses.htm
- American Association of Cardiovascular and Pulmonary Rehabilitation, “Certified Cardiac Rehabilitation Professional (CCRP),” AACVPR, 2025. https://www.aacvpr.org/Certified-Cardiac-Rehabilitation-Professional
- Electronic Code of Federal Regulations, “42 CFR §410.49 – Cardiac rehabilitation program and intensive cardiac rehabilitation program: Conditions of coverage.” Sets the 36-session / 36-week limit, the two-sessions-per-day cap, physician supervision requirements, and the 30-day individualized treatment plan review. https://www.ecfr.gov/current/title-42/chapter-IV/subchapter-B/part-410/subpart-B/section-410.49
- U.S. Bureau of Labor Statistics, “Occupational Employment and Wage Statistics: Nurse Practitioners (SOC 29-1171),” OEWS estimates, May 2025 (released 15 May 2026). https://www.bls.gov/oes/current/oes291171.htm
- American Association of Cardiovascular and Pulmonary Rehabilitation, “Program Certification,” AACVPR, 2025. https://www.aacvpr.org/Program-Certification
- Pearson VUE, “Certified Cardiac Rehabilitation Professional (CCRP) Certification Exam,” AACVPR testing program. Exam fees $310 member / $359 non-member early registration, $360 / $409 standard; 140 multiple-choice questions in three hours. https://www.pearsonvue.com/us/en/aacvpr.html
- California Assembly Bill 394 (1999), “Health facilities: nursing staff,” implemented via California Code of Regulations Title 22 §70217. Established the first mandatory minimum nurse-to-patient ratios in the United States, effective 2004. https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=199920000AB394
- O*NET OnLine, “Registered Nurses (29-1141.00) – State Wages,” BLS OEWS May 2025 state estimates. Source for the all-RN state median column in the state salary table. https://www.onetonline.org/link/localwages/29-1141.00