Cardiology nurse practitioners earn a national average of approximately $130,000–$160,000 per year, with subspecialty driving a wider spread than in most NP fields. Procedural cardiology NPs – those in the EP lab, cath lab, and cardiac surgery – sit at the top of the NP specialty pay distribution, reaching $165,000–$185,000+ at academic medical centers. Outpatient general cardiology and heart failure clinic NPs earn closer to $120,000–$145,000. The BLS all-NP median for May 2024 was $129,210 (SOC 29-1171); cardiology NPs across all settings average roughly 10–20% above that baseline.
Entry-level cardiology NPs (new graduate to 2 years) typically start at $100,000–$118,000. NPs with 10+ years of subspecialty experience, supplemental credentials such as CCRN, and roles in procedural settings or LVAD programs regularly earn $160,000–$185,000. This guide breaks down salary by subspecialty, state, work setting, and experience, plus compensation structures – wRVU models, per-case stipends, and travel contracts – that standard salary guides do not cover. For the career pathway, see the how to become a cardiology nurse practitioner guide.
National salary overview
| Metric | Value | Source / notes |
|---|---|---|
| BLS all-NP median (May 2024) | $129,210 | SOC 29-1171; all NP specialties combined |
| Cardiology NP national range | $120,000–$165,000 | All settings; subspecialty-adjusted estimate |
| Procedural cardiology NP (EP/cath/CT surgery) | $145,000–$185,000 | Academic and community hospital procedural settings |
| Outpatient / HF clinic NP | $120,000–$145,000 | Office-based cardiology, community heart failure programs |
| Entry-level cardiology NP (0–2 years) | $100,000–$118,000 | New graduate; includes cardiac surgery orientation programs |
| Senior cardiology NP (10+ years) | $155,000–$185,000+ | Subspecialty lead; LVAD coordinator; academic center senior NP |
Methodology note: The BLS does not publish cardiology-specific NP salary data – SOC 29-1171 covers all NPs combined. Figures above are derived from BLS OEWS state-level data (May 2024), published cardiology NP job postings with disclosed salary ranges, Salary.com and ZipRecruiter aggregates for cardiac NP classifications, and survey data from the American Academy of Nurse Practitioners and AANP specialty salary surveys. Individual offers vary significantly by employer, location, and credential set.
Salary by subspecialty
Subspecialty is the primary driver of salary variation among cardiology NPs – more so than years of experience or even geography. The procedural settings (EP lab, cath lab, cardiac surgery) command premiums that reflect both technical skill demands and the scarcity of NPs trained for those environments.
| Subspecialty / setting | Typical annual salary | Compensation model | Premium drivers |
|---|---|---|---|
| Cardiac surgery (CT surgery ICU / CT surgery NP) | $145,000–$175,000 | Salary; call premium at academic centers | AGACNP-BC required; surgical assist credentials; LVAD program access |
| EP lab (electrophysiology) | $145,000–$175,000 | Salary; on-call coverage premium | IBHRE CCDS preferred; device interrogation skills; 24/7 device clinic coverage |
| Cath lab / interventional cardiology | $140,000–$170,000 | Salary; some programs add per-case stipend | Vascular access management; Impella experience; high-volume procedural volume |
| CIED / device clinic | $130,000–$160,000 | Salary | IBHRE CCDS or RCES; remote monitoring platform proficiency; scarcity of credentialed NPs |
| Cardiac ICU / CCU | $135,000–$165,000 | Salary + shift differential + call premium | CCRN credential; MCS device experience; cardiogenic shock protocols |
| LVAD coordinator / advanced HF with MCS | $145,000–$175,000 | Salary + call stipend (24/7 on-call coverage) | HeartMate 3 certification; VAD coordinator training; 24/7 call coverage requirement |
| Heart failure clinic (outpatient) | $125,000–$148,000 | Salary; some wRVU models at academic centers | GDMT optimization expertise; remote monitoring proficiency; diuretic management |
| Outpatient general cardiology | $120,000–$145,000 | Salary or salary + wRVU bonus | Panel size; EKG volume; chronic disease management breadth |
Cardiology NP salary compared to other NP specialties
| NP specialty | National average salary | Premium vs. FNP baseline | Notes |
|---|---|---|---|
| Procedural cardiology NP (EP/cath/CT surgery) | $145,000–$185,000 | +12–43% | Top earners in the NP specialty cohort (below CRNA) |
| AGACNP (acute care, all specialties) | $134,000–$148,000 | +4–15% | Hospital-based; cardiology is highest-paying AGACNP subspecialty |
| Family NP (FNP) | ~$129,210 | Baseline | BLS SOC 29-1171 all-NP median; most common NP credential |
| Oncology NP | $139,000–$145,000 | +8–12% | Academic cancer center wRVU models push top earners higher |
| Emergency NP | $130,000–$155,000 | +1–20% | ED setting premium; shift differentials for nights/weekends |
| CRNA | ~$214,000 | +66% | Separate APRN category; different degree model |
For a full all-NP specialty comparison, see the nurse practitioner salary guide. For CRNA compensation data, see the CRNA salary guide. For AGACNP-specific salary data by state, see the ACNP salary guide.
Salary by work setting
| Work setting | Typical salary range | Compensation model | Notes |
|---|---|---|---|
| Academic medical center (AMC) | $135,000–$185,000+ | Base + wRVU productivity bonus; call stipends for procedural NPs | Highest complexity; access to subspecialty development; wRVU bonuses can add $15,000–$45,000 |
| Community hospital (cardiology service) | $125,000–$155,000 | Straight salary; shift differential for acute care roles | Broader cardiac generalist scope; less subspecialty depth than AMC |
| Private cardiology practice | $120,000–$148,000 | Salary; some practices use panel-based or RVU bonus models | Predominantly outpatient; higher schedule flexibility; lower ceiling than hospital-based |
| VA / federal system | $120,000–$150,000 | GS scale or Title 38 salary; full federal benefits package | Full practice authority in VA system; PSLF-eligible; strong pension |
| Telehealth / remote cardiac monitoring | $110,000–$140,000 | Salary or per-case/per-transmission model | Remote device monitoring, post-discharge HF monitoring; growing segment |
The wRVU model in academic cardiology practices
Academic medical centers and employed cardiology group practices increasingly compensate NPs using the work Relative Value Unit (wRVU) productivity model. A typical employed cardiology NP structure: $115,000–$130,000 base salary + $38–$52 per wRVU over an annual target of 3,200–3,800 wRVUs.
A cardiology NP seeing moderate complexity patients – established patient follow-up visits (99214), new patient evaluations (99205), E&M with EKG interpretation – might generate 4,200–5,500 wRVUs annually. At $42 per wRVU over a 3,500 target, that is $29,400–$84,000 in productivity add-on above base. Total annual compensation at high-volume academic cardiology practices can reach $160,000–$185,000 for experienced NPs.
Key negotiating points in wRVU-based contracts: the base salary, the dollar-per-wRVU rate, the annual target threshold, and whether device-related services (CIED interrogation, device clinic visits) generate wRVU credit under the practice’s billing structure. Some device clinic services are bundled under technical component billing, which does not credit wRVUs to the NP; clarify this before signing.
Per-case compensation in high-volume cath labs
Some high-volume cardiac catheterization laboratory programs – particularly at academic centers with busy structural heart and PCI programs – supplement NP base salaries with per-case stipends for procedural assistance. These are not universally offered and are institution-specific, but the structure is: base salary for clinic-based duties + $50–$150 per procedure case assisted in the lab.
At programs performing 1,500–2,500 catheterization procedures annually with consistent NP procedural involvement, per-case stipends can add $30,000–$60,000 to base salary. Total compensation at these programs can reach $175,000–$185,000 for experienced cath lab NPs. These positions are not widely advertised – they emerge from relationships with cath lab programs at high-volume centers.
State salary table
| State | Annual salary range | Notes |
|---|---|---|
| California | $155,000–$195,000 | Major cardiac centers: UCSF, Stanford, UCLA, Cedars-Sinai, Scripps; full practice authority; highest NP wages nationally |
| New York | $148,000–$185,000 | Columbia, Weill Cornell, NYU Langone, Northwell; NYC metro cost of living premium; full practice authority (2023) |
| Massachusetts | $145,000–$178,000 | Massachusetts General, Brigham and Women's, Beth Israel Lahey; strong union/academic compensation structures |
| Washington | $145,000–$175,000 | University of Washington Medical Center, Swedish Medical, Providence; Pacific Northwest NP wages among highest in country |
| Oregon | $138,000–$168,000 | OHSU, Legacy Emanuel, Providence; full practice authority; Portland metro premium |
| New Jersey | $140,000–$170,000 | Morristown Medical (Atlantic Health), Hackensack Meridian, RWJBarnabas; NYC metro spillover |
| Connecticut | $138,000–$165,000 | Yale New Haven Heart and Vascular, Hartford HealthCare Heart Institute; high cost of living |
| Minnesota | $132,000–$162,000 | Mayo Clinic Cardiovascular (Rochester), Abbott Northwestern, University of Minnesota; strong AMC compensation structures |
| Maryland | $132,000–$160,000 | Johns Hopkins Heart and Vascular, University of Maryland Heart Center; DC metro wages |
| Virginia | $128,000–$155,000 | Inova Heart and Vascular, VCU Health, UVA; Northern Virginia metro commands premium |
| Illinois | $128,000–$155,000 | Northwestern Medicine, University of Chicago Medicine, NorthShore; Chicago metro premium |
| Texas | $128,000–$158,000 | Houston Methodist DeBakey, Baylor Scott & White Heart and Vascular, UT Southwestern; no state income tax; large AMC systems |
| Pennsylvania | $126,000–$153,000 | Penn Medicine Heart, Penn State Heart and Vascular, UPMC Heart and Vascular; academic center concentration |
| Colorado | $130,000–$155,000 | UCHealth, Children's Hospital Colorado, SCL Health; Denver metro premium; full practice authority |
| Ohio | $122,000–$148,000 | Cleveland Clinic Heart, Vascular & Thoracic (top cardiac program nationally); Ohio State Wexner; OhioHealth |
| Michigan | $120,000–$147,000 | University of Michigan Frankel Cardiovascular, Spectrum Health, Beaumont; Detroit/Ann Arbor markets |
| North Carolina | $118,000–$145,000 | Duke Heart Center, UNC Cardiology, Atrium Health Wake Forest; Research Triangle premium |
| Florida | $118,000–$145,000 | Cleveland Clinic Florida, Mayo Clinic Jacksonville, Tampa General; no state income tax; large retiree cardiac market |
| Georgia | $116,000–$142,000 | Emory Heart and Vascular Center, Piedmont Heart Institute, WellStar; Atlanta metro premium |
| Tennessee | $115,000–$140,000 | Vanderbilt Heart and Vascular, TriStar Health, Methodist Le Bonheur; Nashville/Memphis markets |
| Arizona | $120,000–$148,000 | Mayo Clinic Cardiovascular (Scottsdale), Banner University Medical, HonorHealth; full practice authority; Phoenix metro growth |
| Wisconsin | $115,000–$140,000 | UW Health Heart and Vascular, Froedtert and MCW; Milwaukee/Madison markets |
| Indiana | $112,000–$137,000 | IU Health Methodist (major cardiac surgery center), Franciscan Health, Parkview; lower cost of living offset |
| Missouri | $112,000–$136,000 | Barnes-Jewish Hospital / Washington University Heart Care, Saint Luke's Mid America Heart; St. Louis AMC market |
| Louisiana | $110,000–$133,000 | Ochsner Heart and Vascular, LSU Health; New Orleans metro premium; lower state wages vs Gulf Coast average |
| Alabama | $108,000–$130,000 | UAB Cardiovascular Institute, Huntsville Hospital Heart Center; lower labor market wages overall |
| Mississippi | $105,000–$128,000 | University of Mississippi Medical Center Heart Institute; rural cardiac coverage; lowest NP wages in region |
State salary estimates are derived from BLS OEWS SOC 29-1171 state-level data (May 2024) adjusted for the cardiology specialty premium and procedural vs. outpatient mix. Individual employer offers vary; figures represent midpoint expectations across all cardiology NP roles in each state.
Salary by experience tier
| Experience tier | Typical annual salary | Role characteristics |
|---|---|---|
| New graduate (0–2 years) | $100,000–$118,000 | Completing structured orientation (cardiac surgery AMC); or entering outpatient HF clinic; building CCRN eligibility hours |
| Early career (2–5 years) | $118,000–$140,000 | Independent practice; moving toward subspecialty (cath lab, EP, LVAD); CCRN certification typically obtained |
| Mid-career (5–10 years) | $138,000–$162,000 | Established subspecialty NP; may hold CCDS or IBHRE credential; senior-level in institutional structure |
| Senior / lead (10–20 years) | $155,000–$185,000 | Lead cardiology NP; LVAD coordinator; APP program director; academic appointment (clinical faculty) |
| Director / chief APP | $175,000–$215,000+ | Director of APP Practice in cardiovascular surgery or medicine; executive-level hybrid role; typically DNP + 15+ years |
Factors that increase cardiology NP salary
CCRN certification – The AACN CCRN credential adds $2,000–$5,000 annually in direct certification differentials at most hospital systems. More significantly, CCRN is required for senior-level positions in cardiac ICU and cardiac surgery settings, and those roles carry meaningful step-up compensation.
IBHRE CCDS or RCES – Device credentials through the International Board of Heart Rhythm Examiners are required or strongly preferred for EP lab and CIED clinic NP positions. These credentials are associated with salary levels $10,000–$20,000 above generalist cardiology NP roles, reflecting the scarcity of NPs with formal device training.
LVAD program access and certification – NPs who develop HeartMate 3 management competency and carry VAD coordinator responsibilities earn a salary premium of $15,000–$25,000 compared to standard heart failure NP roles. The 24/7 on-call requirement adds further to total compensation.
On-call and call stipend negotiation – Procedural cardiology NPs (EP lab, cath lab, cardiac surgery) are often required to take call. Call stipends range from $25–$75 per on-call hour to flat weekly or monthly stipends of $500–$2,500. At busy academic programs, on-call compensation can add $8,000–$20,000 to annual total compensation.
Full practice authority (FPA) states – NPs in FPA states – approximately 27 states and DC as of 2026 – carry broader independent billing authority and tend to earn more than peers in restricted-practice states, reflecting both labor market dynamics and billing autonomy.
Travel cardiology NP
Travel cardiology NP assignments – 13-week contracts through locum tenens and travel staffing agencies – exist primarily for outpatient heart failure clinic and general cardiology coverage, and in some cases for inpatient cardiac unit coverage at community hospitals with short-term staffing gaps.
Annualized travel NP rates in cardiology: $160,000–$200,000 gross across a full assignment calendar, with housing stipends and travel allowances included in the total package. The gross rate comparison overstates actual net: travel NPs bear their own benefits costs (health insurance, liability insurance, retirement contributions) and typically face assignment gaps between 13-week contracts.
Procedural travel cardiology NP assignments – EP lab coverage, cath lab NP – are less common than travel RN coverage for those settings, primarily because the procedural skill set takes months to transfer and credentialing between facilities is time-consuming. Travel assignments in procedural cardiac settings tend to be extended contracts (6–12 months) rather than standard 13-week travel assignments.
Compensation structures in employed cardiology groups
Large employed cardiology group practices – multi-physician, multi-site groups employed by health systems – commonly use one of two NP compensation models:
Straight salary: Fixed annual compensation, sometimes with a modest annual performance bonus tied to patient satisfaction scores or panel management metrics. Common in private and community cardiology practices.
RVU-based model: Base salary + productivity bonus above a wRVU threshold. Common in academic and large employed group settings. Financially favorable for high-volume NPs but creates incentive structures that favor visit quantity over complexity. Cardiology NPs managing complex conditions (advanced HF, post-TAVR patients, device clinic) may generate high wRVU volume without the pace pressure of primary care, making the wRVU model workable in cardiology in ways it is not in all specialties.
Before accepting an RVU-based offer, request the wRVU distribution for current NPs in similar roles at that practice – not projected targets, but historical actual performance. The spread between base and total compensation is only as meaningful as the achievability of the bonus threshold.
Emergency NP and cardiology NP: a salary comparison
Emergency NPs manage a high volume of acute cardiac presentations – chest pain, dyspnea, syncope, acute coronary syndrome – but their scope is ED-specific rather than subspecialty cardiac. Emergency NP salaries average $130,000–$155,000 nationally, with significant variation based on ED setting and shift differential structure. See the emergency NP salary guide for detailed data.
Procedural cardiology NPs – EP lab, cardiac surgery, cath lab – consistently outpay emergency NP roles due to the narrower technical specialization required. Outpatient cardiology NP salaries overlap significantly with emergency NP ranges in the $120,000–$145,000 band.
Frequently asked questions
How much more does a cardiology NP make than a general NP? On average, 10–20% more – rising to 30–40% more for procedural subspecialties. The BLS all-NP median is $129,210 (May 2024). Outpatient general cardiology NPs average $120,000–$145,000 (roughly at baseline). EP lab and cardiac surgery NPs average $145,000–$175,000 – a 12–36% premium over the all-NP baseline. The premium reflects both technical specialization and the competitive scarcity of NPs trained for procedural cardiac environments.
Does AGACNP-BC pay more than FNP in cardiology? In hospital-based procedural settings, yes – AGACNP-BC holders earn more because those positions are disproportionately held by acute care NPs and carry procedural premiums. In outpatient general cardiology and heart failure clinic settings, the credential itself does not command a salary differential; compensation reflects the role, not the credential. See the ACNP salary guide for AGACNP-specific salary data by state.
What is a VAD coordinator NP salary? LVAD coordinators (often called VAD coordinators) – NPs or PAs managing patients with left ventricular assist devices at MCS-capable centers – typically earn $145,000–$175,000 annually, plus a 24/7 on-call stipend that adds $8,000–$20,000 to total compensation. The role is demanding in terms of availability and technical training but commands one of the highest compensation levels in cardiac NP practice.
Do cardiology NPs get bonuses? Bonuses are common in academic and employed group settings using wRVU or performance-based models. Signing bonuses of $5,000–$20,000 are increasingly common for experienced cardiology NPs, particularly in high-demand subspecialty roles. Academic centers may offer retention bonuses after 2–3 years of service. Private cardiology practices are less likely to offer bonuses beyond flat salary.
Can I earn more as a locum cardiology NP than in a permanent role? Locum cardiology NP assignments exist, primarily in outpatient heart failure and general cardiology coverage. Daily rates of $850–$1,200/day annualize to $220,000–$312,000 – but most locum NPs do not fill every working week of the year. Realistic locum annual earnings: $150,000–$200,000 gross before self-funded benefits costs. For NPs with strong outpatient cardiac skill sets and geographic flexibility, locum positions can generate higher gross pay than permanent roles; total net compensation depends on assignment continuity and self-employment tax efficiency.