Cardiovascular ICU nursing is one of the highest-acuity RN specialties in critical care. Staff CVICU nurses earn in the range of $92,000–$125,000 per year depending on geography, experience, and hospital type, with the aggregator platforms clustering around $92,000–$124,000. Travel CVICU nurses average $2,237 per week (Vivian Health, August 5, 2026), with top markets exceeding $3,000. At the career ceiling, CRNA programs that prioritize cardiac ICU backgrounds lead to a median of $236,590 (BLS OEWS, May 2025).
A methodology note upfront: the Bureau of Labor Statistics classifies all registered nurses under a single SOC code – 29-1141 – regardless of specialty. BLS does not publish CVICU-specific RN salary data. The 50-state table in this guide uses Salary.com’s ICU RN data as the most comparable BLS-mapped dataset, with CVICU-specific figures from Vivian Health, ZipRecruiter, and Glassdoor where available. Where sources differ, the figures are cited with their provenance.
At a glance
| Role / setting | Estimated compensation | Data as of |
|---|---|---|
| Staff CVICU RN, national average (ZipRecruiter) | $124,358/year ($59.79/hr) | June 2026 |
| Staff CVICU RN, national average (Salary.com, CVICU-specific series) | $92,225/year ($44/hr) | August 1, 2026 |
| Staff CVICU RN, national average (Glassdoor) | $103,859/year – thin sample, see note below | May 2026 |
| Staff CVICU RN, Vivian Health hourly | $48.06/hr ($99,965 annualized at 2,080 hrs) | August 6, 2026 |
| Travel CVICU RN, national average weekly (Vivian Health) | $2,237/week ($116,324 annualized) | August 5, 2026 |
| Travel CVICU RN, top markets (Vivian Health) | $2,550–$3,300+/week | August 5, 2026 |
| CCRN certification premium | +$1–$3/hr or +3–5% base at most institutions | Institution-specific |
| CSC certification premium (cardiac surgery centers) | +$2–5% above CCRN base | Institution-specific |
| BLS all-RN median (SOC 29-1141) | $97,550/year – all specialties benchmark; not CVICU-specific | OEWS May 2025 |
| CRNA career ceiling (BLS median) | $236,590/year | OEWS May 2025 |
Understanding the data
Why salary figures vary so much across sources
CVICU nurse salary data spans a wide range across platforms – from $44/hour on Salary.com to $59.79/hour from ZipRecruiter, a gap of more than $32,000 a year on the same job title. That spread is itself the most useful fact on this page. It reflects what each platform samples and how it aggregates, so a nurse benchmarking an offer should read the range rather than pick the single number that flatters or discourages:
| Source | What it measures | Methodology | Strengths | Limitations |
|---|---|---|---|---|
| BLS OES (SOC 29-1141) | All registered nurses | Annual employer wage survey, 800,000+ records | Largest sample; state-level granularity | Not CVICU-specific; includes all RN settings and specialties |
| Salary.com (CVICU RN) | CVICU registered nurses | Modeled estimate from job postings and payroll partner data | CVICU-specific series with full percentile spread | Modeled rather than surveyed; runs conservative against marketplace data |
| Salary.com (ICU RN) | ICU registered nurses | Job posting + compensation survey data | Specialty-segmented; experience-tier breakdown | ICU RN is broader than CVICU; no cardiac subspecialty breakout |
| Vivian Health (CVICU) | Active CVICU job postings | Real-time marketplace data; 5,213 active travel jobs (August 2026) | CVICU-specific; continuously updated | Staff rates may reflect marketplace subset; travel contracts more heavily represented |
| ZipRecruiter (CVICU nurse) | CVICU job postings + self-reported salaries | Aggregate job listing data | CVICU-specific label; wide geographic coverage | Self-reported component; outliers affect averages; runs highest of any source here |
| Glassdoor (CVICU nurse) | Self-reported CVICU nurse salaries | Anonymous employee self-reporting | Employer-specific data; total comp visibility | Very small sample on the "CVICU nurse" title (6 reports as of May 2026); self-selection bias |
A caution on the Glassdoor figure. Glassdoor’s $103,859 average for “CVICU nurse” rests on six self-submitted salaries. Six reports cannot carry a national average, and the number is quoted widely across nursing salary pages without that caveat. Glassdoor’s adjacent “CVICU RN” title draws on 67 reports and reads $111,671. Both are shown here for completeness, and neither should be treated as a benchmark on its own.
The defensible range for a staff CVICU RN with 2–5 years of experience in a mid-cost market is $92,000–$125,000 per year in base compensation before differentials. That range spans the modeled floor (Salary.com’s CVICU-specific $92,225), the marketplace midpoint (Vivian’s $48.06/hr, roughly $100,000 annualized), and the ZipRecruiter 25th-to-75th band ($102,000–$143,500), whose upper reaches reflect high-cost markets rather than a typical offer.
National average CVICU nurse salary
Synthesizing across primary data sources:
- ZipRecruiter (June 2026): $124,358/year average ($59.79/hr); 25th percentile $102,000, 75th percentile $143,500, 90th percentile $163,500
- Glassdoor (May 2026): $103,859/year on 6 reports; 25th percentile $88,765, 75th percentile $122,961. The “CVICU RN” title, on 67 reports, reads $111,671
- Vivian Health staff (August 6, 2026): $48.06/hr, roughly $99,965 annualized at 2,080 hours – level with Vivian’s nursing US average
- Salary.com CVICU RN (August 1, 2026): $92,225/year ($44/hr); 10th percentile $76,973, 25th $84,241, 75th $102,985, 90th $112,782
- BLS all-RN benchmark (May 2025, SOC 29-1141): $97,550 median ($101,420 mean) – cited for cross-specialty context, not as a CVICU-specific figure
Two of these four sources sit within a few thousand dollars of the BLS all-RN median, which is the more informative reading: at the national level, CVICU pay tracks general RN pay closely rather than commanding the large specialty premium the highest aggregator figure implies. Vivian’s own page states the CVICU hourly average is level with its nursing US average. The ZipRecruiter figure runs roughly $32,000 above Salary.com’s on the same job title and carries an upward self-reporting component. Salary.com’s is a modeled estimate that tends to run conservative. The truthful summary is a range with a midpoint near $100,000, and the geography section below explains most of the spread.
Salary by experience level
Using Salary.com ICU RN experience tiers as the closest available subspecialty proxy:
| Experience tier | Annual salary | Hourly equivalent |
|---|---|---|
| Entry level (0–2 years) | $75,807–$83,000 | $36–$40/hr |
| Early career (2–4 years) | $83,000–$90,900 | $40–$44/hr |
| Mid-career (4–8 years) | $90,900–$101,300 | $44–$49/hr |
| Experienced (8–15 years) | $101,300–$110,769 | $49–$53/hr |
| Expert / senior (15+ years) | $110,769+ | $53+/hr |
Note: These tiers reflect ICU RN data from Salary.com. CVICU nurses at high-volume cardiac surgery centers – particularly in union states or in hospitals where the specialty commands a premium – typically earn 10–20% above these figures at the same experience level.
Salary by setting
Hospital type and unit characteristics affect CVICU compensation significantly:
| Setting | Estimated salary range | Key factors |
|---|---|---|
| Community hospital with cardiac surgery | $85,000–$110,000 | Lower case volume; less LVAD/ECMO; higher job availability |
| Academic cardiac surgery center | $100,000–$135,000 | High LVAD/ECMO volume; Magnet designation; BSN required; research environment |
| Children's cardiac ICU (pediatric CVICU) | $95,000–$130,000 | Pediatric cardiac surgery; different device scope; separate CCRN-Pediatric certification pathway |
| Level I trauma center with cardiac surgery | $105,000–$140,000 | Complex acuity; 24-hour cardiac surgical coverage; usually union or Magnet |
| Travel CVICU (13-week contract) | $116,324 annualized ($2,237/wk avg, Aug 2026); up to $171,000+ in top markets | Tax-free stipend component; weekly pay; higher geographic flexibility; minimum 1–2 yrs CVICU required; assumes continuous back-to-back contracts, which most travelers do not achieve |
Travel CVICU nurse salary
Travel CVICU nursing commands a meaningful premium over staff positions, reflecting both specialty scarcity and the institutional need to fill high-acuity vacancies quickly.
Vivian Health data (August 5, 2026, based on 5,213 active postings in the prior 7 days):
- National average: $2,237/week (2% above the nursing US average of $2,184/week)
- Annualized at average rate: ~$116,324 (13-week contracts x 4 per year)
- Top 5 highest-paying states for travel CVICU: Michigan ($3,289/wk), New Hampshire ($2,759/wk), California ($2,656/wk), Hawaii ($2,568/wk), Massachusetts ($2,566/wk)
- Top-paying cities: Oakland CA ($3,365/wk), Brockton MA ($3,320/wk), Palo Alto CA ($3,157/wk)
Travel CVICU rates sit slightly above general travel ICU averages ($2,166/week nationally, August 5, 2026), reflecting the specialty skill requirement, though the national gap is narrower than the specialty’s reputation suggests – roughly 3%. The premium is concentrated in specific markets rather than spread evenly: Michigan’s average sits nearly $1,100/week above the national figure. ECMO-competent CVICU travel nurses are in the highest demand and command rates at the top end of these ranges.
State-level travel rankings move substantially from month to month as contract mix changes, so treat any list of top-paying states as a snapshot rather than a stable ordering. Check the current figures before making a relocation decision on the strength of one.
Requirements for travel CVICU contracts:
- Minimum 1–2 years of CVICU-specific experience (general ICU alone rarely qualifies)
- Current CCRN – required by most contracts, not just preferred
- ACLS and BLS current
- IABP proficiency – required at most cardiac surgery programs
- ECMO and Impella experience – not always required but significantly broadens contract options and negotiating position
Shift differentials and additional pay
Base salary is only part of the CVICU compensation picture. Differentials and premium pay add meaningfully to total annual income:
| Differential type | Typical range | Notes |
|---|---|---|
| Night shift (7pm–7am or similar) | $4–$8/hr above base | Most common differential; CVICU night shift is standard for new staff hires |
| Weekend differential | $3–$6/hr above base | Saturday/Sunday or defined weekend window; often stackable with night differential |
| Charge nurse differential | $2–$5/hr above base | Per-shift charge pay; some institutions pay charge as annual stipend instead |
| On-call pay | $3–$6/hr stipend + 1.5x–2x callback rate | Less common in CVICU than procedural cardiac units; some programs require it for device-competent nurses |
| CCRN/CMC/CSC certification premium | $1–$3/hr or annual lump sum $2,000–$6,000 | Paid as hourly differential or annual bonus; institution-specific; some pay only on recertification |
A night-shift CVICU charge nurse with CCRN certification can add $8–$16/hour above base pay when differentials stack – bringing total effective hourly compensation to $55–$70+ at mid-to-senior experience levels in most markets.
Certification premium
Certifications directly affect CVICU nurse pay at many institutions.
CCRN is the most widely recognized and most commonly rewarded. Pay impacts include:
- Hourly differential of $1–$3/hr at hospitals with formal clinical ladder programs
- Annual bonus of $1,500–$3,000 at some institutions for maintaining the credential
- Required for many senior CVICU positions and charge nurse advancement
CMC (Cardiac Medicine Certified) – at institutions with large cardiac medical ICUs or heart failure programs, CMC holders may receive an additional $1–$2/hr beyond the CCRN differential. Not universally recognized with a formal pay increment, but it strengthens negotiating position.
CSC (Cardiac Surgery Certified) – at high-volume cardiac surgery centers, CSC is particularly valued and may be rewarded with a dedicated pay increment (typically $1–$3/hr above base, beyond CCRN premium). Cardiac surgery NP and clinical leadership roles often prefer or require CSC, which expands advancement ceiling.
The clearest financial argument for certification: CCRN holders consistently access higher base offers when moving between employers, because hospitals competing for experienced CVICU nurses treat certification as a proxy for clinical competency they can rely on without an extended verification period.
Salary by state – all 50 states and DC
The figures below are drawn from Salary.com’s ICU RN dataset (May 2026) – the most comprehensive publicly available state-level specialty RN salary data. These reflect ICU RN salaries broadly and should be treated as a benchmark floor; CVICU nurses at cardiac surgery centers typically earn 5–15% above these figures in the same states.
Read this table against the BLS figures, not instead of them. Every row below sits at or beneath the BLS all-RN median of $97,550 (SOC 29-1141, May 2025), including the top-ranked jurisdictions. That is a property of the instrument rather than a finding about ICU pay: Salary.com produces modeled estimates from job postings and payroll partners, while BLS OEWS is a survey of employers, and the two are not directly comparable. BLS state medians for all RNs run substantially higher in the high-wage states – California $140,270, Oregon $129,010, Washington $124,200, New York $109,440 (OEWS May 2025) – so a California CVICU nurse benchmarking an offer should anchor on the BLS state figure and treat the Salary.com row as a conservative floor. Where the two disagree, the disagreement is the information.
| State | ICU RN annual salary (Salary.com, 2026) |
|---|---|
| Alabama | $83,500 |
| Alaska | $98,400 |
| Arizona | $88,600 |
| Arkansas | $82,100 |
| California | $100,200 |
| Colorado | $92,700 |
| Connecticut | $97,100 |
| Delaware | $92,000 |
| District of Columbia | $100,600 |
| Florida | $86,000 |
| Georgia | $87,700 |
| Hawaii | $95,000 |
| Idaho | $84,800 |
| Illinois | $92,600 |
| Indiana | $87,200 |
| Iowa | $87,000 |
| Kansas | $86,500 |
| Kentucky | $85,500 |
| Louisiana | $86,400 |
| Maine | $88,600 |
| Maryland | $93,700 |
| Massachusetts | $98,900 |
| Michigan | $89,500 |
| Minnesota | $93,000 |
| Mississippi | $81,000 |
| Missouri | $86,300 |
| Montana | $85,800 |
| Nebraska | $85,600 |
| Nevada | $89,900 |
| New Hampshire | $91,900 |
| New Jersey | $98,500 |
| New Mexico | $84,200 |
| New York | $96,600 |
| North Carolina | $86,400 |
| North Dakota | $89,800 |
| Ohio | $88,500 |
| Oklahoma | $84,000 |
| Oregon | $92,300 |
| Pennsylvania | $90,500 |
| Rhode Island | $94,200 |
| South Carolina | $85,200 |
| South Dakota | $82,600 |
| Tennessee | $84,900 |
| Texas | $88,600 |
| Utah | $87,000 |
| Vermont | $89,200 |
| Virginia | $91,500 |
| Washington | $98,500 |
| West Virginia | $81,800 |
| Wisconsin | $89,400 |
| Wyoming | $87,200 |
State-level CVICU-specific context:
- Vivian Health’s staff CVICU data (August 6, 2026) shows the highest-paying states as California ($78/hr average, $97/hr max), Nevada ($67/hr, $77 max), Minnesota ($57/hr), Colorado ($55/hr), and Maryland ($55/hr) – figures well above the Salary.com general ICU rows above, reflecting the Vivian marketplace dataset’s composition and its bias toward premium-rate postings
- This ordering has turned over completely since spring 2026, when Vivian’s staff CVICU leaders were Midwest states. Marketplace rankings track where contracts are open in a given week, not durable state wage levels. For a durable ranking, use the BLS state medians instead
- California, New York, Massachusetts, and Washington consistently rank in the top tier for registered nurse pay by total compensation when union contracts, differentials, and cost-of-living adjustments are factored in – and this holds across vintages in a way the marketplace snapshots do not
Career ceiling: advancement paths and their pay
The CVICU is one of the strongest launching points for advanced nursing roles.
| Role | Estimated salary range | Credential required |
|---|---|---|
| CVICU charge nurse | $100,000–$125,000 | CCRN; 2–4 years CVICU experience |
| Clinical nurse specialist (CNS) – cardiovascular | $100,000–$130,000 | MSN (CNS track); CCNS from AACN |
| AGACNP / cardiac surgery NP | $120,000–$165,000 | MSN or DNP (AGACNP); cardiac surgery NP roles at highest end |
| Cardiology NP | $115,000–$145,000 | MSN or DNP; FNP or AGACNP certification |
| CRNA (nurse anesthetist) | ~$236,590 median (BLS May 2025); $248,320 mean | DNAP or DNP from accredited program; CVICU background is preferred for cardiac anesthesia |
| Device company clinical specialist (Impella, ECMO, LVAD) | $90,000–$140,000 base + $15,000–$30,000+ bonus | CVICU experience; device-specific training; CSC/CCRN valued |
| CVICU nurse manager | $105,000–$145,000 | MSN preferred; CCRN; leadership experience |
The CRNA path deserves particular mention for CVICU nurses. Nurse anesthesia programs explicitly value cardiac ICU backgrounds because hemodynamic complexity, vasoactive pharmacology, and MCS device experience in the CVICU translate directly to cardiac anesthesia practice. CRNA programs are selective, and CVICU experience strengthens applications to the most competitive programs substantially.
See also: how to become a CRNA, CRNA salary, how to become a cardiology NP, cardiology NP salary
Factors that affect your CVICU salary
Geographic location
The gap between the highest- and lowest-paying states for ICU nurses is roughly $19,600 annually based on Salary.com data ($100,600 in DC vs $81,000 in Mississippi). The BLS survey data shows a far wider spread for registered nurses generally – California’s $140,270 median against Mississippi’s $77,090 (OEWS May 2025) is a gap of about $63,000, or 82%. Geography is the single largest determinant of base pay, and the modeled aggregator data compresses that spread considerably.
Cost of living does not move in parallel with salary, so the gross gap overstates the real one – Mississippi’s lower salary may carry higher purchasing power than California’s higher figure. CVICU nurses weighing geography should compare take-home purchasing power, not just gross salary.
Hospital type and case volume
High-volume cardiac surgery programs – transplant centers, LVAD programs, ECMO centers – typically pay more and offer more structured clinical ladders. They also have higher certification expectations (CCRN required, CSC preferred) and offer more opportunities to earn differential pay through shift variety and charge assignments.
Magnet-designated hospitals often have formal clinical ladder programs that translate directly to salary increments tied to certifications, years of experience, and evidence-based practice contributions.
Union status
Nurses in unionized hospitals – particularly in California, New York, Massachusetts, and Washington – benefit from collectively bargained pay scales, defined shift differentials, and protected ratios. California’s nurse-to-patient ratio law mandates 1:2 maximum in ICUs, which directly affects workload and can support higher per-nurse productivity-based compensation negotiations.
LVAD and ECMO competency
CVICU nurses with documented LVAD (HeartMate 3) or ECMO management competency occupy a scarcer labor pool. Hospitals with active VAD and ECMO programs compete for these nurses, and device-competent nurses have stronger negotiating positions for starting salary and for travel contracts.
Frequently asked questions
Do CVICU nurses earn more than general ICU nurses?
Less than the specialty’s reputation suggests. At the national level the gap is small and inconsistent in direction depending on which platform you consult: Vivian’s staff CVICU hourly average ($48.06, August 2026) is level with its all-nursing average, and travel CVICU ($2,237/wk) runs about 3% above travel ICU ($2,166/wk). ZipRecruiter shows a wider CVICU premium, but that source also carries the largest self-reporting component of the four. The reliable premium comes from the specialized skills CVICU nurses develop – device competency (IABP, Impella, ECMO, LVAD) and post-cardiac surgery expertise – which raise contract value in specific high-demand markets and strengthen negotiating position for internal raises and external moves. National averages compress that effect because they blend high-premium markets with community programs paying near general ICU rates.
Does CCRN certification lead to a pay increase?
At most institutions with formal clinical ladder programs, yes. CCRN certification typically triggers a $1–$3/hour differential or an annual bonus of $1,500–$3,000. The compounding value is larger: CCRN-certified nurses access more competitive job offers, negotiate higher starting salaries at new employers, and qualify for the CMC and CSC subspecialty certifications that further differentiate them.
What is the difference between CMC and CSC salary impact?
Both CMC and CSC are subspecialty certifications layered on CCRN, but their salary impact depends on the institution. CMC is most valued at cardiac medical ICUs with large heart failure and arrhythmia programs. CSC is most valued at cardiac surgery centers; some of these institutions offer a dedicated pay increment for CSC holders given the technical expertise it validates. Neither is as universally recognized as CCRN at the compensation policy level, but both strengthen external offers and advancement candidacy.
Is travel CVICU nursing worth it financially?
At current rates ($2,237/week national average, roughly $116,000 if you work 52 weeks), travel CVICU nursing pays more than the staff equivalent, though the gap is narrower than it is usually presented. Vivian’s staff CVICU rate of $48.06/hr works out to about $1,922 for a 40-hour week, so the national travel average sits roughly 16% above it on a like-for-like weekly basis. Figures of 40–50% circulate widely; those compare current travel weekly totals against stale or artificially low staff baselines.
Three things narrow the real gap further. The annualized figure assumes continuous back-to-back contracts with no gap between assignments, which few travelers sustain. Travel packages carry no employer health, retirement match, or paid time off. And the stipend portion is only tax-free if you maintain a qualifying tax home, which carries its own cost. The financial case is strongest for nurses who own property or have a low-cost housing arrangement at their home base, and for those willing to work the specific high-rate markets rather than the national average.
What do LVAD and ECMO competency do for CVICU salary?
These competencies do not uniformly trigger a formal pay line at most institutions – they are expected as part of the CVICU scope at hospitals where LVADs and ECMO are managed. The financial impact comes at the margins: stronger travel contract offers (ECMO-competent nurses command premium placement with fewer competing candidates), stronger external offer leverage, and faster progression to senior CVICU and charge nurse positions where incremental pay is higher.
Related guides
- How to become a CVICU nurse – complete career pathway guide
- ICU nurse salary – general critical care benchmarks
- Telemetry nurse salary – step-down nursing compensation
- Cardiac cath lab nurse salary – procedural cardiac nursing pay
- EP lab nurse salary – electrophysiology lab nursing pay
- CRNA salary – the career ceiling from CVICU
- Cardiology NP salary – advanced practice cardiology pay
- Travel nurse salary – travel nursing overview and pay structures
- RN salary – all-RN salary context
References
- U.S. Bureau of Labor Statistics, “Occupational Employment and Wage Statistics: Registered Nurses (SOC 29-1141),” OEWS, May 2025 (released May 2026). Median annual wage $97,550; mean annual wage $101,420. BLS classifies all RNs under a single SOC code and does not publish CVICU-specific wage data.
- U.S. Bureau of Labor Statistics, “Occupational Employment and Wage Statistics: Nurse Anesthetists (SOC 29-1151),” OEWS, May 2025 (released May 2026). Median annual wage $236,590; mean annual wage $248,320.
- U.S. Bureau of Labor Statistics, “Occupational Outlook Handbook: Registered Nurses,” 2024–2034 projections. Employment projected to grow 5%, with about 189,100 openings per year over the decade.
- American Association of Critical-Care Nurses (AACN), “CCRN (Adult) Certification” and CSC/CMC subspecialty certification overview, accessed 2026.
- Vivian Health, “Average Cardiovascular ICU Nurse Salary by State and Nationally,” staff marketplace figures, last updated August 6, 2026 ($48.06/hr national average).
- Vivian Health, “Average Travel Cardiovascular ICU Nurse Salary by State and Nationally,” last updated August 5, 2026 ($2,237/week national average, 5,213 active postings).
- Vivian Health, “Average Travel Intensive Care Unit Nurse Salary,” last updated August 5, 2026 ($2,166/week national average) – used for the CVICU-vs-general-ICU travel comparison.
- Salary.com, “ICU Nurse Salary,” national experience-tier data, May 1, 2026 ($90,900 average; $75,807–$110,769 range).
- Salary.com, “Registered Nurse CVICU Salary,” CVICU-specific series, August 1, 2026 ($92,225 average, $44/hr; P10 $76,973, P25 $84,241, P75 $102,985, P90 $112,782).
- ZipRecruiter, “CVICU Nurse Salary in the United States,” June 2026 ($124,358 average, $59.79/hr; P25 $102,000, P75 $143,500, P90 $163,500).
- Glassdoor, “CVICU Nurse Salaries (self-reported),” May 2026 – national average based on 6 submitted salaries; the adjacent “CVICU RN” title reads $111,671 on 67 salaries as of June 2026.