The biggest number on an offer letter is not always the most important. Your first year is a learning environment. A slightly higher rate can be erased by poor orientation, an unsustainable commute, mandatory extra shifts, weak benefits, or a sign-on bonus you must repay.
Free interactive toolDecode and compare your RN offers →Select your state, see the BLS RN wage context, then annualize base pay, differentials, hours, bonus, commute, and benefits without pretending the state median is a new-grad guarantee.Orientation and clinical support
- How many weeks is unit orientation?
- Is residency class time paid?
- How does the patient assignment progress?
- Can orientation be extended?
- How are preceptors selected and trained?
- Who is available when the preceptor is absent?
- What support is physically present on nights and weekends?
Staffing and daily work
- What assignments do new graduates commonly carry after orientation?
- How often does the unit use charge nurses with assignments?
- How often do nurses float, and to which units?
- How are breaks covered?
- What has turnover been like on this unit?
- How are safety concerns escalated?
Schedule and life fit
- What shift am I actually being hired for?
- How are weekends and holidays assigned?
- Is self-scheduling real, partial, or seniority-based?
- Is overtime mandatory, expected, or optional?
- When can new hires request time off?
- Can the schedule change after orientation?
Money and commitments
- What is base hourly pay?
- Which hours earn evening, night, weekend, or specialty differentials?
- Are residency hours guaranteed to equal regular FTE hours?
- When are raises or market adjustments reviewed?
- When do insurance and retirement benefits begin?
- What conditions trigger bonus repayment?
- Is there a training repayment agreement or minimum-service commitment?
- Can I review every agreement before accepting?