Build a Better Future in Senior Living
October 19, 2017
Looking for a career advancement opportunity, a competitive salary and the chance to really make a difference? Check out senior living. With an aging population and an increasing demand for skilled labor, the senior living industry offers strong salaries and job opportunities that continue to grow. This is an industry poised to experience real growth in the coming decades.
In addition to higher pay rates, job satisfaction among senior living associates is high. At the end of the day, many in the field feel they make a significant difference in the lives of those they care for.
What’s Behind the Wage Increase?
While the nation’s unemployment rate stands at a low 4.9 percent, labor markets are tightening in every field, including senior living. From executive directors to certified nursing assistants, demand is increasing and salaries* are going up.
According to Senior Housing News, labor shortages are particularly prevalent on the coasts and in some pockets of the Midwest. And while Brookdale typically expects 2.5 percent wage growth, this year the rate will likely be closer to 3.5 percent.
Bright Futures for RNs
Widely coveted in all fields of medicine, RNs are particularly in demand in geriatrics and senior medicine. With significant pressure to fill RN positions in skilled nursing assisted living communities, gains in nursing salaries are likely to increase by more than 2.5 percent this year.
According to Nurse Journal, as care needs grow, demand for nurses will increase 19 percent by the year 2022 — with demand in some specialties surging even higher.
Though robust across the country, nursing salaries vary depending on experience, location and education level. Making an average of $65,000, geriatric nurses who specialize in the needs of today’s aging population are expected to grow 20 percent by 2022. Topping the RN list at $94,000 a year, nurse practitioner positions are expected to grow 25 percent by 2022.
With salaries ranging from $49,000 to $68,000, critical care nurses, nurse advocates, psychiatric nurses, long-term care nurses, wellness nurses, oncology nurses, pain management nurses, travel nurses and clinical nurses are all positions that will grow 15 to 20 percent by 2022.
Charting the Increases
As the labor market becomes more competitive, salaries for assisted living employees have increased across the board. Though wages vary by geography, company, individual experience, market factors and other circumstances, according to the 2016-2017 Assisted Living Salary & Benefits Report, none of the salaried or hourly positions in the field experienced a drop in compensation last year.
Experiencing the largest compensation increases among hourly employees, resident assistant salaries jumped 3.75 percent from $10.53 an hour to $10.92 an hour. Among salaried employees, marketing representative saw the largest increase — jumping 3.67 percent from $44,301 in 2015 to $45,925 in 2016.
Salaries vary by geography, company, individual experience, market factors and other circumstances.
Staff Nurse (RN)
Business Office Manager
Chief Financial Officer
Assisted Living Administrator
Practical Nurse (LPN)
Director of Information Technology
Director of Human Resources $73,461
Director of Nurses
Resident Care Coordinator
Maintenance Mechanic II
Director of Marketing
Lead Certified Nurse Aide
Memory Care Program Director
Maintenance Mechanic I
Director of Dining/Food Services
Other Senior Living Careers
Topping the list, assisted living directors and administrators who hire staff and oversee resident admission, are set to grow 22 percent by 2020, with salaries ranging from $75,000 to $114,000 a year.
Other popular senior living careers include property managers, maintenance directors, activity directors and business office managers, who all make between $40,000 and $55,000 a year.
The backbone of most senior living communities, certified nursing assistants (CNAs) manage the needs of patients and residents. With an average salary of $28,300 a year, these positions are expected to grow 21 percent by 2022. Depending on location, experience and time with a company, CNAs can earn anywhere from $10 to $15 an hour.
Reporting high levels of job satisfaction, caregivers perform household tasks like cooking, cleaning and grooming for residents who are no longer able to perform these tasks on their own. In addition to providing companionship and mental and emotional support, caregivers assist clients with mobility, transportation, meals and medications.
Build a Better Future at Brookdale
With many experienced employees nearing the end of their careers, these vacancies present real opportunities for workers in the field who want to move up and advance through the ranks.
From nursing to sales and accounting, regardless of your talents and career goals, there is a place for you in the Brookdale family. Visit Brookdalecareers.com and discover how we can help you launch an exciting new phase in your career!
*Disclaimer: Salaries vary by geography, company, individual experience, market factors and other circumstances.
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6 Tips to Ace Your Year End Performance Review
October 13, 2017
Your performance review is the best chance to highlight what you’ve done for your company, showcase the skills you’ve developed over the year, increase your pay and lay the groundwork for growing your career. None of these things happen without preparation, so now is the time to get started to make sure you ace your year-end performance review.
6 Tips to Ace Your 2017 Performance Review
- Talk to Your Manager – Regular communication with your manger throughout the year is imperative to having a great year-end performance review. Make sure that you understand your manager’s expectations so that you can deliver on them. Ask for feedback. Find out where you are excelling and, most importantly, find out where your manger thinks you can improve. Take your manger’s input seriously. Write it down. Create an action plan to improve base on the feedback. Share the action plan with your manager and get more feedback.
- Make Your Manager Look Good – Find out what your manager’s goals are for the year. Ask how you can support those goals. Whether you are part of a team or lead a team, make sure everyone on the team understands these goals and the importance of helping your manager achieve them. When your manager looks good, the whole team looks good.
- Align Your Personal Goals with Company Goals – Every year companies set goals and objectives. Make sure your personal goals align well with the company’s goals. Sometimes you may be unsure how to do this, so think about how what you do in your job impacts the company. For example, if the companies goals are to increase sales by 20% and you work as an admin assistant, point out ways you improved efficiency to give your sales people more time to sale. There is always a way to connect what you do to the company’s goals. Find it. Knock it out of the park. Then share what you did during your company review.
- Prepare – One of the most critical things you can do for your year-end review is to prepare. Write out your accomplishments ahead of time. Practice discussing them. Work on being confident about what you’ve accomplished. Ask your manager if there are any specific areas that will be discussed during your performance review. Take notes. Plan your review around those areas and make sure you can speak to them during your review. Find someone you trust. Practice with them. Have them play your boss and ask you about what you’ve done to meet your goals for the year. Practice will make your more comfortable and confident during your actual review.
- Dust Off Your Job Description – Now’s the time to pull out your official job description. It highlights the tasks and projects the company (and your boss) expect you to do. Review your current role. Are the expectations for your job the same as when you started? Have you taken on new responsibilities? If so, point that out during your review. Highlight any new tasks and responsibilities that you have taken on during the year. This can be useful if you plan to ask for a raise.
- Review Email and Calendar – Go back and review your emails and your calendar. There may be projects and tasks from earlier in the year that you’ve already forgotten about. Use these resources to make sure you track everything you’ve done for the company throughout the year.
Remember that how you do on your year-end review begins on January 1. Think about and plan for your review throughout the year and you’ll ace it – every year. You’ll also be delivering value for your employer and opening up opportunities to advance with your company.Share this: