Entry-Level CNA Salary (2026): What New Nursing Assistants Actually Make
The average entry-level CNA hourly is $18.70 per hour ($38,888 annual) in 2026, based on the 10th percentile of BLS wage data. New CNA starting pay ranges from $16,433 in lower-paying markets to $50,417 in San Jose, CA — driven by California $20 healthcare minimum wage, hospital PCT premium over SNF, night-shift differentials, and agency / per diem premium.
2019 BLS
$21,960
2025 BLS
$33,940
2026 Current Est.
$36,146
2019–2027 Growth
+75.3%
National Entry-Level Certified Nursing Assistant Salary Trend (10th Percentile)
2019–2025: BLS OEWS actual data. 2026+: CAGR 6.50% projection.
| Year | Entry-Level Salary (P10) | Status |
|---|---|---|
| 2019 | $21,960 | Actual |
| 2020 | $22,750 | Actual |
| 2021 | $23,880 | Actual |
| 2022 | $28,030 | Actual |
| 2023 | $30,020 | Actual |
| 2024 | $31,390 | Actual |
| 2025 | $33,940 | Actual |
| 2026(current) | $36,146 | Estimated |
| 2027 | $38,496 | Projected |
Entry-level certified nursing assistant salaries (10th percentile) have shown consistent growth over 7 years of BLS data. The 10th percentile represents typical starting pay for new graduates and early-career professionals. At the current 6.50% CAGR, starting salaries are projected to continue rising through 2027.
Note: BLS actual data is sourced from the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS) survey. Estimated and projected values are calculated using a 6.50% historical CAGR. Actual compensation may vary based on employer, experience, certifications, and local market conditions.
Starting Certified Nursing Assistant Salary by State
Entry-level certified nursing assistant pay varies dramatically by state. The top-paying states offer starting salaries well above $38,888, while others fall below the national average. Here are all 52 states ranked by average starting salary for certified nursing assistants.
| # | State | Avg Starting Pay |
|---|---|---|
| 1 | Washington | $46,619 |
| 2 | Oregon | $46,266 |
| 3 | New York | $44,531 |
| 4 | Maine | $43,417 |
| 5 | California | $43,400 |
| 6 | Vermont | $42,990 |
| 7 | Colorado | $42,916 |
| 8 | Massachusetts | $42,196 |
| 9 | Alaska | $41,958 |
| 10 | Rhode Island | $41,722 |
| 11 | Minnesota | $41,618 |
| 12 | Connecticut | $41,233 |
| 13 | Illinois | $41,074 |
| 14 | New Jersey | $41,039 |
| 15 | Wisconsin | $40,787 |
| 16 | Pennsylvania | $40,697 |
| 17 | Montana | $40,465 |
| 18 | New Hampshire | $40,311 |
| 19 | Nebraska | $39,926 |
| 20 | Nevada | $39,548 |
| 21 | Michigan | $39,463 |
| 22 | Arizona | $39,250 |
| 23 | Hawaii | $38,729 |
| 24 | Delaware | $38,599 |
| 25 | Ohio | $38,520 |
| 26 | District of Columbia | $38,404 |
| 27 | Iowa | $38,064 |
| 28 | Indiana | $37,944 |
| 29 | Maryland | $37,681 |
| 30 | Missouri | $37,045 |
| 31 | Utah | $36,991 |
| 32 | New Mexico | $36,900 |
| 33 | Florida | $36,842 |
| 34 | Wyoming | $36,813 |
| 35 | North Dakota | $36,724 |
| 36 | Kentucky | $36,138 |
| 37 | Virginia | $35,175 |
| 38 | Kansas | $34,889 |
| 39 | Texas | $34,823 |
| 40 | South Dakota | $34,795 |
| 41 | Georgia | $34,457 |
| 42 | West Virginia | $34,341 |
| 43 | North Carolina | $34,131 |
| 44 | Tennessee | $33,986 |
| 45 | South Carolina | $33,871 |
| 46 | Oklahoma | $33,613 |
| 47 | Arkansas | $30,870 |
| 48 | Alabama | $30,638 |
| 49 | Louisiana | $30,238 |
| 50 | Mississippi | $29,697 |
| 51 | Idaho | $26,077 |
| 52 | Puerto Rico | $23,260 |
Beginner Certified Nursing Assistant Pay: Top 20 Cities
These 20 metro areas offer the highest starting salaries for new certified nursing assistants. Each figure represents the 10th percentile of local BLS wage data — the typical pay range for professionals with little to no experience.
| # | City | Starting Salary |
|---|---|---|
| 1 | San Jose, CA | $50,417 |
| 2 | San Francisco, CA | $49,736 |
| 3 | Seattle, WA | $49,054 |
| 4 | Sunnyvale, CA | $48,857 |
| 5 | Bend, OR | $48,394 |
| 6 | Santa Clara, CA | $47,888 |
| 7 | Salem, OR | $47,882 |
| 8 | Portland, OR | $46,839 |
| 9 | Oakland, CA | $46,726 |
| 10 | Medford, OR | $46,306 |
| 11 | New York, NY | $46,051 |
| 12 | Grants Pass, OR | $45,763 |
| 13 | Bellingham, WA | $45,699 |
| 14 | Santa Rosa, CA | $45,380 |
| 15 | Wenatchee, WA | $45,103 |
| 16 | Bremerton, WA | $44,805 |
| 17 | Napa, CA | $44,751 |
| 18 | Denver, CO | $44,634 |
| 19 | Kaneohe, HI | $44,327 |
| 20 | Mankato, MN | $44,198 |
CNA Salary With No Experience: New CNA Reality
The 10th percentile of BLS wage data is the standard proxy for entry-level CNA pay — it represents what the lowest-paid 10% of nursing assistants (also called STNA in Ohio, GNA in Maryland, PCT at hospitals) in a given metro area earn, predominantly new CNAs in their first 6–12 months. Nationally, that sits at $18.70/hour ($38,888 annualized) for 2026. New CNA offers vary by state minimum wage, setting (hospital PCT vs SNF), and shift differential opportunities.
What New CNAs Actually Earn (Year 1)
- California new CNA (top tier with $20/hour healthcare minimum) — Bay Area / LA / San Diego markets $20–$26/hour starting. California $20/hour healthcare sector minimum wage anchors entry-level pay.
- Alaska, Washington, Massachusetts, New York ($17–$22/hour) — high COL anchors.
- Hawaii, Oregon, Nevada ($16–$20/hour) — strong markets.
- Mid-Atlantic / Midwest / South $13–$18/hour — Texas, Florida, Tennessee, Georgia, NC, Arizona, Pennsylvania, Ohio.
- Hospital PCT (Patient Care Technician) — top tier — $3–$8/hour above SNF base. Major systems: HCA Healthcare, Ascension, CommonSpirit, Trinity Health, AdventHealth, Kaiser Permanente, Mass General Brigham, Northwell, Cleveland Clinic, Sutter, UPMC, Atrium, Banner.
- SNF / skilled nursing CNA new grad (most common entry) — Genesis HealthCare, Ensign Group, ProMedica, Brookdale, Diversicare, Five Star Senior Living, Consulate. Strong shift differentials.
- Assisted living CNA — Sunrise Senior Living, Atria, Brookdale, Five Star, Holiday Retirement, Capital Senior Living.
- Home health aide / home care CNA — BAYADA, Amedisys Home Health, BrightStar Care, Comfort Keepers, Home Instead, Visiting Angels.
State CNA Certification and Federal OBRA-87
- Federal OBRA-87 mandate — minimum 75-hour CNA training program required nationally for SNF / LTC employment.
- State-specific CNA titles — CNA (most states), STNA (Ohio), GNA (Maryland), HHA (Home Health Aide), PCT (hospital).
- State competency exam — required for CNA registry listing.
- PCT credential — hospital-specific expanded scope (phlebotomy, EKG, point-of-care testing). Supports $3–$8/hour premium over base CNA.
- Phlebotomy certification (CPT) — adds modest premium for hospital PCT roles.
- EKG certification — premium at telemetry / cardiac units.
- Medication Aide / QMAP / TMA — state-specific medication-administration credential. Strong premium where authorized.
Sign-On Bonuses and Hospital PCT Path
- Hospital PCT new hire sign-on — major hospital systems offer $1,000–$5,000 sign-on for new PCTs in shortage markets.
- SNF sign-on — Genesis, Ensign, ProMedica, Brookdale, Five Star offer $500–$3,000 sign-on for new CNAs.
- Rural shortage sign-on — $1,000–$5,000+ for new CNAs willing to anchor critical-access SNF and rural assisted living.
- State minimum-wage laws — high-minimum-wage states (CA $20 healthcare, WA, CT, NY, MA, CO, NJ, IL) anchor entry-level pay floors.
- Night shift differential — typically $2–$6/hour above day base at SNFs, $3–$8/hour at hospitals.
Year-by-Year Progression to CNA National Median
- Year 0–1 (P10 baseline) — $18.70/hour national average. New CNA building ADL competency, vital signs, basic care skills.
- Year 1–2 (P10 → P25) — 5–10% raise. Phlebotomy or EKG credential pursuit at hospital.
- Year 2–3 (P25 → mid-tier) — PCT credential transition (hospital), charge / preceptor responsibilities, medication aide.
- Year 3–5 (approaching national median) — most CNAs reach state median with credentials and lead responsibilities.
- Year 5+ — CNA-to-LPN / RN bridge programs (most common career path), agency strategy, or specialty advancement.
2026 New CNA Salary Outlook
Entry-level CNA pay has grown at a compound annual rate of 6.50% nationally over the past five years — driven by post-pandemic CNA staffing crisis, aging-population-driven long-term care demand, expanding home health and hospice demand, California $20/hour healthcare minimum wage, agency competition driving premium rates. The BLS projects CNA employment growth at 4% through 2033.
Entry-Level to Mid-Career: Certified Nursing Assistant Salary Growth
Certified Nursing Assistant salaries follow a predictable growth curve. Here's how pay typically progresses from entry-level to experienced:
How to Maximize Your Starting CNA Salary
New CNAs who strategically position state, setting, certifications, and shift selection consistently land starting offers 30–60% above the national average. Here's how to maximize your first CNA salary:
1. Target California Healthcare $20 Minimum Wage State
- California ($20/hour healthcare minimum) — Bay Area / LA / San Diego $20–$26/hour starting. California Healthcare Worker Minimum Wage Act effective.
- Alaska, Washington, Massachusetts, New York — high COL anchors $17–$22/hour.
- Hawaii, Oregon, Nevada — strong markets.
- No-state-income-tax markets — Texas, Florida, Tennessee, Washington, Nevada deliver strong real take-home.
- Highest-paying new grad metro — San Jose, CA at $50,417.
2. Target Hospital PCT Role Over SNF CNA
- Hospital PCT (top tier — $3–$8/hour above SNF) — major systems: HCA, Ascension, CommonSpirit, Trinity, AdventHealth, Kaiser, MGB, Northwell, Cleveland Clinic, Sutter, UPMC. Expanded scope (phlebotomy, EKG, point-of-care testing).
- LTACH / long-term acute care — Kindred / Curahealth / Select Specialty. Higher acuity than SNF.
- SNF / skilled nursing (most common entry) — Genesis, Ensign, ProMedica, Brookdale, Five Star. Strong shift differentials.
- Hospice CNA — VITAS, Compassus, Crossroads, Amedisys Hospice. Strong demand.
- Assisted living CNA — Sunrise, Atria, Brookdale, Five Star, Holiday. Below SNF.
- Home health / home care aide — BAYADA, Amedisys, BrightStar, Comfort Keepers, Home Instead, Visiting Angels. Mileage reimbursed.
- Federal CNA (VA, BOP, military) — federal pension and PSLF eligibility (federal).
3. Stack Phlebotomy / EKG / Medication Aide Certifications
- PCT credential — hospital expanded scope ($3–$8/hour premium).
- Phlebotomy certification (CPT — ASCP / NHA) — modest hourly premium for hospital PCT.
- EKG certification — premium at telemetry / cardiac units.
- Medication Aide / QMAP / TMA — state-specific medication-administration credential. Strong premium where authorized.
- Dementia care certification (CDP) — modest premium at memory care units.
- Wound Care Certified (WCC) — modest premium.
- Bilingual differential — Spanish, Vietnamese, Mandarin, Tagalog adds $0.50–$2/hour in diverse markets.
4. Negotiate Sign-On Bonuses
- Hospital PCT sign-on — $1,000–$5,000 typical at major hospital systems.
- SNF chain sign-on — $500–$3,000 at Genesis, Ensign, ProMedica, Brookdale, Five Star.
- Rural shortage sign-on — $1,000–$5,000+ at critical-access SNF and rural assisted living.
- Tuition reimbursement for CNA-to-LPN bridge — most hospital systems pay toward LPN program enrollment.
- State minimum-wage advantage — California $20 healthcare minimum effective. High-minimum-wage states anchor pay floors.
5. Stack Night Shift + Build CNA-to-LPN / RN Bridge
- Night shift differential — $2–$6/hour at SNFs, $3–$8/hour at hospitals.
- Weekend differential — typically $1–$4/hour.
- Holiday pay — 1.5× base.
- Agency / per diem after 6 months — ConnectRN, Clipboard Health, ShiftMed, IntelyCare, Nursa, BookJane. 25–50% premium over staff.
- Private duty CNA premium — high-acuity pediatric or geriatric private duty. Premium hourly plus close client relationships.
- CNA-to-LPN bridge — most career-track CNAs pursue LPN program within 2–3 years. Substantial pay increase.
- CNA-to-RN direct path — many CNAs pursue ADN / BSN directly. Strong path with hospital tuition reimbursement.
More Salary Resources
Frequently Asked Questions
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Written by Emily Chen, BSN, RN
Career Analyst
Emily has over 10 years of experience in nursing. She focuses on workforce trends in nursing. Emily has worked in various healthcare settings, including hospitals and long-term care facilities.
Data Sources & Methodology
Source: BLS, OEWS , released .
Compiled and verified by Emily Chen, BSN, RN, a licensed certified nursing assistant with 10+ years of clinical experience. · View source data at BLS.gov
Methodology & Data Source
Salary figures on this page are 2026 projections based on the Bureau of Labor Statistics Occupational Employment and Wage Statistics (OEWS) survey, May 2026 release. We applied a 6.50% compound annual growth rate (CAGR), derived from 6-year national BLS trends, to estimate current 2026 compensation.