2025 AAPACN Nurse Assessment Coordinator Work Study and Salary Report-2025 AAPACN Nurse Assessment Coordinator Work Study and Salary Report

2025 AAPACN Nurse Assessment Coordinator Work Study and Salary Report

Pdf Summary

The 2025 American Association of Post-Acute Care Nursing (AAPACN) Nurse Assessment Coordinator (NAC) Work Study and Salary Report provides a comprehensive analysis of NAC roles, responsibilities, satisfaction, challenges, and compensation across U.S. long-term care (LTC) settings.<br /><br />Key findings include demographics showing that 76% of NACs are registered nurses (RNs), with a declining number of licensed practical/vocational nurses (LPNs/LVNs) in this role. Experience has shifted towards newer NACs, with 57% having 1-5 years in the position, though many bring extensive LTC experience (81% with 10+ years). <br /><br />Compensation averaged about $98,912 annually in 2025, relatively stable from 2023 but up significantly from 2021. Salaried NACs outnumber hourly, with salary positions increasing since 2014. NACs in urban and for-profit facilities typically earn more, and geographic region strongly influences pay—the West offers the highest average salaries, with multi-state/regional roles paying the most. Higher education correlates with increased compensation.<br /><br />Despite financial improvements, most NACs identify workload and stress/burnout as their top challenges, followed by challenges documenting Section GG (Functional Abilities) of the MDS. Staffing issues remain concerns but less so than workload and stress. Nearly half of NACs work overtime, though this is a downward trend. Remote work options exist for over half, with variability in hours and facilities covered.<br /><br />NAC satisfaction is improving, with 62% satisfied with compensation and 54% with benefits, and most NACs maintain a positive self-perception of their professional role. However, turnover remains significant, especially among NACs with 1-3 years experience, often driven by burnout, workload, and career advancement.<br /><br />NACs spend considerable time on meetings and Section GG management, accounting for over a quarter of weekly work hours. They typically report to Directors of Nursing or Administrators. Leadership turnover rates improved but remain impactful.<br /><br />The report highlights evolving Medicaid payment models, with many states transitioning to Patient-Driven Payment Model (PDPM), affecting NAC workflows. Leadership is encouraged to support NACs with training, manageable workloads, and recognition to improve retention, job satisfaction, and performance.

Keywords

Nurse Assessment Coordinator

AAPACN

long-term care

NAC compensation

workload and burnout

Section GG documentation

staffing challenges

NAC job satisfaction

turnover rates

Medicaid PDPM