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The survey collected demographics, practice environment, benefits, hours worked, and career satisfaction, with total compensation as the primary focus. It compares 2016 NNP compensation results across AANP demographic regions with earlier NANNP surveys and current AANP and other nurse practitioner compensation sources, emphasizing the limited availability of NNP-specific salary and benefits data.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/nnp-workforce-white-paper-july-2018-introduction/325931/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/nnp-workforce-white-paper-july-2018-introduction/325931.png","ImageObject",300,407,{"name":92,"@type":93},"Jasmine","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-29","2026-09-21",true,{"@type":102,"interactionType":103,"userInteractionCount":44},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What is the primary focus of the 2016 NANNP workforce survey?","Question",{"text":112,"@type":113},"Total compensation is the primary focus, with specific attention to salary and benefits, alongside questions on career satisfaction.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"How was the survey distributed and what was the response rate?",{"text":117,"@type":113},"The survey was sent to 5,433 certified NNPs using an electronic mailing list from the National Certification Corporation, with 1,100 valid responses and a 20% response rate.",{"name":119,"@type":110,"acceptedAnswer":120},"Why is collecting compensation data considered important in the paper?",{"text":121,"@type":113},"Compensation data supports salary negotiations and helps employers with recruitment and retention, especially since compensation and pay are rated as important contributors to job satisfaction.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},325931,1790433415,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":44,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":144,"read_time":145,"preview_page_count":4},2336478487870,"https://ap-avatar.wpscdn.com/davatar_085a072bc5b1113ac321206ff7593b45","NNP Workforce  \nWhite Paper  \nNANNP Council July 2018  \nIntroduction  \nThe National Association of Neonatal Nurse Practitioners (NANNP) has been diligent in its efforts to adhere to the Institute of Medicine’s (IOM) directive to collect and analyze healthcare workforce data (Institute of Medicine, 2010) . In the fall of 2016, NANNP conducted its third workforce survey. This workforce survey was funded by Mallinckrodt and the statistical analysis was completed by Kantar Health. Similar to the 2011 and 2014 NANNP surveys, information related to demographics, practice environment, benefits, hours worked, and satisfaction with career was collected (Timoney & Sansoucie, 2012; Kaminski, Meier, & Staebler, 2015) .  \nHowever, total compensation was the primary focus.  \nNANNP collaborated with the American Association of Nurse Practitioners (AANP) to distribute survey questions. The statistical analysis ofthe NANNP workforce survey was based on the AANP’s 11 demographic regions (Table 1, Figure 1). Analyzing by region allowed for amore comprehensive comparison of neonatal nurse practitioner (NNP) and national nurse practitioner (NP) compensation data. The survey was sent to 5,433 certified NNPs using an electronic mailing list provided by the National Certification Corporation (NCC) . There were 1,100 valid responses to the survey, a 20% response rate. This paper discusses the final data analysis of the 2016 survey and compares it to previous NANNP surveys, the current AANP compensation survey, and other recent nurse practitioner compensation surveys.  \nTable 1  \nStates by AANP region  \nFigure 1. AANP regions with number of responses per region  \nBackground and Significance  \nIt is important to have insight into salary ranges in order to engage in salary negotiations (Cusson, et al., 2008). Although salary alone was not well correlated with job satisfaction (Judge, Piccolo, Podsakoff, Shaw, & Rich, 2010), compensation and pay were rated as important contributors to job satisfaction (The Society for Human Resource Management, 2016) .  \nTherefore, collection of compensation data is important not only for employees, but employers for the purposes of recruitment and retention.  \nVarious organizations have collected compensation data on the advanced practice registered nurse (APRN) which includes nurse practitioners (NP), certified nurse midwives (CNM), nurse anesthetists (CRNA), and clinical nurse specialists (CNS) . The AANP began collecting compensation data on nurse practitioners over 3 decades ago ([www.aanp.org](www.aanp.org)). The American College of Nurse Midwives (ACNM) has collected data for approximately 10 years (American College of Nurse Midwives, 2007) . In 2012, the American Association of Nurse Anesthetists (AANA) published its first compensation and benefits report for CRNAs (American Association  \nof Nurse Anesthetists, 2012) . The Clinical Advisor began collecting nurse practitioner and physician assistant salary data on a yearly basis in 2011 (Clinical Advisor). Medscape published its first nurse salary report in 2015, which included APRN salary information (Peckham, 2015) . In addition, the Bureau of Labor Statistics provides information about nurse practitioner salaries on an annual basis.  \nDespite the data collected from the organizations listed above, there has been limited collection of NNP specific salary and benefits data. In 2004, AANP emailed a workforce survey to approximately 24,000 NPs with a response rate of 69%(Goolsby, 2005) . Of the respondents, 2.3% were NNPs, which was the approximate percentage of NNPs compared to all NPs nationally. The 2004 survey included income and benefits data. The mean salary of surveyed NNPs was reported to be $82,000 which was higher than the mean annual income of $74,000 for other surveyed NPs (Goolsby, 2006). However, the AANP survey did not differentiate benefits among the APRN specialties. Follow-up AANP surveys in 2009, 2011, and 2015, reported that NNP salaries were $10","cbCaivzsqockazPI","https://ap.wps.com/l/cbCaivzsqockazPI","pdf",1481128,28,"English","# Introduction\n# Background and Significance\n# Demographics","[{\"question\":\"What is the primary focus of the 2016 NANNP workforce survey?\",\"answer\":\"Total compensation is the primary focus, with specific attention to salary and benefits, alongside questions on career satisfaction.\"},{\"question\":\"How was the survey distributed and what was the response rate?\",\"answer\":\"The survey was sent to 5,433 certified NNPs using an electronic mailing list from the National Certification Corporation, with 1,100 valid responses and a 20% response rate.\"},{\"question\":\"Why is collecting compensation data considered important in the paper?\",\"answer\":\"Compensation data supports salary negotiations and helps employers with recruitment and retention, especially since compensation and pay are rated as important contributors to job satisfaction.\"}]","NNP Workforce White Paper - July 2018 - Introduction | PDF",1789971764,71]