Before you say yes in South Carolina
South Carolina's APRN page says the Nurse Licensure Compact does not remove the state's additional advanced-practice requirements. It also describes a CRNA education exception for certain clinicians who graduated before December 31, 2003. Match the current application to your role and graduation history rather than applying one education rule to everyone, and verify state approval separately from RN compact privileges and facility anesthesia credentialing.
South Carolina official CRNA practice or licensing resource
- Use the cited state resource to check your own record, not just the employer’s description of the role.
- Put the proposed scope and practice setting beside the board requirement; have the hiring team resolve any mismatch.
- Get a named owner for unfinished credentialing and orientation steps, and compare the paid schedule with what you would actually cover.
This note retains the state-specific information already cited on this CRNA page. It does not infer additional practice authority, compact eligibility, approvals or a completion date. The wage comparison and the board process answer different questions.
Where the South Carolina midpoint sits
Using the published CRNA annual medians, South Carolina takes 16th place among 44 states with published medians in this project.
Rank is one plus the number of published state medians higher than this median; tied values share a rank. Missing state estimates are excluded. This orders employee-wage midpoints, not job quality, purchasing power or the pay offered to a particular clinician.
Against the national BLS OEWS May 2025 CRNA median at $236,590, the South Carolina midpoint is $28,890 above, a 12.21% difference.
Calculation: $265,480 minus $236,590 = $28,890; divide the absolute dollar difference by $236,590 and multiply by 100 for 12.21%.
The closest positions in the descending state list are shown below; at either end, both comparators are on the same side. These are rank neighbors, not necessarily geographic neighbors.
Against Minnesota (rank 15) at $266,190, the South Carolina midpoint is $710 below, a 0.27% difference.
Calculation: $265,480 minus $266,190 = -$710; divide the absolute dollar difference by $266,190 and multiply by 100 for 0.27%.
Against South Dakota (rank 17) at $263,930, the South Carolina midpoint is $1,550 above, a 0.59% difference.
Calculation: $265,480 minus $263,930 = $1,550; divide the absolute dollar difference by $263,930 and multiply by 100 for 0.59%.
Source: the existing national CRNA guide and the linked state tables reproduce BLS OEWS May 2025 employee-wage estimates. Compare median with median; the national mean already discussed on this page remains a different statistic.
The same state, different clinical roles
South Carolina: physicians, all other — broad BLS category · South Carolina: nurse practitioner pay — median $123,290 · South Carolina: physician assistant pay — median $122,490 · South Carolina: nurse anesthetist pay — median $265,480
These links hold geography constant while changing the occupation. The CRNA estimate on this page is not an interchangeable benchmark for another role. The physician link uses “physicians, all other,” a broad BLS category rather than a particular specialty average. Compare each published measure on its own terms; a difference between roles does not explain why employers pay differently.
Across the borders of South Carolina
For work near a South Carolina border, these same-occupation state midpoints provide a second frame of reference.
| Bordering jurisdiction | Annual median |
|---|---|
| Georgia | $224,630 |
| North Carolina | $224,610 |
Among the displayed bordering jurisdictions, Georgia has the highest listed median, $224,630; North Carolina has the lowest, $224,610. South Carolina itself records $265,480.
Only bordering jurisdictions with an existing page and a usable median are displayed. Land and river borders count; open-water-only borders and corner-only contacts do not. These statewide estimates do not isolate a border town, commuting distance, local employer or specialty. Follow each state link for the original wage snapshot and its precision measures.
The published wage benchmark
BLS reports an annual mean wage of $276,380 and annual median wage of $265,480 for nurse anesthetists in South Carolina. The hourly mean is $132.87; the hourly median is $127.64. These are employee wage estimates, not quoted contract rates. Employment estimate: 1,010. That is an estimated job count, not open jobs or a count of available clinicians.
Sources: BLS May 2025 OEWS area data
National comparison
The national mean for this occupation is $248,320. Compare it as a separate national benchmark, not a prediction of your offer.
What the South Carolina numbers mean for a CRNA offer
South Carolina's CRNA annual mean is $28,060 above the published national CRNA mean of $248,320, a 11.3% difference between employee-wage estimates. Its mean is $10,900 above its median. Mean and median are different measures, not the ends of a salary range. These are employee wage estimates, not offers or total compensation. BLS reports $276,380 as the annual mean for nurse anesthetists in South Carolina, with $265,480 as the median. The wage relative standard error is 3.1%. RSE describes estimate precision, not the spread between individual offers. The employment estimate is 1,010 employee jobs, not current vacancies.
CRNA practice and first-shift checks in South Carolina
South Carolina's APRN page says the Nurse Licensure Compact does not remove the state's additional advanced-practice requirements. It also describes a CRNA education exception for certain clinicians who graduated before December 31, 2003. Match the current application to your role and graduation history rather than applying one education rule to everyone, and verify state approval separately from RN compact privileges and facility anesthesia credentialing.
- Confirm that the written duties fit your experience, practice arrangement and facility privileges.
- Identify the owner of each remaining board, credentialing and orientation step.
- Compare the actual paid schedule, expenses and coverage, not an assumed local market range.
What this data does and does not measure
OEWS includes full-time and part-time employees and does not include self-employed workers. Annual wage estimates generally use a 2,080-hour year; do not treat them as a part-time worker's actual yearly earnings. The mean is the average; the median is the midpoint. BLS publishes each rounded estimate separately, so use the published values rather than multiplying a rounded hourly wage. The occupation-level table does not provide a pay split for telemedicine, locum tenens, per diem or consulting. BLS uses the occupation name "Nurse Anesthetists" (SOC 29-1151). This CRNA guide uses that category, not anesthesiologists or anesthesia assistants.
Sources: BLS OEWS frequently asked questions
How precise is the estimate?
Employment relative standard error: 34.2%. Wage relative standard error: 3.1%. RSE measures estimate precision; a smaller RSE means a more precise survey estimate.
Pay is one part of the job
Ask what work is included, who owns onboarding and what has to clear before the first shift. Keep your licenses and credentials current in one Saile profile, then check the app for relevant work.
Turn a salary benchmark into a useful offer comparison
Start with the published mean and median above, then compare the actual work rather than treating a wage estimate as a guaranteed offer. For anesthesia work, ask about case mix, requested privileges, clinical backup, call duties and the facilities covered. A wage category does not determine your scope or readiness.
- Write down the patient scope, paid schedule, nights and call you are agreeing to cover.
- Ask which orientation, charting, messages, travel and administrative tasks are paid.
- Compare benefits, expenses, malpractice coverage, cancellation and exit terms beside the pay unit.
- Get the remaining licensing, privileges, orientation and system-access steps and their owners before committing a first shift.
Where to look and what to ask next
Check direct facility career pages and the Saile app for current opportunities. Search your role with the setting and schedule you want, such as temporary coverage, per diem or part-time. A published salary estimate is not evidence of a live vacancy. Ask the hiring team for the actual scope, dates and written terms before reserving your time.
Employee wages are not contractor take-home pay
The BLS figure excludes self-employed workers. For federal employment taxes, the IRS considers control and the relationship, not only the contract label. Self-employed individuals generally pay income and self-employment tax and may need estimated payments. Keep payment and expense records and take your actual arrangement to a tax professional; do not subtract a generic percentage and call it take-home pay.
Sources: IRS: Independent contractor or employee · IRS: Self-employed individuals tax center
Compare the work, not just the benchmark
Locum tenens
Compare case mix, call, clinical backup, paid hours, travel and written assignment terms.
Per diem / PRN
Confirm shift allocation, minimum commitments, cancellations and credentialing for the anesthesia setting.
Full-time / part-time
Compare actual paid schedule, benefits, call duties and anesthesia responsibilities with the employee wage benchmark.
Consulting / education
Match your expertise to a defined deliverable; check conflicts, permissions, deadlines and payment terms.
Salary questions
What is the average CRNA salary in South Carolina?
The BLS May 2025 annual mean employee wage is $276,380. The annual median is $265,480. Mean and median measure different things.
Is this a locum, telemedicine or per-diem rate?
No. It is an occupation-level employee wage estimate. This source does not isolate those work types or self-employed contractor earnings.
Does the annual number show what a part-time clinician earns?
No. The annualized benchmark generally assumes 2,080 hours. Actual part-time annual earnings depend on paid hours and the specific agreement.
How current are these numbers?
The data period is May 2025, published May 15, 2026. A 2026 page date does not mean these are 2026 wages.
How should I compare a job offer?
Put the schedule and clinical duties beside pay, benefits, coverage, expenses and unpaid work. Use the BLS figure as a benchmark, not a promised offer.
Sources
- BLS May 2025 OEWS area data
- BLS OEWS frequently asked questions
- IRS: Independent contractor or employee
- IRS: Self-employed individuals tax center
- South Carolina official CRNA practice or licensing resource
Data period: May 2025. Published May 15, 2026.