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Staff Development Rn Jobs in Connecticut (NOW HIRING)

Rydershealth

RN Staff Development/Unit Manager

Waterbury, CT · On-site

$40.75 - $53.75/hr

) STAFF DEVELOPMENT REQUIREMENT: RN License Department Nursing Reports to Director of Nursing, Administrator Job Classification Nurse with Administrative Duties FLSA Classification Exempt Position ...

Greentree Manor

Director of Staff Development

Waterford, CT · On-site

$90 - $110/hr

Director of Staff Development Greentree Manor Waterford, CT 06385 Position Type Full-Time Shift(s ... Valid, unrestricted RN license in Connecticut. * Graduate of an accredited college nursing program ...

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All JobsStaff Development Rn JobsStaff Development Rn Jobs in Connecticut

Staff Development Rn information

See Connecticut salary details

$17.1K

$66.9K

$92.3K

How much do staff development rn jobs pay per year?

As of Sep 7, 2026, the average yearly pay for staff development rn in Connecticut is $66,920.00, according to ZipRecruiter salary data. Most workers in this role earn between $46,600.00 and $85,600.00 per year, depending on experience, location, and employer.

What is a staff development RN?

Staff Development Registered Nurses (RNs) are specialized nursing professionals responsible for planning, implementing, and evaluating educational programs for nursing staff within a healthcare facility. They ensure that nurses are up-to-date with the latest clinical practices, procedures, and compliance standards. Staff Development RNs often conduct orientation for new hires, provide ongoing training, and support professional growth among nursing staff. Their role is crucial in maintaining high standards of patient care and promoting a culture of continuous learning in healthcare settings.

What are the key skills and qualifications needed to thrive as a staff development RN?

To thrive as a Staff Development RN, you need a solid clinical nursing background, experience in adult education, and an active RN license. Familiarity with learning management systems, educational software, and certifications like Basic Life Support (BLS) Instructor are commonly required. Strong communication, leadership, and mentoring skills set outstanding candidates apart by fostering staff growth and engagement. These abilities ensure high-quality training, ongoing competency, and improved patient outcomes across healthcare teams.

How does a staff development RN typically collaborate with other departments to improve nursing staff training?

A Staff Development RN works closely with leaders from various departments such as Human Resources, Nursing Administration, and clinical unit managers to assess training needs and coordinate educational programs. They often gather feedback from interdisciplinary teams to tailor training sessions, ensure compliance with regulatory standards, and address real-time clinical challenges. This collaboration ensures that nursing staff receive relevant, up-to-date training and fosters a culture of continuous professional development across the organization.

What is the difference between Staff Development Rn vs Nurse Educator?

AspectStaff Development RnNurse Educator
CredentialsRegistered Nurse (RN) license, often with additional certifications in education or trainingRegistered Nurse (RN) license, with advanced degrees such as a Master's or Doctorate in Nursing Education or related field
Work EnvironmentHospitals, clinics, healthcare facilities focusing on staff training and complianceAcademic settings, healthcare institutions, or professional organizations involved in curriculum development and teaching
Employer & Industry UsageHealthcare organizations, hospitals, nursing schoolsUniversities, colleges, healthcare education departments

While both roles focus on nursing education, Staff Development Rns primarily train and develop staff within healthcare settings, ensuring compliance and skill enhancement. Nurse Educators often work in academic or formal education settings, designing curricula and teaching future nurses. The key difference lies in their work environment and scope of responsibilities.

How much does a staff development RN make?

A staff development RN typically earns between $70,000 and $90,000 annually, depending on experience, location, and healthcare facility. They often hold certifications such as Nurse Educator or Staff Development Specialist and may work full-time in hospital or clinical settings. Salaries can vary based on geographic region and level of expertise.

What are popular job titles related to Staff Development Rn jobs in Connecticut?

For Staff Development Rn jobs in Connecticut, the most frequently searched job titles are:

What job categories do people searching Staff Development Rn jobs in Connecticut look for?

The top searched job categories for Staff Development Rn jobs in Connecticut are:

Staff Development Rn jobs near you
Infographic showing various Staff Development Rn job openings in Connecticut as of August 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $66,920 per year, or $32.2 per hour.

RN Staff Development/Unit Manager

Rydershealth

Waterbury, CT • On-site

$40.75 - $53.75/hr

Full-time

Re-posted 3 days ago

Job description

) STAFF DEVELOPMENT
REQUIREMENT:
RN License
Department
Nursing
Reports to
Director of Nursing, Administrator
Job Classification
Nurse with Administrative Duties
FLSA Classification
Exempt
Position Purpose
Develop, implement, and maintain an effective training program for all new and existing staff, contracted staff, and volunteers, consistent with their expected roles.
Required Qualifications
  • Minimum requirements include the following:
  • A nursing degree from an accredited college or university, or be a graduate of an approved RN program.
  • Current unrestricted license as an RN in practicing state.
  • Two years of skilled nursing experience as an RN.
  • Eligible to participate in federally funded health care programs.
  • Must also meet state requirements for relevant licensures or certifications and have no disciplinary action in effect against professional license.
  • Extensive knowledge of current standards of practice and the rules, regulations, and laws related to the long-term care industry. Ability to teach this knowledge to others.
  • Current CPR or BLS certification.

Major Duties and Responsibilities
Participates in the completion of the facility assessment at least annually for determining the knowledge and skills required among staff to meet residents' needs.
Identifies and prioritize the facility's educational needs through the completion of an educational needs assessment, based on the facility assessment.
Works closely with the facility's Administrator, DNS and other leaders in developing a training plan that addresses all regulatory requirements and any other topics identified in the facility assessment and/or needs assessment. Develop educational calendars in accordance with the plan.
Plans, schedules, conducts, and oversees orientation programs for all personnel.
Develops, schedules, and directs refresher training, as necessary, for all personnel. Tracks attendance/completion of training to ensure that all required training is received by all personnel in a timely manner.
Reviews educational content to ensure the information reflects current standards of practice and facility policies and procedures. Develops or revises content as needed. Utilizes outside resources for content development, such as consultants, content experts, or electronic learning systems.
Collaborates with department managers for developing competencies required for meeting residents' needs. Assists with evaluating competencies, depending on the knowledge-based, technical, or behavioral nature of the competency.
Cooperates with the Administrator during routine evaluation of the training program's effectiveness.
Schedules trainings with flexibility to ensure limited disruption of resident care, and ample opportunity for staff on all shifts to attend. Posts notices of trainings in advance.
Maintains all training records, reports, instructional materials, and speaker qualifications related to each educational program.
Provides opportunities for staff to obtain continuing education credits for maintaining certifications/licensure. Maintains all documentation related to continuing education.
Maintains attendance records and individual training records in accordance with facility policy.

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