Working at Duke - Registered Nurse Duke Health Employee Review

3.0
Sep 13, 2020
Recommend
CEO approval
Business Outlook

Pros

Great teaching and co workers. Everyone is so nice and is willing to help you. Nurse to patient ratio is safe and manageable. The patients are very sick and you learn so much. Resources are everywhere being in a huge medical system. The name Duke on your resume looks great and will take you places in the future. Tuition reimbursement is a plus. You get $25k (taxed) for your loans earning your nursing degree if it is your first degree. You get this money over a 3 year span and if you leave Duke you do not have the pay it back.

Cons

COMPENSATION. You will not make money at Duke. You will notice how under paid you are for your services. It seems as just because Duke is Duke they feel they don't have to pay you a competitive salary. You only can make decent money working weekends and nights but as a new grad those shifts are always taken by senior nurses because they get the schedule first. I feel 100% underpaid for all that a nurse does and it makes me want to consider other options. Parking is expensive its $92/month but there are ways around it. Duke recently switched their guidelines for going back to school. When recruiting you they advertise it as they pay 90% of grad school to go back to get a MSN or DNP but it's not the case. You have to get accepted into a program that pays for you to go back to school and it is very competitive and there is a waiting list. They recently added that you have to give back three years after they pay for school if you get into the program and when recruiting nurses none of this was mentioned.

Explore other reviews about Duke Health

5.0
Jun 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Scheduling is quite flexible working 3 12s

Cons

Holiday pay is only for major holidays not Christmas Eve

1.0
Jun 23, 2026
Recommend
CEO approval
Business Outlook

Pros

The work is meaningful and the team consists of some highly skilled professionals who are dedicated to supporting patients, providers, and the organization. The role provides exposure to complex issues and opportunities for professional growth.

Cons

The department suffers from significant leadership and culture challenges. Employees are hired as experienced professionals but are given little autonomy to perform the work they were hired to do. Leadership frequently inserts itself into routine matters, creating unnecessary delays and fostering a culture of micromanagement rather than trust. Communication is inconsistent and often lacks accountability. Important decisions and changes are frequently communicated verbally without written follow-up, creating confusion and shifting expectations. Employees are expected to remember evolving guidance, identify leadership mistakes, and compensate for communication failures. There is a noticeable gap between leadership messaging and employee experience. Work-life balance, employee engagement, and professional respect are regularly discussed, but many employees do not experience those values in practice. Concerns raised by employees do not appear to result in meaningful change, contributing to low morale and diminished trust in leadership. Leadership often responds to issues by implementing department-wide restrictions rather than addressing the specific individuals or situations involved. As a result, high-performing employees are subjected to increasing oversight and reduced autonomy because leadership is unwilling to address performance concerns directly. Turnover, employee dissatisfaction, and leadership credibility have been ongoing concerns. The department would benefit from leaders who are willing to listen, communicate transparently, accept accountability, and trust the expertise of the professionals they supervise.

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