RE: Career Ladders for Rehab

June 3, 2000

We have PT I (entry level), PT II (senior or " lead " ), clinical supervisor (1

at each campus), CCCE (which is in the same pay scale as supervisor), and

also opportunity for Clinical Specialist (same pay scale as CCCE and

supervisor) if the individual passes APTA specialty exam. No significant

differences in pay top out between PT II and the supervisor, CCCE, and Clin.

Spec., but more admin time allowed and recognition. Also have dept. manager.

June 5, 2000

At Fletcher Health Care, we use a Clinical Lead model for discipline

specific supervision. For example, I am an occupational therapist by

discipline as well as the manager of a fairly large therapy site. I directly

supervise the OTs here and administratively oversee all the therapists.

There is a Clinical Lead PT to supervise the PTs and a Psychology Lead to

supervise the mental health staff. There is a pay differential for the

clinical lead positions.

Diane Aja, MS, OTR

Fletcher Health Care

Work Enhancement and Rehabilitation Center

Williston, VT

Career Ladders for Rehab

I would appreciate input on how rehab departments have created career

ladders within their departments of rehab. Our department currently has

2 basic levels- Director of Rehab and staff therapist. This is stifling

to many clinicians, especially now when the market for hiring clinicians

is so much tighter- they are staying put longer in the organization and

are seeking growth opportunities and recognition for such from within.

What are other departments doing- Senior therapist- what constitutes

this, Outpatien or inpatient coordinator- is there a pay increase with

this, etc, etc.

Thanks for any input.

Sincerely,

Sue Blazek

Director of Rehab

Divine Savior Healthcare

Portage, WI

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June 5, 2000

Providence Health System (Portland, Oregon region) has several levels/career

opportunities. We have 4 hospitals and multiple outpatient clinics which

allow for this stratification:

-Staff therapist

-Level II therapist (currently working on Level II for assistants) for those

who have clinical specialties or are involved in program development. They

stay on the same pay scale, but they get " extra credit " on their yearly

review which can tranlate into more of a merit increase.

-In-Charge therapists who manage basic staffing questions, usually for the

short term (ie, when the supervisor is on vacation). They are paid an

in-charge differential for the hours they are doing this.

-Lead Therapists who deal with staffing issues longer term, basically

managing a smaller satellite outpatient clinic in cooperation with their

Supervisor. Leads do more treating that managing. So far the leads have

been PT's since these smaller clinics do not have consistant OT patients.

Leads are on a slightly higher payrange than staff therapists

-Clinical Supervisors - one for inpatient, one for outpatient for PT, one

per hospital for OT, one for the region for Speech. We manage all direct

supervision including performance reviews, staff hiring, site specific

project management. We also treat patients 30-40% of the time. We are on

the management payrange.

-Department Manager - one PT for each hospital, one OT and one Speech

manager for the region. The two smaller hospitals have one manager for all

disciplines.

-Regional Director - manages rehab services for all 4 hospitals

This system has worked well for us - maybe there are pieces you can use as

well.

Judy Simonsen, PT

Inpatient PT Supervisor

Providence Portland Medical Center

Portland, Oregon