Experts discuss the latest career trends in the physical therapy profession.

According to the Bureau of Labor Statistics, US Department of Labor, the employment rate for physical therapists (PTs) is expected to increase faster than the average rate for all occupations through 2012.1 To keep up with the demands of a rapidly expanding profession, PTs who are currently practicing may need to evaluate their current skill sets, and directors of physical therapy departments need to be aware of job-market trends that affect the quality of staff PTs they hire.

Here to discuss emerging trends in the physical therapy job market are: Barnes Sale, PT, chief of operations at Strive Rehabilitation, Ocala, Fla; Clay Krinn, director of allied services at Sunbelt Staffing, Tampa, Fla; and Craig Wolf, vice president and general manager at Aureus Medical Group, Omaha, Neb.

What is the biggest trend occurring in today’s physical therapy job market?

Sale: The most recent trend in the physical therapy job market is the relatively limited number of interested potential employees in the field. From the glut of applicants in 2000, there has been a dramatic swing in the growth of the job openings and a limitation in those interested in filling these jobs.

Krinn: The biggest trend we’ve noticed at Sunbelt is the continued lack of PTs to fill the positions we have available nationwide. The enrollment in master’s-level physical therapy programs has not yet met the demand of the market. At Sunbelt, we believe this trend will continue for the next two to three years.

Wolf: There is a severe shortage of physical therapists nationwide. This is due to a number of factors, including the influx of the baby boomer generation on the physical therapy market. National guidelines also now require that physical therapists hold a DPT (Doctor of Physical Therapy) degree by the year 2020. While schools are required to offer transition programs, not all have programs in place. Unfortunately, the DPT requirement is having a negative effect on the number of students entering the field, given the number of years needed to obtain the degree and the sizeable tuition debt that a student would absorb.

Which specialty areas do you see having the largest growth?

Sale: One specialty area of recent exponential growth is women’s health/obstetrics and gynecology, while continued growth is being observed in the orthopedic/outpatient population and physical therapy jobs. With the increase in baby boomers requiring many different forms of inpatient and outpatient therapy, this makes for an ever-increasing need for PTs with varied experiences.

Krinn: The two areas that I see having the biggest potential for growth are medical physical therapy openings and speech-language pathologist (SLP) openings in the school-based settings. The biggest need for PTs is in the skilled nursing facility (SNF)/long-term care (LTC) setting. Many PTs don’t want to work in a SNF/LTC setting, but the majority of the open positions are in SNFs. I would estimate that 80% of the open positions we have at Sunbelt are in the SNF setting. SLP positions in schools are available nationwide with excellent pay rates, sometimes even double what district full-time SLPs are earning.

Wolf: Outpatient orthopedic is the position that seems most in demand. Most insurance companies will now cover a set number of physical therapy visits or provide a maximum amount of coverage. Again, the baby boomer generation is a major driver in this area.

Is there growth in both private-practice and hospital-setting recruitment for PTs?

Sale: Private practice is very competitive and growing with more companies in the Florida market competing for a limited number of potential employees. Hospital-based PTs are also very much in need, due to the ever-growing inpatient population. However, there are likely more PTs employed in outpatient jobs than all other areas together.

Krinn: The growth potential for PTs is in every setting. All across the board, there is a shortage of qualified PTs.

Wolf: Yes, in both settings. Private practices do seem to have an edge in recruiting versus hospitals, as they typically offer higher salaries and greater benefits. Positions are filled quickly, often by PTs coming from a hospital setting; so, there is growth in both areas.

What advice would you give a PT who wants to “re-enter” the job market (that is, who wants to switch jobs)?

Sale: Trying to maximize income and jobs of interest sometimes requires moving and being available for alternating job interests. Looking for the “ideal job” may take time and patience.

Krinn: I would tell them to shadow a PT who is currently working in the setting they are interested in, then work several months in a per diem capacity to get up-to-date experience for their resumé. It is very difficult to negotiate a higher bill rate for a candidate that has not practiced for several years. That, in turn, means there are less dollars left over at the end for the candidate’s pay rate.

Wolf: Anyone re-entering the field will encounter some challenges, specifically due to the DPT requirement. Eventually, to remain in the field, the individual will need to enroll in a DPT transitional program. It’s a heavy financial burden, although we’ve found that a number of hospitals are providing tuition reimbursement or a portion thereof. State-run facilities may also offer greater assistance possibilities.

Are there regional differences in pay for PTs in today’s market?

Sale: There are definitely differences in pay for certain regions and specialties. Nursing home and inpatient therapists in general command a larger salary with less overtime required, and they are usually paid extra for the overtime if they are utilized in this fashion.

Krinn: I believe that the biggest obstacle to higher pay is the cost of housing in the different areas across the country. For example, the bill rates in an area of California, like San Francisco, are much higher than East Texas. However, the housing costs in San Francisco can be as much as $3,000 a month versus $1,200 or less in East Texas. That means you will earn more in Texas because there will be many dollars left over after expenses. Trends like this can be found all across the market.

Wolf: We find that the cost of living drives the pay scale—facilities in the larger cities on the East and West coasts most often offer the highest salaries. Of course, there is an extreme need for PTs in rural areas, so we’re seeing some extremely high salaries in these locations as well.

What impact does a higher-level degree (such as a PhD or DPT) have on earnings potential for a PT in today’s market?

Sale: I am not aware of a specific example of direct salary enhancement with the new degrees of DPT. The overall move to the higher-degree requirement is a favorable action for the profession, but there are no financial incentives or penalties for those that were educated before the recent adjustment to entry-level DPT. PhD attainment, on the other hand, is recognized as an advanced degree with potential for higher earning, educational positions, and higher esteem in the community.

Krinn: Sunbelt, as of yet, hasn’t noticed any negative effects from candidates not having a doctorate. Nor have we seen any higher pay rates for doctorates versus master’s-level candidates. It falls to the staffing agency to present their candidate in such a way that bill rate can be maximized, so a higher pay rate can be realized.

Wolf: Although it may change over time, a PhD or DPT currently doesn’t have much, if any, effect on earnings potential. The greatest advantage that a DPT provides is the ability to continue working in the field long-term.

Is there a higher return on investment/more pay for PTs with more CEU credits under their belt?

Sale: Therapists with certifications such as orthopaedic certified specialist (OCS) or neuro developmental training (NDT), manual certifications such as certified massage therapist (CMT), or hand certification for occupational therapists may be in higher demand with concomitant higher salary expectations. CEUs without certification are standard for our profession.

Krinn: CEU credits are not a determining factor for pay rate. A candidate’s main motivation for maintaining up-to-date CEUs is for confirmation that necessary state license requirements have been met.

Wolf: Yes, in the full-time market especially. CEU credits, especially if within the individual’s specialty, reinforce the skill sets and provide leverage in salary negotiations. In the contract-hire (supplemental) market, the broader the knowledge the better.

What are the important professional qualities that PT directors are currently looking for in a potential candidate?

Sale: Professional qualities include years of experience and commitment to the profession, one’s individual professional growth, and one’s individual personality that mixes well with a multitude of patients. Personal hygiene, fitness, and appearance also play roles in a potential employer review.

Krinn: The number one thing a rehab director looks for is a candidate that can be productive from day one of the assignment. They need to have the skills and initiative to get started with very little orientation. These directors are constantly on the run, due to short staffing, and have little time left over for orientation of a new temporary employee.

Wolf: Facilities are looking for employees that are strong in patient relations. A candidate must be able to work well with others, be a team player, and fit in well within the environment. Of course, a candidate must have the experience and skills the facility is seeking, but team-oriented employees are preferred.

What can PTs continually do to stay competitive in the job market (such as teach, publish, or continuing education)?

Sale: Certainly, development of research, writing, and publishing documents in the profession makes a potential employer interested in an individual, but likely any pursuit of excellence that mixes well with the profession is just as inviting to the employer.

Krinn: One of the best ways a traveling PT can stay competitive in today’s market is for them to gain experience in many different types of settings. This will open up more opportunities in more places across the country, as well as ensure that the PT has a better chance to get the specific location they requested.

Wolf: First and foremost, physical therapists should continue their education and enroll in a DPT program if they haven’t done so already. It’s important to stay abreast on what’s new in the field, which is changing rapidly, so participation in professional-development seminars is also very important. An employee may also consider developing new programs for their department.

What specific experience should PTs be sure to have/keep updated on their resumés?

Sale: Experience in the field, outside learning experiences, hobbies, and special interests.

Krinn: Flexibility and dependability are the two most important qualities a rehab director looks for in a PT. It is assumed, from the resumé and skills checklist, that the candidate has the necessary experience to qualify for the position.

Wolf: Including any seminars, as well as CEUs, will show a prospective employer that they are keeping current with advances in the field and are proactive in their own career development. It shows initiative, which is always positive.

Rima Bedevian is associate editor of Physical Therapy Products.

Reference

1. US Bureau of Labor Statistics. Physical Therapists: 2004–2005 Edition. US Department of Labor, Occupational Outlook Handbook. Career Planning, Physical Therapist Career Brief. Available at: http://www.bls.gov/oco/ocos080.htm Accessed July 15, 2005.