Compensation/Salary

ANY increased salary for an exercise physiologist is great. It has been mentioned before, but focus first on standardizing job titles. Get rid of things like "rehab specialist" or "cardiac exercise specialist". That alone will assist you as HR does compensation comps. Different regions are different - the hospital near my program has two separate Tiers: EP and CEP. Earning the CEP gains you something like $5/hr. Our hospital has gone the opposite route: there is only the CEP. The ACSM-CEP must be obtained within 1 yr of hire. There is a "cert pay" bonus you can get of $0.75/hr for getting the AACVPR-CCRP or the Pulmonary Rehab Certificate.

The VP that I report to and HR both asked me directly: if you hire an EP and a CEP, what exactly are the job duty differences? If they can do the same, then they would just chose to keep things cheaper for the hospital and hire EPs. This is the choir, so I won't preach to you about the differences. Just know that you may get asked the same question. I chose to emphasize the role of the CEP, especially in a CR program that does not staff with nurses. Higher wage, but there is no lower tier option.

Yes, that will be great!

Sounds great! Would love to have more details.

My healthcare system created a levels system for our EPs. The levels are 1-4 and with each level advancement is a pay raise/increase. I can share a breakdown of the levels if you would like. To advance to the next level there was different requirements. I have achieved the highest level at 4 which included >6 years job experience in CR. I had to pass the CCRP or ACSM-CEP. Cross training was established such as working both pulmonary and cardiac rehab, stress testing, and/or phase 1 education. Included as well was training interns and/or onboarding new employees.

Let me know if I can help provide more details!

I have what I think is a helpful visual to share, but will be upfront in saying that it is difficult to share exact $ amounts since this is unique to your market. Feel free to reach out @matthew.thomas525@commonspirit.org

Currently, CEPA does not have a more detailed outline on how to create a tiered ladder. Increasing CEP salaries will likely include a grassroots effort to standardize job titles throughout the country. Ideally, the Clinical Exercise Physiologist (that truly meets the definition of a CEP) and the Exercise Physiologist. Having 20 different job titles only confuses HR departments.

An example of using this in a tiered system: Passing the CEP exam could move the person from the EP to the CEP job class. Also, within each job class, incentive pay could be offered for specialty certifications like the CCRP, CDCES, etc. Bottomline, if we can get each facility employing CEPs to use the same job titles, we will make great strides in elevating CEP pay.

Fellow CEPS,

Does your hospital or workplace have established tiering system for exercise physiologist to create fair and equitable compensation across the team?

I have already referred to video and paper available on CEPA, but would to see an example or draft if possible.

Thanks.