Free occupational therapy assistant job description templates: COTA, pediatric, home health, outpatient, and small practice. With license fields. DOCX.
6 free templates: standard, COTA, pediatric, home health, outpatient, and small practice, with the ACOTE, NBCOT, license, and OT-supervision fields the generic templates skip. Download as DOCX.
An occupational therapy assistant delivers occupational therapy treatment to patients under the supervision of a licensed occupational therapist. It is a licensed, hands-on allied-health role built around implementing the OT's treatment plan, and it carries certification and supervision requirements that large rehab systems handle through whole credentialing departments. For a small clinic, pediatric practice, or home health agency, hiring one well starts with a job description that names the role, the credentials, and the OT-supervision relationship the generic templates leave vague.
At FirstHR, we build templates for practices making this hire without a credentialing department, where the owner or supervising OT writes the posting between patient sessions. The six templates below cover the role across settings: standard OTA, certified OTA (COTA), pediatric and school-based, home health, outpatient and skilled nursing, and a small practice version. Each is ready to use, with the ACOTE, NBCOT, license, and supervision fields built in. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
An occupational therapy assistant (OTA) delivers therapy under the supervision of a licensed occupational therapist, implementing the OT's treatment plan. The role requires an ACOTE-accredited associate degree, NBCOT certification (the COTA credential), and an active state license. BLS reports a median wage of $68,340 (May 2024), with employment projected to grow 18 percent through 2034. Download six templates as DOCX, by setting, with license and supervision fields built in.
What an Occupational Therapy Assistant Does
An occupational therapy assistant delivers occupational therapy treatment under the supervision of a licensed occupational therapist. The work is hands-on: implementing the OT's treatment plan, guiding patients through therapeutic activities, training them on adaptive equipment, documenting progress, and educating family caregivers.
The defining feature of the role is supervision and scope. The OTA carries out the plan of care but does not create it; only the occupational therapist evaluates patients and develops the treatment plan. OTAs work across settings, from pediatric clinics and schools to home health, outpatient rehab, and skilled nursing, and the setting shapes the day-to-day work. That is why the templates below split by setting. For scoping the role to your practice, the guide to defining job responsibilities walks through the process.
OTA Duties and Responsibilities
OTA duties cluster into four areas: treatment delivery, documentation, education and coordination, and compliance and setup. A strong job description picks the specific responsibilities from each area that match the role and setting, rather than listing every possible task.
Treatment delivery
Implement the OT's treatment plan
Lead therapeutic exercises and activities
Train on adaptive equipment and techniques
Documentation
Document treatment and progress
Report patient status to the OT
Follow payer documentation rules
Education and coordination
Educate patients and family caregivers
Coach on home exercise programs
Coordinate with the therapy team
Compliance and setup
Work under OT supervision
Maintain equipment and treatment areas
Follow HIPAA and practice policies
A pediatric role weights fine-motor and sensory work; a home health role adds travel and home-safety assessment; an outpatient or SNF role adds productivity standards. Across all of them, the OTA implements the OT's plan rather than authoring it. For related allied-health roles, the same structure holds, which is why hiring a physical therapist or a medical assistant shares the same pattern.
Which Template Should You Use?
Pick the template by setting. The core structure is the same across all six, but each one emphasizes the duties, credentials, and supervision language that fit a specific kind of OTA role. Use this guide to choose the closest fit, then adjust.
Standard OTA
Any practice, baseline
The universal baseline covering treatment-plan implementation, documentation, and OT supervision. The right base to adapt for most OTA hires.
Certified OTA (COTA)
NBCOT credential front and center
Puts the NBCOT certification and state license front and center, for employers who want the COTA or COTA-L credential named explicitly.
Pediatric / School-Based
Children, IEP and 504
For pediatric and school settings: fine-motor, sensory integration, and play-based therapy supporting IEP and 504 goals.
Home Health OTA
Travel-based, independent
For care in patients' homes: travel between visits, home-safety assessment, and independent documentation under OT supervision.
Outpatient / SNF Rehab
Clinic and skilled nursing
For outpatient clinics and skilled nursing: steady caseload, interdisciplinary rehab team, and productivity and payer documentation.
Small Practice
Owner-led, close team
Written for the owner-led practice: manageable caseload, direct line to the owner, clear supervision, and structured onboarding.
Match the Template to the Setting
Any practice, as a base: Standard OTA. Naming the credential explicitly: Certified OTA (COTA). Children, IEP and 504: Pediatric / School-Based. Care in the home: Home Health. Clinic or skilled nursing: Outpatient / SNF Rehab. Owner-led clinic: Small Practice. Whichever you pick, keep the ACOTE, NBCOT, license, and OT-supervision language in place, since that is what makes an OTA posting credible.
6 Free OTA Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: practice and job summary, key responsibilities, qualifications, supervision and compliance, schedule and pay, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Standard, COTA, pediatric, home health, outpatient/SNF, and small practice. All in one DOCX.
Template 1: Standard OTA
The universal baseline covering treatment-plan implementation, documentation, and OT supervision. Use this when the role is not setting-specific, or as the base to adapt.
For pediatric and school settings: fine-motor, sensory integration, and play-based therapy supporting IEP and 504 goals, with family and teacher coaching.
Pediatric / School-Based OTA Job Description
PEDIATRIC / SCHOOL-BASED OTA JOB DESCRIPTION
Practice / School / Company: __
Location: __ ([City, State])
Reports to: Supervising Occupational Therapist (OT)
Written for the owner-led practice: a manageable caseload, a direct line to the owner, clear OT supervision, and structured onboarding. The version no competitor offers.
Small Practice OTA Job Description
SMALL PRACTICE OTA JOB DESCRIPTION
Practice: __
Location: __ ([City, State])
Reports to: Owner / Supervising Occupational Therapist (OT)
Employment type: [ ] Full-time [ ] Part-time [ ] PRN / Per diem
Schedule: __
Pay range: $_____ to $_____ per [hour / year]
ABOUT US
[Practice Name] is a [growing, owner-led] occupational therapy practice
serving [patients / setting]. We are a small, close-knit team where every
team member works directly with the owner and has a real say in patient care.
If you want hands-on therapy work without the bureaucracy of a large system,
this is the place.
JOB SUMMARY
We are hiring an Occupational Therapy Assistant (OTA) to deliver therapy
under the supervision of our licensed occupational therapist. Because we are
a small practice, you will work closely with the owner, carry a manageable
caseload, and help shape how we deliver care. We provide structured
onboarding and clear supervision so you are well supported clinically.
KEY RESPONSIBILITIES
•Deliver occupational therapy per the OT's treatment plan
•Lead therapeutic activities and adaptive-equipment training
•Document treatment and progress accurately and on time
•Communicate patient status to the supervising OT
•Educate patients and family caregivers
•Help maintain the treatment space, equipment, and supplies
•Support scheduling and front-office tasks as needed
•Follow HIPAA and practice policies
REQUIRED QUALIFICATIONS
•Associate degree from an ACOTE-accredited OTA program
•Current NBCOT certification (COTA credential)
•Active, unrestricted state OTA license
•Current BLS / CPR certification
•Works under the supervision of a licensed occupational therapist
•Reliable, self-directed, and a strong team communicator
WHY JOIN A SMALL PRACTICE
•Manageable caseload and a direct line to the owner
•Clear OT supervision and structured onboarding
•Flexible scheduling and a real voice in patient care
This is the part the generic templates skip, and it is the part that matters most for an OTA hire: the ACOTE degree and NBCOT certification that qualify the role, the state license every OTA must hold, and the occupational therapist supervision that legally defines the scope of practice. Get these right and your posting attracts qualified candidates and protects your practice.
ACOTE degree plus NBCOT certification is the entry credential
An occupational therapy assistant qualifies by graduating from an associate degree program accredited by the Accreditation Council for Occupational Therapy Education (ACOTE), then passing the national exam administered by the National Board for Certification in Occupational Therapy (NBCOT) to earn the COTA credential. This is the foundation every OTA posting should require by name, because the credential is specific and verifiable. Stating ACOTE-accredited program and NBCOT certification, rather than a vague nursing or therapy degree, signals to candidates that you understand the role and screens out applicants who do not hold the right qualification. This is general information, not legal advice.
Every OTA needs an active state license
All 50 states, the District of Columbia, and the US territories require occupational therapists and occupational therapy assistants to be licensed to practice. The OTA must hold an active, unrestricted license in the state where the patient is located, which matters for telehealth and for practices near state lines. Name the state license requirement in the posting, verify it is current before the first patient, and track the renewal date, because an expired license discovered during an audit or after an incident is a serious exposure for a small practice. Some states also require a jurisprudence exam or a background check. This is general information, not legal advice.
An OTA always works under occupational therapist supervision
The single fact that defines the role legally is supervision. In every state and territory that regulates occupational therapy, an OTA must be supervised by a licensed occupational therapist, and the OT retains responsibility for all services delivered. The OTA implements the OT's treatment plan; only the occupational therapist evaluates patients, develops the plan of care, and decides the nature and frequency of services. Your job description should state plainly that the OTA works under OT supervision and implements, not authors, the treatment plan. This protects the patient, the practice, and the scope of the role. This is general information, not legal advice.
Supervision frequency and co-signature rules vary by state and payer
Beyond the universal supervision requirement, the specifics differ in ways a good posting should flag without overpromising. States vary in how often supervisory contact must occur, whether the supervising OT must be named in each intervention note, whether progress and discharge notes need co-signature, and how many OTAs one OT may supervise at once. Payers add their own layers; Medicare Part B, for example, has its own supervision and documentation expectations separate from state rules. The practical step is to include a short, plainly-labeled note that supervision and documentation rules vary by state and payer, and to confirm your specific obligations with your state OT board. This is general information, not legal advice.
Supervision Defines the Role
In every state and territory that regulates occupational therapy, an OTA must be supervised by a licensed occupational therapist, and the OT retains responsibility for the services delivered (AOTA). All 50 states and DC require OTAs to be licensed. Supervision frequency, note co-signature, and how many OTAs one OT may supervise vary by state and payer, so confirm your rules with your state OT board.
OTA roles start from the right credentials and an active license, with setting experience and interpersonal skill as strong pluses. Scale the requirements to the role and setting.
Requirement
What to look for
Education
Associate degree from an ACOTE-accredited OTA program
Certification
Current NBCOT certification (COTA credential)
License
Active, unrestricted state OTA license
BLS / CPR
Current certification; renews every two years
Supervision
Works under a licensed occupational therapist
Experience
Setting experience (pediatric, home health, SNF) a plus
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
OTA Pay
OTA pay is strong for a role you can enter with an associate degree, and it varies by setting and region. Set your range using government data as a baseline, then adjust for your local market and pay model.
The Federal Benchmark (BLS, May 2024)
The U.S. Bureau of Labor Statistics reported a median annual wage of $68,340 for occupational therapy assistants in May 2024, with the lowest 10 percent under $49,070 and the highest 10 percent over $86,930. Employment of OTAs and aides is projected to grow 18 percent through 2034, much faster than average, with about 7,900 openings a year (U.S. Bureau of Labor Statistics).
Pay runs higher in home health and skilled nursing, lower in school-based roles that follow the academic calendar, and above the national median in states like California. Many home health OTAs are paid per visit plus mileage. Because demand is strong and the field is growing fast, a competitive, transparent pay range helps a small practice attract qualified OTAs. National compensation surveys can help you benchmark by setting and market.
Hiring for a Small Practice
A large rehab system hires OTAs through a credentialing department with HR support. A small clinic, pediatric practice, or home health agency does not. The owner or supervising OT writes the posting, verifies the license and certification, screens applicants, and onboards the new hire, often between patient sessions. Here is how to write the posting and handle the hire for that reality.
Big rehab chains have credentialing staff; you have a binder and a renewal date
Most published OTA templates are written for large rehab chains and hospital systems with credentialing departments that track every license, NBCOT certification, and CEU. A small pediatric clinic, a private practice, or a home health agency hires OTAs with none of that. The owner or supervising OT writes the posting, screens applicants, verifies the license and certification, and onboards the new hire between patient sessions. The templates here are written for that reality: pick the version that matches the setting, fill in the brackets, and post, without translating a large system's job description down to your size. The credential work is the same, but the person doing it is you.
The supervision and licensure rules are real even when the practice is small
A small practice does not get a pass on OTA supervision or state licensure. If an OTA delivers care, a licensed occupational therapist must supervise that work and retains responsibility for it, the OTA must hold an active state license, and the documentation must satisfy state and payer rules, the same as a large facility. Supervision frequency, note co-signature, and how many OTAs one OT may supervise vary by state, so the rules are not optional and not uniform. The advantage a small practice has is that the supervision relationship and credential tracking are simpler to set up once and keep current with a structured process, which is exactly what a tight hiring and onboarding workflow is for.
A licensed hire means license and certification expirations you cannot afford to miss
An OTA is a licensed, certified professional, which means the practice carries an ongoing tracking burden that a non-licensed role does not. The state license renews on a cycle, NBCOT certification renews, BLS or CPR expires every two years, and continuing education requirements attach to license renewal. Miss any of these and the OTA may be practicing out of compliance, which puts the patient, the practice, and any payer relationship at risk. A paper folder loses track of dates; a structured system with expiration alerts does not. Build credential tracking into your hiring process from the start, rather than discovering a lapsed license during an audit.
Onboarding a licensed therapy hire is where the credentials and compliance get handled
Whichever template you use, the work after hiring is ordinary people operations made specific by a licensed therapy role: a signed offer letter, the new hire paperwork, copies of the ACOTE degree, NBCOT certification, and active state license with expiration dates tracked, a signed HIPAA acknowledgment, BLS verification, and confirmation of the OT supervision relationship. FirstHR fits this people side for a small therapy or home health practice: e-signature for the offer and policy acknowledgments, training modules for HIPAA and safety, task workflows for the pre-start credential checklist, and document management for licenses, certifications, and expiration alerts. To be clear about scope, FirstHR is an onboarding and HR platform, not an EHR or clinical-documentation system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a credential-aware onboarding. Because the role is licensed, certified, and supervised, a smooth, repeatable process protects both the patient and the practice.
Send the offer
Confirm the role, pay, schedule, and supervising OT in writing. An offer letter makes this fast for a licensed therapy hire.
Verify and track credentials
Collect the ACOTE degree, NBCOT certification, and active state license, and track every expiration date so nothing lapses.
Confirm supervision and train
Document the supervising OT relationship, assign HIPAA and safety training, and keep signed acknowledgments on file.
Store audit-ready records
Keep licenses, certifications, and signed forms organized so personnel files hold up in a state board or payer audit.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new OTA a structured start, alongside the usual new hire paperwork. FirstHR connects the offer, paperwork, e-signatures, training acknowledgments, and credential tracking in one place so a small therapy or home health practice can manage the full process, including license and certification expirations, from one system. FirstHR is an onboarding and HR platform, not an EHR or clinical-documentation tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
An OTA delivers therapy under the supervision of a licensed occupational therapist, implementing the OT's plan rather than creating it.
Use the template that matches the setting: standard, COTA, pediatric or school-based, home health, outpatient or SNF, or small practice.
Require the credentials by name: an ACOTE-accredited associate degree, NBCOT certification (COTA), an active state license, and BLS/CPR.
State the OT-supervision relationship plainly, and note that supervision frequency and co-signature rules vary by state and payer.
Track license, NBCOT, and BLS expirations from day one; a lapsed credential on a licensed hire is a real exposure.
Pay is strong for an associate-degree role: BLS reports a median of $68,340 (May 2024), with 18 percent projected growth through 2034.
Frequently Asked Questions
What does an occupational therapy assistant do?
An occupational therapy assistant (OTA) delivers occupational therapy treatment to patients under the supervision of a licensed occupational therapist. Day to day, the OTA implements the OT's treatment plan, guides patients through therapeutic exercises and activities, trains them to use adaptive equipment, observes and documents progress, educates patients and family caregivers on home programs, and reports changes to the supervising OT. The OTA also prepares treatment areas and handles some clerical and scheduling tasks. The defining feature of the role is that the OTA carries out the plan of care but does not create it; only the occupational therapist evaluates patients and develops the treatment plan. OTAs work in pediatric clinics, schools, home health, outpatient rehab, and skilled nursing facilities.
What is the difference between an OTA and an OT?
An occupational therapist (OT) evaluates patients and develops treatment plans, while an occupational therapy assistant (OTA) carries those plans out under the OT's supervision. The OT holds a master's or doctoral degree, performs the initial evaluation, sets goals, and decides the nature and frequency of services. The OTA holds an associate degree from an ACOTE-accredited program, passes the NBCOT exam to earn the COTA credential, and implements the OT's plan through hands-on therapy, while documenting progress and reporting to the supervising OT. Pay reflects the difference: the federal occupation reported a median wage of $98,340 for occupational therapists and $68,340 for occupational therapy assistants in May 2024. Many practices staff with both, using the OT for evaluation and oversight and the OTA for ongoing treatment. Use the matching job description for each role.
What is the difference between an OTA and a COTA?
There is no difference in the role; COTA is the credential an OTA earns. OTA refers to the occupational therapy assistant position, while COTA stands for Certified Occupational Therapy Assistant, the designation awarded after passing the national exam from the National Board for Certification in Occupational Therapy (NBCOT). Some states and employers also use COTA-L to indicate a state-licensed COTA. In practice, the terms are used interchangeably in job postings, and most employers expect an OTA to hold current NBCOT certification and an active state license. When you write your posting, you can title it OTA or COTA depending on local convention, but require the NBCOT certification and state license either way. This page offers both a standard OTA template and a COTA-specific version that puts the credential front and center.
Does an OTA need to be supervised by an occupational therapist?
Yes. In every state and territory that regulates occupational therapy, an occupational therapy assistant must be supervised by a licensed occupational therapist, and the OT retains professional responsibility for all services the OTA delivers. The OTA implements the treatment plan; only the occupational therapist evaluates patients, develops the plan of care, and determines the nature and frequency of services. What varies by state is the specifics: how often supervisory contact must occur, whether the supervising OT must be named in intervention notes, whether progress and discharge notes require co-signature, and how many OTAs a single OT may supervise. Payers add their own rules, with Medicare Part B setting supervision and documentation expectations separate from state law. Your job description should state plainly that the OTA works under OT supervision, and you should confirm the specific frequency and documentation rules with your state OT board. This is general information, not legal advice.
What qualifications does an OTA need?
An occupational therapy assistant needs an associate degree from an ACOTE-accredited OTA program, current NBCOT certification (the COTA credential), and an active, unrestricted state OTA license. ACOTE is the Accreditation Council for Occupational Therapy Education, and NBCOT is the National Board for Certification in Occupational Therapy. All 50 states and the District of Columbia require OTAs to be licensed. Most employers also require current BLS or CPR certification, and many prefer experience in the relevant setting, such as pediatrics, home health, or skilled nursing. Some states add a jurisprudence exam or background check. Because the role is licensed and supervised, the posting should name the ACOTE program, NBCOT certification, state license, and OT supervision explicitly rather than using vague language. For your posting, lead with these credentials, then add the setting experience you genuinely need.
Is an occupational therapy assistant exempt or non-exempt?
Occupational therapy assistant classification depends on the actual duties and pay, not the title, and many OTAs are paid hourly. Whether an OTA qualifies as exempt under the Fair Labor Standards Act professional exemption can be a close question, since the role implements treatment plans under supervision rather than exercising the independent professional judgment that typically defines the learned professional exemption, and an associate degree is the standard entry credential rather than the advanced degree the exemption often contemplates. Many employers classify OTAs as non-exempt and pay overtime, while some salaried roles may be treated as exempt. Per-visit pay is common in home health. Because the classification has real nuance and overtime rules interact with hourly and per-visit pay, confirm it with an employment professional rather than relying on the title. For your posting, state whether pay is hourly, per visit, or salaried, and include a range where your state requires it. This is general information, not legal advice.
How much does an occupational therapy assistant make?
Occupational therapy assistant pay is strong for a role you can enter with an associate degree. The U.S. Bureau of Labor Statistics reported a median annual wage of $68,340 for occupational therapy assistants in May 2024, with the lowest 10 percent under $49,070 and the highest 10 percent over $86,930. Pay varies by setting and region: home health and skilled nursing tend to pay toward the top, school-based roles often pay less in exchange for a school-year calendar, and states like California pay above the national median. Many home health OTAs are paid per visit plus mileage. Demand is a tailwind, with employment of OTAs and aides projected to grow 18 percent through 2034, much faster than average. For a posting, benchmark to your setting and local market, and publish a good-faith range where required. This is general information, not legal advice.
What should an OTA job description include?
A strong OTA job description names the role and setting up front, whether standard, COTA, pediatric or school-based, home health, outpatient or skilled nursing, or small practice, and includes a short practice summary, a job summary that makes the OT-supervision relationship clear, and responsibilities grouped into treatment delivery, documentation, education and coordination, and compliance. The most valuable additions generic templates skip are the licensure and supervision fields: an ACOTE-accredited associate degree, NBCOT certification (the COTA credential), an active state license, current BLS or CPR, and an explicit statement that the OTA works under occupational therapist supervision and implements the OT's treatment plan. A short note that supervision and documentation rules vary by state and payer is genuinely useful. Close with the schedule, pay model, an equal opportunity statement, and clear apply instructions. This is general information, not legal advice.
