Physician assistant job description templates by specialty, with the credentialing checklist, FLSA exemption, and salary guidance generic templates skip.
6 templates by specialty: general, surgical, emergency medicine, orthopedic, primary care, and dermatology, with the credentialing checklist, FLSA learned-professional exemption and salary-basis warning, and BLS salary band the generic templates skip. Download as DOCX.
A physician assistant, increasingly called a physician associate (PA), is a licensed clinician who examines, diagnoses, treats, and prescribes in collaboration with a physician. Hiring one is unlike most roles a small practice fills: the credentials are advanced, the classification has a genuine trap, and the new clinician cannot see patients until licensing, a collaborating-physician agreement, and registrations are in place. A good job description sets that up from the start.
These six templates cover the role by specialty: a general PA, surgical, emergency medicine, orthopedic, primary care, and dermatology. Each is ready to use, with the credentialing checklist, FLSA salary-basis warning, and salary band the generic templates skip. For the fundamentals behind any posting, the guide to writing a job description covers the basics, and you can pair this with FirstHR to onboard your new PA once they accept.
TL;DR
A physician assistant (PA) examines, diagnoses, treats, and prescribes in collaboration with a physician. The role is master's-credentialed, NCCPA-certified, and state-licensed, with a BLS median wage of $133,260. PAs are generally FLSA exempt when salaried, but an hourly PA may be owed overtime. Download six specialty templates as DOCX, with the credentialing checklist built in.
What a Physician Assistant Does
A physician assistant examines, diagnoses, and treats patients in collaboration with a supervising or collaborating physician. Day to day, that means taking histories, performing exams, ordering and interpreting tests, developing treatment plans, prescribing medications, performing procedures, and documenting care. PAs practice across nearly every specialty, and their scope varies by setting and state law.
The federal occupation is physician assistants (SOC 29-1071), a master's-credentialed, licensed clinical role. PAs train in the medical model, complete an ARC-PA accredited program, earn the PA-C credential from the NCCPA, and hold a state license. The role is distinct from a medical assistant, who provides clinical and administrative support, and from a nurse practitioner, who trains in the nursing model.
PA vs Physician vs Nurse Practitioner
Because several clinical titles overlap, it helps to place the PA among the roles it is most often confused with before you write the posting. Here is how they compare on training, scope, and pay tier.
Role
Training and credential
Pay tier
Physician Assistant (PA-C)
Master's, ARC-PA program, NCCPA, state license
~$133K median
Nurse Practitioner (NP)
Nursing model, MSN/DNP, national cert, state license
~$126K median
Physician (MD/DO)
Medical school, residency, board certification
$239K+ median
Medical Assistant
Certificate or diploma; clinical and admin support
PA duties cluster into four areas: clinical evaluation, treatment and procedures, patient care and education, and documentation and collaboration. A strong job description picks the specific responsibilities from each area that match the specialty, rather than listing every possible task.
Clinical evaluation
Take histories and perform exams
Order and interpret diagnostic tests
Diagnose and develop treatment plans
Treatment and procedures
Prescribe medications within scope
Perform procedures by specialty
Manage acute and chronic conditions
Patient care and education
Counsel patients on conditions and prevention
Coordinate care across the team
Manage follow-up and continuity
Documentation and collaboration
Document care accurately in the EHR
Collaborate with the supervising physician
Work within state scope and protocols
The mix shifts by specialty: a surgical PA weights toward first-assisting and post-operative care, an emergency PA toward acute procedures and disposition, and a primary care PA toward chronic disease management. Write the duties to the specialty and your state scope. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by specialty. The core structure is the same across all six, but each emphasizes the duties, procedures, and credentials that fit a specific kind of PA role. Use this guide to choose the closest fit, then adjust.
General PA
Any specialty baseline
The all-purpose version: history and exam, diagnosis, treatment plans, prescribing, and procedures in collaboration with a physician.
Surgical / OR PA
Operating room
For surgical practices: first-assisting in the OR, pre-operative and post-operative care, suturing, and rounding.
Emergency Medicine PA
ER / urgent care
For emergency or urgent care: acute presentations, procedures, and disposition in a fast-paced setting.
Orthopedic PA
Musculoskeletal
For orthopedics: clinic evaluation, OR first-assisting, casting and splinting, and injections.
Primary Care / Family
Outpatient
For primary care: comprehensive and preventive care, chronic disease management, and a shared patient panel.
Dermatology PA
Skin
For dermatology: skin exams, biopsies, medical and cosmetic procedures, and treatment plans.
Match the Template to the Specialty
Any setting as a baseline: General PA. Operating room and surgical patients: Surgical / OR. Emergency or urgent care: Emergency Medicine. Musculoskeletal clinic and OR: Orthopedic. Comprehensive outpatient care: Primary Care / Family Medicine. Skin and cosmetic care: Dermatology. When in doubt, the General PA version is the baseline to adapt to your specialty.
6 Physician Assistant Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: practice overview, position summary, key responsibilities, required credentials, an FLSA note, compensation, and how to apply, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
General, surgical, emergency medicine, orthopedic, primary care, and dermatology PA. All in one DOCX.
Template 1: Physician Assistant (General)
The all-purpose version: history and exam, diagnosis, treatment plans, prescribing, and procedures in collaboration with a physician. The baseline for any specialty.
Physician Assistant Job Description (General)
PHYSICIAN ASSISTANT (PA) JOB DESCRIPTION
Practice / Employer: __
Location: __ ([City, State])
Reports to: __ (Supervising / Collaborating Physician)
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt (salaried, learned professional), see note below
Compensation: $_____ to $_____ per year
ABOUT [PRACTICE NAME]
[One or two sentences about your practice, patient population, and the care team
the PA will join. Note the specialty and call or weekend expectations.]
POSITION SUMMARY
[Practice Name] is hiring a certified Physician Assistant (PA-C) to evaluate,
diagnose, and treat patients in collaboration with our supervising physician. You
will take histories, perform exams, order and interpret tests, develop treatment
plans, prescribe medications, and document care. This is a licensed clinical role
on a collaborative care team.
KEY RESPONSIBILITIES
•Take patient histories and perform physical examinations
•Diagnose and develop treatment plans with the supervising physician
•Order and interpret diagnostic tests and imaging
•Prescribe medications within scope and state law
•Perform procedures appropriate to the specialty and training
•Educate patients on conditions, treatment, and prevention
•Document care accurately in the EHR
•Collaborate with physicians, nurses, and staff
REQUIRED QUALIFICATIONS
•Master's degree from an ARC-PA accredited PA program
•Current NCCPA certification (PA-C)
•Active, unrestricted state PA license (or eligible)
•DEA registration (or eligible) for prescribing
•BLS/ACLS certification as required by the setting
•Strong clinical judgment and communication skills
FLSA AND CLASSIFICATION NOTE (read before posting)
A PA generally meets the learned professional duties test for FLSA exemption
(29 CFR 541.301(e)(4)), but exemption also requires payment on a salary basis of
at least the federal threshold. A PA paid hourly may be non-exempt and owed
overtime. Confirm classification before posting. This is general information, not
Template 5: Primary Care / Family Medicine Physician Assistant
For primary care: comprehensive and preventive care, chronic disease management, and a shared patient panel in a small practice.
Primary Care / Family Medicine Physician Assistant Job Description
PRIMARY CARE / FAMILY MEDICINE PHYSICIAN ASSISTANT JOB DESCRIPTION
Practice / Employer: __
Location: __
Reports to: Supervising / Collaborating Physician
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt (salaried, learned professional), see note below
Compensation: $_____ to $_____ per year
POSITION SUMMARY
[Practice Name] is hiring a Primary Care Physician Assistant (PA-C) to provide
comprehensive outpatient care to patients of all ages. You will manage acute and
chronic conditions, deliver preventive care, order and interpret tests, prescribe
medications, and partner with our physician on a shared patient panel. Ideal for a
PA who enjoys long-term patient relationships in a small practice.
KEY RESPONSIBILITIES
•Provide comprehensive primary and preventive care
•Manage acute illnesses and chronic conditions
•Order and interpret screening and diagnostic tests
•Prescribe medications within scope and state law
•Counsel patients on prevention and wellness
•Perform routine in-office procedures
•Document care accurately in the EHR
•Collaborate with the supervising physician
REQUIRED QUALIFICATIONS
•Master's degree from an ARC-PA accredited PA program
•Current NCCPA certification (PA-C)
•Active state PA license and DEA registration
•Primary care or family medicine experience a plus
•BLS certification
FLSA NOTE
A PA generally meets the learned professional exemption duties test, but
exemption requires salary-basis pay; an hourly PA may be owed overtime. Confirm
classification. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
To apply, send your CV to __ by _.
[Practice Name] is an equal opportunity employer.
Template 6: Dermatology Physician Assistant
For dermatology: skin exams, biopsies, medical and cosmetic procedures, and treatment plans in collaboration with the dermatologist.
Dermatology Physician Assistant Job Description
DERMATOLOGY PHYSICIAN ASSISTANT JOB DESCRIPTION
Practice / Employer: __
Location: __
Reports to: Supervising Dermatologist
Employment type: [ ] Full-time [ ] Part-time
FLSA status: Exempt (salaried, learned professional), see note below
Compensation: $_____ to $_____ per year
POSITION SUMMARY
[Practice Name] is hiring a Dermatology Physician Assistant (PA-C) to evaluate
and treat skin conditions in our dermatology practice. You will see medical and
cosmetic dermatology patients, perform skin exams and biopsies, manage treatment
plans, and assist with procedures in collaboration with the dermatologist. Ideal
for a PA with dermatology training or strong interest.
KEY RESPONSIBILITIES
•Evaluate and treat medical dermatology conditions
•Perform full-body skin exams and skin cancer screenings
•Perform biopsies, excisions, and cryotherapy as trained
•Manage treatment plans and prescriptions
•Assist with and perform procedures within scope
•Educate patients on skin health and prevention
•Document care accurately in the EHR
REQUIRED QUALIFICATIONS
•Master's degree from an ARC-PA accredited PA program
•Current NCCPA certification (PA-C)
•Active state PA license and DEA registration
•Dermatology experience or strong interest; training provided
•BLS certification
FLSA NOTE
A PA generally meets the learned professional exemption duties test, but
exemption requires salary-basis pay; an hourly PA may be owed overtime. Confirm
classification. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Compensation: $_____ to $_____ per year
To apply, send your CV to __ by _.
[Practice Name] is an equal opportunity employer.
Credentialing and Onboarding Checklist
This is the part the generic templates skip entirely, and for a PA it is the part that determines whether your new clinician can legally treat patients and bill for it. A PA hire is credentialing-heavy, and a small practice handles it without a hospital credentialing office.
NCCPA certification and state license come first
Before a PA can practice, verify the foundational credentials: current NCCPA certification (the PA-C credential), confirmed through the NCCPA, and an active, unrestricted state PA license from the relevant medical or PA board. These are the non-negotiable basics, and they should be verified at the source, not taken from a resume. Most generic job-description templates list the master's degree and certification in the qualifications, but stop there and never operationalize verification into the hiring and onboarding process. Build credential verification into onboarding so a new PA is confirmed before the first patient. This is general information, not legal advice.
DEA registration and the collaborating-physician agreement
Two items generic templates almost always miss matter enormously for a PA. First, a PA who prescribes controlled substances needs a DEA registration, and many states add their own controlled-substance registration on top. Second, most states require a written collaborating or supervising physician agreement that defines scope, and that document must exist before the PA sees patients. For a small physician-owned practice, these are the steps that turn a signed offer into a PA who can legally treat and prescribe. Track both as part of onboarding, not as an afterthought. This is general information, not legal advice.
Medicare and payer enrollment
Since the Centers for Medicare and Medicaid Services began allowing direct payment to PAs in 2022, enrolling the PA with Medicare and your commercial payers is part of bringing them on, because an unenrolled clinician cannot bill for their services. This is a practice-operations step that no job-description template addresses, yet it directly affects whether the new hire generates revenue from day one. Plan payer enrollment alongside credential verification so billing is ready when the PA starts. This is general information, not legal advice.
Malpractice, CME, and ongoing tracking
A PA hire creates ongoing compliance obligations a small practice has to track: malpractice coverage in place before the first patient, continuing medical education to maintain NCCPA certification, and periodic license, DEA, and certification renewals. Missing a renewal can sideline a clinician and create liability. The advantage for a small practice is that these are predictable and trackable once set up, which is exactly what a structured onboarding and document system is for. This is general information, not legal advice.
A PA Cannot Treat Until Credentialing Is Done
Before a physician assistant sees patients, a practice typically needs verified NCCPA certification, an active state license, a signed collaborating-physician agreement, and DEA registration for prescribing, with Medicare and payer enrollment underway since CMS began direct PA payment in 2022. None of this appears in a standard job-description template, yet all of it gates the start date.
Treat credentialing as part of hiring, not an afterthought. A structured onboarding process that verifies and stores these documents, and tracks their renewals, is what keeps a small practice compliant and audit-ready.
FLSA Classification: The Salary-Basis Trap
A physician assistant is usually exempt, but the path to exemption has a trap that catches small practices. The duties test is clearly met, yet exemption still depends on how you pay.
Not Legal Advice: Duties Test Met, but Salary Basis Required
Under the Fair Labor Standards Act, PAs are named as meeting the learned professional duties test (29 CFR 541.301(e)(4)). But unlike licensed physicians, a PA must also be paid on a salary basis to be exempt. A PA paid hourly may be non-exempt and owed overtime, and courts have awarded it. Decide the pay structure deliberately and confirm classification. This page is a general reference, not legal advice; verify against current Department of Labor rules, your state, and counsel.
PAs are highly compensated clinicians, well above most clinical-support roles. Set your range using government data as a baseline, then adjust for specialty and market.
Median $133,260 (BLS)
Physician assistants had a median annual wage of $133,260 in May 2024, with the lowest 10 percent under $95,240 and the highest 10 percent over $182,200 (U.S. Bureau of Labor Statistics). National professional surveys put median total compensation near $134,000 and rising. Employment of about 162,700 is projected to grow 20 percent through 2034.
Pay varies by specialty, with surgical, emergency, and dermatology roles often at the higher end, and by geography. Because even the 10th percentile clears six figures, budget for the full package, including malpractice coverage, a CME allowance, and license and DEA fees, not just base salary. Benchmark to your specialty and local market, and post a range, which many states now require.
Hiring a PA for a Small Practice
About half of physician assistants work in hospital systems with credentialing offices and dedicated HR. A small physician-owned practice hiring its first or second PA faces the same requirements with none of that infrastructure. The owner-physician or practice manager runs the hire, and the credentialing and classification details are where a small practice is most exposed. Here is how to write and run it for that reality.
Most PA templates are written for hospital systems, not a physician-owned practice
Roughly half of physician assistants work in hospitals with credentialing offices and dedicated HR. A small physician-owned practice hiring its first or second PA has none of that, yet faces the same credentialing, licensing, and classification requirements. The owner-physician or practice manager writes the posting, verifies credentials, and onboards the new clinician between seeing patients. The templates here are written for that reality: pick the specialty version, fill in the brackets, and post, without adapting an enterprise hospital job description down to a small-practice scale.
The FLSA classification is a real trap for a PA hire
A PA generally meets the learned professional duties test for FLSA exemption, and PAs are named specifically in the regulation (29 CFR 541.301(e)(4)). But there is a catch that catches small practices: unlike licensed physicians, a PA must also be paid on a salary basis to be exempt. Courts have awarded overtime to PAs paid hourly, because the duties test alone is not enough. If you pay a PA hourly, that PA may be non-exempt and owed overtime. Decide the pay structure deliberately and confirm classification, rather than assuming a clinician is automatically exempt. This is general information, not legal advice.
Onboarding a PA is credentialing-heavy, and that is where a small practice is exposed
Hiring a PA is not like hiring front-desk staff: the new clinician cannot treat patients until credentials are verified, the collaborating-physician agreement is signed, DEA and state registrations are in place, and payer enrollment is underway. FirstHR fits this people-and-paperwork side: e-signature for the offer and the collaborating-physician agreement, an onboarding wizard and task workflows for the credentialing checklist, document management for the license, NCCPA certificate, DEA registration, and malpractice records, and the HRIS to keep it organized and renewal-ready. To be clear about scope, FirstHR is an onboarding and HR platform, not a credentialing-verification service, a billing system, or a payroll provider, so pair it with those. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a PA accepts, the work shifts to a credentialing-heavy onboarding, because the new clinician cannot treat patients until verification, the collaborating-physician agreement, and registrations are complete. A repeatable process keeps every PA hire compliant and revenue-ready from the start.
Send the offer and agreement
Confirm role, specialty, salary, and start date in writing, and prepare the collaborating-physician agreement for signature.
Verify credentials
Confirm NCCPA certification, state PA license, DEA registration, and BLS/ACLS at the source before the first patient.
Enroll and cover
Start Medicare and commercial payer enrollment and confirm malpractice coverage so the PA can bill and treat.
Store and track renewals
Keep license, certification, DEA, and CME records organized with renewal reminders so nothing lapses.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer and e-signature, the collaborating-physician agreement, an onboarding wizard and task workflows for the credentialing checklist, document management for the license, NCCPA certificate, DEA registration, and malpractice records, and the HRIS to keep it renewal-ready, so a small practice can onboard a PA consistently. FirstHR is an onboarding and HR platform, not a credentialing-verification service, billing system, or payroll provider, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A physician assistant (PA), increasingly called a physician associate, examines, diagnoses, treats, and prescribes in collaboration with a physician.
Require the core credentials: a master's from an ARC-PA accredited program, NCCPA certification (PA-C), an active state license, and DEA registration for prescribing.
PAs are generally FLSA exempt on the duties test, but exemption requires salary-basis pay; an hourly PA may be non-exempt and owed overtime.
Benchmark pay to a BLS median of $133,260; even the 10th percentile clears six figures, so budget for malpractice, CME, and license fees too.
A PA cannot treat patients until credentialing, the collaborating-physician agreement, and registrations are complete, so build that into onboarding.
Most PA hiring sits with hospitals, but small physician-owned practices hire PAs too and carry the same requirements without a credentialing office.
Frequently Asked Questions
What does a physician assistant do?
A physician assistant, also called a physician associate (PA), is a licensed clinician who examines, diagnoses, and treats patients in collaboration with a supervising or collaborating physician. PAs take histories, perform physical exams, order and interpret diagnostic tests, develop treatment plans, prescribe medications, perform procedures appropriate to their specialty, and counsel patients on prevention and care. They practice across nearly every specialty, including primary care, surgery, emergency medicine, orthopedics, and dermatology, and their specific duties vary by setting and state scope of practice. PAs complete a master's degree from an ARC-PA accredited program, pass the national certification exam to earn the PA-C credential, and hold a state license. The role is a medical-model clinician, distinct from a nurse practitioner, who trains in the nursing model.
What qualifications should a physician assistant have?
A physician assistant needs a master's degree from a PA program accredited by the Accreditation Review Commission on Education for the Physician Assistant (ARC-PA), current national certification from the NCCPA (the PA-C credential), and an active, unrestricted state PA license. A PA who prescribes also needs a DEA registration, and many states require an additional state controlled-substance registration. Most settings require BLS certification, with ACLS and sometimes PALS for surgical and emergency roles. Most states also require a written collaborating or supervising physician agreement that defines the PA's scope. Beyond credentials, look for strong clinical judgment, communication skills, and experience matched to your specialty. Verify certification and licensure at the source rather than relying on a resume, and build that verification into onboarding.
Is a physician assistant exempt or non-exempt under the FLSA?
A physician assistant is usually exempt, but with an important catch. The regulations explicitly name PAs as meeting the learned professional duties test for exemption (29 CFR 541.301(e)(4)), because the role requires advanced knowledge from prolonged specialized instruction. However, unlike licensed physicians, who are exempt from the salary-basis requirement, a PA must also be paid on a salary basis of at least the federal threshold to be exempt. This is the trap: a PA paid hourly may be non-exempt and owed overtime, and courts have awarded overtime to hourly-paid PAs on exactly this basis. So the duties test is met, but exemption depends on how you pay. Decide the pay structure deliberately and confirm classification. This is general information, not legal advice.
What is the difference between a physician assistant and a nurse practitioner?
Both are advanced clinicians who diagnose, treat, and prescribe, but they train in different models. A physician assistant trains in the medical model, similar to how physicians are educated, completing a generalist PA program and typically working under a collaborating or supervising physician agreement, though scope varies by state. A nurse practitioner trains in the nursing model, usually building on registered-nurse experience and often specializing in a population focus such as family or acute care, and in many states can practice with more independence. For hiring, the practical differences are the credentialing path, the licensure board, the collaboration requirements, and sometimes the prescribing rules. Both are highly paid, master's-credentialed, and generally exempt when salaried. Choose based on your practice model, state law, and the clinical role you need to fill.
How much does a physician assistant make?
Physician assistants are highly paid clinicians. The Bureau of Labor Statistics reports a median annual wage of 133,260 dollars as of May 2024, with the lowest 10 percent earning less than 95,240 dollars and the highest 10 percent earning more than 182,200 dollars. Even the bottom of the range sits well above most other clinical-support roles. National professional surveys put median total compensation around 134,000 dollars and rising. Pay varies by specialty, with surgical, emergency, and dermatology roles often at the higher end, and by geography, with states like California, Washington, and Hawaii among the highest. Compensation packages usually include malpractice coverage, a CME allowance, and license and DEA fees. For a posting, benchmark to your specialty and market, and budget for the full package, not just base salary. This is general information, not legal advice.
Does a small private practice need a collaborating physician agreement to hire a PA?
In most states, yes. The majority of states require a written collaborating or supervising physician agreement that defines the PA's scope of practice before the PA treats patients, though the specifics and the terminology vary by state and some states have moved toward more independent practice. For a small physician-owned practice, this agreement is a gating document: it should be in place and signed before the PA's first patient, alongside verified certification, an active state license, and DEA registration where the PA prescribes. Some states also cap how many PAs a physician may collaborate with. Because requirements differ significantly by state and change over time, confirm your specific obligations with your state medical or PA board, and build the agreement into onboarding. This is general information, not legal advice.
What should a physician assistant job description include?
A strong physician assistant job description names the specialty and practice setting, includes a position summary, lists clinical responsibilities specific to the role, and states the required credentials clearly: a master's from an ARC-PA accredited program, NCCPA certification, an active state license, and DEA registration for prescribing roles. It should specify the supervising or collaborating physician relationship, the schedule including any call or weekend expectations, and the compensation, ideally as a range. The most valuable additions that generic templates skip are an FLSA note flagging the salary-basis requirement for exemption, a credentialing checklist for onboarding, and a benefits line covering malpractice, CME, and license fees. Close with an equal opportunity statement and clear application instructions. This is general information, not legal advice.
Is physician assistant the same as physician associate?
Yes, they refer to the same profession. The American Academy of Physician Associates adopted physician associate as the new title for the profession in 2021, but physician assistant remains the dominant term and the legal title in nearly every state. Oregon was the first state to legislate the title change, effective in 2024, with a few other state chapters moving in that direction, while adoption elsewhere is gradual. The credential, PA-C, and the certifying body, the NCCPA, are unchanged. For a job posting today, physician assistant is still the term most candidates search for and the legal title in most states, so leading with it, and noting physician associate as a synonym, reaches the widest audience. This is general information, not legal advice.
