Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2015
This class series uses three levels in the Health Care Services Occupational Group and describes technical work in support of a therapy discipline. Technical work involves practical application of the practices and techniques of therapy but not the principles and theories which are applied by the therapist. Therapy assistants support the delivery of therapeutic treatment, habilitation, rehabilitation, and client instruction to an assigned client population under the supervision of a therapist. Some positions work in security settings where the positions follow policies and procedures to ensure the safety of themselves and others. Some positions may require registration or certification.
THERAPY ASSISTANT I C5L1XX
Concept of Class
This class describes the clearly defined level where positions follow established work processes and procedures. Positions operate within standard operations and alternatives that are known and any deviation from such requires prior approval. Some assignments do not move beyond this level.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is prescribed as described here. Positions apply established, standard guidelines that cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose from are clearly right or wrong at each step.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
THERAPY ASSISTANT II C5L2XX
Concept of Class
This class describes full-operating therapy assistant. While the duties are similar to those performed at the lower level, the complexity of the job is different. The systems, operations, and processes are still established and defined but allow more flexibility and latitude in implementing treatment plans written by professional therapists. The work requires adapting practical
approaches or routines for various situations. Not all circumstances are covered by established guidelines so positions must improvise solutions and alternatives. This class includes responsibility for training lower level assistants. Therapy Assistant II differs from Therapy Assistant I on the Complexity factor and may differ on the Line/Staff Authority factor.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the defined level as described here. Within limits prescribed by the operation, choices involve selecting alternatives that affect the manner and speed with which tasks are carried out. These choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. These alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines in the form of standard operating procedures, methods, and techniques exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor or work leader. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The work leader is partially accountable for the work product of two or more full-time equivalent positions, including timeliness, correctness, and soundness. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. Typical elements of direct control over other positions by a work leader include assigning tasks, monitoring progress and work flow, checking the product, scheduling work, and establishing work standards. The work leader provides input into supervisory decisions made at higher levels, including signing leave requests and approving work hours. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
THERAPY ASSISTANT III C5L3XX
Concept of Class
This class describes positions with responsibility for writing patient treatment plans that are reviewed by professional therapists or for supervising therapy assistant positions responsible for implementing patient treatment plans. At this level, positions design and implement operations to accomplish the work. Work includes, but is not limited to, deciding what operations will be performed and how processes will be implemented. Therapy Assistant III differs from Therapy Assistant II on the Decision Making, Purpose of Contact and possibly Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines in the form of standard operating procedures, methods, and techniques exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor or unit supervisor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or
guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team. This level may include positions performing supervisory elements that do not fully meet the criteria for the next level in this factor.
OR
The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more full-time equivalent positions. At least one of the subordinate positions must be in the same series or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
THERAPY ASSISTANT IV C5L4XX
Concept of Class
This class describes positions with unit supervisor responsibility that exercises direct, formal control over therapy assistants, of which at least one is responsible for writing their own client treatment plans. Therapy Assistant IV differs from Therapy Assistant III on Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the operational level, as described here. Within limits set by the specific process, choices involve deciding what operation is required to carry out the process. This includes determining how the operation will be completed. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and technical practices.
Complexity
The nature of, and need for, analysis and judgment is patterned, as described here. Positions study information to determine what it means and how it fits together in order to get practical solutions to problems. Guidelines in the form of standard operating procedures, methods, and techniques exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines, which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact pay, status, and tenure of three or more
full-time equivalent positions. At least one of the subordinate positions must be in the Therapy Assistant III class or at a comparable conceptual level. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel website. For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- Effective July 1, 2018
Update the Class Code of C5L1TX to C5L1XX per administrative updates.
- June 30, 2015
Updated and removed the purpose of contact.
- Effective July 1, 2006
Clarification on L/S factor for the III and IV. Proposed 3/22/2006.
- Effective July 1, 2001
HCS Consolidation Study consolidated Clinical Therapy Assistant (C1B) and Occupational/Physical Therapy Assistant (C1F). Draft published 2/21/2001, proposed 5/10/2001, and final 7/1/2001.
- Effective September 1, 1993
Job Evaluation System Revision project. Converted Therapy Assistant (A5601-6) to Clinical Therapy Assistant (C1B). Created Occupational/Physical Therapy Assistant (C1F). Published as proposed 6/1/1993.
- Revised July 1, 1990
Changed pay differential for Supervising Therapy Assistant (A5606).
- Revised January 1, 1989
Changed in-grade hire step.
- Revised September 1, 1988
Changed minimum qualifications and KSAs for Therapy Assistant IA - Therapy Assistant II (A5601-5). Changed pay grade for Therapy Assistant II (A5605).
- Created September 1, 1988
Supervising Therapy Assistant (A5606).
- Created January 1, 1975
Therapy Assistant (A5601-5).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Therapy Assistant I | Defined | Prescribed | Individual Contributor |
| Therapy Assistant II | Defined | Prescribed | Individual Contributor or Work Leader |
| Therapy Assistant III | Operational | Patterned | Individual Contributor or Unit Supervisor |
| Therapy Assistant IV | Operational | Patterned | Unit Supervisor |
Minimum Qualifications
Valid as of: October 11, 2023
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Therapy Assistant I | C5L1XX |
| Therapy Assistant II | C5L2XX |
| Therapy Assistant III | C5L3XX |
| Therapy Assistant IV | C5L4XX |
THERAPY ASSISTANT I (C5L1XX)
Experience Only:
None
OR
Education and Experience:
None.
THERAPY ASSISTANT II (C5L2XX)
Experience Only:
Two (2) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to two (2) years.
THERAPY ASSISTANT III (C5L3XX)
Experience Only:
Three (3) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to three (3) years.
THERAPY ASSISTANT IV (C5L4XX)
Experience Only:
Four (4) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned to this position equal to four (4) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Oct. 11, 2023 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- July 1, 2018 (C5L1TX Changed to C5L1XX)
Review and correction of the classification codes to align with the 2018-19 pay plan and compensation grades approved by the CHRO.
- Aug. 1, 2017 (C5L1TX)
There are no MQs at this level, therefore, the substitution was removed.
- Aug. 1, 2017 (Whole Document)
- Part of the 2017 MQ Project.
- New format.
- Standardized language regarding education and experience requirements and substitutions.
- Removed the statement, “Some positions may require possession of a license, certificate or registration.” Special qualifications can appear as a Special Qualification in the job posting, if justified in the position description and job analysis.