Making Allies through Rejection: Replying to SLP School Recruiters
The field of speech-language pathology is a wonderful giving profession clinically. However, it is also riddled with problems professionally. While the problems vary by setting, schools are becoming infamous for their treatment of speech-language pathologists. School SLPs report being underpaid, overworked, and often feeling helpless to change the situation or met with opposition when they try.
In order to make systemic changes, we need allies. SLPs need to look for other groups who might have the power and the investment to speak up for better working conditions on our behalf. Parents and other providers are obviously under-tapped resources, but so are a less obvious groups like school recruiters. Many SLPs just avoid those constant calls and emails from recruiters. When we do this though, we may miss opportunities to create allies with the power to effect change.
Rather than avoiding recruiters' emails, I wanted to re-direct them by highlighting issues that they may not be well versed in now, but might be able to address through their own negotiations with school districts once they are. The result, was the following letter (which you may copy and use as a template for your own replies to school contract jobs that you are not interested in taking). Recruiters have been receptive to learning about these issues and how they can be involved. I look forward to SLPs enlightening more recruiters, and growing this support-base as allies in our quest for better SLP working conditions.
Hi (RECRUITER'S NAME HERE):
Thank you for reaching out to me about this employment opportunity.
Unfortunately, after talking to hundreds of SLPs in my professional and social media circles as well as having worked in the schools previously, I have serious concerns with the ways many schools across the country treat speech-language pathologists. Too many school-based SLPs are informally reporting being treated like second tier employees in terms of workload, salary, benefits, duties, and respect. Therefore, I am no longer interested in school positions.
In the near future, you may notice this as a growing trend among speech-language pathologists. I hope that your company will do all that it can to advocate for SLPs in schools in order to improve working conditions in that setting and slow down the exodus of speech-language pathologists.
Here are some of the conditions that SLPs should confirm before accepting a job in the schools. Can you assure clinicians that your company secures these terms for the SLPs you have placed in schools or will place in the future?
Masters+30 credit on the salary schedule for an SLPs’ Master's degree. SLP Master's degrees typically require 30 credit hours more than teachers' Master's degrees and should be compensated for accordingly - in line with the compensation for the related clinical disciplines of Social Work, Psychology, Occupational Therapy, and Physical Therapy
Stipend for the ASHA Certificate of Clinical competence (CCC) and for the state license - which is what allows SLPs to bill Medicaid and hence brings in money for the district
Stipend or bonus for being bilingual/conducting bilingual evaluations
Coverage of at least $1000 in speech-language pathology specific continuing education per year
Pre-approval for time to attend CEU opportunities (as the teacher CEUs most districts build in are not very relevant to our profession)
An annual budget for therapy supplies and/or testing materials. Money that SLPs bring in through Medicaid should at least in part be used on materials for those same Medicaid-eligible children
A caseload cap written into the district contract, even if there is not a statewide cap. See best practice information from the American Speech-Language Hearing Association (ASHA) and caps in other states or neighboring districts for guidance
A private and appropriate SLP office due to the importance of confidentiality in healthcare. The office must be in a therapy-appropriate location: no converted bathrooms, janitors’ closets, or public areas in which schools are notorious for placing SLPs and communication impaired children - a violation of their rights and an act of discrimination compared to non-disabled peers.
Locking secure area for files
Freedom to be excused from staff meetings that are not relevant to speech-language pathology in order to complete SLP-relevant tasks such as Medicaid billing, IEP paperwork, etc.
No assignment of "Teacher" Duties (bus duty, lunch duty, etc.) without additional compensation. These duties reduce productivity and can be completed by someone without an advanced degree. These duties should be on a volunteer basis for SLPs unless additional compensation is provided
Administrator understanding or willingness to learn about the scope of practice of speech-language pathologists and respect school-based SLPs’ clinical impressions, findings, and recommendations as being equal to those of private or medical SLPs
I hope you find this list helpful to you, your contracting SLPs, and your company.
Best of luck in your continued search for SLPs who are open to accepting school positions.
Sincerely,
(YOUR NAME HERE) M.S., CCC-SLP
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