Compensation/Salary

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.