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| Job
Code: |
1267
|
| Job
Title: |
Rehabilitation
Aide II
|
| Creation
Date: |
03/01/00
|
|
| Revision
Date: |
07/31/02
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| FLSA
Status: |
Non-Exempt |
Job Summary:
To assist licensed PT’s, OT’s, PTA’s, OTA’s, and students in all aspects of OT/PT treatment in order to maximize each patient’s functional ability.
Major Duties / Critical Tasks:
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Fabricates and modifies adaptive and exercise equipment according to therapist’s request and patient needs.
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Assists with fabrication of splints per therapist’s request and maintains supply of splint components.
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Assists in orientation of other aides.
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Transfers and transports patients in a safe and timely manner.
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Assists with direct patient care relative to patient’s age, culture, and condition. (see unit addendum)
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Communicates verbally and in written form with therapists, assistants, students, and other aides to maintain efficient workflow.
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Orders linen, disinfects equipment, sterilizes equipment, and tracks reusable supplies.
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Maintains clean working environment.
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Receives, distributes, and restocks supplies.
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Performs related duties as required.
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Participates in Quality Assurance program.
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Files patient notes, picks up charts from Medical Records, sends notes to Medical Records, answers telephone, and performs departmental copying.
Required Education / Experience:
High school or equivalency and two years related experience.
Equipment:
Standard rehabilitation and office equipment.
Working Environment:
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Standard clinical environment.
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May be exposed to such occupational hazards such as communicable diseases, harmful chemicals, and/or disoriented or combative patients.
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Alertness and careful attention to detail are required to avoid injury.
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Must be able to work under stress and be emotionally capable of coping with
complex and/or changing activities.
Other:
Specific job requirements or physical location of some positions allocated to
this classification, may render this position security sensitive, and thereby
subject to the provisions of Section 51.215, Texas Education Code.
Any
qualifications to be considered as equivalents in lieu of stated minimums
require the prior approval of the Chief Human Resources Officer.
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