Career setting profile

Home healthcare services occupational therapy careers

Clinicians who want strong pay, more independence, and patient-centered work in real home environments. Compare BLS wage signals with The OT Index fit scores for autonomy, schedule quality, documentation intensity, and career upside.

OT rank #2OTA rank #1$103,010 OT median2024

Setting snapshot

Pay and fit signals in one view

The profile separates official BLS wage data from fit signals that should be discussed in interviews, offer reviews, and career planning.

OT median wage$103,010BLS OOH setting row, salary rank #2.

OTA median wage$76,800BLS OOH OTA setting row, salary rank #1.

Autonomy score91Very strong relative fit signal.

Schedule score70Strong schedule-quality signal.

Role	Salary rank	Median annual wage	Wage signal	Autonomy	Schedule	Documentation	Career upside
OT High autonomy, travel time, variable caseload density	2	$103,010	99/100 wage percentile signal	91/100	70/100	45/100	86/100
OTA High pay, mobility, independence	1	$76,800	100/100 wage percentile signal	84/100	70/100	51/100	82/100

Fit scorecard

Where this setting is strong and where to pressure-test it

A high wage is useful only if the daily operating model supports good work. Use these signals as interview prompts, not as a substitute for offer-specific details.

Wage signal99/100

Very strong. BLS wage strength relative to the other major published OT and OTA settings.

Autonomy91/100

Very strong. How much control clinicians typically have over daily flow, judgment, and patient management.

Schedule quality70/100

Strong. Predictability, commute burden, calendar quality, weekend demand, and visit-routing stability.

Documentation intensity45/100

Watch closely. The amount of documentation and payer/compliance work that can shape the real workload.

Career upside86/100

Very strong. Skill growth, specialization potential, portability, and longer-term career optionality.

Interview questions

Questions to ask before choosing this setting

The most important setting differences usually appear after the first salary number: productivity, documentation, support, caseload design, and local employer quality.

How are drive time, mileage, cancellations, and documentation time paid?

What is the expected visit productivity by discipline and acuity?

How large is the territory, and how often are routes reassigned?

Which documentation system is used, and what QA support exists for OASIS and plans of care?

Keep comparing

Other OT career setting profiles

Compare this setting with nearby alternatives before treating one rank or one wage number as the whole decision.

Rank #1