This one specifically tailored for the school based Speech-Language Pathologist (SLP).
DISCLAIMER: The suggestions listed and explained are merely suggestions from an SLP on the internet. They can definitely be trailed by other professions, if allowable, but may or may not be applicable to other professions.
Notice, I didn’t say “caseload”, because, let’s be honest. Workload is different than caseload. Caseload really only includes the number of clients or students you are providing therapy for. Workload includes ALL of the things that go into our job. And there are ALOT of things! And, we are expected to do all of the things with a pretty smile, bubbly attitude, on time, without complaint, without help, and during the weekend. All the while more “things” keep getting added to our plate. What in the world?! How did it get to this point? It’s to the pint where many, not just a few, or leaving the field all together, are dropping out of this degree, or are no longer interested in the degree. Not to mention the SLP’s that strongly consider leaving as well.
Now, let’s be even more honest. No one is coming to help us. We are like Jack in the Titanic, we’re trying to hold on, others are begging for us to hold on, but the water is getting too cold and we are getting too weak to keep holding on to a fake door, that could have held more than one person (let’s be honest about that too). Let’s be real. Our bosses or the CEO aren’t going to start helping us. They aren’t going to make the real change necessary to make working conditions better, or increase our pay more than just a few cents. The schools aren’t going to help keep caseloads down and not overwork the 1 SLP that stayed. If they would, they would have done it already. How long have we been asking for change? Now we're demanding it, and we still get nothing. Now, I’m talking in general terms, I don’t know the specifics about any workplace that I am not directly in. So, some of you may be lucky and are employed by others that care and have changed things for the better. But, if that was the case for the majority, we wouldn’t still have others wanting to leave the field and others wanting to not even get into it in the first place.
My point is, no one is going to come help us. No one is going to wave a magic wand and make all the bad things go away. The reality is clear. They may not be able to for financial reasons, clearly a private practice can’t just only see 5 patients a day. Schools are required to meet IEP minutes for any student that qualifies. Sometimes, it’s not the fault of the employer, or dare I say ASHA. No one is going to care about your job (or business) as much as you. Because it doesn’t affect someone as much as it does you. If you’re an employee, your job affects your paycheck, your mental health, physical health, stress level, social life, so many things. If you’re a business owner, your job affects every part of your life, and the job performance of your employee’s affects it as well. Both are very taxing and both greatly affect pretty much the majority of our lives. We want jobs that don’t stress us out!
So, what to do? We need to take it into our own hands. We need to fight our own fight and make our work life better. And yes, this is our fight. Now the thought might cross your mind, “But I feel like I’ve been fighting for my job everyday. I have to constantly push myself just to get through the day!” Maybe you’re fighting the wrong beast. Just like that saying, “Being overweight and working out are both hard, choose your hard” (not sure where it came from, but it’s a good kick in the pants!). I don’t bring that up to talk about weight, I bring it up to show the connection that there are many hard things we go through in life, and we have the privilege to choose them (well, some of them). Why not choose the ones that will actually make a difference? This is about changing your perspective on whatever is causing you stress at work. They very well may be things you can change! When I had employee’s I always told them to please tell me about anything that you don’t like about your job, especially if it starts to feel like a deal breaker. This is for two reasons, 1. I can’t solve a problem I don’t know about, and 2. More things than you think can be changed. If you’re an independent contractor, this is easy, you set the tone. You can directly talk to whoever you are contracted with and talk to them about issues you’re having. If you’re an employee, this gets a tad tricky. Here’s a splash of real talk, just because an employer can change work conditions for you, doesn’t mean they will. Now, I’m only talking from my experience and the perspective of being a business owner. They clearly can’t allow you to only work 4 days a week every week, to only see a few students/clients and still get paid a full time salary, or provide unlimited paid time off. Because if they did, then they would have to allow it for all of their other employees as well. Financially, they may not be able to, heck most would go out of business. At the end of the day, businesses need to make money, not only for the owner/CEO to make a profit (again, just being real), but to pay for the salary and benefits of all employee’s, pay for the cost to lease office or clinic space, pay utilities for that space, pay for materials/assessments, pay for office supplies, pay for emergencies, pay for training for new employes, pay employer taxes, workmen’s compensation, paid time off, etc. I hope you start to get the gist. Businesses have a lot to pay for. I say all this because, if one of their reasons for not changing something is due to finances, it may be true (but you know your boss better than I do).
However, if you’re asking for reasonable things, such as to have some help seeing students because a caseload went from 55 t0 85, or new materials because the ones they gave you are all outdated, or a new work computer, (in my opinion) those are things that should have been provided in the first place. But, if you don’t already have them, my suggestion is to plan a conversation with your supervisor/superior. When I say plan the conversation, plan the conversation! Think, word for word, what you are going to say, and go over your reasoning. Back up the claims you are making. Put it into terms that will get your bosses attention. And what gets their attention? Money and power. Power, as in they want to look good to their bosses. If your boss is the business owner, speak money. Let’s do an example: Say you want extra help seeing students because your caseload has rapidly grown. The conversation could start like this:
“Hello, Mrs. Smith, thank you for taking the time to meet with me! I appreciate your time hearing my concerns. As you know, I was placed at the elementary school in the Abbot school district and the high school in the Jacksonville school district. I started the school year with a total caseload of 55 students, and now it has increased to 85. I really could use some help seeing some of the students at the elementary school in Abbot. Currently, I am not able to see all of the students and meet their IEP minutes. If any support is able to be provided, what are our options?”
Notice that I had it very specific, but brief. Remember, your boss doesn’t know the in’s and out’s of your day. They also don’t need all of the little details that cause you not to have time to see all of the students, their big concern is not all of the students are being seen. Because if not all of the students are being seen, that’s a big deal legally and ethically (among others). This will get your bosses attention and make it their problem too, so they are much more likely to actually provide the support you asked for. Notice also, that I used a “what” question to ask for the support/help rather than a yes/no question. For example, I could have asked, “Is there any way support could be provided?”. They could say “yes”, just to make face and further say they’ll email you next week with options. However, asking them point blank a WH-question, makes them think and actually give an answer, rather than sweeping it under the rug. Notice also, I used the wording “our options”, rather than just “options”. This is because I’m reiterating the problem is both of ours, not just mine. If the connection wasn’t made before, hopefully that helps. Also, follow up with them!! Preferably in writing. Emails are great for that. An example could be:
“Hello Mrs. Smith!
Thank you so much for your time hearing my need for support to meet the IEP minutes at the Abbot elementary school. Please let me know if any specific information is needed from me or if another meeting is required to figure something out. I look forward to hearing about our options! “
Side note: this can also be adjusted to clients/patients in the health care setting, because that’s how their money is made.
Pay very close attention to exactly how your boss provides support and how long it takes. This will give you an idea of how much they actually care about students being seen and you as an employee (again, just being real). Being a business owner, I understand more than when I was an employee, that the employee’s are the backbone of any business. Without them, there is no business. Plain and simple.
I definitely went off a little tangent…. So a part 2 will be coming!
I hope this information helps at least one person advocate for themselves to improve their working conditions! We deserve to love our jobs.
Remember, we are strong!
Ashton
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