In an older post, “Reducing Speech Therapy Workload,”an outline of attack points concerning workload reduction were listed. It’s a starting point.
“Throughout our posts we have been evolving an approach to managing SLP workloads. Workload in the U. S. has been the Number 1 professional issue for more than a decade. Some SLPs report high stress leading to early retirement or career change. Here are the elements of a comprehensive workload reduction plan:
1. Lobbying by speech and language professional groups for state reductions in caseload size (cf. 6. SLP Dismissal / Exits).
2. Lobbying by speech and language professional groups for local (LEA) reductions in workload as determined through workload analysis.
B. ELIGIBILITY REDUCTION
1. Reduce the number of children enrolled in special education.
2. Use least restrictive environment to move pupils toward dismissal.
3. Dismiss children who no longer belong in special education.
C. CASELOAD MANAGEMENT
1. Adopt a caseload management approach to service delivery providing flexibility to move children quickly toward dismissal.
( 12. SLP Dismissal / Exits)
2. Participate in evidence-based educational programs to prevent special education placements.”
Dismissal approaches hold great potential but require original thinking and invention. The “flexibility” point is an evolved change in your role self-concept and role applications. Become more of a case manager rather than a straight service provider is the subtle part of SEM thinking. It’s taking control and organizing for a purpose.