Caregiver Job Description Guide with Template & Pay

If you’re drafting a caregiver job description, this guide offers a copy‑paste template and scope considerations to review for your setting. Caregivers help clients remain safe and independent by assisting with daily living, maintaining a clean home, and providing companionship. The posting below is for a non‑medical role; separately authorized health-related work requires the applicable qualifications and clinical supervision.

The U.S. Bureau of Labor Statistics (BLS) projects employment of Home Health and Personal Care Aides to grow 18 percent from 2025 to 2035. This national occupational projection is not a measure of local hiring demand. See the BLS occupation profile for wage and employment context.

Jump to: Main template · Scope boundaries · Pay guidance · Role comparison · Setting-specific templates

Quick Summary: What a Caregiver Does

A caregiver supports older adults or people with disabilities with activities of daily living (ADLs) and instrumental activities of daily living (IADLs) in homes or facilities. Day to day, that may include bathing assistance, safe transfers, meal prep, light housekeeping, and transportation to appointments.

Caregivers also provide companionship, observe and document everyday changes, and coordinate with family and clinical teams. They follow agency policies and state rules. This guide’s base posting is non‑medical: clinical measurements and procedures are not default caregiver duties.

Caregiver responsibilities:

• Assist with ADLs: bathing, dressing, grooming, toileting, and eating
• Support mobility and transfers using safe techniques and devices
• Prepare meals, assist with feeding as needed, and follow dietary guidelines
• Perform light housekeeping and laundry to maintain a safe environment
• Provide medication reminders per care plan; no medication administration in this non‑medical role
• Offer companionship, conversation, and cognitive engagement
• Observe and document everyday changes, such as appetite or mood, and incidents; no clinical measurements
• Escort/transport to appointments, errands, and community activities
• Follow infection control, fall‑prevention, and emergency procedures
• Maintain accurate visit notes and communicate with supervisors/family
• Respect client preferences, dignity, and cultural/linguistic needs
• Protect confidentiality and comply with agency and state regulations

Copy-Paste Caregiver Job Description Template

Use this caregiver job description template as a starting point, then tailor duties, schedule, and pay to your setting and state. This information is provided for general guidance and is not legal advice.

Job Title: Caregiver (Non-Medical)
Location: [City, State] | Schedule: [e.g., Full-time/Part-time, Days/Evenings/Nights, Weekends]
Reports To: [Care Coordinator/Nurse Supervisor/Owner]

Summary

[Company/Family Name] is seeking a compassionate Caregiver to help clients live safely and comfortably at home/facility. You’ll assist with personal care (ADLs), light housekeeping, meal preparation, companionship, and transportation per an individualized care plan, while documenting services and reporting changes promptly. This non-medical role does not include medication administration, clinical measurements, or prescribed clinical exercises.

Key Responsibilities

• Personal care: bathing, dressing, grooming, toileting, hygiene, and incontinence care
• Mobility: safe transfers, ambulation, and fall-prevention practices using approved training and equipment
• Meals & home tasks: meal prep, feeding assistance, light housekeeping, and laundry
• Medication support: reminders and documentation of accepted or declined doses per care plan; no medication administration
• Companionship: conversation, activities, and engagement to reduce isolation
• Transportation/errands: accompany to appointments; follow driving/mileage policy
• Safety & documentation: maintain a clean, hazard-free environment; complete accurate visit notes; report changes/incidents
• Collaboration: communicate with supervisors, clients, and families; follow care plans and policies

Requirements

• Minimum age: [e.g., 18+], eligible to work in the U.S.
• Background check(s): [state and federal], employment verification; TB screening as required
• Certifications: [CPR/First Aid preferred or required], [state-specific caregiver/home care aide registration if applicable]
• Driving: valid driver’s license, clean driving record, reliable insured vehicle (if transporting clients)
• Essential physical tasks: [describe the role’s personal-care, mobility, and housekeeping tasks], performed with approved training, equipment, and assistance, with or without reasonable accommodation
• Availability: [list required days/hours]; punctual and reliable attendance

When customizing the physical-task field, describe actual essential duties and equipment or assistance expectations. An illustrative entry is “assist with bed-to-chair transfers using the client’s approved equipment and required assistance,” rather than a generic lifting-weight threshold. Review the wording for your role and applicable law. EEOC guidance addresses essential functions and application accommodations; the ADA applies to private employers with 15 or more employees and to state and local government employers.

Skills and Qualifications

• Empathy, patience, and respectful communication
• Attention to detail, time management, and documentation accuracy
• Safe body mechanics; infection control awareness
• Comfortable with smartphones/apps for scheduling and charting

Schedule

• [Hourly/Shift/Live-in] | [Expected hours per week] | [Overtime rules under state law/the Fair Labor Standards Act (FLSA)]
• Breaks and rest periods will follow [state] requirements.

Pay and Benefits

• Pay range: $[X.XX]–$[Y.YY]/hour (based on [employer pay criteria]; locality and shift differentials may apply)
• Benefits: [PTO, health/dental/vision, 401(k), paid training, mileage reimbursement at $[rate]/mile]

Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), and At-Will Statements

[Company Name] is an equal opportunity employer (EEO). We consider qualified applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, or any other protected status. We provide reasonable accommodations under the ADA. Employment is at-will where permitted by law.

Background Check Consent

Offer of employment is contingent upon successful completion of background screenings, [drug test if applicable], and verification of credentials.

How to Apply

Apply at [URL] or email [email] with your resume, availability, and two references. Please include “Caregiver – [City]” in the subject line.

To request an accommodation for the application process, contact [name/team] at [email/phone].

Tailoring the Template Components

Use these components to organize your posting, then review the requirements and wording for your setting and applicable law. A strong summary clarifies the setting and scope (non‑medical vs medical) so applicants can assess whether the role matches their qualifications.

Responsibilities should list ADLs, IADLs, safety, and documentation so candidates understand day‑to‑day expectations. Requirements and skills should distinguish applicable screening requirements from core competencies such as empathy, communication, and safe transfers. State the schedule, pay range, differentials, and applicable overtime rules.

Include reporting lines to explain supervision and escalation paths, and review EEO/ADA and at‑will language for your employer. The “How to Apply” section should spell out exactly what to submit and where.

When tailoring, mirror the phrasing in your care plans and policies while keeping tasks within the role’s authorized scope. Use clear, skimmable sections so applicants can locate duties, requirements, and application details.

Key Responsibilities (ADLs, IADLs, Safety, Companionship)

Use this section to define duties in plain language and prevent misunderstandings. Duties vary by client and state rules; always align tasks to a written care plan and supervisor directives.

Add brief examples so candidates can visualize the work and assess fit. Use consistent terminology for duties, care plans, and policies, and review those expectations for the role’s scope.

Personal Care (bathing, dressing, grooming, toileting)

Personal care includes hands‑on assistance with bathing, dressing, grooming, oral care, toileting, hygiene, and incontinence care. For example, a morning routine may involve cueing, setting out clothing, and safely assisting a transfer to the shower chair.

In some states, caregivers may provide limited skin care (non‑sterile) and shaving. Wound care is out of scope. Emphasize dignity, privacy, and infection control to maintain trust. Document refusals or changes and notify your supervisor as required.

Mobility and Transfers (gait belts, fall prevention)

Caregivers support safe mobility from bed to chair, to the bathroom, and during ambulation. Use approved devices (gait belt, walker) and techniques taught during onboarding or by a nurse/therapist.

For example, a posting might require assisting with bed-to-chair transfers using the equipment and techniques covered by the employer’s approved training. Document any falls or near misses immediately and escalate per policy. Prevention is the top priority. Reassess the environment regularly and remove hazards to reduce risk.

Meals and Housekeeping (meal prep, light cleaning, laundry)

IADLs commonly include meal planning, grocery support, safe food handling, and simple meal prep. Light housekeeping covers dishes, tidying, surface disinfection, and laundering linens to reduce infection risk and promote comfort.

For a dysphagia diet, follow texture and thickening instructions from the care plan. Keep the home free of clutter, loose rugs, and cords to reduce fall hazards. Note food preferences and restrictions to support nutrition and satisfaction.

Medication Support (reminders vs administration)

For this non‑medical posting, specify medication reminders and documentation of accepted or declined doses, not medication administration or drawing up doses. A reminder could mean cueing the client at a scheduled time. Hands-on assistance, such as opening a container or setting up a pill organizer, is a separate task to verify against applicable state/program rules and required training; do not treat it as automatically authorized by a care plan.

BLS distinguishes home health aides from personal care aides: an appropriately qualified HHA may be allowed to give medication under a nurse’s or other healthcare practitioner’s direction, subject to applicable state/program permissions and training requirements. That does not make administration, injections, titration, or sterile tasks part of this non‑medical role. Follow the role’s authorized scope, agency medication policy, and care plan. When unsure, pause and contact your supervisor for direction.

Companionship and Communication (social, documentation, appointments)

Companionship reduces isolation through conversation, games, music, short walks, or community outings. Caregivers also document services provided and everyday observations, such as changes in appetite, mood, or skin appearance. Taking vital signs or making clinical assessments is not a default duty of this non‑medical posting; any health-related work belongs to a separately authorized role with applicable qualifications and clinical supervision.

Escorting to appointments may include sharing observations with the provider at the client’s request. Accurate, timely notes and escalation protect the client and the organization. Use preferred communication channels (app, phone, electronic documentation system) and adhere to response timelines.

Scope-of-Practice: What Caregivers Do Not Do

Define “do‑not perform” tasks in your caregiver job description to keep clients safe and avoid scope creep. Scope and supervision requirements vary by state and license level—when in doubt, clarify with your clinical supervisor. A care plan or employer assignment alone does not authorize a clinical task. Separately authorized HHA/CNA work requires the applicable state/program permissions, training or credentials, and qualified clinical supervision.

Align the list with your policies and payer rules so staff have a single, consistent reference. Reinforce these boundaries during onboarding and with periodic refreshers.

Common out‑of‑scope items for this non‑medical caregiver posting:

• Administering medications, injections, or IVs; drawing up doses; setting up pill organizers without applicable state/program permission and required training
• Performing sterile wound care, dressing changes requiring aseptic technique, or suctioning
• Managing feeding tubes, catheters, or ventilators; any non‑medical catheter-emptying assistance must be separately checked for applicable permission and required training
• Performing skilled nursing tasks (assessment, care planning, clinical decision‑making), clinical measurements, or prescribed clinical exercises
• Lifting clients without proper equipment/training; unsafe transfers beyond one‑person assist guidance
• Providing financial or legal services (paying bills, managing accounts) without written authorization
• Driving without meeting agency insurance/driving-record standards or outside policy limits
• Using physical restraints or engaging in behavior management without training and authorization

Skills and Qualifications

Map soft skills and hard requirements directly to the role’s tasks. Make essentials clear in the caregiver job description so candidates can compare their qualifications with the posting.

Separate must‑haves from nice‑to‑haves. Tie each requirement to a core task (e.g., safe transfers, documentation) to help candidates assess fit.

Core Skills (empathy, communication, patience, attention to detail, essential physical tasks)

Successful caregivers are empathetic, patient, and clear communicators who respect client dignity and boundaries. Attention to detail supports accurate documentation and safety checks.

Describe the role’s essential physical tasks, such as assisting with transfers and housekeeping, along with approved training, equipment, and assistance expectations. Consider performance with or without reasonable accommodation under applicable law; see EEOC guidance on essential functions. Reliability and punctuality are non‑negotiable in home and facility settings. Cultural competence and professionalism build trust with clients and families.

Preferred Qualifications (CPR/First Aid, valid driver’s license, reliable transportation)

Many employers require or prefer current CPR/First Aid, especially when clients have cardiac or respiratory risks. A valid driver’s license, clean driving record, and reliable transportation are essential for roles involving errands or appointments.

Basic smartphone/app literacy enables digital clock‑ins and charting. State‑specific caregiver or home care aide registrations may also be required. Highlight any specialty training (dementia care, safe transfers) to stand out.

Education, Training and Compliance Requirements

Spell out baseline compliance in your posting to align expectations and reduce rework. Many states require training hours, competency checks, and registrations for agency‑hired caregivers.

Clarify whether experience is required or if you will train enthusiastic beginners. List renewal cycles and in‑service expectations so candidates understand ongoing commitments.

Background Checks, TB/Immunizations, Work Authorization

Most employers conduct multi‑jurisdiction background checks and identity/work authorization (Form I‑9). Driving record checks are common for transport roles.

TB screening (test or chest X‑ray) and certain immunizations (e.g., influenza, COVID‑19 per policy) may be required by state or facility partners. Include consent language and note that employment offers are contingent on successful screening. Document required continuing education units or annual in‑service hours. Keep records current to meet audit and payer requirements.

State-by-State Variation (registration, training hours)

Caregiver rules vary widely, and state authorities dictate training, registration, and supervision standards. Align your caregiver job description with current state guidance and payer program rules.

Update listings when regulations change. Examples:

• California: Agency caregivers generally register with the Home Care Aide Registry (CDSS Home Care Services Bureau); IHSS providers enroll with their county program.
• Washington: Home Care Aide certification with state‑mandated training and testing.
• New York: Home health aide roles require DOH‑approved HHA training; personal care aide (PCA) training is distinct.
• Texas/Florida and others: Agency licensing dictates training and supervision standards; check state health department or licensing authority.

Always link candidates to official state resources in your posting and keep your policies updated with regulatory changes.

Work Settings and Specializations

State the work environment in your caregiver job description so candidates can assess the setting. Describe its supervision, pace, and documentation tools, and explain what training the employer provides.

Match terminology to your site (home care, assisted living, skilled nursing) so applicants recognize the setting and its expectations.

Home Care vs Assisted Living vs Skilled Nursing

• Home Care (private duty/non‑medical): Solo work in clients’ homes with remote supervision; focus on ADLs, IADLs, companionship, and safety.
• Assisted Living/Memory Care: Team‑based in a facility; more residents, set routines, and additional training in dementia support.
• Skilled Nursing/Nursing Homes: Specify whether the opening is a non‑medical caregiver role or a nursing-assistant role; the facility setting alone does not establish the credential or scope. Nursing assistants often need a state-approved education program and state competency exam to become licensed or certified, and work under licensed practical/vocational or registered nurse supervision. See the BLS nursing-assistant profile.

Special Focus Areas: Memory Care, Pediatric, Post-Op/Recovery, Veterans

• Memory Care: Emphasize dementia communication, redirection, wandering prevention, and structured routines.
• Pediatric: Family‑centered care, developmentally appropriate engagement, and school/therapy coordination.
• Post‑Op/Recovery: Short‑term non‑medical support with mobility and rehab appointments; report everyday changes without performing wound care, clinical assessment, or prescribed clinical exercises. Health-related tasks require a separately authorized role with applicable qualifications and clinical supervision.
• Veterans: Cultural competence, trauma‑informed communication, and navigation of VA benefits and appointments.

Schedule Types: Hourly, Live-In, Overnight and Weekend

Be explicit about scheduling models so applicants understand the expected hours and coverage. State and federal rules govern overtime, sleep periods, and breaks—spell these out in offers and your caregiver job description.

Clarify expectations for weekends, holidays, on‑call, and short‑notice shifts. Review the schedule and applicable pay rules for your employer and setting.

Live-In Considerations (state rules, overtime, relief)

Live‑in caregiver job descriptions should define paid/on‑duty hours, sleep and meal periods, and relief coverage. Some states restrict deductions for sleep time or require overtime after daily/weekly thresholds.

Always align with FLSA and state law. Consider backup relief for 24/7 cases, written house rules (guests, kitchen use), and a clear mileage/transport policy.

When in doubt, consult counsel to structure compliant live‑in arrangements. Put these terms in writing and review during onboarding.

Compensation and Benefits

Include a realistic pay range and any shift differentials. BLS data for Home Health and Personal Care Aides (SOC 31‑1120) provides national occupational context, not a local offer rate.

Compare roles in your locality and setting, including harder‑to‑staff shifts. Explain how your employer uses experience, certifications, and shift availability to determine pay within the posted range.

Pay Ranges by Setting/Shift and Locality Adjustments

According to BLS, the U.S. median annual wage for Home Health and Personal Care Aides was $35,800 in May 2025. This is an annual national statistic for that combined occupation—not an hourly offer, a local market rate, or the wage for every caregiver role. Set your posting’s range using local comparisons for the actual duties, qualifications, and shifts.

Practical guidance:

• Home care (non‑medical): anchor your range to local competitors; list an employer-selected nights/weekends differential of $[amount]/hour, if offered.
• Facility roles: compare local assisted living/memory care openings with similar duties and credential requirements; do not infer a local CNA premium from national occupation data.
• Live‑in: state‑specific rules apply—quote clear daily rates tied to defined on‑duty hours, with overtime where triggered.

Use BLS state and area wage resources and local wage surveys to document the basis for your proposed range.

Common Benefits (PTO, health, mileage, training pay)

Competitive caregiver offers often include:

• PTO and sick leave (state‑mandated where applicable)
• Health, dental, vision, and 401(k) eligibility
• Mileage reimbursement for client transport and errands
• Paid orientation, continuing education/in‑services, and specialty training (dementia, transfers)
• Referral bonuses and shift differentials (nights/weekends/short‑notice)
• Protective equipment and a safe‑lifting program

Reporting Lines, Documentation and Communication

State who supervises the caregiver and how to escalate concerns to keep safety and accountability clear. Define required visit documentation, communication channels, and response timelines.

Illustrative employer routines might include reporting to a care coordinator daily via app and submitting weekly timesheets by Friday. Handle urgent concerns and emergencies through the applicable escalation policy, not the routine reporting schedule. Clarify who signs off on care plan changes and how updates are communicated. State the channels and backup contacts staff should use.

Caregiver vs PCA vs HHA vs CNA: What’s the Difference?

These titles overlap but differ by training and scope.

• Caregiver/Personal Care Aide (PCA): Non‑medical focus on ADLs/IADLs, companionship; training varies by state/program.
• Home Health Aide (HHA): May perform permitted health-related tasks under a nurse’s or other healthcare practitioner’s direction, subject to applicable state/program rules and qualifications. Those working in certified home health or hospice agencies may need formal training or a standardized test. See the BLS aide profile.
• Certified Nursing Assistant (CNA): Specify the applicable state credential. Nursing assistants often need a state-approved education program and state competency exam to become licensed or certified. They work under licensed practical/vocational or registered nurse supervision; duties must fit applicable permissions and training. See the BLS nursing-assistant profile.

Choose the role that matches client needs, required qualifications, and supervision. A care plan or employer assignment alone does not authorize clinical tasks in a non‑medical caregiver posting.

Performance Expectations and KPIs

Define key performance indicators (KPIs) for your caregiver job description or onboarding packet. The numeric targets below are illustrative employer-selected examples—not researched occupational benchmarks, regulatory thresholds, or universal requirements. Adapt them to your setting and explain how each measure is calculated.

• Punctuality/attendance: on‑time arrival rate ≥ 98%
• Documentation accuracy: 100% of visits documented same day; < 2% corrections per month
• Safety: follow employer-approved transfer training, required equipment, and assistance limits; report incidents within policy timeframes
• Client feedback: illustrative average rating ≥ 4.5/5 using the employer’s chosen feedback method
• Care plan adherence: ≥ 95% of assigned tasks completed or documented with a reason, including refusals or other barriers

Tie KPIs to probation reviews and ongoing training.

Scenario-Based Templates

Use these quick‑swap blocks to target your setting. Replace bracketed items and align scope with your state rules.

Choose a setting: Home care agency · Private family · Assisted living/memory care · Live-in

Home Care Agency (Non-Medical) JD Template

Job Title: Caregiver (Home Care, Non-Medical)

Summary: Provide ADL/IADL support, companionship, and safety in clients’ homes per a written care plan. Document services in our mobile app and escalate changes promptly. This role excludes medication administration, clinical measurements, and prescribed clinical exercises.

Responsibilities: Personal care, mobility assistance using approved devices (e.g., gait belt) and required training, meal prep, light housekeeping, medication reminders, transportation (as assigned), documentation, and infection control.

Requirements: 18+, work authorization, background check, TB screening, smartphone, CPR/First Aid (preferred), valid driver’s license/driving-record check if driving.

Schedule/Pay: [X]–[Y] hours/week; $[range]/hour plus differentials for evenings/weekends; paid training and mileage reimbursement.

EEO/At-Will: We are an equal opportunity employer; employment is at-will where permitted.

Apply: [URL/email]

Private-Duty Family JD Template

Job Title: Private Caregiver for [Client Initials/Age]

Summary: Support one client at home with non-medical personal care, meals, light housekeeping, companionship, and safe transportation to appointments. Clinical measurements and prescribed clinical exercises are not part of this role.

Responsibilities: Morning/evening routines, mobility and fall prevention, medication reminders (no administration), grocery/meal prep, laundry, and daily check-ins with family.

Requirements: Experience with [dementia/mobility], background check, references, [CPR/First Aid], reliable car/insurance for errands.

Schedule/Pay: [Days/hours]; $[range]/hour or $[day rate] for live-in; paid mileage for errands.

Household Policies: [Pets, parking, kitchen use, guest policy].

Apply: Send resume/availability to [email].

Assisted Living/Memory Care JD Template

Job Title: Caregiver (Assisted Living/Memory Care)

Summary: Provide resident-centered non-medical personal care, engagement, and safety in a team-based environment under supervisor direction. This role excludes medication administration, clinical measurements, and prescribed clinical exercises.

Responsibilities: ADLs for assigned residents, cueing/redirection, group activities, meal service assistance, documentation in the electronic documentation system, and incident reporting.

Requirements: Facility experience preferred; dementia training a plus; background checks; TB/immunizations per facility policy; ability to work rotating weekends/holidays.

Schedule/Pay: [Shifts]; $[range]/hour with evening/night differentials; paid in-services and advancement pathways.

EEO/At-Will: Equal opportunity employer; accommodations available.

Apply: [Careers URL]

Live-In Caregiver JD Template

Job Title: Live-In Caregiver

Summary: Provide continuous daily non-medical support with defined on-duty hours and protected sleep periods per state law. Clinical measurements and prescribed clinical exercises are not part of this role.

Responsibilities: ADLs/IADLs, companionship, safety checks, medication reminders (no administration), and appointment support; maintain daily logs and escalate changes.

Structure: On-duty hours: [e.g., 8 am–10 pm with breaks]; Sleep period: [e.g., 8 hours], interrupted sleep compensated per policy; Relief coverage: [details].

Requirements: Background check, TB screening, [CPR/First Aid], safe transfer training; ability to maintain professional boundaries in a shared environment.

Compensation: $[daily rate] tied to [X] paid hours; overtime per FLSA/state rules; room/board policies disclosed in writing.

Apply: [URL/email]

FAQs

What are the top 3 duties of a caregiver?

Assist with personal care (ADLs), support safe mobility, and provide meal prep/housekeeping with accurate documentation.

Do caregivers give medications?

This non‑medical posting provides reminders, not medication administration. Hands-on assistance is a separate task to verify against applicable state/program rules and required training. A separately qualified HHA may be allowed to give medication under a nurse’s or other healthcare practitioner’s direction, within applicable permissions. Permission to assist does not by itself authorize administration or injections.

Is a caregiver the same as a CNA?

No—caregiver/PCA roles generally focus on non‑medical ADLs/IADLs. A CNA posting must specify its state credential; nursing assistants often need a state-approved education program and state competency exam to become licensed or certified. They work under licensed practical/vocational or registered nurse supervision, with duties limited by applicable permissions and training.

What does a caregiver do day to day?

They help with bathing, dressing, meals, mobility, light housekeeping, companionship, and notes/communication per the care plan.

How can I specify medication support without implying administration?

For this non‑medical posting, you could write: “Medication reminders and documentation of accepted or declined doses per care plan; no medication administration.” If hands-on assistance is needed, verify and describe that task separately under applicable state/program rules and required training; do not use “assistance” as a substitute for authorization to administer medication.

What clauses and policies should I review?

Review equal employment opportunity and accommodation language, at‑will employment (if applicable), background check authorization, and driving/mileage policies for your employer and jurisdiction. These components do not by themselves establish that a posting complies with every applicable requirement.

What screening is required?

Common requirements include multi‑jurisdiction background checks, TB screening, work authorization (I‑9), and driving-record/drug testing where applicable.

How do I tailor a caregiver job description for dementia care?

Emphasize redirection, routine, wandering prevention, sensory activities, and communication techniques for memory care.

How should live-in roles address overtime/relief?

Define on‑duty hours, sleep periods, interruption pay, relief coverage, and apply FLSA/state overtime rules explicitly in the offer.

How do pay ranges and differentials work?

Anchor to local market rates, then add differentials for evenings, nights, weekends, and hard‑to‑staff cases; live‑in often uses daily rates tied to defined paid hours.

When should I hire a caregiver vs an HHA or CNA?

Choose a caregiver/PCA for non‑medical ADLs/IADLs. For permitted health-related work, specify an appropriately qualified HHA under a nurse’s or other healthcare practitioner’s direction; certified home health or hospice agencies may require formal training or a standardized test. For a CNA opening, specify the applicable state credential and licensed-nurse supervision; nursing assistants often need state-approved education and a state competency exam. Match tasks to applicable state/program permissions, training, and supervision—not just the setting or job title.

What documentation is expected?

Daily visit notes, tasks completed or declined, everyday observations such as appetite or mood changes, incidents, and timely escalation to supervisors/family per policy. Clinical measurements or assessments are not default non‑medical duties; any health-related work requires a separately authorized role with applicable qualifications and clinical supervision.

How do state rules affect requirements?

States set training, registration, and supervision standards; always align JD requirements with your state authority and payer program rules.

Sources and notes: The BLS Home Health and Personal Care Aides profile (SOC 31‑1120) supports the May 2025 U.S. median annual wage of $35,800, the 18 percent employment-growth projection for 2025–2035, and the distinction between non‑medical personal care and qualified home health aide work. The BLS Nursing Assistants and Orderlies profile describes nursing-assistant education, testing, and licensed-nurse supervision. EEOC Job Applicants and the ADA guidance addresses essential functions, application accommodations, and applicable employer coverage. For California caregiver registration, see the CDSS Home Care Services Bureau and your county IHSS program. Always consult your state health department or licensing authority for the most up‑to‑date requirements.