Patient Care Technician Job Description Guide 2025

Hiring a Patient Care Technician (PCT) starts with a clear, compliant job description that matches your setting and filters for the right competencies.

This guide gives you copy-ready sections, scope-of-practice guardrails, 2025 pay context, and mini-templates you can paste into your ATS.

Role overview: What does a Patient Care Technician do?

Employers need a concise scope statement so candidates understand how PCTs support bedside care under nursing supervision.

A Patient Care Technician provides hands-on support to patients and the clinical team under the supervision of a licensed nurse or provider. In practice, PCTs perform vitals, phlebotomy, EKGs, basic procedures, and activities of daily living (ADLs), while documenting accurately in the EMR.

In hospitals, they may assist with telemetry monitoring and patient transport. In dialysis, they help prepare machines and monitor treatments under RN oversight. The goal is safe, efficient care delivery that improves patient comfort, flow, and outcomes.

Set expectations by linking duties to your setting and patient population. In acute units, the focus is frequent rounding, safe lifts, and telemetry workflow. In outpatient settings, it’s rooming, flow, and point-of-care testing.

Dialysis roles emphasize machine prep, water systems, and aseptic technique aligned to ESRD rules. Clarifying these differences up front reduces mismatched applications and supports faster onboarding.

Core responsibilities (universal across care settings)

Define day-to-day responsibilities clearly so candidates can self-assess skills and employers can screen consistently. A strong PCT job description highlights a tight list of duties that fit your unit’s workflow and supervision model.

Start with universal tasks, then layer setting-specific items to avoid scope creep. Keep each bullet action-oriented and measurable where possible so candidates see expectations at a glance.

This structure also makes your posting scannable on job boards and mobile.

Clinical support tasks: vitals, EKG, phlebotomy, specimens, ADLs

Lead with competencies your facility validates and your state allows to stay compliant and attract the right talent. Clinical tasks should match your competency checklist and state allowances.

If your site trains PCTs for EKGs and blood draws, call that out. If not, remove to prevent mismatched applicants. Align with your RN/LPN supervision expectations and EMR workflows.

Clear delegation language reduces liability and clarifies daily operations.

Obtain and document vital signs, height/weight, intake/output per protocol.
Perform point-of-care testing (e.g., glucose), calibrate devices, and document results.
Collect and label specimens (blood, urine, swabs) following chain-of-custody and infection control standards.
Perform 12‑lead EKGs and assist with cardiac monitoring setup after competency validation.
Assist with ADLs: bathing, toileting, grooming, feeding, and linen changes.
Support safe patient mobility and transfers using appropriate lift equipment and techniques.
Maintain patient rooms and equipment readiness; restock supplies and PPE.
Enter accurate data and alerts into the EMR; escalate abnormal findings promptly.

Patient-centered care: hygiene, mobility, comfort, communication

Emphasize soft skills because they drive safety, satisfaction, and throughput. Soft skills and trust-building are core to patient safety, satisfaction, and throughput.

State this plainly to attract compassionate, team-first candidates. Give explicit examples—rounding cadence, call-light response, and privacy practices—so expectations are concrete.

When candidates see your standards, they can better decide if the role fits their strengths.

Build rapport, explain tasks in plain language, and respect patient dignity and privacy.
Proactively round, answer call lights, and address comfort needs (positioning, warm blankets, pain reports).
Practice safe patient handling; use gait belts and lifts per policy to reduce falls and injuries.
Follow standard/universal precautions, isolation protocols, and hand hygiene consistently.
Support family communication within privacy (HIPAA) guidelines and defer clinical questions to licensed staff.

Required qualifications and certifications

List minimum requirements up front to reduce screening time and compliance risk. Spell out minimums to reduce risk and rework in screening.

Note that PCT titles often map to CNA or similar roles for licensure/registry and pay benchmarking. Separate “required” from “preferred” to keep your candidate pool broad while signaling quality markers.

Always confirm with HR, union agreements, and state rules before posting.

Baseline requirements: education, BLS/CPR, background checks, immunizations

State the universal baseline first, then add any facility or union specifics. These items are common across hospitals, dialysis centers, LTC, and clinics.

Confirm union requirements where applicable. Indicate that documentation will be verified during onboarding. This clarity helps avoid late-stage offer withdrawals.

High school diploma or GED.
Current BLS/CPR certification from AHA (or equivalent recognized body).
Successful background check(s): criminal, OIG/GSA exclusion, and required state registry checks.
Required vaccinations and screenings (per policy/state law): TB, MMR/Varicella, Hepatitis B, Tdap, Influenza, and COVID‑19 if mandated.
Ability to pass pre-employment health screening, fit test (if required), and drug screen.
EMR literacy and basic computer skills; accurate, timely documentation.

Preferred credentials: CNA, CPCT/A, dialysis-specific training

Use “preferred” to raise quality without unnecessarily shrinking your pool. Preferred credentials raise quality without shrinking your candidate pool.

List as “preferred” unless local law requires them. Tie preferences to the duties you expect (e.g., EKG/phlebotomy or dialysis tasks) so candidates understand why they matter. This also guides internal training plans.

Active CNA/NA certification or state nurse aide registry listing (common for hospital/LTC PCT roles).
National PCT certification (e.g., NHA CPCT/A) or equivalent patient care credential.
Phlebotomy and EKG training/certification where applicable to duties.
Dialysis PCT certifications (e.g., NNCC CCHT, BONENT CHT) per CMS Conditions for Coverage timelines for ESRD facilities.
Prior experience in your care setting (e.g., telemetry, med‑surg, dialysis, rehab, outpatient).

Scope of practice and supervision (compliance notes)

Make compliance explicit to protect patients and your organization. Clarity on allowed tasks and supervision reduces liability and improves safety.

State laws, payer rules, and accreditation bodies influence what a PCT can do in your facility. Documented competencies and clear delegation language support survey readiness.

When uncertain, default to the most conservative interpretation until policy is confirmed.

Tasks typically allowed vs. restricted (and when RN/LPN supervision applies)

Define what’s routine, what requires validation, and what is restricted to licensed staff. Most PCT tasks are delegated by an RN/LPN, and some require documented competency or direct supervision.

When in doubt, default to your state practice acts and facility policy. Dialysis-specific rules add additional CMS requirements for training timelines and documentation.

Spell out direct vs. general supervision to prevent missteps.

Typically allowed with competency: vitals, ADLs, specimen collection, point‑of‑care testing, EKGs, basic wound/skin care support (non‑sterile), catheter care (not insertion), splinting assistance.
Dialysis exception: under RN oversight and after training, PCTs may prepare machines, cannulate accesses, initiate/monitor treatments, and document per ESRD policy.
Typically restricted: medication administration, sterile procedures, invasive lines/tubes insertion, triage/assessment, care planning, patient education requiring clinical judgment.
Medication language: avoid “administer medications” unless your state and policy expressly permit a qualified “medication aide/tech” function; use “supports medication safety (reminders, transport, documentation support) per policy.”
Supervision: specify “works under the direction of an RN/LPN/Provider,” and name any tasks requiring direct vs. general supervision.

Disclaimer: Scope varies by state and credential; this content is informational and not legal advice. Always align with state boards, CMS, and facility policy.

Setting-specific variations

Clarify the environment so applicants understand pace, procedures, and patient mix. Customize duties so candidates understand the patient population, pace, and procedures.

Below are common differences you can paste and adapt. Match keywords to your setting (e.g., “telemetry,” “dialysis,” “rehab,” “clinic”) to improve search relevance.

This helps candidates gauge fit and speeds training once hired.

Hospital/acute care PCT

Set expectations for fast-paced workflows with frequent rounding and coordination across departments. Acute care PCTs support rapid patient turnover, telemetry, and complex mobility needs.

They also coordinate with transport, environmental services, and ancillary departments.

Frequent vitals and rounding, post‑op checks, telemetry lead placement/monitoring support.
Transport to diagnostics, room turnover assistance, and supply management.
Fall prevention rounding, sitter assignments, safe lift equipment use, and code response support.

Dialysis PCT

Highlight CMS ESRD requirements and the precision required around machines and aseptic technique. Dialysis PCTs work within CMS ESRD rules under RN oversight.

Precision with machines, water systems, and aseptic technique is essential.

Prepare and disinfect dialysis machines; complete pre‑treatment checklists and water system checks per policy.
Cannulate accesses, initiate/monitor treatments, document ultrafiltration and vital trends, and recognize complications.
Clean and reset stations, manage reprocessing steps as assigned, and reinforce infection control.

Long-term care/rehab PCT

Emphasize restorative routines, ADLs, and family communication. LTC/rehab emphasizes restorative care, consistent routines, and close family communication.

Documentation and cueing are key.

ADL-heavy support, toileting schedules, skin checks, and pressure injury prevention.
Range-of-motion exercises per plan, safe transfers, and fall prevention.
Intake/output tracking, meal support, and compassionate communication with residents and families.

Outpatient/clinic PCT

Focus on rooming, patient flow, and customer service in provider-led care. Clinic PCTs focus on efficient rooming, flow, and data capture.

Customer service skills matter.

Room patients, obtain histories per protocol, record vitals, and complete EKGs as ordered.
Prepare exam rooms and instruments; manage point-of-care tests and specimen logistics.
Monitor schedules, turn rooms quickly, and coordinate with front desk and MAs.

Work schedule, environment, and physical demands

Spell out shifts and physical tasks to improve retention and ADA clarity. Setting expectations here boosts retention and ADA compliance.

Be explicit about shifts, weekends, and physical tasks. Include exposure risks and PPE so candidates understand safety protocols.

Clear language here also supports pay transparency and scheduling conversations.

Shifts: 8–12 hours; days/evenings/nights; weekends and holidays as assigned; on‑call or OT as needed.
Physical demands: stand/walk most of shift; lift/push/pull up to 50 lbs; reposition patients with assistive devices; frequent bending, reaching, and kneeling.
Environment: exposure to blood/body fluids, infectious agents, cleaning chemicals; PPE required; occasional loud alarms and fast-paced conditions.
ADA: reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Who the PCT reports to and team structure

Clarify reporting and escalation so issues are routed quickly. Clear reporting lines speed escalation and teamwork.

State both the day-to-day supervisor and clinical chain of command. Note common collaborators to show the interdisciplinary nature of the role.

Providing this clarity improves safety and accountability from day one.

Reports to: Charge RN, Unit Manager, or Clinical Supervisor; dotted line to department leadership.
Collaborates with: RNs/LPNs, providers, MAs, respiratory/rehab, transport, EVS, and lab.
Escalation: abnormal vitals, patient changes, and equipment issues are reported immediately to the assigned RN and documented per policy.

Salary, differentials, and benefits (2025 benchmarks)

Use current market data and differentials to set realistic expectations and comply with pay transparency laws. Transparent ranges attract qualified candidates and reduce negotiation friction.

Use current market data and note differentials. Nationally, Nursing Assistants and similar patient care roles report median pay in the high-$30Ks ($18–$20/hour), per BLS May 2023 (published 2024).

Adjust for your market, internal equity, and union agreements.

National pay context: Patient care roles aligned to Nursing Assistants and similar support classifications report median pay around the high‑$30Ks annually ($18–$20/hour), per latest BLS releases (Nursing Assistants, May 2023; published 2024). Local markets may exceed this.
Higher‑pay regions: CA, WA, AK, MA, NY; lower‑pay regions: parts of the South and Midwest (BLS).
Differentials: many employers offer $1–$4/hour for nights/evenings, $2–$6/hour for weekends, and holiday/overtime premiums.
Benefits to highlight: health/dental/vision, retirement match, tuition assistance, certification reimbursement (CNA, CPCT/A, CCHT), paid time off, parental leave, commuter benefits, and bonuses.

Always align ranges with internal equity and applicable pay transparency laws.

Soft skills and competencies that predict success

Behavioral fit reduces turnover and boosts patient experience metrics. Hiring for behaviors reduces turnover in high-acuity and high-volume units.

Call these out in the posting and interviews. Tie behaviors to real workflows (rounding, documentation, escalation) so expectations feel concrete.

Reinforce during onboarding and coaching.

Compassion, patience, and cultural humility.
Clear, respectful communication with patients and teams.
Situational awareness and timely escalation.
Reliability, time management, and adaptability across changing priorities.
Infection prevention habits and attention to detail.

Performance metrics and evaluation (KPIs for PCTs)

Publish measurable KPIs to set standards and simplify coaching. Publishing KPIs sets expectations from day one.

Choose metrics tied to safety, experience, and flow. Make sure each KPI is observable, documented, and within a PCT’s control.

Review quarterly to drive continuous improvement.

Documentation completeness/accuracy and on-time vitals.
Call light response times and hourly rounding compliance.
Specimen labeling accuracy and collection turnaround.
Fall prevention contributions and safe-mobility compliance.
Infection control adherence (hand hygiene audits, PPE compliance).
Patient satisfaction comments related to courtesy and responsiveness.
For dialysis: treatment setup accuracy, cannulation success rate, alarm response timeliness.

How to customize this job description (step-by-step)

A standardized editing process helps managers tailor scope without overpromising. A short “how-to” helps managers tailor without overpromising scope.

Use the steps below for consistency across departments. Keep a version-controlled template so HR and compliance can review updates quickly.

Close with a scope disclaimer and supervision line.

Step 1: Choose the right setting template and patient population

Start with the closest mini-template, then add unit specifics. Pick the mini-template that matches your unit (hospital, dialysis, LTC, clinic) and specify age group and common diagnoses.

Add any equipment or competencies unique to the unit (telemetry, lifts, dialysis machines, EMR name). These keywords also strengthen SEO and job-board matching.

Confirm any required registries or union notes.

Step 2: Add schedule, ratios, and shift specifics

Set expectations on workload and timing to reduce turnover. List shift patterns, weekends/holidays, and typical patient ratios or assignment model (e.g., 1 PCT supporting 8–12 med‑surg patients, or 1 PCT per 3–4 dialysis stations).

Note on‑call, float expectations, and differentials. Include location-specific details if roles float across campuses.

Align with pay transparency laws.

Step 3: Finalize compliance, EEO/ADA, and credential verification language

Close with compliance and supervision details to prevent scope drift. Insert exact credential checks, immunizations, and onboarding competencies.

Add your standard EEO/ADA statements and any union or background screen language. Include a scope disclaimer and supervision line to avoid misinterpretation.

Route the final draft through HR/compliance for approval.

Copy-ready Patient Care Technician job description template

Use this plug-and-play Patient Care Technician job description template and replace bracketed items with your details. Keep the supervision, scope, and credential language intact to stay compliant.

Add setting keywords (e.g., dialysis, telemetry) for better search performance.

About the role (summary paragraph)

[Organization Name] is hiring a Patient Care Technician to support [unit/clinic] serving [patient population] under the direction of our nursing team. You will deliver hands-on care, obtain vitals and tests, assist with ADLs and mobility, and document in [EMR].

If you are compassionate, detail‑oriented, and thrive in a fast‑paced environment, we’d love to meet you.

Key responsibilities (bulleted)

Obtain and document vitals, I/O, and point‑of‑care test results; report variances promptly.
Perform EKGs and assist with phlebotomy/specimen collection after competency validation.
Provide ADLs, safe patient transfers, and comfort rounding; maintain a clean, stocked environment.
Support patient flow: room turnover, transport, equipment readiness, and supply management.
Practice infection prevention and standard precautions; follow isolation and PPE protocols.
Document care in [EMR] accurately and on time; protect patient privacy (HIPAA).
Collaborate with RNs/LPNs and the care team; escalate concerns and contribute to huddles.
[Setting-specific duty, e.g., telemetry lead placement; dialysis machine prep and monitoring; restorative care tasks.]

Qualifications and certifications (bulleted)

High school diploma/GED; BLS/CPR required.
[CNA/State nurse aide registry] preferred/required per state and policy.
National PCT certification (e.g., NHA CPCT/A) preferred; phlebotomy/EKG training a plus.
For dialysis roles: eligibility to complete CMS‑recognized certification within required timeframe (e.g., CCHT/CHT).
EMR proficiency and strong communication skills; ability to lift/push/pull up to 50 lbs.

Schedule, pay range, and benefits (bulleted with placeholders)

Schedule: [8/10/12‑hour shifts], [days/evenings/nights], [weekends/holidays], [on‑call/float as needed].
Pay: [$X–$Y/hour or $A–$B annually], plus differentials for [nights/weekends/holidays] where applicable.
Benefits: [medical/dental/vision], [retirement match], [tuition/certification reimbursement], [PTO/parental leave], [bonuses].

EEO/ADA and physical requirements

[Organization Name] is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. This role requires prolonged standing/walking, frequent lifting/repositioning with assistive devices, and exposure to blood/body fluids with required PPE.

Scope note: Duties are performed under RN/LPN/provider direction and per state law and facility policy; medication administration is not included unless specifically permitted and credentialed.

Mini-templates by setting (copy-ready)

Use these prebuilt snippets to tune the universal template to your environment quickly. Insert your EMR, equipment, and staffing model where noted.

Keep supervision language consistent with policy.

Hospital PCT — sample snippet

Signal telemetry and throughput expectations for acute care units.

Monitor patients on [med‑surg/telemetry], place leads, and assist with cardiac monitoring workflow.
Support admissions/discharges, room turnovers, and transport to tests and procedures.
Perform frequent rounding, fall‑prevention checks, and safe lifts/transfers with equipment.

Dialysis PCT — sample snippet

Emphasize machine prep, asepsis, and RN-supervised treatment monitoring.

Prepare dialysis machines and complete water quality checks per protocol; document pre‑treatment safety steps.
Cannulate accesses, initiate/monitor treatments, and respond to alarms under RN supervision.
Disinfect and reset stations; maintain aseptic technique and infection control compliance.

LTC/Rehab PCT — sample snippet

Highlight restorative routines, ADLs, and family updates common in LTC/rehab.

Provide daily ADL care, restorative exercises per plan, and timely toileting/continence support.
Track intake/output and skin integrity; report changes promptly to nursing.
Promote mobility and safety using gait belts and lifts; support family communication.

Outpatient/Clinic PCT — sample snippet

Underscore rooming efficiency, point-of-care testing, and customer service.

Room patients, obtain vitals and histories per protocol, and perform EKGs as ordered.
Conduct point‑of‑care tests and manage specimen labeling/transport; reset rooms efficiently.
Coordinate patient flow with front desk and providers; document in [EMR].

PCT vs CNA vs MA: what’s the difference?

Clarify titles to avoid scope conflicts and hiring mismatches. Mislabeling roles can create compliance gaps and hiring mismatches, so define scope clearly.

In many states, PCTs are CNAs with expanded competencies (e.g., EKG, phlebotomy) under RN direction, while Medical Assistants primarily support provider-led outpatient care.

Aligning titles with state definitions and pay bands keeps you compliant and competitive.

PCT: Bedside support in hospitals/dialysis/LTC; vitals, ADLs, EKG/phlebotomy (if trained), RN‑directed tasks.
CNA: Foundational nurse aide role focused on ADLs and basic care; registry/certification required.
MA: Outpatient/clinic focus; rooming, vitals, injections/meds per state/provider delegation; often provider‑directed.
PCA/NA: Titles vary locally; confirm whether aligned to CNA-equivalent scope.

Always align your posting with state definitions and facility policy to avoid scope conflicts.

FAQs

Quick answers help hiring managers and candidates align on scope and process. Use these concise responses and adjust for your policies and state rules.

Can patient care technicians administer medications? Typically no; use “supports medication safety” language unless your state and policy authorize a certified medication aide/tech function under supervision.
Do PCTs draw blood and do EKGs? Yes, if trained and validated by your facility; include or remove from the JD based on your competencies and setting.
Who do patient care technicians report to? Usually the charge RN or unit manager; include the escalation path for abnormal findings and equipment issues.
What credential checks and vaccinations should we list? Criminal/OIG checks, state registry checks, TB screening, MMR/Varicella, Hep B, Tdap, seasonal flu, and COVID‑19 if required by policy; add fit testing and drug screen as applicable.
What physical demands should we state for ADA clarity? Standing/walking most of shift; lifting/pushing/pulling up to 50 lbs; frequent repositioning with assistive devices; exposure to biohazards with PPE.
Do scope and supervision rules vary by state? Yes; confirm with state boards and CMS/ESRD rules, and include a scope disclaimer in your JD.
How can we optimize a PCT job description for job boards? Use the exact title and primary duties upfront, include pay and shift details, add 6–10 scannable bullets, and include setting-specific keywords (e.g., “dialysis,” “telemetry,” “rehab,” “clinic”).

Sources and review note

Cite authoritative sources to support pay, scope, and certification guidance. Use the links below during internal review and to update ranges annually.

U.S. Bureau of Labor Statistics (BLS), Occupational Employment and Wage Statistics, Nursing Assistants (31‑1131) and related healthcare support roles, May 2023 data (published 2024). bls.gov
U.S. Bureau of Labor Statistics, Occupational Outlook Handbook: Nursing Assistants and Orderlies; Medical Assistants. bls.gov/ooh
National Healthcareer Association (NHA): Certified Patient Care Technician/Assistant (CPCT/A) certification. nhanow.com
Centers for Medicare & Medicaid Services (CMS), Conditions for Coverage for End-Stage Renal Disease Facilities (42 CFR Part 494): training and certification expectations for dialysis technicians. cms.gov
State nursing and health department boards for scope-of-practice, delegation, and aide registry requirements.

Clinical review: This article was reviewed by a registered nurse leader for accuracy of scope, supervision, and workflow alignment. Content is informational and does not constitute legal advice; confirm with your state regulators and facility policy.