PCA Job Description Guide: Template, Duties & Pay

If you need a clear, compliant PCA job description you can post today, this guide provides a reusable template plus practical hiring tips. A Personal/Patient Care Assistant (PCA) supports activities of daily living (ADLs), mobility, and basic health monitoring under the direction of licensed clinicians.

You’ll find setting-specific variations, scope-of-practice limits, pay data, and an interview/onboarding kit. Use the copy-paste template below, then tailor duties by setting and shift. The goal: hire faster, reduce risk, and set performance expectations from day one.

What Is a PCA? Role, Settings, and Supervision

A PCA (Personal Care Assistant, Patient Care Assistant, or Personal Care Aide) provides hands-on support with personal care, mobility, and routine observation. They do not independently diagnose, assess, or treat; they follow a plan of care and escalate concerns to licensed staff.

PCAs work in home care, hospitals, long-term care (LTC), assisted living, and clinics. Titles vary by employer and state, which affects allowable tasks. Always align your job post with your setting, state rules, and supervising clinician model.

In hospitals, PCAs may be called Patient Care Technicians and often assist with vitals, EKGs, and specimen collection. In home- and community-based services, Personal Care Aides emphasize ADLs, companionship, meal prep, and light housekeeping.

In LTC/assisted living, duties center on predictable routines, dementia care, and fall prevention. Regardless of setting, PCAs collaborate closely with RNs/LPNs and therapists and document care consistently. A clear supervision chain reduces risk and speeds escalation when conditions change.

Scope of practice (what PCAs can and cannot do)

Define boundaries to protect patients and staff. PCAs can assist with bathing, grooming, toileting, feeding, ambulation, positioning, obtaining vitals, and observing/reporting changes.

With training and delegation, some settings permit tasks like blood glucose checks or noninvasive EKGs. They document the care they provide and follow infection control and safety protocols. When in doubt, they stop and notify the nurse.

PCAs cannot perform clinical assessments, interpret diagnostics, or make care decisions. They typically cannot administer medications, insert or remove tubes/catheters, perform sterile wound care, or manage IVs.

They cannot accept verbal medical orders, alter care plans, or perform tasks prohibited by state rules. Many states restrict PCAs from any “invasive” procedure; consult your state’s nurse practice act and Medicaid/home care regulations. Clear “do-not-do” lists in orientation prevent scope creep and incidents.

PCA Job Description Template (Copy, Paste, Customize)

Use this PCA job description template as your starting point. Replace bracketed content with your organization’s details, add setting-specific duties, and align with your state’s regulations and clinical supervision model.

Job Summary

[Organization] is hiring a compassionate, reliable PCA (Personal/Patient Care Assistant) to support patients with daily living, mobility, and basic health monitoring under RN/LPN supervision. You’ll provide safe, dignified care, document services, and promptly escalate concerns.

This role is ideal for candidates who communicate clearly, follow procedures, and thrive in a team. We offer training, predictable schedules, and growth opportunities. If you love helping others, we want to meet you.

Key Responsibilities (ADLs, mobility, monitoring, documentation, safety)

Assist with bathing, grooming, toileting, dressing, and incontinence care.
Support safe ambulation, transfers, positioning, and range-of-motion exercises.
Obtain and document vitals (e.g., BP, HR, RR, Temp, SpO2) per protocol.
Observe and report changes in condition, intake/output, pain, or mood.
Prepare simple meals; assist with feeding and hydration as needed.
Perform light housekeeping and linen changes; maintain a clean, safe space.
Use lifts/transfer aids correctly; practice fall prevention and safe patient handling.
Document care provided in the EHR/care notes accurately and on time.
Follow infection control, standard precautions, and HIPAA privacy rules.
Collaborate with RNs/LPNs/therapists; follow the care plan and delegation.

Qualifications and Skills (must-have vs nice-to-have)

Must-have: Previous caregiving or customer-service experience; reliable transportation and punctuality.
Must-have: Strong communication, empathy, and respect for patient dignity.
Must-have: Ability to follow instructions, escalate concerns, and document clearly.
Must-have: Physical ability to lift/assist up to [X] lbs with equipment and team help.
Nice-to-have: PCA/HHA training, CNA credential, or hospital PCT experience.
Nice-to-have: EHR familiarity; dementia/behavioral health experience.
Nice-to-have: CPR/BLS certification; bilingual or multilingual skills.

Education, Certification, and Compliance

High school diploma or equivalent required (or actively completing).
CPR/BLS certification required or obtained within [X] days of hire.
Background check, OIG/SAM exclusion screening, and reference checks.
TB screening and baseline health evaluation; required immunizations (e.g., influenza, Hep B, COVID-19 per policy).
Valid driver’s license and auto insurance for home care/community roles.
State-specific PCA/HHA training or registry (if applicable)—employer will verify.

Schedule, Pay Range, and Work Environment

Shifts: days/evenings/nights; weekend/holiday rotations; per diem options available.
Pay: $[low]–$[high]/hour base, plus shift differentials for nights/weekends where applicable.
Environment: [Home/hospital/LTC] setting with frequent standing, walking, lifting, bending.
PPE provided; adherence to infection control and safety policies required.
Typical caseload: [Home care 1:1; hospital 1:8–12; LTC 1:10–18] depending on census and acuity.

EEO Statement and Benefits

EEO: [Organization] is an equal opportunity employer. We consider all applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any protected status. We provide reasonable accommodations as required by law.
Benefits: Competitive pay; health/dental/vision; paid time off; retirement plan; tuition assistance; paid training; employee recognition programs.

PCA Duties and Responsibilities (Explained)

PCAs provide person-centered support so patients can live with safety and dignity. That begins with ADLs like bathing and grooming and extends to toileting, continence care, and dressing.

Respectful communication reduces anxiety and improves cooperation. Use checklists to ensure no key steps are missed, like skin checks during bathing. When a change is observed, document and notify the nurse promptly.

Mobility support is a safety-critical function. PCAs help with transfers, ambulation, and positioning to prevent falls and pressure injuries. Proper use of gait belts, slide sheets, and lifts is nonnegotiable.

A quick “stop, think, and plan” before every transfer prevents most injuries. When a lift is needed, wait for a second staff member rather than improvising.

Health monitoring includes routine vitals, intake/output, and symptom observation. PCAs record objective data (numbers, time, facts) and avoid interpretations.

For example, “Patient reports dizziness when standing” plus vitals is useful; diagnosing orthostatic hypotension is not. A brief, timely EHR note keeps the team aligned and creates a defensible record. Consistency beats length—document what you did, what you saw, and who you told.

Household support matters in home and community settings. Light cleaning, laundry, meal prep, and safe errands reduce hazards and support nutrition.

Align tasks with the care plan and patient preferences. If a requested task falls outside scope or plan (e.g., handling finances), clarify and escalate. Clear boundaries protect both the client and staff.

Communication underpins safe care. PCAs use SBAR-like handoffs (Situation, Background, Assessment/observation, Recommendation/request) to licensed staff.

Family updates should be factual and within privacy rules. When behaviors escalate or a fall risk changes, notify the nurse immediately. A practical mantra from RN supervisors: “See it, say it, document it—then follow up.”

Personal care & ADLs

Bathing, grooming, oral care, skin checks, and pressure area care.
Toileting, continence care, catheter bag emptying (no insertion).
Dressing, adaptive clothing use, and temperature-appropriate attire.
Feeding assistance, hydration prompts, and safe swallowing techniques.
Respecting privacy, modesty, and cultural preferences in all care.

Mobility, transfers, and fall prevention

Safe use of gait belts, slide sheets, and mechanical lifts.
Bed mobility, repositioning schedules, and pressure relief.
Assisted ambulation with devices (walker, cane) per plan.
Environment scans: clear pathways, locked wheels, call light within reach.
Immediate incident reporting and post-fall procedures.

Health monitoring and documentation

Vitals per schedule; pain scale and mental status observations.
Intake/output tracking; bowel movement and urinary patterns.
Blood glucose checks if trained/delegated; no interpretation beyond reporting.
Sample EHR note: “12/15 10:15 — Assisted with shower and peri-care. Skin intact; blanchable redness at sacrum. Vitals 128/78, HR 84, RR 18, 98.6°F, SpO2 96% RA. Patient reports mild dizziness on standing; RN notified at 10:20. —AB”
HIPAA-compliant, factual, time-stamped entries.

Household tasks, errands, and meal support

Light housekeeping, laundry, and sanitation of frequently touched surfaces.
Meal planning per dietary needs; safe food handling and hydration reminders.
Grocery or pharmacy pick-up per policy; receipts tracked.
Home safety checks (clutter, cords, rugs) with escalation of hazards.
Respect for boundaries: no financial management or medications without policy/delegation.

Communication and collaboration

Handoffs using SBAR to RNs/LPNs/therapists.
Call light and alarm responsiveness within unit standards.
Family communication with consent and within privacy rules.
Escalation pathways for pain, new symptoms, falls, or behavioral changes.
Team debriefs after incidents to improve processes.

Qualifications, Skills, and Physical Requirements

Set objective standards so candidates self-select appropriately. Core competencies focus on empathy, reliability, safety, and documentation.

Preferred skills help distinguish candidates who can thrive in higher-acuity or specialized settings. Physical requirements must be explicit to prevent injuries and turnover. Calibrate expectations to your equipment and staffing model.

Core competencies (empathy, reliability, infection control)

Empathy, patience, and respectful bedside manner.
Reliability: on-time attendance, task follow-through, accountability.
Infection control: hand hygiene, PPE, standard/contact precautions.
Safety mindset: lift planning, fall prevention, hazard reporting.
Communication: clear, concise updates and timely escalation.

Preferred skills (EHR familiarity, dementia care, bilingual)

Basic EHR charting; comfort with mobile devices/scanners.
Dementia/behavioral health experience and redirection techniques.
Vital sign proficiency; body mechanics and transfer mastery.
Bilingual fluency to improve patient rapport and access.
CPR/BLS and first-aid certifications current.

Physical demands and lifting expectations

Frequent standing, walking, bending, reaching, and kneeling.
Ability to safely lift, move, or position up to [50–75] lbs with assistance/equipment.
Comfortable using mechanical lifts and transfer aids per policy.
Tolerance for shift work, including nights/weekends/holidays.
Visual and auditory acuity sufficient for monitoring and safety.

Training, Certification, and State Requirements

Requirements vary by state and payer. Home care often follows state Medicaid or home care licensing rules; hospitals and LTC/assisted living follow healthcare facility policies plus state regulations.

Many employers provide paid PCA training and require CPR/BLS, background checks, and health clearances. Verify whether your state requires a registry, competency exam, or CNA credential for specific tasks or settings.

CPR/BLS, TB testing, background checks, and immunizations

CPR/BLS certification from AHA/ARC (hire or within 30–90 days).
Criminal background check; OIG/SAM exclusion screening.
Two-step TB test or IGRA; annual screening per policy.
Vaccinations: influenza (seasonal), Hepatitis B, MMR, Varicella, Tdap, and COVID-19 per employer/state.
Driver’s license/insurance for community visits; motor vehicle record check if transporting.

State-by-state guidance (how to verify requirements)

Check your state Department of Health and Medicaid home care regulations for PCA/HHA training hours and scope.
Review your state’s Nurse Practice Act for delegation rules to unlicensed assistive personnel.
Confirm facility licensure requirements (hospital, LTC, assisted living) with state survey agencies.
Search state registries for HHA/CNA listings if applicable.
Document verification steps in HR files and recheck annually.

Salary and Job Outlook

Pay depends on setting, region, and shift. Broadly, PCAs align with Home Health and Personal Care Aides and, in hospitals, PCTs can align closer to Nursing Assistants.

According to the U.S. Bureau of Labor Statistics (May 2023), median pay was about $30,180 for Home Health and Personal Care Aides and $38,130 for Nursing Assistants. Demand remains strong, with personal care/home health projected growth well above average through 2032. Updated: December 2025.

Pay ranges by setting (home care vs hospital vs LTC)

Home care/community: typically $14–$19/hour base depending on market and reimbursement.
Hospital (PCA/PCT): commonly $17–$24/hour base, often with higher differentials and bonuses.
Long-term care/assisted living: often $15–$21/hour base, influenced by Medicaid rates.
Experience, credentials (CNA, EKG, phlebotomy), and specialty units can raise offers.
Publish realistic ranges to improve applicant quality and acceptance rates.

Regional factors and shift differentials

Urban/high-cost markets pay more; rural markets may trade pay for predictable schedules.
Nights/evenings/weekends often add $1–$4/hour; holidays pay premium rates.
Union contracts and large health systems standardize differentials; small agencies vary.
Travel time/mileage in home care can be paid or reimbursed—state laws may apply.
Benchmark quarterly to stay competitive and reduce churn.

PCA vs CNA vs HHA vs PCT: Which Role Do You Need?

Choosing the right role depends on setting, acuity, and budget. PCAs (unlicensed assistive personnel) focus on ADLs, mobility, and observation.

CNAs are state-certified with defined competencies for nursing facilities and hospitals. HHAs are trained for home health, often under Medicare/Medicaid rules. PCTs (often CNAs with added skills) support higher-acuity hospital tasks under tight protocols.

Duties, training, and supervision differences

PCA: ADLs, mobility, vitals, observation; trained by employer; supervised by RN/LPN.
CNA: State-certified; broader hands-on skills; common in LTC/hospitals; supervised by RN/LPN.
HHA: Home-focused training; ADLs + home tasks; supervised by RN under home health rules.
PCT: CNA baseline plus unit-specific tasks (EKG, phlebotomy, specimens) in hospitals.
Supervision: All escalate to licensed clinicians; delegation rules vary by state.

When to hire each role (decision scenarios)

Home care with housekeeping/ADLs: HHA/PCA fit; add CNA if complex needs.
LTC with predictable routines and restorative care: CNA standard; PCA can support under policy.
Hospital unit needing EKG/specimens: PCT or CNA-with-add-ons preferred.
Budget-sensitive companionship and safety checks: PCA in community settings.
Rapid throughput units: PCTs for pace; cross-train PCAs for float coverage.

Role Variations by Setting

Tailor your PCA job description to the environment. Clarify shift patterns, staffing norms, and essential tools.

Setting-specific clarity prevents mis-hires and improves retention. Include examples of devices, documentation cadence, and collaboration expectations for each setting.

Home care and community-based services

Emphasis on ADLs, companionship, light housekeeping, and meal support.
1:1 care; travel between homes; mileage/time policies apply.
Safety checks, medication reminders per policy (no administration unless allowed).
Care notes after each visit; family communication within privacy rules.
Autonomy with strong escalation pathways to supervising RN.

Hospital inpatient and outpatient clinics

Faster pace; multiple patients (often 1:8–12 depending on census/acuity).
Frequent vitals, ambulation rounds, alarms, and transport.
Familiarity with monitors, EHR workflows, and unit protocols.
Possible delegated tasks: EKGs, glucometer checks, specimens (per policy/training).
Tight teamwork with RNs, unit coordinators, and techs.

Long-term care and assisted living

Predictable routines; restorative care and fall prevention.
Ratios vary (day 1:10–15; evening 1:15–20; night 1:20–30, depending on facility).
Dementia communication strategies and activities support.
Family engagement and care conferences with nursing leadership.
Consistent documentation tied to ADLs and care plan goals.

KPIs and Performance Expectations

Define measurable outcomes to align daily work with quality and safety. Early clarity reduces rework and improves morale.

Track KPIs transparently and coach often, not just annually. Connect metrics to training and recognition to reinforce good behaviors. Use 30/60/90-day check-ins to course-correct quickly.

Documentation accuracy, timeliness, patient satisfaction

100% of care tasks charted by end of shift/visit; zero PHI violations.
Vital signs and required observations completed per schedule.
Fall prevention adherence (e.g., hourly rounding) documented consistently.
Patient/family satisfaction feedback meets or exceeds unit benchmarks.
Incident-free audits on documentation samples each month.

Attendance, teamwork, and escalation practices

On-time attendance ≥ [X%]; minimal unscheduled call-outs.
Follows handoff protocols; responds to call lights within target times.
Uses lift equipment and requests help per policy; no unsafe transfers.
Escalates changes in condition promptly with clear details.
Participates in huddles, debriefs, and required in-services.

Interview Kit and Hiring Checklist

Standardize selection to raise quality of hire. Combine resume screening, behavioral questions, hands-on skills checks, and rigorous references.

Align evaluation criteria to your KPIs and scope-of-practice. Close fast with conditional offers pending background and health clearance. A structured process reduces bias and turnover.

Resume screening keywords and red flags

Keywords: PCA, HHA, CNA, PCT, ADLs, transfers, vitals, EHR, dementia care, HIPAA, CPR/BLS.
Tenure: Look for 12+ months in similar settings or clear reasons for moves.
Red flags: Frequent no-shows, vague responsibilities, missing references, scope creep claims.
Verify: Certifications, training hours, immunizations, and gaps in employment.
Note: Customer-service backgrounds can succeed with strong training.

Behavioral and scenario-based questions

“Tell me about a time you prevented a fall—what did you see and do?”
“How do you handle a patient refusing care while maintaining dignity and safety?”
“Describe a situation where you noticed a change in condition. How did you escalate?”
“Walk me through your steps before a mechanical lift transfer.”
“Give an example of accurate, concise documentation you’ve done.”

Skills checks and reference verification

Demonstrate hand hygiene and PPE donning/doffing.
Safe transfer with gait belt; identify when to use a lift.
Take and record vitals; document a brief care note from a scenario.
Verify dependability, teamwork, and rehire eligibility with supervisors.
Confirm no scope-of-practice violations in past roles.

Onboarding and Training Plan (First 90 Days)

Early structure builds confidence and safety. Blend policy review, supervised practice, and progressive independence.

Assign a preceptor and schedule short, frequent check-ins. Use competency checklists to document skills and identify coaching needs. Celebrate milestones to boost engagement and retention.

Orientation and shadowing milestones

Days 1–3: HR, HIPAA, infection control, safety, EHR basics, lift training.
Week 1: Shadow shifts; complete ADLs under supervision; begin documentation.
Weeks 2–3: Gradual patient load; supervised transfers and vitals; daily debriefs.
Days 30/60: Checkpoint on KPIs, patient feedback, and learning goals.
Day 90: Final competency validation and readiness for independent assignment.

Competency validation and ongoing education

Sign-off on ADLs, transfers, equipment, vitals, and documentation standards.
Annual refreshers: infection control, fall prevention, abuse/neglect, emergency codes.
Unit-specific add-ons (e.g., EKG, dementia strategies) as applicable.
Coaching plan for any flagged KPIs; remediate and re-validate.
Career pathway discussion: PCA → CNA/HHA → PCT/LPN opportunities.

FAQs: PCA Job Description

What does a PCA do day to day?

A PCA supports ADLs (bathing, grooming, toileting), mobility/transfers, and routine vitals under RN/LPN supervision. They observe and report changes, document care, and help maintain a clean, safe environment.

In home care, add light housekeeping and meal support. Escalation and accurate documentation are daily essentials.

What tasks are outside a PCA’s scope of practice?

PCAs don’t assess, diagnose, or make clinical decisions. Typically they cannot administer medications, start/maintain IVs, insert catheters, perform sterile wound care, or accept medical orders.

They collect objective data and report to licensed staff. Always follow state rules and employer delegation policies.

Do PCAs need certification in my state?

Some states require PCA/HHA training or registry listing for home health or Medicaid-funded services; hospitals/LTC may prefer CNA credentials.

Check your state Department of Health, Nurse Practice Act, and Medicaid regulations. When in doubt, verify with state survey agencies and document in HR files.

How should PCAs document care in an EHR or care plan note?

Chart what you did, what you observed, and who you notified, using objective, time-stamped entries.

Example: “Assisted with shower; skin intact; vitals recorded; patient reported dizziness; RN notified.” Avoid interpretations or abbreviations not approved by policy. Complete notes by end of shift/visit.

What are realistic staffing ratios for PCAs?

Home care is typically 1:1. Hospitals commonly range 1:8–12 patients per PCA depending on unit and acuity.

LTC/assisted living may range from 1:10–15 days to 1:20–30 nights. Ratios vary widely by state, payer, and census, so publish your typical range in the job post.

How do shift differentials affect PCA pay?

Many employers add $1–$4/hour for evenings, nights, and weekends, plus premium pay for holidays. Hospitals and union settings often have standardized differentials; home care may offer travel time/mileage.

State and local laws can affect pay practices; confirm and include in offers.

What KPIs define success in the first 90 days?

Timely, accurate documentation; completion of vitals and rounding; safe transfers with proper equipment; reliable attendance; prompt escalation of changes; positive patient/family feedback.

Supervisors should audit notes, observe transfers, and review call light response times at 30/60/90 days.

What’s a compliant EEO statement for a PCA job posting?

“[Organization] is an equal opportunity employer. We consider all applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or other protected status. Accommodations available upon request.”

How do PCA, CNA, HHA, and PCT roles differ?

PCAs focus on ADLs and observation with employer training; CNAs hold state certification and broader clinical tasks; HHAs are trained for home health; PCTs (often CNAs) add hospital tasks like EKG/specimen collection.

All work under licensed supervision, but scope and training hours differ.

What physical requirements should be listed for a PCA?

Frequent standing, walking, bending, and kneeling; ability to lift/assist [50–75] lbs with team and equipment; safe use of mechanical lifts; visual and auditory acuity for monitoring and alarms; tolerance for shift work, including nights, weekends, and holidays as scheduled.

How can employers verify state-specific requirements?

Review your state Department of Health and Medicaid rules for training/registry; read the Nurse Practice Act for delegation limits; confirm facility licensure standards with survey agencies; check state CNA/HHA registries if applicable.

Document findings and re-verify annually to stay compliant.

Sources: U.S. Bureau of Labor Statistics, May 2023 (Home Health and Personal Care Aides; Nursing Assistants). State Nurse Practice Acts and Departments of Health for scope and training rules. Tips and examples reflect standard nursing delegation and HR compliance practices.