Last Updated: March 2026
📊 UPDATED FOR FY2026
This page reflects FY2026 PDPM rates, including the 3.2% rate increase, 34 ICD-10 mapping changes, and the new MDS Section O0390 therapy involvement tracking item.
2026 Benchmarks by Setting and Discipline
| Setting | PT | OT | SLP | Key Driver |
|---|---|---|---|---|
| SNF | 85–92% | 85–90% | 80–85% | PDPM case-mix; high patient volume; centralized access |
| Outpatient | 80–88% | 80–85% | 75–80% | No-show rates; scheduling gaps; EHR documentation load |
| Home Health | 70–80% | 70–78% | 68–75% | Non-billable travel time between patients |
| Acute Care | 70–80% | 70–78% | 68–75% | Patient availability; discharge timing; team rounds |
| Inpatient Rehab | 75–85% | 75–82% | 72–78% | 3-hour rule compliance; team conference time |
| Schools | N/A | 65–75% | 65–75% | IEP meetings; travel between buildings; screening loads |
SLP benchmarks are consistently 5–10% lower than PT/OT across every setting due to the inherent complexity of cognitive-linguistic and dysphagia documentation. For a detailed analysis of documentation time by discipline, see Documentation Drag.
Benchmarks by Employer Type
Your employer type significantly affects target expectations — often more than setting alone:
| Employer Type | Typical Target Range | Notes |
|---|---|---|
| Hospital-employed | 70–82% | Generally lowest targets; protected non-billable time for meetings and mentoring |
| Independently owned practice | 75–85% | Moderate targets; varies by owner philosophy and payer mix |
| Multi-site group practice | 80–88% | Higher targets driven by corporate revenue goals |
| Contract therapy company | 85–92% | Highest targets; burnout risk is highest in this model |
| Staffing agency (PRN) | 85–90% | Higher hourly rates offset by aggressive productivity expectations |
Contract therapy companies (Powerback, Kindred, NovaCare, RehabCare, etc.) typically set targets 3–5% higher than other employer types. This is a primary driver of turnover in the contract model and a key factor in Pajama Time prevalence.
What Changed in FY2026 PDPM?
- 3.2% rate increase — the largest annual adjustment since PDPM's 2019 implementation. This reduces the marginal pressure to push productivity higher, though most facilities have not adjusted targets downward in response.
- 34 ICD-10 mapping changes — updated diagnosis-to-PDPM-group mappings that may shift patient classification and revenue expectations for certain case mixes.
- MDS Section O0390 — new therapy involvement tracking item that requires additional documentation but is not billable. This adds to Documentation Drag without corresponding revenue.
- PTA/COTA payment differential — the 85% payment rate for services delivered by PTAs and COTAs remains in effect, continuing to influence staffing ratios and supervision models.
How to Use These Benchmarks
- Find your intersection. Locate your discipline (PT/OT/SLP) and setting in the tables above. That range is your sustainable benchmark — not a minimum to exceed.
- Compare to your actual target. Use the Therapy Productivity Calculator to input your exact parameters and see where you fall.
- Check employer type. If your target exceeds the benchmark for your employer type by more than 3%, you may have grounds for negotiation.
- Factor in documentation method. These benchmarks assume standard documentation. With AI Scribe, higher targets may be sustainable without Pajama Time.
Frequently Asked Questions
What is a good productivity percentage for physical therapy in 2026?
Sustainable PT productivity ranges from 75–88% depending on setting. Outpatient targets 80–88%, SNF targets 85–92%. Any target consistently above 90% poses burnout risk.
How do SNF benchmarks differ from outpatient?
SNF benchmarks (85–92%) are higher than outpatient (75–88%) due to centralized patient access and minimized travel time. However, SNF settings also have the highest burnout and Pajama Time rates.
Do contract therapy companies have higher productivity targets?
Yes — typically 3–5% higher than hospital-employed or independently owned practices. Contract companies often set 88–92% for SNF and 82–88% for outpatient, driving higher turnover rates.