A slow-ramping new hire is a partial vacancy you are paying in full.
When you bring on a PT who is new to home health, how long before they are comfortable with OASIS and the documentation? Weeks for some. A quarter for most. The Home Health Pro closes that gap before their first visit instead of after their tenth. 11.5 hours of core content does it, with Bonus Content keeping the deeper reference material open all year.
Free through December 31, 2026. No card, nothing renews on its own.
A new hire is on payroll before they can bill a full caseload.
A clinician who is new to home health is not new to patient care. They are new to OASIS, to documenting alone in the field, and to making calls with no colleague down the hall. While they ramp, you carry them.
Turnover makes it worse. Home health loses clinicians faster than most settings, and the ones who leave early usually leave in the first weeks, when nobody has shown them how the job works. Get those weeks right and fewer of them quit.
Published industry benchmarks, not Home Health Pro data. Your visit rates and payer mix will vary.
The least-experienced person on your team is writing the document your reimbursement rests on.
Under PDGM, the OASIS decides the 30-day payment. Each miss is money you earned and did not collect, or a denial you now have to fight. Most agencies handle this by pulling a senior clinician off caseload to teach OASIS on the fly, or by letting the new hire figure it out alone. Neither one is training, and both cost you a senior PT's day.
- A comorbidity that was there and never made it onto the assessment.
- A functional score that does not match the narrative two pages later.
- A visit count that drifts under the LUPA threshold nobody was watching.
Nothing for your team to build, film, or grade.
There is nothing for your agency to write, film, schedule, or grade. The curriculum is built, maintained, and updated by a clinician who is still in the field.
The same product, from both sides of the login.
Your roster shows every hire's progress toward the certificate and when they last logged in, so nobody has to ask.
Every hire, their progress, and their last visit, on one screen.
Hires write real notes. The AI grades them the way a reviewer would.
Documentation practice comes back scored and corrected in under a minute, against the rubrics I document with in the field: skilled need, medical necessity, defensible goals. Unlimited reps before your QA nurse ever reads a note. Your QA process stays the authority on how notes get worded at your agency.
It starts where new PTs struggle most: OASIS and documentation.
Your hires work through six chapters, self-paced, ending in a completion certificate for their onboarding file. The certificate needs every core item done and a passed Self Check in each chapter, and anyone can confirm it on the public verification page.
Your clinicians arrive already fluent in OASIS and documentation.
If you staff PTs and PTAs into home health agencies, your reputation rides on how fast your people ramp inside someone else's operation. A clinician who shows up already fluent in OASIS is easier to place, keeps the client happier, and renews. Same program, same seats: assign it to a clinician before their start date.
Ask about seats for your bench ->Everything, free through December 31, 2026. An administrator account with the whole curriculum, your admin portal, and 20 seats you can assign the same day. No card. Certificates are issued as hires finish.
Then it cost you nothing. There is no card on file and no contract; stop using it, and if you tell us why, that feedback is exactly what we are asking for this year.
No. There is no card on file and nothing renews on its own. Your free access runs through December 31, 2026, and you will hear from us well before then.
Seats belong to your agency, not to one person forever. Reassigning a seat when a clinician leaves is always fine, no matter how often turnover happens. The only thing we ever flag is a completed hire being deactivated within 90 days of being added, and that just sends a note to the founder for a human look. Nothing is ever suspended automatically.
PTAs are included on the same seats, free like everyone else this year. The program is built for PTs, and PTAs get full value from the visit-flow, documentation, and case content. The OASIS assessment items are PT-scope by regulation, so a PTA learns them as context rather than as their own task. Everyone earns the same certificate, which attests that the training was completed, not what a license permits.
No. The program is not CEU-accredited, and completing it does not earn continuing-education or license-renewal credit. It is onboarding: 11.5 hours of core content gets a new hire certified and field-ready, with Bonus Content covering deeper OASIS, documentation, and operations material they can keep using all year. The chapters get a new hire fluent in OASIS and home health documentation, with a named completion certificate for your training file. If that ever changes, we will say so plainly.
Read every chapter before you invite anyone.
Sign up, read every chapter, and invite your whole team the same day. No card, no seat pricing, no trial clock: every agency that joins this year is free through December 31, 2026.
See how seats and turnover work ->
Just need one seat today? Enroll one clinician ->
Or start with the free OASIS-E2 cheat sheet ->