CREST Collaborative is seeking a speech–language pathologist with ASD, behavioral, and multiple medical diagnosis and or collaborative experience. We are seeking an SLP who has a strong background working in classrooms and small group settings servicing students with disabilities ages PK–12. This position is full-time or possible .8 position with an immediate start.

CREST services over 280 students and employs over 250 staff members. Our students reside in the Greater Boston area and Southern NH. The work environment is fast paced as we strive to be the provider of choice in our area, and work diligently to be responsive to the needs of our member districts. Seeking a hands-on therapist with the ability to create a positive climate, culture, and school/work environment for staff and students.  We are looking for a candidate who has experience working closely with districts and families to meet the diverse needs of our population. The position serves our programs and may support our districts in our district services department.

Guaranteed hours

Range is based on years worked and degree achieved. The following degree steps are available: Masters, Master +30, CAGS, Doctorate.

403b, Health Insurance, Dental Insurance, Life Insurance, Massachusetts Teachers’ Retirement System (MTRS). All other employees working 20 hours or more per week will be enrolled in the Massachusetts State Retirement System.

Staff are expected to clock in and out each day. Staff hours are 8am–3:30pm daily.

None

Sick leave is based upon the number of workdays in individual contracts. Sick leave for part-time (minimum of half-time) salaried staff and staff that start after the beginning of the year (July 1 or September 1) will be pro-rated accordingly. For example, an employee working half time (.5 FTE) on a 182-day annual schedule accrues sick leave at the rate of six days per year. Sick leave is not accrued, it is awarded at the start of employment or at the start of each fiscal year.

Employees hired for school year positions or 184 day assignments are awarded 12 days per year. 

Absences stemming from illnesses lasting three consecutive days or more must be verified with a physician’s note. Illnesses of 4 or more days may be designated as Family Medical Leave. 

Sick leave is cumulative from year to year to a limit of one-hundred (100) days. 

A maximum of five days of accrued sick leave may be used for illness in the immediate family, defined as spouse, children, parents, parents-in-law or siblings. There is no cap however, for using sick days for an illness of an immediate family member if the absence qualifies for FMLA. Prior approval must be obtained from the Assistant Program Director and granting of such leave is up to his/her discretion.

The Collaborative reserves the right to have an employee examined by a physician or other appropriate professional at the expense of the Collaborative when there is a concern about suspected abuse of sick leave or about the employee's capacity to perform all the duties of his/her job. In addition, the Collaborative reserves the right to request that an employee obtain a sufficient detailed doctor's certificate when there is concern. Payment of sick leave may be contingent upon such examination or certificate.
 

Three (3) personal days are available each year. Prior approval to take personal leave must be obtained from the Assistant Program Director/supervisor and approval is at his/her discretion. Personal leave days that are not used during the year will become sick days and be added to the accrued sick days for the following year. Personal leave is intended for personal business that cannot be scheduled other than during normal working hours. Personal days cannot extend a vacation or a weekend with a holiday, and they are not to be used for recreational activities. Three days’ notice to the employee’s supervisor/ Assistant Program Director is required for use of a personal day.

The amount of personal and professional time to which staff are entitled will be pro-rated according to the actual number of months worked during the ten-month or twelve-month contract period. Personal and professional time will also be pro-rated for staff working less than full-time.

It is CREST’s policy to provide regular full-time employees with paid holidays. On occasion, if these days occur on a Saturday or Sunday, the holiday will either be celebrated on the preceding Friday or following Monday. Generally, the holidays observed include:

Labor Day 

Columbus Day/Indigenous Peoples Day 

Veteran’s Day 

Thanksgiving Day 

Christmas Day 

New Year’s Day 

Martin Luther King Day 

President’s Day

Patriot’s Day

Memorial Day 

Independence Day

None

We work on a workload model v. caseload.

Shared office

A. Any employee who has been employed for at least three (3) consecutive months shall be entitled to a parental leave of absence without pay for the birth or for the placement of a child under the age of 18 or under the age of 23 if the child is physically or mentally disabled or for

the adoption of a child in accordance with M.G.L. c. 149, section 105D. The employee will make every effort to notify the Executive Director in writing as soon as practicable, and in no event later than two (2) weeks prior to the anticipated departure date. Effective September 1, 2025,

eligible employees may use ten (10) days of paid parental leave independent of their own accumulated sick time. If less than 1.0 FTE, the ten (10) paid days will be prorated. The ten (10) paid days are consecutive workdays and will not extend at the end of the school year into summer.

B. Employees will be eligible for up to eight (8) weeks of parental leave in accordance with M.G.L.c. 149, section 105D. An employee who is eligible for additional leave under FMLA, and who has not yet exhausted the annual FMLA leave allowance, may continue the leave beyond the eight (8) weeks, using any remaining FMLA leave, up to a maximum of twelve (12) weeks. Leave under M.G.L. c. 149, section 105D and the FMLA shall run concurrently.

C. An employee shall be entitled to use accumulated paid sick leave for that portion of the parental leave during which she is physically disabled due to pregnancy, childbirth, and recovery therefrom, provided that the employee follows the procedures outlined for taking sick leave.

D. While an employee is on FMLA leave, the Collaborative will continue its contribution towards the employee’s health insurance premium, provided that the employee makes timely payment of his/her contribution toward the health insurance premium.

E. An employee must notify the collaborative of the intent to return to the work at the conclusion of the leave and the return date at the time the employee requests the leave.

F. An employee returning from approved leave will be restored to the position, which she or he held as of the commencement of the parental leave, if the position exists, or to a substantially equivalent position. The Executive Director may require that an employee returning to work

after a period of sick leave usage produce medical certification that she is physically able to resume work before returning.

G. An employee may elect to take an extended unpaid leave without pay for up to one (1) year, and as to female employees, entitlement to sick leave benefits for certified disability, resulting from childbirth and recovery. If an employee elects to take an extended unpaid parental leave,

the employee may continue to participate in the health and life insurance in which he/she is enrolled provided she/he contributes one hundred (100) percent of the group rate premium.

In this role, you'll be responsible for providing comprehensive, evidence-based services to students with a wide range of speech and language needs. This includes conducting thorough evaluations and implementing effective therapy for individuals who are nonverbal as well as those who are verbal with significant language impairments.

A portion of the caseload could include students utilizing Augmentative and Alternative Communication (AAC) so ideally a candidate would be proficient with supporting students with AAC. You should be comfortable and experienced with both low-tech and high-tech AAC devices to help students express themselves and connect with the world around them.

The ideal candidate will have a strong foundation in providing targeted, data-driven interventions and a deep commitment to student success.

State licenses: Massachusetts

CCCs required: No

None

Accepts CFs? Yes

% of SLPs in company who are CFs: 0% currently but 2 last year

CF supervision provided: Yes

Training program: Our CFs in the past have been well supported and expectations are set on an individual basis. Our goal is be supportive and set the CF up for success.