Jason Wambold


Co-Founder | OnusOne

Jason Wambold, MSPT, graduated from Gordon College in Wenham, MA, in 1996, with a bachelor’s degree in kinesiology. He went on to earn his bachelor’s and master’s degrees in physical therapy from Thomas Jefferson University in Philadelphia, PA, in 1999. With 17 years of hands-on clinical experience—and 20 years of leadership experience in the rehab industry—Jason is passionate about elevating the level of professionalism and autonomy in the physical therapy community. He has served as a membership committee volunteer for the NYPTA and he regularly lectures at local PT programs, focusing on professionalism and fiscal responsibility. In 2017, he co-founded OnusOne, an online portal system that designs and administers shared-risk compensation models for the rehab industry. Jason lives in Rochester, NY, with his wife Julie and his daughter Ellie; his son Harrison attends his alma mater, Gordon College. In his spare time, Jason enjoys music, skiing, and driving classic cars.


Saturday, September 21, 2019

Alternative Employee Compensation Models: What Works and What Doesn’t

10:00–11:30 AM

Instruction Level: Advanced

Owning a private practice can be personally and professionally rewarding, but aligning ownership interest with your employees’ behaviors is a constant challenge. Today’s workforce is graduating with unprecedented student debt and are demanding higher salaries than ever before. Plus, many employees cite “work/life balance” as the number one indicator of job satisfaction. As reimbursement continues to decline, these realities create a truly unsustainable financial scenario for many practice owners. After all, traditional compensation and bonus models are well documented to be of little value.

This solution room discussion will focus on new and innovative concepts in compensation models—with ample opportunity for debate as to the relative value and likelihood for success with each. Additionally, participants will be encouraged to share the types of models they have used in their practices.


  1. Identify commonly used current compensation models across the US.
  2. Compare and contrast the strengths and weaknesses of commonly used alternative compensation models
  3. Distinguish between traditional bonus models and true shared risk compensation models.

There’s Something for Everyone


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