Respiratory

Respiratory is a job family — a stable cluster of work with shared purpose, outputs, responsibilities, and labor-market identity. On the frame it spans 17 canonical roles across 3 tracks (M, P, S), 17 levels in all.

The job family matrix

Every level of the family, side by side — what genuinely changes as the work scales, and what it pays. Open any level for its full profile.

	M1 Respiratory Therapy Supervisor 3–6 yrs · $86k open profile ›	P1 Associate Respiratory Therapist 0–2 yrs · $62k open profile ›	S1 Respiratory Care Assistant 0–1 yrs · $37k open profile ›	M2 Senior Supervisor, Respiratory Therapy 5–8 yrs · $110k open profile ›	P2 Respiratory Therapist 1–3 yrs · $72k open profile ›	S2 Respiratory Technician 1–3 yrs · $43k open profile ›	M3 Respiratory Care Manager 8–12 yrs · $120k open profile ›	P3 Respiratory Therapist 3–5 yrs · $82k open profile ›	S3 Senior Respiratory Therapy Technician 3–5 yrs · $50k open profile ›	M4 Senior Manager, Respiratory Services 10–15 yrs · $168k open profile ›	P4 Senior Respiratory Therapist 5–8 yrs · $109k open profile ›	S4 Respiratory Therapist 5–8 yrs · $56k open profile ›	M5 Director of Respiratory Services 12–18 yrs · $188k open profile ›	P5 Expert Respiratory Therapist 8–12 yrs · $138k open profile ›	S5 Lead Respiratory Therapist 8–12 yrs · $61k open profile ›	M6 Senior Director of Respiratory Services 15–25 yrs · $242k open profile ›	P6 Principal Respiratory Therapist 12–18 yrs · $188k open profile ›
Median pay	$86k	$62k	$37k	$110k	$72k	$43k	$120k	$82k	$50k	$168k	$109k	$56k	$188k	$138k	$61k	$242k	$188k
Scope	A single team	Own tasks within a defined component	A single task type or queue	An established team or sub-function	Defined deliverables / small features	A defined queue or customer set	Multiple teams or a sub-function	Features or a sub-system end-to-end	Escalated / complex cases	A function or department	A system or set of related features	Team process and quality	Multiple functions or a large department	Multiple systems or a technical domain	Function-wide support practice	A major function or division	Organization-wide architecture and the hardest problems
Autonomy	Manages within established goals	Close supervision; work reviewed frequently	Close supervision; follows defined procedures	Owns planning for the group	General supervision; reviewed at milestones	General supervision; handles standard cases independently	Sets goals within functional strategy	Works independently on standard work; reviewed on the non-standard	Limited supervision	Owns area strategy and budget	Self-directed; reviewed at critical decision points	Works independently; owns improvements	Owns multi-year strategy for the area	Sets direction within the domain	Sets direction for the support discipline	Accountable for division strategy and outcomes	Defines direction; minimal oversight
Complexity	Day-to-day delivery and people issues	Routine problems with known solutions	Routine, well-defined requests	Cross-project coordination and priorities	Some non-routine problems; applies established patterns	Standard issues within known procedures	Multi-team execution and resourcing trade-offs	Diverse problems; adapts existing approaches	Complex or non-standard cases	Strategic priorities and cross-functional alignment	Complex, ambiguous problems; devises new approaches	Cross-case patterns and process gaps	Org-level trade-offs and investment	Novel, high-ambiguity problems; establishes the approach	Program-level and systemic support problems	Enterprise priorities and external factors	Strategic, open-ended problems shaping the technical future
Impact	Team output and health	Own deliverables	Individual transactions	Group delivery and development	Own and immediate-team deliverables	Customer satisfaction for own queue	Sub-function outcomes	Project / team outcomes	Resolution quality on the team's hardest cases	Function-level results	Multi-team / function outcomes	Team-level quality and efficiency	Multi-function results	Org / multi-team outcomes	Support strategy across the function	Division-wide / organization-wide	Organization-wide
Decision rights	Owns team execution, hiring input, performance	Few independent decisions; escalates the rest	Acts within scripts; escalates exceptions	Owns staffing, priorities, performance for the group	Routine technical choices within guidance	Resolves standard cases; escalates complex	Owns goals, budget input, and people decisions across teams	Owns implementation decisions for own scope	Owns escalation resolution within policy	Owns strategy, budget, and org design for the area	Owns technical decisions for a system; influences adjacent design	Owns process and quality decisions for the team	Owns investment and org design across functions	Authority over a technical domain	Authority over support practice and standards	Owns strategy, budget, and org for a division	Sets technical strategy for a major area
Leadership	Direct people management of one team	None — building the craft	None	Manages a team; sometimes manages leads	May guide interns	None	Manages managers and/or several teams	Mentors juniors informally	Guides junior support informally	Leads managers; sets direction for the function	Technical lead for focused efforts; mentors several	Mentors and coordinates the support team	Leads directors and managers	Leads cross-team technical initiatives	Subject-matter authority; shapes the practice	Leads the leadership of a division	Recognized authority; multiplies many teams

Adjacent families

The work that sits closest to Respiratory on the frame — by coordinate distance, not by hand.

General Health Coaching In Home Care Inpatient Long Term Care Outpatient

Map your org's Respiratory roles → Upload your job list and get every role mapped to the frame — with leveling, market pay, and an architecture-quality report.