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Why Student Loan Support Matters in Physical Therapy
According to APTA, 91% of new physical therapists graduate with student debt, with average new-graduate debt of roughly $142,000. That debt shapes where clinicians choose to work, how long they stay, and how much financial stress they bring to the job.
Student loan support has become one of the most meaningful benefits a practice can offer. But the right program looks different for a four-clinician outpatient clinic than it does for a multi-location health system. That’s why First Steps starts with strategy, not a predetermined package.
Complimentary Consultation for APTANJ Member Businesses
As APTANJ's preferred vendor for student loan services, First Steps offers member businesses a complimentary Student Loan Program Consultation. This is a strategic working session, not a sales pitch. You'll leave with a clearer picture of what an effective student loan program could look like for your team and whether your current approach is leaving recruiting, retention, or employee support opportunities on the table.
What to expect during your complimentary consultation
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Short pre-consultation intake. A brief form covering your organization size, workforce mix, current benefits, and hiring needs.
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Business and workforce discovery. A conversation about your recruiting environment, retention challenges, and team.
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Current-state review. What you offer today, what's working, what employees are asking for, and any administrative constraints.
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Program opportunity discussion. Education, individualized guidance, employer contributions, a resource center, and ongoing support, and which of these fit your goals.
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Initial recommendations. A summary of your strongest opportunities and whether a formal Program Blueprint makes sense as a next step.
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What First Steps Can Help You Build
Every program is designed around your workforce, budget, and administrative capacity.
Depending on your goals, your program may include:
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Program strategy and design. Clear objectives for recruiting, retention, financial wellness, or all three, with a program structure and phased launch plan that fits your budget.
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Employee needs assessment. An anonymous survey that shows where your team's loan burden, concerns, and knowledge gaps really are, so you invest in support employees will value.
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Employer contribution design. Modeling of contribution levels, eligibility rules, tenure requirements, and budget scenarios, plus a comparison of direct repayment, advisory-only, and hybrid approaches.
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Employee education. Live sessions, on-demand videos, new-hire student loan orientation, and timely updates when federal rules change.
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Personalized guidance. Access to the Provider Loan Plan™ and one-on-one support from a Certified Student Loan Professional, including help for employees with complex situations.
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A private resource center. A branded portal for your organization with program information, a video library, guides, checklists, and tools.
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Launch and communications. Program naming, announcement emails, manager and HR talking points, a launch webinar, and onboarding language for new hires.
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HR and benefits support. An HR playbook, FAQs, inquiry routing, and annual program reviews with leadership.
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Measurement. Success metrics defined before launch, participation and engagement reporting, and annual recommendations to keep the program working.
A Note on Employer Loan Contributions
Under current federal rules, qualifying Section 127 educational assistance programs can include employer payments toward employees' qualified student loans, with up to $5,250 per employee excluded from income in 2026, subject to plan requirements.
First Steps can help you evaluate whether contributions belong in your program and coordinate the design process. Formal plan documents, tax treatment, and payment administration should be handled with your legal, tax, payroll, benefits, or third-party administration professionals.
