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As of Sep 12, 2026, the average hourly pay for somatic coach in Washington is $22.31, according to ZipRecruiter salary data. Most workers in this role earn between $17.98 and $23.41 per hour, depending on experience, location, and employer.

How do you become a somatic coach?

To become a somatic coach, individuals typically complete specialized training programs in somatic coaching or body-centered practices, which may be offered by accredited institutes or organizations. Certification is often pursued through programs that include coursework, practical experience, and assessments, and having a background in psychology, counseling, or related fields can be beneficial.

How much does a somatic coach make?

Somatic coaches typically earn between $40,000 and $80,000 annually, depending on experience, certifications, and client base. Rates can vary based on whether they work independently or for organizations, and some may charge hourly or session-based fees.

What does a somatic coach do?

A somatic coach helps clients improve self-awareness, emotional regulation, and physical well-being by integrating body-based techniques with coaching methods. They often use practices such as breathwork, movement, and mindfulness to facilitate personal growth and behavioral change. Certification in somatic practices and strong interpersonal skills are typically required for this role.

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Somatic Coach jobs near you
Infographic showing various Somatic Coach job openings in Washington as of August 2026, with employment types broken down into 49% Full Time, 49% Part Time, and 2% Contract. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $46,403 per year, or $22.3 per hour.

Assistant Senior Program Manager

Edgewater, MD

Arundel Lodge, Inc.
Offices of Mental Health Practitioners • 51 - 200 employees
Learn more about Arundel Lodge, Inc.external

$18/hr

Full-time

Re-posted 2 days ago

Key responsibilities

  • Assist persons served with daily activities such as transportation, money management, diet coaching, shopping, cleaning, and helping with ADLs.

  • Support persons served in their recovery journey by practicing the Recovery Model and applying its core elements in interactions.

  • Coordinate and oversee team activities, ensure shift coverage, conduct team meetings, and support staff during the manager's absence.

Job description

The Assistant Senior Manager is an integral position of Arundel Lodge that creates the culture and quality of life that is experienced by the Senior Persons Served of Arundel Lodge.  The day-to day job responsibilities of an Senior Assistant Manager includes tasks like transportation, assisting with money management, diet coaching, shopping, cleaning, assistance with ADL’s, and teaching life skills, But the most critical thing that an Assistant Manager does at Arundel Lodge is to assist people in their journey of recovery from mental illness, physical illness, and substance abuse. 
Recovery Model Duties
  •  Assistant Manager’s are expected to practice the Recovery Model in all interactions with Persons Served.  Interactions and interventions with members should be so coached within the Recovery Model that an outside observer to Arundel Lodge should be able to recognize the core elements of the Recovery Model.  These elements are non-linear and holistic, and emphasize hope, Persons Served responsibility, peer support, respect, empathy, non-stigmatizing language, empowerment, using individual’s strengths, and self-determination.  Arundel Lodge provides initial and on-going training and support to Assistant Managers I concerning the Recovery Model and Assistant Managers I are evaluated on their use of the Recovery Model to perform their assigned job responsibilities.
Primary Responsibilities:
  • A. Maintain familiarity with pertinent information for all individuals on assigned caseload, including but not limited to: Diagnosis, Psychiatric and Somatic history, Treatment Plans, Medications, needs
  • B. Identify and assist Persons Served in the pursuit of individual goals:  
  • 1. Complete Person Centered Planning Functional Self Assessment in a thorough, timely, and professional manner
  • 2. Participate in the development of a treatment plan (IRP) for each individual on assigned caseload.  
  • C.  Assess persons served stage of change on an on-going basis and apply interventions appropriate to the stage. 
  • D. All responsibilities contained in the Rehabilitation Specialist job description for assigned caseloads and /or shifts. (See Rehabilitation Specialist job description)
During the Program Manager’s absence:
  • A.Ensure that all work shifts are covered
  • B.Maintain 24 hour emergency phone coverage
  • C.Direct the activities of the team
  • D.Review time sheets
  • 1.Ensure accurate representation of hours worked and time off
  • 2.Ensure approval for any overtime
  • 3.Ensure correct math
  • E.Conduct scheduled team meetings
  • F.Take and distribute team meeting minutes
  • G.Oversee the general functions of the staff
  • H.Provide staff support as necessary
  • III.Oversee condition of residences
  • A.Coordinate operation’s requests
  • B.Report unsafe or unfit conditions
Duties continued
  • IV.Coordinate Persons Served somatic and psychiatric needs with Rehab Specialists, Day Program Counselors, Clinical Nurse Specialist, Primary Care Providers, pharmacy and when appropriate, the person served.
  • V.Medication Monitoring
  • A.  Assistant Manger I consistently follow established protocol and procedure as defined and taught in medication monitoring credentialing.
  • B.  Assistant Manager I complete initial and re-credentialing process. 
  • C.  Attention to detail in following the medication monitoring procedure and proactively communicating pertinent issues to the nurse and program manager cannot be over-emphasized.
  • VI.Inspect Persons Served residential medication supply as agreed upon by the team
  • VII.Assist with new Persons Served move-ins
  • A.Attend referral, discharge and admission meetings
  • B.Ensure preparation of residence
  • C.Coordinate receipt of move-in kit
VIII.Crisis Intervention:
  •  
  • A. Assistant Managers I identify early warning signs of psychiatric and physical decompensation and take appropriate action
  • B. Assistant Manager I diffuse and address behavioral and/or psychiatric crisis to ensure the safety. 
  • C. Assistant Managers I are able to distinguish between stressors and exacerbation of mental illness.
  • D. Assistant Managers I are able to identify and promote the use of several different kinds of coping mechanisms.
  • IX.Assume other duties, responsibilities and special projects as assigned
  •  
Work Expectations:
 
•Adhere to ALI policies and procedures
1.Code of Ethics
2.Fraud
3.Conduct & Abuse
4.Employee-Person Served Relations
5.Meeting Attendance
6.Mandatory Training
7.Time Sheets
8.Overtime
9.Time Off
10.Work Attendance
11.Punctuality
12.Vehicle Use
13.Equipment Use
14.Infectious Illness
15.Health & Safety
Work with little direct supervision
•Complete tasks with numerous interruptions
•Maintain proficient computer skills
•Use professional language in written and verbal communication
•Communicate essential information with the work team
•Contribute positively to the work team
•Practice recovery model interventions in daily interactions
•Maintain valid driver’s license
•Maintain acceptable driving record
•Be fully aware of environmental stimuli
•Interact with people of diverse cultures and communicate respectfully
•Maintain agency acceptable drug testing
•Maintain agency acceptable TB testing
 
•Maintain agency acceptable criminal background