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Hiring a Paraprofessional: Job Description Template

By Ammar Ahmed

Published:

Feeling stuck with a pile of resumes but still can’t find the right paraprofessional? You’re not alone!

The hiring process can be daunting, especially when you’re looking to fill such a critical role.  We’ve put together a straightforward guide that covers everything from understanding your specific needs to crafting the perfect paraprofessional job description. By the end, you’ll know exactly how to find the right person for your educational setting.


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Responsibilities & Role of a Paraprofessional

The role of a paraprofessional is diverse and multifaceted, serving as an invaluable support system in educational and healthcare settings. Though the specifics may vary depending on the institution or field, here’s an overview of the core responsibilities:

  • Assisting Teachers: Paraprofessionals work closely with teachers to implement lesson plans and manage classroom activities.
  • Individualized Attention: They offer one-on-one guidance to students who require extra help, ensuring that no one falls behind.
  • Record-Keeping: Routine tasks like attendance tracking and maintaining student records often fall under their purview.
  • Resource Preparation: They help in assembling and organizing learning materials to facilitate smooth instruction.
  • Resource Sharing: Paraprofessionals may share educational materials and resources with parents to support learning at home.
  • Safety Supervision: During activities like recess or field trips, they supervise students to ensure their safety.

These responsibilities collectively aim to foster a nurturing and efficient educational setting, making paraprofessionals indispensable assets to any institution.


How to Hire a Paraprofessional

Hiring a paraprofessional is a crucial decision that can significantly impact the dynamics and effectiveness of your educational or healthcare institution. The right paraprofessional not only serves as a competent assistant but also as a valuable resource for fostering a conducive environment for both staff and students. Below are key factors to consider when embarking on this hiring journey.

1. Understanding Your Paraprofessional Needs

Before you initiate the hiring process, it’s essential to pinpoint your institution’s specific needs for a paraprofessional. Are you looking for someone to provide specialized support for students with learning disabilities? Or perhaps your classroom teachers are in need of administrative help to manage increasing classroom sizes. 

2. Search for Top Talent

Finding the ideal paraprofessional involves looking in the right places where specialized talent frequents.

  • Council for Exceptional Children (CEC): This specialized platform board is tailored for educators and support staff in special education. If you are particularly looking for a paraprofessional experienced in special needs education, this is an excellent place to start.
  • Teachers-Teachers.com: This platform specializes in educational recruitment and allows you to connect directly with candidates interested in education roles, including paraprofessionals. Teachers-Teachers.com enables you to specify the type of experience or specialization you’re looking for, making your search more streamlined.
  • State Education Department Websites: Many states offer job boards or career sections on their Department of Education websites. These sites often attract candidates who are specifically trained and certified in educational support roles.
  • Local University and College Career Centers: If you’re looking for paraprofessionals with the latest training and methodologies, contacting local university or college career centers can be a wise choice. Many aspiring paraprofessionals look for job opportunities via their educational institutions, and the career centers often have job boards focused on education roles.

3. Look for Professional Qualifications

When it comes to hiring a paraprofessional, having the right qualifications can be a decisive factor. Unlike other roles where a wide range of educational backgrounds may suffice, paraprofessionals often need to meet specific professional standards.

  • State Certification: Most states require paraprofessionals to be certified. Make sure that your candidates hold an up-to-date paraprofessional certification from your state’s education department.
  • Special Education Training: If your institution specializes in special education, look for candidates who have completed focused training in this area. Certificates in Applied Behavior Analysis (ABA) or other specialized courses can be strong indicators of a candidate’s suitability.
  • First Aid Certification: Especially if the paraprofessional will be working in a healthcare or special needs setting, a first aid certification is often essential for ensuring the safety and well-being of those under their care.
  • Technical Skills: In today’s tech-driven educational environment, having a paraprofessional who is familiar with educational software and classroom technology can be an added benefit.
  • Language Proficiency: In multilingual or multicultural settings, fluency in a second language can be immensely valuable. This will allow the paraprofessional to communicate effectively with a broader range of students and parents.

Scrutinize resumes, certificates, and credentials closely to ensure that the candidate’s qualifications align with your institution’s specific needs. This will not only help you filter out unqualified applicants but also identify those who can bring specialized skills to your team.

4. Analyze Their Work Experience

Work experience is a critical aspect to consider when hiring a paraprofessional. Unlike general administrative roles, a paraprofessional’s experience can reveal a lot about their capabilities and specializations.

  • Tenure in Educational Settings: Look for candidates who have spent a considerable amount of time working in similar educational environments. Longevity in previous roles often indicates reliability and a strong work ethic.
  • Experience with Special Populations: If your institution serves students with special needs, prior experience in this area is almost mandatory. Ask candidates about their hands-on experience in implementing Individualized Education Plans (IEPs) or collaborating in multi-disciplinary teams.
  • Age-Specific Experience: A paraprofessional’s efficacy can vary greatly depending on the age group they are accustomed to serving. Make sure their previous experience aligns with the age group of your students or clients.
  • Conflict Resolution and Classroom Management: Experience in managing classroom behavior or resolving conflicts is a strong indicator of a candidate’s suitability for the role. These are skills often honed through real-world experience and are crucial for maintaining a conducive learning environment.
  • Community Outreach: If your institution values community involvement, experience in extracurricular or community-based programs can be a plus. This could indicate a candidate’s ability to connect with students and parents beyond the classroom setting.

By carefully evaluating a candidate’s work history, you’ll get a clearer picture of their strengths and weaknesses, allowing you to make an informed decision that best serves your institution’s needs.

5. Conduct a Comprehensive Interview Process

The interview process for a paraprofessional is not just a formality; it’s an essential step to assess both the hard and soft skills required for this unique role. Here’s what to focus on during the interview:

  • Scenario-Based Questions: Pose hypothetical scenarios to assess the candidate’s problem-solving and decision-making abilities. For example, ask how they would handle a disruptive student in a classroom or administer first aid in a minor emergency situation.
  • Teaching Demonstrations: If possible, involve a teaching demonstration to gauge the candidate’s ability to explain complex subjects clearly and effectively. This is especially crucial if the paraprofessional will be directly involved in educational support.
  • Emotional Intelligence Assessment: Questions that explore their level of empathy, patience, and adaptability can provide valuable insights into how well they will interact with students and staff.
  • Knowledge of Educational Technologies: If your institution employs specific educational software or tools, asking the candidate about their familiarity with these can save you both training time and resources.
  • Collaborative Team Exercises: Given that paraprofessionals often work closely with teachers, healthcare providers, and other staff, consider including a team exercise or panel interview to evaluate their teamwork and communication skills.

The interview process should be structured in a way that uncovers the candidate’s aptitudes and attitudes toward the unique challenges and opportunities that come with being a paraprofessional. Choose exercises and questions that closely mimic the situations they’ll encounter on the job to ensure you’re making the most informed hiring decision possible.

6. Cross-verify their References and Conduct Background Verifications

In the hiring process for a paraprofessional, verifying references and conducting background checks are not just procedural steps but essential measures for quality assurance. Given the sensitive nature of the work, especially if it involves working closely with children or special needs populations, it’s crucial to ensure that the candidate has a history of responsible and ethical behavior. Contact previous employers and educators to gain insights into the candidate’s reliability, integrity, and skill level.

Ask them the following questions while contacting the references:

  • Can you speak to the candidate’s ability to adapt to different learning environments or special needs situations?
  • How well did the candidate collaborate with teachers and other support staff?
  • Can you provide an example of when the candidate took the initiative to solve a problem or improve a process within their responsibilities?

In addition, check for any certifications they claim to possess, ensuring they are current and valid. A comprehensive background verification, including criminal records and work eligibility, can further confirm that you are making a responsible and informed hiring decision.

Tips for Avoiding Red Flags During the Hiring Process of a Paraprofessional

When hiring a paraprofessional, certain profession-specific red flags should be on your radar to ensure that you’re choosing the best candidate for your educational or healthcare setting. Here are some tips:

  • Lack of Sensitivity to Diverse Learning Needs: Be cautious of candidates who do not demonstrate an understanding or sensitivity to diverse learning styles or special needs. This is crucial for a role that often involves assisting diverse student populations.
  • Unfamiliarity with Special Education Laws and Regulations: If the candidate seems unaware of the basic legal frameworks like the Individuals with Disabilities Education Act (IDEA) or Section 504, this is a significant red flag, especially if your institution caters to special needs populations.
  • No Experience with Behavior Management Techniques: A paraprofessional should be equipped to handle behavioral issues in a classroom. Lack of experience or knowledge in Positive Behavioral Interventions and Supports (PBIS) or similar methodologies can be a warning sign.
  • Inability to Assist with Individualized Education Plans (IEPs): Paraprofessionals often assist in implementing IEPs. If a candidate lacks experience or understanding in this area, proceed cautiously.
  • Discomfort in Collaborative Settings: Paraprofessionals often need to work closely with teachers, therapists, and counselors. Candidates who exhibit poor teamwork skills or seem uncomfortable in a collaborative setting might not perform well in this role.

A new hire's first day checklist

Paraprofessional Job Description

A comprehensive job description serves as the foundation for a successful hiring process, especially for a role as specialized as a paraprofessional. Given that paraprofessionals work in diverse settings—from classrooms to healthcare environments—it’s crucial that the job description accurately reflects the unique needs and expectations of the particular institution.

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Job Title: Paraprofessional

Company: [Your Company Name]

Location: [Your Company Location or ‘Remote’]

Type: [Full-time/Part-time/Contractual]

Salary: [$XX,XXX – $XX,XXX]

About Us:

We are a leading educational institution committed to delivering quality education for all students, including those with diverse learning needs. Our team of passionate educators, administrators, and support staff work together to create a nurturing environment conducive to academic and personal growth.

The Opportunity: 

We are seeking a dedicated and qualified Paraprofessional to join our team. This is an exciting opportunity to play a pivotal role in supporting the educational and emotional needs of our students, particularly those who require specialized assistance.

What You’ll Do:

  • Assist teachers in the preparation and delivery of classroom instruction.
  • Provide one-on-one or small group support for students with special educational needs.
  • Monitor and report student progress to supervising teachers and administrative staff.
  • Implement Individualized Education Plans (IEPs) under the guidance of educational and healthcare professionals.
  • Assist in maintaining a safe and inclusive classroom environment.
  • Facilitate educational activities and games that complement classroom instruction.
  • Help with classroom setup, organization, and maintaining instructional materials.
  • Support teachers in administering assessments and tests, ensuring accommodation needs are met for special education students.
  • Participate in staff meetings and professional development programs to stay updated on educational best practices.
  • Collaborate with other paraprofessionals, therapists, and counselors to provide holistic support to students.
  • Supervise students during non-classroom hours, including lunch and recess, ensuring a safe and respectful environment.
  • Manage classroom behavior by using approved behavior management techniques and intervention strategies.
  • Assist with the development of social skills programs and peer interaction.
  • Help teachers with record-keeping, such as attendance logs and grading.
  • Provide basic first aid or medical assistance under the guidance of healthcare professionals, when necessary.

What You’ll Bring:

  • A state-certified paraprofessional qualification.
  • A minimum of X years of experience working in an educational setting, preferably with special needs populations.
  • Strong interpersonal skills and the ability to work effectively with teachers, students, and parents.
  • An ability to maintain confidentiality when dealing with student records and personal information.
  • An empathetic approach and a genuine interest in helping students succeed academically and emotionally.
  • Basic proficiency in educational technologies.
  • A clean criminal background check and up-to-date immunizations.

Our Ideal Candidate is Someone Who Has:

  • Demonstrable experience in implementing behavior management techniques such as Positive Behavioral Interventions and Supports (PBIS).
  • An in-depth understanding of federal and state special education laws, including IDEA and Section 504.
  • Experience in implementing and following Individualized Education Plans (IEPs).
  • Strong communication skills, both written and verbal.
  • The ability to adapt to different learning environments and teaching methodologies.
  • A genuine passion for facilitating inclusive education and helping students reach their full potential.

Benefits and Perks:

  • Competitive salary and performance-based bonuses.
  • Comprehensive healthcare and dental plans.
  • Retirement savings plans, such as 401(k) with employer-matching contributions.
  • Professional development opportunities, including workshops and seminars.
  • Generous paid time off, including holidays and sick leave.
  • A supportive and inclusive workplace culture.
  • Relocation assistance for eligible candidates.
  • Employee recognition programs, including awards and incentives for outstanding performance.

How to Join Us:

Interested candidates should submit a cover letter, resume, and a list of at least three professional references via our online application portal. The deadline for applications is Insert Date]. Early applications are encouraged as we will be conducting interviews on a rolling basis.

Note: Feel free to adjust and customize the template to fit your organization’s specific needs. We hope this comprehensive template makes the hiring process easier for you.


How Much Does it Cost to Hire a Paraprofessional?

Navigating the costs associated with hiring a paraprofessional can be challenging, especially given the specialized nature of the role. Multiple factors can affect the overall expenses, ranging from recruitment costs to training and onboarding fees. Let’s dive into some of the key areas where you should anticipate spending.

Recruitment Cost

Alternatively, profession-specific job boards like Council for Exceptional Children and Teachers-Teachers.com offer a more targeted approach. However, it’s important to note that these platforms don’t list pricing information upfront. Once you register, you’ll be contacted by their sales team to discuss membership fees and custom quotes. While we can’t provide exact figures due to the custom nature of their pricing, a conservative estimate suggests that you could be looking at costs ranging from $200 to $500, depending on your specific needs and the reach of the posting.

Salary and Benefits

The Bureau of Labor Statistics (BLS) provides valuable insights into salary and benefits expenditure when hiring a paraprofessional. According to the BLS data, the median annual wage for teacher assistants (which includes paraprofessionals) was $30,290 as of May 2022. However, these figures can vary significantly depending on the state, level of experience, and the specific institution where the paraprofessional will be working.

Benefits also make up a considerable part of the overall compensation package and can include healthcare, retirement plans, and other perks. The BLS reports that benefits can add up to 29.6% more on top of the base salary.

Understanding the various cost elements involved in hiring a paraprofessional is crucial for effective budgeting and planning. From recruitment fees to ongoing professional development, each aspect contributes to the overall investment in quality educational support. Being well-informed enables you to make strategic decisions that not only suit your budget but also ensure you attract and retain the best talent for your institution.


Ammar Ahmed

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