job description definition in education

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Educator Job Description: Salary, Skills, & More for 2024

As the demand for education rises, so does the need for qualified and competent educators. An educator job description is a document that outlines the core competencies, skills, and responsibilities required for a teaching position. This job description serves as a guide for hiring managers in recruiting the right talent, setting performance expectations, and providing targeted professional development.

Definition of Educator Job Description

An educator job description is a detailed document that specifies the roles and responsibilities, job requirements, qualifications, and expectations of an education-related job. It outlines the educator’s duties and responsibilities, such as academic instruction and mentorship, curriculum development, and student evaluation. Additionally, it includes the necessary qualifications and skills needed by the educator to perform the job with excellence.

Importance of Educator Job Description

A well-written educator job description benefits employers and job seekers by providing critical information needed to identify the best person for the job. Job descriptions ensure that hiring managers understand the specific qualifications, skills, and experience required for the position. When job seekers or educators apply for the job, the job description serves as a guide to help them evaluate whether the position aligns with their career aspirations, strengths, and experience.

Moreover, an educator job description helps align recruitment efforts with the job’s strategic objectives, promoting transparency and minimizing bias in the selection process. It further helps to set performance expectations and goals for the job, ensuring that the educator and the employer are on the same page regarding job responsibilities and expected achievements. Job descriptions also provide a framework for training and professional development opportunities, leading to better educator retention and job satisfaction.

An educator job description is a critical tool for any education institution seeking competent and qualified educators. It provides detailed information about job requirements and expectations to both potential job seekers and current employees. This article aims to explore the educator job description, including salary, skills, and more, to provide aspiring educators with crucial information necessary for success in this dynamic field.

Education Requirements

Educators play a crucial role in shaping the future generations of our society. In order to become an educator, there are certain educational requirements that need to be met. These requirements vary depending on the level and subject of teaching, the state or region of employment, and the specific educational institution.

Educational qualifications with degrees

At minimum, educators are required to have a bachelor’s degree. However, depending on the level and subject of teaching, a master’s degree may be required. For example, high school teachers may be required to have a bachelor’s degree in the subject they are teaching, and a teaching certification. Meanwhile, professors at the post-secondary level are usually required to have a doctorate degree in their area of expertise, as well as research and teaching experience.

Certifications and licenses

In addition to educational qualifications, educators may also be required to obtain state-specific teaching certifications and licenses. These certifications are usually obtained after completing an accredited teacher education program, passing state-required exams, and completing certain training requirements. The type of certification and license required may vary depending on the level and subject of teaching, as well as the state or region of employment.

Required courses and trainings

In order to keep up with the latest trends and best practices in education, educators are often required to participate in required courses and trainings. These courses may cover new teaching methods, technology integration, classroom management, and student assessment. Educators may also choose to participate in specialized courses to learn a new skill or subject area, which could lead to career advancement opportunities.

The education requirements for educators can be complex and vary greatly depending on individual factors. However, it is important to note that all educators should possess a strong passion for teaching, and a desire to make a significant impact in the lives of their students.

Types of Educators

The field of education is diverse and dynamic, and there are different types of educators depending on the level of education and the specific requirements of the role. Some educators work in schools or universities, while others work in businesses or other organizations. Here are four types of educators:

Teachers – Teachers are responsible for facilitating a learning environment for students in elementary, middle, or high school. They develop lesson plans, deliver lectures, grade assignments, and provide feedback to students. Teachers must have excellent communication, organizational, and interpersonal skills, as well as a deep understanding of the subject matter they teach.

Professors – Professors work in higher education institutions such as colleges and universities. They are responsible for conducting research, teaching courses, mentoring graduate students, and publishing scholarly papers. Professors must have extensive knowledge of their discipline and hold a doctoral degree.

Trainers – Trainers work in businesses, government agencies, or nonprofit organizations to develop and implement employee training programs. They identify training needs, assess training outcomes, and create and deliver training materials. Trainers must have excellent communication, problem-solving, and instructional design skills.

Coaches – Coaches work in sports organizations or schools to help athletes improve their skills and perform at their best. They develop training plans, motivate athletes, and provide feedback and support. Coaches must have a deep understanding of the sport they coach and excellent interpersonal skills.

Educators come in different types depending on their job requirements and the level of education they work in. Whether you are a teacher, professor, trainer, or coach, being an educator requires expertise, dedication, and a passion for helping others learn and develop.

Salary Range

As an educator, it’s important to understand the salary range for your chosen profession. Salary can vary widely based on education level, experience, and other factors. In this section, we’ll explore the average salaries by education level, the range of salaries based on experience, and the factors that affect salary.

Average Salaries by Education Level

According to the Bureau of Labor Statistics, the median annual wage for elementary, middle, and high school teachers was $60,810 in May 2019. The median annual wage for postsecondary teachers was $79,540. However, the salary range can vary significantly based on education level.

Teachers with a bachelor’s degree typically earn less than those with a master’s degree or higher. In fact, the national average salary for a teacher with a master’s degree is around $12,000 higher than the national average for a teacher with a bachelor’s degree.

Range of Salaries Based on Experience

Experience is another factor that can impact salary. As teachers gain more experience, they typically earn more money. According to the National Education Association, the median salary for teachers with less than one year of experience is $41,664. For teachers with 20 years or more of experience, the median salary jumps to $68,621.

It’s worth noting that experience isn’t the only factor that impacts salary. Other factors, such as location and subject matter, can also impact salary.

Factors That Affect Salary

There are a myriad of factors that can impact a teacher’s salary. Here are a few:

Location:  Salaries can vary significantly based on where you live. For example, teachers in New York state typically earn more than teachers in Mississippi. This is because the cost of living is higher in New York than it is in Mississippi, so salaries are adjusted accordingly.

School district:  Salaries can also vary based on the school district you work in. Larger, urban districts tend to pay higher salaries than smaller, rural districts.

Subject matter:  Teachers who specialize in high-demand subjects, such as science or math, may earn more money than teachers who specialize in other subjects.

Credentials:  Teachers who hold additional certifications or licenses may earn more money than those who do not.

Union membership:  Teachers who are members of a union may earn more money than those who are not. This is because unions negotiate contracts with school districts that often include higher salaries.

It’s important to note that these factors can vary depending on the state and district you work in. It’s a good idea to do your research and understand what factors are most likely to impact your salary in your specific area.

Salary is an important factor to consider when pursuing a career in education. As you consider your options, take the time to understand the average salaries by education level, the range of salaries based on experience, and the factors that can impact your salary.

As an educator, there are three primary job duties you will need to perform.

Instructional Responsibilities

Your first duty will be to provide instruction to your students. Instructional responsibilities will vary depending on the age and subject of your students. For example, if you are a high school English teacher, you will be responsible for teaching literature, grammar, writing, vocabulary, and critical thinking.

In addition to planning your classes and lectures, you will be responsible for developing lesson plans, creating homework assignments, and evaluating student performance. You will need to use a variety of teaching techniques and methods, such as lectures, group work, and individual assessment.

Administrative and Organizational Tasks

Educators also need to perform administrative and organizational tasks. This may include maintaining class records, attendance, and grades. You will need to communicate with parents, administrators, and other teachers to ensure that student needs are met.

Other administrative tasks may include attending staff meetings, serving on committees, and participating in professional development opportunities. You may need to supervise students in non-academic activities, such as lunch or recess, and help with school events or extracurricular activities.

Assessment and Evaluation of Students

Finally, you will be responsible for assessing and evaluating your students. This may include developing and grading tests and assignments, and evaluating student performance throughout the year. You will need to provide feedback to students to help them improve, and work with parents to ensure that they are aware of their child’s progress.

Assessment and evaluation may also include identifying and addressing the needs of students who are struggling. You may need to provide extra support or refer them to additional resources, such as tutoring or counseling services.

Educators have a wide range of responsibilities, including providing instruction, performing administrative tasks, and assessing and evaluating students. A successful educator will need to be able to juggle these tasks and perform them with skill and professionalism.

As an educator, there are several key skills that are essential to excel in the profession. These skills include communication and interpersonal skills, classroom management and discipline, technological proficiency, and critical thinking and problem-solving abilities.

Communication and Interpersonal Skills:

Effective communication is crucial in any profession, but it is particularly important in education. Educators must be able to communicate with students, parents, colleagues, and administrators. They need to be able to listen actively, convey information clearly, and build positive relationships with those they work with. Strong interpersonal skills are also essential for creating a positive classroom environment, fostering positive relationships with students, and encouraging a love of learning.

Classroom Management and Discipline:

Effective classroom management and discipline are essential for ensuring that students are engaged, productive, and safe in the classroom. Educators must be able to create and maintain a structured and inclusive learning environment that allows students to learn and grow. This requires setting clear expectations for behavior, implementing consequences for misbehavior, and creating a positive learning environment.

Technological Proficiency:

As technology continues to become more prevalent in education, technological proficiency has become an essential skill for educators. Teachers should be comfortable using a variety of educational technologies to enhance their teaching, including learning management systems, digital whiteboards, educational apps, and social media. This requires staying up-to-date on new technologies and trends in education and being willing to integrate these technologies into teaching practices.

Critical Thinking and Problem-Solving Abilities:

Another key skill for educators is the ability to think critically and solve problems effectively. Teachers play a vital role in helping students develop critical thinking skills by encouraging them to ask questions, analyze information, and evaluate evidence. Teachers must also be able to identify and address academic and behavioral challenges that arise in the classroom. This requires a willingness to be innovative, develop creative solutions, and think outside the box.

Educators must possess a broad range of skills to succeed in the classroom. Communication and interpersonal skills, classroom management and discipline, technological proficiency, and critical thinking and problem-solving abilities are all essential for creating a positive learning environment and helping students achieve their full potential. As education continues to evolve and change, it is crucial for educators to adapt and develop these skills to meet the needs of their students and stay competitive in the job market.

Work Environment

Educators work in various settings, including traditional classrooms, online platforms, community centers, and even outdoor environments. The type of work setting may depend on the school, subject, and grade level they teach.

For example, elementary school teachers usually have their classrooms in one specific area of the school, while high school teachers may have multiple classrooms or travel between several buildings throughout the day. Online teaching, on the other hand, allows educators to work from home or any location with internet access.

The typical work schedule for educators may vary depending on the district or school, but in general, they work during traditional school hours. Many educators also work outside of regular school hours, such as evenings and weekends, to plan lessons or attend meetings.

Safety considerations are important in any work environment, including schools. Educators must ensure the safety of their students and themselves by following established safety protocols.

These protocols include proper use of equipment and materials, maintaining a clean and organized classroom, and following emergency procedures in the event of a crisis. Educators also need to be aware of potential hazards and risks, such as food allergies or physical disabilities, and take necessary precautions to prevent accidents.

In some cases, educators may need to address safety concerns related to their specific subject or curriculum. For example, science teachers may need to ensure proper handling and disposal of chemicals, while physical education teachers need to ensure proper equipment use and supervision during activities.

In addition to physical safety, educators also need to address emotional and psychological safety in the classroom. This includes creating a positive and inclusive learning environment for all students, addressing bullying or harassment, and providing support for students who may be struggling with mental health issues.

Educators work in diverse settings and adhere to strict safety protocols to ensure the well-being of their students and themselves. A typical work schedule for educators may involve additional hours outside of traditional school hours, and they need to stay aware of potential safety risks to provide a safe and positive learning environment.

Career Progression

As an educator, there are several types of career advancement opportunities available to you. Some of these opportunities include:

Promotions within the same institution:  If you have been working in an educational institution for some time, you may be able to move up the ladder and take on a role with more responsibilities. For example, you could go from being a classroom teacher to a department head or a curriculum coordinator.

Moving to a different institution:  If you feel like you have hit a dead end in your current position, you could explore opportunities in other institutions. You can look for jobs that match your skills and experiences, and that offer a fresh perspective on your career.

Pursuing higher education:  You can also pursue higher education such as a master’s or PhD degree. A higher degree program can help you develop new skills, build your network, and make you more competitive in the job market.

When it comes to promotion criteria, each organization has its own set of guidelines. Some basic criteria for promotion may include:

• Demonstrating a high level of expertise in your subject matter
• Being an effective communicator with students, colleagues, and parents
• Showing leadership and initiative both in and out of the classroom
• Going above and beyond the call of duty in terms of extracurricular activities, professional development, etc.

If you are interested in taking on administrative roles in education, whether as a principal, vice-principal, or superintendent, there are certain requirements you will need to meet. These requirements can vary depending on the organization, but some common ones include:

• Having a teaching certification and experience as a teacher
• Holding a master’s degree or higher in education administration, leadership, or a related field
• Demonstrating strong leadership, communication, and problem-solving skills
• Being knowledgeable about educational policies and regulations
• Having a passion for education and a commitment to helping students succeed

Administrative roles in education come with a lot of responsibilities, but they can also be rewarding and fulfilling. You will have the opportunity to shape the future of education in your community, and make a positive impact on the lives of students, teachers, and parents alike.

As an educator, you have many options when it comes to career progression. Whether you choose to move up within your current institution, pursue new opportunities elsewhere, or expand your education, the key is to be passionate about what you do and committed to continuous growth and improvement.

Teaching is a noble profession, but it comes with its own set of challenges. Here are the main ones faced by educators:

1. Student engagement

Keeping students engaged with the subject matter can be quite challenging, especially in today’s digital age where distractions are everywhere. Teachers need to explore new and innovative teaching methods that can spark student interest and keep them engaged. Some effective strategies include asking thought-provoking questions, integrating multimedia into the lesson plan, and utilizing interactive activities.

2. Classroom management

Enforcing discipline in the classroom is an essential part of teaching. However, it can also be one of the biggest difficulties faced by educators. To overcome this challenge, teachers need to establish clear rules and expectations, set consequences for misbehavior, and communicate these to their students. Teachers also need to show consistency in their approach, whether they are dealing with a single student or the entire class.

3. Limited resources

Funding is a scarcer resource for many schools than in the past, leading to an inadequacy of equipment and materials. With COVID-19, we’ve all watched as the lack of resources has become a massive issue – exacerbating an already existing problem. To deal with limited resources, educators need to become more resourceful with what they have. Teachers can look for creative ways to make their lesson plans more engaging and exciting, including working with other teachers to share resources or purchasing essential resources using creative funding through sites like DonorsChoose.org.

4. Learning diversity

Every student is unique, and every student learns in different ways. To address this challenge, educators must identify the learning styles of their students and adapt their lesson plans accordingly. This may include breaking down the learning material into smaller chunks, providing different tasks to complete, and allowing for individual choice and reflection.

5. Time management

Teaching is a profession that demands a lot of energy and time. Unfortunately, time is a limited resource, and teachers have to juggle many responsibilities, including grading papers, preparing lesson plans, communicating with parents, and attending meetings. Time management skills, such as prioritizing tasks based on urgency and importance, delegating work where possible, and setting achievable goals can help educators achieve a better work-life balance.

While teaching is a challenging job, overcoming these challenges can be rewarding. By implementing the strategies highlighted here, teachers can create a more manageable and conducive learning environment, leading to better student outcomes.

Examples of Job Descriptions

When it comes to education positions, the job descriptions can vary greatly depending on the specific role and institution. Below are some sample job descriptions for a variety of positions within the education sector.

Sample Job Descriptions

Assistant principal.

An Assistant Principal assists the Principal with the overall administration of the school, including supervising teachers and staff, managing school discipline, and developing educational curriculum.

Responsibilities:

• Assist with the overall administration of the school
• Supervise and evaluate teachers and staff
• Manage school discipline and safety
• Develop and implement educational curriculum
• Collaborate with parents, community leaders, and other stakeholders

Required Skills:

• Strong leadership and management skills
• Excellent interpersonal and communication skills
• Knowledge of educational best practices and standards
• Ability to problem-solve and make sound judgments
• Understanding of laws and regulations related to education

Math Teacher

A Math Teacher instructs students in mathematical principles, concepts, and problem-solving techniques. They also help students develop critical thinking skills and prepare them for future academic and professional pursuits.

• Plan and deliver instructional lessons in math
• Assess and evaluate student learning
• Develop and modify curriculum as needed
• Maintain accurate records of student progress
• Communicate regularly with parents and stakeholders
• Strong understanding of math concepts and principles
• Excellent instructional and classroom management skills
• Ability to differentiate instruction based on individual student needs
• Knowledge of educational technology and digital tools
• Ability to communicate effectively with students, colleagues, and parents

Analysis of Job Descriptions and Required Skills

Analyzing job descriptions can be a helpful exercise for educators looking to explore new career opportunities or grow their existing skillsets. By examining the language used to describe various positions, you can uncover key skills and experiences that employers are seeking.

For example, in the Assistant Principal job description above, the required skills include “strong leadership and management skills” and “ability to problem-solve and make sound judgments.” This suggests that candidates for this position should have experience managing people and processes, as well as the ability to think critically and make effective decisions.

Similarly, the Math Teacher job description emphasizes the need for “differentiating instruction based on individual student needs” and “knowledge of educational technology and digital tools.” These skills highlight the importance of adapting to diverse student populations and using technology to enhance the learning experience.

Analyzing job descriptions can be a valuable tool for educators looking to identify areas for growth and development in their professional lives. By understanding the skills and experiences that employers value, educators can make informed decisions about their career paths and set themselves up for success in the classroom and beyond.

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Educating the next generation of children is a monumental responsibility. Designing engaging curriculum, training teachers to inspire, selecting the right textbooks and technological tools — these are major challenges no school can afford to take lightly. That’s why many schools employ educational specialists.

Educational specialists work with schools to optimize students’ progress. They may focus on serving students with learning disabilities or on implementing technology in the classroom. In any case, they play a crucial role in the success of schools in the 21st century.

This guide will bring you up to speed on what it takes to become an educational specialist, describing the required education, estimating the salary you’re likely to earn and sharing tips on maximizing your success in the field. Read all the way through or use these links to jump to a specific destination:

At-a-glance > Educational specialist teacher job description > Educational specialist salary outlook > Who makes a good educational specialist teacher?

Different types of educational specialists > Gifted-education specialists > Special/at-risk education specialists > Educational technology specialists

Professional development > Continuing education

Related careers > Other jobs for educational specialists

Best of the web > Sites and Twitter handles to follow

At-a-glance: educational specialists

Educational specialist job description.

Educational specialists collaborate with teachers and administrators to adjust and design coursework, evaluation/testing and classroom organization strategies. They typically work for public school districts, individual public and charter schools, and private schools.

Educational specialists evaluate and provide recommendations to improve curriculum planning, individual lessons and teaching methods at one or more grade levels. They also help coordinate and communicate expectations and progress among students’ parents/guardians, guidance counselors and teachers.

Senior-level educational specialists get heavily involved in creating coursewide and schoolwide curricula. In some cases, they may work with the administrators responsible for acquiring textbooks and school supplies.

Educational specialists typically work in a school, including classrooms and administrative meetings. Some school districts share a group of specialists among all their schools. This means traveling between schools during the day and meeting with administrators and board members in the evening.

This career can be gratifying and rewarding but will almost always require working 40 hours or more each week.

Specific duties and responsibilities vary a lot by school district or school. Also, educational specialists may focus on a specific niche in education. For example, some educational specialists coordinate lesson plans and curricular development exclusively for students with special needs, while others focus on gifted and talented students. Educational specialists also focus on classroom technologies.

Educational specialist salary outlook

Annual salary estimates for an educational specialist range from $48,289 (Salary.com) to $58,000 (Glassdoor.com). Compensation rates depend heavily on the school district and the geographic area.

High-stakes testing and accountability measures have led many school systems to pay greater attention to curriculum efficiency and teaching methods. This shift is likely to cause more schools with available funds to hire educational specialists.

Keep in mind that school district budgets vary considerably by county, state and region. Well-funded districts can hire more educational specialists than their less-well-off peers and distribute their work among a smaller pool of schools. That can make a huge difference in the working conditions for educational specialists.

Who makes a good educational specialist?

Someone who is:

• Attentive to details
• Oriented toward service
• Good at planning and organizing
• Empathetic and sociable
• Skilled in identifying problems and brainstorming potential solutions
• Excellent at written and oral communications, including presentations
• Comfortable working independently and collaboratively
• Careful about documentation and note-taking
• Able to meet aggressive deadlines
• Interested in traveling and working in a diverse range of environments
• Qualified with a degree in curriculum and instruction or educational leadership

Varieties of educational specialists

As you think more about becoming an educational specialist, you’ll want to focus on an educational niche. Here are three of the most common choices for educational specialists.

Gifted-education specialists

Gifted-education specialists help schools craft programs that better serve their most skilled and talented students. Continue reading to learn more about gifted-education specialists

What gifted-education specialists do

Educational and certification requirements, pros and cons of being a gifted-education specialist.

Gifted-education specialists focus on:

• Creating and improving methods to identify gifted and talented students
• Training faculty to help them refine their techniques to help gifted and talented students thrive while sharing their success with their classmates
• Developing peer-to-peer learning programs so gifted students can mentor their classmates
• Optimizing the learning environments for gifted students
• Designing and executing blended-learning programs
• Managing after-school enrichment programs

Though conventional schools often hire gifted-education specialists, many of these professionals work for schools or programs that exclusively serve students with remarkable intellectual gifts and/or artistic talents.

Education and certification requirements

Employers typically expect gifted-education specialists to have an advanced degree in a relevant field. That means they’ll expect you to have a master’s (MA) or doctorate (EdD) in education or an educational specialist degree (EdS).

Many public school districts have extra requirements if state mandates include specific certifications and credentials for the people they hire.

Let’s break down the positives and negatives of working as a gifted-education specialist.

• Broad potential impact because your work can help entire schools or school districts
• Opportunities to travel for work
• Unlock potential of children with extraordinary talents
• Provide help and opportunities for kids who often feel isolated and out of place in a conventional school setting
• Educational bureaucracies can be difficult to change and frustrating to work with
• Less one-on-one interaction with students
• Long hours sometimes necessary
• When budgets are tight, educational specialists may be considered non-essential personnel
• Your work may primarily help kids who already have intellectual advantages

Special education specialists

Some educational specialists coordinate lesson plans and curricular development exclusively for students with special needs, including those with intellectual and/or physical disabilities.

• What special education specialists do

Pros and cons of being a special education specialist

What special education specialists do.

Using their experience educating children with mental and physical disabilities, special education specialists create and implement strategies for children to overcome developmental delays. They generally have two areas of focus: hands-on observation/assessment and organizational/logistical planning. The first area of focus involves working directly with students with special needs and their teachers and parents.

To assess a child’s specific developmental deficiencies, specialists work directly with children. Key tasks:

• Conducting observations
• Playing gross-motor games
• Giving mental development tests
• Monitoring social interactions
• Checking on access to instructional materials

The results of these observations and tests help special education specialists use optimal strategy and program development for their organizational/logistical planning work, which includes the following:

• Developing assessments of the special-needs student’s progress toward meeting academic goals
• Training faculty to use teaching techniques customized to help students with special needs
• Improving methods to identify student learning differences and disabilities
• Creating peer-to-peer social and educational programs to integrate disabled students into the student body
• Optimizing learning environments for disabled students

Employers typically expect educational specialists to have an advanced degree in a relevant field. That means they’ll expect you to have a master’s (MA) or doctorate (EdD) in education or an educational specialist degree (EdS). Usually, you’ll need to demonstrate that your advanced degree includes a focus on special education or specific coursework on educating special-needs children. Work experience serving children with special needs is also important.

Many public school districts have more requirements if state mandates include specific certifications and credentials for people the district hires.

As you think about becoming a special education specialist, be sure to weigh the pluses and minuses.

• Help improve the lives of children facing serious challenges
• Work one-on-one with special-needs students who need special attention
• Less time spent in offices and meetings
• Dedicated funding for special education in some states means a more secure position
• Progress and improvements in educational outcomes can be very slow in the world of special education
• Working with special-needs students can be frustrating
• Educational bureaucracies can be difficult to change and aggravating to work with
• Long hours are sometimes necessary

Educational technology specialists

Educational technology specialists (or instructional technology specialists) collaborate with teachers and school administrators to integrate technology in the classroom. Continue reading to learn more about educational technology specialists

What educational technology specialists do

Pros and cons of being an educational technology specialist.

If you work as an educational technology specialist, you will probably focus on one or more of the following:

• Identifying appropriate educational technology for classroom applications
• Sourcing and/or assisting in the development of new instructional technologies
• Fixing problems in current education technology programs using past program data and outcomes
• Maintaining and monitoring computer networks, applications and other educational technology
• Training teachers to properly use educational technology
• Evaluating an instructor’s effectiveness in using technology in the classroom and providing suggestions on improvement
• Advising educators and administrators on curriculum design
• Examining the use of technology in instructing different types of learners, including advanced students, those with learning disabilities, and English as a second language students

Schools and other employers want educational technology specialists to have a strong background in education and technology. This will usually mean a bachelor’s degree at minimum, and frequently a master’s (MA) or doctorate (PhD) in education, or an educational specialist degree (EdS).

You will need to demonstrate that your advanced degree includes coursework about using technology in the classroom. Work experience in educational technology is also vital.

Many public school districts may have additional requirements if state mandates include specific certifications and credentials for people the district hires.

If you want to become an educational technology specialist, consider the following costs and benefits:

• Opportunity to work with technology for a good cause
• Potential to help develop or improve world-changing products
• Support and assist the important work of teachers
• Funding for technology in schools is on the rise
• Little direct interaction with students
• Have to work within the constraints of existing education bureaucracies

Professional development for educational specialists

Consider getting involved with an organization related to your focus as an education technology specialist.

• National Association of Early Childhood Specialists in State Departments of Education (NAECS-SDE)
• Association for Educational Communications and Technology (AECT)
• National Association of Special Education Teachers (NASET)

Benefits of continuing education

To work in a school district as an educational specialist, you will probably need an advanced degree such as a master’s (MA) or doctorate (EdD) in education, or an educational specialist degree (EdS).

Other jobs for educational specialists

Educational specialists may also work as teachers, librarians, instructional coordinators, assistant principals, principals, or as an educational administrator at a college or university.

Teacher : Educational specialists can easily become teachers if they obtain a teaching credential and have a strong educational background in the subject they plan to teach. A bachelor’s degree and a teaching credential are the minimum requirements.

Librarian : A master’s degree in library science (MLS) is generally required for employment. Some states also require librarians to pass a standardized test.

Instructional coordinator : Educational specialists are well-positioned to become instructional coordinators. Instructional coordinators generally need to complete a master’s degree related to curriculum and instruction and may be required to have a teaching or education administrator license.

Academic advisor : With a master’s degree in an education-related field, you can transition into being an academic advisor at either the K-12 or college/university level.

Education consultant : Educational specialists can become education consultants if they want to tackle challenges in a variety of schools and education systems. You’ll probably need an advanced degree in an education-related subject.

School principal : You will need a master’s degree in an education-related field to become a school principal. Most states also require public school principals to be licensed school administrators.

Education administrator : To become an education administrator, you will need years of experience and a master’s degree in an education-related field.

Best of the web: our favorite educational specialist blogs, websites and Twitter handles

The web makes it easy to connect with prominent educational specialists. Here is a list of our favorite websites and Twitter handles, in no particular order.

Favorite educational specialist websites and blogs

• The Tech Savvy Educator
• Ryan Wilson Blog
• Learning Specialist Materials Blog
• Special and Me
• Successful Teaching
• Unwrapping the Gifted
• Ramblings of a Gifted Teacher

Favorite educational specialist Twitter handles

• Bevin Reinen: @TeachTrainLove
• Molly Bennett: @followmolly
• Colleen Kessler: @ColleenKessler
• Kerry Gallagher: @KerryHawk02
• Kristina Peters: @Mrskmpeters
• David Kapuler: @dkapuler
• Pie Corbett: @PieCorbett

Ready to Research Degree Programs?

• Research Master Degree Programs
• Research EdD Degree Programs
• Research Bachelor Degree Programs
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• Research ALL Degree and Certificate Programs

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How to Write an Effective Job Description

A job description is a useful, plain-language tool that explains the tasks, duties, function and responsibilities of a position. It details who performs a specific type of work, how that work is to be completed, and the frequency and the purpose of the work as it relates to the organization's mission and goals. Job descriptions are used for a variety of reasons, such as determining salary levels, conducting performance reviews, clarifying missions, establishing titles and pay grades, and creating reasonable accommodation controls, and as a tool for recruiting. Job descriptions are useful in career planning, offering training exercises and establishing legal requirements for compliance purposes. A job description gives an employee a clear and concise resource to be used as a guide for job performance. Likewise, a supervisor can use a job description as a measuring tool to ensure that the employee is meeting job expectations.

Step 1: Perform a Job Analysis

This process of gathering, examining and interpreting data about the job's tasks will supply accurate information about the job so that an organization can perform efficiently. Performing a job analysis includes the following steps:

• Interviewing employees to find out exactly what tasks are being performed.
• Observing how tasks are performed.
• Having employees fill out questionnaires or worksheets.
• Collecting data on jobs from other resources such as salary surveys and the Occupational Outlook Handbook .

The results should be documented and reviewed by the employee who is currently in the position—and his or her supervisor—for any changes regarding the knowledge, skills, abilities, physical characteristics, environmental factors and credentials/experience of the position:

• Knowledge —comprehension of a body of information acquired by experience or study.
• Skill —a present, observable competence to perform a learned activity.
• Ability —competence to perform an observable behavior or a behavior that results in an observable product.
• Physical characteristics —the physical attributes an employee must have to perform the job duties with or without a reasonable accommodation.
• Environmental factors —working conditions (inside or outside the office).
• Credentials/experience —the minimum level of education, experience and certifications acceptable for the position.

Step 2: Establish the Essential Functions

Once the performance standard for a particular job has been made, essential functions of the position must be defined. This will provide a better avenue for evaluating Americans with Disabilities Act (ADA) accommodation requests. Defining the essential functions encompasses the following steps:

• Ensure that the tasks as part of the job function are truly necessary or a requirement to perform the job.
• Determine the frequency at which the task is performed or how much time is spent performing a task.
• Determine the consequences of not performing the function and whether this would be detrimental to the employer's operation or result in severe consequences.
• Determine if the tasks can be redesigned or performed in another manner.
• Determine if the tasks can be reassigned to another employee.

Once the essential functions are defined, the employer can make a determination as to whether the functions are essential or marginal. The use of the term "essential function" should be part of the job description, and it should explicitly state how an individual is to perform the job. This will provide future guidance as to whether the job can be performed with or without an accommodation.

Step 3: Organize the Data Concisely

The structure of the job description may vary from company to company; however, all the job descriptions within an organization should be standardized so that they have the same appearance.

The following topics should be included:

• Job title —name of the position.
• Classification —exempt or nonexempt under the Fair Labor Standards Act (FLSA).
• Salary grade/level/family/range —compensation levels, groups or pay ranges into which jobs of the same or similar worth are placed, including minimum and maximum pay bands. 
• Reports to —title of the position this job reports to.
• Date —date when the job description was written or last reviewed.
• Summary/objective —summary and overall objectives of the job.
• Essential functions —essential functions, including how an individual is to perform them and the frequency with which the tasks are performed; the tasks must be part of the job function and truly necessary or required to perform the job.
• Competency —knowledge, skills and abilities.
• Supervisory responsibilities —direct reports, if any, and the level of supervision.
• Work environment —the work environment; temperature, noise level, inside or outside, or other factors that will affect the person's working conditions while performing the job.
• Physical demands —the physical demands of the job, including bending, sitting, lifting and driving.
• Position type and expected hours of work —full time or part time, typical work hours and shifts, days of week, and whether overtime is expected.
• Travel —percentage of travel time expected for the position, where the travel occurs, such as locally or in specific countries or states, and whether the travel is overnight.
• Required education and experience —education and experience based on requirements that are job-related and consistent with business necessity.
• Preferred education and experience —preferred education and experience based on requirements that are job-related and consistent with business necessity.
• Additional eligibility qualifications —additional requirements such as certifications, industry-specific experience and the experience working with certain equipment.
• Affirmative action plan/equal employment opportunity (AAP/EEO) statement —clause(s) that outlines federal contractor requirements and practices and/or equal employer opportunity statement.
• Other duties —disclaimer, see Step 4.

Step 4: Add the Disclaimer

It is a good idea to add a statement that indicates that the job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

Step 5: Add the Signature Lines

Signatures are an important part of validating the job description. They show that the job description has been approved and that the employee understands the requirements, essential functions and duties of the position. Signatures should include those of the supervisor and of the employee.

Step 6: Finalize

A draft of the job description should be presented to upper management and the position supervisor for review and approval. A draft allows a chance to review, add or subtract any detail before the final job description is approved.

The final job descriptions should be kept in a secure location, and copies should be used for job postings, interviews, accommodation requests, compensation reviews and performance appraisals. Employers may also wish to post them on their intranet.

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Education Job Description

Education duties & responsibilities.

To write an effective education job description, begin by listing detailed duties, responsibilities and expectations. We have included education job description templates that you can modify and use.

Sample responsibilities for this position include:

Education Qualifications

Qualifications for a job description may include education, certification, and experience.

Licensing or Certifications for Education

List any licenses or certifications required by the position: CPR, CRM, BLS, BCLS, LMS, CCRP, CIP, SBL, AED, CDA

Education for Education

Typically a job would require a certain level of education.

Employers hiring for the education job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Collage Degree in Education, Science, Nursing, Graduate, Business, Management, Teaching, Communication, Department of Education, Healthcare

Skills for Education

Desired skills for education include:

Desired experience for education includes:

Education Examples

• Microsoft Word (.docx) .DOCX
• PDF Document (.pdf) .PDF
• Image File (.png) .PNG
• Work with the Department Manager to make sure all regulations are being managed appropriately and maintain records for customer distribution for course attendance
• Manage financial information and maintain communication with Dept manager for monthly submission to the Finance Department
• Maintain and oversee job code creation and paperwork for expenses to each instructor
• Advise and support academies with their responsibilities to produce statutory accounts that are compliant with Companies Act legislation and UK GAAP
• Advise and support academies with their responsibilities to provide financial returns to their monitoring body, the Education Funding Agency (EFA)
• Support academies with the production of VAT returns to HMRC
• Respond to changes in the financial reporting framework in this rapidly developing area and advise supported academies accordingly
• Participate in associations, communities of practice, and industry events to collect and share research and learning opportunities related to the latest international evidence base on education in developing countries
• Instructional design and e-learning content development from story board creation through design of learning objectives, build and delivery
• Providing expertise, innovation, educational design and subject content development for a range of internal product development projects
• Minimum of 6 months within a Student Services Advisory (or equivalent role required
• Telephone skills are required to problem-solve and troubleshoot with external parties (client, DSC, other TDS )
• University degree in educational sciences, social sciences, or related fields
• Proven project management experience, including planning, budgeting, and evaluation techniques
• Experience in liaising with specialized local and international agencies and bilateral donors
• Knowledge of the political situation in the mission area, including understanding of the relevant educational reform issues and the overall strategies of OSCE and other major international agencies
• Establishes and coordinates, with all facilities, the appropriate computer system training for all new employees
• Consultancy required for business requirements capture, understanding learning objectives and translation into digital solutions, working both face to face and within online contexts to ensure successful and timely project delivery
• Contribution to educational best practice, innovation and design to best suit our fast paced technology environment
• Analyze agency education needs and design and develop curriculum which will align with regional goals and priorities
• Identify information needed to support business objectives and improve programs
• Work with leadership to determine educational priorities
• Inform and engage agencies to encourage on-going learning and reinforcement of skills
• Communicate educational offerings and engage interest in courses offered
• Understand pricing, claims and sales trends
• The primary responsibilities would include supporting the Sales staff by developing educational opportunities to build relationships with Real Estate Agents
• 3-5 yrs of work experience in core RISK markets or comparable experience in related industry markets
• Position requires travel (may require up to 60% travel)
• Ability to work independently with strong sense of self-actualization collaboratively within a virtual team environment to achieve business and department objectives
• An understanding of school and/or academy finance or ability to develop
• Qualified Accountant or approaching qualification
• Minimum of 2 years’ experience within the finance sector at an appropriate level
• Provides a professionally prepared presentation consistent throughout our market
• Create an opportunity to meet Real Estate Agents and connect them with Sales Executive individually
• Develop ongoing relationships by becoming an information resource in an agent’s day to day business
• Create an opportunity to meet Real Estate Agents and connect them with Sales Executives individually
• The primary responsibilities would include supporting the Marketing staff by developing educational opportunities to build relationships with Real Estate Agents
• This position develops, creates, schedules and presents training for Real Estate Agents on behalf of the Marketing Team
• Create an opportunity to meet Real Estate Agents and connect them with Marketing Representatives individually
• Develop content and project plans for new and updated training programs
• Assists Educator with child care activities as directed
• Assists with the record audit process
• Ability to adapt to a range of finance systems, to specify systems requirements and work with colleagues to develop, test and implement solutions
• An ability to work flexibly, significantly under ones own initiative
• Ability to train others, either one to one, in small groups or in larger briefings
• Ability to identify and pursue revenue generation opportunities for a traded service
• Knowledge of company accounts requirements
• Professional experience managing operational activities (ex
• Ensures/maintains cleanliness of assigned areas
• Establishes and communicates to students well-defined objectives for each activity or project
• Follows procedures in disinfecting/maintaining designated supplies, toy, and keeps classroom area organized and orderly
• Monitors all inventories and assures adequate stock is available
• Organizes and maintains classroom database
• Plans, develops, coordinates and implements educational group activities such as art, music, or dance, for example, which consider the individual needs, interests, abilities, and developmental levels of the students while under the supervision of an Educator
• Prepares attendance and superbills as needed
• Counsel's inmates on appropriate academic/vocational programs based upon educational and occupational interests and experience
• Ensures that all Education Bureau and outside agency educational documentation involving registrations processed according to guidelines
• Serves as a liaison between instructors and the facility Classification Department for inmate good time recommendation
• Language proficiency in French required
• Requires bachelor's degree or equivalent, plus 4+ years of related experience
• Strong preference for 6+ years of related experience
• Knowledge of Pension, including investments, plan design, administration, services, compliance and marketing
• Must be able to effectively communicate technical features of pension products
• Must be able to manage responsibilities effectively, be creative and have good problem-solving analytical, and multi-tasking skills
• Coordinates all file transfers
• Coordinates selected program services with the direction of the Education Director
• Assists the Education Director in the overall management of the Education Program
• Coordinates New Employee Orientation and conducts Nursing portions of the program
• Ensures new hires are properly trained
• Verifies and signs off on new employee orientation checklists and skill competency check lists
• Advises Staffing Coordinator regarding employee's eligibility to be scheduled based on completion of education requirements
• Coordinates Nursing student and intern shadowing schedules
• Trains preceptors on the expectations of nursing students and interns
• Implement and coordinate nursing preceptor program
• Ideally an understanding of school and/or academy finance
• Ability to train & present finance information to non-finance staff, either one to one, in small groups or in larger briefings
• Flexibility to travel - role will involve regular travel to schools / adademies within the surrounding areas
• MSN strongly preferred
• 5 years of experience as a Registered Nurse in an acute care hospital
• 2 years of experience in Education (preferred)

Related Job Descriptions

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Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
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Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

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“Job description.” Merriam-Webster.com Dictionary , Merriam-Webster, https://www.merriam-webster.com/dictionary/job%20description. Accessed 27 Apr. 2024.

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Education Levels and Requirements for Employment

Levels of Education

Examples of education requirements in job postings, experience in lieu of education, education levels and job applications.

Witthaya Prasongsin / Getty Images

When you're applying for a job, it's important to understand the educational requirements needed for success in the role. Many occupations require a certain level of education in order to be eligible to work in that profession. Employers usually include the educational requirements for a job in their descriptive write-up or position advertisement.

In some cases, employers may accept experience in place of some or all of the educational requirements for a job. This is known as equivalent experience or experience in lieu of education.

Here's a list of the education levels that employers look for in the candidates they hire.

Less Than High School

This is the completion of any level of primary or secondary education that did not result in the awarding of a high school diploma or an equivalency diploma.

High School Diploma or Equivalent

This is the completion of high school, or the equivalent, resulting in the awarding of a high school diploma or the equivalent, such as the General Education Development (commonly referred to as a GED) award . Other high school equivalency diplomas include the High School Equivalency Test (HiSET) and the Test Assessing Secondary Completion (TASC).

Some College, No Degree

This is the awarding of a high school diploma, or the equivalent, in addition to the completion of one or more postsecondary courses that did not result in any college degree or award.

Associate’s Degree

An associate's degree is usually awarded for the completion of at least two years of full-time academic study beyond high school, typically at the community college level.

Bachelor’s Degree

A bachelor's degree is typically awarded for at least four years of full-time academic study beyond high school.

Apprenticeship

An apprenticeship is a formal training program that combines a full-time job with training.  

Certification

A certification is a credential that recognizes specific skills or knowledge. Certification is usually tied to an occupation, technology, or industry.

Some occupations require a license to work in the field. Licenses are typically regulated by the state, and each state's requirements may differ.

Postsecondary Non-Degree Award

This is a certificate or other award that typically is not a degree. Certifications issued by professional (i.e., industry) organizations, or certifying organizations, are commonly not included in this category. These certification programs may last for only a few weeks, or for as long as two years. Examples include certificates for health aides, paramedics, EMTs, and hairstylists.

Master’s Degree

A master's degree is usually awarded for one or two years of full-time academic study beyond a bachelor’s degree.

Doctoral or Professional Degree

A doctorate or professional degree is usually awarded for at least three years of full-time academic work beyond a master’s degree. Examples include degrees for lawyers (JD), physicians (MD) and surgeons, scientists (Ph.D.), and dentists.

Examples of a required education level listed in job postings:

• Must have a GED or high school diploma.
• Must have a high school diploma or equivalency.
• High school diploma or GED, bachelors, or associates degree preferred.
• Completed certified apprenticeship program preferred.
• Serve-safe certified, or a food safety certification preferred.
• Possession of a valid registration as a Licensed Practical Nurse.
• A bachelor's degree is required.
• An associate's degree, or equivalent, is required. This usually boils down to a minimum of 34 credit hours plus one additional year of relevant full-time experience.
• A master's degree and three years of experience or Ph.D. degree with no prior experience are acceptable.

In some cases, when applying for jobs, the employer may list work experience or equivalent experience that may be substituted for education. The organization may allow you to augment some educational requirements of a position with experience.

One factor to keep in mind when applying for a job is that when employers list educational hiring criteria, the chances of getting an interview are lower if you don't have the requirements, or come close to having the requirements.

In some cases, if your resume and the skills and background required for the position are fairly well aligned, you may have a chance at getting an interview.

For example, if you have robust work experience that correlates well with the position and you're only one or two credits shy of the required bachelor's degree, you should submit your resume. However, in general, it is better to focus on applying for jobs where you do have the appropriate educational and experiential qualifications.

CareerOneStop. " High School Equivalency ." Accessed May 11, 2021.

CareerOneStop. " College ." Accessed May 11, 2021.

CareerOneStop. " Apprenticeships ." Accessed May 11, 2021.

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What is a job description? Definition and examples

A Job Description or JD lists the main features of a specific job. The description typically includes the person’s main duties, responsibilities, and working conditions. It also includes the job title and to whom the person holding that job has to report. It is only possible to do a job description , however, after carrying out a job analysis.

A job analysis is a process that carefully examines a job and determines what its duties are. The analysis also determines the type of person who would be ideal for the job.

People who are looking for a job look at the job description carefully before deciding whether to apply. Therefore, getting the contents right is vital if you want to recruit a suitable person.

WikiJob has the following description of the term :

“A job description is a document intended to provide job applicants with an outline of the main duties and responsibilities of the role for which they are applying.”

“The description is usually drawn up by the individual in the organization responsible for overseeing the selection process for the role.”

The company’s human resources (HR) department or even an external recruiter may also write the job description. HR is the department within an organization that administers, hires, and trains employees.

Job description – what to include

What to include in the description depends on the position. It also depends on why you are writing it.

Below is a list of the most common features people include in a job description:

• Job title .
• General tasks .
• Location . Where is the job based? Does the employee sometimes have to work elsewhere?
• Responsibilities .
• Immediate boss . To whom the employee reports.
• Relationships with other people within the organization.
• Who, if anybody, reports to the person who does the job.
• Qualifications or skills the person must have.
• Salary range, commission, bonuses, and other perks.
• Special demands . The description should inform if, for example, the job involves heavy lifting or exposure to extreme temperatures. Extensive travel and prolonged standing, for example, are also special demands.
• Goals and objectives. The description may also include goals that the employee should aim for in the future.
• Candidate temperament . The employer needs to explain what type of personality succeeds in that job. Also, what type of person succeeds in the organization.

Employer information

A job description for a job ad should also have information about the company or organization. Not only are candidates interested in the job, but also the employer.

What does the company do? How old is it? How many people work for the company? Where does it operate? What are its main products or services? Does it comply with any quality management standards?  Quality management refers to everything a company does to make sure it produces and delivers products to spec and at the appropriate cost.

The job description should reflect the company’s culture and values, which are pivotal in determining how a potential employee will fit into the workplace dynamic. It should also outline the opportunities for career progression and development, as these are key factors that can attract ambitious and forward-thinking candidates.

Regarding job descriptions for job ads, Monster for Employers writes:

“ If you want to hire the right person , you need a crystal-clear picture of the type of employee you’re looking for.”

“Your job description has to go beyond just experience and education to include work and character traits that can impact a person’s ability to thrive in your organization.”

2 Educational Videos

These two interesting videos come from our sister channel in YouTube – Marketing Business Network . One is about a “Job Description” and the other a “Job Analysis.” They use easy-to-understand language and examples.

What is a Job Description?

What is a Job Analysis?

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Job Description: Definition, Importance, Job Description Writing Guide

Job descriptions are used for a variety of reasons. They are a tool for recruiting, determining salary ranges and levels or grades, establishing job titles, creating employees’ job goals and objectives, and conducting performance reviews.

They can also be used for career planning , creating reasonable accommodations, and meeting legal requirements for compliance purposes.

Because of this, it is imperative to have written job descriptions that accurately reflect the employees’ current job duties and responsibilities.

The record containing all the relevant information about a job is called a job description. It is a written statement of what a jobholder does, how it is done, and why it is done.

It should accurately portray job content, environment, and conditions of employment. A common format for a job description includes:

• the job title,
• the duties to be done,
• the main features of the job,
• the authority and responsibilities of the jobholder.

It must be kept in mind that the working environment changes because of changes in production technology, market demand, customer choices, and competitors’ strategies.

So job description needs to be reviewed and updated. HR managers must appraise the changes that are likely to occur over time.

Job Description Definition

A job description is a written statement of what the worker does, how he or she does it, and what the job’s working conditions are.

It lists a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities—one product of a job analysis.

“A job description is an organized, factual statement of the duties and responsibilities of a specific job.” – Edwin B. Flippo.

“A job description indicates the tasks, duties, and responsibilities of a job. It identifies what is done, why it is done, where it is done, and briefly, how it is done.” – Decenzo and Robbins.

Sections of a typical job description include;

• Job Identification,
• Job summary,
• Responsibilities and duties,
• Authority of the incumbent,
• Standards of performance,
• Working conditions,
• Job specifications

Importance of Job Description

Job descriptions are usually essential for managing people in organizations. Job descriptions are required for recruitment so that managers and applicants can understand the job role. Job descriptions are necessary for most people at work.

A job description defines a person’s role and accountability.

Without a job description, it is usually challenging for a person to properly commit to or be held accountable for a role.

This is especially so in large organizations. Job descriptions improve an organization’s ability to manage people and play roles in the following ways:

• Clarifies employer expectations for the employee,
• Provides the basis for measuring job performance,
• Provides a clear description of the role of job candidates,
• Provides a structure and discipline for the company to understand and structure all jobs and ensure necessary activities, duties and responsibilities are covered by one job or another,
• Provides continuity of role parameters irrespective of manager interpretation,
• Enables pay and grading systems to be structured fairly and logically,
• Prevents arbitrary interpretation of role content and limit by employee and employer, and manager,
• Provides reference tool in issues of employee/employer dispute,
• Provides reference tool for discipline issues,
• Provides important reference points for training and development areas,
• Provides neutral and objective (as opposed to subjective or arbitrary) reference points for appraisals, performance reviews, and counseling,
• Enables formulation of skill set and behavior set requirements per roll,
• Enables the organization to structure and uniformly manage roles, thus increasing efficiency and effectiveness of recruitment, training, and development, organizational structure , workflow and activities, customer service, etc.,
• Enables factual view (as opposed to instinctual) to be taken by employees and managers in career progression and succession planning .

Limitations of Job Descriptions

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:

• Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
• Job descriptions may be too inflexible in a rapidly-changing organization, for instance, in an area subject to rapid technological change;
• Other changes to job content may lead to the job description being out of date;
• An organization’s process of creating job descriptions may not be optimum.

Difference between Job Description and Job Specification

The job description and Job specification are two integral parts of job analysis . They define a job fully and guide both employer and employee on how to go about recruitment .

Job Description Dos and Don’ts

Before writing a job description, here are some helpful hints to consider:

• Refer to the Job Description Writing Guide
• Attend a Job Description Workshop
• Use a factual and impersonal style when writing the job description
• Base the job description on the department’s needs
• Write an accurate, concise, and complete job description
• Use complete sentences
• Keep sentence structure as simple as possible, omitting unnecessary words that do not contribute pertinent information.
• Begin each duty/task with an action verb (see page 8 for a list).
• Be consistent when using terms like “may” and “occasionally.” (These should be used to describe tasks performed once in a while or tasks that only some employees perform.)
• Refer to job titles rather than incumbents, i.e., “Reports to_______ Manager” instead of “Reports to Mary Smith.”
• Be precise. This is critical for accurate job evaluation and analysis.
• Focus on critical activities.
• Use a logical sequence in describing duties and responsibilities (Key Responsibility first, followed by the corresponding duties)
• Call your Compensation Analyst for guidance.

DON’T:

• Use the narrative form when writing a job description.
• Base the content of the job description on the capabilities, skills, and interests of the incumbent
• Write the job description based on the desired job classification.
• Write the job description as a step-by-step guide on how to do the job.
• Include minor or occasional tasks which are not unique to a specific job.

4 Steps of Writing Job Descriptions

The following steps are required to write or prepare a job description;

1. Start with a job analysis

Writing the job description is normally preceded by a job analysis.

Job analysis is a study of the job or role that helps the employer identify and describe the essential functions of a position and the competencies, knowledge, skills, and abilities needed to fulfill the functions.

2. Identify essential rather than marginal functions

the next step is to identify the job’s essential functions, the purpose of the job, and the importance of actual job functions in achieving this purpose.

In evaluating the importance of job functions , consider, among other things, the frequency with which a function is performed, the amount of time spent in the function, and the consequences if the function is not performed.

In defining the essential functions of a job, it is important to distinguish between methods and results.

While essential functions need to be performed, they often do not need to be performed in one particular manner.

3. Cover the key areas

Job descriptions describe the job and not the individual who fills the job. They are written narratives of the major duties and responsibilities of a job position or job role.

The job description also states the results expected of anyone in the job. There are many formats used in preparing job descriptions.

Typically, the key areas to include are:

• Position reports to (line manager title, location, and functional manager),
• Job purpose summary (ideally one sentence),
• Key responsibilities and accountabilities (or duties typically 8-15 numbered points)
• Dimensions/Territory/Scope/Scale indicators (the areas to which responsibilities extend and the scale of responsibilities – staff, customers, territory, products, equipment, premises, etc.),
• Hours of work
• Date and other relevant internal references,

4. Write in a simple style

Job descriptions should be written in brief and clear sentences. Let’s look at the job description sample;

How to Write a Job Description? (Complete Guide)

This guide provides the basics of writing a job description and covers the following sections of the job description:

Position Details

• Job Duties (“What you do”)
• Performance Standards (“How you do it”)

Job Factors

For more comprehensive instruction, the Compensation Department offers Job Description workshops to provide administrators, managers, supervisors, and staff employees with the necessary tools to write effective job descriptions.

Please see the Compensation Main or FSDP page on the Organization Development website for the dates and times of the next Job Description Workshop available.

This Position Details section contains general information about the job – the current or requested classification, working title, pay range, exemption status, department name and number, position number, percentage of effort, the job description summary, comparable positions, etc.

Working Title

The working title for a job should be based upon the main function or role of the job.

It is important to stray away from vague and particular job titles instead, create a working title that appropriately describes both the level of responsibility and role of the job. Here are some examples of good working titles and those that need some improvement:

Job Description Summary

The job description summary:

• Contains 1-3 paragraphs
• Summarizes the job description’s main points, including key responsibilities, functions, and duties; education and experience requirements; and any other pertinent information (i.e., scheduling requirements, travel, etc.)
• It is used in job postings.

Comparable Positions

Use this section to list any department positions with a similar role or level of responsibility. It is useful to the Compensation Analyst during the classification process and helps to ensure positions are classified consistently.

Example of the Position Details.

The Job Duties section is the foundation of the Job Description. It conveys a job’s complexity, scope, and level of responsibility.

Due to the significance of this section, it is important to accurately, concisely, and completely describe the duties and responsibilities of a job.

This section of the Job Description is comprised of three main elements:

Key Accountabilities

The main areas of responsibility within a job or “buckets of work.” A job description usually contains three to five Key Accountabilities.

Duty Statements

Sentences that provide additional information about the tasks associated with Key Accountability.

Percentage of Time

Estimates the portion of the job spent on a particular Key Accountability.

Job Duties Writing Methods

When the Job Duties are well written and organized, they can accurately convey a job’s complexity, scope, and responsibility. To assist in the organization and writing of the Job Duties, two writing methods have been developed:

Method # 1:

• Budget Management
• Executive Support
• Event Coordination
• Prepare budgetary reports
• Analyze expenditures
• Monitor levels
• Condense the specific job duties into two to three concise “Duty Statements,” beginning each statement with an action verb.

Method # 2:

• Arrange for catering
• Compose and types correspondence
• Coordinate logistical support for meetings, seminars, and departmental events
• Determine and secures the event location
• Make travel arrangements
• Review the list and group the duties based on the specific functions and responsibilities of the position, also known as Key Accountabilities.
• Establish Key Accountabilities. For this group, the Key Accountabilities may include Event Coordination, Administrative Support, and Budget Administration.
• Condense the specific job duties into two to three concise “Duty Statements,” beginning each statement with an action verb (see page 8 for a list).

Here is an example of a well-written and organized Key Accountability Section in a Job Description:

To summarize, here are some things to remember when completing the Job Duties section of the job description:

• The Job Duties section should contain 3-5 Key Accountabilities.
• Title each Key Accountability section to summarize the function/role.
• Include 2-3 concise Duty Statements for each Key Accountability. The Duty Statements expand upon that particular area of responsibility and the role and complexity of the position.
• Begin Duty Statement with an action verb (see page 8 for a list).
• Limit the listing of Duty Statements and Key Accountabilities to what is required to perform the job.
• Do not include duties that are no longer performed or those that may be required in the future.
• Write the duties in terms of what the position requires, not based upon the capabilities of any individual.
• Determine an accurate percentage of time the incumbent should spend on that particular Key Accountability over a year.

Performance Standards

The Performance Standards section:

• Conveys the expectations of the job.
• Depicts the knowledge, skills, and abilities necessary to be successful in the job.
• It provides a basis for measuring performance.

This section is typically completed by the department’s supervisor, hiring manager, or designated administrator.

A Performance Standards section is associated with each Key Accountability, which provides information about the performance expectations of that particular area of responsibility.

Here is an example of a Performance Standard for the “Event Coordination” example in the Job Content Section:

The Job Factors section of the job description outlines the job’s knowledge and skills to function successfully.

The Job Factors cover various areas of the job, for example, the level of education/experience required, supervision received, and analytical skills and ability required for the job.

The assignment of Job Factors should be completed by the supervisor, hiring manager, or departmental administrator and should reflect the general responsibility level of that position.

For example, an employee in an Administrator classification would not be expected to be responsible for interviewing, selecting, and hiring someone into an Administrator IV position but may be responsible for interviewing, selecting, and hiring a student worker.

It is important to remember to include only information that pertains to the position and not specific to the skills, experience, and education of the incumbent.

The following are all the Job Factors listed in a job description and examples of responses :

Job Description Action Verbs

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How To Include Required Education Level In A Job Description [Employer Guide]

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Knowing what level of education to require for a position isn’t as open and shut as most would like. While, generally speaking, more education is better, it also comes with a higher price tag. It can also lead to you ending up with people doing jobs that they’re vastly overqualified for, which is wasteful.

It’s recommended to do some comparison work and research before deciding on what education requirements to list. What the job is and what sort of applicants you’re looking for can have a large impact on what you end up choosing to go with.

Key Takeaways:

Education levels are typically split into five categories: high school diploma, associate’s degree, bachelor’s degree, master’s degree, and doctorate.

Higher levels of education, or education that is specific to the job, can help reduce training time and weed out less dedicated employees.

Focusing too heavily on education can be exclusionary, both to those with limited opportunities and to those who majored in a more unusual degree.

How to Determine What Education Level Is Needed for a Job

Education is a complex system with many different tiers. Different jobs require different levels of education to do effectively, but how do you know when getting an education is necessary as opposed to just a nice to have? There are a few ways to try to differentiate, but it isn’t a foolproof system.

The first way is to look at the Bureau of Labor Statistics (BLS). If you have a particular job you’re hiring for, and you’re unsure how much education to ask for, you can compare. The BLS has numbers on how many employees in different occupations have different education levels.

This is also important in terms of salary. As a rule, the higher level of education a candidate has, the higher the salary they can ask for. It’s a good idea to check the Occupational Employment and Wage Statistics Survey and the National Compensation Survey from the BLS so that you can know what a competitive salary is for each education level.

What Are the Different Education Levels?

While there is a fairly standard education path that most people take, there are numerous levels and branches of education. Deciding which one you’re looking for for your new hire can be challenging. That being said, the majority of people have either a high school diploma or lower: almost 70%, according to the BLS’s data from 2019. Bachelor’s degrees take up the next most space at 25%, meaning you likely want to ask for one or the other.

Here’s a brief overview of the levels of education.

No formal education. The BLS defines those who don’t have a high school diploma this way. This doesn’t mean that they’ve never stepped foot inside a school – the majority of them attended high school, but for any number of reasons, didn’t get their diploma. It’s rare to find an opportunity in the United States that doesn’t require at least a GED.

High school diploma or equivalent. This means that they’ve graduated from high school or gotten their GED. It shows mastery of topics covered in the K–12 curriculum. Most jobs require at least this much education.

Some college education. Those who are still getting their degree may put this on their resume, or they may have been unable to finish their degree. It doesn’t necessarily mean that they don’t have enough credits for a degree, just that they didn’t formally apply for one.

Associate’s degree. This degree typically takes two years to complete. An associate’s degree requires 60 semester credits or 20 classes. They can be a specific degree tailored to a certain job, such as criminal justice, or just a general studies degree. In most cases, these credits can be transferred toward a bachelor’s degree.

Bachelor’s degree. A degree of this type is the most common secondary degree by far. They typically take four years to complete and require 120 semester credits, or 40 classes. Bachelor’s degrees tend to be specific, such as for psychology, chemical engineering, or creative writing.

Master’s degree. This is a postsecondary degree. Unlike associate’s degrees and bachelor’s, master’s degrees vary in length and credits required. They’re usually 30-40 credits, but can be as many as 60. They’re even more specific than a bachelor’s degree, being entirely focused on the subject.

Doctorate degree. A doctorate is also laser-focused on the subject. As a rule, they require 48 credits to complete, split between courses and thesis work. This level of education is generally only for extremely high-level cerebral jobs and commands a high salary.

Vocational certificate. Education for a certificate is focused on training for a specific job. It’s a way to gain experience and skill in trade skills, such as preparing to be an automotive technician, hair stylist, paralegal, or truck driver. Many are two years, but they vary depending on the school and job.

Professional training. It’s also possible to get additional professional training. These can be required for a job or may make an applicant more appealing for a particular job. As a rule, this type of training burnishes skills that a worker always has, or expands upon their expertise.

Internship or externship. Internships are often done when someone is starting out in a position. That means that they have some work experience right off the bat. Internships are often unpaid and are done to gain college credits. They will have a workload that they’re expected to keep up with.

Externships aren’t paid and also don’t qualify for college credit. As an extern, they would shadow workers so that they can learn how to do essential duties. However, they do show that the candidate has experience in the field and knows what the job entails, even if they haven’t done it themselves.

Certifications. There are multitudinous certificates that can be attained to show proficiency in one area or another. Some are meaningful while others are less so, which means that you should be sure to research what different certificates entail and which ones are relevant.

Benefits of Including Education Requirements

Having education requirements for a position can have a number of positive effects on the types of applicants you get. For instance, workers who meet the requirements:

May require less training. As the candidate is already educated in the field – or a similar one – they’ll be more familiar with the concepts. That means that you may need to devote less time and resources to get them up to speed.

Be more committed to the field. If they’ve chosen to attend college and get a degree in the field, then that shows a level of interest and commitment. They spent a lot of time and effort on their education – they’re going to want to make use of it.

Help you comply with industry standards. Many industries have requirements as to how much education and training workers in the field must have. If you prioritize those who have higher education, and therefore meet or exceed the requirements, you’ll be much less likely to run afoul of regulations.

Make clients and customers more confident in your staff. The higher the level of your employees’ achievement, the more confident your customers and clients will be in your service. This is especially true if your clients or customers tend to be more highly educated themselves.

Show that the employee has ambition. Getting a degree requires dedication, focus, and a time commitment. This is proof that the candidate was able to make a goal and see it through. It also means that they’re willing to put time, money, and effort into bettering themselves.

Drawbacks to Including Education Requirements

While putting education requirements in a job posting may seem like a no-brainer, there are some drawbacks to doing so. A lot of this has to do with expectations and the type of job that you’re hiring for.

Focusing too much on education can lead to:

Excluding great employees. There are people who are excellent workers and interested in the work but weren’t able to get or finish their degree. Requiring a college education to even apply can exclude them and limit your choices.

A lack of diversity. Similar people tend to pursue similar degrees. There are various reasons for this, but if you’re looking to diversify your workforce, lowering education requirements or stopping focusing on particular majors can open up opportunities for more people.

Seeing only a snapshot of a person’s achievements. A person’s education is the only thing they’ve achieved. If a resume is discarded simply because of education, it may overlook other amazing achievements.

It’s also impossible to know from a resume why someone who didn’t finish a degree or did poorly in school. Are they smart, but struggle with academics? Were they ill at the time? Did some other tragedy befall them? Were they focusing on something else, such as vocational education?

Disregarding the importance of hands-on training. Education is a wonderful tool, but it doesn’t replace on-the-job training. For some jobs, training the person is far more important than education, or lack thereof – and you can end up with someone for a lower salary or that develops strong loyalty to the company due to being given a chance.

Required Education Level FAQ

What does education level mean?

Typically, it means the highest level of education you have achieved. That means that if you have a high school diploma, an associate’s degree, and a bachelor’s degree, you would only list the bachelor’s – unless the associate’s degree had some sort of special relevance.

What’s considered the highest level of education?

A doctoral degree is the highest level of education attainable. It requires the most amount of time investment – usually eight years – and does a deep dive into the subject. It requires writing a thesis and, depending on the type of degree, spending time doing research.

What effect does education level have on wealth?

Education level has a positive effect on wealth. Having a high level of education makes you a more desirable employee and corresponds strongly to a higher salary. Most careers that can be attained with a degree are also more stable and less affected by economic downturns and other factors.

Are there specific degree requirements for certain jobs?

Yes, certain jobs have very specific degree requirements. This is often the case in high-trust positions, such as doctors, lawyers, and veterinarians. In each of these jobs, a specific education is necessary to perform the job to expectations. In that case, there is often a board that sets these rules and makes sure that they’re enforced.

However, for many jobs, while there’s a standard level of education, it isn’t set in stone. The major that you chose for your degree – unless it’s something specific, like medicine – may or may not end up being directly related to what you end up doing.

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• Required Level of Education
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Di has been a writer for more than half her life. Most of her writing so far has been fiction, and she’s gotten short stories published in online magazines Kzine and Silver Blade, as well as a flash fiction piece in the Bookends review. Di graduated from Mary Baldwin College (now University) with a degree in Psychology and Sociology.

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What does a physical education teacher do?

Would you make a good physical education teacher? Take our career test and find your match with over 800 careers.

What is a Physical Education Teacher?

A physical education (PE) teacher is responsible for instructing students in physical fitness, sports, and other physical activities. PE teachers design and implement lesson plans that help students develop their physical abilities, including their strength, endurance, coordination, and flexibility. They may teach a wide range of activities, such as team sports like basketball or soccer, individual sports like tennis or gymnastics, and recreational activities like dance or yoga.

In addition to teaching physical skills, PE teachers also promote healthy habits and attitudes toward physical activity. They may educate students on the benefits of regular exercise, nutrition, and the dangers of substance abuse. PE teachers often work closely with other educators and health professionals to develop programs that support students’ overall health and wellness. They may also organize and supervise extracurricular sports and fitness programs, such as intramural sports teams or after-school fitness clubs.

What does a Physical Education Teacher do?

Physical education teachers play an important role in the development and well-being of students. By providing a structured and safe environment for physical activity, they can help students improve their physical fitness, develop their motor skills, and learn the value of teamwork and sportsmanship.

Duties and Responsibilities Physical education teachers have a wide range of duties and responsibilities that contribute to the overall health and well-being of their students. Some of the key responsibilities of PE teachers include:

• Developing and Implementing Lesson Plans: PE teachers design and deliver lesson plans that help students develop their physical abilities and learn new skills. They may also incorporate health education into their lesson plans, teaching students about nutrition, safety, and the benefits of physical activity.
• Assessing Student Progress: PE teachers monitor student progress and provide feedback on their performance. They may also evaluate students’ physical fitness levels and design programs to help them achieve their goals.
• Creating a Safe and Inclusive Environment: PE teachers are responsible for creating a safe and supportive learning environment for all students. They may adapt activities to meet the needs of students with disabilities or other special needs, and ensure that all students feel included and valued.
• Organizing Extracurricular Activities: PE teachers may organize and supervise extracurricular activities, such as sports teams, fitness clubs, or school-wide events like field days.
• Collaborating With Other Educators and Professionals: PE teachers may work closely with other educators and health professionals to develop programs that support students’ overall health and well-being.
• Continuing Professional Development: PE teachers are responsible for keeping up-to-date with the latest research and trends in physical education and health education. They may attend conferences, workshops, and other professional development opportunities to stay current in their field.

Types of Physical Education Teachers There are different types of physical education teachers, depending on the level of education and type of institution where they work. Some of the most common types include:

• Elementary School Physical Education Teachers: These teachers work with students in grades K-5, introducing them to fundamental motor skills and basic sports and fitness concepts. They may also incorporate games and other fun activities to keep students engaged and motivated.
• Middle School Physical Education Teachers: Middle school physical education teachers work with students in grades 6-8, helping them build on the skills they learned in elementary school and introducing more complex sports and fitness activities. They may also focus on developing teamwork and leadership skills.
• High School Physical Education Teachers: High school physical education teachers work with students in grades 9-12, helping them develop advanced skills in a variety of sports and fitness activities. They may also teach health education topics, such as nutrition, substance abuse prevention, and sexual health.
• College and University Physical Education Teachers: These teachers work with college and university students, teaching a wide range of sports and fitness activities and providing opportunities for students to develop leadership skills through coaching and other extracurricular activities.
• Adapted Physical Education Teachers: These teachers work with students with disabilities or special needs, developing customized physical education programs that meet the individual needs of each student.
• Community Physical Education Teachers: Community physical education teachers may work in after-school programs, recreation centers, or other community-based organizations, providing opportunities for people of all ages to stay active and healthy.

Are you suited to be a physical education teacher?

Physical education teachers have distinct personalities . They tend to be social individuals, which means they’re kind, generous, cooperative, patient, caring, helpful, empathetic, tactful, and friendly. They excel at socializing, helping others, and teaching. Some of them are also artistic, meaning they’re creative, intuitive, sensitive, articulate, and expressive.

Does this sound like you? Take our free career test to find out if physical education teacher is one of your top career matches.

What is the workplace of a Physical Education Teacher like?

The workplace of a physical education teacher can vary greatly depending on the specific school and district they work in. However, in general, PE teachers typically work in a school setting, either at the elementary, middle, or high school level. Their primary responsibility is to design and implement physical education programs that promote the development of students' physical abilities and overall health.

PE teachers typically work in a variety of indoor and outdoor settings, including gymnasiums, sports fields, and swimming pools. They may also incorporate technology into their teaching, using tools like heart rate monitors and fitness trackers to track student progress and provide individualized feedback. Additionally, some PE teachers may teach other subjects such as health education or nutrition as part of their curriculum.

In addition to designing and implementing physical education programs, PE teachers also have administrative duties. They may be responsible for organizing and supervising extracurricular sports programs, overseeing equipment maintenance and inventory, and ensuring that all safety procedures are followed. They may also collaborate with other teachers and staff members to create cross-curricular activities that integrate physical education with other subjects.

Frequently Asked Questions

Teaching/school related careers and degrees.

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Physical Education Teachers are also known as: Phys Ed Teacher PE Teacher Gym Teacher

Field Director

Job description overview.

A Field Director is a critical role within the Education industry. This job involves a wide range of responsibilities, including managing staff, supporting students, and overseeing operations at various locations. The Field Director job description entails working in a dynamic and fast-paced environment where you'll need to be able to adapt quickly, think on your feet, and multitask effectively.

As a Field Director, you'll be responsible for making sure that each site is running smoothly and efficiently, with a focus on student success. You'll also collaborate with other departments to ensure that all operations are coordinated and that resources are allocated appropriately. Other key responsibilities include training and evaluating staff, developing and implementing policies and procedures, and communicating with parents and community members.

Overall, a Field Director plays a crucial role in the Education industry, ensuring that each location provides high-quality services to students and operates effectively. If you're passionate about education and want to make a meaningful impact, then a Field Director job description may be right for you.

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Table of contents, job duties and responsibilities.

• Oversee the implementation of educational programs in the field
• Develop and maintain relationships with school administrators, teachers, and community leaders
• Recruit and manage staff and volunteers to support education initiatives
• Collect and analyze data to evaluate program effectiveness and make improvements
• Coordinate resources and logistics for events, training sessions, and meetings
• Manage budgets and allocate funds for program expenses
• Prepare reports and presentations for stakeholders and funders
• Stay up-to-date with industry trends, research, and best practices
• Ensure compliance with regulations and policies related to education and funding
• Foster a positive and inclusive culture that supports learning and growth for all students.

Experience and Education Requirements

To be a Field Director in the Education industry, you typically need a combination of education and experience. A Bachelor's or Master's degree in Education, Business Administration, or a related field is usually required. You might also need experience as a teacher, principal, or educational administrator to be considered for this role. 

Your primary responsibility as a Field Director will be to manage a team of educators and ensure that they are meeting performance targets. You will also need excellent communication skills, as you will be expected to work closely with school districts, parent groups, and other stakeholders. Other important skills include leadership, problem-solving, and project management skills. If you have a passion for education and the skills required for this role, becoming a Field Director can be a fulfilling and rewarding career choice.

Salary Range

A Field Director in the Education industry plays a crucial role in overseeing the implementation of education programs and ensuring the quality of educational services. According to Glassdoor, the average salary for a Field Director in the United States is around $78,000 per year, with an estimated range of $45,000 to $125,000. However, the salary range can vary depending on factors such as location, size of the organization, and level of experience. In other countries such as Canada and Australia, the average salary for a Field Director ranges from CAD $72,000 to AUD $120,000 per year. It is important to note that the salary range for a Field Director can vary depending on the specific job requirements and industry. 

• "Field Director Salary" on Glassdoor.com
• "Field Director Salaries in Canada" on Indeed.ca
• "Field Director Salaries" on PayScale Australia

Career Outlook

The career outlook for a Field Director in the Education industry looks promising over the next five years. According to the Bureau of Labor Statistics, employment in the education sector is projected to grow by 5% from 2019-2029. This growth is due to an increasing demand for educational services, including adult education and ESL programs.

As a Field Director, you will play an important role in managing and developing educational programs in your region. With the growing need for education, your skills will be highly sought after, and you can expect various openings in both public and private sectors.

Furthermore, as the education industry evolves, Field Directors will also have the opportunity to leverage technology and create innovative educational programs. This will expand the scope of work for Field Directors and offer new opportunities in the field.

In summary, the career outlook for a Field Director in the Education industry looks promising over the next five years, and there are ample growth opportunities available.

Frequently Asked Questions (FAQ)

Q: What does a Field Director in the Education industry do?

A: A Field Director manages and oversees the day-to-day operations of a school or program, including staff supervision, curriculum development, and student engagement.

Q: What skills should a Field Director possess?

A: A successful Field Director should have strong leadership skills, excellent communication and interpersonal skills, and expertise in program management and curriculum development.

Q: What kind of education is required to become a Field Director?

A: Typically, a Master's degree in Education, Administration or a related field is required for a Field Director position.

Q: What are the main responsibilities of a Field Director?

A: The main responsibilities of a Field Director include overseeing the administration of educational programs, managing budgets, developing and maintaining relationships with stakeholders, and ensuring compliance with state and federal regulations.

Q: How can I become a Field Director in the Education industry?

A: To become a Field Director, one typically needs to have a Master's degree in Education or Administration and several years of experience in the field. Building a strong network within the industry and gaining experience and leadership skills are also important steps to becoming a Field Director.

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