Research Summary. Here are some key points about hiring assistant program coordinators in the United States:
Hiring an assistant program coordinator comes with both the one-time cost per hire and ongoing costs. The cost of recruiting assistant program coordinators involves promoting the job and spending time conducting interviews. Ongoing costs include employee salary, training, benefits, insurance, and equipment. It is essential to consider the cost of assistant program coordinator recruiting as well the ongoing costs of maintaining the new employee.
Assistant program coordinators earn a median yearly salary is $41,444 a year in the US. However, if you're looking to find assistant program coordinators for hire on a contract or per-project basis, hourly rates typically range between $13 and $27.
To hire an assistant program coordinator, you should create an ideal candidate profile, determine a budget, and post and promote your job. Here's a step-by-step guide on how to hire a assistant program coordinator:
Before you get started with hiring an assistant program coordinator, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.
An assistant program coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, assistant program coordinators from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.
Here's a comparison of the average salaries of common assistant program coordinator roles:
|Type Of Assistant Program Coordinator||Description||Hourly Rate|
|Assistant Program Coordinator||Social and human service assistants provide client services, including support for families, in a wide variety of fields, such as psychology, rehabilitation, and social work. They assist other workers, such as social workers, and they help clients find benefits or community services.||$13-27|
|Service Coordinator||A service coordinator is responsible for assisting the management team in providing the best services for the clients based on their specifications. Service coordinators' duties include managing clients' requests and inquiries, providing client updates, monitoring changes and plan adjustments, and recommending strategic procedures to improve services... Show More||$13-26|
|Program Facilitator||Program facilitators have good skills in communication, empathy, active listening, conversation, conflict management, and consensus-building. They also have a keen understanding of group dynamics, management, and how to create an inclusive environment... Show More||$12-27|
Before creating an assistant program coordinator job description, imagine the ideal employee for this position and begin creating a profile. What skills do they have and what responsibilities do they have to be proficient in?
Here are some of the most common assistant program coordinator skills:
Here is a list of common responsibilities that assistant program coordinators may be expected to fulfill:
Beyond the basics, you should also consider how well a candidate fits into your company culture. In other words, you should think about how your ideal assistant program coordinator will live by the company's mission statement and contribute to the team dynamic you already have in place.
|Rank #||State||# Of Jobs||% of Population||Avg. Salary|
Including a salary range in your job description is a great way to entice the best and brightest candidates. An assistant program coordinator salary can vary based on several factors:
|Rank||State||Avg. Salary||Hourly Rate||Job Count|
|Rank||Company||Average Salary||Hourly Rate||Job Openings|
|2||Minnesota State Fair||$52,107||$25.05||89|
|3||University of California-Berkeley||$49,705||$23.90|
|4||Michigan State University||$47,923||$23.04||38|
|5||Vanderbilt University Medical Center||$47,255||$22.72||18|
|6||Columbus Urban League||$45,339||$21.80||1|
|7||University of Alaska||$44,761||$21.52||20|
|8||Fort Bend County||$44,465||$21.38||4|
|9||Asheville-Buncombe Technical Community College||$43,482||$20.90||2|
|10||University of Virginia||$43,372||$20.85||37|
|12||Morgan Community College||$42,790||$20.57|
|13||Camino Nuevo Charter Academy||$42,651||$20.51|
|19||Volunteers of America Los Angeles||$40,972||$19.70||61|
|20||Jefferson Center Mental Health||$40,031||$19.25||3|
A job description for an assistant program coordinator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an assistant program coordinator job description:
There are various strategies that you can use to find the right assistant program coordinator for your business:
Post your job online:
Your first interview with assistant program coordinator candidates should focus on their interest in the role and their specific background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.
Don't forget to include a few questions that give a candidate chance to expand on their strengths in their own words. Asking about their special skills might reveal things you'd miss otherwise. At this point, candidates who are good enough can move on to the technical interview.
The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.
Once you've found the assistant program coordinator candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary, as well as the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer needs to be competitive if you really like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.
You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.
To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.