How to hire an attendance officer

How to hire an attendance officer, step by step

Here's a step-by-step attendance officer hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an attendance officer job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new attendance officer
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The attendance officer hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an attendance officer to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an attendance officer that fits the bill.

   Here's a comparison of attendance officer salaries for various roles:

   Type of Attendance Officer	Description	Hourly rate
   Attendance Officer	Probation officers and correctional treatment specialists monitor and work with probationers to prevent them from committing new crimes.	$12-24
   Case Aide	A case aide is responsible for supporting the community operations and projects to provide high-quality services for the citizens and assist them with the resources for their daily needs. Case aides are also employed in a health care institution or private households to look for patients and monitor their conditions... Show more	$12-19
   Juvenile Probation Officer	A juvenile probation officer is in charge of managing and supervising cases of youth offenders who are under parole or probation. Their responsibilities typically revolve around monitoring the youth offenders' activities by conducting regular visits and interviews, recommending rehabilitation plans, testifying in court as needed, and coordinating with external parties such as schools, social services, and law enforcement agencies... Show more	$14-34

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Law Enforcement
   • Court Hearings
   • Attendance Problems
   • Parent Conferences
   • Community Resources
   • Dropout
   • Attendance Laws
   • STI
   • Attendance Issues
   • Social Services
   • Community Agencies
   • Court Reports
   • Attendance Data
   • Juvenile Court

   Check all skills

   Responsibilities:

   • Manage significant DUI caseload to court-ordered and conditional probation completion.
   • Monitor, repair, update and purchase AED, CCTV, scanning and other devices.
   • Collaborate and coordinate care to enhance deficient life skills and promote overall community safety as part of the rehabilitation process.
   • Maintain records and reports of all contact with students, parents, city/state agencies and school personnel.
   • Go to houses and schools to talk to parents about their children or child who has been truant from school
   • Work with culturally diverse population and at-risk students to increase school attendance.

3. Make a budget

   Including a salary range in your attendance officer job description is one of the best ways to attract top talent. An attendance officer can vary based on:

   • Location. For example, attendance officers' average salary in missouri is 60% less than in alaska.
   • Seniority. Entry-level attendance officers 46% less than senior-level attendance officers.
   • Certifications. An attendance officer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an attendance officer's salary.

   Average attendance officer salary

   $37,136yearly

   $17.85 hourly rate

   ---

   Entry-level attendance officer salary

   $27,000 yearly salary

   Updated January 20, 2026

4. Writing an attendance officer job description

   An attendance officer job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of an attendance officer job description:

   Attendance officer job description example

   Security
   
   Date Posted:
   6/1/2022
   
   Location:
   Central Office
   
   Date Available:
   ASAP
   
   Closing Date:
   Until Filled
   Substitute School Safety & Attendance Officer
   Central Office
   
   Employment Type:
   Esser Grant funded, part time and/or temporary work
   
   Essential Qualifications: Experience in law enforcement and or professional security preferred with proven work experience as a security guard or relevant position. High school diploma or GED required. Demonstrated knowledge of security procedures. Excellent knowledge of public safety and security protocols. Must be able to work in heat and cold. Must be able to perform essential job functions with or without reasonable accommodation. Possess prior experience in working in some capacity with children, adolescents and adults. Demonstrated ability to work harmoniously in a multicultural, diverse community.
   Such alternatives to the above qualifications as the Superintendent deems appropriate and acceptable.
   
   Essential Functions of Position: Provide a safe secure environment for students, staff and visitors on campus. Ability to assume responsibility, display initiative, and exercise high-quality judgement. Ensure the premises are secure by patrolling the assigned campus area(s) and ensuring the grounds are safe. Keep doors/gates locked and opened at designated times determined by Chief School Administrator or their designee. Greet members of the public and ensure all visitors provide proper identification and sign in appropriately. Work closely with the front desk to communicate the arrival of visitors. Provide assistance and security to community groups using the school facility and for after school activities if applicable. Control and monitor the flow of traffic in the lobby, maintaining a calm, welcoming environment. Ensure a smooth traffic flow of students through the hallways, assisting students with on-time arrival to class and to assigned locations. Monitor student's behavior on campus, in cafeterias, restrooms, parking lot and other open areas. Perform other tasks and duties as assigned by the Chief School Administrator or their designee.
   NJ First Act effective 9/1/2011
   
   Equal Opportunity/Affirmative Action Employer
   
   Application Procedure:
   Apply Online

   Copy this example

   

5. Post your job

   To find attendance officers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any attendance officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level attendance officers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your attendance officer job on Zippia to find and recruit attendance officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with attendance officer candidates should focus on their interest in the role and 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.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new attendance officer

   Once you've found the attendance officer 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 and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you 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.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   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.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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