How to hire a church history teacher

How to hire a church history teacher, step by step

Here's a step-by-step church history teacher hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the church history teacher you need to hire. Certain church history teacher roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 a church history teacher 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 a church history teacher that fits the bill.

   This list shows salaries for various types of church history teachers.

   Type of Church History Teacher	Description	Hourly rate
   Church History Teacher	Postsecondary teachers instruct students in a wide variety of academic and career and technical subjects beyond the high school level. They also conduct research and publish scholarly papers and books.	$12-42
   Teacher	Being a teacher is one of the most passionate professions, among others. Teachers educate, motivate, and guide every generation of learners to prepare them for the real world... Show more	$15-33

2. Create an ideal candidate profile

   Common skills:

   • Child Care
   • GOD
   • Classroom Support

   Responsibilities:

   • Lead daily prayer and participate in daily liturgies.
   • Develop syllabus and overall course structure and administer all grades.
   • Plan and implement all school retreats: Kairos, TEC, and class retreats.

3. Make a budget

   Including a salary range in your church history teacher job description is a great way to entice the best and brightest candidates. A church history teacher salary can vary based on several factors:

   • Location. For example, church history teachers' average salary in idaho is 55% less than in rhode island.
   • Seniority. Entry-level church history teachers earn 70% less than senior-level church history teachers.
   • Certifications. A church history teacher with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a church history teacher's salary.

   Average church history teacher salary

   $48,296yearly

   $23.22 hourly rate

   ---

   Entry-level church history teacher salary

   $26,000 yearly salary

   Updated December 16, 2025

4. Writing a church history teacher job description

   A job description for a church history teacher 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 a church history teacher job description:

   Church history teacher job description example

   MORE THAN A JOB... A MISSION
   
   At Lionheart, your work matters!
   You are here with a calling and you are on a mission with us.
   
   OUR CORE VALUES
   
   We are Christ followers passionate about reaching children and families with the Gospel, and out of our calling flows these.
   
   • Intentional Relationships - We focus on cultivating relationships and encouraging others
   • Tenacity - We are brave, resilient, and work with all our heart
   • Heart to Serve - We joyfully serve others with humility and strength
   
   OUR VISION
   
   To see children and families transformed by the Gospel through Christ-centered child care centers across the country.
   
   OUR MISSION
   
   To partner with local churches to operate quality Christian preschool, after-school, and summer programs to reach unchurched children and their families.
   
   REASONS WHY PEOPLE JOIN THE LIONHEART FAMILY
   
   • Personal and Family Wellbeing - Our Total Rewards and Compensation program demonstrates our commitment to support the health and well-being of all our team members.
   • Spiritual Community - Leaders committed to your spiritual growth
   • Personal & Professional Development - Financial Peace University, RightNow Media, and more!
   • Flourishing Culture - Annually certified Best Christian Workplace since 2015
   
   OUR TOTAL REWARDS AND BENEFITS
   
   HEALTH, MEDICAL, PRESCRIPTION AND DENTAL INSURANCE BENEFITS
   
   • Valuable, low-cost, low-deductible medical plan
   • Vision, dental, and disability insurance
   • Employee Assistance Program for mental health
   • Tuition Discounts
   
   FINANCIAL BENEFITS
   
   • Retirements saving with matching 403b plan
   • Competitive PTO, even for part-time staff
   • Annual employee wellness benefits
   • Financial Peace University classes to grow in money management
   
   INTANGIBLE BENEFITS
   
   • Continuing education credits
   • Bi-annual In-Service + monthly staff development
   • Career growth opportunities
   • RightNow Media subscription to stream 20,000+ videos for spiritual, personal, and leadership development
   
   ... and a lot more!
   
   POSITION PURPOSE
   
   A Lionheart Teacher has the primary responsibility for planning, organizing, and carrying out the selected developmental and spiritual programs for their classroom of children.
   Position OverviewJob Title: Early Childhood Lead TeacherReports To: Academy DirectorCompensation: $18.00 - 20.00 per hour (based on Experience and Education) Requirements: Criminal Background Check required Start Date: ASAP
   Key Performance Indicators Professional Knowledge: Demonstrates an understanding of the curriculum and the developmental needs of the children by providing relevant learning experiences. Maintaining a thorough knowledge and close adherence to the Minimum Standards for Child Care Centers, NAC accreditation standards, and the operating policies of Lionheart Children's Academy.Instructional Planning: Plans, supervises, and implements the programs for the class in accordance with the Academy Director and curriculum coordinator.Instructional Delivery: The teacher effectively engages students in learning by using a variety of instructional strategies in order to meet individual learning needs.Learning Environment: The teacher uses resources, routines, and procedures to provide a respectful, positive, safe, student-centered environment that is conducive to learning. Professionalism: The teacher maintains a commitment to professional ethics, communicates effectively, and takes responsibility for and participates in professional growth that results in enhanced student learning.Other Duties: Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
   Core Competencies Spiritual Maturity - Commitment to biblical living. An ambassador of Jesus Christ, living a whole life that glorifies God as we pursue our mission of making Him know. Think Child and Parent First - An unwavering commitment to service excellence leading to customer loyalty and advocacy (Parent Partnership). Driven to deliver a holistic approach to early care and education to ensure that each child has a strong and healthy foundation for learning and for life. Adaptability - Recognize and respond to anticipated events and requirements. Willing to do what is necessary to get the desired results. Willing to work flexible hours is preferred.Collaboration and Teamwork - Create and support a positive, warm, and encouraging environment in which members participate, respect, and cooperate with each other to achieve desired results. Support in other duties as assigned.Initiative- Actively seeking opportunities to make a contribution rather than passively accepting situations. Take action to achieve goals; originates action.
   Background, Experience and EducationAt least 19 years of age and meet Colorado ECT Teacher qualifications required, including level II or III in PDIS credentials. Additional coursework may be required based on classroom assignment.Early education, child development or elementary education BA, AA or CDA highly preferred and possibly required depending on qualifications for Teacher position. Previous experience in a state licensed facility required. CPR and First Aid Certification required or willingness to obtain. Children's ministry experience is a plus.
   Thank you for your interest in joining the Lionheart Children's Academy team. We look forward to learning more about you.
   
   "But Jesus called the children to him and said, ‘Let the little children come to me, and do not hinder them, for the Kingdom of God belongs to such as these." Matthew 19:14 (NIV)
   
   Blessings!
   Talent Acquisition Team
   The Lionheart Children's Academy

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right church history teacher for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   To find church history teacher candidates, you can consider the following options:

   • Post your job opening on Zippia or other job search websites.
   • Use niche websites that focus on engineering and technology jobs, such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post your job on free job posting websites.

6. Interview candidates

   Recruiting church history teachers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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.

7. Send a job offer and onboard your new church history teacher

   Once you have selected a candidate for the church history teacher position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   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 church history teacher first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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