How to hire a coordinator, chronic disease prevention program

How to hire a coordinator, chronic disease prevention program, step by step

Here's a step-by-step coordinator, chronic disease prevention program hiring guide:

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

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1. Identify your hiring needs

   The coordinator, chronic disease prevention program 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.

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   Hiring the perfect coordinator, chronic disease prevention program also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list shows salaries for various types of coordinators, chronic disease prevention program.

   Type of Coordinator, Chronic Disease Prevention Program	Description	Hourly rate
   Coordinator, Chronic Disease Prevention Program	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.	$17-37
   Educational Programs Coordinator	An educational programs coordinator acts as a liaison who coordinates, plans, and organize all regional educational activities, school operations, and implements policies among schools, administrators, counselors, community representative, parents, and local agencies. He/she has strong analytical and problem-solving skills and possesses excellent leadership and time management skills to fulfill his/her /her duties and responsibilities since the job involves a variety of campaigns, projects, or events... Show more	$15-32
   Children's Program Coordinator	A children's program coordinator is someone who develops programs for children and toddlers. The children's program coordinator creates child-centered programs to educate and entertain children and infants... Show more	$13-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Diabetes
   • Community Outreach
   • Primary Care
   • Community Resources
   • Community Agencies
   • Public Health Programs
   • Data Collection
   • Asthma
   • Health Promotion
   • Prevention Programs
   • Hypertension

   Responsibilities:

   • Manage and coordinate the workload of the release team members and are responsible for organizing and hosting all production release windows.
   • Include diabetes, hyperlipidemia, hypertension.
   • Foster partnerships with other community organizations to identify and address asthma triggers at home and in local area schools.
   • Coordinate the statewide asthma partnership and collaboration among the chronic disease programs for program integration.
   • Coordinate and facilitate a bi-weekly empowerment program design to provide pregnant teen mothers with career development opportunities and positive life skills.
   • Assist in development of administrative policies and procedures.

3. Make a budget

   Including a salary range in your coordinator, chronic disease prevention program job description is a great way to entice the best and brightest candidates. A coordinator, chronic disease prevention program salary can vary based on several factors:

   • Location. For example, coordinators, chronic disease prevention program' average salary in missouri is 54% less than in district of columbia.
   • Seniority. Entry-level coordinators, chronic disease prevention program earn 52% less than senior-level coordinators, chronic disease prevention program.
   • Certifications. A coordinator, chronic disease prevention program 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 coordinator, chronic disease prevention program's salary.

   Average coordinator, chronic disease prevention program salary

   $53,651yearly

   $25.79 hourly rate

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   Entry-level coordinator, chronic disease prevention program salary

   $37,000 yearly salary

   Updated December 20, 2025

4. Writing a coordinator, chronic disease prevention program job description

   A good coordinator, chronic disease prevention program job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a coordinator, chronic disease prevention program job description:

   Coordinator, chronic disease prevention program job description example

   What You Will Do:
   
   Coordinator, Injury Prevention Program - TraumaFull-time - Day shift UMMC - Baltimore, MD
   
   TheUniversity of Maryland Medical Center (UMMC), a designated Magnet facility, we are a team. Nurses and doctors, specialists and therapists, work shoulder-to-shoulder to give our patients the care they deserve. We take time to celebrate each other's contributions and treat each other with respect by valuing each other's ideas and opinions. Ultimately, we support each other's growth. Together, we form a world-class team dedicated to furthering the practice of patient care.I. General Summary
   
   Under general supervision, plans, implements, evaluates and tracks outcomes of educational programs for Maryland's citizens regarding prevention of traumatic injuries. Provides information and education to the community about services provided by the ShockTraumaCenter for severely injured patients. In addition, proactively develops relationships with state and county agencies, State's Attorney's offices, judges, parole and probations, drunk driving monitors, departments of juvenile justice, school systems and other agencies for the purpose of prevention education, representing the Center for Injury Prevention and Policy. Actively conducts research on methods utilized and evaluation of programming.
   
   II. Principal Responsibilities and Tasks
   
   The following statements are intended to describe the general nature and level of work being performed by people assigned to this classification. These are not to be construed as an exhaustive list of all job duties performed by personnel so classified.
   
   + Manages daily clinical operations to ensure program policies and protocols are being implemented. Works with team members to promote effective communication, mandatory compliance requirements, and adherence to standards of best practice.
   
   + Identifies education needs related to prevention education in the community. Develops program goals, objectives and strategies.
   
   + In collaboration with the UMMS Foundation is accountable for obtaining grants, administering funding, monitoring progress, and submitting all reports.
   
   + Creates and coordinates community outreach and prevention programs for targeted populations.
   
   + Develops measurement and evaluation tools to monitor effectiveness of prevention programs
   
   + Serves as community spokesperson for the STC Center for Injury Prevention and Policy, and develops relationships with the local media to obtain coverage of prevention activities.
   
   + Collaborates with the multidisciplinary team, physicians, department managers and administration throughout the R Adams Cowley STC and external contacts to advance the goals of the CIPP.
   
   + Participates in legislative efforts that impact trauma/injury prevention.
   
   + Prepares for reviews by the American College of Surgeons, MIEMSS and other regulatory agencies maintaining PARC standards and regulations.
   
   + Plans and implements measurements to determine the effectiveness and impact of programs.
   
   + Collaborates closely with MIEMSS in developing, monitoring and evaluating the effectiveness of injury prevention programs and public education programs. Maintains all regulatory standards regarding prevention and community outreach by MIEMSS for PARC designation.
   
   + Oversees program data collection, management and outcome evaluation and IRB process
   
   + Supervises interns, students, and/or volunteers. Leads the Nursing Council on Prevention
   
   + Functions as program supervisor for the Trauma Prevention Program. Responsible for component services representing the programs, identifying key contacts, establishing relationships, and networking with community and state leaders.
   
   + Supervises program staff: completes performance evaluations, facilitates team meetings, reviews documentation, identifies professional development needs, maintains written records, and holds staff accountable for assigned job duties. Conducts community site visits as needed to supervise employees, evaluates program services delivery, and facilitates working relationships.
   
   + Provides clinical leadership to program staff as needed: co-facilitates presentations including, but not limited to, the Drinking Driver Monitor Program, the At-Risk Teen Program, and the School Trauma Prevention Presentations.
   
   + Works directly with the Clinical Practice and Professional Development Department to identify and address staff's professional development needs with regards to Trauma Informed/Engaged Care.
   
   + Meets with Program Director monthly to discuss job performance and areas of professional development.
   
   UMMC offers...
   
   + A competitive wage scale
   
   + Up to $10,000 a year for your graduate degree at the University of Maryland School of Nursing
   
   + An achievable professional advancement model
   
   + Reimbursement for continuing education and certification
   
   + A full benefit package including Health, Vision, Dental, PTO, retirement contribution, and more!
   
   What You Need to Be Successful:
   
   + Bachelor's degree required; Master's degree in health-related field preferred.
   
   + Licensure as a Registered Nurse or Allied Health Professional in the state of Maryland, or eligible to practice due to Compact state agreements outlined through the MD Board of Nursing, or LMSW is required.
   
   + A minimum of two years experience as a health care provider in trauma or related area, required. Community health or prevention experience preferred.
   
   + Experience with scientific research and publication recommended.
   
   We are an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law.

   Copy this example

   

5. Post your job

   There are a few common ways to find coordinators, chronic disease prevention program for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your coordinator, chronic disease prevention program job on Zippia to find and recruit coordinator, chronic disease prevention program candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit coordinators, chronic disease prevention program, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 coordinator, chronic disease prevention program

   Once you have selected a candidate for the coordinator, chronic disease prevention program 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 also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new coordinator, chronic disease prevention program. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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