How to hire a disability coordinator

How to hire a disability coordinator, step by step

Here's a step-by-step disability coordinator hiring guide:

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

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1. Identify your hiring needs

   The disability coordinator 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

   A disability coordinator's background is also an important factor in determining whether they'll be a good fit for the position. For example, disability 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.

   The following list breaks down different types of disability coordinators and their corresponding salaries.

   Type of Disability Coordinator	Description	Hourly rate
   Disability 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.	$16-32
   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
   Residence Service Coordinator	Residence service coordinators are professionals who are responsible for performing services to residents, such as providing them with referrals and access to community resources and empowering them by locating and initiating enrichment services on and off-site. These coordinators must identify and link residents with resources such as rental assistance, transportation, health services, and employment assistance... Show more	$14-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Disability Services
   • HIPAA
   • Developmental Disabilities
   • State Laws
   • Payroll
   • Performance Standards
   • IEP
   • OSHA
   • Classroom Observations
   • Compassion
   • Community Agencies
   • Federal Regulations
   • EHS
   • FMLA

   Check all skills

   Responsibilities:

   • Manage and coordinate the workload of the release team members and are responsible for organizing and hosting all production release windows.
   • Conduct training sessions for supervisor and managers on disability and FMLA.
   • Require to adhere to HIPAA guidelines in order to maintain client confidentiality.
   • Request transcripts and IEP as necessary to expedite the accommodation plan process.
   • Maintain current and accurate tracking records for FMLA and various state leave laws.
   • Maintain service records from quarterly maintenance of all customer's HVAC equipment and evolving assessments of recommend equipment replacements.

3. Make a budget

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

   • Location. For example, disability coordinators' average salary in vermont is 43% less than in hawaii.
   • Seniority. Entry-level disability coordinators 50% less than senior-level disability coordinators.
   • Certifications. A disability coordinator 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 a disability coordinator's salary.

   Average disability coordinator salary

   $48,726yearly

   $23.43 hourly rate

   ---

   Entry-level disability coordinator salary

   $34,000 yearly salary

   Updated December 15, 2025

4. Writing a disability coordinator job description

   A disability coordinator 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 a disability coordinator job description:

   Disability coordinator job description example

   The Health & Disabilities Coordinator is responsible for the planning, organization and management of the Health, Mental Health, Nutrition and Disabilities service areas of the Head Start and Early Head Start Programs. Service areas must be managed in a manner that reflects the Head Start goals and objectives as defined by the Federal Performance Standards and program plans.
   ESSENTIAL DUTIES AND RESPONSIBILITIES Develop program plans in accordance with Head Start Performance Standards to outline all available service provisions for health, disability, nutrition and mental health services. Facilitate and attend annual Health Advisory Committee meetings. Study policies, methods and procedures and make recommendations for modification as necessary for the proper functioning of the program. Develop policies and procedures for health, dental, mental health and nutrition issues as they arise. Update the Head Start/Early Head Start plan annually in conjunction with the Policy Council, parents and other staff. Conduct and oversee required health and developmental screenings in compliance with EPSDT Periodicity chart. Screenings include: Well child exams, dental exams, immunization administration, Optoacoustic emissions, Sure Site vision screening, Devereaux Early Childhood Assessment, ESI-R, ESI-K, ESI-P, ASQ-3 articulation, and height and weight measurements. Refer children who are determined to need follow-up care. Identify children with disabilities. Refer all such children and families to appropriate agencies for intervention. Monitor progress of such referrals. Attend IEP/IFSP meetings with appropriate Head Start/Early Head Start staff and agencies, including TBA/ISD, Early On and LEA personnel. Oversee all aspects of the Child and Adult Care Food Program including menu planning, meal count, submission of reimbursement claims, determination of eligibility, completion of all record keeping requirements and submission of annual application to Michigan Department of Education. Establish working relationships with local health providers and secure qualified persons to serve as contractual consultants to the GTB Head Start Program in the areas of nutrition, mental health and health. Plan, conduct or arrange for training of staff and parents concerning health education, first aid, and/or emergency procedures for medical, dental, mental health, and nutrition issues. Assist the family in their efforts to improve the condition and quality of life by identifying a medical home (comprehensive health care services) which will provide each family with access to comprehensive ongoing health care, and assist families in assuming responsibility for health care of their child/children. Attend management meetings with teaching staff. Attend staff, Management and Department staff meetings as required. Maintain up-to-date files as well as a record of all services rendered. Maintain a data base file for each family, which will contain all information in compliance with Federal Head Start Performance Standards. Participate in the development, implementation and analysis of the Community Assessment. Maintain strict confidentiality and protect the confidentiality of reports/files by an approved method. Substitute for the cook in times of absence and substitute in the classrooms as needed. Facilitate and conduct emergency drills.
   OTHER SKILLS AND ABILITIES Must have excellent written and verbal communication skills. Possess good organizational skills in order to maintain and manage family and child files. Must have general supervisory skills. General proficiency in computers, including Microsoft Office products and database applications, email and Internet. Excellent interpersonal skills with demonstrated patience, tact and respect. Able to effectively establish priorities and meet deadlines. General knowledge of leadership and management skills and techniques. Ability to quickly evaluate alternatives to atypical situations and decide on a plan of action. Must be able to work well with minimal supervision.
   EDUCATION and/or EXPERIENCE Bachelor's Degree with strong emphasis in Health, Social Services, Psychology or Early Childhood Education. 1-3 years experience preferred. Advanced knowledge of applicable law, regulations, rules and procedures of the Head Start/Early Head Start program. Must maintain current CPR/First Aid Certification
   SUPERVISORY RESPONSIBILITIES Supervises the Benodjenh Center Cook and the ITC Healthy Start Nurse. Serve as the Benodjenh Center supervisor on occasion, in the absence of the Benodjenh Center Supervisor.
   EQUIPMENT TO BE USED Computer, telephone, fax machine, copy machine, calculator, stove w/oven, vacuum, laminator, washer/dryer, scale, thermoscan, audiometer, tympanometer, otoaccoustic emission screener and vision screener.
   TYPICAL PHYSICAL DEMANDS Regularly requires sitting and/or standing for sustained periods of time. Occasional work with child sized furnishings and equipment is required. Occasional kneeling, bending and sitting on floor. Frequent lifting of children 0-5 years of age (up to 40 lbs). Occasional travel throughout the six-county service area as required.
   TYPICAL MENTAL DEMANDS Mathematical skills as required to perform basic budget, CACFP reporting and household income calculations. Ability to communicate with parents and children on an appropriate level. See other skills and abilities.
   
   WORKING CONDITIONS Majority of time will be spent in an office setting working four 10 hour days. Requires occasional evening and/or weekend work. Required to assist in the Head Start/Early Head Start classrooms as needed. Universal precautions will be taken at all times. Position will encounter varied situations and conditions. Job requires occasional driving throughout the six county service area.
   
   COMMENTS Native American preference will apply. Current and former Early Head Start and Head Start parents must receive preference for employment vacancies for which they are qualified. Must pass a background investigation and drug and alcohol urinalysis as a condition of employment. Adherence to strict company policy in regard to confidentiality is a must.
   The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Management retains the right to add or to change the duties of the position at any time. Any qualifications to be considered as equivalents in lieu of stated minimums require prior approval of the Director of Human Resources.

   Copy this example

   

5. Post your job

   To find disability coordinators 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 disability coordinators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level disability coordinators 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 disability coordinator job on Zippia to find and recruit disability coordinator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with disability coordinator 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 disability coordinator

   Once you've decided on a perfect disability coordinator candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   After that, you can create an onboarding schedule for a new disability coordinator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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