How to hire a district administrator

How to hire a district administrator, step by step

Here's a step-by-step district administrator hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the district administrator you need to hire. Certain district administrator 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 district administrator 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 district administrator that fits the bill.

   This list shows salaries for various types of district administrators.

   Type of District Administrator	Description	Hourly rate
   District Administrator		$14-36
   Administrative Staff	As the administrative staff, they primarily provide administrative and secretarial support for the department. Typically, they do report-writing, filing and scheduling, and payroll... Show more	$27-48
   Administrative Coordinator	An Administrative Coordinator oversees the line of communication and schedules within a company, ensuring that every necessary information is delivered and conveyed. An administrative coordinator's responsibilities include responding to inquiries and requests from workforce personnel or client, managing calls and correspondence, maintaining and rotating various forms of documentation, and designing or improving systems that would help the company's operating procedures... Show more	$13-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Financial Reports
   • Purchase Orders
   • Expense Reports
   • Travel Arrangements
   • Invoice
   • Human Resources
   • K-12
   • Office Reports
   • Administrative Regulations
   • Professional Development
   • PowerPoint
   • Background Checks
   • Administrative Functions
   • Customer Complaints

   Check all skills

   Responsibilities:

   • Assist with special projects as outlined by DM, managing and monitoring projects to ensure deadlines are meet.
   • Manage transition of new research faculty members in mid-year, including transfer of NIH federal grants and private grants.
   • Initiate and manage the implementation of facilities management oversight of external properties.
   • Create and coordinate distribution of all local marketing material, (newsletters, brochures, PowerPoint presentations, etc.
   • Maintain physical/electronic files for office use and SharePoint access.
   • Create customized proposals, PowerPoint presentations and detail benefits comparisons including cost analysis, benefits options and richness of plans.

3. Make a budget

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

   • Location. For example, district administrators' average salary in montana is 42% less than in california.
   • Seniority. Entry-level district administrators 59% less than senior-level district administrators.
   • Certifications. A district administrator 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 district administrator's salary.

   Average district administrator salary

   $49,010yearly

   $23.56 hourly rate

   ---

   Entry-level district administrator salary

   $31,000 yearly salary

   Updated January 22, 2026

4. Writing a district administrator job description

   A district administrator 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 district administrator job description:

   District administrator job description example

   The District Administrator I is responsible for the support of the administration and processing of contracts, invoicing, work records, personnel files and associated documents.
   Essential Job Functions
   Maintains a safe, secure and healthy environment by adhering to Company/Customer safety standards and practices and to legal regulations, alerting others regarding potential hazards or concern Adheres to and is a champion of TEAM's Core ValuesAssists with all vendor transactions and ensures vendor invoices are promptly processed as AP journals or invoices against a purchase order Processes P-card invoices, ensuring those invoices are reconciled in AX and JP Morgan on a monthly basis Provides Corporate with adequate documentation to support vendor invoice payments Responds to center-led inquiries regarding unacceptable District DSO, invoices over 360, etc.Assists with making ready work packages per the customer contract requirements Ensures inventory is properly expensed to each project in AXPlaces and/or processes intercompany inventory purchase orders and inventory transfers Assists Operations with cycle count process as needed Evaluates on-hand inventory at month-end to ensure no items were missed when inventory was allocated to projects
   Job Qualifications
   High school diploma or equivalent required One (1) year or more of experience in an administrative Proficient with Microsoft Word, Excel and PowerPoint preferred Experience with Microsoft Dynamics AX a plus Travel requirement 0% - 25%
   Work Conditions
   Position is located at the District office Work is conducted in a semi-private office/cubicle setting Days and hours of work are Monday through Friday 8:00 am to 5:00 pm. Some flexibility in hours is allowed, but the employee must be available during the core work hours of 9:30 am to 3:30 pm
   Physical and Mental Requirements
   Ability to lift and carry 25 pounds Sufficient clarity of speech and hearing or other communication capabilities, with or without reasonable accommodation, which permits employee to communicate effectively Ability to sit for prolonged periods of time with or without reasonable accommodation Sufficient manual dexterity with or without reasonable accommodation, which permit the employee to perform routine office duties Sufficient personal mobility and physical reflexes, with or without reasonable accommodations to perform office duties and travel when necessary to off-site locations
   
   TEAM provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
   This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

   Copy this example

   

5. Post your job

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

6. Interview candidates

   During your first interview to recruit district administrators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 district administrator

   Once you've found the district administrator 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 also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new district administrator. 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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