How to hire an extension educator

How to hire an extension educator, step by step

Here's a step-by-step extension educator hiring guide:

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

What does an extension educator do?

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1. Identify your hiring needs

   First, determine the employments status of the extension educator you need to hire. Certain extension educator 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 an extension educator 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 extension educator that fits the bill.

   This list presents extension educator salaries for various positions.

   Type of Extension Educator	Description	Hourly rate
   Extension Educator		$12-37
   Home Advisor	A Home Advisor's task is to develop a business system infrastructure to provide a pathway for the growth of executives, mid-management, and staff for a management consulting company. Home Advisors adapt to various communication styles for troubleshooting, which depends on the customers' technology level... Show more	$13-86
   County Extension Agent	A county extension agent is responsible for traveling to different areas within a county, facilitating various learning programs, and helping citizens learn about the advances and topics of industries like agriculture. They are responsible for coordinating with governmental and non-governmental organizations, developing materials to promote agricultural research, empowering investment opportunities, and facilitating meetings... Show more	$11-39

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Program Development
   • Food Safety
   • Natural Resources
   • Needs Assessment
   • Community Organizations
   • Economic Development
   • Program Delivery
   • Curriculum Development
   • Program Evaluation
   • Leadership Development
   • Community Development
   • Technical Assistance
   • AG
   • Community Stakeholders

   Check all skills

   Responsibilities:

   • Develop, implement and evaluate educational programs relating to commercial and consumer horticulture IPM including field demonstration trials.
   • Design and implement community trash disposal, recycling and composting project.

   More extension educator duties

3. Make a budget

   Including a salary range in your extension educator job description is a great way to entice the best and brightest candidates. An extension educator salary can vary based on several factors:

   • Location. For example, extension educators' average salary in oklahoma is 61% less than in pennsylvania.
   • Seniority. Entry-level extension educators earn 68% less than senior-level extension educators.
   • Certifications. An extension educator 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 an extension educator's salary.

   Average extension educator salary

   $44,053yearly

   $21.18 hourly rate

   ---

   Entry-level extension educator salary

   $25,000 yearly salary

   Updated December 20, 2025

   Average extension educator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Pennsylvania	$52,138	$25
   2	Michigan	$42,107	$20
   3	California	$41,292	$20
   4	Ohio	$39,723	$19
   5	Massachusetts	$39,507	$19
   6	Nebraska	$38,183	$18
   7	Indiana	$37,518	$18
   8	Minnesota	$36,978	$18
   9	Wisconsin	$34,811	$17
   10	Connecticut	$32,872	$16
   11	Idaho	$28,171	$14
   12	Oklahoma	$20,574	$10

   Average extension educator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of Massachusetts Boston	$75,299	$36.20
   2	PSEA	$74,266	$35.70
   3	University of Connecticut	$70,483	$33.89	1
   4	Central State University	$69,916	$33.61	5
   5	University of Illinois Springfield	$69,140	$33.24
   6	Board Of Regents Of The University System Of Georgia	$57,694	$27.74
   7	Michigan State University	$56,885	$27.35	1
   8	University Of Minnesota Physicians	$56,843	$27.33	1
   9	University of Maryland, Baltimore	$56,327	$27.08	3
   10	Loyola Marymount University	$55,408	$26.64	3
   11	University of Wyoming	$53,838	$25.88	8
   12	University of Nebraska at Omaha	$53,792	$25.86	4
   13	University of Georgia Small Business Development Center	$51,704	$24.86	20
   14	University of Massachusetts Amherst	$50,347	$24.21	3
   15	University of Nebraska System	$47,556	$22.86
   16	University of Wisconsin System	$47,542	$22.86	6
   17	University of Idaho	$46,084	$22.16	3
   18	Msu	$44,193	$21.25	29
   19	The Ohio State University	$40,588	$19.51	4
   20	Oklahoma State University	$40,263	$19.36

4. Writing an extension educator job description

   An extension educator 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. To help get you started, here's an example of an extension educator job description:

   Extension educator job description example

   SUMMARY DESCRIPTION:
   
   At the direction of the principal, assists teachers by performing a variety of tasks that promote student learning and well-being. Works individually and in small groups to reinforce instruction, monitor performance, and support learning. This position also performs a variety of instructional and classroom management supports, as well as related clerical tasks to support teachers and other professional staff in all classrooms or learning environments.
   
   CERTIFICATE LICENSE:
   
   None.
   
   KNOWLEDGE, SKILLS, and ABILITIES:
   
   Knowledge of child development, instructional strategies and practices applicable to assignment, and instructional goals and policies of Montgomery County Public Schools. Ability to assist with implementation of the instructional program and to participate in monitoring and ensuring appropriate student behavior. Ability to exhibit patient behavior and to work effectively with children, young adults, and staff members. Ability to follow written and verbal instructions and to perform all required tasks. Ability to communicate effectively, both verbally and in writing. Ability to read/write/speak English. Ability to interact with and support students with special needs. Knowledge of standard desktop computer hardware and software such as MS Office products and database software. Knowledge of and the ability to meet the seven core competencies of the Supporting Services Professional Growth System (SSPGS).
   
   EDUCATION, TRAINING, and EXPERIENCE:
   
   These requirements are in order of preference. 1. AA degree, required. Bachelors degree preferred. College course work should include a minimum of nine credit-hours related to education field such as behavior management, instructional strategies, and one year experience working with students in structured educational (or academic) situations preferred. Or: If no related education course work, then two to four years experience working with children and adolescents required. I.e. working in a structured setting such as a daycare, pre-school, etc. required. 2. Or at least 48 college credits and two years of experience in an education related field including preschool, adult day program, after school program, extended day, or school/non-school based departments, etc. 3. Or two years of experience in an education related field including nursery school, adult day program, after school program, extended day, or school/non-school based departments, etc., and successful completion of the ParaPro Assessment with a qualifying score of 455 or higher is required. I.e. Opportunity for current supporting services employees 4. Any combinations of applicable education, training, and experience which provide the knowledge, abilities, and skills necessary to perform effectively in the position may be considered.

   Copy this example

   

5. Post your job

   There are a few common ways to find extension educators 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 extension educator job on Zippia to find and recruit extension educator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit extension educators, 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.

   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 extension educator

   Once you have selected a candidate for the extension educator 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.

   To prepare for the new extension educator 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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How much does it cost to hire an extension educator?