How to hire a pass worker

How to hire a pass worker, step by step

Here's a step-by-step pass worker hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a pass worker, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   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 pass worker 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 pass worker that fits the bill.

   This list presents pass worker salaries for various positions.

   Type of Pass Worker	Description	Hourly rate
   Pass Worker	Social workers help people solve and cope with problems in their everyday lives. One group of social workers—clinical social workers—also diagnose and treat mental, behavioral, and emotional issues.	$12-17
   Youth Advocate	Youth advocates are individuals who responsible for maintaining the human rights of youth while assisting them in developing their skills in all areas of life, such as education, health, employment, and relationships. These advocates are required to discuss youth development and involvement with various leaders in the community... Show more	$12-19
   Youth Development Professional	Youth Development Professionals are specialists in implementing and overseeing programs to help adolescents discover their abilities and interests. They are responsible for coordinating career days and field trips, organizing mentorship sessions, create youth outreach projects, and assisting community organizations in youth provision development... Show more	$9-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Sheets
   • Incident Reports
   • Autism
   • Developmental Disabilities
   • Direct Care
   • Treatment Plan
   • Data Collection
   • Crisis Intervention
   • Service Plan
   • Social Situations
   • Social Interaction
   • Care Plan
   • Rhode
   • ADL

   Check all skills

   Responsibilities:

   • Review and research leads regarding personal injury cases by obtaining information from the Medicaid recipient's attorney and insurance adjuster
   • Skil in calming aggressive clients with mood disorders on the autism spectrum
   • Implement individualize education program (IEP) pertaining to each child.
   • Work with children on basic ADL's and behavior at home and within the community.
   • Collaborate with clinical supervisor and client's family to increase knowledge and skills in social, safety and daily living.
   • Respond effectively to potential safety hazards and emergencies.

3. Make a budget

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

   • Location. For example, pass workers' average salary in mississippi is 53% less than in new jersey.
   • Seniority. Entry-level pass workers 27% less than senior-level pass workers.
   • Certifications. A pass worker 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 pass worker's salary.

   Average pass worker salary

   $15.32hourly

   $31,857 yearly

   ---

   Entry-level pass worker salary

   $27,000 yearly salary

   Updated December 16, 2025

4. Writing a pass worker job description

   A job description for a pass worker 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 pass worker job description:

   Pass worker job description example

   The Psychiatric Rehabilitation Worker is responsible for leading and facilitating groups of the Westmoreland Psychiatric Rehabilitation program. This position provides individualized teaching, training, and support to adults with severe and persistent mental illnesses. Responsibilities include completing and updating assessments of needs and strengths required by the program, developing and leading groups, providing vocational and independent life skills training. The Psychiatric Rehabilitation Worker provides skill/resource development, counseling and encouragement to clients as they move into vocational or community based activities of their choice; ensures that all clients receive the level of and/or have access to the services/supports they choose, and to monitor and track client progress of assigned caseload; and participates in the development of individualized rehabilitation plans. This job helps provides a safe and therapeutic environment and facilitating a client-centered focus on recovery. Psychiatric Rehabilitation workers provide services which are developed to assist individuals in reaching their optimal level of community integration.
   Essential Job Functions
   + Follow an overall rehabilitation philosophy and provide guidance to fellow staff and clients in methods of achieving them.
   + Plan, organize, and implement groups and activities.
   + Develop group curriculums consistent with client needs and desires.
   + Ensure that all client’s appointments are set in a timely fashion.
   + Conduct person-centered individual sessions consistent with the client’s goals.
   + Participate in the collection of data for the comprehensive quality assurance plan to evaluate the program.
   + Document all goals achieved by clients.
   + Document all in-patient hospitalizations to clients participating in the Psych Rehab program.
   + Complete all documentation according to OMHSAS and Program guidelines.
   + Complete documentation when opening of a new Client.
   + Maintain a caseload of clients by meeting at least one hour a month to discuss program progress and review individual rehabilitation goal plans.
   + Renew necessary documents in a timely manner.
   + Annually complete a new Strength Based assessment and functional assessment.
   + Plan and execute a recovery based curriculum for 4 groups a week.
   + Establish, maintain and update a curriculum for each group.
   + Document after each group session a note that describes the lesson plan and how it is helps each client work towards his or her goal.
   + Attend monthly staff meeting at Psych Rehab office.
   + Other duties as assigned.
   Required Qualifications
   + Bachelor’s Degree or Certified Psychiatric Rehabilitation Practitioner (CPRP)
   + Six (6) months to one (1) year of experience in Behavioral Health
   + Strong leadership ability, good organizational skills, independent and critical thinking skills, sound judgment.
   + Strong ability to communicate complex and/or controversial topics and concepts to a wide and diverse audience.
   + Ability to multi-task and prioritize assignments
   + Knowledge of basic Office Equipment such as copier, fax machine, etc.
   + Proficiency in Microsoft Office including Outlook
   + Strong time management and organizational skills; ability to work independently and in a team setting; creativity in treatment in various settings, flexibility in scheduling.
   + Ability to communicate with all members of the health care team
   License, Certification & Clearances
   + Current Basic Life Support (BLS) approved curriculum of the American Heart Association (CPR and AED) program required
   + Act 33 Clearance with renewal
   + Act 34 Clearance with renewal
   + Act 73 FBI Clearance with renewal
   + Child mandated court Reporting Training within 30 days of hire or transfer
   + Must obtain Certified Psychiatric Rehabilitation Practitioner (CPRP) within two years of hire or transfer
   + Valid Pennsylvania Driver’s License (if out of state hire current Department of Motor Vehicle record report required and obtain PA Current Driver License within 30 days of hire).
   Supervisory Responsibilities
   + This position has no direct supervisory responsibilities, but does serve as a coach and mentor for other positions in the department.
   Position Type/Expected Hours of Work
   + Incumbent will be scheduled based on operational need (rotate shifts, standby, on-call, etc.).
   + Travel may be expected locally between Excela Health locations.
   LEAN
   + Actively promotes a Lean work culture by performing team member duties to encourage consistent use of LEAN principles and processes, including continually seeking work process improvements. Recognizes the necessity of taking ownership of one’s own motivation, morale, performance and professional development. Strives for behavior consistent with being committed to Excela’s missions, vision and values.
   AAP/EEO
   + Excela Health is an Equal Opportunity Employer. It is the policy of Excela Health to prohibit discrimination of any type and to afford equal employment opportunities to employees and applicants, without regard to race, color, religion, sex, national origin, age, marital status, non-job related disability, veteran status, or genetic information, or any other protected class. Excela Health will conform to the spirit as well as the letter of all applicable laws and regulations.
   + Ability to perform the Essential Functions listed on the Physical Conditions and ability to perform the Essential Functions on the Working Condition chart below.
   Work Environment
   Effective March 2020 or during pandemic: goggles, face shield and mask are required according to CDC guidelines
   When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.
   Essential – Absolute Necessity.
   Marginal – Minimal Necessity.
   Constantly – 5.5 to 8 hours or more or 200 reps/shift.
   Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.
   Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.
   Rarely – Less than 0.25 hours or less than 2 reps/shift.
   Physical Condition
   Essential
   Marginal
   Constantly
   Frequently
   Occasionally
   Rarely
   Never
   Extreme Heat
   X
   Extreme Cold
   X
   Heights
   X
   Confined Spaces
   X
   Extreme Noise(>85dB)
   X
   Mechanical Hazards
   X
   Use of Vibrating Tools
   X
   Operates Vehicle (company)
   X
   X
   Operates Heavy Equipment
   X
   Use of Lifting/Transfer Devices
   X
   Rotates All Shifts
   X
   8 Hours Shifts
   X
   X
   10-12 Hours Shifts
   X
   X
   On-Call
   Overtime(+8/hrs/shift; 40/hr/wk)
   X
   X
   Travel Between Sites
   X
   X
   Direct Patient Care
   X
   X
   Respirator Protective Equipment
   X
   Eye Protection
   X
   Head Protection (hard hat)
   X
   Hearing Protection
   X
   Hand Protection
   X
   X
   Feet, Toe Protection
   X
   Body Protection
   X
   Latex Exposure
   X
   X
   Solvent Exposure
   X
   Paint (direct use) Exposure
   X
   Dust (sanding) Exposure
   X
   Ethylene Oxide Exposure
   X
   Cytotoxic (Chemo) Exposure
   X
   Blood/Body Fluid Exposure
   X
   X
   Chemicals (direct use) Exposure
   X
   X
   Mist Exposure
   X
   Wax Stripper (direct use)
   X
   Non-Ionizing Radiation Exposure
   X
   Ionizing Radiation Exposure
   X
   Laser Exposure
   X
   Physical Demands
   When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.
   Essential – Absolute Necessity.
   Marginal – Minimal Necessity.
   Constantly – 5.5 to 8 hours or more or 200 reps/shift.
   Frequently – 2.5 to 5.5 hours or more or 32-200 reps/shift.
   Occasionally – 0.25 to 2.5 hours or 2-32 reps/shift.
   Rarely – Less than 0.25 hours or less than 2 reps/shift.
   Physical Condition
   Essential
   Marginal
   Constantly
   Frequently
   Occasionally
   Rarely
   Never
   Bending (Stooping)
   X
   X
   Sitting
   X
   X
   Walking
   X
   X
   Climbing Stairs
   X
   X
   Climbing Ladders
   X
   Standing
   X
   X
   Kneeling
   X
   X
   Squatting (Crouching)
   X
   X
   Twisting/Turning
   X
   X
   Keyboard/Computer Operation
   X
   X
   Gross Grasp
   X
   X
   Fine Finger Manipulation
   X
   X
   Hand/Arm Coordination
   X
   X
   Pushing/Pulling(lbs. of force)
   X
   <10#
   Carry
   X
   <10#
   Transfer/Push/Pull Patients
   X
   Seeing Near w/Acuity
   X
   X
   Feeling (Sensation)
   X
   Color Vision
   X
   Hearing Clearly
   X
   X
   Pulling/Pushing Objects Overhead
   X
   X
   Reaching Above Shoulder Level
   X
   X
   Reaching Forward
   X
   X
   Lifting Floor to Knuckle
   X
   10-19#
   20-29#
   30->50#
   Lifting Seat Pan to Knuckle
   X
   10-19#
   20-29#
   30->50#
   Lifting Knuckle to Shoulder
   X
   10-20#
   20->50#
   Lifting Shoulder to Overhead
   X
   10-20#
   20->50#
   When lift requirement is in excess of 50#, lift assistance (2 person) and/or transfer device is required.

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5. Post your job

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

6. Interview candidates

   Recruiting pass workers 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.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates 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 pass worker

   Once you have selected a candidate for the pass worker 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.

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