How to hire a program evaluator

How to hire a program evaluator, step by step

Here's a step-by-step program evaluator hiring guide:

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

What does a program evaluator do?

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1. Identify your hiring needs

   The program evaluator 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

   Hiring the perfect program evaluator 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 program evaluators.

   Type of Program Evaluator	Description	Hourly rate
   Program Evaluator	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.	$18-37
   Resident	A resident, often known as a resident physician, is a medical doctor who just graduated from medical school and pursued the residency program for further training. Residents work with health care team members to provide direct medical care by diagnosing medical problems and devising appropriate treatment plans... Show more	$21-39
   Liaison	A liaison is a middle person responsible for collaborating different institutes, managing professional relationships to create benefiting results that would help a business' meet its goals and objectives. Duties of a liaison include facilitating communications, establishing partnership contract plans and procedures, managing conflicts, providing immediate resolution for concerns, and evaluating collaboration parameters... Show more	$14-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Data Collection
   • Program Evaluation
   • Eligibility Determination
   • Data Analysis
   • SPSS
   • Technical Assistance
   • Statistical Analysis
   • Community Resources
   • Quantitative Data
   • Medical Assistance
   • Nutrition Assistance
   • Qualitative Data
   • Evaluation Plan
   • Public Assistance Programs

   Check all skills

   Responsibilities:

   • Serve as data analyst, proficient in SPSS.
   • Collect the data and analyze it using SPSS.
   • Maintain current with both FAA and CSR complex set of guidelines, requirements, protocols, and policy.
   • Determine eligibility for FAA programs.
   • Maintain HIPAA confidentiality of records.
   • Provide training on relevant regional expertise to DOD polygraphers & background investigators.

   More program evaluator duties

3. Make a budget

   Including a salary range in your program evaluator job description helps attract top candidates to the position. A program evaluator salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a program evaluator in South Dakota may be lower than in New Jersey, and an entry-level program evaluator usually earns less than a senior-level program evaluator. Additionally, a program evaluator with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average program evaluator salary

   $55,579yearly

   $26.72 hourly rate

   ---

   Entry-level program evaluator salary

   $39,000 yearly salary

   Updated January 21, 2026

   Average program evaluator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	District of Columbia	$75,584	$36
   2	Washington	$66,104	$32
   3	New York	$63,864	$31
   4	Pennsylvania	$60,301	$29
   5	Illinois	$59,740	$29
   6	California	$59,491	$29
   7	Maryland	$54,020	$26
   8	Virginia	$53,899	$26
   9	Oregon	$52,981	$25
   10	Wisconsin	$51,393	$25
   11	Florida	$50,436	$24
   12	Kansas	$50,034	$24
   13	Colorado	$48,952	$24
   14	Minnesota	$48,860	$23
   15	Arkansas	$48,277	$23
   16	North Carolina	$46,849	$23
   17	Missouri	$46,344	$22
   18	Mississippi	$46,254	$22
   19	Arizona	$44,645	$21
   20	Texas	$44,270	$21

   Average program evaluator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Booz Allen Hamilton	$93,341	$44.88	18
   2	Utica College	$65,939	$31.70
   3	King County	$63,042	$30.31	6
   4	Monroe County	$62,355	$29.98	2
   5	Denver Health	$59,273	$28.50
   6	General Dynamics	$58,114	$27.94	77
   7	Ramsey County	$57,585	$27.69
   8	Middle East Broadcasting Network	$56,695	$27.26
   9	Minnesota State Fair	$56,499	$27.16	15
   10	University of Nebraska Medical Center	$56,354	$27.09	1
   11	University of California-Berkeley	$55,757	$26.81
   12	University of North Carolina	$55,576	$26.72	13
   13	Nyc Parks	$55,489	$26.68
   14	LA State University Continuing	$54,475	$26.19	54
   15	CDC Foundation	$54,174	$26.05	7
   16	Cherokee Nation Businesses	$53,930	$25.93
   17	Sorenson	$53,504	$25.72
   18	CaptionCall	$53,280	$25.62
   19	Northern Manhattan Perinatal Partnership	$52,912	$25.44
   20	Johns Hopkins University	$52,059	$25.03	8

4. Writing a program evaluator job description

   A program evaluator 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 a program evaluator job description:

   Program evaluator job description example

   Department: Education
   Employment Status: On-Call
   Program: Operations
   FLSA Status: Non Exempt
   Reports To: Operations Administrator
   Schedule: Up to 40 hours per week
   Supervises: NA
   Preference: TERO Ordinance 2017-01, P.L. 93-638
   
   Job Summary To assist the Education Division in providing a positive learning experience for children (0 to 18 years) and families creating a successful environment that will promote the growth and development of children and families in the classroom/group setting, at reception or in the kitchen. Substitutes will assist in all work as appropriate to the area in which he/she is covering. The program substitute will always have a regular staff person supporting their assigned work duties. Essential Functions Provide support in all areas of the classroom/group setting maintaining a clean, safe and developmentally appropriate environment; support the supervision of students and completing necessary documentation (0-5 yrs old); homework/study hall and onsite/after school activities (K-12th grade) Prepare materials as needed to carry out the weekly lesson plans and daily scheduled activities Create a positive atmosphere for all un'ina; assist with effective transitions between activities, modeling through the implementation of the use of appropriate consequences and problem solving skills (Project Achieve-Stop & Think). Greets all customers (i.e. children, families, staff, visitors, etc) in a friendly, caring manner. Listens and positively responds to requests for information or assistance. Supports in the kitchen such as food preparation, food service, washing, cleaning and sanitizing. Maintains the utmost confidentiality at all times, according to the Confidentiality Policy, and guides other staff in confidentiality issues. Reports incidents of suspected child abuse and or neglect according to Tribal policies and procedures, and assists other staff that may need to make a report. Documents and follows up on all reports made, according to the Child Abuse and Neglect Policy. Performs as a team member within the Education Division. (May include evenings and weekends). It is the intent of this job description to highlight the essential functions of the position; however, it is not an all-inclusive list. The incumbent may be called upon and required to follow or perform other duties and tasks requested by his/her supervisor, consistent with the purpose of the position, department and/or the Kenaitze Indian Tribe's objectives. Working Conditions Lifting Requirements Medium work – Exerting up to 50 pounds of force occasionally, and/or up to 20 pounds of force frequently, and/or up to 10 pounds of force constantly to move objects. Physical Requirements Stand or Sit (Stationary position) Walk (Move, Traverse) Use hands/fingers to handle or feel (Operate, Activate, Use, Prepare, Inspect, Place, Detect, Position) Climb (stairs/ladders) or balance (Ascend/Descend, Work atop, Traverse) Stoop, kneel, crouch or crawl (Position self (to), Move) Talk/hear (Communicate, Detect, Converse with, Discern, Convey, Express oneself, Exchange information) See (Detect, Determine, Perceive, Identify, Recognize, Judge, Observe, Inspect, Estimate, Assess) Taste/Smell (Detect, Distinguish, Determine) Pushing or Pulling Repetitive Motion Hazards and Atmospheric Conditions Exposure to Fumes Wet Noise Vibration OSHA Categories Category II – Normal routine involves no exposure to blood, body fluid or tissue, but exposure or potential for exposure may occur Travel Local Qualifications Education High School Diploma or General Education Degree (GED) Experience One (1) to three (3) years of working experience. License/Certification Must have a valid Alaska State driver's license and must remain insurable under the Tribe's policy. Pediatric/Adult First Aid/CPR Certification (or obtain within 30 days) State of Alaska Food Worker Card (or obtain within 30 days) Special Skills Conducts business in a service-oriented manner that is attentive, pleasant, respectful and kind when dealing with un'ina, visitors, co-workers and others. Preferred Knowledge and experience working with cultural diversities.
   
   Job Posted by ApplicantPro

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5. Post your job

   There are a few common ways to find program evaluators 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 program evaluator job on Zippia to find and recruit program evaluator 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 program evaluators, 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.

   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 program evaluator

   Once you've found the program evaluator 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.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   After that, you can create an onboarding schedule for a new program evaluator. 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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