How to hire a resource paraprofessional

How to hire a resource paraprofessional, step by step

Here's a step-by-step resource paraprofessional hiring guide:

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

What does a resource paraprofessional do?

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1. Identify your hiring needs

   Before you start hiring a resource paraprofessional, 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

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

   This list presents resource paraprofessional salaries for various positions.

   Type of Resource Paraprofessional	Description	Hourly rate
   Resource Paraprofessional	Teacher assistants work under a teacher’s supervision to give students additional attention and instruction.	$11-17
   Student Internship	Student interns are student trainees in a company. They undergo on-the-job training as it may be required by their degree program in order to graduate... Show more	$10-21
   Teacher Internship	Teaching interns are individuals who assist teachers and educators in the classroom. The interns are instructed to fulfill the tasks set out and provided by the supervisors for them... Show more	$16-32

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Classroom Materials
   • Instructional Materials
   • Math
   • IEP
   • ASD
   • Autism

   Responsibilities:

   • Work with ESL and special needs students, individually and in small groups, to attain their learning objectives
   • Contribute to IEP meetings to help identify appropriate student goals.
   • Create maps and presentation materials utilizing GIS, CanVis and Powerpoint.
   • Maintain a record or record data regarding students and IEP goal progress.
   • Enhance reading and math skills by administering assessments and planning instruction according to given data.
   • Work one-on-one with special education students providing additional support in math, reading, writing, social studies, and science.

3. Make a budget

   Including a salary range in the resource paraprofessional job description is a good way to get more applicants. A resource paraprofessional salary can be affected by several factors, such as the location of the job, the level of experience, education, certifications, and the employer's prestige.

   For example, the average salary for a resource paraprofessional in Missouri may be lower than in Hawaii, and an entry-level engineer typically earns less than a senior-level resource paraprofessional. Additionally, a resource paraprofessional with lots of experience in the field may command a higher salary as a result.

   Average resource paraprofessional salary

   $14.63hourly

   $30,427 yearly

   ---

   Entry-level resource paraprofessional salary

   $24,000 yearly salary

   Updated December 17, 2025

   Average resource paraprofessional salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Michigan	$33,967	$16
   2	Minnesota	$33,542	$16
   3	California	$33,154	$16
   4	Connecticut	$32,446	$16
   5	Iowa	$29,384	$14
   6	Arizona	$28,151	$14
   7	Colorado	$27,840	$13
   8	Nebraska	$27,445	$13
   9	Idaho	$27,322	$13
   10	Illinois	$26,479	$13
   11	Indiana	$26,017	$13

   Average resource paraprofessional salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	South Washington County Schools	$32,509	$15.63	4
   2	Grandville Public Schools	$32,402	$15.58	6
   3	University of Georgia Small Business Development Center	$30,408	$14.62	8
   4	Denver Public Schools	$30,355	$14.59	25
   5	Youth Villages	$29,492	$14.18
   6	Omaha Public Schools	$29,088	$13.98	8
   7	Vista Unified	$28,744	$13.82	9
   8	Rock Island Senior High School	$28,154	$13.54	15
   9	East St Louis School District 189	$27,400	$13.17
   10	Wayne RESA	$26,537	$12.76	61
   11	Gilbert Unified School District 41	$25,578	$12.30	14
   12	Suwannee County School District	$24,141	$11.61	1
   13	Pocatello/Chubbuck School District 25	$23,424	$11.26	6

4. Writing a resource paraprofessional job description

   A good resource paraprofessional job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a resource paraprofessional job description:

   Resource paraprofessional job description example

   HIGH NEEDS/RESOURCE SPECIAL EDUCATION PARAPROFESSIONAL - 10 Positions Available
   
   PARK HIGH SCHOOL
   
   Benefits:
   
   * Participation in Minnesota State retirement program. Can contribute to 403(b) and may be eligible for district match based on union contract.
   * Medical insurance benefits at 25 hours per week. Participation in High Deductible plan includes contribution to a VEBA per union contract.
   * Position follows school calendar with the option to work in other summer paraprofessional positions if interested.
   
   Compensation:
   
   Base rate of pay is $16.63/hour. Eligible for an additional $.50 per hour once Highly Qualified status is achieved (2 or 4 year degree, OR 60 semester credits OR successful completion of the Para Pro which is offered by the district once a month). External candidates DO NOT need to meet this criteria until after they are hired. INTERNAL CANDIDATES MUST MEET THIS CRITERIA AT THE TIME THEIR APPLICATION IS SUBMITTED.
   
   Classification: Program
   
   Hours per day or per week: 6.5 hours per day
   
   Position start and end time: 8:10 a.m. - 3:10 p.m.
   
   Application Available: 06/24/2022 - 06/29/2022 or until filled
   
   Anticipated Start Date: September 6, 2022
   
   POSITION SUMMARY:
   
   This position is responsible for providing instructional and/or behavioral support to special education students in high needs programs under the direction of a licensed special education teacher.
   
   PRIMARY JOB FUNCTIONS:
   
   * Consult daily with licensed special education teacher regarding daily responsibilities.
   * Assist special education teacher in implementing district policies and procedures, including but not limited to emergency procedures, building orientation, confidentiality, student vulnerability, data collection, and classroom management as directed.
   * Assist special education students in academic areas such as reading, writing or math. This includes implementing curriculum, adapting instructional strategies and materials according to the needs of the student under the direction of a licensed teacher.
   * Work with students that may have learning challenges, behavioral issues, and/or need physical support. It may be necessary to assist students with toileting, eating, transitioning to classes, lockers, lunch/recess, buses, physical transfers; and other activities of daily living.
   * Accept work direction willingly, shift work assignments and accept changing and new job assignments as needed.
   * Support licensed teacher in utilizing a variety of behavioral management techniques, including redirection and restraints if necessary throughout the day. Supervise students during cooling off time, monitor and document behavior, and implement positive behavior support.
   * Collect and record student data adhering to the supervising Special Education teacher's directions and requirements. Communicates this information to licensed teacher(s) and other staff connected to that student as identified by supervising teacher.
   * Provide services to student as directed by licensed teacher in a manner that demonstrates knowledge of, and a positive respect for, the distinctions between the roles and responsibilities of the teacher, paraprofessional and other staff.
   * Understand and maintain boundaries and confidentiality with students, families, and staff.
   * Maintain a high level of fairness, confidentiality, respect and equity for all students, staff and families.
   * Other duties as assigned.
   
   JOB SPECIFICATIONS (EDUCATION, LICENSE, EXPERIENCE, KNOWLEDGE, SKILLS, AND ABILITIES):
   
   Required:
   
   * High school diploma or equivalent.
   * Ability to meet District 833 Highly Qualified requirements.
   * Competencies as required by State of Minnesota, Federal government, and/or District 833.
   * Possess the skills and ability to reinforce math, reading, and writing skills in elementary and/or secondary classrooms.
   * Ability to lift and transfer up to 50 pounds.
   * Proven teamwork, confidentiality, and communication skills.
   * Models appropriate behavior, neat appearance, and proper grammar usage for all students. Helps provide a positive learning environment.
   * Self-directed and able to organize small group reading and math activities with resources and assessments provided.
   * Ability to perform routine computer functions, including email, Internet navigation and Microsoft Word.
   * Ability to pass Paraprofessional fitness for duty tests.
   * Prompt, regular and reliable attendance.
   * Actively participates in district-sponsored training when offered.
   * Communicates with students, parents, co-workers, supervisors, and the community in a positive and responsive way that is consistently welcoming and enhances effective work relationships.
   * Demonstrates an appreciation of diversity in all interactions and job functions.
   
   Desired:
   
   * Trained in and experience utilizing behavioral management techniques.
   * Demonstrates knowledge of basic academics and behavior characteristics of elementary and/or secondary students.
   * Certification in first aid and CPR (cardiopulmonary resuscitation).
   * Previous experience working with students with disabilities and knowledge of disabilities.
   * Knowledge of the terminology related to the services and support of special education students.
   * Previous experience utilizing behavioral management techniques.
   * Demonstrates good organizational and time management skills.
   
   EQUAL OPPORTUNITY EMPLOYER

   Copy this example

   

5. Post your job

   To find the right resource paraprofessional for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with resource paraprofessionals they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit resource paraprofessionals who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your resource paraprofessional job on Zippia to find and recruit resource paraprofessional 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 resource paraprofessionals, 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 resource paraprofessional

   Once you've selected the best resource paraprofessional candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing 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 employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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