How to hire a school chaplain

How to hire a school chaplain, step by step

Here's a step-by-step school chaplain hiring guide:

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

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1. Identify your hiring needs

   The school chaplain 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

   A school chaplain's background is also an important factor in determining whether they'll be a good fit for the position. For example, school chaplains 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 shows salaries for various types of school chaplains.

   Type of School Chaplain	Description	Hourly rate
   School Chaplain		$14-43
   Youth Director	A Youth Director plans and supervises programs and activities for children and adolescents at a church, community outreach organization, or social service program. Another primary duty is to train and oversee volunteers.	$13-31
   General Director	A general director is required to oversee all the business operations of their company, including its financial performance and investments. Part of a general director's job is to supervise executives and delegate work to them... Show more	$33-82

   Show more

2. Create an ideal candidate profile

   Common skills:

   • GOD

   Responsibilities:

   • Lead and supervise all youth ministry activities including; Sunday school, UMYF, Jr. High/Sr.
   • Perform administrative duties, maintain office files and oversee all counselor CPR safety certifications.
   • Develop student leadership through domestic and international mission opportunities and DIA program.

3. Make a budget

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

   • Location. For example, school chaplains' average salary in kansas is 41% less than in alaska.
   • Seniority. Entry-level school chaplains 66% less than senior-level school chaplains.
   • Certifications. A school chaplain 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 school chaplain's salary.

   Average school chaplain salary

   $53,807yearly

   $25.87 hourly rate

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   Entry-level school chaplain salary

   $31,000 yearly salary

   Updated January 15, 2026

4. Writing a school chaplain job description

   A school chaplain 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 school chaplain job description:

   School chaplain job description example

   St. Catherine's School is an Episcopal day school in Richmond, Virginia, founded in 1890 enrolling 946 girls age 3 through grade 12. Located on a 16-acre campus in the western part of the city, St. Catherine's core values include pursuing academic excellence, developing character, nurturing spiritual growth, celebrating individuals, and building community.
   
   St. Catherine's School provides a rigorous education that prepares girls with diverse perspectives for a lifetime of learning, leadership, and service in a global community.
   
   St. Catherine's School seeks a School Chaplain to serve as the spiritual leader of the School to begin work for the 2023-2024 school term. Planning and overseeing the liturgical and worship services of the School constitutes a major component of the position. The School Chaplain is a visible presence in the life of the school and is an integral part of the school community. The Chaplain will also teach courses as a member of the Upper School Religion Department, including World Religions and elective Religion classes, both during the school year and through the summer school program. The Chaplain serves on relevant School Guidance Teams and other administrative committees identified by the Head of School.
   Supervisor: Head of School and Head of Upper School
   
   Supervisory Responsibilities: N/A
   
   Position Status: Salaried, exempt, full-time, regular, 10.5 month (academic year plus summer school in June)
   
   Hours of Work: Standard work week. Occasional evening chaperoning and travel supervision.
   
   Requirements
   
   St. Catherine's School seeks an ordained Episcopal priest who holds a Masters or other advanced degree and has outstanding organizational and communications skills. The ideal candidate will have a vocation for school ministry and will combine a love of school life with a commitment to be a servant-leader. The ability to engage effectively with children, parents, and faculty, with a firm faith commitment, and a respect for the identities and religious traditions of all are necessary qualities for a candidate to possess. Additionally, the candidate must possess a collaborative spirit and be able to work effectively with musicians, student leaders, and members of the religion department to plan chapel services. The primary residence of the School Chaplain must be in metropolitan Richmond.
   
   ESSENTIAL RESPONSIBILITES
   
   Promoting the spiritual life of the school and serving as the custodian for our Episcopal School identity.
   
   Leading the liturgical life of the school, including organizing and leading worship services.
   
   Teaching academic courses in religion.
   
   Providing pastoral care and counseling to members of the school community.
   
   Supporting outreach programs that align with the school's mission and provide opportunities for students to serve in the community.
   
   Being involved in the education of girls as directed by the Head of School, including serving as a teacher, coach, or mentor.
   
   Participating in the life of the diocese and of the wider church.
   
   Professional experience and/or a personal commitment to increasing understanding of topics and initiatives related to diversity, access, equity, and belonging.
   
   PHYSICAL DEMANDS AND WORK ENVIRONMENT
   
   While performing the duties of this position, the employee is required to sit; stand; walk; use hands to grasp, handle and feel objects, tools, or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch and crawl; talk and hear; engage in moderately strenuous physical activity both indoors and out; and smell. The employee may occasionally lift or move up to 50 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. Ability to become CPR and First Aid Certified School
   
   TRAVEL
   
   Occasional overnight and out-of-area travel may also be required for special events.
   
   EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
   
   St. Catherine's School does not discriminate on the basis of race, gender, sexual orientation, or national and ethnic origin in the administration of its hiring practices. St. Catherine's School is committed to providing an inclusive educational environment. We actively engage students, families, faculty and staff from diverse backgrounds and experiences. Our School community respects the differences in ethnicity, race, religion, sexual orientation and socioeconomic status. Consistent with the School's mission, St. Catherine's fosters in our students, and experts from all others, respect for the dignity and wholeness of every person. For more information about the school's Access, Equity and Belonging please follow this link .
   
   CONDITIONAL OFFERS
   
   An offer of employment for this position is contingent upon the applicant's right to work in the United States, authorization for and completion of successful background checks as may be requested by the school or required by law, and ability to comply with the school's COVID-19 vaccination policy, which requires employees to be vaccinated from COVID-19 consistent with applicable law.
   
   Note: This position description has been designed to indicate the general nature and level of work to be performed by employees within this classification. This position description should not be interpreted as a comprehensive inventory of all duties and responsibilities required or assigned to an employee in this position. Nothing contained in this position description restricts St. Catherine's School's right to assign or reassign duties and responsibilities to this position at any time.
   
   Benefits
   
   Benefits
   
   St. Catherine's School offers a highly competitive compensation package for this full-time position with benefits to include excellent health plan options, retirement benefits, exhaustive professional development and networking opportunities as well as state-of-the art facilities

   Copy this example

   

5. Post your job

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

6. Interview candidates

   Recruiting school chaplains 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.

   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 school chaplain

   Once you have selected a candidate for the school chaplain 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.

   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.

   To prepare for the new school chaplain 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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