How to hire a special education administrator

How to hire a special education administrator, step by step

Here's a step-by-step special education administrator hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a special education administrator, 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 special education administrator 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 special education administrator that fits the bill.

   The following list breaks down different types of special education administrators and their corresponding salaries.

   Type of Special Education Administrator	Description	Hourly rate
   Special Education Administrator	Elementary, middle, and high school principals manage all school operations, including daily school activities. They coordinate curricula, oversee teachers and other school staff, and provide a safe and productive learning environment for students.	$23-50
   Elementary School Principal	An Elementary School Principal is responsible for managing public and private schools from kindergarten to middle school. They implement elementary curriculums, set performance goals, prepare budget reports, and perform other duties, as necessary.	$31-62
   High School Principal	A High School Principal oversees and supervises the daily operations of a high school. They are typically in charge of setting goals and objectives, establishing budgets and guidelines, creating schedules, spearheading academic programs, developing strategies to accomplish objectives, and conducting regular workforce assessments, ensuring efficiency and smooth workflow... Show more	$33-62

   Show more

2. Create an ideal candidate profile

   Common skills:

   • IEP
   • Education Programs
   • Public Schools
   • Event Logistics
   • K-12
   • Technical Assistance
   • Customer Inquiries
   • Professional Development
   • Telephone Calls
   • Data Collection
   • Mental Health
   • Commercial Loans
   • Staff Development
   • Master Schedule

   Check all skills

   Responsibilities:

   • Establish operating policies and procedures and attain SNF Medicare certification.
   • Lead and develop the technical strategy for improving architectural and design elements of SharePoint to enhance utilization and drive user functionality.
   • Coordinate HIV education services with schools and other agencies.
   • Provide education to patients and families in HIV clinic on medications, health and risk reduction.
   • Lead and develop the technical strategy for improving architectural and design elements of SharePoint to enhance utilization and drive user functionality.

3. Make a budget

   Including a salary range in your special education administrator job description is a great way to entice the best and brightest candidates. A special education administrator salary can vary based on several factors:

   • Location. For example, special education administrators' average salary in alabama is 43% less than in california.
   • Seniority. Entry-level special education administrators earn 54% less than senior-level special education administrators.
   • Certifications. A special education administrator 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 a special education administrator's salary.

   Average special education administrator salary

   $71,102yearly

   $34.18 hourly rate

   ---

   Entry-level special education administrator salary

   $48,000 yearly salary

   Updated December 13, 2025

4. Writing a special education administrator job description

   A special education administrator 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 special education administrator job description:

   Special education administrator job description example

   REPORTS TO: Senior Deputy Superintendent of Academics
   
   Boston Public Schools (BPS) has a long, rich tradition and commitment to education as the birthplace of America's public education system. BPS is a leader in urban education. Nationally recognized programs and initiatives such as universal preschool, early childhood education, an equitable school-based funding formula, and policies specifically focused on creating greater racial equity are but a few of BPS's signature accomplishments. Every day we strive to be a nation-leading, student-centered public school district providing an equitable and excellent, well-rounded education that prepares every student for success in college, career and life.
   
   The Office of Special Education provides instructional and compliance support to the Boston Public School District. The District seeks a dynamic and innovative leader to work collaboratively with BPS staff, families, students, and communities as the Chief of Special Education. The Chief of Special Education will be charged with ensuring that all students have equal access to the support and services they need to attain academic success. The Chief of Special Education will think strategically and innovatively about expanding inclusion and special education support services in all Boston public schools while ensuring district-wide compliance with state and federal special education regulations. To achieve these ambitious goals, the Chief will hold district and school leaders accountable to our special education students and will coordinate support to schools to innovate and transform learning for students with disabilities. The Chief will work collaboratively with district leaders, including leaders charged with supporting English Language Learners, social/emotional services, and academics, to create district-wide systems that ensure all our students have access to quality instruction and are attending high-quality schools that can meet the student's specific learning needs. The Chief will be a leader in the Superintendent's Executive Cabinet.
   
   RESPONSIBILITIES:
   
   The Chief of Special Education is responsible for overseeing all special education working groups including, but not limited to, the following: 1) Schools; 2) Early Childhood; 3) ABA Services; 4) Related Services; 5) Behavioral Health; 6) Compliance; and 7) Operations. In addition, the Chief will be responsible for the following:
   
   * Deliver effective and equitable K-12 classroom/instructional support and special education-related services for students with disabilities as determined through the IEP process;
   * Oversee the direction of policies, programs and services for more than 11,000 students with disabilities to ensure compliance with federal and state regulations;
   * Leverage the strengths and skills of the individuals currently supporting our students and build capacity within these individuals to grow their skills sets to better support our students and schools;
   * Provide and coordinate professional development to schools leaders, teachers and other staff in promising practices in the education of students with disabilities in alignment with BPS standards-based curriculum, district-wide initiatives, and grounded in adult learning methods;
   * Supervise and evaluate all lead administrators within Special Education and participate in collective bargaining sessions with involved unions;
   * Work in partnership with the City's SPEDPAC and create multiple opportunities for family and community engagement during the year;
   * Ensure that the district provides students not attending public schools with required services and Add non-public oversight;
   * Coordinate with the transportation department regarding transportation for students with disabilities;
   * Coordinate with planning and enrollment regarding real-time and future special education enrollment needs;
   * Experience with English learners with disabilities and the intersection of language and learning differences;
   * Review and provide feedback on Functional Behavioral Assessments;
   * Develop, monitor and manage the annual Special Education budget;
   * Oversee implementation and ongoing monitoring of all grants;
   * Use data analysis to inform service and policy decisions;
   * Develop outcome-based goals for the department and for program areas to measure the effectiveness of services delivered;
   * Establish relationships and ensure effective and appropriate communications with key internal and external stakeholders, including state and city government, school leaders, central departments, parent groups, community groups and professional organizations;
   * Work with the Legal Advisors' Office on litigation matters brought by the Bureau of Special Education Appeals (BSEA), Office of Civil Rights (OCR), and other agencies in dispute with the district regarding services for students;
   * Develop community partnerships with agencies that will support and enhance our work with the students we serve;
   * Represent the OSESS at various professional development opportunities, including local and national conferences;
   * Provide support for the students and for the department through communication and problem-solving with parents and staff members;
   * Other tasks as requested by the Deputy Superintendent.
   
   QUALIFICATIONS - REQUIRED:
   
   * Hold a Master's Degree in the field of Special Education or a Master's Degree in Educational Administration and Supervision with an endorsement in the field of Special Education;
   * Hold a valid Special Education Administrator's license in Massachusetts;
   * Demonstrate capability to work collaboratively with central office and school administrators, direct service providers, families, students, and outside partners;
   * Demonstrate a deep understanding of how to support students with mild to moderate and moderate and severe disabilities;
   * Demonstrate the ability to assess and address the academic and behavioral needs of students;
   * Possess a working knowledge of and ability to problem-solve issues involving the Massachusetts Department of Elementary and Secondary Education Regulations, the Individual with Disabilities Education Act (IDEA);
   * Possess a minimum of three years of experience as a Special Education administrator in a large urban district;
   * Possess 3 years of teaching experience in a special education classroom;
   * Be authorized to work in the United States (candidates must have such authorization by their first day of employment).
   
   QUALIFICATIONS - PREFERRED:
   
   * Demonstrate experience with and a strong understanding of the Common Core State Standards;
   * Demonstrate an understanding of how to expand inclusive opportunities in a large urban district;
   * Ability to effectively communicate how to design rigorous instruction that incorporates engagement methods and access for the diverse needs of BPS classrooms, such as Universal Design for Learning and differentiated instruction as well as interventions;
   * Demonstrate knowledge of transitional requirements for students with disabilities;
   * Demonstrate expertise in the areas of Section 504 and Assistive Technology;
   * Have experience managing a budget and making sound fiscal decisions;
   * Have experience monitoring service delivery models and developing accountability systems.
   
   TERMS: Managerial, F101 ($187,537).
   
   The Boston Public Schools, in accordance with its nondiscrimination policies, does not discriminate in its programs, facilities, employment, or educational opportunities on the basis of race, color, age, criminal record (inquiries only), disability, homelessness, sex/gender, gender identity, religion, national origin, ancestry, sexual orientation, genetics or military status and does not tolerate any form of retaliation, or bias-based intimidation, threat or harassment that demeans individuals' dignity or interferes with their ability to learn or work.

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5. Post your job

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

6. Interview candidates

   Your first interview with special education administrator candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 special education administrator

   Once you have selected a candidate for the special education administrator 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 special education administrator. 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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