How to hire a Staff Development Coordinator

How to hire a staff development coordinator, step by step

Here's a step-by-step staff development coordinator hiring guide:

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

What does a Staff Development Coordinator do?

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1. Identify your hiring needs

   Before you post your staff development coordinator job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a staff development coordinator for hire on a part-time basis or as a contractor.

   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 staff development coordinator 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 staff development coordinators.

   Type Of Staff Development Coordinator	Description	Hourly Rate
   Staff Development Coordinator	Training and development specialists plan, conduct, and administer programs that train employees and improve their skills and knowledge.	$21-42
   Trainer	A trainer is responsible for instilling knowledge and process techniques for a specific business role. Duties of a trainer include facilitating engaging classes, identifying areas of improvement and opportunities for the learner, evaluating skills and attending to the learner's challenges, organizing training materials and scheduling training sessions, and submitting timely reports to the management on progress... Show More	$14-35
   Facilitator	A facilitator is responsible for assisting a group event or program, ensuring that the participants coordinate well. Facilitators also monitor that the objectives of the event are smoothly delivered and organized... Show More	$13-33

   Show more

2. Create an ideal candidate profile

   Common Skills:

   • Staff Development
   • EMR
   • Patients
   • In-Service Programs
   • CPR
   • Home Health
   • Rehabilitation
   • In-Service Education
   • Infection Control
   • English Language
   • Resident Care
   • Educational Programs
   • Training Programs
   • Nursing Home

   Check All Skills

   Responsibilities:

   • Manage all new-hire health needs (physicals and TB screening), and annual TB screening for all employees.
   • Manage staff progress toward the LCSW, including verification of direct practice hours and oversight of clinical supervision agency-wide.
   • Develop and manage organization's social media plan to expand the Facebook presence and generate increase interaction with the page.
   • Manage eLearning registration on various platforms.
   • Hire managed orientation and evaluation of all nursing personnel performance base on QA competency outcomes.
   • Orient and supervise staff on EMR system, policies, procedures, and yearly training of staff on OSHA and HIPAA.

   More Staff Development Coordinator duties

3. Make a budget

   Including a salary range in the staff development coordinator job description is a good way to get more applicants. A staff development coordinator 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 staff development coordinator in Alabama may be lower than in Washington, and an entry-level engineer typically earns less than a senior-level staff development coordinator. Additionally, a staff development coordinator with lots of experience in the field may command a higher salary as a result.

   Average staff development coordinator salary

   $63,198yearly

   $30.38 hourly rate

   ---

   Entry-level staff development coordinator salary

   $45,000 yearly salary

   Updated January 13, 2025

   Average staff development coordinator salary by state

   Rank	State	Avg. Salary	Hourly Rate
   1	Washington	$98,995	$48
   2	Massachusetts	$86,594	$42
   3	New York	$72,762	$35
   4	Colorado	$68,258	$33
   5	Minnesota	$65,670	$32
   6	Indiana	$63,100	$30
   7	Illinois	$62,921	$30
   8	Wisconsin	$61,978	$30
   9	North Carolina	$60,359	$29
   10	Ohio	$59,741	$29
   11	Michigan	$58,797	$28
   12	Florida	$58,556	$28
   13	Idaho	$54,553	$26
   14	Georgia	$50,692	$24
   15	Arkansas	$40,810	$20

   Average staff development coordinator salary by company

   Company

   Rank	Company	Average Salary	Hourly Rate	Job Openings
   1	Center For Nursing & Rehabilitation Inc.	$82,784	$39.80
   2	Legacy Health	$80,804	$38.85	130
   3	FirstHealth of the Carolinas	$78,898	$37.93	2
   4	Aspen Valley Hospital	$78,539	$37.76	4
   5	Spring Dell Center	$77,674	$37.34
   6	Avalon Health Care Group	$77,377	$37.20	4
   7	ProMedica Toledo Hospital	$77,220	$37.13	10
   8	Vero Labs	$77,142	$37.09
   9	Endeavor Energy Resources	$76,661	$36.86
   10	Signature Healthcare	$76,415	$36.74	28
   11	Providence Health & Services	$76,353	$36.71	33
   12	Guilford Radiology	$74,471	$35.80
   13	Liberty HomeCare and Hospice	$73,769	$35.47	20
   14	Life Care Centers of America	$73,371	$35.27	18
   15	Wellspring	$73,298	$35.24	1
   16	St. John's Episcopal Hospital	$72,231	$34.73	2
   17	Universal Health Services	$71,926	$34.58	85
   18	North Shore Healthcare	$71,254	$34.26	9
   19	Upper Chesapeake Health Foundation	$68,730	$33.04
   20	Hackensack Meridian Health	$68,523	$32.94	39

4. Writing a Staff Development Coordinator Job Description

   A good staff development coordinator 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 staff development coordinator job description:

   Staff Development Coordinator job description example

   Anchor Health is a great company to work for andwould love to add you to the team! There are many opportunities for professional and educational growth. Applicants should be hard working, dependable and great with customer service. Anchor Health focuses on positive culture for both patients and staff.
   This qualified candidate must be a licensed RN with experience in Hospice . The Staff Development Coordinator will provide education, training, guidance, and support to new staff. The Staff Development Coordinator must function as a team leader, working well with Nursing Administration and Human Resources.
   
   Responsibilities of this position include:
   
   Provide general orientation, mandatory in-services, and continuing education to meet all departments and facility needs and regulatory requirements.
   
   Plan, develop, direct, evaluate, and coordinate educational and on-the-job training programs.
   
   Incorporate commercially produced instruction material and training aids into existing in-service programs as deemed necessary. Provide leadership in formulating the goals and objectives of the in-service educational programs of this facility. Develop, evaluate, and control the quality of in-service educational programs in accordance with established policies and procedures. Secure, develop and maintain records, reports, instructional manuals, reference materials, etc., pertinent to in-service educational programs. Perform administrative requirements such as completing necessary forms, reports, class attendance and subject records, etc. Make written and oral reports/recommendations to the administrator concerning in-service training programs. Assume the authority, responsibility, and accountability of directing the in-service educational programs. Work with the facility's consultants as necessary and implement recommended changes as required. Assist department directors in obtaining and scheduling of speakers to present in-service training programs. Ensure that in-service training classrooms or areas are properly prepared before training classes begin. Delegate authority, responsibility, and accountability to other personnel. Assist in standardizing the methods in which work will be accomplished. Assist the Quality Assessment and Assurance Coordinator in developing and implementing a quality assurance program for in-service training. Develop, direct, and schedule refresher training, as necessary, for assigned staff and licensed professional personnel. Attend and participate in your professional associations activities and programs, etc., to assure that you keep abreast of current regulations and guidelines, as well as professional standards, and make recommendations on changes in policies and procedures to the administrator. Develop and participate in the planning, conducting, and scheduling of orientation programs that orient newly hired personnel to their position, the company's policies and procedures, and responsibilities, etc. Assist licensed nursing personnel (i.e., RNs, LPNs, and Nurse Aides) in obtaining in-service training to keep their license current in accordance with state law. Provide in-service training as necessary/required. Assist the administrator in developing the Nurse Aide Training curriculum used by the facility. Submit to state agency as required. Ensure that all personnel attend and participate in annual OSHA and CDC in-service training programs for hazard communication, TB management, and bloodborne pathogens standard. Participate and assist in departmental studies and projects as assigned or that may become necessary. Ensure that copies of lesson plans, instructor's qualifications, etc., are filed in accordance with the facility's policies and procedures. Others as deemed necessary and appropriate, or as may be directed by the administrator. Our company's success is dependent upon our highly motivated clinical professionals working to improve business operations. Our leadership team is driven to provide exceptional service by cultivating a workforce that is dedicated to upholding our company's mission of delivering care with compassion and integrity. We value innovation and creativity in our company and love a healthy debate that challenges us to learn and grow.
   
   Our Values:
   
   Celebrating compassion, experience, and commitment to foster a family environment for patients and staff.

   Copy This Example

   

5. Post your job

   To find the right staff development coordinator 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 staff development coordinators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit staff development coordinators 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 staff development coordinator job on Zippia to find and recruit staff development coordinator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit staff development coordinators, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up 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 staff development coordinator

   Once you've selected the best staff development coordinator 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.

   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 staff development coordinator. 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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How much does it cost to hire a staff development coordinator?