How to hire a supplemental instructor

How to hire a supplemental instructor, step by step

Here's a step-by-step supplemental instructor hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the supplemental instructor you need to hire. Certain supplemental instructor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   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 supplemental instructor 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 supplemental instructor that fits the bill.

   This list shows salaries for various types of supplemental instructors.

   Type of Supplemental Instructor	Description	Hourly rate
   Supplemental Instructor		$9-20
   Teacher/Tutor	A teacher/tutor is primarily in charge of facilitating discussions and other learning activities for students. Their duties typically revolve around developing lesson plans and teaching materials, assessing the progress of students through quizzes and examinations, assisting students in areas they find difficult, and helping them develop their interpersonal and intrapersonal skills... Show more	$12-33
   Peer Tutor	A peer tutor is responsible for providing educational assistance to students, developing comprehensive learning strategies to address their studying challenges, and assisting them in schoolwork papers. Peer tutors arrange convenient tutoring schedules, recording their progress, and evaluating their skills with strict adherence to the course content and learning curriculum... Show more	$9-15

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Course Content
   • Mathematics
   • Math
   • C++
   • General Chemistry
   • Course Materials
   • Study
   • Pre-Calculus
   • Anatomy
   • Economics
   • Physiology
   • Organic Chemistry
   • Academic Support
   • Class Sessions

   Check all skills

   Responsibilities:

   • Group tutoring has help participants achieve a mean GPA 0.5 points higher than non-participating peers.
   • Lead a group of 10-25 students to review lecture topics and assist the students with the subject of economics.
   • Coordinate and schedule lessons with the math department to complement classroom curriculum and achieve quantifiable objectives.
   • Tutor students on the material and teach effective study techniques for sociology and astronomy.
   • Supervise and evaluate lab work for anatomy, physiology and introductory biology.
   • Assist students with identification, classification, and general knowledge of human anatomy and physiology.

3. Make a budget

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

   • Location. For example, supplemental instructors' average salary in south carolina is 47% less than in vermont.
   • Seniority. Entry-level supplemental instructors 53% less than senior-level supplemental instructors.
   • Certifications. A supplemental instructor 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 supplemental instructor's salary.

   Average supplemental instructor salary

   $14.56hourly

   $30,289 yearly

   ---

   Entry-level supplemental instructor salary

   $20,000 yearly salary

   Updated December 5, 2025

4. Writing a supplemental instructor job description

   A supplemental instructor 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. Below, you can find an example of a supplemental instructor job description:

   Supplemental instructor job description example

   At Amarillo College, our students are the priority. It is our mission and our responsibility to enrich their lives by helping them identify an educational pathway that will lead to success in life. It is therefore required that every team member, regardless of job title or duties, be responsible, first, for assisting students in every way.
   
   We are currently accepting applications for our Center for Continuing Healthcare Education Department, who will adhere to the aforementioned mission statement and who will work well with others and have a diverse skill set to share with others. Applications are accepted on a continual basis and kept on file for a year. Instructors work on an as needed basis. Continuing Healthcare classes include but are not limited to Basic Life Support (CPR), Certified Nurse Assistant (CNA), EKG/Telemetry Monitor Tech, Massage Therapy, Phlebotomy and Phlebotomy Peer Tutor.
   GENERAL QUALIFICATION REQUIREMENTS
   
   Must be at least 18 years of age
   
   EDUCATION:
   
   Required: High School Diploma or GED
   
   Preferred: Associate Degree
   
   CERTIFICATIONS AND LICENSES:
   
   Required:
   
   Current certificate in specific discipline.
   
   EXPERIENCE AND TRAINING:
   
   Experience in the working discipline in which one is teaching.
   
   Evidence of competence in continuing health care assessments.
   
   Evidence of continued education.
   
   KNOWLEDGE, SKILLS, AND ABILITIES:
   
   Ability to work under stress.
   
   Ability to work independently and as a team member.
   
   Must possess the abilities to work under stress.
   
   Ability to deal with people in a professional manner.
   
   Able to stand for long periods, to walk long distances.
   
   Aware of an environment where there is a potential exposure to infectious diseases.
   
   Daytime, evening, early morning, and weekend work may be required.
   
   JOB DUTIES AND RESPONSIBILITIES:
   
   Demonstrate and maintain competence in the use of instructional technology.
   
   Provide instruction to supplement course content.
   
   Develop learning materials as needed to assist students.
   
   Take notes, and read the manual and other materials provided by the course instructor and the State of Texas.
   
   Develop contextualized supplemental learning materials that will help all students study for and master the core content.
   
   Help students prepare for and pass certification exams.
   
   Work collaboratively with other faculty instructors.
   
   Attend briefings on clinical procedures and general program policy.
   
   Complete appropriate administrative paperwork..
   
   Educate themselves regarding College policies.
   
   Ensure effective two-way communication at all levels of responsibility.
   
   Assume responsibility for the orderliness of the learning environment and in the appropriate and safe use of instructional facilities and equipment.
   
   As an Amarillo College employee, seek knowledge of and pledge to actively engage in a culture of caring striving to serve students, peers and the community by embracing the AC Core Values: Wow, Family, Fun, Innovation, and Yes!
   
   Physical Demands: While performing the duties of this job, the employee is frequently required to stand, walk, or sit for extended periods of time, and be able to move materials weighing up to 50 pounds.
   
   Working Environment: This job may operate in a variety of clinical settings.
   
   Salary: $22.00 per Hour
   
   Diversity and Inclusion Statement
   
   Amarillo College is committed to hiring and retaining a racially diverse, culturally competent staff at all levels of the organization who not only reflect the demographics of our clients but also continue to deepen their skills and competencies to serve the full range of our customers.
   
   Promotional Opportunity Policy
   
   Under the Amarillo College Promotional Opportunity Policy, only current appointed or part-time non-appointed employees will be considered for a position during the first five (5) working days from notice or posting.

   Copy this example

   

5. Post your job

   To find supplemental instructors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any supplemental instructors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level supplemental instructors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your supplemental instructor job on Zippia to find and recruit supplemental instructor candidates who meet your exact specifications.
   • Use field-specific websites such as k12jobspot, learn4good, serious teachers, teachingjobs.com.
   • Post a job on free websites.

6. Interview candidates

   Recruiting supplemental instructors 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. 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 supplemental instructor

   Once you've selected the best supplemental instructor 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new supplemental instructor 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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