Teacher Assistant Job Description Templates for Childcare Centers and Schools
6 free templates for the room support role: center classroom, infant and toddler, preschool, private school, one-on-one inclusion, and floater. Download as DOCX.
A director of a two-room preschool once sent me her assistant teacher posting and asked why nobody good was applying. The posting asked for lesson planning, developmental documentation, parent conferences, and a curriculum portfolio. It offered an hourly rate a little above the local coffee shop. She was advertising a lead teacher job at assistant pay, and every qualified candidate could see it in about eight seconds.
That mismatch is the central problem with teacher assistant job descriptions. The role only makes sense in relation to somebody else: the lead teacher in the room. Write it without naming that relationship and you get a posting that either overreaches, and attracts nobody, or says so little that you interview a stack of people who thought the job was babysitting.
At FirstHR we build hiring templates for employers who do their own hiring. The six below cover the settings small childcare centers and private schools actually staff, each with the ratio, classification, and clearance notes the generic versions leave out.
TL;DR
A teacher assistant supports a lead teacher: supervision, care routines, small groups, materials, and coverage. The role is non-exempt and hourly almost everywhere, and in a licensed center the assistant is usually counted in the child-to-staff ratio. Median annual pay was $36,780 (BLS OEWS, May 2025). Six templates below, downloadable as DOCX.
What the Role Actually Covers
A teacher assistant supports a lead teacher so the room stays safe, supervised, and on schedule. The lead plans and documents; the assistant delivers, supervises, resets, and covers. Every strong posting for this role starts by making that split explicit.
In practice the split is not the same in every setting. In an infant room the job is almost entirely responsive care and record keeping. In a Pre-K room it tilts toward small groups and transitions. In a private school lower division it looks closest to instruction support with duty coverage attached.
Licensed childcare center
Ratio-critical, hourly
The assistant is usually counted in the ratio, which makes attendance a licensing issue rather than a scheduling annoyance. State entry credentials, training hours, and clearance rules apply from the first shift.
Preschool or Pre-K room
Support for a planned program
The lead teacher plans and documents; the assistant runs small groups, transitions, and materials. Care routines still fill a large part of the day, and that shapes both the posting and the classification.
Private school lower division
School year, duty coverage
Closer to instruction, with recess and lunch duty, field trips, and a school calendar. Background checks and fingerprinting for school staff are usually stricter than candidates expect.
One-on-one inclusion support
Tied to one child
Hours and continuity depend on one enrollment. Say that in the posting, describe the plan the assistant will follow, and be honest about what happens when the assignment ends.
The federal occupation of teaching assistants, except postsecondary, covered about 1,420,350 jobs in the Bureau of Labor Statistics Occupational Employment and Wage Statistics survey (May 2025), of which roughly 140,750 sat inside child care services. That is a large, mostly hourly workforce hired one room at a time by employers with no recruiting staff.
Name the Lead Teacher in the Posting
The single most useful line in a teacher assistant job description is the reporting line: this person reports to the lead teacher in a named room, and to the director for scheduling and employment matters. Candidates who have done this job know exactly what that sentence means. It tells them who assigns their work hour to hour, who they escalate to, and that you have thought about the structure of the room rather than hiring a spare pair of hands.
Assistant, Aide, or Lead Teacher
Use assistant teacher or teacher assistant when the person supports a lead teacher inside a classroom, and use a different posting entirely when the primary duty is care or when the person will own the curriculum. The title you choose changes the credential bar, the pay, and in some states whether the person can be counted in ratio at all.
Three postings get confused constantly. If the day is mostly supervision and care rather than classroom support, our childcare worker templates fit better. If the person will plan and document learning, use the teacher job description templates instead.
Role
Primary duty
Typical credential bar
FLSA classification
Teacher assistant / assistant teacher
Support the lead teacher inside the classroom
State entry credential, diploma, CPR and First Aid
Non-exempt, hourly
Childcare worker / aide
Care and supervision, often outside a planned program
State entry credential, CPR and First Aid
Non-exempt, hourly
Lead teacher, center or preschool
Plan, deliver, and document the program
State lead qualification, CDA or ECE degree
Depends on primary duty
Paraprofessional, public school
Instructional support under a certified teacher
Title I rules apply in Title I schools
Non-exempt, hourly
One-on-one support assistant
Support one child through the regular day
Assignment-specific training
Non-exempt, hourly
Floater
Hold ratio across rooms during coverage gaps
Same as a room assistant in your state
Non-exempt, hourly
Public school roles carry their own federal requirements, and if that is your setting the paraprofessional templates handle them. For the general structure behind any of these postings, our guide to writing a job description covers the anatomy in more depth.
6 Teacher Assistant Job Description Templates
Download all six as one file or copy them individually. Each follows the same structure: program overview, position summary, key responsibilities, required qualifications, a classification and compliance note, an equal opportunity statement, and how to apply. The bracketed fields are the only parts you change.
Download All 6 Teacher Assistant Job Description Templates
Center classroom, infant and toddler, preschool and Pre-K, private school, one-on-one support, and floater. All in one download.
Center classroom
General assistant
The default posting for a licensed center room: supports the lead teacher, holds ratio, runs care routines and materials.
Infant and toddler
Tightest ratio in the building
Responsive care, individual feeding and sleep schedules, safe sleep practice, and the daily family report.
Preschool and Pre-K
Small groups and transitions
Leads small groups planned by the teacher, manages transitions and centers, observes and notes for planning.
Private school
Lower school classroom
Reinforces lessons, covers duty periods, supports assessments, and follows the school calendar.
One-on-one support
Inclusion assignment
Follows a written plan for one child, collects data, and fades support toward independence.
Floater
Coverage across rooms
Holds ratio through breaks and absences, learns every room fast, and covers opening or closing shifts.
Template 1: Teacher Assistant, Childcare Center Classroom
The default posting for a licensed center room, with ratio language, care routines, and the non-exempt classification stated plainly.
Teacher Assistant Job Description (Childcare Center Classroom)
TEACHER ASSISTANT JOB DESCRIPTION (CHILDCARE CENTER CLASSROOM)
Center: __ ([City, State])
Room: __ (age group)
Reports to: [Lead Teacher] and [Center Director]
Employment type: [ ] Full-time [ ] Part-time [ ] School year
[Two sentences on the school: program, philosophy, division size, and how
teaching teams are structured in the lower grades.]
POSITION SUMMARY
The Teacher Assistant partners with the grade [__] classroom teacher to support
instruction, supervision, and classroom operations across the school day. You
reinforce lessons with individuals and small groups, help manage the room, and
take on duty coverage shared by the division.
KEY RESPONSIBILITIES
•Reinforce teacher-led lessons with individual students and small groups
•Prepare materials, copies, displays, and technology for the day
•Supervise arrival, lunch, recess, specials transitions, and dismissal
•Support classroom routines and the school's behavior expectations
•Assist with assessments and record keeping as directed by the teacher
•Accompany the class on field trips and to special events
•Cover the classroom briefly when the teacher steps out
•Communicate observations to the teacher; family communication runs through
the classroom teacher unless the division head directs otherwise
•Follow all student safety, supervision, and mandated-reporter procedures
REQUIRED QUALIFICATIONS
•[High school diploma required; associate or bachelor degree preferred]
•Experience with children in [grade band]
•Cleared criminal background check and fingerprinting as required by state law
and school policy, completed before the start date
•Strong judgment, discretion, and written communication
CLASSIFICATION AND COMPLIANCE NOTE (read before posting)
Non-exempt hourly position. The FLSA teaching exemption applies to employees
whose primary duty is teaching; an assistant supporting a classroom teacher
generally does not meet that test. Track hours, including duty coverage,
meetings, and required training days. Confirm your state background check,
fingerprinting, and mandated-reporter rules for private school staff. This is
general information, not legal advice.
EEO STATEMENT AND HOW TO APPLY
[School Name] is an equal opportunity employer.
Pay: $_ per hour, [benefits], [school calendar].
To apply, contact __ .
Template 5: One-on-One Support Assistant
For an inclusion assignment tied to a single child, with the written support plan, the data collection, and an honest note about what happens if the assignment ends.
One-on-One Support Assistant Job Description (Inclusion)
ONE-ON-ONE SUPPORT ASSISTANT JOB DESCRIPTION (INCLUSION)
Program or school: __ ([City, State])
Assignment: [Named student / designated room], [hours per week]
Reports to: [Lead Teacher] and [Director or Division Head]
Employment type: Part-time / Full-time, [term of assignment]
The One-on-One Support Assistant works with a single child, or a small
designated group, so that child can take part in the regular classroom with
their peers. You follow the plan written by the classroom teacher and any
outside providers, and you build independence rather than dependence.
KEY RESPONSIBILITIES
•Support the assigned child through the daily routine in the regular classroom
•Follow the written support plan and any provider recommendations on file
•Prompt, model, and fade support so the child gains independence
•Support communication, self-regulation, and social participation
•Assist with personal care tasks as written into the plan
•Collect the data the teacher or provider asks for, accurately and on time
•Coordinate with the Lead Teacher; keep the child in the group wherever possible
•Maintain strict confidentiality about the child and family
•Report suspected child abuse or neglect as a mandated reporter
REQUIRED QUALIFICATIONS
•[High school diploma or equivalent; relevant coursework preferred]
•Experience supporting children with [needs relevant to the assignment]
•[Behavior support, de-escalation, or handling training: required / provided]
•Pediatric CPR and First Aid [required / within __ days of hire]
•Cleared comprehensive background check before the first shift with children
•Patience, consistency, and the discipline to follow a plan you did not write
CLASSIFICATION AND COMPLIANCE NOTE (read before posting)
Non-exempt hourly position. Where the assignment is tied to one child, state in
the posting that hours depend on that child's attendance and enrollment, and be
clear about what happens to the position if the assignment ends. Private schools
and childcare programs have different obligations than public districts; confirm
yours. This is general information, not legal advice.
EEO STATEMENT AND HOW TO APPLY
[Program Name] is an equal opportunity employer.
Pay: $_ per hour, [benefits], [assignment hours].
To apply, contact __ .
Template 6: Floater and Part-Time Teacher Assistant
For coverage across rooms during breaks, absences, and the opening and closing shifts. Summer program staff are a separate posting: see the camp counselor templates.
Floater and Part-Time Teacher Assistant Job Description
FLOATER AND PART-TIME TEACHER ASSISTANT JOB DESCRIPTION
Center or school: __ ([City, State])
Assignment: Floats across rooms as coverage requires
Reports to: [Center Director / Division Head]
Employment type: Part-time, [typical hours and days]
The Floater covers rooms across the building so ratios hold through breaks,
absences, and the opening and closing shifts. This role suits someone who likes
variety, learns routines fast, and can walk into any room and be useful in five
minutes.
KEY RESPONSIBILITIES
•Cover classrooms during breaks, meetings, absences, and peak periods
•Learn and follow each room's schedule, routines, and behavior language
•Maintain required ratios and supervision at all times
•Support care routines, meals, cleanup, and transitions in any age group
•Assist with opening or closing: room setup, sanitizing, sign-in and sign-out
•Take direction from the Lead Teacher in whichever room you are covering
•Report suspected child abuse or neglect as a mandated reporter
REQUIRED QUALIFICATIONS
•[State minimum age and entry credential for staff counted in ratio]
•Pediatric CPR and First Aid [required / within __ days of hire]
•Cleared comprehensive background check before the first shift with children
•Flexible availability within [days and hours]
•Comfortable moving between age groups on short notice
CLASSIFICATION AND COMPLIANCE NOTE (read before posting)
Non-exempt hourly position. Part-time status does not change overtime rules: if
coverage pushes this employee past 40 hours in a workweek, overtime is owed.
Do not classify floaters as independent contractors when you set their schedule,
rate, and duties. This is general information, not legal advice.
EEO STATEMENT AND HOW TO APPLY
[Center Name] is an equal opportunity employer.
Pay: $_ per hour, [benefits], [schedule].
To apply, contact __ .
Ratios, Licensing, and the Count
In a licensed childcare center the teacher assistant is usually counted toward the child-to-staff ratio, which turns staffing into a licensing matter rather than a scheduling preference. That single fact should shape how you write the posting, how you schedule, and how you handle call-outs.
Every state licenses centers and sets its own ratios, group sizes, minimum ages, entry credentials, and pre-service and annual training hours, and those rules vary by the age of the children in the room. Confirm yours through the federal National Database of Child Care Licensing Regulations before publishing, then write the specific requirement into the posting instead of a vague line about meeting state standards.
A Ratio Gap Is Not a Staffing Inconvenience
When an assistant calls out and the room drops below ratio, the options are combining groups, pulling a qualified floater, or closing the room. Hiring an assistant who does not yet meet your state credential or clearance requirements does not solve it, because that person cannot be counted. This is why the floater posting exists as a separate template and why clearance timing belongs in your hiring plan rather than in a folder somewhere. Build a small bench before the fall enrollment surge rather than during it.
Hours the Room Forgets to Pay
A teacher assistant is non-exempt and overtime eligible in almost every setting, which means every hour has to be tracked and paid. The FLSA teaching exemption requires that teaching be the primary duty, and supporting a lead teacher is not teaching within that test.
The Department of Labor addresses this setting directly in its guidance on daycare centers and preschools under the FLSA, which notes that preschool employees whose primary duty is caring for the physical needs of children ordinarily do not qualify as exempt teachers, and that preschools have been covered enterprises since the 1972 amendments regardless of ownership or annual revenue. If you are unsure which side a specific role falls on, our breakdown of exempt versus non-exempt classification works through the tests.
The unpaid lunch that was never a lunch
The Department of Labor lists this first among the typical problems its Wage and Hour Division finds in the industry: taking an employee off the clock for a meal break while that person is still sitting with children who are eating. A meal period is unpaid only when the employee is completely relieved of duty, and watching a table of preschoolers is duty. Short rest breaks, usually 20 minutes or less, are paid working time in any case. Write the break structure into the schedule, name who covers the room during it, and make the coverage real. Assistants notice this faster than any other pay issue, and it is the cheapest one to fix.
Required training treated as the employee’s own time
Training that your state requires for licensing is working time that must be paid. That includes the orientation hours, health and safety modules, and annual renewal training your license depends on. Attendance at a lecture or meeting falls outside working time only when it is outside scheduled hours, entirely voluntary, unrelated to the job, and involves no other work, and mandatory licensing training fails that test on the first condition. Budget for it as payroll rather than as a favor, and schedule it during paid hours so nobody has to argue about it later.
Early arrivals, late pickups, and flat-fee overtime
Assistants open the room before families arrive and stay until the last late pickup, and in a small center those minutes get paid as a flat stipend or not at all. Overtime is owed at one and one-half times the regular rate for hours over 40 in a workweek, calculated each week rather than averaged over two, and a flat fee for extra time does not satisfy it. Track hours for every assistant, count the pre-opening setup and the post-closing cleanup, and review the totals weekly rather than at the end of the pay period when it is too late to adjust coverage.
The fix is unglamorous: track hours for everyone in the building, including part-timers and floaters. A simple timesheet process and a weekly review catch the drift before it becomes back pay, and our guide to overtime rules covers the calculation itself.
What Teacher Assistants Earn
National median pay for this occupation sits in the mid thirties, and the setting moves it by a few thousand dollars in either direction. Childcare centers pay less than schools for the same room support work, which is exactly the competitive problem a small center has to solve with something other than base rate.
National Figures for Teaching Assistants, Except Postsecondary
According to the Bureau of Labor Statistics Occupational Employment and Wage Statistics survey (May 2025), the national median annual wage was $36,780 and the mean was $38,290 across about 1,420,350 jobs, with the 10th percentile at $27,150 and the 90th percentile at $50,040 (U.S. Bureau of Labor Statistics, OEWS occupation profile).
Occupation or setting
National median (BLS OEWS, May 2025)
Employment
Note for small employers
Teaching assistants, except postsecondary
$36,780 per year
1,420,350
BLS publishes no hourly figure; many work school-year schedules
Teaching assistants in child care services
$34,920 per year
140,750
The center benchmark, and below the school benchmark
Teaching assistants in elementary and secondary schools
$36,990 per year
1,185,500
Includes public districts, which dominate the count
Teaching assistants in other schools and instruction
$34,820 per year
8,390
Small category covering tutoring and enrichment programs
Childcare workers
$34,980 per year
518,910
Median hourly wage of $16.82 in the same survey
Preschool teachers, except special education
$38,140 per year
478,780
The lead role your assistant supports
Two practical points follow. First, the annual figures understate the hourly rate for anyone on a school-year or part-time schedule, so convert to hourly using your own weekly hours before comparing. Second, publish a good-faith range where pay transparency laws require it, and compete on schedule reliability, paid training time, and a room that is actually staffed rather than on a rate you cannot sustain.
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Background check clearance belongs before the first shift with children, and the posting should say so. Federal child care rules require a comprehensive criminal background check for staff members who are paid to provide direct care or supervision, or who have unsupervised access to children.
Under the federal child care background check requirements, a comprehensive check includes a fingerprint-based federal criminal records search, a search of the national sex offender registry, and state criminal registry, sex offender registry, and child abuse and neglect registry searches covering the state of residence and any state lived in during the preceding five years. The rule requires the check to be repeated not less than once during each five-year period for existing staff.
Private schools sit under a separate set of state rules for school employee fingerprinting and clearance, which are often just as strict. Either way, state the requirement in the posting: it filters candidates who will not clear, and it signals seriousness to the ones who will. Our guide to running a background check covers the process and the notice obligations that come with it.
Hiring Room Support Without HR
Small centers and schools fail at this hire in three predictable places: the posting describes the wrong job, clearance runs behind the start date, and the paperwork lives nowhere in particular. Each one has a concrete fix.
The posting describes a lead teacher and offers assistant pay
This is the most common failure I see in center and small school postings. Someone copies a generic classroom description, keeps the curriculum planning, the family conferences, and the documentation, then attaches an hourly rate near the bottom of the local market. Strong candidates read it as either a bait posting or a disorganized employer, and both readings cost you the applicant. Decide what the lead teacher owns and what the assistant owns before you write a word. Curriculum, assessment, and primary family communication sit with the lead. Delivery support, supervision, routines, materials, and coverage sit with the assistant. Then price the role for what it actually is.
Clearance and training deadlines arrive after the person already started
A room is short-staffed, a candidate is available Monday, and the background check is still pending. That is how a licensing violation starts. Comprehensive checks under the federal child care rules cover fingerprint-based federal records, the national sex offender registry, and state criminal, sex offender, and child abuse and neglect records in the states the person has lived in, so they take real time. Build the sequence backward from the start date instead of forward from the offer. Put clearance, pediatric CPR and First Aid, and the state training hours on one checklist with dates, and treat an incomplete item as a hard stop on classroom time.
Hiring paperwork lives in a folder on the director’s desk
Assistants turn over faster than leads, hiring happens in bursts before the fall and again in January, and the paperwork is identical every time: offer, handbook acknowledgment, mandated-reporter sign-off, clearance certificates, training certificates with renewal dates, emergency contacts, payroll forms. FirstHR was built for that repetition. The onboarding wizard runs the same sequence for every new assistant, e-signature handles the acknowledgments, document management stores each certificate against the employee profile with its renewal date, and training modules cover safety orientation before the first shift. Applicant tracking is coming soon to FirstHR. Note that FirstHR is an onboarding and HR platform, not a payroll provider.
Once the offer is accepted, the work becomes a repeatable onboarding checklist. For classroom staff specifically, our new teacher onboarding checklist covers the sequence from clearance through the first week in the room, and it adapts cleanly to an assistant.
Key Takeaways
A teacher assistant job description only works when it names the lead teacher relationship and splits ownership: the lead plans, documents, and communicates with families, the assistant delivers, supervises, and covers.
In a licensed childcare center the assistant is usually counted in the child-to-staff ratio, so state credential, training, and clearance requirements decide whether a hire can be scheduled at all.
The role is non-exempt and overtime eligible almost everywhere, because supporting a lead teacher does not meet the FLSA primary duty test for the teaching exemption.
Required licensing training is paid working time, short breaks are paid, and a meal period is unpaid only when the employee is completely relieved of duty rather than watching children eat.
National median pay was $36,780 per year (BLS OEWS, May 2025), with child care services at $34,920 and elementary and secondary schools at $36,990.
Comprehensive background check clearance must be complete before the first shift with children, and federal rules require it to repeat at least once every five years.
Assistant hiring comes in bursts and the paperwork is identical every time. FirstHR runs the same onboarding sequence for every new assistant, with e-signature for acknowledgments, document storage for clearance and training certificates, and renewal dates tracked so nothing expires while someone is still in the room. Applicant tracking is coming soon to FirstHR.
Frequently Asked Questions
What does a teacher assistant do?
A teacher assistant supports a lead teacher so the classroom runs safely and the plan actually happens. In a childcare center that means supervising children and holding the required ratio, running care routines such as meals, handwashing, toileting and rest, preparing and resetting materials, leading small groups the lead teacher planned, managing transitions, covering the room during the lead teacher’s break, and recording attendance, incidents and daily notes. In a private school classroom the balance shifts toward instruction support: reinforcing lessons with individuals and small groups, preparing materials, covering recess, lunch and dismissal duty, and assisting with assessments. What stays constant is the division of ownership. The lead teacher owns curriculum, assessment and primary family communication. The assistant owns delivery support, supervision and the operational work that keeps the room functioning.
What qualifications does a teacher assistant need?
In a licensed childcare center, the floor is set by your state rather than by you. States license centers and set minimum age, entry credential, orientation, pre-service training and annual training hours for anyone counted in the child-to-staff ratio, and those rules differ by state and by the age of the children in the room. Most centers also require pediatric CPR and First Aid, either at hire or within a stated window. Every candidate must clear a comprehensive background check before their first shift with children. In a private school, licensure requirements are usually looser but background check and fingerprinting rules for school staff are strict. A high school diploma is the common baseline, with early childhood coursework or a CDA credential preferred rather than required. Confirm your own state rules through the national child care licensing database before you publish the posting.
Are teacher assistants exempt from overtime?
No, in almost every case a teacher assistant is non-exempt and overtime eligible. The FLSA teaching exemption applies to employees whose primary duty is teaching, tutoring, instructing or lecturing in an educational establishment, and an assistant supporting a lead teacher does not meet that test. The Department of Labor is explicit that preschool employees whose primary duty is caring for the physical needs of children ordinarily do not qualify as exempt teachers, and it lists misclassifying such staff as exempt among the typical problems it finds in the industry. Preschools and daycare centers have been covered enterprises since the 1972 amendments regardless of size, ownership or annual revenue, so a small center is fully covered. Track hours, pay overtime at one and one-half times the regular rate past 40 hours in a workweek, and calculate weekly rather than across two weeks.
How much does a teacher assistant get paid?
According to the Bureau of Labor Statistics Occupational Employment and Wage Statistics survey (May 2025), teaching assistants except postsecondary had a national median annual wage of $36,780 and a mean of $38,290 across about 1,420,350 jobs, with the 10th percentile at $27,150 and the 90th at $50,040. Setting matters. In child care services the median was $34,920 across about 140,750 assistant jobs, while in elementary and secondary schools it was $36,990. BLS does not publish hourly wages for this occupation because many assistants work school-year schedules, so annual figures understate the hourly rate for anyone working less than a full year. Benchmark against comparable local centers and schools, not against the national number, and publish a good-faith range where pay transparency rules require it.
What is the difference between a teacher assistant and a lead teacher?
The difference is ownership, and it drives pay, credentials and classification. A lead teacher owns the curriculum, plans and documents learning, assesses progress, and is the primary point of contact for families. A teacher assistant supports that work: delivering activities the lead planned, supervising, running routines, preparing materials, and covering the room. Because the lead teacher in a preschool may have instruction as a primary duty, that role can sometimes qualify for the FLSA teaching exemption, while an assistant essentially never does. States also set higher credential requirements for the person designated as the lead in a licensed room. The practical test when writing the posting: if you are asking this person to plan the curriculum, document child progress and run family conferences, you are hiring a lead teacher and should pay accordingly.
Does a teacher assistant need a background check before starting?
Yes, and it must be complete before the first shift with children, not during the first week. Federal child care rules require a comprehensive criminal background check for child care staff members, defined to include anyone paid to provide direct care or supervision or who has unsupervised access to children. The check covers a fingerprint-based federal criminal records search, a search of the national sex offender registry, and state criminal registry, sex offender registry and child abuse and neglect registry searches in the state where the person lives and in any state they lived in over the preceding five years. The requirement repeats not less than once during each five-year period for existing staff. Private schools face separate state fingerprinting and clearance rules for school employees. Build the timeline backward from the start date.
How do I write a teacher assistant job description for a small center?
Start by separating the lead teacher’s duties from the assistant’s, in writing, before you draft anything. Then name the room and the age group, state the schedule and weekly hours honestly, list the state credential and training requirements that apply to anyone counted in ratio, state pediatric CPR and First Aid expectations, and say plainly that clearance must be complete before the first shift. Mark the role non-exempt and hourly, and publish the rate or a good-faith range. Describe the physical reality of the job: floor time, lifting, outdoor duty in all weather. Close with the equal opportunity statement and a real person to contact. The six templates on this page follow that structure, so the only parts you rewrite each time are the room, the schedule and the pay. Applicant tracking is coming soon to FirstHR.
