Teacher Job Description 2025: Duties, Templates & Salary

Crafting a clear, compliant teacher job description saves time and improves applicant quality. Grounded in current labor data and K–12 best practices, this guide gives you ready-to-use templates, role-specific examples, and compliance language you can copy, customize, and post today.

Overview

If you’re hiring teachers in 2025, this guide shows exactly what to include—responsibilities, qualifications, salary bands, safeguarding language, and how to customize by grade, subject, and schedule. It’s built for school administrators and HR teams at districts, charters, and private schools.

For market context, the U.S. Bureau of Labor Statistics reports national median pay for elementary teachers in the low $60,000s. It projects little or no change in overall employment over the next decade, with more than 100,000 openings annually due to replacements and churn. See the BLS Occupational Outlook Handbook for details: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

Role summary and scope

A teacher plans and delivers standards-aligned instruction and assesses learning. A teacher also supports students’ academic and social development while maintaining a safe, inclusive classroom.

Roles vary by grade band (elementary, middle, high school), subject (e.g., ELA, math/STEM, arts, CTE), and setting (public, charter, private, or online). This guide focuses on K–12 teacher postings, with notes for specialized roles and virtual instruction.

Teacher duties and responsibilities

Schools that publish concise, outcome-focused responsibilities attract candidates who understand expectations. Use the core list below, then refine it for your grade band and subject.

Core classroom responsibilities

A strong K–12 teacher job description centers on curriculum, instruction, assessment, and classroom management.

1. Plan, deliver, and differentiate standards-aligned lessons that meet diverse learning needs.
2. Use formative and summative assessments to measure progress and adjust instruction.
3. Integrate EdTech tools (e.g., LMS, assessment platforms) to support engagement and learning.
4. Establish clear routines and positive behavior supports to maintain a safe, orderly classroom.
5. Provide timely, actionable feedback to students and maintain accurate grade records.
6. Use data to set learning goals, monitor growth, and communicate progress to stakeholders.
7. Collaborate on curriculum alignment to state standards (e.g., Common Core where applicable).
8. Support multilingual learners and students with disabilities through accommodations and UDL.

These statements map to O*NET teacher tasks and competencies. They work well across grade levels: https://www.onetonline.org/link/summary/25-2021.00

Beyond the classroom

Clarify expectations for family engagement, school duties, and professional growth beyond daily instruction.

1. Communicate proactively with families via conferences, progress notes, and school platforms.
2. Collaborate on IEPs/504s and implement services in alignment with IDEA and school policies.
3. Fulfill duty periods (arrival/dismissal, hallway, lunch/recess) and attend school events.
4. Sponsor or support clubs, athletics, tutoring, or enrichment (stipend-eligible where offered).
5. Participate in PLCs and ongoing professional learning, including data and standards work.
6. Maintain compliance with safeguarding, confidentiality, and mandated reporting requirements.

Stating extended responsibilities up front reduces surprises, improves fit, and protects instructional time.

Teacher skills and qualifications

Highlight required versus preferred capabilities and be explicit about technology, data, and classroom leadership. Candidates self-select more accurately when they see the tools, frameworks, and student needs they’ll serve.

Required skills typically include state licensure, content knowledge, classroom management, and the ability to use data to inform instruction. Preferred skills can include specialized endorsements (e.g., ESL, SPED), experience with a specific LMS, or advanced training in restorative practices. Wherever possible, tie each skill to an outcome (e.g., “uses formative data to adjust groupings weekly”).

Technical competencies (curriculum, assessment, EdTech)

The following proficiencies help candidates understand your instructional model.

1. Standards alignment (e.g., Common Core State Standards where adopted): https://www.corestandards.org/
2. Lesson design using backward planning and formative checks for understanding
3. Data literacy: creating/using rubrics, interpreting assessment dashboards
4. LMS proficiency (e.g., Google Classroom, Canvas, Schoology) and device management
5. Assessment tools (e.g., MAP, i-Ready, teacher-created benchmarks)
6. MTSS/RTI practices for intervention and enrichment
7. Basic assistive technology and accessibility features for inclusive instruction

A short, specific list sets clear expectations without overwhelming candidates.

Soft skills and classroom leadership

Behavioral competencies should connect to student outcomes and school culture.

1. Culturally responsive communication with students and families
2. High expectations coupled with empathy and positive relationships
3. Adaptability and problem-solving in fast-paced school settings
4. Collaboration in PLCs; openness to feedback and continuous improvement
5. Dependability, professionalism, and confidentiality
6. De-escalation and restorative practices aligned to school discipline policies

These skills help you assess fit during screening and interviews.

Education, certification, and background checks

Most K–12 teachers hold a bachelor’s degree in education or their content area, complete a state-approved educator preparation program, and earn a state license. According to the BLS, public-school teachers must be licensed or certified. Many states also offer alternative routes for career changers: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

For safeguarding, clearly state that employment is contingent on background checks, fingerprinting, and compliance with child-safety and mandated reporting requirements. Add any state-specific checks (e.g., child abuse registry) and timelines (e.g., prior to first student contact).

Licensure pathways and state requirements

Licensure is governed by states, and requirements vary by grade band, subject, and reciprocity rules. Link your posting to your state’s education agency for specifics and reciprocity questions: https://www2.ed.gov/about/contacts/state/index.html. If you accept out-of-state credentials, describe any conditions (e.g., probationary licenses while completing local exams).

Alternative certification routes

Alternative routes—such as post-baccalaureate programs, residency models, and emergency/limited licenses—can expand your candidate pool in hard-to-fill subjects (e.g., STEM, SPED, world languages). State agencies outline eligibility, supervision, and timelines. Reference your accepted pathways and mentoring supports. For a national overview, see BLS on licensure and alternative routes: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

Work environment and schedules

Most teachers work a 10-month calendar with additional days for professional development and prep. Daily schedules typically include instructional blocks, planning time, duty periods, and team collaboration. Class size norms and non-instructional duties vary by school type. Districts may follow union contracts, while charters and private schools set local expectations.

Set realistic expectations by naming approximate class sizes (e.g., “22–28 students per section”), guaranteed planning time (e.g., “45 minutes daily”), and duty assignments (e.g., “two 20-minute lunch duties weekly”). If your school offers stipends for clubs, coaching, or department lead roles, list typical ranges and seasonal timelines so candidates can plan their workload.

Salary ranges and pay transparency guidance

Transparent salary bands boost qualified applications and support compliance with state and local laws. Provide a base salary range tied to grade band, experience/education steps, and any supplements (SPED, bilingual, coaching), plus benefits and retirement plans. For context, the BLS reports national median pay for elementary teachers in the low $60,000s, with significant geographic variation: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

If your jurisdiction has pay-transparency requirements, include the pay range, how it’s determined, and whether bonuses or stipends are available. For an overview of evolving laws, see SHRM’s summary: https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/pay-transparency-laws.aspx

Typical ranges by grade band

Pay varies by region, district scales, and funding model, but many systems set comparable or slightly higher ranges at middle and high school versus elementary. As of 2025, a competitive posting might cite a base range aligned to your local salary schedule (e.g., “$58,000–$78,000 based on education and verified experience”), with supplements for SPED, bilingual, or hard-to-staff subjects. Use your latest board-approved salary schedules and note steps/lanes to avoid confusion.

How to write salary bands and benefits

Use the checklist below to publish clear, compliant compensation.

1. State a good-faith base salary range and how placement works (steps/lanes).
2. Note supplements and stipends (e.g., SPED, bilingual, coaching, department lead).
3. Outline benefits: health/dental/vision, retirement/pension, leave, tuition assistance.
4. Clarify contract length (e.g., 190 days) and pay frequency (biweekly/10- or 12-month).
5. Disclose one-time payments (sign-on/retention) and eligibility criteria.
6. Add a brief pay-transparency compliance note referencing local law where applicable (see SHRM guidance).
7. Include a non-binding statement that actual pay depends on education/experience within the posted band.

Publishing the band and benefits upfront reduces back-and-forth and widens your qualified pool.

Teacher job description template

Use this copy/paste teacher job description template as your base, then customize details to your grade band, subject, and state requirements.

Copy/paste template

Job Title: Teacher (Grade Band/Subject) Location: City, State | School Name (Public/Charter/Private) Position Type: Full-time, exempt | Contract: 10 months (190 days)

Summary We seek a student-centered teacher to plan and deliver standards-aligned instruction, assess learning, and maintain a safe, inclusive classroom. The ideal candidate uses data to drive decisions, partners with families, and contributes to a collaborative school culture.

Responsibilities

1. Plan, deliver, and differentiate lessons aligned to state standards.
2. Use formative/summative assessments and maintain accurate grade records.
3. Establish clear routines and positive behavior supports.
4. Collaborate on IEPs/504s and implement accommodations per IDEA.
5. Communicate proactively with families via conferences and school platforms.
6. Participate in PLCs, professional learning, and school events/duty periods.
7. Integrate EdTech (LMS/assessment tools) to support engagement and access.

Qualifications

1. Bachelor’s degree (education or content area) required; master’s preferred.
2. Valid State Teacher License/Certificate (or eligible via approved alternative route).
3. Demonstrated content knowledge and data-driven instruction.
4. Proficiency with LMS and common classroom technologies.
5. Strong communication, cultural responsiveness, and classroom management.
6. Background check, fingerprinting, and mandated reporter compliance required.

Salary & Benefits

1. Base salary: $[low]–$[high] annually, based on education/experience per salary schedule.
2. Supplements: SPED, bilingual, coaching/club stipends as applicable.
3. Benefits: Medical/dental/vision, retirement plan, paid leave, professional development.

Schedule & Workload

1. Student contact hours: [e.g., 7:45 a.m.–3:15 p.m.], with [45] minutes daily planning.
2. Class size: Approximately [range] students per section.
3. Duty assignments: [e.g., 2 lunch duties/week], plus occasional evening events.

Safeguarding & Compliance Employment is contingent upon satisfactory background checks, fingerprinting, and adherence to child-safety, confidentiality (FERPA), and mandated reporting policies. Commitment to equal opportunity and an inclusive, harassment-free workplace is required.

How to Apply Submit a resume, cover letter, and [license/transcripts] to [apply link/email] by [date]. Priority screening for applications received by [date]. Please include “Teacher – [Grade/Subject]” in the subject line.

This template balances clarity with compliance and can be finalized in minutes.

How to customize for your school

1. Grade band and subject (e.g., K–2 literacy, HS Algebra II)
2. EdTech stack (LMS, assessment tools, devices)
3. Student supports (SPED programs, ESL/bilingual, MTSS)
4. Schedule specifics (planning time, duty periods, calendar days)
5. Class size expectations and co-teaching models
6. Salary schedule, supplements, and stipend details
7. Licensure pathways accepted (standard, alternative route, emergency)
8. Mission/culture notes (e.g., IB, STEM, arts integration, faith-based)

Swap these variables to create role-accurate, competitive postings.

Role-specific examples

Use these fast, focused examples to speed publishing and align candidate expectations.

Elementary teacher

Summary: Teach a self-contained Grade 3 class with a focus on literacy and numeracy, social-emotional learning, and family communication. Responsibilities include standards-aligned lesson design, small-group differentiation, progress monitoring, and positive behavior supports; collaborate with specialists and host quarterly family conferences. Salary: $60,000–$74,000 based on experience, plus eligible stipends.

High school subject teacher (e.g., Math/STEM)

Summary: Teach Algebra I/II and Precalculus, emphasizing problem-solving, lab safety for calc-based projects, and exam readiness (state EOC/ACT/SAT). Responsibilities include unit planning with common assessments, data-driven re-teach, and after-school tutoring rotation; collaborate with the STEM team on project-based learning. Salary aligned to HS schedule; hard-to-staff STEM supplement available.

Special education teacher

Summary: Provide specialized instruction and case management for a caseload of 12–18 students, ensuring IDEA compliance. Responsibilities include IEP development, push-in/pull-out services, progress monitoring, and collaboration with related service providers (SLP/OT/PT), with regular family communication. SPED supplement and additional PD days included.

Substitute or long-term substitute teacher

Summary: Provide classroom coverage using provided lesson plans to ensure continuity of learning; long-term subs (10+ days) may take on grading, family communication, and PLCs. Materials and pacing guides are provided; classroom management and reliability are essential. Pay: Daily rate or prorated teacher scale for long-term assignments.

Online/remote ESL or virtual teacher

Summary: Teach small-group ESL classes across time zones using the school’s LMS and video platform, balancing synchronous instruction with asynchronous feedback. Responsibilities include leveling assessments, language objectives, and culturally responsive materials; proficiency with virtual classroom tools required. Flexible schedule within [time zone windows].

How to write a teacher job description that attracts qualified candidates

Clear, specific, and inclusive language yields better applications. Focus on outcomes, show your supports, and publish a transparent salary band and workload so candidates can quickly self-assess fit.

JD anatomy and must-have sections

1. Concise summary (2–3 sentences on purpose, student population, outcomes)
2. Responsibilities tied to instruction, assessment, and collaboration
3. Qualifications: required vs. preferred (license, degree, skills)
4. Salary & benefits with a good-faith band and supplements
5. Schedule & workload (planning time, duty periods, class size)
6. Safeguarding & compliance (background checks, mandated reporting)
7. How to apply with clear materials and timeline

This structure mirrors how teachers scan postings and supports compliance.

SEO, clarity, and DEI language

Use plain, role-specific language so your post is clear and scannable. Avoid gendered or age-coded terms and unnecessary physical requirements. Focus on essential functions and reasonable accommodations under the ADA.

Include a brief, specific DEI statement tied to student outcomes and hiring fairness. For equal employment law guidance, see the EEOC: https://www.eeoc.gov/employers/small-business/eeo-laws

Example: “We welcome applicants of all backgrounds and do not discriminate based on any protected characteristic. We are committed to inclusive practices that elevate every student’s success.”

Application instructions and screening criteria

Tell candidates exactly what to submit (resume, cover letter, license, transcripts) and when. State minimum thresholds (e.g., “valid state license by start date” or “alternative-route eligibility with supervision”) and how you’ll assess fit (rubric aligned to responsibilities).

This reduces incomplete and unqualified applications and creates a fair, efficient process.

Compliance, DEI, and safeguarding language to include

Add concise safeguards to protect students and set clear expectations. Example language you can copy:

1. Safeguarding and background checks: “Employment is contingent upon satisfactory background checks, fingerprinting, and adherence to child-safety and mandated reporting policies.”
2. IDEA alignment (for SPED/Gen Ed): “Collaborate to develop and implement IEPs and 504 plans in compliance with IDEA; provide accommodations and document progress.” IDEA overview: https://sites.ed.gov/idea/
3. Equal opportunity: “We are an equal-opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.” EEOC guidance: https://www.eeoc.gov/employers/small-business/eeo-laws
4. Curriculum standards: “Instruction aligns to state standards (e.g., Common Core where adopted).” Standards: https://www.corestandards.org/
5. Accessibility: “We provide reasonable accommodations to qualified individuals with disabilities to perform essential job functions.”

Publishing this language consistently signals professionalism and trust.

Interview and selection criteria aligned to the job description

Your interviews should probe the very responsibilities you posted: planning standards-aligned instruction, using assessment data, classroom management, and collaboration. Use structured interviews with consistent questions, a shared rubric, and work samples (e.g., a 15-minute lesson plan with a formative check). Ask candidates to describe impact with evidence: “What was the learning goal? What data did you collect? What changed as a result?”

Connect scenarios to your context—grade band, student population, and tools. For example, if your JD lists Google Classroom and PLC data cycles, ask for examples demonstrating proficiency and teamwork in those areas.

Sample screening rubric aligned to duties

1. Lesson planning and standards alignment: submits a clear objective, checks for understanding, and differentiation plan.
2. Data use: presents baseline, progress data, and instructional adjustments tied to evidence.
3. Classroom management: articulates proactive routines and restorative responses to common scenarios.
4. Collaboration and communication: demonstrates PLC experience and family partnership strategies.
5. DEI and inclusion: provides examples of culturally responsive practices and accommodations/UDL.
6. EdTech proficiency: shows practical use of your LMS/assessment tools to advance learning.

Using a short, evidence-focused rubric increases fairness and predictive validity.

FAQs

What does a teacher do day to day? Teachers plan and deliver instruction, assess learning, provide feedback, manage classrooms, and communicate with families. They also attend PLCs, complete duty periods, and participate in professional learning and school events.

Is a license required to teach in public schools? Yes. All U.S. public-school teachers must be licensed or certified by their state; many states offer alternative routes for eligible candidates completing requirements while teaching. BLS overview: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

How much do teachers make? Pay varies widely by region and employer. As context, BLS reports national median pay for elementary teachers in the low $60,000s, with local salary schedules and supplements (e.g., SPED, bilingual) affecting actual pay: https://www.bls.gov/ooh/education-training-and-library/kindergarten-and-elementary-school-teachers.htm

How should I present salary in a job posting? Publish a good-faith base range with placement rules (steps/lanes), list supplements and stipends, and summarize benefits. If your state or locality has pay-transparency laws, ensure your posting includes required disclosures. Overview from SHRM: https://www.shrm.org/resourcesandtools/legal-and-compliance/state-and-local-updates/pages/pay-transparency-laws.aspx

What’s the difference between a general teacher job description and a long-term substitute? General teacher roles include full planning, grading, family communication, and PLC duties. Long-term subs focus on delivering provided plans; after 10–20 days, they may assume grading and communication, and often are paid on a prorated scale.

Which EdTech competencies matter for online or hybrid roles? Proficiency with your LMS (e.g., Canvas, Google Classroom), video platforms, digital assessment tools, and accessibility features is essential, plus skills in synchronous facilitation, asynchronous feedback, and basic troubleshooting.

Where can I find state certification requirements and reciprocity information? Start with your state education agency: https://www2.ed.gov/about/contacts/state/index.html. Review license types, exams, reciprocity conditions, and alternative-route options; link these in your posting.

What if a license is pending for a hard-to-fill role? State whether you’ll consider candidates eligible for an alternative or emergency route, and describe supervision/mentoring supports and the deadline for obtaining full licensure. This widens the pool while protecting instructional quality.