Advancement · School Operations

Describe the job
the right teacher wants

Good candidates read a position description to see the real work, the pay and whether they qualify. Enter the role, each duty with its share of the time, what is truly required and what is only preferred, and the pay range. The tool totals the duties, flags a long required list, a missing or vague range and wording that narrows the pool, and prints the description.

Add a positionWhat you get
$12one-time · every device you sign in on
Buy · $12

Included with Caveat Classroom and Whole-school licenses. Or get it in the School operations toolkit, $49 for 60 items.

Positions

The worked example is made up: a chemistry teacher, a humanities post with a wish list and coded wording, and a part-time music opening. Saved on this device only.

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What you get

Advancement · School Operations$12 · included with Classroom and Whole-school licenses

What you finish with
A record per position: title, department, school, reporting line, load, contract year and start date; a summary and duties with shares of time; required and preferred qualifications and any license; the pay range, how to apply and six posting checks; duty totals, qualification counts and the pay spread; a printed position description.
Who it is for
Heads of school, division heads, department chairs and the HR or business office staff who write and post teaching jobs.
Format
Browser tool with a saved record per position. Prints the position description, the record, every position in a table or a blank form; downloads a spreadsheet (.csv); exports and imports a file.
Access
$12 one-time, yours on every device you sign in on; the tool opens once you are signed in with it. Included with Caveat Classroom and Whole-school licenses. Also in the School operations toolkit ($49) and the Advancement Suite pass ($99), and 1 more bundle. Everything you type stays in this browser; nothing is sent to Caveat.
Where it lives
The School Operations space in Caveat Advancement.
Support
Questions about access, an order or a correction: team@caveatacademic.com.

How to use it

  1. Enter the role, load and start date.
  2. List duties with a share of the time.
  3. Split required from preferred.
  4. Add the pay range and how to apply.
  5. Fix the flags and print.

Add a position

Writing for the candidates you want

A position description that widens the poolSay the workDuties as verbs, with ashare of the timeWho the teacher reportsto and works withSeparate must from niceRequired: would not hirewithout itPreferred: everythingelseFive or six requiredlines at mostBe plain and openA real pay rangeNo age-coded words or heor sheHow to ask for anaccommodationA position description that widens the poolSay the workDuties as verbs, with a share of the timeWho the teacher reports to and works withSeparate must from niceRequired: would not hire without itPreferred: everything elseFive or six required lines at mostBe plain and openA real pay rangeNo age-coded words or he or sheHow to ask for an accommodation
Research on job ads finds that many qualified people apply only when they meet every listed requirement, so every required line should earn its place.

Required versus preferred

Every required line removes people from the pool, and research on job advertisements suggests many qualified applicants, especially women, apply only when they meet all of them. Keep required to what you truly would not hire without: the subject degree, experience with the age group, safety skills. Put coaching, clubs, languages and particular platforms under preferred, where they invite rather than exclude.

Words, pay and the law

Federal law bars discrimination by age (for people 40 and over), sex, race and other protected traits, so words like “young”, “recent graduate” or “digital native” are worth removing, as are “he or she” and slang such as “rock star”. A clear pay range draws more applicants and is required in postings in some states and cities. Licensing rules differ by state and by type of school, so name the requirement as your school applies it.

Sources

  1. U.S. Equal Employment Opportunity Commission. Prohibited practices: job advertisements (eeoc.gov).
  2. U.S. Department of Labor. Age Discrimination in Employment Act overview (dol.gov).
  3. Gaucher, D., Friesen, J., and Kay, A. C. (2011). Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101(1).
  4. U.S. Department of Labor, Job Accommodation Network. Accommodations in the application process (askjan.org).

The worked example is made up, including the schools and pay figures. This is not legal advice: posting, pay-range and licensing rules vary by place and type of school, so check with your school’s counsel or HR adviser. Nothing you type is sent to Caveat. Support: team@caveatacademic.com.