Childcare teacher job description template (duties, qualifications, schedule)

Every section of a childcare teacher posting does one job: help the right candidate recognize their classroom and help the wrong one screen themselves out.

The three sections below carry most of that weight — duties, qualifications, physical demands and schedule — and the template further down assembles them into a posting you can publish.

Key duties and responsibilities

Write the duties the way the day actually runs, from arrival to closing: morning routines and greeting children, circle time and learning centers, outdoor play, meals, rest time, afternoon activities and the departure handoff to families.

A candidate can then compare the day against classrooms they have already run, and your interview questions can point back to the same list.

Name the age band in the duties, not just in the title.

An infant room's day is built around feeding, diapering and safe sleep routines; a preschool room's runs on centers, small-group activities and school-readiness work.

The same job title covers very different work depending on the age group, and the duties list is where that difference becomes visible.

Include the parts of the role that sit beyond the activity plan: active supervision of the children in the room, delivering the curriculum your program uses, observing and documenting what children do, communicating with families, guiding behavior, keeping the room clean and safe, and working alongside any assistant, aide or floater assigned to the room.

If the role carries lead-teacher responsibilities in ratio or supervision of other staff, say so here rather than leaving a candidate to guess at it after they start.

Minimum and preferred qualifications

Start the minimums from your state's rule, not from a template: where your state child care licensing agency sets qualification requirements for lead teachers — education, experience, minimum age, pre-service or orientation training, the background check — it enforces them against your license, and what it sets differs from state to state.

Where your state sets no minimum for an item, that line is your program's own standard.

Phrase the line the way the rule works: "meets [State]'s child care licensing requirements for [lead teacher]", plus the age band.

That wording stays correct wherever your center operates, and it points candidates at the same rule you checked.

List the background check and any required training as conditions of employment, with the timing left to your state's process: "completion of [State]'s required background checks" and "[State]'s required pre-service or orientation training, completed on [State]'s timeline." Confirm before you post: the qualifications, training hours and background-check steps your state sets for the title and age band you are hiring are enforced by your state child care licensing agency, and they change — confirm them with the agency before the requirements go into a posting.

Keep the preferred list honestly preferred.

A CDA credential, ECE credits or an early childhood degree belong under "preferred" unless your state's rule for the title — or your program's own standard — actually requires them.

Requiring a credential your state does not require cuts every candidate who qualifies under the rule you are licensed against.

Physical requirements and schedule

Describe the physical work as the job's own essential functions: lifting and carrying children and classroom materials, working on the floor and moving up and down throughout the day, standing and walking for most of the shift, diapering and toileting routines, and outdoor playground supervision.

Under the Americans with Disabilities Act, physical requirements in a job description should describe those essential functions, and accommodation for applicants with disabilities is required unless it causes the employer significant difficulty or expense.

One line to leave out: a lifting weight written as a legal threshold.

No federal rule sets a lifting weight for childcare jobs, and no national licensing standard does either — a "must lift 40 pounds" figure is an employer practice.

If you state a number, present it as what the job itself demands rather than as a rule, and know that the ADA's accommodation obligation reaches it; employers with 15 or more employees are also covered by the Pregnant Workers Fairness Act, which requires reasonable accommodation of known limitations related to pregnancy, childbirth or related conditions.

The schedule section is easy to leave vague.

State the days, the shift hours, whether opening or closing coverage rotates through the role, how breaks and float coverage work, and anything else a candidate would want to know before committing to the room.

The more precisely the posted schedule matches the one you actually run, the fewer offers come apart on it later.

How to write the pay and benefits line

Write a range, not a shrug. "Competitive salary" and "depends on experience" leave candidates to guess — and a guess is not a reason to spend an evening on an application.

A range with a real floor and a real top lets a candidate decide in seconds whether the job fits, so state the basis — hourly or salaried — and what moves a teacher up the range, such as experience, a credential or added classroom responsibility.

Benchmark the range before you write it.

In BLS's Occupational Employment and Wage Statistics (OEWS) survey for May 2025, childcare workers (SOC 39-9011) earned a U.S. median of $16.82 per hour ($34,980 per year), and preschool teachers except special education (SOC 25-2011) earned a U.S. median of $18.34 per hour ($38,140 per year) — a childcare teacher title can sit in either occupation depending on the title your state's rule and your program use.

Both figures are national, and your market is local: the childcare teacher salary tables from the same survey are where you price the range for your state.

In eight states, pay disclosure in the posting is not optional for covered employers. Our research verified pay-disclosure laws in eight states, each attached to the job posting or advertisement itself and set in the state's own law:

• California — employers with 15 or more employees must include the pay scale in any job posting (Labor Code 432.3).
• Colorado — the Equal Pay for Equal Work Act requires employers to disclose compensation in all job postings and notices, internal and public, including benefits information.
• New York — Labor Law 194-b requires businesses with four or more employees to list compensation ranges in postings for jobs, promotions and transfers.
• Washington — employers with 15 or more employees must disclose the wage scale or salary range and a general description of benefits in each job posting (RCW 49.58.110).
• Illinois — employers with 15 or more employees must include the pay scale and benefits in any specific job posting; a hyperlink to a public page with that information satisfies the rule (820 ILCS 112/10(b-25)).
• Minnesota — employers with 30 or more employees in Minnesota must include a good-faith salary range in job postings (Minn. Stat. 181.173).
• Massachusetts — since October 29, 2025, employers with 25 or more employees must disclose wage ranges in job postings.
• Vermont — employers with five or more employees must include the compensation or range of compensation in any advertisement of a Vermont job opening.

Tracker reports add Maryland, New Jersey, Hawaii, Washington DC, Maine, Virginia and Connecticut (from October 1, 2026), with Delaware scheduled for 2027 — our research did not confirm those against the state sources, so treat them as unconfirmed. Confirm before you post: pay-disclosure laws carry their own definitions and their own employer-size thresholds — except in Colorado, where the law applies regardless of employer size — and they change, so check the current rule with the state agency that administers it before the posting goes up.

Note that three of the verified states reach past pay — Washington asks for a general description of benefits, Illinois for pay scale and benefits, and Colorado's disclosure covers benefits information — so the benefits line of your template needs writing before you post, not after.

Mistakes that shrink your applicant pool

The template can be perfect and the wording around it can still cost you candidates.

Check each of these before you publish.

• Wording that signals a protected-trait preference. Under the laws the EEOC enforces, a job ad that shows a preference based on a protected trait is illegal — the EEOC's own examples are an ad seeking "females" or "recent college graduates," which may discourage men and people over 40 from applying. Childcare postings asking for "young, energetic" or female-only staff are exactly that pattern. Describe the job — the age group, the duties, the schedule — and leave age, sex and every other protected trait out of the ad.
• No pay line. In California, Colorado, New York, Washington, Illinois, Minnesota, Massachusetts and Vermont, the law makes pay disclosure — and in three of them the benefits description — part of what a covered employer's posting must carry; every state but Colorado covers only employers at or above its own size threshold. Elsewhere, and below those thresholds, an empty pay line asks candidates to apply blind, while the posting next to yours that states one lets them self-sort on the spot.
• A lifting threshold written as a legal rule. No federal rule or national licensing standard sets a lifting weight for childcare jobs; a number in your posting is your center's own practice. State the job's actual demands instead, and keep the ADA's accommodation obligation in view — and the Pregnant Workers Fairness Act's, for employers with 15 or more employees.
• Another state's requirements. Qualification minimums are set state by state, so a requirements list copied from a template written for a different state can misstate your own. Keep the "[State]'s licensing requirements for [title]" placeholder until you have filled it in from your licensing agency's rule.
• Credential inflation. Requiring a degree or credential your state does not require for the title removes candidates who qualify under the rule you are actually licensed against. Put it under "preferred" unless your program genuinely requires it.
• Vague duties. "Must love children" describes every applicant in the pool. The duties list from the template — arrival to departure, by age group — is what lets a candidate tell whether they have already done this job.
• Titles nobody searches. Use the words candidates search — "childcare teacher," "lead teacher," the age group — rather than an internal level name.

After you post, run the posting like a live process.

Answer every application, including the declines — a posting that goes quiet teaches candidates to skip your next one — and refresh or re-post when a listing ages.

Read your own ad from the other side before it goes up: browse childcare teacher jobs to see how your posting reads next to the ones around it.

From there the next steps are screening and interviewing, and the full process is our guide to how to hire a childcare teacher.

This page is employer information, not licensing or legal advice. Job-ad and accommodation rules come from the EEOC, pay-disclosure rules from the state agencies that administer them, and staff qualification rules from your state child care licensing agency — confirm the current rules with each before you post.