The instructional coordinator who adds a second qualification
$156,430top of the range in District of Columbia · middle $77,440 / yr
AI augments this role
Instructional Coordinators in the United States earn a median of $77,440 a year. Pay starts near $47,980. Pay reaches $156,430 at the top of the range in Washington D.C., the best-paying location for this work among those with at least 500 people in the job.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025 (Instructional Coordinators, SOC 25-9031). Last checked 9 September 2026.
Entry level
$47,980
Top of the range · District of Columbia
$156,430
Education
Master's degree in Education
Wages — U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025 (Instructional Coordinators). Top of the range is the highest state-level figure among states with at least 500 people in the job. AI-impact rating is PayCrunch's editorial assessment. Updated September 2026.
🆕 New & Trending AI Tools for Instructional CoordinatorReviewed September 2026
We track new AI-tool launches every week and refresh this list — here’s what’s gaining traction for Instructional Coordinator work right now.
MagicSchool AINEWFree / $8.33 mo
All-in-one teacher toolkit with 80+ tools for planning, IEPs, and communication.
How an Instructional Coordinator uses it: generate lesson plans, rubrics, and parent messages in minutes
Brisk TeachingNEWFree / school pricing
AI assistant that works right inside Google Docs, Slides, and the browser.
How an Instructional Coordinator uses it: give feedback, differentiate readings, and build lessons in the tools you already use
CoGraderNEWFree / $19 mo
AI grading tool for writing assignments with rubric-based feedback.
How an Instructional Coordinator uses it: grade a class set of essays in a fraction of the time, with consistent feedback
NotebookLMNEWFree / $7.99 mo
Google tool that answers questions grounded only in the documents you give it — with citations.
How an Instructional Coordinator uses it: load your own manuals, policies, or PDFs and ask questions that stay accurate to the source
KhanmigoFree for teachers
Khan Academy's AI tutor and lesson-planning assistant.
How an Instructional Coordinator uses it: plan standards-aligned lessons and give students a safe AI tutor
CuripodFree / $7.50 mo
Generates interactive, slide-based lessons from a topic or standard.
How an Instructional Coordinator uses it: turn a topic into an interactive lesson students respond to live
DiffitFree / paid
Adapts any text or topic to the right reading level with questions.
How an Instructional Coordinator uses it: level a reading for every student and auto-build comprehension questions
ChatGPTFree / $20 mo
The most-used AI assistant — writing, analysis, research, and images from a plain-language chat.
How an Instructional Coordinator uses it: draft emails and documents, summarize long files, and get instant answers to on-the-job questions
ClaudeFree / $20 mo
AI assistant known for careful writing, long-document analysis, and coding.
How an Instructional Coordinator uses it: analyze big reports or spreadsheets and turn messy notes into clean, finished writing
A principal says the new sequence looks fine in one building and confusing in another. A dean says two departments each think they own the same requirement. The instructional coordinator is the person inside the district or the college who makes the program agree with itself: courses, order, assessments, and the story the institution tells about what a student should learn. The work is alignment across a system, done from an office that belongs to that system.
Programs that have to fit together
In a school district, the coordinator often sits in curriculum and instruction. The week includes scope and sequence across grades, materials the board adopted, and the question of whether a change in one grade quietly breaks the next. You meet principals, teacher leaders, and sometimes families when a program shift is visible. You look at how students move through the sequence, where they stall, and whether the assessments match what the program claims to teach. You draft guidance teachers can use without turning every classroom into a copy of every other classroom. The point is a coherent program, not a script that erases professional judgment.
In a college, the seat may live in academic affairs, in a school or division, or beside a provost's office. You work with department chairs and deans on whether a major hangs together, whether courses count toward the requirement they claim to serve, and whether a change in one program collides with another. Accreditation visits create seasons of intense documentation. So do new state expectations about what a graduate should be able to do. You translate those expectations into program maps, faculty conversations, and a record the institution can show. You are an employee of the college, not a visitor hired to comment and leave.
Writing a single course from a blank outline is a different craft, the kind of design work that lives inside one class. This job looks across classes. You might review a syllabus to see whether it still matches the program, and you might coach a department through a revision. You are not spending the day authoring one module as the product. Outside advice to many districts, and the coordination of an online catalog as its own product line, are different seats again. The coordinator here belongs to one district or one college and is accountable for how its programs line up.
The political skill is real and it is not cynicism. Teachers and faculty have to trust that you understand instruction. Leaders have to trust that you will tell them when a beloved program does not connect to the next step. You will sit in rooms where people defend their courses. Bring the map, the student movement through it, and a recommendation that names what would change on Monday. Charm without a map gets you invited back and changes nothing. Professional learning often lands on your calendar too. The useful version shows teachers or faculty how the sequence fits, what the assessment is trying to see, and where their own voice still belongs. A string of workshops with no link to the program map feels busy and leaves the alignment untouched.
What districts and colleges expect you to have already done
A graduate degree, a teaching record, and sometimes a state credential
Many districts and colleges want a master's in curriculum and instruction, educational leadership, or a subject field, plus years of teaching or faculty work. Some states add an administrative, supervisor, or instructional-leadership credential for a district role. The state education agency is the authority on that credential. A college role may lean harder on the graduate degree and on program work than on a school-administrator licence. Check the actual posting and the state before you assume one pattern fits both.
The credential, where a state requires one, proves you met that state's rules for supervising or leading instruction. It is granted by the state education agency or the body it names, usually after a preparation program and a teaching background. It does not by itself prove you can align a program. The proof of that is work: a sequence you repaired, an adoption you shepherded, a program review you wrote that a department could recognize as fair. Preparation for the state credential belongs to the approved program. Preparation for the job belongs to the years you spent close to instruction.
People who skip the classroom or the faculty years sometimes get hired into coordination and then struggle, because every recommendation sounds theoretical to the people who teach. People who were excellent teachers sometimes struggle too, if they can only describe one room. The bridge is a stretch assignment while you still teach or still hold a faculty role: leading a grade-level or department review, mapping a program, supporting colleagues through a materials adoption. Collect those artifacts. They are the portfolio that matters more than a slogan about a passion for learning.
How a search committee listens
Districts hire through human resources and a curriculum director, often with teachers on the committee. Colleges hire through academic affairs, often with chairs and a dean. The posting will say coordinator, specialist, or a local variant. Read for in-house program alignment. If the duties are "build online courses" as the whole job, or "consult with clients," you are looking at a different posting. If the duties are maps, adoption, faculty or teacher support, assessment alignment, and a record the institution can defend, you are in the right conversation.
Committees want a work sample more than a philosophy essay. Bring a program map with the confidential student details removed. Walk through a disagreement you handled, including who was unhappy and what the program looked like afterward. Be ready to talk about data without pretending a single number is the whole child or the whole major. Ask who you report to, whether you supervise anyone, how materials decisions are actually made, and what the last program change did to teachers' or faculty workload. A coordinator with no authority and no allies becomes a memo writer. Know which one the job is before you accept it.
Timing follows academic calendars. Districts often search in winter and spring for a summer start, and they also hire when a grant or a new mandate appears. Colleges search on a slower cycle and sometimes convert a faculty member who has been doing the work untitled. Internal candidates win when they already hold trust. External candidates win when they can show they have aligned a program of similar size and can learn this institution's politics without a year of scolding. Either way, references from people who teach, not only from people who supervise, carry unusual importance.
Coordinator, director, and a wider brief
The path inside a district often runs from teacher to coordinator to director of curriculum and instruction, and sometimes toward an assistant superintendent for academics. Each step widens the number of programs you must hold in your head and the number of principals you must persuade. The director's week has more board contact, more budget, and less time inside a single sequence. Stay in the coordinator role longer if you still want your hands on the maps. Move up when you want the system, and when you can protect the people who will do the detailed alignment after you leave it.
On a college campus the titles run toward director of a curriculum office, associate dean, or a provost's deputy for academic programs. Faculty rank sometimes continues alongside the administrative duty, and sometimes the move is a clean break. The risk in both settings is the same: the higher title fills with meetings until nobody is actually checking whether programs still fit. Leaders who came from this work should keep one program review close enough that they can tell when the paper and the classrooms have drifted apart.
Lateral moves between a district and a college happen, and they require translation. A K-12 coordinator who joins a college must learn shared governance and the pace of faculty decision. A college coordinator who joins a district must learn board policy, principal authority, and the reality of a school day. What carries across is the habit of making a program coherent and of writing so practitioners will use the result. What does not carry is prestige from the last institution. The new map still has to be earned in the new rooms.
Reading the May 2025 wage tables for this role
The wages in this section are Occupational Employment and Wage Statistics for May 2025, for Instructional Coordinators. That is the series to use for this in-house alignment role. The entry wage is $47,980. The national median is $77,440. The step between them is $29,460, a fair description of the distance from a first coordinator assignment to the middle of the occupation. Someone moving out of the classroom into a narrow coordination duty may still be near entry. Someone who already owns program maps across a district or a college should be looking at the median.
The high end of the published range in the District of Columbia is $156,430, where employment was large enough for that high end to be released. That figure is the top of the range there. It is a different statistic from the District of Columbia median of $105,990. The gap from the national median up to that high end is $78,990. Use the high end only when the role is senior, the scope is wide, and the location is actually that jurisdiction. Use $105,990 when you mean typical pay in the District of Columbia.
The District of Columbia also holds the highest median in this set, at $105,990, which is $28,550 above the national median. Maryland's median is $102,220. Washington's is $97,250. California's is $97,010. Connecticut's is $96,170. The lowest median is Puerto Rico at $35,250. The gap between the highest and lowest of those medians is $70,740. A coordinator comparing a move should put the offer next to the median of the place, and should keep $156,430 in the separate category of range-top pay in the District of Columbia.
Reading a school or college offer
Public employers often have a schedule. Put that schedule beside these figures instead of pretending one erases the other. If you are new to coordination, $47,980 is the entry anchor, and you can ask what responsibility would justify movement across the $29,460 step toward $77,440. If you already align programs and the offer is still near entry, name that step and ask which part of the scope the employer believes is missing. A senior role in the District of Columbia can discuss $105,990 as the local median and $156,430 as the high end of the published range, with $78,990 marking the climb from the national median to that high end. Do not use the high end as a synonym for typical pay.
Maryland at $102,220, Washington at $97,250, California at $97,010, and Connecticut at $96,170 are all above the national median, and the $28,550 lift from the national median to the District of Columbia median is the published difference for the highest typical pay in this set. A Puerto Rico offer should be read against $35,250. The $70,740 gap explains how far the highest median sits from the lowest. It does not rank your worth as a person. Ask about workdays beyond the school year, stipend versus salary, and whether a state credential's cost is covered. Leave those terms in the employer's numbers. Your side of the conversation is the program you will align, matched to the published figure that describes that scope.
The top of Instructional Coordinator pay — and how to get there with AI
$156,430what Instructional Coordinator pay reaches in District of Columbia
Highest state-level top-of-range annual wage for Instructional Coordinators, among states with at least 500 people in the job. U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025.
And the role it leads to — Training and Development Managers — reaches $280,850 in New York.
$47,980entry$77,440middle$156,430top end
Coordinators reach the top of this range when a second qualification, in assessment, in supervision, or in programme evaluation, lets them sign decisions a curriculum specialist alone is not permitted to sign.
Most people arrive in this seat with a teaching background and a graduate degree in a subject, which carries you as far as recommending materials and running teacher training. The decisions above that line are usually reserved for a credential holder: whether a programme is working, whether instruction meets the provisions of the state education code, whether a purchase of instructional materials can be authorized. Authoring and drafting tools have shortened the material-preparation half of this job considerably, which is exactly why the credentialed half now decides who moves. Study for the qualification while the tools carry the production.
Your playbook, by where you are now
Just startingPick the qualification before you need it
Find out which qualification your state requires of people who formally evaluate teaching staff, and read the requirement in the original rather than trusting hearsay.
Log every hour of supervised experience that might count toward it, beginning with your first classroom observation.
Build training decks and handouts in Adobe InDesign so production work stops eating the study hours.
Load the state education code and your district policy manual into NotebookLM together, then confirm any provision you plan to cite against the published text.
What proves it: An accepted application for the qualification with an experience log behind it.
Realistic span: the first two or three years
A few years inDo the work the credential covers
Observe teaching staff on a schedule and write a recommendation aimed at one named skill rather than a general impression.
Take responsibility for one programme's evaluation cycle: what gets measured, when, and who sees the answer.
Run your teacher training conferences through Adobe Connect so remote schools attend live instead of reading a summary afterwards.
Ask ChatGPT for a first cut at a workshop agenda from your stated objectives, then rewrite every activity against what teachers actually asked for.
Join the committee reviewing whether purchases meet district standards, well before you are able to authorize them yourself.
What proves it: A programme evaluation you designed and signed that fed a budget decision.
Realistic span: years three through seven
ExperiencedConvert the qualification into remit
Claim the restricted decisions the moment you hold the qualification, rather than waiting to be offered them.
Address boards and public audiences on programme objectives, because support is won in that room and not in a memo.
Keep the currency review yourself: which equipment and processes the programme teaches, and the date each stops being current.
Weigh training and development management if running the function appeals more than owning curriculum, and note where this occupation pays most, the District of Columbia.
What proves it: A district-level programme decision carrying your signature because of the credential.
Realistic span: eight years and up
The next 90 days
Spend the next ninety days producing one document: a written comparison of the two or three qualifications colleagues in your district hold and you do not. For each, set down the hours required, the cost, who accepts it, and above all which specific decisions it permits the holder to make. Interpreting the state education code for a school. Approving an order for instructional materials. Formally evaluating a teacher. Then mark your own week against that list and find the decisions you already do the preparation for while somebody else signs. That overlap is the argument for the district paying the fee. Bring the comparison to your director with the enrolment deadline attached, not as a question.
Wage figures: BLS OEWS, May 2025. The playbook is PayCrunch editorial guidance, not a guarantee of pay or placement.
Every figure is the national median from the U.S. Bureau of Labor Statistics (OEWS) shown on that role’s own page.
Never used AI before? Start here (2 minutes).
Open MagicSchool AI first. It's built for educators and bundles the tasks you do all day — generating standards-aligned unit plans, rubrics, and teacher feedback — behind one login with better data handling than a raw chatbot. Generate one unit plan for a standard you know cold, then edit it hard so you learn where the model is strong and where it drifts.
For learning and deeper work, use ChatGPT or Claude (free tiers) to draft PD outlines and rewrite materials, NotebookLM to turn your standards documents and curriculum guides into a queryable source you can ask questions of, and Diffit to reading-level any text. Keep all student data inside approved systems; use these tools for the design work, not the records.
The one rule, forever: Never paste identifiable student data (names, IDs, IEP details, individual scores) into a consumer AI tool — that can violate FERPA. Aggregate and de-identify first, and keep records inside your district's approved systems. AI-drafted curriculum and materials must be reviewed for standards alignment, accuracy, and bias before they reach a classroom; you own instructional quality, not the model.
The plays — exact steps, exact prompts
Do these in order. Each one is copy-paste ready. You do not need to know anything about AI going in.
1
Build standards-aligned curriculum at scale
Why this pays: Districts pay coordinators to produce aligned, coherent curriculum. Doing it several times faster lets you own more content areas and grades — the scope that justifies a lead or director title at the top of the band.
MagicSchool AIDiffitChatGPT
1
Open MagicSchool AI and use the unit or lesson-plan generator. Feed it your exact state standard code, grade, and pacing so the output maps to what you actually teach.
2
Generate a full unit from a single standard, then edit for rigor and alignment.
Copy-paste this prompt
You are an expert curriculum designer. Build a 4-week unit plan for [grade + your state's standard code] on [topic]. Output: a scope-and-sequence table (week, objective, standard code, key vocabulary, formative check), one anchor task with a rubric, and tiered supports for below-grade readers and multilingual learners. Align every objective to a standard code and flag any objective that is not clearly assessable.
Verify every standard code and check the anchor task yourself — models occasionally invent or mismatch codes.
3
Run the anchor text through Diffit to generate on-grade and below-grade versions plus comprehension questions in one pass.
What you'll haveA full, aligned unit in a day instead of a week — the throughput that lets you own more of the curriculum map and the pay that comes with it.
2
Turn assessment data into an action plan
Why this pays: Coordinators who can show a data story and a targeted intervention plan get the district-level, results-accountable roles that pay the most.
ChatGPT Advanced Data AnalysisClaudeTableau
1
Export aggregated, de-identified benchmark results to a spreadsheet — strip all names and student IDs before anything leaves your system.
2
Have the model find the story and the next steps in the data.
Copy-paste this prompt
Here is de-identified interim benchmark data by standard and by class section (no student names). Identify the three standards with the lowest mastery, the sections furthest below the grade average, and any standard where one section is an outlier. Output a one-page, principal-ready summary with a chart description and three concrete instructional next steps.
Only upload aggregate, de-identified data. Re-check the model's math on a couple of rows before you present it.
What you'll haveBoard-ready data narratives and intervention plans that mark you as a district-level leader — the profile behind top-band pay.
3
Scale teacher coaching and walkthrough feedback
Why this pays: Your reach is capped by how many teachers you can meaningfully coach. AI-structured feedback lets you support every teacher consistently — the span that defines a lead coordinator's role and salary.
MagicSchool AIOtter.aiChatGPT
1
Capture walkthrough observations as text (type them, or dictate and transcribe with Otter.ai), describing practice rather than naming students.
2
Turn raw notes into framework-aligned, growth-oriented feedback.
Copy-paste this prompt
Act as an instructional coach using the [Danielson] framework. Here are my raw walkthrough notes from a [45-minute grade 5 math lesson]: [paste notes]. Draft warm/cool feedback: two specific strengths tied to the framework, one high-leverage next step, and a look-for for my next visit. Keep it non-evaluative and growth-oriented.
Notes should describe teaching, not identify students. You deliver and own the feedback; AI only structures it.
What you'll haveConsistent, framework-aligned coaching for every teacher you support — the reach that earns a lead-coordinator title.
4
Win grants and write board-ready proposals
Why this pays: Grants fund programs and positions. The coordinator who lands them becomes indispensable and moves into director-level pay.
PerplexityChatGPTClaude
1
Use Perplexity to find open federal, state, and foundation grants that fit your initiative, with sources you can verify.
2
Draft a competitive grant narrative you then fill with real data.
Copy-paste this prompt
You are a grant writer for a K-12 district. Draft a [Title II] grant narrative for a program that [improves early literacy through a new phonics curriculum and teacher PD]. Include: statement of need with [bracketed] slots for our data, goals with measurable outcomes, an evidence base citing [science of reading] research, a timeline, and a budget justification. Match the tone of a competitive federal grant.
Fill the [data] slots with your real district numbers and verify every cited study — never submit unverified citations.
What you'll haveFunded initiatives with your name on them — the fastest route to a director-level salary.
5
Evaluate and pilot ed-tech and curriculum with rigor
Why this pays: The coordinator who runs a credible evaluation controls district purchasing decisions and becomes the decision-maker — a direct leadership lever.
NotebookLMChatGPTGoogle Forms
1
Load vendor materials and your standards into NotebookLM and interrogate the alignment directly against the source documents.
2
Score the product against your adoption criteria and prep the vendor demo.
Copy-paste this prompt
I'm evaluating [product name] against our adoption criteria. Based on the pasted scope-and-sequence and our priorities ([standards alignment, multilingual-learner supports, assessment quality, cost]), produce a scored rubric (1-4 each), the three biggest gaps, and five hard questions to ask in the vendor demo. Be skeptical and flag marketing claims that lack evidence.
Use it to structure the review, not to make the call — pilot in real classrooms before you adopt.
What you'll haveEvidence-based adoption decisions you lead — visible district-level influence and the pay that follows it.
Your 12-month sequence to the top of the range
How the plays above stack into a path from median pay toward the $156,430 tier.
Month 1
Rebuild one high-need unit in MagicSchool and Diffit; edit it hard to learn where the tools help and where they drift.
Months 2-3
Set up a de-identified data workflow and produce your first AI-assisted data story and intervention plan.
Months 3-6
Scale coaching feedback across your teachers and build a reusable prompt and template library for your district.
Months 6-12
Lead an ed-tech evaluation and write a grant; convert the visibility into a lead or director role.
Gear for this job
As an Amazon Associate, PayCrunch earns from qualifying purchases. Links to books and tools are for the job on this page; we only recommend what we’d use in the work.
Same live Harry K. Wong Publications 5th already on elementary-teacher / high-school-teacher / kindergarten-teacher / preschool-teacher / teacher-assistant / esl-teacher / foreign-language-teacher / reading-specialist / ged-instructor / montessori-teacher / tutor / dance-instructor / teacher-k-12 / professor / seminary-professor / educational-psychologist / debate-coach (ASIN 0976423383). This leftover page is BLS Instructional Coordinators (SOC 25-9031); play 1 is Build standards-aligned curriculum at scale; play 3 is Scale teacher coaching and walkthrough feedback; start-here is Open MagicSchool AI first; one-rule is Never paste identifiable student data (names, IDs, IEP details, individual scores) into a consumer AI tool — that can violate FERPA. Classroom-management staple for leftover coaching / walkthrough / run-the-room / curriculum work — not leftover Lemov as the lead (that is school-administrator / homeschool-consultant / financial-literacy-educator) and not leftover Praxis as a dump. Confirm 0976423383. Live page HTTP 200, no PC_GEAR / amazon.com/dp / tag=paycrunch-20 at 2026-09-18 2:25 AM PT. Source page: reading-specialist.
Next steps for an Instructional Coordinator
Some links below are affiliate or partner links. PayCrunch may earn a commission if you enroll or subscribe through them, at no extra cost to you. Wage figures on this page still come from the Bureau of Labor Statistics, not from these programs.
Instructional Coordinator work is specific enough that a stamped 'check out these courses' block would be noise. BLS files this work as Instructional Coordinators (SOC 25-9031). O*NET Job Zone 5 is typical: graduate or professional school, so the honest next credential is a graduate-level or professional certificate — not a random catalog dump.
Instructional Coordinators in this dataset list Adobe InDesign among the tools in use, so a program that names that stack is a better fit than a survey course.
The next title this dataset points at is Training and Development Managers; a credential aimed that way is a clearer step than another year in the same seat.
Coursera search for teaching and education — a graduate-level or professional certificate that lines up with education, not a generic professional-development aisle.
FlexJobs screens remote, hybrid, freelance, and flexible listings so you are not wading through unverified ads. This is a job-board search for Instructional Coordinator work, not a claim that they list a counted SOC 25-9031 inventory.
Write an Instructional Coordinator resume, or one aimed at Training and Development Managers, instead of a blank template. Resume Now is a resume builder; we are not claiming a counted template set for this SOC.
An Instructional Coordinator resume that names the actual tasks on this page, or the step-up title Training and Development Managers, beats a blank template when you apply.
What Instructional Coordinators earn by state
These are the Bureau of Labor Statistics’ own figures for Instructional Coordinators, state by state — not a cost-of-living adjustment applied to the national number. Only states employing at least 500 people in the occupation are shown, because a state median drawn from a handful of workers is noise rather than a signal.
District of Columbia
$105,990
highest of them · +37% vs the national median
Puerto Rico
$35,250
lowest of the 50 states and territories that qualify · -54% vs the national median
The same job pays $70,740 more a year at the median in District of Columbia than in Puerto Rico — 201% higher. That gap is what the Bureau measured, before any question of what it costs to live in either place. District of Columbia also carries the top of this job’s range, $156,430 — the figure quoted at the head of this page.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025, SOC 25-9031. 50 states and territories clear the 500-employee reporting floor for this occupation; those below it are left out rather than shown with a wide error band.
Free data. Use any of it.
PayCrunch publishes verified, BLS-sourced salary + AI-playbook data on 1,000+ professions — free, no signup.
No. AI drafts materials and crunches data, but it can't observe a classroom, build trust with teachers, navigate district politics, or decide what your students actually need. Coordinators who use it produce more and lead better; those who ignore it get outpaced on both output and results.
Is it safe to put student data into ChatGPT?
Not identifiable data — that risks a FERPA violation. De-identify and aggregate first, keep records in your district's approved systems, and use consumer AI only for design work and analysis of anonymized, aggregate numbers.
Which tool should I learn first?
MagicSchool AI. It's education-specific, has better data handling than a raw chatbot, and covers the widest range of your daily tasks — unit planning, rubrics, and teacher feedback in one place.
Won't AI-generated curriculum be generic and low quality?
It is if you accept the first draft. Your value is in the prompt design and the editing — aligning to standards, adding rigor, and fitting it to your students' context. AI produces the raw draft; you make it good.
How does this actually raise my pay?
By letting you own more scope (more content areas and grades), show measurable results with data, and land grants. Those are exactly the things that justify lead-coordinator and director salaries near the top of the band.
Methodology & sources
Salary (median, 10th, top of the range) — U.S. Bureau of Labor Statistics, OEWS.
By state — the Bureau of Labor Statistics’ own state medians, limited to states employing at least 500 people in the occupation. No cost-of-living arithmetic is applied to a wage anywhere on this page.
The plays — PayCrunch's own step-by-step guidance using publicly available AI tools. Tool names/URLs are real and current as of August 2026; prompts written to work as-is. Verify any professional output before relying on it.