Audiology assistant job description template: duties, requirements and what to include

Job summary

The summary is the candidate's first screen, so it carries the facts that decide whether they keep reading: the setting you operate in, the role's purpose, who the assistant reports to, and whether the position is full-time or part-time.

Name the supervising audiologist by title, not by task.

State the practice type plainly — private audiology practice, ENT group, hearing aid center, school district, or a mobile or industrial testing operation — because the same title means different work in each.

The title itself varies: in ASHA's 2025 survey of audiology assistants, 42% of respondents reported the job title Audiology Assistant and 23% Audiology Technician, with others such as Patient Care Coordinator, Hearing Screening Technician and Office Manager.

If you use one of those titles, let the duty list define the job.

If you are still deciding whether an assistant is the capacity hire your practice needs, the guide to hiring for your hearing practice compares the assistant with the alternatives first.

Duties and responsibilities

Build the duty list from the work that piles up around your audiologists' appointments, and keep every item concrete enough to train on.

A first posting can draw from this shape:

• Rooming patients, preparing exam areas and turning chairs over between appointments.
• Disinfecting instruments, supplies and surfaces as the practice's infection-control procedures require — CDC's Standard Precautions, which apply to all patient care, include hand hygiene, PPE whenever exposure to infectious material is expected, and properly handling, cleaning and disinfecting patient-care equipment and instruments.
• Hearing aid stock, repair intake, loaner tracking and shipping.
• Scheduling support, patient recalls and insurance-verification tasks.
• Cleaning and basic upkeep of clinic equipment, and supply ordering.
• Front-desk overflow: check-in, paperwork and outbound confirmations.
• Documenting each task in your practice-management system.

Two lines belong next to the list.

The first is delegation: ASHA's Code of Ethics lets CCC holders delegate clinical-service tasks to aides, assistants and technicians only if they are adequately prepared and appropriately supervised.

It keeps responsibility for patient welfare with the certified audiologist and bars delegating tasks that need the audiologist's unique skills, judgment or credentials.

Your audiologists stay answerable for the work you hand over, so write the list that way.

The second is the payer line.

Medicare does not pay for audiological tests performed by audiological aides, assistants or technicians who do not meet the audiologist qualifications, so diagnostic tests you bill to Medicare stay with your qualified audiologists.

An assistant's value sits in the work around those tests.

A third line applies if your practice supports occupational hearing conservation programs.

Under OSHA's noise standard (29 CFR 1910.95), audiometric tests for hearing conservation programs must be performed by a licensed or certified audiologist, an otolaryngologist or other physician, or a technician certified by CAOHC or who has demonstrated competence.

If testing is part of the role, say which of those the hire is.

You are writing the employer side of the role.

The career guide covers what an audiology assistant does from the applicant's side, and the wording you post should match the job the guide describes.

Required license, certification and education

Start with your state, not with a national credential.

Whether an audiology assistant must hold a state license or registration is state law, and the states that regulate support personnel set their own terms.

Texas, for one, licenses an "assistant in audiology": a $150 application for a two-year license.

Its requirements include at least a high school diploma plus a CAOHC certificate, or a bachelor's degree in communicative sciences or disorders instead.

They also add the state's jurisprudence exam and an approved supervision plan with a licensed audiologist.

Confirm the current rule with your state board before you write the requirements section, and name the credential in the posting exactly as the board names it.

Asking for a license or certification number is a permissible pre-offer question: EEOC guidance counts education, work history and required certifications and licenses among the non-medical qualifications employers may ask applicants about.

The national credential to prefer is ASHA's C-AA.

ASHA describes it as voluntary, not interchangeable with state licensing laws and not something that automatically qualifies the holder for licensure or registration — so "C-AA preferred" is the honest wording, with any state requirement on its own line.

If you plan to hire someone you will train into the credential, know the entry routes.

An applicant with a high school diploma, GED or non-CSD degree needs ASHA's online audiology education modules — or an equivalent assistant program — plus 1,000 hours of patient services supervised by an ASHA-certified audiologist.

A CSD bachelor's degree holder needs 500 supervised hours.

Hours count toward the credential only under an ASHA-certified audiologist, so in-house training works only if your supervising audiologist holds the CCC-A.

The initial certification fee is $249, the exam passing score is 162, and certification is maintained over three-year intervals with annual fees.

ASHA publishes a self-identified list of audiology assistant training programs, which it states have not been reviewed or endorsed by ASHA.

Treat a program credential as a way to find trained candidates, then evaluate the graduate like any other applicant.

Preferred skills

The requirements decide who can do the job; the preferred-skills block decides who will be good at yours.

Prefer concrete, observable habits over personality words, and tie each line to a task in your duty list.

• Documentation discipline — writes down what was done, when, and on which instrument.
• Comfort with your own stack: practice-management software, audiometer, tympanometer, REM system — name the equipment the hire will actually touch.
• Clinic hygiene habits that hold up on a busy afternoon.
• Clear phone manner for recalls, confirmations and repair updates.
• Comfort working under supervision and escalating clinical questions to the audiologist.

Screen against the list with scenario questions rather than resumes alone.

The guide to how to hire an audiology assistant walks the screening, pay and onboarding decisions that surround this posting.

Schedule, pay range and benefits

Schedule: state the days and hours the role covers and how they map to your appointment curve.

For clinic staff, the coverage pattern — clinic days, recall blocks, front-desk overlap — can matter as much as the last dollar of pay, so write the pattern into the posting instead of leaving candidates to guess.

Pay: set the range from your own task list, then sanity-check it against the closest federal data.

BLS has no occupation code for audiology assistants; the closest proxy, Healthcare Support Workers, All Other (SOC 31-9099), had a May 2025 national median of $48,430, with the 25th-to-75th percentile at $39,470 to $59,710.

In the industry row nearest a therapy or audiology office — NAICS 621340 — the same proxy occupation's median was $56,470.

Both are labelled proxies for a mixed occupation and a mixed industry row, not an audiology-assistant wage.

Put the range in the posting wherever the law requires it.

Washington requires employers with 15 or more employees to disclose the wage scale or salary range — or the fixed wage — and a general description of all benefits and other compensation in each posting.

New York's Labor Law 194-b requires employers with four or more employees to include the compensation or a range in advertised jobs performed at least in part in New York.

In Illinois, employers with 15 or more employees must include pay scale and benefit information in all job postings, effective January 1, 2025.

We verified Washington and New York from statute and Illinois from its Department of Labor; other states and cities may have their own pay-disclosure rules, so confirm the current rule with your state labor department before you advertise.

Benefits: describe your own — health coverage, paid time off, retirement, and a training budget that can include C-AA sponsorship if you both want it.

If you attach a bonus or commission to the role, put the terms in the posting; our research found no published benchmark for assistant bonus plans, so the plan is yours to define and document.

Close the section with your compliance line: the role follows the practice's HIPAA, infection-control and documentation policies, and any employment contingencies — background and reference checks, work-authorization verification — as permitted by law.

Read the posting once as a screener would before it goes live.

Watch for the predictable omissions: no pay range, no setting or service mix, no stance on the state credential, no equipment named, and no line about who supervises the work.

Fix those five and the posting answers the questions a serious applicant would otherwise email you.

Keep the ad itself lawful.

Under federal EEO law it is illegal to publish a job advertisement that shows a preference for, or discourages applications from, people because of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.

The EEOC's own example is a help-wanted ad seeking "females" or "recent college graduates," which it notes may discourage men and people over 40 from applying and may violate the law — cut "new grads" phrasing and any other coded age or status filter.

Screen lawfully too.

You may ask about education, work history and required certifications and licenses, and you may ask whether and how the applicant can perform the job's functions.

Under the ADA, you may not ask whether the applicant has a disability, ask medical questions or require a medical exam before making a job offer — that is where the ADA draws the line.

Once the hire accepts, the federal paperwork starts immediately: examine the new hire's Form I-9 identity and work-authorization documents within three business days of the hire.

Build the first weeks from a written scope — which tasks the assistant performs, which stay with the audiologist, who supervises what — and re-check that scope against your state's current rules with the board before the start date.

See the posting the way candidates do: the open audiology assistant jobs on this board show how competing practices describe the same role.

Employer information, not licensing, legal, medical, clinical, billing or coding advice. Licensing, pay-disclosure and hiring rules change and turn on your practice's facts; confirm current requirements with your state boards and labor department, the EEOC and the DOL, and with a health-care attorney or HR advisor for decisions that need one.