How to Hire a Microschool Facilitator Pennsylvania: Clearances, Contracts & Pay

Bringing in a dedicated facilitator is the moment a Pennsylvania learning pod transitions from an informal parent rotation into a structured micro-school. It is also the moment your legal exposure increases significantly. Pennsylvania imposes one of the most demanding child protection clearance frameworks in the country on anyone working directly with children — and the compliance requirements apply equally to employees and independent contractors. Getting this wrong is not a minor paperwork issue; violations carry civil penalties up to $10,000 per infraction and can permanently shut down the pod.

The Four Required Pennsylvania Clearances

Before anyone works with children in your microschool — regardless of whether they are classified as an employee or a contractor — they must complete all four of the following clearances:

Act 151 Clearance — Child Abuse History. Issued by the Pennsylvania Department of Human Services, this clearance verifies that the applicant has no history of child abuse on record with the Commonwealth. It is the baseline requirement for anyone in direct contact with children in a Pennsylvania educational setting.

Act 34 Clearance — Criminal Record Check. Issued by the Pennsylvania State Police, this is a comprehensive criminal background check covering Pennsylvania criminal history. This is distinct from the federal FBI check and must be obtained separately. An Act 34 background check for a microschool facilitator is not optional — it is a statutory requirement under Pennsylvania law for all child-contact positions.

Act 114 Clearance — FBI Federal Criminal History. Based on fingerprinting and processed through the FBI, this check covers criminal history at the federal level and across all states. It is required in addition to the state-level Act 34 clearance, not as a substitute for it.

Act 24 Form — Arrest/Conviction Report and Certification. This is a self-disclosure form where the applicant certifies whether they have any relevant arrests or convictions. It is filed with the Pennsylvania Department of Education and is required in addition to the three independently verified clearances above.

All four of these are non-negotiable for any Pennsylvania microschool hiring a facilitator. They are also time-sensitive: the clearances have expiration periods and must be renewed. For prospective facilitators who have lived continuously in Pennsylvania for the past ten years and have never been charged with a crime, state law allows the Act 114 FBI fingerprint check to be waived — but only under those specific conditions.

Act 168: The Employment History Review You Cannot Skip

Beyond the four standard clearances, Pennsylvania's Act 168 of 2014 imposes a separate, highly specific requirement that catches many microschool founders off guard: the Employment History Review.

Under Act 168, a Pennsylvania microschool cannot formally offer a position involving direct contact with children until it has contacted the applicant's current employer and all former employers where the applicant either worked at a school entity or had direct contact with children. The purpose is to uncover any history of sexual abuse or misconduct, discipline, discharge, or resignations under investigation that would not appear on a standard criminal background check.

The microschool must obtain a written statement from each of those former employers confirming whether the applicant was ever the subject of an abuse or misconduct investigation, or was disciplined, discharged, or asked to resign while such an investigation was pending. If a former employer refuses to respond, that refusal must be documented. If the applicant certifies they have never worked in a position with direct child contact, that certification itself becomes a required document in the hiring file.

This is not a bureaucratic formality. The Pennsylvania Department of Education retains jurisdiction to investigate Act 168 violations and may assess civil penalties up to $10,000 per violation. A small microschool that skips this step because the facilitator seems trustworthy is exposing itself to penalties that could exceed its entire annual operating budget.

Practically, the process requires creating a standardized Employment History Review request letter that you send to prior employers, along with a consent authorization signed by the facilitator candidate. This documentation should be retained permanently in the hiring file, not discarded after employment begins.

Facilitator Pay Rates in Pennsylvania

Pennsylvania microschool facilitator pay rates vary considerably based on credentials, region, and the compensation model the pod uses. The baseline market reference is the traditional public and private school teacher wage in Pennsylvania, which ranges from $20.85 to $25.62 per hour, corresponding to annual salaries of approximately $45,000 to $74,000 depending on the municipality and experience level.

Most microschools use one of two compensation structures:

Flat salary model. The facilitator receives a fixed annual or monthly amount drawn from the pooled tuition the pod collects. This provides financial stability for the facilitator and makes budgeting straightforward for the pod. For a 10-student pod paying its facilitator $2,000 to $2,500 per month, that amounts to $24,000 to $30,000 annually — a reasonable part-time or half-day professional rate for an experienced educator leading a small group in a low-overhead home or church setting.

Per-student revenue-share model. Common in decentralized networks like those loosely affiliated with Prenda, the facilitator keeps a percentage — often 70 to 80 percent — of the per-student tuition while passing the remainder to the organizing network for administrative overhead. This model incentivizes the facilitator to recruit and retain students, since their compensation rises and falls with enrollment. However, it creates income volatility, particularly in the startup phase when enrollment may be below the sustainable threshold.

For pods operating as home education cooperatives under Act 169, an important nuance applies: the facilitator's role must be clearly defined as that of a tutor, guide, or co-op leader acting on behalf of the families — not as a school assuming ultimate legal responsibility for state compliance. Each family remains the legal home education supervisor under Pennsylvania law. This distinction shapes both how the facilitator contract is written and how the facilitator's work is described in each student's individual portfolio.

What a Microschool Facilitator Contract Must Cover

A microschool facilitator contract template for Pennsylvania needs to address several elements that generic contractor agreements miss entirely.

Role clarification under Act 169. The contract must explicitly state that the facilitator is engaged as a professional tutor or educational guide in support of each family's individual home education program, and that the legal obligation for Act 169 compliance — including the annual affidavit, portfolio maintenance, and evaluator coordination — remains with each participating family. This language is not just protective boilerplate; it is what legally distinguishes the pod from an unlicensed private school.

Clearance obligations. The contract should specify that employment or engagement is contingent on the completion and ongoing validity of all required Pennsylvania clearances (Acts 151, 34, 114, and 24) and the Act 168 Employment History Review. It should include a clause requiring the facilitator to immediately notify the pod director if any clearance status changes.

Compensation structure and payment terms. Whether flat salary or revenue-share, the contract needs to specify the payment schedule, what triggers payment, and what happens to compensation if enrollment drops mid-year.

Curriculum and scheduling scope. The contract should define what subjects the facilitator is responsible for, the daily or weekly schedule, expectations around portfolio documentation support, and any group evaluator coordination responsibilities.

Termination and notice provisions. Because facilitator turnover mid-year can create compliance problems for individual families mid-portfolio-cycle, the contract should specify notice periods and transition protocols.

Liability and indemnification. The facilitator agreement must include explicit liability waivers aligned with the parent agreements each family has signed, and should confirm that the facilitator carries or is covered by the pod's commercial liability insurance policy.

If you need a ready-to-use facilitator contract built for Pennsylvania's specific legal environment — including the Act 169 role clarification language and clearance compliance provisions — the Pennsylvania Micro-School & Pod Kit includes a facilitator contract template alongside the parent agreement, budget worksheet, and compliance checklists.

The Hiring Sequence That Protects Your Pod

The order of operations matters. Many pods find a facilitator they love and then scramble to complete the compliance steps — which is precisely backward. The correct hiring sequence for a Pennsylvania microschool facilitator is:

1. Have the candidate initiate all four clearance applications (Acts 151, 34, 114, and 24) before substantive hiring discussions conclude. Clearances take time to process and should not be afterthoughts.
2. Send Act 168 Employment History Review requests to all prior employers with direct child contact — before making a formal offer.
3. Document receipt (or refusal) of all Act 168 responses in the candidate's permanent hiring file.
4. Once clearances are received and the Act 168 review is complete, execute the facilitator contract.
5. Retain all clearance documentation and Act 168 records permanently. Pennsylvania law requires these records to be maintained and available for inspection.

Following this sequence is not just about legal protection in the abstract. It is specifically how you ensure that the $10,000-per-violation civil penalty risk under Act 168 stays theoretical rather than real.

You Do Not Need a Certified Teacher

One of the most common misconceptions among Pennsylvania microschool founders is that they need to hire a state-certified teacher. Under the home education cooperative model using Act 169, there is no requirement for the facilitator to hold a Pennsylvania teaching certificate. Families operating under §13-1327.1 retain the legal supervisory role over their children's education — the facilitator is supporting that role, not replacing it with institutional authority.

The certification requirement applies specifically to the Private Academic School pathway under Act 170 and to the Private Tutoring provision, which has its own restrictive rules that make it unsuitable for multi-family pods. The cooperative model gives Pennsylvania learning pods genuine flexibility in who they hire, provided all four clearances and the Act 168 review are completed without exception.

Getting the clearance process, the contract, and the compensation structure right from the start is exactly what the Pennsylvania Micro-School & Pod Kit is designed to help with — so that when you bring in your facilitator, the legal groundwork is already solid.

See more United States homeschool guides →