LAUSD's Career Center

LAUSD has a wide range of job opportunities including entry–level positions, technical and managerial jobs, and opportunities for those with extensive expertise in their field.  We have over 1000 job classifications in the Classified Service, and have opportunities both at our schools and our central offices.  We invite you to search our open jobs to find a position that interests you.

If you don’t find that perfect job immediately, we invite you to check our upcoming job openings, sign up to be notified when recruitment opens for opportunities of interest, and join our talent community by creating a candidate profile in our applicant management tool so that our recruiters can consider you for other jobs.

Before applying for a job, please review the job announcement carefully to confirm that you meet the minimum qualifications for the position. All applications are reviewed to determine which applicants meet the minimum education, experience, and other requirements of the job. Those who meet the requirements will be allowed to participate in the employment assessment process.

As you complete your application, be sure to enter all information requested of you, keeping in mind that an incomplete application may disqualify you from further consideration. For many positions, you will be asked to indicate the locations within Los Angeles in which you are willing to work. It is important that you respond, as you will only be considered for positions located in your chosen areas.

To submit your application, click on the APPLY button on the bottom of your candidate profile. Note that the system will not allow you to submit your application until all required information is entered. (Required fields are indicated with an *).

Once submitted, the system will display a message letting you know that your application was sent successfully, and you should receive a confirmation email at the email address listed on your account.

Note that you need to submit an application for each job for which you wish to apply.

Candidates are invited to participate in an employment assessment that measures job-related skills and traits. This is how we put the principles of the merit system into practice, making sure that hiring decisions are based on ability, qualifications, and performance.

After the assessment process is complete, a list of successful candidates is created. Candidates are usually ranked based on their assessment scores, with the top three considered first for job openings. Work location and preferred hours may also be considered. As candidates are hired, or taken off the list, ranks change so that candidates in the lower ranks move up. Once a candidate is in the top three ranks, they may be called for a final hiring interview.

Lists of eligible candidates are typically valid for at least six months or one year depending on the recruitment. Candidates in the top three ranks of the list may be called for a hiring interview at any time within that period.

Typically, the employment assessment process will include one or more of the following:

An Evaluation of Training and Experience (T&E): A T&E is a scored evaluation of candidates’ application materials (which may include a completed application, resume, and responses to specific questions). Experts who are familiar with the target job perform the evaluations.

Online Skills Assessment: The online Skills Assessment is often the first test part in the selection process and is used to assess how prepared candidates are to assume the responsibilities and duties of a particular job. The assessment typically consists of a number of multiple-choice questions with several possible responses. The candidates are to choose the correct response to the question.

The skills assessment is designed to assess candidates’ knowledge of specific areas that are considered important to a particular type of job (e.g., knowledge of the industry, candidates' general cognitive abilities, or candidates' skills in responding to job-related circumstances).

Interview: Interviews may consist of technical questions (to assess candidates’ knowledge in a technical area); situational questions (to determine how candidates would handle job-related scenarios); and behavioral questions (to determine how candidates have responded to job-related situations in the past).

A Performance Test: In a performance test, a real work situation is replicated to test candidates’ abilities and skills in performing critical and frequently performed job duties.

A Reference Check: Reference checks are often used to verify employment, education, and achievement records provided by candidates on their resumes, applications, or in an interview.