Free Production Supervisor Job Description Templates
Production supervisor job description templates: manufacturing, plant, shift, food and beverage, and small-shop, with FLSA exempt and non-exempt notes.
6 free production supervisor templates, general, manufacturing, plant, shift, food and beverage, and small-shop, with the FLSA exempt and non-exempt guidance for working supervisors that generic templates skip. Download as DOCX.
Production supervisor is one of the highest-leverage hires a manufacturer makes: the person who runs the floor, leads the crew, enforces safety, and owns the output. It is also a role with a compliance trap the generic templates ignore. A working supervisor who spends most of the shift running the line is non-exempt and owed overtime, even on a salary and even with the supervisor title, and small manufacturers get this wrong constantly. Getting it right starts with the job description.
At FirstHR, we build for small businesses without HR departments, which describes most manufacturers: roughly three-quarters of manufacturing firms have fewer than twenty employees. The six templates below, a general production supervisor plus manufacturing, plant, shift, food and beverage, and small-manufacturer versions, are ready to use, each with an FLSA classification note built in. Production supervisor, manufacturing supervisor, plant supervisor, and shift supervisor all work under these templates.
A production supervisor directs production and operating workers and owns the output and safety of their area or shift. The big trap is classification: a working supervisor whose primary duty is line work is non-exempt and owed overtime, even on a salary. Exempt status needs all four parts of the executive test. The median runs near $71,190 a year. Six templates, downloadable as DOCX.
What a Production Supervisor Does
A production supervisor directs the production and operating workers on a manufacturing floor and owns both the crew and the output of their area or shift. That means assigning work and setting the pace, hitting production and quality targets, enforcing safety, training the team, tracking output and downtime, and reporting to the plant manager or owner.
The Bureau of Labor Statistics tracks the role as first-line supervisors of production and operating workers (SOC 51-1011), which covers production supervisor, manufacturing supervisor, plant supervisor, and manufacturing shift supervisor under one occupation. In a large plant the role is often narrow and area-specific; in a small shop the supervisor runs the whole floor and works the line as well.
Production Supervisor Duties and Responsibilities
Production supervisor duties cluster into four areas: team and shift leadership, output and quality, safety and compliance, and coordination and reporting. A strong job description picks the specific responsibilities from each area that match your plant rather than listing every possible task.
Team and shift leadership
Direct production and operating workers
Assign work, set pace, manage coverage
Train, coach, and develop the crew
Output and quality
Hit production and efficiency targets
Maintain quality and standard work
Track output, downtime, and scrap
Safety and compliance
Enforce OSHA and plant safety rules
Lead safety training and incident response
Maintain housekeeping and audits
Coordination and reporting
Coordinate with maintenance and quality
Report production metrics to management
Support changeovers and process changes
The weighting shifts by environment: a shift supervisor leans into coverage and handoffs, a food and beverage supervisor into sanitation and food safety, a small-shop supervisor into doing a bit of everything. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your environment. The core structure is the same across all six, but each emphasizes the duties, safety language, and classification that fit a specific kind of operation. Use this guide to choose the closest fit, then adjust.
Production Supervisor (General)
Any production environment
The universal version: direct production and operating workers, hit output and quality, enforce safety, with an FLSA classification note built in. The starting point for most plants.
Manufacturing Supervisor
Synonym, manufacturing focus
The same role under the manufacturing title, with continuous-improvement and changeover language. Use whichever title your plant and candidates recognize.
Plant Supervisor
Multiple lines or areas
For a broader role coordinating production across multiple lines or areas, including maintenance coordination and plant-wide metrics, reporting to the plant manager.
Shift Supervisor (Manufacturing)
Runs a single shift
For a supervisor who runs one production shift, with clean handoffs and shift reporting. Written for manufacturing, not retail or food-service shift leads.
Food & Beverage Supervisor
Food-safe production
For food or beverage production: GMP, HACCP, sanitation, and food safety alongside the standard output and safety duties.
Small-Manufacturer Version
Hands-on, owner-led shop
For a small shop where the supervisor runs the line with the owner. The ICP version, honest that a hands-on supervisor is usually non-exempt and owed overtime.
Match the Template to the Environment
Any plant: the general version. A manufacturing focus: Manufacturing Supervisor. Multiple lines or areas: Plant Supervisor. A single shift: Shift Supervisor. Food or beverage production: Food & Beverage. A small, owner-led shop: the Small-Manufacturer version. When in doubt, start with the general Production Supervisor version and adapt.
6 Free Production Supervisor Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, an FLSA note, compensation, and how to apply, with an EEO statement, and the environment, shift, and pay carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
General, manufacturing, plant, shift, food and beverage, and small-manufacturer. All in one DOCX.
Template 1: Production Supervisor (General)
The universal version: direct production and operating workers, hit output and quality, enforce safety, with an FLSA classification note built in. The starting point for most plants.
Production Supervisor Job Description (General)
PRODUCTION SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Plant Manager / Owner / Operations Manager)
Employment type: Full-time, W-2 employee
FLSA status: Confirm exempt or non-exempt by actual duties (see note below)
Pay range: $_____ to $_____ per [year / hour]
ABOUT [COMPANY NAME]
[One or two sentences about your company, what you manufacture, the size of
the operation, and the shift the supervisor will run.]
JOB SUMMARY
[Company Name] is hiring a Production Supervisor to lead our production team
and run the floor. You will direct operators and line staff, hit output and
quality targets, enforce safety, and keep production running on schedule. This
is a frontline leadership role responsible for the people and the output of
your area or shift.
KEY RESPONSIBILITIES
•Supervise and coordinate production and operating workers
•Assign work, set the pace, and manage shift coverage
•Hit production, quality, and efficiency targets
•Enforce safety rules and OSHA compliance on the floor
•Train, coach, and develop the production team
•Track output, downtime, scrap, and labor
•Troubleshoot line issues and escalate as needed
•Maintain housekeeping and standard work
REQUIRED QUALIFICATIONS
•[2-3+] years production or manufacturing experience
•[1+] year leading or coordinating a team
•Strong knowledge of safety and quality standards
•Comfortable with production metrics and basic systems
•Available for [shift / weekend / overtime] as needed
FLSA NOTE (read before posting)
Classify this role by actual duties, not the title. A supervisor is EXEMPT
only if paid a salary of at least $684/week AND whose primary duty is
management AND who regularly directs 2+ full-time employees AND who has
hire/fire input. A working supervisor whose primary duty is production-line
work is NON-EXEMPT and owed overtime, even if they sometimes direct others.
Many production supervisors are paid hourly and are non-exempt. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour] [+ benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Manufacturing Supervisor
The same role under the manufacturing title, with continuous-improvement and changeover language. Use whichever title your plant and candidates recognize.
Manufacturing Supervisor Job Description
MANUFACTURING SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Plant Manager / Operations Manager)
Employment type: Full-time, W-2 employee
FLSA status: Confirm exempt or non-exempt by actual duties
Pay range: $_____ to $_____ per [year / hour]
JOB SUMMARY
[Company Name] is hiring a Manufacturing Supervisor to lead a production area
and its team. You will manage operators, machine setters, and assemblers, hit
throughput and quality targets, drive continuous improvement, and keep the
area safe and compliant. Manufacturing supervisor and production supervisor
describe the same role; use whichever title fits your plant.
KEY RESPONSIBILITIES
•Supervise operators, setters, assemblers, and line staff
•Manage daily output, quality, and efficiency for your area
•Drive continuous improvement and reduce waste and downtime
•Enforce safety and OSHA compliance
•Train and develop the team and set standard work
•Coordinate with maintenance, quality, and scheduling
•Track and report production metrics
•Support new-product and process changeovers
REQUIRED QUALIFICATIONS
•[3+] years manufacturing experience
•[1-2+] years supervising a production team
•Knowledge of lean or continuous-improvement methods
•Strong safety and quality orientation
•Comfortable with ERP/MES and production metrics
FLSA NOTE (read before posting)
Classify by actual duties. A manufacturing supervisor is EXEMPT only if salaried
at $684/week or more, with management as the primary duty, regularly directing
2+ full-time employees, and hire/fire input. A working supervisor whose primary
duty is line work is NON-EXEMPT and owed overtime. This is general information,
not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour] [+ benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
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For a broader role coordinating production across multiple lines or areas, including maintenance coordination and plant-wide metrics, reporting to the plant manager.
Plant Supervisor Job Description
PLANT SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Plant Manager / Owner)
Employment type: Full-time, W-2 employee
FLSA status: Confirm exempt or non-exempt by actual duties
Pay range: $_____ to $_____ per [year / hour]
JOB SUMMARY
[Company Name] is hiring a Plant Supervisor to oversee production and operating
workers across the plant floor. You will coordinate multiple lines or areas,
manage output and labor, enforce safety, and keep the plant running to
schedule. A broad frontline leadership role for someone who can run the floor
end to end.
KEY RESPONSIBILITIES
•Oversee production and operating workers across lines or areas
•Coordinate output, labor, and shift coverage plant-wide
•Enforce safety, OSHA compliance, and housekeeping
•Hit production, quality, and on-time targets
•Manage maintenance coordination and minimize downtime
•Train, schedule, and develop supervisors and crew
•Track plant metrics and report to the plant manager
•Support audits, inspections, and compliance
REQUIRED QUALIFICATIONS
•[3-5+] years production or plant experience
•[2+] years supervising teams in a plant setting
•Strong safety, quality, and compliance knowledge
•Comfortable coordinating across lines and functions
•Available for [shift / weekend / on-call] as needed
FLSA NOTE (read before posting)
Classify by actual duties. A plant supervisor is EXEMPT only if salaried at
$684/week or more, with management as the primary duty, regularly directing 2+
full-time employees, and hire/fire input. A working supervisor whose primary
duty is production work is NON-EXEMPT and owed overtime. This is general
information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour] [+ benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 4: Shift Supervisor (Manufacturing)
For a supervisor who runs one production shift, with clean handoffs and shift reporting. Written for manufacturing, not retail or food-service shift leads.
Shift Supervisor Job Description (Manufacturing)
SHIFT SUPERVISOR JOB DESCRIPTION (MANUFACTURING)
Company: __ ([City, State])
Reports to: __ (Plant Manager / Production Manager)
Employment type: Full-time, W-2 employee
FLSA status: Confirm exempt or non-exempt by actual duties
Pay range: $_____ to $_____ per [year / hour]
Shift: __ ([Days / Nights / Swing / Weekend])
JOB SUMMARY
[Company Name] is hiring a Shift Supervisor for our [shift] production shift.
You will run the floor for your shift: leading operators and line staff,
hitting output and quality targets, enforcing safety, and handing off cleanly
to the next shift. This posting is for a manufacturing/production shift
supervisor, not a retail or food-service shift lead.
KEY RESPONSIBILITIES
•Run production for your assigned shift
•Lead and direct operators and line staff
•Hit shift output, quality, and safety targets
•Enforce OSHA and plant safety rules
•Manage attendance, breaks, and coverage
•Complete shift reports and clean handoffs
•Troubleshoot issues and escalate after hours
•Train and coach crew on the shift
REQUIRED QUALIFICATIONS
•[2+] years production or manufacturing experience
•[1+] year leading a shift or team
•Reliable and able to work [nights / weekends / rotating shifts]
•Strong safety and quality orientation
•Calm under pressure and able to make decisions on shift
FLSA NOTE (read before posting)
Shift supervisors are often paid hourly and NON-EXEMPT. A shift supervisor is
EXEMPT only if salaried at $684/week or more, with management as the primary
duty, regularly directing 2+ full-time employees, and hire/fire input. If the
supervisor mostly runs the line, they are non-exempt and owed overtime. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour] [+ shift differential]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
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For food or beverage production: GMP, HACCP, sanitation, and food safety alongside the standard output and safety duties.
Food & Beverage Production Supervisor Job Description
FOOD AND BEVERAGE PRODUCTION SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Plant Manager / Owner)
Employment type: Full-time, W-2 employee
FLSA status: Confirm exempt or non-exempt by actual duties
Pay range: $_____ to $_____ per [year / hour]
JOB SUMMARY
[Company Name] is hiring a Food & Beverage Production Supervisor to lead our
production team in a food-safe environment. You will run the line, hit output
and quality targets, and enforce food safety, sanitation, and OSHA compliance.
Right for a supervisor who knows food or beverage production and takes safety
and quality seriously.
KEY RESPONSIBILITIES
•Supervise food or beverage production staff
•Hit output, yield, and quality targets
•Enforce food safety, GMP, HACCP, and sanitation
•Maintain OSHA and plant safety compliance
•Manage line scheduling, changeovers, and coverage
•Train and develop the team on food-safe practices
•Track production, waste, and quality metrics
•Support audits and regulatory inspections
REQUIRED QUALIFICATIONS
•[2-3+] years food or beverage production experience
•[1+] year supervising a production team
•Knowledge of GMP, HACCP, and food-safety standards
•Strong safety and sanitation orientation
•Available for [shift / weekend / overtime] as needed
FLSA NOTE (read before posting)
Classify by actual duties. This role is EXEMPT only if salaried at $684/week or
more, with management as the primary duty, regularly directing 2+ full-time
employees, and hire/fire input. A working supervisor whose primary duty is
production work is NON-EXEMPT and owed overtime. This is general information,
not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour] [+ benefits]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 6: Small-Manufacturer Production Supervisor
For a small shop where the supervisor runs the line with the owner. The ICP version, honest that a hands-on supervisor is usually non-exempt and owed overtime.
Small-Manufacturer Production Supervisor Job Description
SMALL-MANUFACTURER PRODUCTION SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: Owner / Plant Manager
Employment type: Full-time, W-2 employee
FLSA status: Likely NON-EXEMPT if hands-on; confirm by actual duties
Pay range: $_____ to $_____ per [year / hour]
ABOUT US
We are a [size]-person manufacturer hiring a hands-on Production Supervisor to
run the floor alongside the owner. This is a do-it-all role on a small team:
you will lead the crew, run production, jump on the line when needed, and help
keep us safe and on schedule. Right for someone who likes being on the floor,
not behind a desk.
WHAT YOU WILL DO
•Lead and direct the production crew
•Run the line and work hands-on as needed
•Hit output, quality, and on-time targets
•Enforce safety and OSHA compliance
•Train new hires and set standard work
•Order materials and coordinate with the owner
•Track output, downtime, and basic metrics
•Help improve how the floor runs
WHAT WE ARE LOOKING FOR
•[2+] years production or manufacturing experience
•Hands-on leader comfortable working the line
•Strong safety and quality habits
•Reliable, flexible, and able to wear many hats
•Available for [shift / overtime] as needed
FLSA NOTE (read before posting)
In a small shop, a supervisor who spends most of their time running the line is
NON-EXEMPT and owed overtime, even on a salary and even if they direct others.
A working supervisor whose primary duty is production work does not become
exempt just because they sometimes direct the crew. Classify by actual duties.
This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [year / hour]
To apply, send your resume to __ or call ____.
[Company Name] is an equal opportunity employer.
FLSA, Safety, and Union Notes
This is the part the generic templates skip, and for a production supervisor it is where the real risk lives: the role is easy to misclassify, the supervisor carries frontline safety, and union status changes the job. Here is what to get right.
A working supervisor who mostly runs the line is non-exempt and owed overtime
This is the rule small manufacturers get wrong most often. Federal regulations are explicit: a relief or working supervisor whose primary duty is performing nonexempt work on the production line does not become exempt merely because they occasionally direct other production workers, for example when the exempt supervisor is unavailable. An employee whose primary duty is ordinary production work or routine, recurrent tasks cannot qualify as an exempt executive at all. So a supervisor who spends most of the shift operating, assembling, or running the line is non-exempt and owed overtime, regardless of the title and regardless of being on a salary. The title alone never decides it. Look at what the supervisor actually does most of the time, and pay overtime when production work is the primary duty. This is general information, not legal advice.
Exempt status requires all four parts of the executive test together
A production supervisor is exempt from overtime only when every part of the executive exemption is met at once: paid on a salary basis of at least the federal threshold of $684 a week, a primary duty of managing the operation or a recognized department, customarily and regularly directing the work of two or more full-time employees or their equivalent, and the authority to hire and fire or to meaningfully influence those decisions. Salary alone is not enough, and neither is the supervisor title. Note that the $684 a week figure is the level in effect after a 2024 rule that would have raised it was vacated by a federal court, so confirm the current threshold and any higher state threshold when you classify. When in doubt, treat the role as non-exempt and pay overtime. This is general information, not legal advice.
The supervisor carries frontline OSHA and safety responsibility
Production supervisors are the people who enforce safety on the floor, so safety belongs at the center of the job description, not as a single generic bullet. Manufacturing is covered by federal OSHA general-industry standards, and supervisors are typically responsible for enforcing lockout/tagout, machine guarding, powered-industrial-truck and forklift rules, hazard communication, and personal protective equipment, plus running toolbox talks and handling incidents and near-misses. Spell out the specific safety duties for your plant, state which certifications or training you expect, and make safety enforcement an explicit, evaluated part of the role. For a small manufacturer, a supervisor who owns safety day to day is often the difference between passing and failing an inspection. This is general information, not legal advice.
Say whether the role is union or non-union, and onboard for compliance
If your plant is unionized, the production supervisor works within a collective bargaining agreement that governs seniority, scheduling, discipline, grievances, and overtime assignment, and supervisors are usually excluded from the bargaining unit. State plainly in the posting whether the environment is union or non-union, since it changes day-to-day authority and the skills you are hiring for. Separately, because the supervisor hires, schedules, trains, and helps pay the crew, they sit at the center of the plant's labor-law compliance, from overtime and recordkeeping to Form I-9 and safety training sign-offs. Setting the supervisor up with a structured, documented onboarding and recordkeeping process from day one is how a small manufacturer without HR stays compliant. This is general information, not legal advice.
A Working Supervisor on the Line Is Non-Exempt
Federal regulations state that a working supervisor whose primary duty is nonexempt production-line work does not become exempt (29 CFR 541.106) merely because they occasionally direct other production workers. Exempt status under the executive exemption (DOL Fact Sheet 17B) requires all four: salary of at least $684/week, primary duty of management, directing 2+ full-time employees, and hire/fire input.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the executive-exemption test and the working-supervisor problem. The practical rule: classify by actual duties, treat the role as non-exempt when production work is the primary duty, and make safety and union status explicit in the posting.
Skills and Requirements
Production supervisor requirements center on leadership, production knowledge, and safety, scaled to the plant and environment. Keep the bar realistic for your market while protecting safety and quality standards.
Requirement
What to look for
Experience
2-5+ years production or manufacturing, scaled to scope
Leadership
Proven experience leading or coordinating a crew
Safety
Knowledge of OSHA general-industry and plant safety rules
Quality
Familiarity with quality standards and standard work
Availability
Shift, weekend, and overtime as the role requires
Classification
Confirm by duties; hands-on supervisors are usually non-exempt
Keep every requirement job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Production Supervisor Pay
Production supervisor pay centers around $70,000 a year. Anchor to the federal occupation, then adjust for industry, plant size, and region, and decide hourly versus salary based on the correct classification.
Median $71,190 a Year (BLS)
First-line supervisors of production and operating workers, the occupation covering production, manufacturing, plant, and shift supervisors, had a median annual wage of $71,190 in May 2024, about $34.23 an hour, across roughly 698,600 jobs (BLS, via O*NET).
National compensation surveys cluster the base wage in the same $70,000 to $76,000 band, with hourly and small-shop supervisors lower and large-plant or specialized roles higher. Some sources blend in bonus and additional pay, which inflates their averages; the base-wage median sits near $70,000. Higher-paying out-of-cluster titles such as production control supervisor or senior production supervisor run above this and should not anchor your range. Set your range using current data for your industry, plant size, and region, and post a range where your state requires one.
Hiring a Supervisor for a Small Manufacturer
Manufacturing skews large in headcount but small in establishments, so the typical buyer of a production supervisor template is a small job shop, contract manufacturer, or food producer, not an enterprise plant. The adjacent roles, the machine operators and assemblers the supervisor leads, share the same hiring reality. Here is what that means for the posting.
Manufacturing is dominated by small shops, where the owner hires the supervisor directly
Manufacturing skews large in headcount but small in firm count: roughly three-quarters of manufacturing firms have fewer than twenty employees and more than nine in ten have fewer than a hundred. At a ten-to-fifty-person shop there is no HR department; the owner, plant manager, or operations lead writes the job description and makes the hire, often while still running production. The generic supervisor templates are written for large, generic employers with corporate HR and standardized roles, which is not the reality for a small manufacturer. The six versions here, especially the small-manufacturer version, are written for the owner-led shop: ready to fill in by environment, honest about the hands-on nature of the role, and built around how a small plant actually hires.
The FLSA classification, not the duty list, is where small manufacturers get caught
Writing supervisor duties is easy; classifying the role correctly is where a small manufacturer gets exposed. Many production supervisors are paid hourly and are non-exempt, and federal rules are explicit that a working supervisor whose primary duty is production-line work does not become exempt just because they sometimes direct the crew. A supervisor put on a salary and denied overtime while spending most of the shift on the line is a misclassification, and manufacturing is a frequently investigated industry. The clean approach, built into every template here, is to classify by what the supervisor actually does most of the time, meet all four parts of the executive test before treating anyone as exempt, and pay overtime whenever production work is the primary duty.
Hiring a supervisor is the moment to set up onboarding, safety, and compliance for the crew
A production supervisor hires, trains, and onboards the operators and line staff under them, so getting the supervisor's own onboarding right sets the standard for the whole floor, in an industry with high turnover and heavy safety and wage-and-hour enforcement. After the offer, the work is consistent: a signed offer with the correct exempt or non-exempt classification, Form I-9 and tax forms, OSHA and safety training with documented sign-offs, and a first-week plan. FirstHR fits this for a small manufacturer: e-signature for offers and policy acknowledgments, an AI onboarding wizard to turn the supervisor role into an onboarding workflow, training modules with documented completion for OSHA and safety, task workflows for production hires, and document management for I-9s and certifications. To be clear about scope, FirstHR is an onboarding and HR platform, not a payroll, scheduling, or MES system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and a production supervisor is a special case: the person you onboard will go on to hire, train, and run safety for the crew, so starting them on a clean, compliant process sets the standard for the whole floor.
Send the offer
Confirm the role, pay, shift, and the exempt or non-exempt classification in writing, based on actual duties. An offer letter template makes this fast.
Run safety onboarding
OSHA and plant safety training, lockout/tagout, machine guarding, and PPE, with documented sign-offs before the supervisor sets foot on the floor.
Run the onboarding workflow
Form I-9, tax forms, policy acknowledgments, and a first-week plan, the same workflow the supervisor will run for their crew.
Store the records
Keep time and pay records, the classification basis, training completions, and signed forms organized for wage-and-hour and OSHA compliance.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, OSHA and safety training acknowledgments, and the onboarding workflow in one place so a small manufacturer can run the full process from one system, with the supervisor's classification and training recorded from day one, and the supervisor can reuse the same workflow for every production hire. FirstHR is an onboarding and HR platform, not a payroll, scheduling, or MES tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A production supervisor directs production and operating workers and owns the output and safety of their area or shift; production, manufacturing, plant, and shift supervisor are the same federal occupation.
Use the template that matches the environment: general, manufacturing, plant, shift, food and beverage, or small-manufacturer.
A working supervisor whose primary duty is line work is non-exempt and owed overtime, even on a salary; exempt status needs all four parts of the executive test.
The supervisor carries frontline OSHA and safety responsibility, so make specific safety duties explicit in the posting.
State whether the plant is union or non-union, since it changes the supervisor's authority and the experience you are hiring for.
The median runs near $71,190 a year; hourly and small-shop roles lower, large-plant and specialized roles higher.
Frequently Asked Questions
What does a production supervisor do?
A production supervisor directs the production and operating workers on a manufacturing floor and is responsible for both the people and the output of their area or shift. Day to day, that means assigning work and setting the pace, hitting production, quality, and efficiency targets, enforcing safety and OSHA compliance, training and coaching the crew, tracking output, downtime, and scrap, troubleshooting line issues, and reporting metrics to the plant manager or owner. The Bureau of Labor Statistics tracks the role as first-line supervisors of production and operating workers, which covers production supervisor, manufacturing supervisor, plant supervisor, and shift supervisor in a manufacturing context. In a large plant the role may be narrow and area-specific; in a small shop the supervisor runs the whole floor and often works the line as well.
Is a production supervisor exempt or non-exempt under the FLSA?
It depends entirely on actual duties, and many production supervisors are non-exempt. To be exempt under the executive exemption, the supervisor must be paid a salary of at least $684 a week, have a primary duty of management, regularly direct the work of two or more full-time employees, and have authority to hire and fire or to meaningfully influence those decisions. All four must be true at once. Federal regulations are explicit that a relief or working supervisor whose primary duty is performing nonexempt work on the production line does not become exempt merely because they occasionally direct other production workers, and an employee whose primary duty is ordinary production work cannot qualify as an exempt executive. So a supervisor who spends most of the shift running the line is non-exempt and owed overtime, even on a salary and even with the supervisor title. Classify by what the person actually does most of the time. This is general information, not legal advice.
What is the difference between a production supervisor, manufacturing supervisor, and plant supervisor?
They are largely the same role under different titles, and the Bureau of Labor Statistics groups them all under first-line supervisors of production and operating workers. Production supervisor and manufacturing supervisor are near-perfect synonyms, both leading a production team and its output. Plant supervisor usually implies a broader scope, coordinating multiple lines or areas across the plant and often reporting to a plant manager. Shift supervisor refers to a supervisor who runs a single production shift, with clean handoffs to the next shift. In a small manufacturer these distinctions blur and one person does all of it. For a job posting, use the title your candidates recognize and that matches the scope, then describe the actual duties and the area or shift the supervisor will own. This is general information, not legal advice.
How much does a production supervisor make?
A production supervisor typically earns around $70,000 a year. The Bureau of Labor Statistics reports that first-line supervisors of production and operating workers, the occupation covering production, manufacturing, plant, and shift supervisors, had a median annual wage of $71,190 in May 2024, about $34.23 an hour, across roughly 698,600 jobs. National compensation surveys cluster the base wage in the same $70,000 to $76,000 band, with hourly supervisors and small-shop roles lower, and large-plant or specialized roles higher. Note that some sources blend in bonus and additional pay, which pushes their averages higher, but the base-wage median sits near $70,000. A few higher-paying out-of-cluster titles such as production control supervisor or senior production supervisor run above this and should not anchor your range. Set your range using current data for your industry, plant size, and region. This is general information, not legal advice.
What are the OSHA and safety responsibilities of a production supervisor?
A production supervisor is usually the person who enforces safety on the floor, so safety is a core part of the role rather than an afterthought. Manufacturing falls under federal OSHA general-industry standards, and supervisors typically enforce lockout/tagout, machine guarding, powered-industrial-truck and forklift rules, hazard communication, and personal protective equipment, while also running toolbox talks and handling incidents and near-misses. Many plants expect supervisors to hold or obtain safety training, and the supervisor is often responsible for documenting that the crew has completed required training. In a job description, list the specific safety duties for your plant, state any certifications you require, and make safety enforcement an explicit and evaluated part of the role. For a small manufacturer, a supervisor who owns safety day to day is often what keeps the plant inspection-ready. This is general information, not legal advice.
Should the production supervisor job description mention union or non-union status?
Yes, it helps to be clear. If your plant is unionized, the production supervisor operates within a collective bargaining agreement that governs seniority, scheduling, discipline, grievances, and how overtime is assigned, and supervisors are usually outside the bargaining unit. That changes the supervisor's day-to-day authority and the skills you are hiring for, such as administering a contract and handling grievances, so it is worth stating plainly whether the environment is union or non-union. In a non-union shop the supervisor generally has more direct latitude over scheduling and discipline within company policy. Either way, naming the environment up front sets accurate expectations and attracts candidates with the right experience. This is general information, not legal advice.
Should a small manufacturer hire a production supervisor?
Often yes, once the owner or plant manager can no longer run production and lead the crew at the same time. For a small manufacturer, a production supervisor is usually a key early leadership hire, taking over day-to-day floor leadership, scheduling, safety, and training so the owner can step back from constant supervision. The key is to scope the role honestly: in a small shop the supervisor will be hands-on, working the line as well as leading, which makes the role non-exempt and owed overtime in most cases. Be clear about whether you need a true supervisor who primarily manages or a hands-on lead who mostly runs production, set a realistic pay rate for your region and plant size, classify by actual duties, and use the small-manufacturer version of the template, which is written for exactly this situation. This is general information, not legal advice.
What should a production supervisor job description include?
A strong production supervisor job description names the environment up front, whether general production, manufacturing, plant-wide, a specific shift, or food and beverage, since that shapes the duties and the pay. Include a job summary that frames the supervisor as responsible for both the crew and the output, and group responsibilities into team and shift leadership, output and quality, safety and compliance, and coordination and reporting. State the required experience and any safety certifications, and be honest about the shift, overtime, and hands-on nature of the role in a smaller plant. The most valuable additions that generic templates skip are the FLSA classification with the working-supervisor non-exempt caveat, the specific OSHA and safety responsibilities, and whether the role is union or non-union. Post a pay range where your state requires it, and close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
