How to hire a day care supervisor

How to hire a day care supervisor, step by step

Here's a step-by-step day care supervisor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a day care supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new day care supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the day care supervisor you need to hire. Certain day care supervisor roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A day care supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, day care supervisors from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of day care supervisors and their corresponding salaries.

   Type of Day Care Supervisor	Description	Hourly rate
   Day Care Supervisor	Childcare workers provide care for children when parents and other family members are unavailable. They attend to children’s basic needs, such as bathing and feeding... Show more	$12-21
   Kids Club Attendant	Kids club attendants are employees who are responsible for supervising the operations of children's play facilities that are present in fitness centers, resorts, shopping centers, and other businesses. To provide safety and a place of fun, these attendants should supervise the kids who are left by their parents while doing other activities in the establishment... Show more	$8-16
   In-Home Childcare Provider	In-home childcare providers are professionals equipped with the skills needed to properly care for a child. They are employed by families who require assistance in providing the needs of the child at home... Show more	$10-21

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CPR
   • Infection Control
   • Direct Supervision
   • Developmental Disabilities
   • Emergency Procedures
   • Child Abuse
   • Performance Evaluations
   • Independent Living
   • Incident Reports
   • Disciplinary Actions
   • Rig
   • Community Integration
   • Medicaid
   • Frac

   Check all skills

   Responsibilities:

   • Provide high-quality patient care within surgical, acute-care, rehabilitation, and nursing-home settings.
   • Assist with routine catheter care and enemas according to the plan of care.

   More day care supervisor duties

3. Make a budget

   Including a salary range in your day care supervisor job description helps attract top candidates to the position. A day care supervisor salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a day care supervisor in Indiana may be lower than in Washington, and an entry-level day care supervisor usually earns less than a senior-level day care supervisor. Additionally, a day care supervisor with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average day care supervisor salary

   $16.29hourly

   $33,876 yearly

   ---

   Entry-level day care supervisor salary

   $25,000 yearly salary

   Updated December 17, 2025

   Average day care supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$41,947	$20
   2	Massachusetts	$40,065	$19
   3	Minnesota	$39,044	$19
   4	Connecticut	$37,533	$18
   5	New Hampshire	$37,149	$18
   6	New York	$37,143	$18
   7	Ohio	$34,473	$17
   8	Illinois	$33,694	$16
   9	North Carolina	$32,768	$16
   10	Arizona	$32,719	$16
   11	Florida	$31,803	$15
   12	Georgia	$30,703	$15
   13	Texas	$30,679	$15
   14	Virginia	$29,943	$14
   15	Tennessee	$28,381	$14

   Average day care supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	UMass Memorial Health	$47,308	$22.74	2
   2	UPS	$42,561	$20.46
   3	Mount Sinai Health System	$40,211	$19.33	16
   4	CARE	$39,497	$18.99	1
   5	Ethos Veterinary Health	$37,977	$18.26	16
   6	Pilgrim's	$37,103	$17.84
   7	Fairview Health Services	$36,919	$17.75	32
   8	Prospect Medical Holdings	$36,832	$17.71	2
   9	Baptist Health Home Care	$34,737	$16.70	10
   10	Troon	$34,542	$16.61	1
   11	Educational Media Foundation	$34,299	$16.49	1
   12	Melmark New England	$34,288	$16.48
   13	Doctors Hospital at Renaissance Health System	$34,269	$16.48
   14	State Of Illinois - Illinois Student Assistance Commission	$34,239	$16.46	4
   15	Dorman Products	$33,233	$15.98
   16	INSTITUTE OF COMMUNITY SERVICES	$33,175	$15.95
   17	Novant Health	$33,035	$15.88	34
   18	Jewish Senior Life	$32,981	$15.86
   19	Central Maine Healthcare	$32,831	$15.78
   20	Vigor Industrial	$32,740	$15.74

4. Writing a day care supervisor job description

   A good day care supervisor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a day care supervisor job description:

   Day care supervisor job description example

   CNA2, Intermediate Care Unit at Providence St. Vincent Medical Center in Portland, OR. This position will work three (3) 12 hour day shifts per week.
   
   $4,000 hiring bonus for eligible external hires that meet required qualifications and conditions for payment.
   
   The Certified Nursing Assistant 2 (CNA 2) assists a Registered Nurse (RN) in providing comprehensive nursing care by performing specified duties and functions under the direct supervision of the RN.
   Required qualifications:
   Completion of Oregon State Board of Nursing (OSBN) recognized Acute Care CNA 2 course Or equivalent educ/experience
   Required upon hire: Oregon Nursing Assistant Certification License (Vendor Managed)
   Required upon hire: National Provider BLS - American Heart Association (Vendor Managed)
   Preferred qualifications:
   1 year Experience as a CNA 2.
   Our best-in-class benefits are uniquely designed to support you and your family in staying well, growing professionally and achieving financial security. We take care of you, so you can focus on delivering our Mission of caring for everyone, especially the most vulnerable in our communities.
   About Providence
   At Providence, our strength lies in Our Promise of “Know me, care for me, ease my way.” Working at our family of organizations means that regardless of your role, we’ll walk alongside you in your career, supporting you so you can support others. We provide best-in-class benefits and we foster an inclusive workplace where diversity is valued, and everyone is essential, heard and respected. Together, our 120,000 caregivers (all employees) serve in over 50 hospitals, over 1,000 clinics and a full range of health and social services across Alaska, California, Montana, New Mexico, Oregon, Texas and Washington. As a comprehensive health care organization, we are serving more people, advancing best practices and continuing our more than 100-year tradition of serving the poor and vulnerable.
   About the Team
   Providence has been serving the Pacific Northwest since 1856 when Mother Joseph of the Sacred Heart and four other Sisters of Providence arrived in Vancouver, Washington Territory. As the largest healthcare system and largest private employer in Oregon, Providence is located in areas ranging from the Columbia Gorge to the wine country to sunny southern Oregon to charming coastal communities to the urban setting of Portland.
   Our award-winning and comprehensive medical centers are known for outstanding programs in cancer, cardiology, neurosciences, orthopedics, women's services, emergency and trauma care, pediatrics and neonatal intensive care. Our not-for-profit network also provides a full spectrum of care with leading-edge diagnostics and treatment, outpatient health centers, physician groups and clinics, numerous outreach programs, and hospice and home care.
   We are committed to the principle that every workforce member has the right to work in surroundings that are free from all forms of unlawful discrimination and harassment.
   We are committed to cultural diversity and equal employment for all individuals. It is our policy to recruit, hire, promote, compensate, transfer, train, retain, terminate, and make all other employment-related decisions without regard to race, color, religious creed (including religious dress and grooming practices), national origin (including certain language use restrictions), ancestry, disability (mental and physical including HIV and AIDS), medical condition (including cancer and genetic characteristics), genetic information, marital status, age, sex (which includes pregnancy, childbirth, breastfeeding and related medical conditions), gender, gender identity, gender expression, sexual orientation, genetic information, and military and veteran status or any other applicable legally protected status. We will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified caregiver or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.
   We are a community where all people, regardless of differences, are welcome, secure, and valued. We value respect, appreciation, collaboration, diversity, and a shared commitment to serving our communities. We expect that all workforce members in our community will act in ways which reflect a commitment to and accountability for, racial and social justice and equality in the workplace. As such, we will maintain a workplace free of discrimination and harassment based on any applicable legally protected status. We also expect that all workforce members will maintain a positive workplace free from any unacceptable conduct which creates an intimidating, hostile, or offensive work environment.
   Requsition ID: 108691 Company: Providence Jobs Job Category: Nursing-Patient Facing Job Function: Nursing Job Schedule: Full time Job Shift: Day Career Track: Nursing Department: 5002 PSVMC IMCU Address: OR Portland 9205 SW Barnes Rd Providence is proud to be an Equal Opportunity Employer. Providence does not discriminate on the basis of race, color, gender, disability, veteran, military status, religion, age, creed, national origin, sexual identity or expression, sexual orientation, marital status, genetic information, or any other basis prohibited by local, state, or federal law.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right day care supervisor for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your day care supervisor job on Zippia to find and recruit day care supervisor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with day care supervisor candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new day care supervisor

   Once you've decided on a perfect day care supervisor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new day care supervisor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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