How to hire a preparation supervisor

How to hire a preparation supervisor, step by step

Here's a step-by-step preparation 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 preparation supervisor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new preparation supervisor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The preparation supervisor hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

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   Hiring the perfect preparation supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

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

   Type of Preparation Supervisor	Description	Hourly rate
   Preparation Supervisor		$14-31
   Assembly Supervisor	Assembly Supervisors oversee and coordinate employees' work on assembly-lines. The supervisors assign personnel to stations or tasks and prepare their work schedules... Show more	$19-44
   Manufacturing Supervisor	A manufacturing supervisor is a management-level employee who takes responsibility for the daily operations of the production processes in the manufacturing sector. Manufacturing supervisors execute different roles as sponsors, coaches, directors, counselors, and educators... Show more	$26-44

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Food Preparation
   • Food Service
   • Food Safety
   • Safety Regulations
   • FDA
   • Safety Procedures
   • Tax Returns
   • Payroll
   • Production Schedules

   Responsibilities:

   • Manage payroll responsibilities for department along with HACCP and inventory responsibilities.
   • Utilize and manage KRONOS timekeeping software in updating and maintaining payroll records; prepare and upload end-of-shift reports into SharePoint.
   • Assure all operations are perform and document according to FDA guidelines, Astra policies and safety procedures.
   • Verify that all employees follow all IRS tax laws . '
   • Finalize all complete batches and reconciliation of gelatin use.
   • Create PowerPoint presentations to represent selective data and present all findings to the team.

3. Make a budget

   Including a salary range in your preparation supervisor job description is a great way to entice the best and brightest candidates. A preparation supervisor salary can vary based on several factors:

   • Location. For example, preparation supervisors' average salary in louisiana is 47% less than in new jersey.
   • Seniority. Entry-level preparation supervisors earn 55% less than senior-level preparation supervisors.
   • Certifications. A preparation supervisor with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a preparation supervisor's salary.

   Average preparation supervisor salary

   $45,177yearly

   $21.72 hourly rate

   ---

   Entry-level preparation supervisor salary

   $30,000 yearly salary

   Updated January 22, 2026

   Average preparation supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Pennsylvania	$52,306	$25
   2	Arkansas	$34,659	$17

   Average preparation supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	University of Pennsylvania	$39,892	$19.18
   2	University of Arkansas	$32,199	$15.48

4. Writing a preparation supervisor job description

   A preparation supervisor job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a preparation supervisor job description:

   Preparation supervisor job description example

   Central city concern is an innovative nonprofit agency providing comprehensive services to single adults and families impacted by homelessness, poverty, and addictions in the Portland metro area. We hire skilled and passionate people to meet our mission to end homelessness through innovative outcome-based strategies that support personal and community transformation.
   
   This position will supervise the Stabilization for Treatment Preparation (STP) staff and the day-to-day operations of this program. The STP Supervisor will work closely with the Department of Community Justice Assessment and Referral Center (ARC), Diversion Court Program (DCP), and parole and probation. The program will support 21 dormitory-style beds for men exiting or diverting from incarceration that will be assessed for their next level of care. In addition, the STP Supervisor is responsible for ensuring CCC is supporting the contract requirements of this program; and includes providing supervision to peer specialists, case managers, and assistant case managers.
   RESPONSIBILITIES:
   Responsible for the supervision of the Stabilization for Treatment Program (STP). Supervise Case Management, Peer Support Specialist, and Assistant Case Management Staff. Provide case management services as necessary. Communicate with clients, Department of Community Justice, ARC Staff, Diversion Court Program (DCP), Parole Transitions Program staff (PTP), parole officers, federal, state, and local police, district attorney's office, treatment providers, and Portfolio Manager. Provide record-keeping for Community Corrections and the STP Program. Ensure interview and intake of STP clients upon referral from ARC Unit to assess needs and explain STP policies and procedures. Work with Community Justice to coordinate GPS Clients and provide added case management. Assist STP clients, in collaboration with ARC/DCP, Community Health Workers, Health and Assessment Team, and parole officers, to transition to a more appropriate housing or treatment situation. Ensure weekly goals and activities for each client are established and updated. Ensure program forms reflecting the current needs of the program are in place. Ensure accurate ongoing progress notes are in place. Work with DCJ/DCP to establish a safe discharge plan for clients who are non-compliant or have violated parole. Attend clinical staff meetings and case conferences to help initiate aftercare plans for clients. Direct appropriate STP/PTP Staff to attend bi-monthly client staffing with DCJ/DCP. Supervise and monitor all administrative responsibilities of staff in the STP program. Work collaboratively with Re-Entry Program Operations Manager to ensure efficiency and outcomes in all programs. Work as a team member with the Portfolio Managers and CCC staff. Develop working relationships with alcohol & drug corrections treatment providers, mental health providers, and other outside resources for STP clients. Monitor client utilization of assigned unit. Be available for follow-up case management, including housing sites outside the program. Provide monthly billing statements to CCC Accounting Department for STP. Provide reports and other paperwork as required. Participate in compliance, quality assurance, and quality improvement activities as directed. Be available by cell phone 24/7 for all emergencies. Attend all mandatory CCC training promptly. Adhere to all state and federal privacy and security regulations applicable to the program and CCC policies and agreements regarding confidentiality, privacy, and security. Perform other duties as assigned.
   QUALIFICATIONS:
   A High School diploma or GED is required. Two (2) years of experience working with the Offender/Re-Entry population and individuals dealing with chemical dependency, mental health, and homelessness. Adhering to Central City Concern's drug-free workplace encourages a safe, healthy, and productive work environment and strictly complies with the Drug-Free Work Place Ace of 1988. Therefore, an employee shall not, in the workplace, unlawfully manufacture, distribute, dispense, possess or use a controlled substance or alcohol. Supervisory experience preferred. Must pass a pre-employment drug screen, TB test, and background check. Physical ability to bend, stoop, kneel, squat, twist, reach, pull, lift heavy objects and climb stairs several times a day. Will be required to carry an agency cell phone for work use. A cell phone will be provided by Central City Concern. Must possess a current driver's license, access to a vehicle, and qualify as an Acceptable Driver as designated in Central City Concern's Fleet Safety policy. Must pass an initial driver's training within 60 days of being an approved driver and continued recertification training. Must maintain vehicle insurance coverage of a minimum of $100,000/$300,000 personal auto liability coverage. Must adhere to the agency's non-discrimination policies. Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, lifestyles, and sexual orientations and treat each individual with respect and dignity.
   Central City Concern offers an incredible benefits package to our employees!
   Generous paid time off plan beginning at 4 weeks per year at the time of hire. Accrual increases with longevity. Amazing 403(b) Retirement Savings plan with an employer match of 4.25% in your 1 st year, 6% in the 2 nd year, and 8% in your 3 rd year! 10 paid Holidays PLUS 2 Personal Holidays to be used at the employee's discretion. Comprehensive Medical, Vision, and Dental insurance coverage. Employer Paid Life, Short-Term Disability, AND Long-Term Disability Insurance! Sabbatical Program offering extended time off at years 7, 14, and 21.
   This description is intended to provide a snapshot of the work performed. It is not designed to contain a comprehensive inventory of all duties, responsibilities, and qualifications required for the position.
   
   Central City Concern is a second chance employer and complies with applicable laws regarding consideration of criminal background for employment purposes. Government regulations, contractual requirements, or the duties of this particular job may require CCC to conduct a background check and take appropriate action to address prior criminal convictions.
   
   Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
   
   The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

   Copy this example

   

5. Post your job

   To find preparation supervisors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any preparation supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level preparation supervisors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   During your first interview to recruit preparation supervisors, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 preparation supervisor

   Once you've found the preparation supervisor candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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