How to hire a program supervisor

How to hire a program supervisor, step by step

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

What does a program supervisor do?

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1. Identify your hiring needs

   The program 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

   No

   A program supervisor's background is also an important factor in determining whether they'll be a good fit for the position. For example, program 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.

   Here's a comparison of program supervisor salaries for various roles:

   Type of Program Supervisor	Description	Hourly rate
   Program Supervisor	Producers and directors create motion pictures, television shows, live theater, commercials, and other performing arts productions. They interpret a writer’s script to entertain or inform an audience.	$17-25
   Sports Director	Sports directors update the management about anything relating to sports. They participate in strategic planning and policy-making as needed by the management... Show more	$15-53
   Director Of After School Program	A director of after school programs oversees and directs childcare centers in communities. They take the lead in setting goals and guidelines, conducting research and analyses to identify the students' interests and needs, developing programs that provide recreational activities and academic support, supervising the recruitment and training of employees, and monitoring the daily operations to ensure everything runs smoothly and efficiently... Show more	$14-38

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Autism
   • Social Work
   • Developmental Disabilities
   • Mental Health
   • Work Ethic
   • Oversight
   • Patients
   • Customer Service
   • Mental Illness
   • Incident Reports
   • HR
   • Direct Supervision
   • Staff Schedules
   • CPR

   Check all skills

   Responsibilities:

   • Conduct daily clinical documentation audits, manage consumer financial accounts, provide oversight and approval for all treatment and discharge planning.
   • MAP (medication administration), first aid, and CPR certify.
   • Train staff on CPR first aid.
   • Maintain state compliance (HIPAA, HUD, DDS, and Medicaid).
   • Develop curriculum for kids classes and adult classes.
   • Update and maintain timekeeping system with employee files.

   More program supervisor duties

3. Make a budget

   Including a salary range in your program supervisor job description is one of the best ways to attract top talent. A program supervisor can vary based on:

   • Location. For example, program supervisors' average salary in iowa is 43% less than in california.
   • Seniority. Entry-level program supervisors 31% less than senior-level program supervisors.
   • Certifications. A program supervisor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a program supervisor's salary.

   Average program supervisor salary

   $45,460yearly

   $21.86 hourly rate

   ---

   Entry-level program supervisor salary

   $37,000 yearly salary

   Updated December 14, 2025

   Average program supervisor salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$60,535	$29
   2	New York	$53,299	$26
   3	Connecticut	$49,734	$24
   4	Georgia	$47,786	$23
   5	Maryland	$47,484	$23
   6	Minnesota	$45,447	$22
   7	Oregon	$45,309	$22
   8	Washington	$45,181	$22
   9	Illinois	$45,044	$22
   10	Nevada	$45,037	$22
   11	Colorado	$44,791	$22
   12	Massachusetts	$44,700	$21
   13	New Jersey	$44,236	$21
   14	Texas	$44,166	$21
   15	Virginia	$43,456	$21
   16	Wyoming	$42,614	$20
   17	New Hampshire	$41,606	$20
   18	Nebraska	$41,469	$20
   19	Delaware	$41,137	$20
   20	Florida	$41,097	$20

   Average program supervisor salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Sephora	$81,756	$39.31
   2	White County	$62,426	$30.01
   3	State of Connecticut	$62,413	$30.01	10
   4	Lane County Engineer	$61,846	$29.73
   5	Salt Lake County	$61,650	$29.64	2
   6	Multnomah County	$61,360	$29.50	4
   7	NC Department of Insurance	$61,154	$29.40
   8	Fort Bend County	$61,116	$29.38
   9	Allegheny County	$60,434	$29.05
   10	Constellation Energy Partners	$60,373	$29.03	2
   11	King County	$59,964	$28.83	3
   12	Washington State University	$58,731	$28.24	1
   13	University of California	$58,699	$28.22	13
   14	COUNTY OF MERCED	$58,612	$28.18
   15	County of Contra Costa	$57,981	$27.88
   16	City of Berkeley	$57,214	$27.51
   17	County of Riverside	$56,917	$27.36
   18	Dignity Health	$56,865	$27.34	21
   19	Minnesota State Fair	$56,682	$27.25	47
   20	Arapahoe County	$56,483	$27.16

4. Writing a program supervisor job description

   A good program 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 program supervisor job description:

   Program supervisor job description example

   Looking to be part of something more meaningful? At HonorHealth, you'll be part of a team, creating a multi-dimensional care experience for our patients. You'll have opportunities to make a difference. From our Ambassador Movement to our robust training and development programs, you can select where and how you want to make an impact.
   
   HonorHealth offers a diverse benefits portfolio for our full-time and part-time team members designed to help you and your family live your best lives. Join us. Let's go beyond expectations and transform healthcare together.
   Five Magnet designated hospitals Three level 1 trauma centers Four Beacon Awards for Excellence 12,000 employees 500 clinical trials and studies conducted by the HonorHealth Research Institute 70+ Medical Groups of primary, specialty and Urgent Care locations The HonorHealth Virginia G. Piper Cancer Care Network
   The Trauma Program Supervisor assumes responsibility and accountability for incorporating the vision, values, mission and critical goals of the organization into their job performance. Provides clinical management and operational direction for the Trauma program. Provides leadership and coordination within the area of responsibility in collaboration with the Trauma Medical Director (TMD) and Sr. Clinical Director. Serves as tactical point person as it relates to patient care, staff development, physician relationships, quality initiatives, program development, and system-wide success. Assures evidence-based patient care by creating an environment that encourages the use of research in practice. Develops, implements and evaluates trauma program to comply with the requirements to maintain trauma certification as defined by current standards set by the American College of Surgeons.
   
   Qualifications: Bachelor's degree in nursing from an accredited NLN /CCNE institution 5 years trauma, ED or CC nursing 3 years supervisory or management 2 years trauma program manager or equivalent program manager Registered Nurse (RN) State and/or Compact State Licensure State licensure
   Join us and enjoy: $5,250 tuition reimbursement annually* Professional certification pay up to $1,500 per year Continuing education assistance Specialized Trauma, CVOR & Neurology training programs Newly increased compensation structure Exceptional benefits * Terms and conditions apply
   Phoenix and Scottsdale are known for high-end resorts, golf courses, vibrant nightclubs and professional sports, but the city's biggest attraction may be the sunshine, winter warmth and more than 41,000 acres of mountain parks and desert preserves.
   
   It is the policy of HonorHealth to provide equal opportunity in employment. Selection and employment of applicants will be made on the basis of their qualifications without regard to race, color, religion, creed, national origin, age, disability, sexual orientation, marital status, veteran status or any other legally protected status.
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   Copy this example

   

5. Post your job

   To find the right program supervisor for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with program supervisors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit program supervisors who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit program supervisors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 program supervisor

   Once you've found the program 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new program supervisor. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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How much does it cost to hire a program supervisor?