Your work. Your records.
Housekeeping Supervisor Workplace Records Guide
Housekeeping supervisors coordinate assignments and inspections while occupancy and staffing needs change. A workplace concern may depend on who assigned a room, who inspected it and who decided it was ready, which are not always the same person.
Call now(800) 800-5555Free initial case evaluation. Representation depends on work state and case eligibility. This guide explains record preparation; it does not determine whether a legal claim exists.
A record map for your role
What to organize first
Staffing baseline
List the crew capacity and cleaning areas known when the shift assignment was made.
Inspection sequence
Record when an issue was identified, reassigned and checked again before release.
Material availability
Note any shortage of assigned cleaning materials and the response to your request for supplies.
Start with the work you actually do
Directly supervise and coordinate work activities of cleaning personnel in hotels, hospitals, offices, and other establishments.
O*NET classifies this occupation as First-Line Supervisors of Housekeeping and Janitorial Workers (37-1011.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Supervise in-house services, such as laundries, maintenance and repair, dry cleaning, or valet services.Source task 9533 · updated 08/2020
- Select the most suitable cleaning materials for different types of linens, furniture, flooring, and surfaces.Source task 9520 · updated 08/2020
- Advise managers, desk clerks, or admitting personnel of rooms ready for occupancy.Source task 9534 · updated 08/2020
- Inspect work performed to ensure that it meets specifications and established standards.Source task 9513 · updated 08/2020
A reference point for your pay records
May 2025 wage estimates by state
Compare your pay records with published BLS estimates for First-Line Supervisors of Housekeeping and Janitorial Workers (SOC 37-1011). These describe an occupation across employers. They are not a required pay rate, an overtime calculation, or evidence of discrimination or unpaid wages.
Select your work state to see its published pay range. No personal pay information is requested or sent.
The 25th and 75th percentiles mark the middle half of the estimated wage distribution; the median is its midpoint. Actual pay can differ with experience, employer, location and duties. Hourly and annual figures are shown as published, without converting one into the other.
All published state estimates for this occupation
| State | Hourly 25th | Hourly median | Hourly 75th | Annual median |
|---|---|---|---|---|
| Alabama | $17.34 | $21.33 | $25.95 | $44,370 |
| Alaska | $23.16 | $27.26 | $30.30 | $56,690 |
| Arizona | $19.45 | $23.37 | $28.51 | $48,610 |
| Arkansas | $15.39 | $18.03 | $21.45 | $37,500 |
| Connecticut | $21.55 | $27.50 | $34.63 | $57,200 |
| Delaware | $20.14 | $24.40 | $29.45 | $50,750 |
| Florida | $18.36 | $22.01 | $28.50 | $45,770 |
| Georgia | $17.71 | $22.15 | $27.78 | $46,070 |
| Hawaii | $23.96 | $28.39 | $34.75 | $59,060 |
| Idaho | $20.30 | $23.27 | $28.02 | $48,390 |
| Indiana | $20.75 | $24.31 | $29.64 | $50,570 |
| Iowa | $18.77 | $22.69 | $27.94 | $47,200 |
| Kansas | $20.70 | $23.93 | $29.45 | $49,780 |
| Kentucky | $17.99 | $22.05 | $26.76 | $45,860 |
| Louisiana | $14.69 | $18.58 | $23.36 | $38,640 |
| Maine | $22.26 | $26.83 | $30.08 | $55,810 |
| Michigan | $19.14 | $22.48 | $27.09 | $46,770 |
| Minnesota | $21.33 | $25.73 | $31.43 | $53,510 |
| Mississippi | $17.22 | $20.30 | $24.78 | $42,230 |
| Missouri | $18.33 | $21.95 | $28.00 | $45,660 |
| Montana | $19.68 | $23.19 | $28.12 | $48,240 |
| Nebraska | $21.47 | $23.50 | $28.38 | $48,870 |
| New Hampshire | $21.95 | $26.54 | $31.41 | $55,200 |
| New Mexico | $16.80 | $21.56 | $27.13 | $44,840 |
| New York | $23.18 | $29.12 | $35.40 | $60,580 |
| North Carolina | $18.68 | $22.83 | $29.18 | $47,490 |
| North Dakota | $21.36 | $26.06 | $31.54 | $54,210 |
| Ohio | $18.37 | $22.17 | $28.00 | $46,110 |
| Oklahoma | $16.85 | $19.45 | $23.31 | $40,460 |
| Pennsylvania | $18.47 | $22.56 | $27.46 | $46,920 |
| Rhode Island | $25.96 | $30.54 | $31.22 | $63,520 |
| South Dakota | $18.47 | $22.53 | $26.04 | $46,860 |
| Tennessee | $19.03 | $22.50 | $28.90 | $46,800 |
| Texas | $16.18 | $20.03 | $24.39 | $41,660 |
| Utah | $21.01 | $25.20 | $31.13 | $52,420 |
| Vermont | $23.06 | $28.53 | $33.52 | $59,340 |
| Virginia | $18.66 | $23.39 | $30.41 | $48,660 |
| West Virginia | $15.79 | $19.93 | $24.26 | $41,450 |
| Wisconsin | $21.29 | $23.59 | $29.21 | $49,070 |
| Wyoming | $18.44 | $23.00 | $27.72 | $47,840 |
“Not published” preserves unavailable or suppressed source cells. “Above reporting limit” preserves a top-coded source value without inventing a number. A missing state estimate does not establish service eligibility. The data describe wage and salary employment; they do not measure self-employment income.
Source: BLS May 2025 state workbook · OEWS tables · BLS technical notes. Use your own schedule, pay statement and compensation terms to identify the question you want reviewed.
Track the assignment change
Record the staffing available and the areas assigned at the start of the shift. Note later additions or absences and how you redistributed the work. Distinguish an instruction you issued from a resource decision made by another manager.
Document inspection feedback
Describe the condition identified, the standard referenced and the opportunity given to correct it. Record when a room or area was released and who had that authority. Avoid assuming an occupancy delay proves a particular worker caused it.
Keep occupancy information private
Use your own schedule, permitted staffing messages and nonidentifying inspection notes. Do not retain guest names, room access codes or patient occupancy information. Identify the relevant inspection record in the employer's system instead of taking room-status screenshots.
Choose your next step
Review the workplace retaliation guide, unpaid wages guide, or discrimination guide if those concerns fit your experience. A job title alone does not establish a claim.
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