Your work. Your records.
Personal Service Supervisor Workplace Guide
Personal service supervisors may coordinate staffing while policies and customer demand change. For an employment review, explain the authority you actually held over schedules and training rather than assuming a supervisor title meant control over every personnel decision.
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
Scheduling authority
List which staffing decisions you could make and which required management approval.
Policy revision
Record when a new procedure reached you and whether time was provided to train the crew.
Service coverage
Describe the added assignment or absence that changed coverage during the work period.
Start with the work you actually do
Supervise and coordinate activities of personal service workers.
O*NET classifies this occupation as First-Line Supervisors of Personal Service Workers (39-1022.00). Its description covers a typical occupation, not every workplace or individual job. It does not establish employee status, overtime eligibility or employer misconduct.
- Train workers in proper operational procedures and functions and explain company policies.Source task 13140 · updated 08/2024
- Meet with managers or other supervisors to stay informed of changes affecting operations.Source task 13142 · updated 08/2024
- Assign work schedules, following work requirements, to ensure quality and timely delivery of service.Source task 13138 · updated 08/2024
- Recruit and hire staff members.Source task 13151 · updated 08/2024
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 Personal Service Workers (SOC 39-1022). 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 | $16.20 | $19.62 | $25.85 | $40,810 |
| Alaska | $18.98 | $23.74 | $29.07 | $49,380 |
| Arizona | $20.03 | $22.93 | $28.90 | $47,690 |
| Arkansas | $16.27 | $18.95 | $24.65 | $39,420 |
| Connecticut | $20.63 | $25.34 | $33.88 | $52,720 |
| Delaware | $18.61 | $23.53 | $30.61 | $48,940 |
| Florida | $18.12 | $22.76 | $29.13 | $47,330 |
| Georgia | $17.52 | $22.15 | $27.03 | $46,080 |
| Hawaii | $23.33 | $26.42 | $31.90 | $54,950 |
| Idaho | $17.74 | $22.53 | $26.91 | $46,860 |
| Indiana | $19.59 | $23.36 | $30.26 | $48,590 |
| Iowa | $17.28 | $18.64 | $22.66 | $38,780 |
| Kansas | $19.39 | $22.77 | $26.95 | $47,370 |
| Kentucky | $17.44 | $19.95 | $26.78 | $41,490 |
| Louisiana | $15.39 | $18.59 | $25.05 | $38,670 |
| Maine | $22.10 | $25.37 | $29.02 | $52,780 |
| Michigan | $17.82 | $20.55 | $25.50 | $42,740 |
| Minnesota | $21.27 | $24.60 | $31.09 | $51,160 |
| Mississippi | $15.42 | $18.23 | $23.32 | $37,910 |
| Missouri | $17.94 | $21.02 | $24.57 | $43,720 |
| Montana | $20.94 | $23.23 | $28.15 | $48,320 |
| Nebraska | $18.55 | $22.12 | $26.00 | $46,010 |
| New Hampshire | $21.49 | $24.32 | $30.71 | $50,580 |
| New Mexico | $17.89 | $23.61 | $28.18 | $49,100 |
| New York | $21.86 | $28.32 | $33.96 | $58,900 |
| North Carolina | $18.39 | $21.83 | $27.30 | $45,400 |
| North Dakota | $19.33 | $24.23 | $26.90 | $50,390 |
| Ohio | $16.66 | $19.07 | $25.96 | $39,660 |
| Oklahoma | $15.27 | $17.98 | $24.88 | $37,390 |
| Pennsylvania | $20.26 | $23.07 | $28.49 | $47,990 |
| Rhode Island | $24.22 | $29.18 | $29.55 | $60,680 |
| South Dakota | $21.10 | $23.97 | $28.78 | $49,860 |
| Tennessee | $18.05 | $22.36 | $28.81 | $46,510 |
| Texas | $16.89 | $21.91 | $28.53 | $45,560 |
| Utah | $18.28 | $21.16 | $28.90 | $44,010 |
| Vermont | $23.33 | $28.12 | $29.15 | $58,490 |
| Virginia | $19.70 | $23.55 | $29.74 | $48,990 |
| West Virginia | $14.52 | $18.33 | $22.81 | $38,120 |
| Wisconsin | $18.83 | $22.28 | $26.87 | $46,350 |
| Wyoming | $15.63 | $21.93 | $29.23 | $45,610 |
“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.
Establish the staffing instruction
Record the staffing level, service requirements and scheduling limits communicated by management. Note when an absence or added service changed the plan. Separate the schedule you proposed from the version someone else approved or altered.
Describe training and feedback
Identify the procedure you were expected to teach and when it changed. If service quality became an employment issue, record what feedback you received and what corrective work was assigned. Distinguish your own observations from complaints relayed by another manager.
Keep personnel boundaries
Use your own employment documents and permitted policy messages. Do not collect workers' disciplinary files, customer histories or private appointment details. Identify the official schedule or training record and its custodian instead of exporting a service database.
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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