Compensation Data for a Production Supervisor in Ohio
Compensation data breakouts:
- Location (example: Cleveland, Akron, Ohio, National)
- Company Size (number of full-time employees)
- Industry (industry-specific or all industries)
- Years of Experience
- Education
Data included in each report:
- Base Compensation (Salary or Wage)
- Total Compensation
- Bonus
- Long-term Incentives
- Job Description
- Competencies/Skills
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Job Description
Overview
- Supervises and coordinates activities of workers engaged in processing and/or the development of a product or a service.
- Trains new workers in operation of equipment.
- Maintains inventory records and requisitions ingredients/supplies as necessary to meet delivery schedules.
- Evaluates materials and products to maintain organization standards.
- The Production Supervisor position is distinguished from the Production Foreman position, as the Production Supervisor is responsible for products and services of more complexity and that require more specialized knowledge among the workers as compared to the Production Foreman.
Typical Functions
- Confers with other supervisors to coordinate activities between departments.
- Responsible for the work effort and the appraisal of personnel.
Similar Positions
There are several positions that share similar responsibilities to a Production Supervisor, including:
- Manufacturing Supervisor
- Shift Supervisor
- Operations Supervisor
- Team Leader
- Production Manager
- Assembly Supervisor
- Plan Supervisor
- Warehouse Supervisor
- Line Supervisor
Experience and Education
A Production Supervisor typically needs a combination of education, experience, and skills to excel in their role. While a bachelor’s degree in a relevant field such as industrial engineering, manufacturing, or operations management can be beneficial, practical experience in a production or manufacturing environment is highly valuable. This experience can be gained through progressively responsible roles in production or supervisory positions.
Production Supervisors should have a strong understanding of production processes, equipment, and best practices, as well as experience in coordinating and managing teams to achieve production goals. They should possess strong leadership and communication skills to effectively guide and motivate staff, resolve issues, and foster a positive work environment.
Additionally, knowledge of safety regulations, quality control measures, and experience with production planning and scheduling are important for ensuring smooth operations and driving continuous improvement. Adaptability, problem-solving abilities, and the ability to work well under pressure are also crucial traits for success in this role.
Competencies and Skills
- Leadership
- Communication
- Production processes
- Problem-solving
- Planning and organization
- Team management
- Quality control
- Process improvement
- Data analysis
- Safety compliance
- Technical aptitude
- Collaboration
FAQ
The duties of a Production Supervisor typically include overseeing and coordinating the day-to-day production operations, managing production staff, ensuring production targets are met, and maintaining quality standards. They are responsible for assigning work tasks, monitoring progress, and adjusting production schedules to optimize efficiency.
Production Supervisors also play a vital role in ensuring adherence to safety protocols, quality control measures, and production guidelines. They provide guidance and support to the production team, resolve any issues that arise during the production process, and implement process improvements to enhance productivity and reduce waste.
Additionally, they collaborate with other departments, such as planning, logistics, and quality assurance, to ensure smooth coordination and effective execution of production activities. Overall, the Production Supervisor plays a critical role in driving the success of the production department and contributing to the overall operational performance of the organization.
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While “free” compensation data can be found on the web, here’s why you should be cautious:
- Validity — Often “free” salary data is collected from anyone willing to participate or share information. This means you don’t have a good sense of how big the sample size is, the geography of the data, or the type or size of organizations from which the data is being collected.
- Recency — ERC’s survey data relies on regular and consistent participation to ensure that the data is recent, while “free” pay data sources may provide data that is many years old.
