File Clerks Salary

The median file clerks salary in the United States is $43,600 per year ($20.96/hour). Salaries range from $31,200 at the entry level to $63,490+ for the top 10% of earners. There are 73,440 file clerks jobs nationwide. Employment is projected to decline 15.9% through 2034.

Last updated: June 2026 Β· Source: U.S. Bureau of Labor Statistics

Median Salary
$43,600
per year
Hourly Rate
$20.96
per hour
Employment
73,440
jobs in the U.S.

Salary Distribution

10th percentile
$31,200
25th percentile
$36,420
Median
$43,600
75th percentile
$51,770
90th percentile
$63,490

Job Growth (2024-2034)

-15.9%
Decline

Annual Openings

7,300
jobs/year (growth + replacements)

Education Required

High school diploma or equivalent

Training Needed

Short-term on-the-job training

File Clerks Career Guide

Interview questions, resume templates, and a career ladder written specifically for file clerkss.

File clerks (BLS SOC 43-4071) maintain the physical and digital records infrastructure at any organization with high document volume β€” healthcare systems (Epic / Cerner / Meditech EHR migrations, HIM departments, chart deficiency workflow, release-of-information), Am Law 100 records rooms (client-matter files, ethical-wall isolation, records-retention holds), insurance carriers (State Farm, Allstate, Progressive, Nationwide, Liberty Mutual, Travelers, GEICO claim files), state and municipal government (state DMV records, county recorder deeds, court clerk civil/criminal filings, vital-records offices), banks (Bank of America, Wells Fargo, JPMorgan Chase, Citi loan files, adverse-action files, BSA/AML files), and Fortune-500 enterprise records-management shared-service centers. BLS reports 73,440 employed with a median of $43,600, p10 $30,660, p90 $63,180+. Entry File Clerk $30-42k; established Sr File Clerk / Records Specialist $42-58k; Records Coordinator $55-72k; Records Manager $72-105k; Director of Records / Information Governance $105-165k+. The single biggest earnings lever is layering an ARMA IGP (Information Governance Professional) or CRM (Certified Records Manager) certification onto substantive electronic-records-management experience and moving from a pure file-clerk role into a Records Coordinator seat at healthcare, legal, or insurance β€” where records-retention schedules, HIPAA, and litigation-hold discipline command a premium.

Core Skills Hiring Managers Screen For

Records-retention schedule administration
Master the enterprise Records Retention Schedule (RRS) β€” the document listing every record type, its retention period, its legal-hold treatment, its final disposition (destroy / archive / permanent). Retention periods driven by federal statute (Fair Labor Standards Act 3 yrs, IRS 7 yrs on tax records, ERISA 6 yrs on plan records, SEC 17a-4 6 yrs for broker-dealer records, HIPAA 6 yrs on business-associate agreements), state statute (medical records 7-10 yrs adult / age-of-majority + statute for minors, real-property deeds permanent, court records varies), industry regulation (FINRA 4210 margin records, DOT hours-of-service records), and organizational risk tolerance. Records disposal certification with witness signature at the destruction event.
HIPAA compliance for healthcare records (45 CFR Parts 160, 162, 164)
HIPAA Privacy Rule (45 CFR §§164.500-534) β€” minimum-necessary standard, use-and-disclosure permissions, patient right of access (30-day response), amendment requests, accounting of disclosures, breach notification (60-day patient notice + HHS notice per Breach Notification Rule). Security Rule (45 CFR §§164.302-318) for electronic PHI β€” administrative safeguards (workforce training, access management, security-incident procedures), physical safeguards (facility access, workstation security), technical safeguards (audit controls, encryption). Business Associate Agreements (BAAs) with vendors handling PHI. State-law overlay β€” TX HB 300, CA CMIA, MN and WA state privacy laws often go further than HIPAA. Release-of-Information (ROI) workflow β€” authorization validation, subpoena vs court-order distinction, patient / representative eligibility.
EHR / EMR platform fluency (Epic, Cerner Oracle Health, Meditech, Allscripts, athenahealth, NextGen)
Epic HIM workflow β€” chart deficiency queue, chart correction / addendum, encounter merge, MRN merge, ROI queue, Care Everywhere document reconciliation. Cerner (now Oracle Health) equivalent workflow β€” Chart Complete, PowerChart HIM tools, deficiency tracking. Meditech Advanced HIM β€” deficiency, incomplete-chart workflow. Migration exposure at organizations moving Cerner β†’ Epic (Kaiser, Providence, and dozens of health systems have made this move; migration windows are 12-24 months with heavy records-cleanup workload). Chart lock rules, retention-flag application, purge / destruction workflow, PACS imaging record correlation.
Legal records-room operations (Am Law 100 firm scale)
Client-matter file lifecycle β€” matter opening, physical file creation, imaged-file creation, deed / signed-original custody, ethical-wall isolation for conflicting clients, matter closing, retention-schedule application. Ethical walls under ABA Model Rule 1.10 and state-bar equivalents β€” physical + electronic access restriction between attorney teams working on adverse matters. Litigation-hold administration β€” Legal Hold Pro, Zapproved, Exterro, Onna, or in-house Sharepoint-based hold-notification systems; custodian tracking; interview-log documentation. Records-retention decisions at matter closing under ABA Formal Opinion 471 and state-bar records-retention rules (typically 7-10 years post-matter-close; permanent for wills, trusts, and certain real-estate documents). eDiscovery cooperation β€” Concordance, Relativity, Everlaw, DISCO ingestion coordination.
Insurance claim-file management
Claim-file lifecycle at State Farm, Allstate, Progressive, Nationwide, Liberty Mutual, Travelers, GEICO, Farmers, USAA β€” First Notice of Loss (FNOL) intake, claim-file creation in Guidewire ClaimCenter / Duck Creek / in-house claim system, adjuster assignment, investigation documents, medical records, police reports, repair estimates, subrogation records, settlement documents. Statutory retention periods per state DOI regulations β€” typically 7-10 years post-close, longer for bodily-injury and worker-compensation claims. Fraud-file segregation and SIU coordination. Bad-faith litigation-hold triggers.
Government and court records administration
State DMV records β€” driver-license file, vehicle-registration file, title / lien file, DUI / conviction record, ignition-interlock records; DMV data disclosure under DPPA (Driver's Privacy Protection Act, 18 USC §§2721-2725). County recorder β€” real-property deeds (permanent retention), mortgages, liens, UCC filings; permanent public records. Court clerk β€” civil, criminal, family, probate case files; case-file lifecycle from filing through appeal through statutory-retention destruction; sealed records + expungement workflow under state statutes. Vital records β€” birth, death, marriage, divorce records; state-agency custody with statutory disclosure restrictions.
Records digitization + document management systems
High-volume scanning workflow β€” production scanners (Kodak, Fujitsu, Canon fi-series), OCR engines (ABBYY, Kofax, Adobe), quality-control sampling. Document management platforms β€” SharePoint, iManage (dominant at legal), NetDocuments (mid-market legal), Box, OpenText Documentum, Hyland OnBase, Laserfiche, M-Files. Indexing / metadata capture β€” required-field validation at scan / ingest, taxonomy design, controlled-vocabulary discipline. Chain-of-custody documentation for regulated records (healthcare, financial, legal). Migration projects β€” legacy paper β†’ digital, legacy DMS β†’ new DMS.
Litigation holds, legal privilege, and discovery cooperation
Federal Rule of Civil Procedure 26 duty-to-preserve trigger β€” reasonable anticipation of litigation. Litigation-hold notice issuance, custodian identification, source-of-evidence mapping, hold-release upon final resolution. Attorney-client-privilege and attorney work-product handling in records requests. Sedona Conference cooperation-proclamation frameworks. Records-preservation under Sarbanes-Oxley Β§802 (financial-records preservation for public companies + auditors). Anti-spoliation discipline β€” routine-destruction defense under FRCP 37(e) requires documented, consistent application of the retention schedule.

How to Become a File Clerks

  1. 1
    Start with a High School diploma + Associate's or ~30 college credits (some employers)
    Entry File Clerk positions at healthcare, legal, insurance, and government employers typically require a HS diploma. Community-college Records Management Certificate or Health Information Management (HIM) coursework is a strong differentiator. Community-college programs of note β€” HIT (Health Information Technology) AAS programs at community colleges nationwide, ARMA International-recognized records-management coursework, San Antonio College HIM, DeVry, Herzing, University of Cincinnati Blue Ash HIM associate.
  2. 2
    Start as a File Clerk / Records Clerk / HIM Clerk at $30-42k + benefits
    First seat β€” file clerk in the HIM department at a hospital (chart-deficiency queue, ROI queue, chart-scan queue), file clerk in the records room at an Am Law 100 firm or regional law firm (physical file pulls, imaged-file processing, matter-close file archival), claim-file clerk at a State Farm / Allstate / Progressive claim office (FNOL intake support, claim-file assembly), records clerk at a state DMV / county recorder / court clerk office, or documentation clerk at a Bank of America / Wells Fargo / JPMorgan operations center.
  3. 3
    Complete AAPC-recognized or AHIMA HIM certifications (healthcare track) or ARMA credentials (cross-industry track)
    Healthcare track β€” RHIT (Registered Health Information Technician, AHIMA) after AAS HIM program passes AHIMA-accredited coursework; RHIA (Registered Health Information Administrator, AHIMA) after Bachelor's HIM; CDIP (Clinical Documentation Improvement Practitioner). Cross-industry / general records track β€” ICRM CRM (Certified Records Manager) after 3-5 years of qualifying records experience + 6-part exam; ARMA IGP (Information Governance Professional) β€” the strategic-track certification requiring 4 years of experience and a comprehensive exam covering privacy, retention, governance, e-discovery, and legal-hold. AIIM CIP (Certified Information Professional) for enterprise content management. IAPP CIPP/US or CIPP/E for privacy overlay.
  4. 4
    Promote to Sr File Clerk / Records Specialist at $42-58k + bonus
    3-6 years in seat. Own a records-workflow specialty (e.g., ROI queue at a hospital, litigation-hold administration at a law firm, subrogation files at an insurance office). This is the training-ground rung for Records Coordinator. Layer on one certification (RHIT, ARMA introductory, HIPAA specialist).
  5. 5
    Move into a Records Coordinator / HIM Coordinator seat at $55-72k + bonus
    6-10 years in. Own a records-program area β€” retention-schedule administration across a business unit, EHR chart-correction workflow at a hospital HIM department, matter-opening / matter-closing workflow at an Am Law 100 firm, records-digitization project management at a Fortune-500 records-services team. This is the pivot from execution to governance.
  6. 6
    Advance to Records Manager at $72-105k + bonus + LTIP eligibility
    10-15 years in. Own the records-management program at a facility, business unit, or mid-size enterprise. Direct-manage 3-12 records staff. Own the retention-schedule refresh cycle (typically every 2-3 years), the litigation-hold administration program, the vendor relationships (destruction vendors like Iron Mountain, Shred-it, ProShred; DMS vendors like iManage, NetDocuments, OnBase, Laserfiche, M-Files), and the records-compliance audit response. Complete ARMA IGP or ICRM CRM.
  7. 7
    Advance to Director of Records / Information Governance / Chief Information Governance Officer at $105-245k+
    15-25 years in. Enterprise-wide information-governance strategy at a Fortune-500, Am Law 100 firm, or Fortune-100 healthcare system. Reports to General Counsel, Chief Privacy Officer, CIO, or Chief Compliance Officer. Owns the records-retention schedule, litigation-hold program, records-digitization strategy, DMS-platform strategy, and the intersection with privacy (CCPA / CPRA, GDPR, HIPAA), e-discovery, and cyber. VP / Chief IG seats at Fortune-100 enterprises pay $165-285k+ base + LTIP + equity.

Career Progression

File Clerk / Records Clerk / HIM Clerk
0-4 yrs$30-42k salaried or $15-21/hr + benefits + PTO + healthcare
  • β€’Execute daily file pulls, file returns, file creation, file destruction under supervision
  • β€’Support scan / OCR / metadata-index queue at high daily volume (200-800 documents / day)
  • β€’Cooperate with HIM ROI queue, legal records-room requests, or claim-file assembly depending on employer
  • β€’Maintain chain-of-custody logs, destruction certificates, and daily volume-completion reporting
Next: Sr File Clerk / Records Specialist at 3-6 years.
Sr File Clerk / Records Specialist
3-8 yrs$42-58k salaried + 4-6% bonus + benefits + tuition support at large employers
  • β€’Own a records-workflow specialty (ROI, litigation-hold, subrogation, chart-correction)
  • β€’Serve as subject-matter expert for one records system (Epic HIM, iManage, Guidewire ClaimCenter, OnBase)
  • β€’Train new file clerks; QC daily production output for the team
  • β€’Support retention-schedule application and destruction-event execution
Next: Records Coordinator at 6-10 years with RHIT / ARMA credential.
Records Coordinator / HIM Coordinator
6-12 yrs$55-72k salaried + 6-10% bonus + benefits + LTIP eligibility at large employers
  • β€’Own a records-program area β€” retention-schedule administration, EHR chart-correction, matter lifecycle, digitization project
  • β€’Interface with legal, compliance, privacy, and IT on cross-functional records issues
  • β€’Own vendor relationships (destruction, scanning, DMS) at the program-area level
  • β€’Support internal audit and external audit / regulator inquiries on records
Next: Records Manager at 10-15 years.
Records Manager
10-18 yrs$72-105k salaried + 10-15% bonus + LTIP + full benefits
  • β€’Own the records-management program at a facility, business unit, or mid-size enterprise
  • β€’Direct-manage 3-12 records staff; own hiring, training, and performance
  • β€’Own the retention-schedule refresh cycle and cross-functional records-governance committee
  • β€’Own vendor selection and contract management for destruction, scanning, and DMS
Next: Director of Records / Information Governance at 15-22 years.
Director of Records / Information Governance / Chief IG Officer
15+ yrs$105-285k+ base + 15-25% bonus + LTIP + equity + full executive benefits
  • β€’Own enterprise information-governance strategy at Fortune-500, Am Law 100 firm, or Fortune-100 healthcare system
  • β€’Report to General Counsel, Chief Privacy Officer, CIO, or Chief Compliance Officer
  • β€’Own records-retention schedule, litigation-hold program, DMS-platform strategy, records-digitization strategy
  • β€’Own intersection with privacy (CCPA / CPRA, GDPR, HIPAA), e-discovery, and cyber

Interview Questions & Answers

5 free questions below. Career Kit unlocks 13 total plus resume bullets for every level.

Q1. Walk me through how you'd handle a subpoena for records at a hospital HIM department.technical
Structured. (1) Intake β€” receive the subpoena at the ROI queue; log with subpoena tracking number, requestor, patient, records-scope, response deadline. (2) Validation β€” is this a subpoena signed by an attorney (civil discovery subpoena, weaker authority) or a court order signed by a judge (stronger authority)? Is patient authorization included? Under HIPAA 45 CFR Β§164.512(e), civil-discovery subpoenas without patient authorization require either (a) satisfactory assurance from the requesting party that reasonable efforts have been made to notify the patient, or (b) a qualified protective order. Court orders are honored per the four corners of the order. (3) Scope-review β€” records-scope match against the patient's chart; sensitive-category records (mental health, substance abuse under 42 CFR Part 2, HIV records under state law, minor's records) get additional review because they typically require specific authorization or court order regardless of the general subpoena. (4) Attorney review β€” escalate to HIM Director or Legal for anything outside routine civil-discovery. (5) Response β€” produce records with a certification of authenticity, a records-log with what was produced, and an invoice for the reasonable reproduction fee. (6) Documentation β€” retain the response file for the statutory records-retention period (typically 7-10 years). Interviewers screen for candidates who don't reflexively release records on subpoena face and who understand the HIPAA subpoena-authorization distinction.
Q2. Describe how you'd stand up a litigation-hold notification process at a mid-size enterprise.case
Structured. (1) Trigger β€” reasonable anticipation of litigation per FRCP 26; typical triggers include cease-and-desist letters, EEOC charges, agency subpoenas, threatening customer or vendor communications, incident reports involving injuries or safety events. (2) Hold-issuance β€” draft the litigation-hold notice with specific description of the matter, the records to be preserved, the custodians affected, and the acknowledgment requirement (typically 5-10 business days). Use a hold-notification platform (Legal Hold Pro, Zapproved, Exterro, Onna, or SharePoint list) with issue / acknowledge / release tracking. (3) Custodian interviews β€” for high-stakes matters, conduct custodian interviews to identify potentially responsive sources (email, network drives, personal drives, chat systems like Slack / Teams, mobile devices, cloud storage). (4) IT coordination β€” suspend routine destruction schedules for the identified custodians and data sources; often means suspending the auto-delete rule in Microsoft Purview, Google Vault, or the DMS retention rule. (5) Refresh cadence β€” annual refresh notice to all active-hold custodians reminding them of the ongoing obligation. (6) Release β€” when the matter is finally resolved (settled, dismissed, verdict + appeal exhausted), issue release notice and resume routine destruction. (7) Spoliation defense β€” the routine-destruction defense under FRCP 37(e) works only if the retention schedule is documented, consistently applied, and suspended on triggering events; this is the single largest reason to have a documented litigation-hold program. Interviewers at legal / insurance / financial-services Records Manager rounds expect this level of specificity.
Q3. Describe your role in a Cerner-to-Epic migration.behavioral
STAR. Situation: 4-hospital health system moving from Cerner to Epic over an 18-month cutover window; I was Sr HIM Specialist on the records-cleanup workstream. Task: reduce the Cerner chart-defect backlog and prepare the master-patient-index (MPI) merge for Epic go-live. Action: (1) worked the Cerner Chart Complete queue to close 12,400 deficient charts prior to cutover; (2) ran the duplicate-MPI resolution project β€” identified 3,200 suspected duplicate patient records via probabilistic-match algorithm output from Just Associates IdentityQA, worked with clinical leadership to review high-confidence duplicates, and merged 2,650 confirmed duplicates before Epic go-live; (3) coordinated the Care Everywhere / HIE (Health Information Exchange) document-reconciliation process so external documents were re-associated correctly in Epic; (4) supported the ROI queue during the parallel-run period when both systems held active records; (5) documented chain-of-custody for the legacy-record archive in a separate read-only archive system per HIPAA retention. Result: Epic go-live completed on schedule with 0 records-related patient-safety events reported in the first 90 days post-cutover; the health system's records-cleanup approach became a case study for the Epic implementation vendor. Interviewers at healthcare Sr HIM and Records Coordinator rounds screen for candidates who have real EHR-migration experience.
Q4. Why records management rather than a purely administrative or IT track?culture
Honest answer. 'Records management sits at the intersection of law (retention statutes, HIPAA, privilege, litigation holds), operations (high-volume workflow, chain-of-custody, scan / OCR / metadata), and technology (Epic HIM, iManage, OnBase, SharePoint). It's a specialty where an operator with 8-12 years of substantive experience plus ARMA IGP or ICRM CRM can move into a $95-135k Records Manager seat, and a Director of Records or Chief Information Governance Officer at a Fortune-500 or Am Law 100 firm clears $155-285k with LTIP. The work is real β€” a mishandled subpoena at a hospital HIM department is a HIPAA breach; a missed litigation-hold at a law firm is a spoliation sanction under FRCP 37(e); a records-retention gap at a financial-services firm is an SEC 17a-4 finding. Long-term I want to move into a Records Manager seat at a healthcare system or Am Law 100 firm, and eventually Director of Information Governance.' Interviewers screen for candidates who chose the specialty deliberately and understand the risk stakes.
Q5. Where do you see your career in 5 years?closer
Show the fork clearly. Two tracks. Healthcare HIM track β€” File Clerk β†’ Sr HIM Specialist β†’ HIM Coordinator β†’ HIM Manager β†’ HIM Director β†’ Chief Health Information Officer. Enterprise records / information-governance track β€” File Clerk β†’ Sr Records Specialist β†’ Records Coordinator β†’ Records Manager β†’ Director of Records / Information Governance β†’ Chief Information Governance Officer. I'm on the enterprise track. Currently Sr File Clerk at an Am Law 100 records room, 3 years in, RHIT-eligible via my HIM associate's, working on ARMA introductory certification. In the next 24-36 months I'd like to move into a Records Coordinator seat with litigation-hold administration ownership, and to Records Manager at 8-10 years. Longer-term target: Director of Records / Information Governance at 15-18 years.

Resume Template β€” Sr File Clerk / Records Specialist (3-8 yrs)

Copy these bullets into your resume as a starting point. Career Kit includes bullets for every level of the ladder.

Sr File Clerk / Records Specialist (3-8 yrs)
  • β–ΈSr HIM Specialist at [health system] running the ROI queue at 2 hospital HIM departments β€” processed 1,240 ROI requests / month with 96% within-turnaround-time compliance vs 85% department benchmark.
  • β–ΈOwned the Cerner-to-Epic MPI duplicate-resolution workstream β€” reduced suspected duplicates from 3,200 β†’ 550 pre-cutover through structured clinical-review process with Just Associates IdentityQA output.
  • β–ΈSupported 34 subpoena responses in FY24 with zero HIPAA disclosure findings on internal audit; drafted the department's HIPAA subpoena / court-order review checklist.
  • β–ΈAAS Health Information Technology + RHIT eligible + AHIMA-approved HIM coursework. $54k salaried + 5% target bonus + full benefits + tuition support for Bachelor of Science in HIM.

What Gets You Rejected

  • βœ—Cannot explain the HIPAA subpoena-response requirements under 45 CFR Β§164.512(e) β€” the single most common records-request question at healthcare interviews.
  • βœ—History of records-destruction events without proper certification / witness β€” a spoliation sanction risk at any regulated employer.
  • βœ—No documented experience with a major DMS or EHR platform (Epic, Cerner, Meditech, iManage, NetDocuments, OnBase, Guidewire ClaimCenter) β€” screens out at healthcare, legal, and insurance Records Coordinator interviews.
  • βœ—Reflexive over-disclosure on subpoenas / records requests β€” signals lack of judgment on the authorization / authority distinction.
  • βœ—No certification progression after 5+ years in seat β€” signals lack of investment in the profession (RHIT, ARMA introductory, HIPAA specialist, or CDIA+ are all achievable at Sr File Clerk stage).
  • βœ—Weak documentation discipline on chain-of-custody, destruction logs, or ROI logs β€” the auditable-artifact discipline is the core of records-management competence.
  • βœ—Cannot describe the FRCP 26 preservation trigger or FRCP 37(e) routine-destruction defense β€” screens out at legal / insurance / financial-services Records Coordinator and Manager rounds.

Salary Negotiation Levers

  • βœ“ARMA IGP (Information Governance Professional) β€” $6-15k premium at Records Coordinator promotion and $12-25k at Records Manager promotion; the single most valuable enterprise-track credential.
  • βœ“ICRM CRM (Certified Records Manager) β€” parallel credential; $5-12k premium at Records Coordinator promotion.
  • βœ“AHIMA RHIT / RHIA (healthcare HIM track) β€” $4-10k premium at Sr HIM Specialist promotion; RHIA (Bachelor's-level) adds $6-14k at HIM Coordinator promotion.
  • βœ“EHR / DMS platform depth (Epic HIM certification, Cerner power user, iManage administrator, OnBase system administrator) β€” $3-9k premium at Records Coordinator hiring; often employer-paid certification.
  • βœ“Litigation-hold administration experience at a law firm or financial-services employer β€” $4-10k premium at Records Coordinator hiring at any enterprise with e-discovery exposure.
  • βœ“IAPP CIPP/US or CIPP/E privacy overlay β€” $5-12k premium at Records Coordinator + Records Manager promotion, especially at enterprises subject to CCPA / CPRA, GDPR, or HIPAA.
  • βœ“Metro premium β€” NYC, DC, SF Bay Area, Boston, Chicago pay 15-30% above US median for the same seat at Am Law 100 firms and Fortune-500 headquarters.
  • βœ“Am Law 100 firm scale premium β€” a Records Coordinator at Kirkland & Ellis, Latham & Watkins, DLA Piper, Skadden, or Sidley Austin often clears $75-95k, 15-25% above regional firms for the same seat.
  • βœ“Sign-on bonuses of $3-12k are standard at Records Coordinator and Records Manager moves between healthcare, legal, or Fortune-500 enterprise employers.
  • βœ“Tuition support for Bachelor's in HIM (AHIMA-accredited program) or Master's in Library and Information Science (MLIS with records-management concentration) β€” Section 127 caps at $5,250/yr federal tax-free; most Fortune-500 and Am Law 100 employers top this up to $8-15k/yr.

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File Clerks Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$31K
$51Kβ–  No data

Top Paying States

Oregon
$51K
+16%
Hawaii
$51K
+16%
Illinois
$50K
+14%
Alaska
$50K
+14%
California
$49K
+12%
Massachusetts
$48K
+11%
Vermont
$48K
+9%
Minnesota
$47K
+7%
Iowa
$47K
+7%
Colorado
$46K
+7%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
Oregon$50,660+16.2%
Hawaii$50,630+16.1%
Illinois$49,920+14.5%
Alaska$49,910+14.5%
California$49,040+12.5%
Massachusetts$48,310+10.8%
Vermont$47,540+9.0%
Minnesota$46,640+7.0%
Iowa$46,560+6.8%
Colorado$46,490+6.6%
1–10 of 49

File Clerks Salary by Metro Area

Metro AreaMedianvs. National
San Jose-Sunnyvale-Santa Clara, CA$60,840+39.5%
Santa Cruz-Watsonville, CA$60,530+38.8%
Salinas, CA$59,040+35.4%
Chicago-Naperville-Elgin, IL-IN$58,320+33.8%
Vallejo, CA$56,750+30.2%
Napa, CA$55,980+28.4%
San Francisco-Oakland-Fremont, CA$54,910+25.9%
Carson City, NV$54,820+25.7%
Greeley, CO$54,360+24.7%
Hartford-West Hartford-East Hartford, CT$54,240+24.4%
1–10 of 254
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
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View File Clerks salary trend (2011–2024) β†’