First-Line Supervisors of Security Workers Salary

The median first-line supervisors of security workers salary in the United States is $55,940 per year ($26.90/hour). Salaries range from $37,300 at the entry level to $92,260+ for the top 10% of earners. There are 81,480 first-line supervisors of security workers jobs nationwide. Employment is projected to grow 2.7% through 2034.

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

Median Salary
$55,940
per year
Hourly Rate
$26.90
per hour
Employment
81,480
jobs in the U.S.

Salary Distribution

10th percentile
$37,300
25th percentile
$45,030
Median
$55,940
75th percentile
$71,950
90th percentile
$92,260

Job Growth (2024-2034)

+2.7%
As fast as average

Annual Openings

7,000
jobs/year (growth + replacements)

Education Required

High school diploma or equivalent
+ Less than 5 years experience

First-Line Supervisors of Security Workers Career Guide

Interview questions, resume templates, and a career ladder written specifically for first-line supervisors of security workerss.

First-line supervisors of security workers (BLS SOC 33-1099, dedicated code 33-1091 in the 2018 SOC revision) are the shift sergeants, security supervisors, and site supervisors who run the day-to-day security posture at contract-security accounts, corporate campuses, hospitals, and higher-education institutions. Typical seats: Shift Supervisor at an Allied Universal, Securitas, GardaWorld, or Prosegur contract account (hospital, corporate campus, industrial); Site Supervisor / Account Manager running an entire contract account (24-80 officers under contract to a Fortune-500 principal); Hospital Security Supervisor at IAHSS-affiliated healthcare systems (HCA, CommonSpirit, Ascension, Kaiser, Cleveland Clinic); Corporate Campus Security Supervisor at Silicon Valley Fortune-500 (Meta, Google, Apple, Amazon, Microsoft, Salesforce) protective services teams. BLS reports 81,480 employed with a median of $55,940, p10 $34,910, p90 $89,830+. Entry Shift Supervisor $42-55k; established Site Supervisor / Account Manager $55-78k; established Sr Site Supervisor / Multi-Site Supervisor $75-98k; established Regional Security Manager / District Security Manager $92-135k+. The single biggest earnings lever is completing IAHSS Supervisor + ASIS CPP + moving into a direct-hire supervisor seat at a Fortune-500 corporate protective services or a Level-1 trauma hospital β€” direct-hire supervisor comp runs 20-45% above equivalent contract-security supervisor comp at Allied Universal, Securitas, GardaWorld.

Core Skills Hiring Managers Screen For

Shift management and post scheduling (Kronos, WinTeam, TrackTik, GuardTek)
Own the shift's post-assignment sheet β€” typically 6-25 officers across access-control, patrol, dispatch, and event security posts. Scheduling in WinTeam (contract security industry standard from TEAM Software), Kronos, or TrackTik with call-off coverage, PTO, and post-swap logistics. Overtime discipline (OT under 8-12% of billable hours per contract); guard-tour verification (Detex ProxiPen, GuardTek TrackTik, Deggy) shift-end review; missed-checkpoint escalation.
Progressive discipline, coaching, and just-cause documentation
Verbal counseling β†’ written reprimand β†’ suspension β†’ termination progression under just-cause standards. Documentation discipline β€” every performance conversation gets a dated note in the personnel file. Union-account operations (SEIU, UGSOA at some contract accounts) require additional stewards' notification and grievance-timeline compliance. Wrongful-termination civil exposure is real; supervisors who don't document consistently lose at arbitration.
Post orders authorship and enforcement
Post orders are the site-specific operating procedures β€” access-control protocol, patrol frequency, incident-response ladder, use-of-force policy, weapons policy, evacuation and shelter-in-place, medical-response protocol. Supervisors author and revise post orders in coordination with the account manager and the principal's security team. Post-order compliance is the top Joint Commission finding at hospitals and the top account-loss driver at contract accounts.
Incident command (ICS 100/200) + emergency response
Basic FEMA ICS 100 + ICS 200 credential (free online) required at most Fortune-500 corporate protective services and hospital security supervisor seats. Incident-command role at site emergencies (active-assailant, fire, medical mass-casualty, hazmat, protest / civil disturbance) as Initial IC until local PD / FD assumes command. Coordination with local PD dispatch on non-emergency and emergency response; MOU (memorandum of understanding) with local PD at corporate and campus accounts.
Report writing quality control and case management
Sign off on every Incident Report (IR) authored by shift officers before it leaves the site. Objectivity check β€” no opinion, no speculation, no editorializing. Timestamp, chronology, involved-parties, witness statements, action taken, follow-up assigned. IRs feed insurance claims, HR investigations, criminal referrals, and civil claims β€” a poorly written IR loses the case at trial. Case-management system entries in WinTeam CaseTracker, PPM, D3 Security, or client-specific systems (Everbridge, Resolver).
Use-of-force review and after-action analysis
Every use-of-force incident triggers an internal review β€” body-worn camera and CCTV review within 24 hours; policy-compliance analysis under Graham v. Connor objective-reasonableness standard where applicable; training-compliance analysis; corrective action if warranted. UOF review board rotation for corporate protective services accounts; general-counsel notification for high-severity events; local-PD referral for potential criminal implications.
Client relationship management (account principals)
For contract-security supervisors, the account principal is the customer. Weekly / biweekly touch-base with the principal's security team lead on staffing, incidents, post-order revisions, contract-scope changes. Monthly business review with QBR-style metrics β€” incident count, response-time SLA, officer turnover, OT rate, uniform / equipment compliance. Contract renewal or termination decisions are driven by the supervisor's relationship with the principal's team; a bad supervisor loses accounts.
State licensing (guard card + supervisor endorsement) + weapons + defensive tactics
California BSIS AB Guard Card + Supervisor endorsement; Texas DPS Level II / Level III / Level IV with Personal Protection Officer license for armed supervisors; Florida Class D unarmed / Class G armed + MB (Manager of Security Agency) license for account managers; New York State Security Guard 8+16+8 + Watchguard Certification; Michigan MCL 338 Private Security Guard + Supervisor. Weapons re-qualification quarterly for armed accounts (typically 50-100 rounds range qualification per FBI or state POST-adjacent standard). Defensive tactics (PPCT Management Systems, Vistelar Verbal Defense & Influence, Handcuffing & Ground Control) certifications recommended for supervisor track.

How to Become a First-Line Supervisors of Security Workers

  1. 1
    Establish 2-5 years as a security officer with a clean track record
    Full state licensing (CA BSIS Guard Card, TX DPS Level II/III, FL Class D/G, NY State Security Guard, MI Private Security Guard); IAHSS Basic if healthcare/campus; zero use-of-force incidents preferred (or all documented and defensible); documented DAR/IR quality; positive performance reviews from field supervisors. Most contract-security firms and direct-hire employers require this before Supervisor consideration.
  2. 2
    Complete IAHSS Basic + Advanced and get promoted to Sr Officer / Lead Officer
    IAHSS Basic (40-hr online + exam, $275-450 member) is the healthcare-security standard; IAHSS Advanced (additional 40-hr on emergency management + threat assessment) opens Sr Officer track at hospitals and campuses. Sr Officer / Lead pay $19-28/hr + shift diff + benefits at healthcare accounts, $20-30/hr at Fortune-500 corporate protective services accounts. Sr Officer for 12-24 months is the standard pipeline into Shift Supervisor consideration.
  3. 3
    Complete IAHSS Supervisor certification
    IAHSS Supervisor (Certified Healthcare Protection Administrator or CHPA-track prerequisite) β€” additional 40-hr on operational leadership, discipline, budget, regulatory compliance. Required at IAHSS-affiliated hospital security supervisor seats; strongly preferred at corporate protective services supervisor seats. $325-525 member exam + 40-hr online course.
  4. 4
    Move into Shift Supervisor / Site Supervisor at $42-58k salaried + benefits
    First promotion into the salaried supervisor track. Ownership of a shift (typically 6-15 officers) at a contract-security account or direct-hire seat. Full accountability for post-order compliance, IR quality, officer performance, uniform / equipment. Shift Supervisor is the training ground for Site Supervisor and Account Manager; typically 18-36 months before promotion consideration.
  5. 5
    Complete ASIS CPP or PSP for Fortune-500 corporate protective services track
    ASIS Certified Protection Professional (CPP) β€” the executive-level ASIS credential; 7 domains. ASIS Physical Security Professional (PSP) β€” specialty in physical security systems (access control, CCTV, alarms, perimeter). Required or strongly preferred for Fortune-500 corporate protective services Supervisor and above. $500-800 ASIS member exam + $200-500 prep material.
  6. 6
    Advance to Site Supervisor / Account Manager at $55-78k salaried + bonus + benefits
    5-8 years experience total. Ownership of a full contract account β€” 24-80 officers across 2-4 shifts, $2-8M annual contract value. P&L accountability at contract accounts (OT rate, uniform / equipment budget, officer turnover, incident SLA); direct-hire equivalent is Corporate Security Supervisor at $65-92k + bonus + benefits + equity at Silicon Valley Fortune-500. Site Supervisor typically 24-48 months before promotion consideration to Sr Site or District Manager.
  7. 7
    Advance to District / Regional Security Manager at $85-135k+
    10-18 years experience. Multi-account portfolio β€” 6-25 contract accounts + 150-500 officers under supervision across a metro or region. Contract renewals, new-business support, portfolio-level margin management, supervisor calibration and promotion. Direct-hire equivalent is Corporate Security Manager / Sr Corporate Security Supervisor at Fortune-500 at $105-165k + bonus + equity.

Career Progression

Shift Supervisor / Sergeant
3-6 yrs$42-58k salaried + shift differential + healthcare + 401(k) match at direct-hire; contract security $18-24/hr + OT + benefits
  • β€’Run a single shift (6-15 officers) at an account β€” post assignments, briefing, patrol coordination, IR quality control
  • β€’Sign off on every IR before submission to the account manager or direct-hire principal team
  • β€’First-response on shift-level incidents (medical, altercation, workplace-violence indicator, protest, active-threat)
  • β€’Conduct end-of-shift debrief and manage the shift-to-shift handoff
Next: Site Supervisor / Account Manager at 5-9 years with IAHSS Supervisor + supervisor track record.
Site Supervisor / Account Manager
5-9 yrs$55-78k salaried + bonus + healthcare + 401(k) match at contract; direct-hire Corporate Security Supervisor $65-92k + equity
  • β€’Own a full contract account (24-80 officers, $2-8M annual contract value) or direct-hire equivalent at a corporate campus
  • β€’Weekly / biweekly touch-base with the principal's security team lead; monthly QBR
  • β€’Own scheduling, hiring, training, discipline, uniform / equipment budget for the account
  • β€’Represent the account in contract renewals and new-business scope changes
Next: Sr Site Supervisor / Multi-Site Supervisor at 8-13 years with ASIS CPP.
Sr Site Supervisor / Multi-Site Supervisor / Corporate Security Supervisor
8-13 yrs$75-98k salaried + 8-12% bonus + healthcare + 401(k) match at contract; direct-hire Sr Corporate Security Supervisor $88-125k + equity/RSU
  • β€’Own multiple sites or a mid-size corporate campus (60-180 officers, $5-15M annual value)
  • β€’Direct 2-4 Site Supervisors below and 2-6 Shift Supervisors below them
  • β€’Own use-of-force review board rotation, IR quality-control program, training-refresher scheduling
  • β€’Represent the portfolio at the client CSO / General Counsel level in monthly business review
Next: District Manager / Regional Security Manager at 12-18 years.
District Manager / Regional Security Manager
12-18 yrs$92-135k+ salaried + 12-18% bonus + full benefits at contract; direct-hire Corporate Security Manager $115-175k + RSU/LTIP
  • β€’Own a metro or regional portfolio (6-25 contract accounts, 150-500 officers) or direct-hire corporate protective services program
  • β€’P&L accountability β€” portfolio-level margin, OT discipline, contract-renewal book, new-business support
  • β€’Represent the district / region in company-level operations and finance reviews
  • β€’Executive-level client relationships at Fortune-500 client CSOs and Chief of Staff
Next: VP Operations / VP Security at 18+ years.
VP Operations (contract security) / VP Corporate Security (direct-hire)
18+ yrs$135-235k+ base + 20-30% bonus + LTIP + full executive benefits at contract; direct-hire VP Corporate Security / Sr Director $175-315k+ + equity/RSU + LTIP at Fortune-500
  • β€’Own regional or national P&L (25-150 accounts, 1,000-5,000 officers, $40-350M annual revenue) or direct-hire Fortune-500 corporate security program
  • β€’Represent the function to the CEO / CFO / Chief Legal / Board Audit Committee at Fortune-500
  • β€’Own capital planning for physical security infrastructure across the portfolio
  • β€’Own the enterprise crisis-management framework and executive-travel security program

Interview Questions & Answers

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

Q1. Walk me through your last shift as a Shift Supervisor.technical
Structured, chronological, with specifics. Example: '2nd-shift Wed-Sun 14:00-22:00 at a Level-1 trauma hospital with 22 posts and 14 officers. Started 13:30 with pre-shift briefing β€” 3 active BOLO patients (behavioral-health / court-order patients), 2 restraining-order employees flagged by HR, and a construction-project access-control change on the West Tower. Reviewed prior-shift IRs (3 medical assists, 1 combative-patient response, 1 stolen-property claim under investigation) and assigned follow-up on 2. Post-assigned officers per shift board. 15:20 assisted 4-officer response to combative-patient code in ED (patient de-escalated verbally; no restraints applied; IR authored by responding officer under my review). 17:00 QBR with the hospital's Security Director on the FY24 supervisor training schedule. 18:40 responded to a workplace-violence-indicator report from HR β€” restrained the employee from returning to the campus for 72 hours per policy; coordinated with HR on documentation and General Counsel notification. 21:45 signed off on all 5 shift IRs (3 medical, 1 combative-patient, 1 workplace-violence indicator). Cleared shift at 22:15 with end-of-shift DAR and handoff to 3rd-shift supervisor.' Interviewers want specifics with hospital / campus / corporate context, not generalities.
Q2. Describe how you'd handle a chronic performance issue with an officer on your shift.situational
Structured. (1) Diagnose the issue β€” knowledge (does the officer know the post-order requirements?), skill (can they execute?), attention (are they focused?), personal (health, family, burnout)? (2) Direct 1:1 conversation β€” specific behavior, specific standard, specific gap; ask for the officer's perspective; document the conversation in a dated note. (3) Structured coaching plan β€” 30-day improvement plan with measurable weekly gates; document weekly 1:1s. (4) Written reprimand if no improvement β€” HR-signed, employee-signed, filed in personnel file. (5) Suspension pending review or termination if no improvement after written reprimand and coaching plan. Union accounts (SEIU, UGSOA) require additional stewards' notification and grievance-timeline compliance. Documentation is the difference between a defensible termination and losing an arbitration case. Interviewers screen for the structured just-cause discipline framework, not who-fires-fastest.
Q3. Describe a serious incident you commanded as Initial IC.behavioral
STAR. Situation: Shift Supervisor at a corporate campus in Silicon Valley; 2020 protest cycle; approximately 40-person protest at the main lobby of the campus during business hours. Task: Initial IC until local PD assumed command; keep the protest contained to the sidewalk and lobby, protect the safety of employees and protesters, avoid confrontation, coordinate with local PD dispatch. Action: (1) Locked down the main lobby's principal-side access via badge readers and moved employee traffic to a secondary lobby; (2) called for shift backup from adjacent posts to establish a soft-perimeter observation line at the sidewalk; (3) coordinated with local PD via direct radio channel and dispatch; (4) briefed the on-site GC and CEO chief of staff on the situation and communicated via corporate comms; (5) established a corporate-comms line for real-time updates to the C-suite; (6) transferred command to on-scene PD Lieutenant within 45 minutes of PD arrival; (7) supported PD on securing the exit ladder for protesters at protest end. Result: no arrests, no property damage, no injuries; corporate comms handled the media well; no coverage of confrontation; General Counsel signed off on the after-action report. Interviewers screen for calm IC decision-making, appropriate coordination with local PD (never blocking or replacing them), and awareness of the comms / GC layer above.
Q4. Why supervisor rather than staying on the officer track?culture
Honest answer that resonates. 'I want to build the operational discipline of the shift and the account, not just execute posts. Supervisor is the seat where you shape post orders, calibrate use-of-force, own training refreshes, and represent the account to the principal. Pay's a piece β€” going from $22/hr officer + OT to $58-70k salaried Site Supervisor is a real jump β€” but the primary reason is that I want the accountability of running the account, not just running a post. Longer-term I want to move into Sr Site Supervisor and District Manager, and the supervisor track is the on-ramp to that.' Interviewers screen for candidates who chose the seat, not settled for it.
Q5. Where do you see your career in 5 years?closer
Show the fork clearly. Two tracks β€” contract-security Corporate track (Shift Sup β†’ Site Sup β†’ District Manager β†’ VP Ops at Allied Universal, Securitas, GardaWorld) or direct-hire Corporate Security track (Shift Sup β†’ Corporate Security Supervisor β†’ Sr Corporate Security Supervisor β†’ Corporate Security Manager at Fortune-500). I'm on the direct-hire track β€” I've completed IAHSS Basic + Advanced + Supervisor, I'm 3 of 7 domains into ASIS CPP, and I'd like to move into a direct-hire Corporate Security Supervisor role at a Fortune-500 within 24-36 months. Specifically: complete ASIS CPP; log 12-24 months of Site Supervisor experience at a Fortune-500 contract account; interview into direct-hire Corporate Security Supervisor at $85-105k base + equity. If your program has a documented pipeline from contract to direct-hire, that's the trajectory.

Resume Template β€” Site Supervisor / Account Manager (5-9 yrs)

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

Site Supervisor / Account Manager (5-9 yrs)
  • β–ΈSite Supervisor at Allied Universal covering a 620-bed Level-1 trauma hospital contract account; ran 48 officers across 3 shifts and 22 posts with $6.8M annual contract value.
  • β–ΈReduced officer turnover from 62% to 38% annually through structured 90-day onboarding, weekly 1:1s, and a documented promotion path to Sr Officer / Sergeant.
  • β–ΈReduced OT rate from 14.2% to 6.8% of billable hours in 18 months through improved scheduling in WinTeam + cross-post training + on-call coverage bench.
  • β–ΈIAHSS Basic + Advanced + Supervisor + ASIS CPP foundation (4 of 7 domains). Kronos + WinTeam + TrackTik proficient. $68k base + 8% bonus + healthcare + 401(k) match.

What Gets You Rejected

  • βœ—History of use-of-force complaints or civil claims at prior sites β€” screened at every reputable supervisor hire.
  • βœ—No IAHSS Basic + Advanced + Supervisor at a healthcare / campus supervisor interview β€” signals candidate hasn't done the credentialing work.
  • βœ—Cannot produce a redacted sample IR when asked in the interview β€” supervisors must be strong IR authors and quality-reviewers.
  • βœ—Vague on progressive discipline / just-cause framework β€” 'I coach them and if it doesn't improve I fire them' with no dated documentation β†’ fails arbitration and loses accounts.
  • βœ—Poor WinTeam / Kronos / TrackTik / GuardTek fluency β€” these systems are the operational spine of contract-security supervisor work.
  • βœ—Documented account losses under prior supervisor management β€” reference-check red flag; contract renewals are the ultimate measure of supervisor performance.
  • βœ—Refuses to work rotating shifts or on-call coverage β€” most Shift / Site Supervisor seats require this; a candidate who wants strict 9-5 is not a fit.

Salary Negotiation Levers

  • βœ“Direct-hire premium β€” direct-hire Corporate Security Supervisor at a Fortune-500 pays 20-45% above equivalent contract-security Site Supervisor. Interviewing into direct-hire is the biggest single-move earning lever in this occupation.
  • βœ“Healthcare / hospital security supervisor premium β€” Level-1 trauma / academic medical center supervisor seats pay 10-20% above general commercial contract supervisor seats.
  • βœ“Metro premium β€” SF Bay Area, NYC, Boston, LA corporate security supervisor seats pay 25-40% above US median for the same seat.
  • βœ“IAHSS + ASIS credentialing β€” IAHSS Basic/Advanced/Supervisor adds $3-8k at healthcare supervisor promotion; ASIS CPP adds $8-18k at corporate protective services supervisor promotion; PSP or PCI adds $4-10k in specialty roles.
  • βœ“State-license premium β€” armed-supervisor endorsements (CA BSIS Firearm + Supervisor; TX DPS Level III / IV; FL Class G + MB) add $3-8/hr over unarmed supervisor.
  • βœ“Shift-differential and on-call β€” 2nd shift +$2-4/hr, 3rd shift +$3-6/hr, weekend +$1-3/hr; on-call rotation typical $75-200/on-call shift + hourly if called in.
  • βœ“Sign-on bonus β€” supervisor moving between contract-security firms routinely negotiates $3-15k sign-on; direct-hire Fortune-500 supervisor sign-on $8-35k depending on market.
  • βœ“Tuition reimbursement β€” Section 127 caps at $5,250/yr federal tax-free; Fortune-500 direct-hire employers routinely top this up for MS Homeland Security / MS Public Administration / MBA. Negotiate this alongside base if the Supervisor-to-Manager-to-Director track is your target.

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First-Line Supervisors of Security Workers Salary by State

Best Cities (cost-adjusted) β†’

Salary Map β€” Click a state for details

$43K
$84Kβ–  No data

Top Paying States

District of Columbia
$84K
+50%
Vermont
$78K
+40%
Alaska
$74K
+31%
New Hampshire
$67K
+19%
Maryland
$64K
+14%
Delaware
$63K
+12%
Washington
$63K
+12%
New Mexico
$62K
+11%
New Jersey
$62K
+10%
Indiana
$62K
+10%
Vertical line = national median. Click a state for full details.
StateMedianvs. National
District of Columbia$83,710+49.6%
Vermont$78,110+39.6%
Alaska$73,500+31.4%
New Hampshire$66,780+19.4%
Maryland$63,690+13.9%
Delaware$62,840+12.3%
Washington$62,510+11.7%
New Mexico$62,330+11.4%
New Jersey$61,590+10.1%
Indiana$61,520+10.0%
1–10 of 51

First-Line Supervisors of Security Workers Salary by Metro Area

Metro AreaMedianvs. National
Chattanooga, TN-GA$100,340+79.4%
Lafayette-West Lafayette, IN$89,610+60.2%
Norwich-New London-Willimantic, CT$85,540+52.9%
Kennewick-Richland, WA$82,880+48.2%
Fayetteville-Springdale-Rogers, AR$82,010+46.6%
Rochester, MN$77,200+38.0%
Anchorage, AK$73,500+31.4%
Washington-Arlington-Alexandria, DC-VA-MD-WV$73,490+31.4%
Lynchburg, VA$73,230+30.9%
Green Bay, WI$72,300+29.2%
1–10 of 217
Data Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics (OEWS). Data reflects the most recent annual survey.
How does this compare to pro athletes?
A first-line supervisors of security workers earning $55,940/year would need 1066 years to match Stephen Curry's NBA salary, or 1144 yearsto match Patrick Mahomes' NFL contract.
See all sports & celebrity salaries β†’
πŸ“ˆ See how first-line supervisors of security workers salaries have changed over the past decade.
View First-Line Supervisors of Security Workers salary trend (2011–2024) β†’