Free security supervisor job description templates: general, unarmed, armed, shift, and property, with FLSA and state-licensing guidance. Download DOCX.
6 free security supervisor templates, general, unarmed, armed, shift, property, and small-business, with the FLSA non-exempt and state-licensing guidance generic templates skip. Download as DOCX.
Security supervisor is a role most templates get wrong in one specific, costly way: they treat it as a salaried management job when most security supervisors are working supervisors who spend their shift on the same posts and patrols as the officers they lead. That single fact decides whether the role is owed overtime, and the generic templates online skip it entirely, along with the state guard-licensing and armed-versus-unarmed questions that matter just as much.
At FirstHR, we build for small businesses without HR departments, so this page gets those right. The six templates below, a general supervisor plus unarmed, armed, shift, property, and a small-business first-hire version, are ready to use, each with FLSA and licensing notes built in. Security supervisor, security guard supervisor, and security shift supervisor all work under these templates.
A security supervisor leads a team of officers: supervising shifts and posts, monitoring systems, responding to incidents, and enforcing procedures. Most are working supervisors, which makes the role non-exempt and owed overtime, because frontline security work, not management, is the primary duty. The median is about $58,610 a year. Most states require a guard license, and armed roles need a separate permit. Six templates, downloadable as DOCX.
What a Security Supervisor Does
A security supervisor leads a team of security officers and keeps a site safe, combining hands-on floor work with team leadership. The role supervises and schedules officers, coordinates posts and patrols, monitors surveillance and access control, responds to incidents, enforces procedures, and keeps the reports. Most supervisors lead and work posts at the same time, which is why the role is usually a working-supervisor position rather than a desk job.
The matching federal occupation is first-line supervisors of security workers (SOC 33-1091), distinct from the more senior security manager role and from the security guard or officer roles the supervisor leads. Naming the setting and whether the role is armed is the most important first step in writing the posting.
Security Supervisor Duties and Responsibilities
Security supervisor duties cluster into four areas: team leadership, monitoring and patrol, incident response, and compliance and reporting. A strong job description picks the specific responsibilities from each area that match your site rather than listing every possible task.
Team leadership
Supervise, schedule, and coordinate officers
Train new officers and run briefings
Conduct post checks and shift handoffs
Monitoring and patrol
Monitor surveillance and access control
Lead patrols and post coverage
Watch for and assess security risks
Incident response
Respond to incidents, alarms, and emergencies
De-escalate and coordinate the response
Call and coordinate with law enforcement
Compliance and reporting
Enforce post orders and procedures
Write and review incident and shift reports
Maintain licenses, permits, and records
The weighting shifts by setting: a shift supervisor leans into real-time coverage and handoffs, a property supervisor into access and resident service, an armed supervisor into qualification and use-of-force oversight. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your setting and whether the role is armed. The core structure is the same across all six, but each emphasizes the duties, licensing, and classification that fit a specific kind of security supervisor role. Use this guide to choose the closest fit, then adjust.
Security Supervisor (General)
Any site, the universal base
The core version: lead the team, coordinate shifts and posts, respond to incidents, and keep reports, with FLSA and state-licensing notes built in. The starting point for most hires.
Unarmed Security Supervisor
Observe, deter, report
For an unarmed team: deterrence, observation, de-escalation, and proper escalation, not force. Spells out the unarmed licensing and the observe-and-report focus.
Armed Security Supervisor
Heightened licensing and liability
For an armed team: armed-permit verification, firearm qualification, and use-of-force discipline, with the strict state armed-licensing requirements made explicit.
Security Shift Supervisor
Runs a single shift
The working-supervisor version: lead the officers on duty, cover posts, and hand off cleanly. Classified non-exempt outright, since the role works the floor.
Property / Residential
Apartments, commercial property
For property management: access and patrols balanced with service to residents, tenants, and guests. The common in-house hire for a property without dedicated HR.
Small-Business First Hire
First lead on a small team
For a small security company or in-house team hiring its first supervisor: lead from the front, build the schedule, and bring structure, scoped and priced honestly.
Match the Template to the Role
A general supervisor role on any site: General. An unarmed observe-and-report team: Unarmed. An armed team with firearm qualification: Armed. A role running a single shift: Security Shift Supervisor. An apartment or commercial property: Property / Residential. A small company or in-house team hiring its first lead: Small-Business First Hire. Decide armed versus unarmed first, since it drives licensing and pay.
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, an FLSA and licensing note, compensation, and how to apply, with an EEO statement, and the setting, shift, and pay carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
General, unarmed, armed, shift, property, and small-business first hire. All in one DOCX.
Template 1: Security Supervisor (General)
The universal base: lead the team, coordinate shifts and posts, respond to incidents, and keep reports, with FLSA and state-licensing notes built in. The starting point for most hires.
Security Supervisor Job Description (General)
SECURITY SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Security Manager / Operations / Owner)
Employment type: Full-time, W-2 employee
FLSA status: [Non-exempt by default; see the classification note]
Pay: [$_ per hour / $_____ per year]
ABOUT [COMPANY NAME]
[One or two sentences about your site or organization, what is being
protected, and the security team this supervisor will lead. Note shift and
on-call expectations.]
JOB SUMMARY
[Company Name] is hiring a Security Supervisor to lead our security team and
keep our [site / property / facility] safe. You will supervise security
officers, coordinate shifts and posts, respond to incidents, enforce
security procedures, and keep accurate reports. This is a hands-on
leadership role on the floor, not a desk-only position.
KEY RESPONSIBILITIES
•Supervise, schedule, and coordinate security officers across shifts
•Monitor surveillance systems, access points, and patrols
•Respond to incidents, alarms, and emergencies and lead the response
•Enforce security policies, post orders, and safety procedures
•Train new officers and conduct briefings and post checks
•Write and review incident, shift, and activity reports
•Coordinate with management, local law enforcement, and emergency services
•Conduct risk and safety assessments of the site
REQUIRED QUALIFICATIONS
•[2-4+] years in security, with [1-2] in a lead or supervisory role
•Valid state security license / guard card where required (see note)
•Strong leadership, judgment, and de-escalation skills
•Comfortable with surveillance and access-control systems
•Able to stand, patrol, and work [shift / weekend / overnight] hours
•CPR/First Aid certification preferred
FLSA AND LICENSING NOTE (read before posting)
Many security supervisors are NON-EXEMPT and owed overtime, especially
"working supervisors" who spend most of their time on the same patrol and
monitoring duties as their team. The executive exemption requires a salary
at or above the federal threshold AND management as the primary duty,
directing 2+ full-time staff, with hire/fire input. Classify by real duties,
not the title. Also confirm your state's guard-licensing requirement (for
example, CA BSIS, TX DPS, FL DACS) and whether the role is armed. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay: [$_ per hour / $_____ per year] [+ benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Template 2: Unarmed Security Supervisor
For an unarmed team: deterrence, observation, de-escalation, and proper escalation, not force, with the unarmed licensing and observe-and-report focus spelled out.
Unarmed Security Supervisor Job Description
UNARMED SECURITY SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Security Manager / Operations]
Employment type: Full-time, W-2 employee
FLSA status: [Non-exempt by default; see the classification note]
Pay: [$_ per hour / $_____ per year]
JOB SUMMARY
[Company Name] is hiring an Unarmed Security Supervisor to lead our unarmed
security team. You will supervise officers, manage posts and patrols,
monitor systems, respond to incidents through observation and reporting, and
enforce procedures. This is an unarmed role focused on deterrence,
observation, and proper escalation, not the use of force.
KEY RESPONSIBILITIES
•Supervise and schedule unarmed security officers
•Monitor cameras, access control, and conduct patrols
•Observe, document, and report incidents and safety issues
•Respond to and de-escalate situations; call law enforcement as needed
•Enforce post orders, visitor procedures, and access policies
•Train officers on observe-and-report and de-escalation
•Maintain incident logs, shift reports, and patrol records
•Coordinate with management and emergency services
REQUIRED QUALIFICATIONS
•[2-3+] years in security with some lead experience
•Valid unarmed security license / guard card where your state requires it
•Strong observation, communication, and de-escalation skills
•No firearm required; emphasis on judgment and reporting
•Able to patrol and work [shift / weekend / overnight] hours
FLSA AND LICENSING NOTE (read before posting)
An unarmed security supervisor is typically NON-EXEMPT and owed overtime,
particularly as a working supervisor. Classify by real duties, not the
title. Confirm your state's unarmed guard-licensing requirement (some states
license the individual, others place the duty on the employer). This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Pay: [$_ per hour / $_____ per year] [+ benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
For an armed team: armed-permit verification, firearm qualification, and use-of-force discipline, with the strict state armed-licensing requirements made explicit.
Armed Security Supervisor Job Description
ARMED SECURITY SUPERVISOR JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Security Manager / Operations]
Employment type: Full-time, W-2 employee
FLSA status: [Non-exempt by default; see the classification note]
Pay: [$_ per hour / $_____ per year]
JOB SUMMARY
[Company Name] is hiring an Armed Security Supervisor to lead our armed
security team at [site / facility]. You will supervise armed officers,
manage posts and patrols, respond to incidents, and ensure every officer
meets armed-licensing and qualification requirements. This role carries
heightened licensing, training, and liability obligations.
KEY RESPONSIBILITIES
•Supervise and schedule armed security officers
•Verify each officer holds a current armed permit and qualification
•Monitor systems, manage posts, and lead patrols and responses
•Enforce use-of-force, weapon-handling, and safety policies
•Respond to and command incidents and emergencies
•Train and check officers on procedures and compliance
•Maintain incident reports, permits, and qualification records
•Coordinate with management and law enforcement
REQUIRED QUALIFICATIONS
•[3-5+] years in armed security with supervisory experience
•Valid state armed-security permit and firearm qualification
(for example, CA Exposed Firearm Permit, TX Level III/IV, FL Class G)
•Current and able to requalify on schedule
•Strong judgment, de-escalation, and use-of-force discipline
•CPR/First Aid; clean background and screening as required
FLSA AND LICENSING NOTE (read before posting)
An armed security supervisor is often still NON-EXEMPT and owed overtime
when the primary duty is frontline armed work rather than management.
Classify by real duties, not the title. Armed work carries strict state
licensing: confirm armed-permit, firearm-qualification, and requalification
requirements in your state before posting. This is general information, not
legal advice.
COMPENSATION AND HOW TO APPLY
Pay: [$_ per hour / $_____ per year] [+ benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
Template 4: Security Shift Supervisor
The working-supervisor version: lead the officers on duty, cover posts, and hand off cleanly. Classified non-exempt outright, since the role works the floor.
For property management: access and patrols balanced with service to residents, tenants, and guests. The common in-house hire for a property without dedicated HR.
For a small security company or in-house team hiring its first supervisor: lead from the front, build the schedule, and bring structure, scoped and priced honestly.
We are a [small security company / business with an in-house team] hiring
our first security supervisor to lead a small group of officers. This is a
hands-on, lead-from-the-front role: you will work posts alongside the team,
set the standard, and bring order and reliability to our security coverage.
WHAT YOU WILL DO
•Lead a small team of security officers and set the standard on shift
•Build and manage the schedule and post assignments
•Work posts and patrols alongside the team
•Respond to and document incidents; coordinate the response
•Enforce procedures and train new officers on the job
•Keep simple, reliable incident and shift records
•Be the point of contact for the owner on security matters
•Bring structure and consistency to a growing operation
WHAT WE ARE LOOKING FOR
•[2+] years in security with some lead experience
•Valid state security license / guard card where required
•Reliable, level-headed, and comfortable leading by example
•Good judgment and de-escalation under pressure
•Available for the coverage we need [specify: ____________]
FLSA AND LICENSING NOTE (read before posting)
A first supervisor who works posts alongside the team is almost always
NON-EXEMPT and owed overtime, since frontline security work, not management,
is the primary duty. Pay overtime over 40 a week and confirm your state's
guard-licensing requirement before posting. This is general information, not
legal advice.
COMPENSATION AND HOW TO APPLY
Pay: $_ per hour [+ benefits]
To apply, email __ with your resume.
[Company Name] is an equal opportunity employer.
FLSA, Overtime, and State Licensing
This is the part the generic templates skip, and for this role it is where the real risk lives: most security supervisors are non-exempt working supervisors, and security is one of the most heavily licensed frontline jobs. Here is what to get right.
Most security supervisors are non-exempt: the working-supervisor trap
This is the part generic templates skip, and the most common, most expensive mistake with this role. To be exempt under the executive exemption, a supervisor must be paid a salary at or above the federal threshold, have management as their primary duty, customarily direct two or more full-time employees, and have real input on hiring and firing. The problem is that most security supervisors are working supervisors: they spend the majority of their time on the same patrol, monitoring, and post duties as the officers they lead. When frontline security work is the primary duty, the role fails the exemption no matter what the title says, and the Department of Labor is explicit that job titles do not determine exempt status. Federal regulations even single out the working supervisor as an example of a non-exempt role. The safe default is to classify a security supervisor as non-exempt and pay overtime. This is general information, not legal advice.
Salary alone does not make a supervisor exempt
A second common error is assuming that putting a supervisor on a salary removes the overtime obligation. It does not. Exempt status requires both a salary at or above the federal threshold of $684 per week and a genuine management primary duty; meeting the salary alone is not enough. A salaried security supervisor who mostly works posts is still non-exempt and still owed overtime for hours over 40 in a workweek. Misclassification in private security has produced real litigation, with courts finding that supervisors whose primary duties were frontline security work were owed overtime despite their titles and salaries. The clean approach is to classify by the actual character of the job, track hours, and pay the overtime premium unless a genuine duties analysis clearly supports exemption. This is general information, not legal advice.
State guard licensing varies sharply and often applies to supervisors too
Security is one of the most heavily licensed frontline roles, and the rules vary dramatically by state. California requires a BSIS guard card with mandated training hours; Texas runs a tiered Department of Public Safety system with separate levels for unarmed and armed officers; Florida issues Class D unarmed and Class G armed licenses through its Department of Agriculture and Consumer Services. Some states license the individual officer, while others place the licensing duty on the employer. Supervisors generally need the same license as the officers they lead, plus any armed permit if the post is armed. A small employer without HR genuinely may not know which applies. Before posting, confirm your state's guard-licensing requirement and build license verification into hiring. This is general information, not legal advice.
Armed versus unarmed changes licensing, training, and liability
Whether the role is armed is one of the most consequential decisions in the posting, and generic templates rarely address it. An armed security supervisor needs a separate armed permit and firearm qualification on top of the base guard license, with periodic requalification, and the role carries materially higher liability and insurance implications. An unarmed role centers on deterrence, observation, and proper escalation rather than force. State requirements differ for each, for example a separate exposed-firearm permit in California or a higher tier in the Texas system. Decide armed versus unarmed before you write the posting, state it clearly so candidates self-select correctly, and verify every armed officer's permit and qualification. This is general information, not legal advice.
Working Supervisors Are Non-Exempt, and Title Never Settles It
Under the executive exemption (DOL Fact Sheet 17B), exemption requires a salary of at least $684/week, management as the primary duty, directing 2+ full-time staff, and hire/fire input. A supervisor who mostly works posts fails the primary-duty test, and the DOL is explicit that job titles do not determine exempt status. Default to non-exempt and pay overtime.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the executive-exemption test in plain terms. The practical rule: classify a working security supervisor as non-exempt, verify the state guard license, and decide armed versus unarmed before posting.
Skills and Requirements
Security supervisor roles run on judgment, leadership, and the right license, with experience scaled to the site and seniority. Keep every requirement job-related and tied to the real duties.
Requirement
What to look for
Experience
2 to 4+ years in security, with 1 to 2 in a lead role
License
State guard license / guard card where required; armed permit if armed
Leadership
Can supervise, schedule, train, and lead under pressure
Judgment
Strong de-escalation, decision-making, and incident response
Certifications
CPR/First Aid preferred; use-of-force training for armed roles
Classification
Non-exempt by default; overtime over 40 hours a week
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Security Supervisor Pay
Security supervisor pay varies by setting, region, experience, and whether the role is armed. Anchor your range to the federal median, then adjust.
Median About $58,610 a Year (BLS)
First-line supervisors of security workers had a median annual wage of $58,610, about $28.18 an hour, in May 2024, with employment of about 71,900 and projected growth of 3 percent through 2034 (U.S. Bureau of Labor Statistics). Entry and junior supervisors often earn closer to $16 to $20 an hour, with senior and armed roles higher.
Because most security supervisors are non-exempt, overtime and shift differentials commonly add to base pay, so budget for the real cost above the base rate. Armed roles typically pay somewhat more to reflect the added licensing and liability. Set your range using current data for your setting and region, account for overtime, and post a range where your state requires one.
Hiring a Security Supervisor for a Small Business
The security industry is mostly small firms, and many supervisors are hired in-house by property managers, clinics, retailers, and venues with no HR department. That makes this a common first leadership hire, and the security officer role is the team it leads. Here is the reality worth building into the posting.
The security industry is mostly small firms, and many supervisors are hired in-house with no HR
The security-services industry is highly fragmented, with roughly a hundred thousand US businesses averaging fewer than ten employees each, so the typical hiring employer is a small operation, not a national guarding giant. On top of those small security companies, a large share of security supervisors are hired in-house by organizations that are not security firms at all: apartment and commercial property managers, small hospitals and clinics, retail stores, hotels, schools, and event venues. Many of these have no HR department, so an owner, an operations lead, or a property manager writes the posting and makes the hire. The generic templates miss this entirely, written for a large guarding firm's standardized role. The six versions here are written for that real situation, ready to fill in by setting, so a small employer can post a clear, compliant supervisor role without translating a national firm's documentation down to its size.
Misclassifying the supervisor as exempt is the costly mistake waiting to happen
Because the title says supervisor, employers are tempted to put the role on salary and skip overtime, which is exactly the misclassification that has produced real wage litigation in private security. The reality is that most security supervisors are working supervisors whose primary duty is frontline security work, which means they are non-exempt and owed overtime regardless of title or salary. The expensive version of this mistake is discovering it in a back-wage claim covering every supervisor and every overtime hour. The safe and simple approach, built into every template here, is to classify the security supervisor as non-exempt, track hours, and pay overtime over forty in a week, reserving any exempt classification for a genuine manager whose primary duty really is running the operation rather than working posts.
Licensing and incident records make onboarding the part that protects the business
A security supervisor must hold the right state license, often an armed permit, and is responsible for officers who must each be licensed and qualified, which makes onboarding and document control central to the role rather than an afterthought. After the hire, the people side is consistent: a signed offer with the correct non-exempt classification and pay rate, Form I-9 and tax forms, verified and stored guard license and any armed permit, signed acknowledgments for use-of-force and post-order training, and a first-week checklist. FirstHR fits this for a small security company or an in-house team: e-signature for the offer and policy acknowledgments, document management for licenses, permits, and certifications with renewal visibility, training modules for procedures and de-escalation with documented sign-offs, and task workflows for the hiring checklist. To be clear about scope, FirstHR is an onboarding and HR platform, not a guard-licensing, scheduling, or incident-management system, and it does not run payroll or administer benefits, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and for this role two things matter more than usual: the correct non-exempt classification, and verifying the state guard license and any armed permit before the first shift.
Send the offer
Confirm the role, pay rate, shift, and the non-exempt classification in writing. An offer letter template makes this fast and puts the classification on record.
Verify licenses and permits
Confirm and store the state guard license, and any armed permit and firearm qualification, before the first shift.
Train and acknowledge
Use-of-force, de-escalation, post orders, and CPR/First Aid, with signed acknowledgments kept on file.
Store the records
Keep licenses, permits, training acknowledgments, and signed forms organized, with visibility on renewal and requalification dates.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, license and permit storage, training acknowledgments, and the onboarding workflow in one place so a small security company or in-house team can run the full process from one system, with the non-exempt classification and licenses recorded from day one. FirstHR is an onboarding and HR platform, not a guard-licensing, scheduling, or incident-management tool, and it does not run payroll or administer benefits, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A security supervisor leads a team of officers: scheduling, monitoring, incident response, and enforcing procedures, usually while working posts alongside the team.
Most security supervisors are working supervisors, which makes the role non-exempt and owed overtime, because frontline security work, not management, is the primary duty.
Salary alone does not make a supervisor exempt; exemption also requires a genuine management primary duty, so track hours and pay overtime by default.
Use the template that matches the setting and arming: general, unarmed, armed, shift, property, or small-business first hire.
Most states require a guard license, and rules vary sharply (CA BSIS, TX DPS, FL DACS); armed roles need a separate permit and qualification.
The median is about $58,610 a year ($28.18/hour), with entry supervisors lower and armed or senior roles higher; budget for overtime on top.
Frequently Asked Questions
What does a security supervisor do?
A security supervisor leads a team of security officers and keeps a site, property, or facility safe. The core of the job is leadership on the floor: supervising and scheduling officers, coordinating shifts and posts, monitoring surveillance and access control, responding to incidents and emergencies, enforcing security procedures, training officers, and keeping accurate incident and shift reports. Most security supervisors are working supervisors who lead the team and work posts at the same time, rather than managing from a desk. The specifics shift by setting: a shift supervisor runs a single shift, a property or residential supervisor balances security with service to residents and tenants, and an armed supervisor adds firearm-qualification and use-of-force oversight. Security supervisor, security guard supervisor, and security shift supervisor describe largely the same role.
Is a security supervisor exempt or non-exempt under the FLSA?
Most security supervisors are non-exempt and owed overtime. To be exempt under the executive exemption, a supervisor must be paid a salary at or above the federal threshold, have management as their primary duty, customarily direct two or more full-time employees, and have real input on hiring and firing. The catch is that most security supervisors are working supervisors who spend the majority of their time on the same patrol, monitoring, and post work as the officers they lead. When frontline security work is the primary duty, the role fails the exemption regardless of the supervisor title, and the Department of Labor states plainly that job titles do not determine exempt status. Private-security misclassification has produced real overtime litigation. The safe default is to classify the role as non-exempt, track hours, and pay overtime over 40 in a workweek. This is general information, not legal advice.
Can a security supervisor be salaried and still get overtime?
Yes. Being paid a salary and being exempt from overtime are two separate things. A non-exempt employee can be paid a fixed salary and must still receive overtime for hours over 40 in a workweek, calculated from their regular rate. Putting a security supervisor on a salary does not by itself remove the overtime obligation: exempt status requires both a qualifying salary level and a genuine management primary duty. Because most security supervisors are working supervisors whose primary duty is frontline security work, a salaried security supervisor is usually still non-exempt and still owed overtime. Many employers pay the role hourly for exactly this reason, which is the cleanest approach for a job that commonly runs long shifts, nights, and weekends. If you pay a salary, track hours anyway and pay the overtime premium. This is general information, not legal advice.
What is the difference between a security supervisor and a security manager?
The difference is scope and seniority. A security supervisor leads officers on the ground: scheduling, coordinating posts, responding to incidents, and often working posts alongside the team. A security manager runs the security function at a higher level: setting policy, managing budgets, overseeing supervisors, planning programs, and handling vendor and executive relationships, usually from an office rather than a post. The manager role is more senior and higher paid, and because its primary duty is genuine management, it is more likely to qualify as exempt. The supervisor role, by contrast, is usually a non-exempt working-supervisor position. They are distinct jobs with distinct pay and classification, so decide which you actually need: someone to lead shifts on the floor is a supervisor; someone to own the whole security program is a manager. This is general information, not legal advice.
Does a security supervisor need a license?
Usually yes, and the requirement varies sharply by state. Most states require security officers, including supervisors, to hold a guard license or guard card, and the rules differ dramatically. California requires a BSIS guard card with mandated training; Texas runs a tiered Department of Public Safety system with separate levels for unarmed and armed work; Florida issues Class D unarmed and Class G armed licenses. Some states license the individual officer, while others place the licensing duty on the employer. A supervisor generally needs at least the same license as the officers they lead, plus a separate armed permit and firearm qualification if the role is armed. Because the rules are state-specific and a small employer may not know which applies, the practical step is to confirm your state's guard-licensing requirement before posting and to verify and store each hire's license during onboarding. This is general information, not legal advice.
What is the difference between an armed and unarmed security supervisor?
The difference is whether the role carries a firearm, and it changes licensing, training, pay, and liability. An unarmed security supervisor leads a team focused on deterrence, observation, de-escalation, and proper escalation to law enforcement, without the use of force. An armed security supervisor leads officers who carry firearms, which requires a separate armed permit and firearm qualification on top of the base guard license, periodic requalification, and far more attention to use-of-force policy and liability. State requirements differ for each, such as a separate exposed-firearm permit in California or a higher tier in the Texas system. Armed roles typically pay somewhat more to reflect the added licensing and risk. Decide armed versus unarmed before writing the posting, state it clearly so candidates self-select, and verify every armed officer's permit and qualification. This is general information, not legal advice.
How much does a security supervisor make?
A security supervisor earns a median of about $58,610 a year, or roughly $28.18 an hour, based on the Bureau of Labor Statistics figure for first-line supervisors of security workers in May 2024. Pay varies widely by setting, region, experience, and whether the role is armed: entry and junior supervisors often earn closer to $16 to $20 an hour, while senior or specialized supervisors earn more. The occupation employed about 71,900 people in 2024 and is projected to grow about 3 percent through 2034. Because most security supervisors are non-exempt, overtime and shift differentials commonly add to base pay, so the real cost of the role runs above the base rate. Set your range using current data for your setting and region, account for overtime, and post a range where your state requires one. This is general information, not legal advice.
What should a security supervisor job description include?
A strong security supervisor job description names the setting and whether the role is armed up front, since both shape who applies and what licensing is required. Include a job summary that frames it as a hands-on leadership role, and group responsibilities into team leadership, monitoring and patrol, incident response, and compliance and reporting. State the required experience, the state guard license and any armed permit, and the shift and physical demands honestly. The most valuable additions that generic templates skip are the compliance points: the non-exempt, overtime-eligible classification for working supervisors, the state guard-licensing requirement such as California BSIS, Texas DPS, or Florida DACS, and the armed-versus-unarmed distinction. Post a pay range where your state requires one, and close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
