The 2021 Security Clearance Compensation Report
The 2021Security ClearanceCompensationReportRESILIENT AND READYThe defense industry showcased a deep level of strength in 2020. Despite the challengesof navigating a pandemic and evolving workplace dynamics, national security employeesshowed they are poised to meet those challenges as they come. An agile workforce is alwaysgrowing and learning—able to work remotely or in the office. In 2020, employers dialed in onretention and rewarding employee performance, and that resulted in not only a stable year,but also a workforce that is ready to meet the challenges and threats of tomorrow.
Table of ContentsLetter from the President 03Overview 04COMPENSATION BY CLEARANCE LEVEL 04COMPENSATION BY POLYGRAPH LEVEL 05COMPENSATION BY ROLE IN NATIONAL SECURITY 05COMPENSATION BY GOVERNMENT AGENCY 06COMPENSATION BY CAREER LEVEL 06COMPENSATION BY EDUCATION LEVEL 07COMPENSATION BY CERTIFICATION LEVEL 08What Jobs and States Pay More in National Security 10COMPENSATION BY STATE 10D.C. METRO VS. THE REST OF THE UNITED STATES 11COMPENSATION BY OCCUPATION 12PAY DIFFERENTIALS BY OCCUPATION 13Satisfaction: Jobs, Salaries, and Cleared Industry 14SALARIES BY YEAR WITH CURRENT EMPLOYER 14SALARY AND JOB SATISFACTION 15LIKELIHOOD OF CHANGING JOBS OR LEAVING THE CLEARED INDUSTRY 16COMPENSATION AND DEMOGRAPHICS 18Conclusion 19Salary QueryGet salary estimates based on clearance level,industry type, geography, and experience r.2021 Compensation Survey2
Letter from the PresidentThe 2021 Security ClearanceCompensation Report displays thestrengths of the national securityworkforce despite the many challengesthe past year delivered. Telework haslong been a pie in the sky possibilityat many agencies, but today manycleared workers are exercising virtualwork options, hybrid work environments,shift schedules, and other innovativeapproaches to the (no longer) nine-tofive. Legislation has ensured benchedcontractors continue to get paid, anddefense industry professionals continueto find and pursue new opportunities.In contrast to 2019, which was the yearof the government shutdown, 2020 wasthe year the world shut down—but thenational security workforce kept movingforward.Security clearance compensationremained solid across industries, andprofessionals recognize the stability ofworking in national security, with morerespondents saying they were not likelyto leave the cleared industry. A desireto stay in the cleared workforce doesn’tcorrelate with a lack of interest inmaking a career move, however—morerespondents said they were likely tochange jobs in the coming year.While speculation has aboundedthat the pandemic could push moregovernment and national security careeropportunities outside of the beltway,the D.C. metro continues to dominatein the number of respondents, andeven gained more respondents in2020. The beltway has never been theonly pathway to a cleared career, but itcontinues to be the widest one.Evan LesserPresident and FounderClearanceJobs.comNational security employers will havecritical decisions to make if CARES Actprovisions expire this spring. The relativestability of the defense industry meansmany candidates will feel comfortablemaking a career move. The increasein respondents who were likely tochange jobs may also be related togrowing candidate confidence. As thepandemic moves from the foregroundto the background in more offices andagencies, cleared professionals whosaw their compensation stall in 2020may seek greener opportunities in 2021.Did you know?The typical Januaryhiring push may arrive in spring thisyear, as April ushers in an end to CARESAct provisions and government contractorsreevaluate their bench.2021 Compensation Survey3
OverviewSecurity clearance total compensation averaged 103,199 in 2020. Respondents in the 2019 surveyhad an average total compensation of 101,168,giving the industry a 2% pay bump even during apandemic year. Although the difference betweenbase salary and total compensation decreased by1% in 2020, employers still issued increases thatkept job and salary satisfaction levels stable in2020—which is a feat other industries cannot claim.The majority of respondents (82%) reported beingwith their current employer for five years or less,and 63% said they were with their current employerfor two years or less. Respondents who stayedtrue to their employers past the six-year or 16-yearmark saw a 6% higher bump in 2020 than in 2019,showcasing the value of an employee dedicated toan organization.Despite the uncertainty of the year, respondents stillhave options within the cleared industry, and manyare willing to make a move—85% of candidatesreported that they were at least somewhat likely tochange jobs in the coming year, a 4% increase from2019. While many factors play into a candidate’sdecision to stay put or jump ship, it’s clear thatmoney matters, since the likelihood of changingjobs decreased with higher salary levels.Compensation by Clearance LevelIntelligence community security clearances continue to pay out the highest average total compensation, butTop Secret or Top Secret/SCI clearances represent the largest cohort of cleared professionalsat 47%. At every career level, a Top Secret paid at least 8,000 more.TOTAL COMPENSATION BY CLEARANCETOTAL COMPENSATION% OF RESPONDENTS% CHANGE FROM 2019Confidential 82,7071%8%Secret 89,45234%2%Top Secret 107,87214%2%Top Secret/SCI 112,17333%1%DoE (Q or L) 111,5672%1%Intel 129,1316% 1%DHS 100,9072%8% 81,2353% 1% 105,5995%6%Public TrustOther Gov’t Agency2021 Compensation Survey4
Compensation by Polygraph LevelMost respondents do not hold a polygraph; but, for those who do, a poly pays.The 25% of respondents with a polygraph earn 16,000 to 20,000 more thanthose with a Secret or Top Secret clearance that does not require one.TOTAL COMPENSATION BY POLYGRAPHTOTAL COMPENSATION% OF RESPONDENTS% CHANGE FROM 2019Counterintelligence Poly 119,33416%2%Lifestyle or Full Scope Poly 115,1769% 0% 98,28675%2%Don’t have current polygraphCompensation by Role in National Security2020 was not a year for shutdowns or continuing resolutions. It was a year contractors and federal agenciesunited to make sure employees were supported and missions were met. Despite a global pandemic, thenational security field found ways to work remotely—either on rotating schedules for those who live the SCIFlife, or by parsing out unclassified work that could be accomplished at home.While the contractor life has its perks—and often the higher salary to go along with it, working directly for thegovernment provides more stability. Whether it’s the marathon process of gettinghired by the federal government or the great benefits, government employees arestable in their responses to stay or go. However, contractors tend to fluctuate alittle more in satisfaction and likelihood to leave the industry.COMPENSATION BY OCCUPATIONAL SETTINGSTOTAL COMPENSATION% OF RESPONDENTS% CHANGE FROM 2019Government Employee 100,85815%3%Government Contractor 105,21873%1%Independent Consultant 131,4373%5%Private Business Owner(not a consultant) 98,3501% 1%I am employed, but nolonger work in a clearedposition 80,4468%4%2021 Compensation Survey5
Compensation by Government AgencyThe Department of Defense may be the biggest employer, with almost 60% of respondents supporting DoD,but the National Security Agency pays an average of 114,280 and the Central Intelligence Agency pays anaverage of 130,395. Working for the largest employer doesn’t always mean the highest compensation, butit does mean a diversity of career opportunities that come with supporting an employer with a 740.5 Billionbudget and 4,800 worldwide sites.SALARIES BY GOVERNMENT AGENCY 103,430 105,092Department of Justice 103,216Department of DefenseDepartment of State 104,542Homeland Security 114,280National Security Agency 110,804Department of Energy 130,395Central Intelligence AgencyCompensation by Career LevelThe majority of respondents (70%) are mid to senior level; however, candidates at all experience levels enjoyedat least some increase in base pay and total compensation. Professionals in their early career had the lowestincreases, and management level had the highest. Of course, those in senior leadership positions achievedthe highest differential, as well as highest total compensation and base pay.COMPENSATION BY CAREER LEVELTOTAL COMPENSATION% OF RESPONDENTS% CHANGE FROM 2019Entry Level(less than 2 years experience) 60,3875% 1%Early Career(2 yrs experience) 70,81511%1%Mid Level Career(5 yrs experience) 85,79124%2%Senior Level Career(10 yrs experience) 112,50846%2%Management(Manager/Director of Staff) 135,90913%4%Executive (SVP, EVP, VP) 176,2881%3%Senior Executive(President, CEO) 162,1140%2%2021 Compensation Survey6
Compensation by Education LevelAlthough 65% have a bachelor’s degree or higher, respondents report an over 20,000 difference in salariesbetween those with a bachelor’s degree and a master’s degree. For years,candidates have debated whether or not to pursue more education. Whilecandidates at the entry level saw little to no difference between an undergraduateor graduate degree, at the five-year mark, the difference in pay begins to widen.TOTAL COMPENSATION BY EDUCATIONTOTAL COMPENSATION% OF RESPONDENTSHigh School Graduate, Diploma or the Equivalent(for example: GED) 77,8844%Some College Credit, No Degree 86,46315%Trade/Technical/Vocational Training 90,5054%Associate Degree 87,17510%Bachelor’s Degree 101,92137%Master’s Degree 123,10126%Professional Degree 135,9951%Doctorate Degree 144,2162%I prefer not to answer 111,7371%THE TRIPLE THREAT:Experience, Education and CertificationsIn IT and engineering, the compensation numbers vary depending on role; however, experience,education, and certifications all factor into total compensation. It can be confusing to know whetherit’s worth it to go for more education, or get a certification.Bottom line? Adding either one will increase compensation.At the 10 years of experience mark, being a triplethreat paid 24,162 more than respondents whojust had experience without a graduate degreeor at least one certification. In IT andengineering, getting a graduate degreeor adding a certification boosts totalcompensation potential. 142,908 118,746 125,329EXPERIENCE 1TRIPLE THREAT EXPERIENCE ONLY2021 Compensation Survey7
Compensation by Certification LevelNot every career calls for a certification, but many jobs in the cleared industry do. This year, ClearanceJobsasked candidates whether or not they had a career certification, and almost half responded yes. Averagetotal compensation was higher for the respondents who selected at least one certification. The mostselected certification was CompTIA Security and respondents with a Certified Information Systems SecurityProfessional (CISSP) certification had the highest total compensation ( 143,294).TOTAL COMPENSATION BY CERTIFICATIONTOTAL COMPENSATIONI currently have at least one career certificationI do NOT currently have any career certifications% OF RESPONDENTS 110,85749% 96,17751%WHAT CERTIFICATIONS DO OUR RESPONDENTS HAVE?21%CompTIA Security Six Sigma6%Project Management Professional (PMP)6%5%CompTIA Network 4%Information Technology Infrastructure Library (ITIL)FoundationsCertified Information Systems SecurityProfessional (CISSP)3%Cisco Certified Network Associate (CCNA)3%ScrumMaster3%Amazon Web Services (AWS)3%2%Microsoft Certified Solutions Expert (MCSE)Certified Information Security Manager (CISM)1%GIAC Certifications1%VMware Certified Professional/VMware CertifiedAdvanced Professional (VCP/VCAP)1%Microsoft Certified: Azure Administrator Associate1%0%5%10%15%20%25%2021 Compensation Survey8
MAKING THE MILITARY TRANSITIONVeterans make up 53% of survey respondents,but total compensation is slightly higher forrespondents who never served. Coast Guardvets make top compensation but also representthe smallest number of respondents. In contrast,Air Force vets make up a quarter of the clearedveteran population and also bring in compensationwell above the average. U.S. Space Force has onlyexisted for a year but has already churned out 9veterans with average compensation of 105,272.While veterans in the civilian population generallymake more than non-vets, respondents in oursurvey showed slightly lower salaries—there arelikely two factors at play. Veterans are slightly lesslikely to work in the higher-paying IT, engineering,and business fields and more likely to work inindustries like law enforcement and intelligence. Ahigher percentage of veterans live outside of theD.C. metro, with 67% of veterans working outsidethe beltway in lower paying states like Nebraska,Louisiana, and Indiana.VETERAN OR NOT?ARE YOU A MILITARY VETERAN?TOTAL COMPENSATION% OF RESPONDENTSYes 102,34853%No 104,20946%Prefer not to answer 101,8421%WHICH BRANCH DID YOU SERVE?TOTAL COMPENSATION% OF RESPONDENTSAir Force 107,34225%Army 101,06438%Coast Guard 109,6271%Marine Corps 101,40411%Navy 102,88220% 87,5075% 105,272 1%National GuardSpace ForceNEED A CANDIDATE WILLING TO RELOCATE?Look for atransitioning service member. Veterans are professional movers and may be more likelyto respond to your relocation package than a non-veteran. With 200,000 service memberstransitioning annually, if you need to hire an already-cleared professional for a position outside of theD.C. metro, your best bet may be a vet.2021 Compensation Survey9
WHAT JOBS and STATESPay More in National SecurityCompensation by StateVirginia, Maryland, District of Columbia, California, Florida, and Texas accounted for 62% of all therespondents in the United States, with 22% based in Virginia. Some locations compensate cleared talentbetter than others, with nine locations (in order of compensation and highlighted in green on the chart below,Massachusetts, Virginia, Maryland, District of Columbia, Colorado, California,New York, Nevada, and Hawaii) reporting a mean total compensation above 100,000. Not surprisingly, in areas where cost of living is higher, candidatesreport higher average total compensation.TOTAL COMPENSATION BY STATETOTAL COMPENSATION% OF RESPONDENTSCHANGE FROM 2019Alabama 97,0752%-2%Arizona 92,6162%2%California 106,6417% 1%Colorado 107,3744%3%D.C. 108,2849%1%Florida 93,5237%3%Georgia 88,3093%11%Hawaii 100,6761%7%Illinois 93,9741%2%Kentucky 85,1281%9%Louisiana 82,8351%1%Maryland 109,6859%1%Massachusetts 112,7021%2%Missouri 96,0361%4%Nevada 103,9251%7%New Jersey 98,2711%-2%New Mexico 95,4961% 0% 106,2491%14%New York2021 Compensation Survey10
TOTAL COMPENSATION% OF RESPONDENTSCHANGE FROM 2019North Carolina 91,1732%3%Ohio 97,7542%6%Oklahoma 87,5461%3%Pennsylvania 91,3311% 0%South Carolina 86,9311%5%Tennessee 92,7451%3%Texas 94,4676%3%Utah 95,0361%5% 111,50222%1% 98,0461% 0%VirginiaWashington(Only states with 100 or more respondents shown)U.S. VERSUS WORKING ABROADJust like last year, most respondents (95%) are based in the U.S. However,the 5% located overseas had a substantially higher average totalcompensation than their cleared counterparts stateside. Differential pay,such as bonuses, danger pay, overtime, and housing allowances are keycomponents of the total compensation package for those outside the U.S.While the majority of these respondents are based in Afghanistan, that number decreased by 2% thisyear. Overseas respondents deceased 1%, potentially due to COVID-19 restrictions.D.C. Metro vs. the Rest of the United StatesDespite a switch to more remote work during a pandemic year, the sample size in the DC Metro (DC-MDVA) grew from 39% in 2019 to 42% in 2020. Mean total compensationand mean base pay figures in the D.C. Metro area are considerably higherthan the rest of the U.S. in 2020 ( 14,001 higher in total compensation and 14,719 higher in base salary). However, the percentage of compensationabove base salary is lower in the D.C. Metro area than the rest of the U.S.,with slightly lower increases than the rest of the country.ArlingtonDistrict ofColumbiaMontgomeryLoudounFairfax –Falls ChurchPrinceGeorge’sPrinceWilliamD.C. METRO VS. REST OF U.S.Alexandria% OFRESPONDENTSTOTALCOMPENSATIONTOTALBASE PAY% COMP ABOVEBASE PAYD.C. Metro (DC, VA, MD)42% 110,381 103,8706%Rest of U.S.58% 96,380 89,1518%2021 Compensation Survey11
Compensation by OccupationThe cleared industry has some frontrunners when it comes to compensation. Management and businesssales continue to top the lists for high paying jobs, with business sales getting an 11% bump in 2020. Whilemany industries struggled in the midst of a pandemic year, the stability of the defense industry meant thatsales work found the gas pedal in 2020. The cleared tech industry dominates the category of six-figure salaryoccupations (highlighted in green on the chart below), with the majority of IT and engineering positions payingover 100,000, on average. While not every tech position pays top dollar, the field consistently delivers highercompensation.TOTAL COMPENSATION BY JOB CATEGORYTOTAL COMPENSATIONCHANGE FROM 2019 107,4324% 88,2696%Business - Legal 113,5832%Business - Sales 132,03511%Business - Support 72,5744%Construction/Facilities 97,2874%Emergency 98,8225%Engineering - Chemical 97,385-10%Engineering - Civil 105,7304%Engineering - Electrical 104,446-1%Engineering - Mechanical 101,096-5%Engineering - Systems 131,6131%Finance 96,447-1%Government Contractor 99,3045%Healthcare and Science 95,5583%Intelligence 105,6072%IT - Database 111,7871%IT - Data Science 120,9864%IT - Hardware 105,835 1%IT - Security 116,2631%IT - Software 127,482 0%IT - Support 82,1772%Aerospace and AviationBusiness - HR2021 Compensation Survey12
TOTAL COMPENSATION BY JOB CATEGORY (CONT’D)TOTAL COMPENSATIONCHANGE FROM 2019IT - Tech Writing 86,0832%IT - QA and Test 105,743-2%Linguist 92,7814%Logistics 85,06910%Management 124,8542%Military and Law Enforcement 109,0567%Security 79,247-2%Trainer/Instructor 96,4214%Visual and Creative 98,1184%Pay Differentials by OccupationNot surprisingly, in 2020, those in emergency/healthcare and science enjoyed the highest differential, earning13% beyond their base pay, and were also among those with the greatest increases in total compensationand base pay (as a percentage). Engineering respondents had the highest mean total compensation. WhileIT professionals make up 28% of the sample and are the highest paid group, they have the lowest differentialbetween base pay and total compensation.BIGGEST PAY DIFFERENTIALS BY JOB CATEGORYBASE PAYBusiness/Finance/ManagementTOTAL COMPENSATIONDIFFERENTIAL 99,295 107,1778% 107,640 116,4698%Emergency/Healthcareand Science 85,959 96,86313%Intelligence/Linguist 95,943 103,8428%Information Technology 100,847 106,6976%Government Contractor/Military and LawEnforcement/Security 85,540 94,07010%All Other Positions 87,683 98,13512%Engineering2021 Compensation Survey13
Satisfaction: Jobs, Salaries,and Cleared IndustrySalaries by Year with Current EmployerSometimes, it pays to jump ship and garner a higher salary; however, that often rings truer for the youngercrowd. Out of the 12,355 respondents who reported less than two years with their current employer, 79%were Millennials or Generation X. When it comes to plans to change jobs or employers in the coming year,Millennials and Generation X also dominate, with 79% of those likely or very likely to jump ship. If you’rethinking about candidate retention strategies, it is clear who is a flight risk.COMPENSATION BY YEARS WITH CURRENT EMPLOYERTOTAL COMPENSATION% OF RESPONDENTS% CHANGE FROM 2019Less than 1 year 94,41124%1%1 to 2 years 99,00839%1%3 to 5 years 106,62119%4%6 to 10 years 116,0188%6%11 to 15 years 119,4705%3%16 to 20 years 129,6633%6% 20 years 133,2733%1%2021 Compensation Survey14
Salary and Job SatisfactionRespondents were asked about their base pay, and 61% reported an increase in their base pay in 2020. Only5% reported a decrease in base pay this past year, and 18% reported no change at all. Out of those whoreported an increase, 32% said it was 3% or less, and 29% reported a 4% increase or greater.SALARY SATISFACTIONTOTAL COMPENSATION 78,483 87,363 97,026 108,836 125,4369%17%21%34%19%% of RespondentsVery DissatisfiedSomewhat DissatisfiedNeutralSomewhat SatisfiedVery SatisfiedFewer respondents in 2020 report being ‘satisfied’ with their jobs, down almost 8% from 2019, to 56%.Likewise, more respondents in 2020 report being ‘dissatisfied’ with their job, up over 3% from 2019. Thosereporting being ‘neutral’ also increased from 19% to 23% in 2020. While job dissatisfaction is not completelycorrelated with total compensation, respondents with lower compensation levels were the most likely to reportdissatisfaction with their jobs.Additionally, 63% of respondents who reported receiving a 5% or greater increase landed in the satisfiedcategory. In 2020, the proportion of respondents with a stronger-than-average satisfaction for their job is 56%.JOB SATISFACTIONTOTAL COMPENSATION 96,433 99,1627%14% 98,576 105,476 110,11823%33%23%% of RespondentsVery DissatisfiedSomewhat DissatisfiedNeutralSomewhat SatisfiedVery Satisfied2021 Compensation Survey15
Likelihood of Changing Jobs or Leaving the Cleared IndustryIn a stable industry during a pandemic year, candidates felt the freedom to jump ship with 85% of respondentsat least somewhat likely to change jobs or employers in the coming year, which is a 4% increase from 2019.Only 15% see no reason to entertain a career move this year. Respondents with zero plans to change jobsearned over 15,000 more in total compensation than those who were likely or very likely to change jobs.LIKELIHOOD OF CHANGING JOBS AND/OR EMPLOYERSTotal Compensation15%31% 97,723 105,36631% 100,96823%Not at all LikelySomewhat Likely 114,273LikelyVery LikelyPANDEMICS AND PAYThe defense industry was largely inoculated from layoffs and other issuesrelated to COVID-19. That was in large part due to the extension of Section3610 of the CARES Act, which allowed government contractors to reimburse forleave paid to employees because of the pandemic. Of the 18% of respondentswith no change in salary, 8% said it was because of COVID. Respondents withno change or a decrease expressed some confusion about how long the pay freeze or decreasewould last, with 46% unsure if it was temporary or permanent.2021 Compensation Survey16
In 2020, the majority of respondents (66%) report being ‘not at all likely’ to leave the cleared industry in thenext five years, up 9% from 2019. Only 9% report being ‘likely or very likely’ to leave, down 6% from 2019. Ina year where many industries have had to lay off workers, respondents seem to recognize the stability that thecleared industry provides. When respondents were asked about their reasons to leave the cleared industry,most, in order, cited ‘prefer to keep my options open,’ followed by ‘retiring’ and ‘seeking higher compensation.’Those who cited ‘retiring,’ not surprisingly, enjoyed the highest mean total compensation and base pay (likelydue to age and experience).When asked how likely they are to leave the cleared industry in the next five years, those responding ‘verylikely’ show the highest mean total compensation and base pay in 2020 and also show the highest level ofcompensation above base pay and the highest increase in total compensation and base pay. Conversely,those who report being ‘not at all likely’ to leave the cleared industry fair the worst on all the measures above.For some high-paying fields in the cleared industry, candidates can still make more money in the commercialsector. Some roles come down to maximizing earning potential, as well as balancing that with location andmission.LIKELIHOOD OF LEAVING THE CLEARED INDUSTRYTotal Compensation 113,591 110,432 105,9676%4% 101,32166%24%Not at all LikelySomewhat LikelyLikelyVery LikelyDon’t use the pandemic as an excuse to put your hiringefforts on hold. More candidates are willing to make a move, and those whoreport being unsure of whether their current pay raise is permanent are likely to be first on the list.2021 Compensation Survey17
Compensation and DemographicsWith each year, the makeup of the national security field adjusts—adding in new generations and morediversity. The majority of respondents were age 24 to 55, with an even breakdown between Millennials andGeneration X. With a difference in total compensation of 55,804 between Boomers and Generation Z, it’sclear that base pay and total compensation grow with age. While Generation Z had a higher percentage ofrespondents in D.C. or Maryland, allages were relatively even in Virginia,with Generation Z and Millennialshaving a slightly higher percentage.COMPENSATION BY AGEAGE CATEGORYTOTAL COMPENSATION% OF RESPONDENTSGeneration Z (born 1997-2012) 64,5862%Millennials (born 1981-96) 88,48638%Generation X (born 1965-80) 110,90138%Boomers (born 1946-64) 120,39021%Silent (born 1945 or earlier) 119,5461%When it comes to location, 53% of female survey respondents are located in the D.C. Metro area, comparedto 37% of male respondents. While other areas around the country were either even or had more men, womenin the cleared industry flock more to the D.C. metro area.RESPONDENTS BY GENDER74% Male22% Female4% Prefer Not to Answer 1% Provided Own Definition2021 Compensation Survey18
Conclusion2021: RESILIENT WORKFORCE ISREADY TO ADAPT AND GROWIt’s hard to know how new White House andCongressional leadership could change the courseof national security compensation. Whether it’sgovernment shutdowns or sequestrations, thedefense industry isn’t immune from change, even ifit’s stayed inoculated from the pandemic. If this yearhas proven anything, it’s that the workforce is ableto stay mission focused and collaborate remotely—and even get creative with splitting schedules foron-site classified work and taking unclassified worksafely home. Likelihood of changing jobs has notdecreased, but the job security of this industrymeans 66% of respondents said they were unlikelyto leave the cleared industry, up 9% from the lastsurvey. Candidates may be open to changing jobs,but they are more likely to keep supporting nationalsecurity work.Important Information About Our SurveyThe survey for the 2021 Security Clearance Compensation Report was administeredonline by ClearanceJobs from September 17, 2020 to December 31, 2020. In 2020,there were 45,748 survey participants, an increase of 14% over the 2019 survey. Afterexcluding survey respondents without a security clearance, unemployed, active-dutymilitary, students, those whose compensation was below 18,000 or above 300,000,and incomplete or duplicate questionnaires, there remained 20,548 usable responses in2020. Survey results are compared to the 19,413 useable responses captured in 2019 thatfollowed the same parameters.2021 Compensation Survey19
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Top Secret or Top Secret/SCI clearances represent the largest cohort of cleared professionals at 47%. At every career level, a Top Secret paid at least 8,000 more. TOTAL COMPENSATION BY CLEARANCE TOTAL COMPENSATION % OF RESPONDENTS % CHANGE FROM 2019 Confidential 82,707 1% 8% Secret 89,452 34% 2% Top Secret 107,872 14% 2%
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