Choosing the Right Executive Protection Training: Tuition, Accreditation, and Real-World Preparation
By Matt Parker, CEO, ISA and the ISA team of instructors.
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Introduction
Choosing an executive protection (EP) training program is a significant investment in time and money. The marketplace is full of options, ranging from short seminars to month-long accredited courses, and tuition costs swing wildly.
But as with many things, price does not always equate to quality. For students and hiring managers, the real challenge is sorting through the marketing, understanding what makes a program reputable, and ensuring the investment truly prepares the student for the job.
This comprehensive guide brings together insights from hiring managers, graduates, and school owners; industry analysis; and a deep dive into curriculum, tuition, and accreditation. If you're considering an EP training course, read this before you sign up.
Does Price Equal Quality?
A common misconception is that more expensive EP training means higher quality. Some school owners purposely set high tuition (sometimes over $2,000 for a five-day course) to "keep out the riffraff," believing only dedicated students will pay. Others aim for exclusivity, preferring a few high-paying students over larger, lower-priced classes.
On the flip side, some providers offer five-day programs for as little as $500, with a business model reminiscent of fast food: fill the seats, collect the cash, and hand out certificates. These programs may cut costs through hotel kickbacks and minimal instructional resources.
But as a student, your goal isn't to buy the most expensive or the cheapest certificate—it's to find training that will make you employable, credible, and prepared for the realities of the job.
What Are Employers Really Looking For?
A post in an Executive Protection Facebook group asked, "What school will train me from zero to an employable EP professional?" The short answer: none. No single program can check every box job postings require. Real-world job ads on sites like Indeed reveal the scope:
US State Department WPS graduate, or similar
Extensive years of verifiable EP, military, or law enforcement experience
Bachelor’s degree (often required, which EP schools can't provide)
Formal certification in EP, defensive driving, first aid, CPR/AED, firearms, and more
Specific state certifications (e.g., Virginia DCJS Personal Protection Specialist)
In the eyes of hiring managers, a reputable EP school is licensed, has a proven track record, has no consumer complaints, and is respected in the industry. What matters most is whether hiring managers recognize and value your certificate.
Curriculum: Fluff vs. Fundamentals
When evaluating programs, scrutinize the curriculum:
Course Length: Three days is a seminar, not a training course. A "comprehensive" course must be at least 60-70 hours (7-8 days) to meet most state requirements.
Content: The heart of EP is threat assessment and intelligence. Any course that doesn't teach you how to perform threat assessments is missing the mark.
Specialized Training: Weapons, driving, and medical modules should be taught by subject-matter experts as standalone courses. If firearms or driving are included, ensure there are proper safety requirements and credentials.
State Requirements: Does the program help you meet licensing requirements for your state? If not, does it provide credentials recognized elsewhere, or is it accredited by a reputable agency?
Credit Hours: Accredited programs use standards like the Carnegie clock-to-credit-hour conversion (e.g., 60 hours of class = 3.6 semester hours).
Beware of "buffet" courses—those that offer a little of everything (some EP, some medical, some driving) but don't prepare you for real-world employment or state licensing.
Marketing vs. Information: How to Spot Red Flags
Many programs use buzzwords like "comprehensive," "most in-depth," or "best." Don't be swayed by marketing—demand to see the curriculum and schedule. If a provider won't disclose the details, walk away.
Training Hours: Confirm that "days" actually mean full 8-hour days. Some courses stretch three days of partial instruction and call it a "comprehensive" course.
Accreditation: Programs like the Virginia DCJS PPS and North Carolina PPSB require strict adherence to state standards (e.g., 50-minute instructional blocks, no more than nine hours per day). Be cautious if a school claims to "have its own standards. "
Job Placement Promises: No school can guarantee employment. Some, like ISA, offer mentorship and networking opportunities, but job placement is a separate process.
Note: Many legacy schools embracing social media have created their own podcasts, online magazines, or industry groups, which, on the surface, don’t appear to be affiliated with a particular school.
So, you might see a “prospective student” post a question about “what is the best EP school?” This question might be followed by several opinions from “different” graduates or industry leaders who just happen to favor a particular school. Be cautious of this type of marketing.
Cost Analysis: What Should You Pay?
Tuition for EP training is all over the map. Here’s how to evaluate what’s fair:
Retail Price: College credit averages $594.46 per hour; community college rates are about $250 per hour. A 60-hour course (3.6 semester hours) would cost $2,140 at retail and $900 wholesale.
Other Costs: Add lodging, study materials, swag, vehicle rentals, and fuel. Expect anywhere from $1,370 (wholesale) to $2,732 (retail) for a full course.
Financial Aid: GI Bill or vocational training may cover full tuition, but watch for "fluff" padding out course hours for profit.
ISA, for example, charges $2,250 retail and $1,300 wholesale (as of 2025), with additional discounts for veterans, law enforcement, and group rates. ISA doesn't take hotel kickbacks; instead, it negotiates discounted rates for students.
Remember, paying more doesn't guarantee better training—it may just mean you’re paying for brand or overhead.
What Should a Real EP Program Teach?
A solid, reputable EP training program should focus on:
Threat Assessment: The cornerstone of all EP work.
Advance and Site Surveys: How to plan and prepare for assignments.
Open-Source Intelligence Gathering: Knowing how to research and anticipate threats.
Mission Planning: Building movement plans, arrival/departure procedures.
Surveillance Detection: Recognizing and responding to hostile surveillance.
Scenario-Based Exercises: Putting skills into practice under realistic conditions.
Technology Integration: Introductory knowledge of cybersecurity, mobile IT, and drones.
Specialized Modules: Driving, medical, and weapons training as separate, in-depth courses.
Short "buffet" classes serve as good introductions or refreshers, but they rarely satisfy licensing or employment standards.
Accreditation, Licensing, and Career Value
State-Approved Programs: Look for private sector programs that meet requirements like Virginia PPS or North Carolina PPSB.
Even if you don’t live in those states, credentials may transfer and help with licensing elsewhere.
Law Enforcement Approved Programs: Look for programs that have been vetted and approved for in-service or professional development credit hours for law enforcement
Even if you're not law enforcement, completing or graduating from these programs demonstrates a level of commitment to receiving quality training.
College Credit: Some programs (ISA included) may offer college credit, enhancing your resume and providing transferable education.
Vetted Instructors: Accreditation by state agencies or law enforcement (e.g., Maryland Police Training Commission, South Carolina Criminal Justice Academy) signals quality and accountability.
Industry Endorsements: 501 © (3) non-profit industry associations or foundations (e.g., IFPO) may endorse reputable programs.
If your state has no requirements, ask potential employers, your insurance company, or your attorney what they recommend to minimize liability and stand out.
Student Expectations and Career Planning
Most students will not be fully prepared to work a detail after a seven-day program, no matter how focused. Even after thirty days, you’ll likely start as a rookie and need additional experience. Follow-on training and education are essential; look for providers who partner with specialized schools for advanced driving, medical, and other skills.
Job placement is never guaranteed. Programs like ISA offer mentorship and support, but it’s your responsibility to leverage your training into career opportunities.
Summary: How to Choose Your EP Training
Read Job Requirements: Study real job postings to understand what employers demand.
Research Curriculum: Demand detailed syllabi and compare against required competencies.
Verify Accreditation: Prioritize programs with official state or agency approval.
Analyze Costs: Compare tuition to college/community college standards and factor in all associated costs.
Set Realistic Expectations: Training is the foundation, not the finish line. Be prepared for continuous learning and experience-building.
Plan for the Long Game: Consider programs offering college credit, mentorship, and networking opportunities.
Final Word
Don’t let price, marketing, or convenience drive your decision. Invest in a program that is realistic, relevant, and directly aligned with the needs of the industry and employers. The right EP training is a stepping stone—make sure it’s one that will support your career, not just fill your wall with certificates.
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