Major security firms have begun to recognise the impracticality of the NVQ qualification – it’s costly to implement and needs the support of so many field managers that it is impractical for the security industry.
As a result, companies such as Empire Security are concentrating instead on educating staff to PROFSEC or ADSEC standards. PROFSEC is more achievable, with staff able to obtain a recognised qualification in six months instead of the three years it takes to complete an NVQ.
But this is just one aspect of what needs to be introduced to bring the industry into the 21st century. If we are to attract and keep quality recruits, we not only need dedicated training programmes but should also introduce incentives such as performance related pay and regular staff reviews.
Employee reviews are an often overlooked, but they are a vital part of the employee development programme. If they are not undertaken how can a company claim it is addressing individual training needs on an ongoing basis or managing career progression?
Reviews are rarely overseen at Director level. This denies the board access to feedback regarding the quality of its staff, the service they are providing and practical suggestions about how service could be improved.
At Empire Security, staff are asked to provide views on all aspects of operations ranging from the efficiency of the personnel department to how security officer uniforms could be improved.
Staff are even asked to give views about the company’s directors.
Every review undertaken for Empire Security’s 650 staff is overseen by myself and Grahame Warner – the company’s Operations Director – so that feedback can be communicated to the board and ultimately influence company policy.
Are we just paying lip-service to this concept? Consider this example. During one review, a member of staff with fire marshal experience identified that one of our biggest clients had a need for a Fire Officer. As a result, this person is now receiving extra training to enable him to assume that role. He will also train the customer’s staff to undertake marshal duties when his training is complete.
So, what next?
We’re now looking at linking reviews to our service level agreement. Then we can link them to risk and reward scheme contracts to provide team bonuses on a quarterly basis. We hope this will motivate individuals while engendering a real team spirit and improving service quality.
If the security industry is to be taken seriously as a profession by people working outside the industry, then review programmes will have to be introduced. Only then will the industry be able to cope with new legislative requirements, provide better training for its staff, recruit and retain quality people and provide the very best service to its clients.
Source
SMT
Postscript
Chris Fieldhouse is Corporate Accounts Director at Empire Security
