1. Chapter 22 The Private Security Professional and Profession

2. The Place of Private Security in the Organizational Structure  Private security should be a priority concern of top-level management of businesses, industries and institutions.

3. The Roles of the Security Director  Loss prevention specialist.  Administrator.  Investigator.  Manager.

4. Administrative Responsibilities  Security directors are responsible for:  Security goals.  Procedures and daily orders.  Financial controls and budgets.  Educational programs.  The image of security within the organization.  The ultimate goal of private security is loss prevention--resulting in maximum return on investment.

5. Administrative Responsibilities  Ensure that goals are met.  SMART objectives:  Specific.  Measurable.  Attainable.  Relevant.  Trackable.  Personnel can be educated about security/safety system through posters, signs, manuals, training sessions, drills and the suggestions and examples of security officers.

6. Investigative Responsibilities  The basic investigative skills are communication skills and surveillance capabilities.  Security directors are responsible for:  Investigating potential for loss (risk analysis).  Investigating actual occurrences of loss.  Conducting background checks and periodic audits.

7. Managerial Responsibilities  Security directors are responsible for:  Hiring.  Writing job descriptions.  Training.  Issuing equipment.  Scheduling.  Supervising.  Conducting inspections.  Taking corrective action.  Evaluating security personnel.

8. Private Security Personnel Minimum Preemployment Standards  Minimum age of 18.  High school diploma or GED.  Written exam to determine ability to understand and perform duties assigned.  No record of conviction (of a serious crime).  Minimum physical standards:  Armed personnel--vision correctable to 20/20 in each eye; capable of hearing ordinary conversation at distance of 10 feet with each ear without benefit of hearing aid.  Others--no physical defects that would hinder job performance.

9. Adequate Preemployment Screening  Applicants for security positions should complete an application and should be carefully screened using such methods as an interview, a background check and other tests as appropriate to the job.

10. Effective Job Performance  To increase effective job performance, security directors should provide security personnel with:  A job description.  Basic training.  A security manual or handbook.  The necessary equipment.

11. Security Officer Training  Both basic preassignment training and ongoing training should be provided.  Preassignment training:  Access control.  Alarms.  Communications.  Package control.  Passes.  Emergency procedures.  Parking.

12. Taking Corrective Action  Progressive discipline goes from the least severe reprimand, a warning, to the most severe, termination.  Progressive discipline:  Warning.  Reprimand.  Suspension.  Demotion or termination.

13. Summary Questions  Where does private security fit into an establishment’s organizational structure?  What roles are filled by a security director?  What are the administrative, investigative, and managerial responsibilities of a security director?  What is the primary goal of a private security system?

14. Summary Questions  What is a SMART objective?  How can employees and management be educated about the security/safety system?  What are the basic investigative skills?  What areas are security directors responsible for investigating?  What are the managerial responsibilities of a security director?

15. Summary Questions  What preemployment qualifications should be met by private security personnel?  What constitutes adequate preemployment screening?  How can effective job performance of security officers be increased?  When should training of security officers occur?  What is progressive discipline?