SECURITY
SECURITY OFFICERS ACT
The company and all its personnel are registered in terms of section 11 of the Security Officers Act of 1987. All security officers and employees are paid according to the prescriptions laid down by the Private Security Industry Regulatory Authority.
OPERATIONAL PHILOSOPHY
We are dedicated to create value for our clients by performing in a manner that will enhance return on investment. Our reputation is based on our responsiveness, high standards and effective systems of quality assurance. We apply our managerial expertise to benefit our clients through creative and progressive techniques. We believe in conducting our business affairs with integrity and respect while building mutually and lasting relationships with our clients. We take client satisfaction personally. We are committed to provide our clients with superior service on a continuous basis.
COMPREHENSIVE INDUCTION MANUAL
Prior to commencing with any contract the clients’ individual needs will be determined and incorporated into comprehensive operational instructions or a comprehensive site manual. All security Officers will be trained in all operational aspects. It will be at the disposal of the client at the Security Office for reference purposes. This is for the benefit of our client, as we aim to provide a support structure, which complements the client’s objective through quality service.
SITE INSTRUCTIONS/MANUAL
The objective is to ensure that the dedicated team is familiar with all aspects of the client’s operations. All security members must pass a competence test before they are allowed on a specific site.
The Site –Manager will be responsible for maintaining the objectives determined by the client and will be available for liaison with the client daily to:
- Enhance the working relationship
- Rectify operational concerns
- Identify potential threats
- Recommend solutions
The Objective of Management:
We believe in pro-active communication systems between management and its employees, these being:
- Working Committees
- Grievance Procedures
- Disciplinary Procedures
- Disciplinary Codes
- Appeal Procedures etc.
Affirmative Action/Employment Equity:
The company acknowledges the career ambitions and aspirations of all its employees, to develop and achieve realistic career growth, based on objective criteria.
This principle is directly related in achieving our business objectives, i.e. profitability and growth.
People development is a key strategic objective, part of our long-term strategy and not an instant solution.
Development is regarded as a dual individual and managerial responsibility.
Employees develop as individuals and not just as part of an AA process.
Our staff is assisted in self-development through personal career path training, coaching and mentoring, etc.
Strategies are continually developed, monitored and adapted to suit new circumstances that have an influence on the organization and its clients. The process is management driven.
Gender equity is an important objective for management as a strategic as well as a statutory requirement
Recruitment:
We realize that quality recruitment is of the utmost importance to attain the correct balance between profile and conduct, when supplying manpower to our clients.
Due to our client’s high profiles we realize that our personnel should possess above average communication skills, decision making and problem solving abilities, which will contribute to the enhancement of our clients’ image.
We are acutely aware of the pitfalls of ‘default by a vendor”, thus our commitment – never to compromise our recruitment and selection skills standards, which could influence the above.
Quality Standards: Education:
Although applicants are required to have a minimum of a matriculation certificate, our clients will be in the position to dictate the requirements on condition that it is within the boundaries of the PSIRA Act. Our personnel are fully bilingual and they are required to speak, read and write in English.
Personnel and employment references are checked before any potential employee is recruited. Screenings are conducted to eliminate any person blacklisted or with a criminal record. The incumbent’s track record with previous employees will be verified.
Discipline:
Our disciplinary codes are formulated by Labour consultants in accordance with the Labour laws and comply with the latest LRA. Although a lack of discipline or poor performance will not be tolerated, we prefer a system of corrective training above punitive action, which at times has a negative result. In this contest the UBUNTU philosophy of,” I am because we are” generates peer pressure and ensure results.
Selection Criteria:
We give preference to applicants who have previous experience in the military/police/security industry, as the maturing level and decision making abilities conform to our standards.
Training and Development:
Our in-house training Centre provides for all levels of training. Management and Supervisors will re-emphasize existing procedures; introduce new concepts which will be conveyed through continuous on the job training.