PROPOSAL FOR CHANGE

This paper was written Nov 29, 2009, for my UFV Crim 417 [ONl] (Leadership In Groups and Organizations), taught by Terry Anderson (Course Text: Every Officer Is A Leader)

=====================================================================

ABSTRACT

The purpose of this proposal is to introduce and outline how a professional association would regulate, as a front end service, both the individual security professional and the private security business. This proposal will address the potential implementation for association membership, a professional ethics guideline, disciplinary procedures for both the individual security professional and the private security business.

Committees within the association would be established to regulate its members and address complaints against security employees and security employers as well as recruiting, education, training, and professional development at all levels.

NEEDS/PROBLEMS/OPPORTUNITIES ASSESSMENT

Within the BC Ministry of Public Safety and Solicitor General there is a division called the Security Programs and Police Technologies. The short title for this division is Security Programs. The purpose of the Security Programs division is to regulate and licence individual security professionals and private security businesses. The Security Programs also has a compliance department that handles complaints against individual security professionals and private security businesses. This departments operates similar to a Police Complaints Commission. Currently, the head of the Security Programs is ex RCMP, which I believe is a very valuable asset to the security profession.

Although the Security Programs has the authority to regulate, suspend, and revoke individual security licenses and security business licenses, in accordance with the Security Services Act and Security Services Regulations, there is a high demand for a security professional association to establish front end services.

I say this from first hand experience in dealing with both unethical and unprofessional individual security professionals and private security businesses who think they are above the law and can treat others disrespectfully with immunity. An example is mistreatment of employees by their employers, or mistreatment of the clients and or public at the hands of individual security professionals.

Within this professional association would be several committees to oversee specific areas of responsibilities. A unique aspect of these committees is that they would implement an Integrated Communications Project (ICP). In brief, the ICP would adapt an objective similar to the Ontario Integrated Justice Project (IJP). In brief, the objective of the ICP is the sharing of information between the committees to prevent duplication and improve the security profession. Another unique aspect of these committees is that they would also include a version of CAPRA, written specifically for the Security Profession as a continues training aid. I chose the CAPRA Model as it focuses on the Client, Acquiring and Analyzing Information, Partnerships, Response, and Assessment for Continuous Improvement. This version of the CAPRA training model could be utilized by the BC Justice Institute for the Basic Security Training Program.

The BST security training program has already incorporated Client, Acquiring and Analyzing Information, and a portion of Response. Adapting a portion of the remaining (Partnerships and Assessment) would be a valuable asset for security training and improvement.

Under the heading of 'Client', topics include Ethics and Professionalism/Integrity Dress, Cleanliness, and Deportment ,Client/Customer Orientation/Service, Defining Problems, and Communication Skills.

Under the heading of 'Acquiring and Analyzing Information' includes the topics of Knowledge of Law, Policy and Procedures, Information Gathering, and Records Management. Under the heading of 'Partnership' includes the topics of Team Building and Facilitation, Consultation, Negotiation, and Conflict Resolution, Community Organizations/Community Policing Cooperation, Planning and Coordination.

Under the heading of 'Response' includes the topics of Risk and Management, Public and Security Safety, Decision Making, Care and Handling of Arrested Suspects and Turning Over to Policing Agency, Testimony/Expert Testimony In Court, and Crime Prevention Strategies. Skills included are Driving (Mobile Patrol), Defensive Tactics (AST), Fitness and Lifestyle, and Lifesaving. Under the heading of 'Assessment' includes the topics of Monitoring and Contingency Planning, Incident Review, and Self-Evaluation. Further, the SARA model can be incorporated under 'Response' heading.

The acronym SARA stands for Scanning, Analysis, Response, and Assessment. The purpose of this Problem-Solving Process, within the Security Profession is to determine the appropriate action to take when responding to a wide variety of incidences.

This proposal for change was the result of a recent experience I had back in September 2009 when I was briefly employed with a local security company that had a pilot contract with the Mission District and Mission Downtown Business Association.

During my first shift, I caught the other guard working with me sleeping in his car. He was in the front passenger seat, reclined, and with a pillow. He did this 1.5 hours into the 8 hour shift. He decided to get up around 3 PM only to pull out his mini DVD player and started watching a movie. At around 4 PM when the owner dropped by he was filing out the shift report.

He had full control of the shift report so I could not see it. I filed a written report to the owner, about the actions of the guard, including sleeping, watching a DVD and falsifying the shift report. The owner, pretended to be grateful, yet took no disciplinary action. I filed a report to District and the owner retaliated by terminating my employment and withholding $80 from my wages (including the final 3 hours and 15 minutes I was working before terminating my employment).

Once he did that I filed a report to the Security Program Compliance Department. I realized that when I filed my report the owner would retaliate by terminating my employment. A risk I was willing to take. For me, ethics and professionalism within the security profession is very important. Unfortunately for the guard, he will most likely have his SP licence revoked, and the company may either be fined or have their SP business licence revoked as well.

Not all private security companies and security professionals act in an unethical and unprofessional manner as this company and individual did. However, it is due to the bad apples within the private security profession, that warrant necessary changes as a preventative measure and to foster ethics and professionalism.

VISION OF A PREFERRED FUTURE STATEMENT

To promote a high standard of ethics, professionalism, and accountability for the purpose of gaining and fostering trust with other private security businesses, individual security professionals, public-private partnerships, and the community.

IDENTIFICATION OF OBSTACLES THAT ARE IN THE WAY OF CHANGING TOWARD THE PREFERRED FUTURE, AND FORCES THAT CAN PROMOTE CHANGE

It is because the private security industry is a 'dog eat dog' world of harsh, cut-throat competitors, that would make it extremely difficult to establish a professional association and to implement this type of proposal. However, with an established professional association, and cooperation between the various private security businesses, it is possible that a preferred change could be implemented. Another vehicle that can be utilized to promote change within the private security profession is an annual professional trade and convention meeting. These conventions would make presentation on topics such as ethics, professionalism, customer orientated delivery of service, and legal issues related to the security profession.

GOALS AND ACTION PLANS

The first step is to conduct a survey with all the private security businesses in British Columbia as well as with the BC Justice Institute and the Security Programs and Police Technology Division, Ministry of Public Safety and Solicitor General (short title: Security Programs) to determine the feasibility and viability of this proposal. The third step is to establish a professional association and to establish membership criteria. the fourth step is to process membership applications and have each member, security employer and employee to sign a Code of Ethics agreement.

PROPOSED IMPLEMENTATION TEAM

Within the professional association there would be several committees addressing the change initiative. The CAPRA - SP Committee would be responsible for the training aspects, the ICP Committee would be responsible for the communications aspect, the Ethics and Professionalism (EP) Committee would be responsible for the disciplinary aspects, for both the security business and the individual Security Professional. The Continuous Improvement Committee would be the oversee or watchdog committee responsible for the Standard Operating Procedures (SOPs) of the previously mentioned committees. This committee would also be responsible for training and overseeing the body of security training instructors for both the mandatory BST program as well as the AST program, and any other specialized training programs offered to the security profession.

PROPOSED SCHEDULE FOR IMPLEMENTATION

It should take an estimated time frame of six months to conduct the surveys, meet with key management of each private security business that demonstrates an interest in implementation of this proposal; another six months to establish the professional association, including the implementation of each association committee, and at the least, another six months to process association membership.

PLANS FOR EVALUATION OF OUTCOMES

Evaluation of the success of this proposal initiative would be determined through the publication of accomplishments outlined in the association's SOPs, achievement reports filed by association members and surveys filled out by their clientele, as well as the day-to-day operation of each committee.

PLANS FOR CELEBRATION IF SUCCESSES ARE ACHIEVED

Each association member will also have a rank and file system established within their business. Rank symbols would be denoted by chevrons. One chevron, would denote the rank of basic security officer; two chevrons, the rank of Corporal (Cpl), which would denote the position of site supervisor; three chevrons would denote the rank of sergeant (Sgt), which would denote the position of shift supervisor or dispatcher.

Management ranks would be symbolized by Lieutenant (one bar) and Captain (two bars) insignias. For each milestone of success, individuals within the company that is in good standing with the association would achieve a promotion, and the responsibilities that come with that promotion. Employer and employee of the month awards would also be implemented. Another reward the employer could implement is to cover the full cost of a specialized course for the top employee, whereas, the association could cover the full cost of a specialized course for the top employer.