Security Operations Manuals for the post-Part 2

This 2nd post in the series focuses on what you should place in the 2nd section of the manual…the post orders. It’s not as easy as you may think it is to accomplish. In a Security Operations Manual it has to be detailed and every piece of minutiae so that it is understandable.

But what do you include in there and where? Again, it should be a very detail oriented but simple, written at a 8th grade level, leaving nothing to chance or misunderstandings and writing them like that it is extremely effective and efficient after it’s been completed;

  • Access control
  • Visitors and visitor control. Yes it is separate because it can be confusing if it is all put together and run one component into another.
  • Cameras, monitors, recording devices, and etc. This was used when necessary sometimes with alarm panels and other electronic security controls.  All of these had its own section detailing how to operate each and every device…again taking most of the confusion out of it and making it nearly fail safe which could be crucial.
  • Emergency procedures. Broken down into the likely disasters that could befall the client and the different procedures for each. You may think this overly complicated but unless your officers are only there to, ugh, observe and report they need it.
  • Patrols of the facility. A guidebook if you will on what to check or how to check it and adding a list of patrolling techniques i.e. holding the flashlight and how to properly check doors. Additionally, the most vital areas of the facility to be checked should also be included. If you have different requirements for different areas i.e. offices, heavy manufacturing, and etc.
  • Trucks and trailers. If you have drivers coming in to pickup trucks and trailers then a detailed map of where the trailers are and the procedures to gain access needs to be written down in procedural form. I also understand that if the trailer is a decent distance from the main security post this may not be possible, but it helps everyone if they can.
  • Deliveries of various materials after hours. This is important for those deliveries coming in for the office or other vital departments after regular hours and the departments may be closed or need to come to the security office to pick them up. What needs to be done and who to call.
  • After hours maintenance numbers and procedures. It is a fact of life that maintenance emergencies never happen during the day shift when the best crew is working. Your officers are probably not plumbers or electricians so…
  • List of all equipment on post that the officers need to utilize down to the smallest that should be accounted for. From alarm clocks, clipboards, video equipment, and old fashioned DETEX clocks or similar.
  • Diagrams of equipment. If your officers are tasked with shutting down certain equipment at varying times, then a detailed map of the proper switches will be necessary and potentially vital.
  • Maps of the facility, usually broken down into separate maps for exit/loading dock doors, firefighting equipment, intrusion & fire alarm stations, lighting & exhaust fan, water valve/electrical  shut-offs and etc.
  • A page for things that need to be passed along to every shift, with a place to initial it, and the revisions, deletions, and modifications to the orders to be included in the next issue.
  • Samples of site specific forms to be filled out


More than likely, these won’t be the only things you have to include in your Security Operations Manual. There may be items and details in your facilities that need their own sections. I have no clue what those might be, only you can answer that. Do you have any of the following in your facility that security would be responsible for monitoring during patrols and reporting?

Temperature controlled rooms for computers/food or cooking food or tanning animal hides

Boilers or heaters for other uses

Propane, gas, or other explosive gases that need attention

Chemical tanks that need to be stirred or kept from over flowing

I have worked at innumerable facilities where the client and my management never thought about something needed to have attention or written down in the post orders until something catastrophic happened. Want an example? A small chemical facility we were responsible for in Leavenworth Kansas never gave us anything except the order to walk the perimeter to ensure the place was secure and no one tried to get inside.

When one of my officers found a water pipe had broken and water was literally gushing out every single door at 0300 he had no one to call except the police. They responded and it took 3 hours to find and get a maintenance person to respond. Result…2 feet of ice throughout the facility after the furnace broke and the pipes froze. The night was -40 degrees and not expected to climb over -10 for the week. The next time we worked there, 3 weeks later, we had a full call list for everyone and everything.

This is the middle part of this series. The 3rd and final post may surprise you on what it entails and how important it is to your security team, especially if they are contracted and don’t feel they are more than a lowly paid rent-a-cop minion. The idea of these posts is to give you the tools you need to make everyone concerned feel like a professional and get the respect they deserve.

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming website, or twitter@robertsollars2.

                                  I May be Blind but my Vision is Crystal Clear

Margery Stoneman-Douglas High School, Parkland Florida

As we have all heard, a tragedy occurred on February 14 in the high school named above. Being perfectly honest and blunt as always, the people involved who are in the aftermath, media, law enforcement, and families; have did and continue to say the things that I have talked about for decades.

I’m talking about a couple of things to boil it down;


The prevalent attitude to everyone, local and national media, law enforcement, to the governor, to the superintendent, not to mention parents and students had this attitude. They all stated it as an absolute fact and believed it firmly and yet it is the most dangerous attitude that ANYONE can have in either school or workplace violence.

It means it ‘Can’t Happen Here’, and as I stated above this is the most dangerous attitude that anyone can have. I can’t say that enough…because people ignore it as much as they do the warning signs which lead to this kind of tragedy.

I try to talk to the media about it and what do I here? “Yeah we know that.” But do they elaborate it and is it punctuated enough on the air. No, because they would rather have distraught parents or students on air and wring their hands to say “They was nothing we could have foreseen or done to prevent it!” which of course is totally false.

Falling in line with this is the other cliché that I have been trumpeting for decades as well, whether anyone believes it or not is another story though. “It can happen to anyone, anywhere, at any time, for any reason”. This is absolutely true and there are innumerable incidents to prove this, including the NSA headquarters building at Fort Meade Maryland also on the 14th, who  would think you could breach it through the gates?


Act or ignore

Then there is this cliché that I have yelled in the stillness of the night and been ignored. We can either choose to act upon or ignore the warning signs. Someone who can perpetrate this kind of violence will always exhibit warning signs of forthcoming attractions (Italy Texas January 22, 2017, the perpetrator had exhibited at least 10 warning signs for years.

All 22 warning signs are out there if you wish to see them, but they are also listed below. If 1 or 4 of them are present, you probably don’t have to worry too much, but if they start to build to 6, 9, or more…I would have the person arrested or start finding a hidey hole for when they come back to wreck their vengeance.

The 19-year-old who had been expelled in his senior year and came back into the school yesterday to perpetrate this crime had a plan. He exhibited at least 6 warning signs, from what I gleaned from television reports with no research. He killed 17 students and teachers, including a football coach who tried to shield students from the murderous fire. He also wounded 15 others with his rampage of vengeance, not to mention getting himself injured while being arrested.

When are we going to start to listen to reason and do what is necessary to prevent these kind of incidents. Everyone will wring their hands for a few days, the left wingers will want to abrogate the 2nd Amendment and right wingers will say no. The Florida state and the United States government will say what a horrible tragedy this was. But no one will listen to reason and hold the responsible parties accountable for what they missed and ignored.

Do you wish to attempt to keep your children safe from this kind of event? Then either send me a note through this page or call me and I will be happy to oblige.

Warning Signs:

Attendance Problems


Concentration Problems

Continual Excuses

Cruelty to Animals

Disciplinary issues

Drug and Alcohol Abuse

Fascination with Weapons

Free Expression

Impact on Supervisory Time

Inconsistent Work Habits/Decreased Productivity

Obsession With Police/military tactics

Mental health issues (already known)

New Religious Fervor/Political Affiliation

Poor health & hygiene

Poor relationship skills

Safety Issues

Serious Stress


Unshakable depression

Unusual or changed behavior

Violent Music, Movies and video games

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming new website or twitter@robertsollars2.

                                I May be Blind but my Vision is Crystal Clear

Security Operations Manuals for the post-Part 1

Some people who are reading this will say a manual is too complicated for a stupid rent-a-cop to understand. If you believe that then you are woefully uninformed what it can do for them, the site, and their intelligence. With these 3 posts I will give a formula that will accomplish several things. It is intended to help you and your officers carry out your responsibilities in a manner with no lingering doubts about their competence or intelligence.

I undertook this duty, more than 30 years ago, when I noticed how horrible, or non-existent, the orders were at most of my client sites. When I started, some of the post orders hadn’t been updated in more than 5 years, if there were even any written orders. That made it difficult for any officer being assigned to a new post to understand what their duties were. Most of the time, the post orders were full of deletions, corrections, revisions, deletions, and not to mention the revisions that easily confuse anyone. Then take the orders and place different ones in places they shouldn’t have been and some simply on post it notes…

Making it even worse, if that was possible; the amount of White-out and multi colored ink marks throughout was even more befuddling to a new transfer or hire. In some sets, there was more blacked out that was printed! It made the post orders look like testimony to a Select Senate Committee on Encounters with little gray men from Alpha Centauri! More was redacted than was visible.

When I started calling them Security Operations Manuals instead of simply post orders it had the effect, after the complaints of changing things, of making both officers and clients think that the officers were actually better than they had thought previously. And in doing so, it helped to make the officers take more pride and take the assignments more seriously, because it took their duties with seriousness. It also showed them that they were worthy of the extra time and effort to produce it.

For several reasons I kept it simple and readable at an 8th grade level:

#1 was ease and simplicity in finding something that needed to be accomplished.

#2 was so that if an officer had to work an account with little or no training, then they could read the post orders and quickly, effectively, and efficiently work the post. With a standardized format they could easily find what they needed.  It wouldn’t be perfect (nor is the idea of only a couple hours training), but it would, in most cases, suffice.

#3 falls in with #2. If they were simplified then they could be easily understood by anyone reading them. From supervisory and management to client personnel who needed a quick overview.

#4 writing to a 8th grade level ensures that the comprehension level is acceptable for anyone and understood by even a knucklehead, which the field is, unfortunately, replete with.

Opening section:

This first section allows for context for the rest of the manual. Obviously other items can be placed in here.

  • The 5 W’s & H of the company or client. It is important for the officers to know these things in order to understand how important their role in protecting the client actually is.
  • General Orders. If you have none, then devise some, making it like a handbook in short numbered form, generalized what is allowed and not
  • Policies & Procedures for both the client and company pertaining to security
  • The company, client, and site team mission and vision statements. By adding these it helps to clarify and focus everything they do for the site
  • Code of Ethics/conduct. Yes, this is important to include because it makes everyone a little more professional in their conduct by implication if not implementation
  • Templates for report writing,  daily/shift and incident as well as other necessary forms not site specific
  • Sexual Harassment & Equal Employment Opportunity policies for the client and company…explained in detail with examples to avoid any confusion and who the company officer is to address these issues to.
  • Laws, regulations, and other necessary items, if the officers deal with such intricacies
  • Emergency call lists for all utilities, emergency services, and facility personnel. You don’t want the officers fumbling for numbers or calling someone to get them, especially if no one answers the phone on a holiday
  • Anything else that may have been necessary for the post/assignment in a generalized format not site specific


This will start off your manual with a good format and then however you wish to organize them is up to you. Every company/client has different priorities when it comes to how they were organized.

The next part of this series will focus on exactly what the site specific section should entail. It again will depend on what you want covered and the organization. For those of you that is skeptical about my methods…

I started using this system in the 80s and perfected it in the 90s. When First Response Inc. took over one of my accounts, from Allied Security, Inc. 6 years later, they were still using the same set of orders although it looked like the proverbial set of redacted documents from the Senate Select Committee.

(The 2nd part of this series will be next week)

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming new website or twitter@robertsollars2.

                                  I May be Blind but my Vision is Crystal Clear

4 groups of people to watch to prevent Workplace Violence

It can happen to anyone, anywhere, at any time, for any reason

Before we can lessen the risk or attempt to prevent any incidents of workplace violence (WPV) we must understand where the threat comes from. There are four groups of people which WPV mainly originates from;

  • Violence as a result of another crime

Roughly 79% – 85% of all WPV falls into this category. And it really depends on where you get your statistics from as to which number is correct. And only the security professional, or a consultant, within your organization can help to prevent these kinds of incidents such as injurious or fatal robberies and etc.

  • Current or ex-employees

The most commonly reported kind of WPV by the media is the employee, or ex, doing harm within the business. Usually the violence is caused by the perceived negative treatment by supervisors or co-workers. And keep in mind whatever they perceive is going to be their reality, it doesn’t matter what the real situation is…or was.

Two things that will help your HR department and management avoid any wrongful disciplinary action or dismissal litigation are training your supervisors on recognizing warning signs and the most effective and,  efficient ways of confronting the employee before placing it on their (permanent) records. Experts within the community, non-profit organizations, or consultants can come in and train your supervisors on what to look for, all 22 warning signs.

Another aspect of an employee committing violence within your business is the growing concern of suicide within the business. In 2016, the Bureau of Labor Statistics listed more than 260 suicides on business properties, which also includes schools (Denton, TX. January 2018). Employees, or ex or even others, come back into the building for innumerable reasons to commit suicide…providing as much trauma as a regular WPV incident.

  • Significant others/domestic violence

While this is one that is not as well-known and carefully avoided, it is getting more attention. Approximately 48% of WPV incidents begin as domestic violence/stalking of their significant other. Domestic violence doesn’t only relate to physical violence but can also be mental stress, and emotional abuse.

Usually the significant other becomes so enraged over their spouse having an perceived affair or them working outside the house or some other perceived, see how that word keeps creeping into the equation, problem that is magnified or has no basis They can become so enraged, at the perception, that They will come to the workplace to physically or verbally abuse their spouse. Even to the point of bringing a weapon and killing their spouse and anyone else that attempts to shield the victim.

The victim in this case may have been advised by friends, coworkers, or human resources that they need to get out of their abusive relationship, referred to a shelter, or employee assistance program. The abusive spouse then feels threatened that these people are trying to take their property away from them.  It can also result from bitter divorces involving child custody.

What can be done to prevent domestic violence spilling over into your workplace? A lot of this depends on ensuring your policies & procedures are regularly updated, a review at least once a year preferably more often, and that the employees trust their management to talk to them. If an employee doesn’t trust management… If they confide in their supervisor that they are afraid of their significant other possibly coming to the job site it is their responsibility to inform managers or security. If they do come to the worksite then call security or the police immediately. If a weapon is seen the need to call 911 is paramount.

  • Customers

Yet another group that is not often found in the media.  But why would a customer turn to violence against you? Generally it is for some of the same reasons an employee or current employee turns to violence. They perceive, there’s that word again, they receive disparate treatment and the company is treating them shabbily, true or not.

All disgruntled individuals who come back into your business need to be treated differently even as far as outside the normal policies & procedures. The customer who comes into your business in a rage, yelling and screaming, demanding their money back or to see the manager is completely different than the one who comes back politely and requests the same thing; therefore it is preferable the dissatisfied customer is dealt with away from others.


Your entire company needs to know the value and power of documentation. It is one of those vitally necessary things to prove in a court of law that you followed every possible recourse and that the employee/customer/significant other was destined for termination or arrest. All the fights, arguments, and etc. must be documented every time, including the derogatory comments, swearing, & otherwise distasteful words. And these words MUST be spelled out in full to prevent any lawyer from saying you didn’t get it right with the ***.

Are these the only people that are a potential threat to you and the company? Of course not. There are numerous others and of course your human resources and security departments or a consultant with specialized training can show you them. But no matter what you do you must TRAIN, TRAIN, TRAIN your employees, supervisors, managers, & C-suite on all of these. And this means ALL departments including HR & security, officers included, contract or proprietary.

“If you don’t ride the waves of change, you’ll find yourself beneath them”

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming website, or twitter@robertsollars2.

                          I May be Blind but my Vision is Crystal Clear  

Blasting WPV into high gear

January was a deadly month for workplace violence (WPV) and blasted the year off to a nasty start in reported incidents. As you will see below there were 28 incidents this month and while nearly half were at schools, they are still workplaces and worthy of being placed in these statistics, whether most people believe it or not.


As usual, you will notice that most of these incidents have no one physically injured or killed. That is because most WPV incidents don’t include injury or death. It is those facts that elude most people including law enforcement and the media. Most WPV/SV incidents are of the type recorded in Atlanta, GA. And Scottsdale, AZ. this month – threats against CNN personalities and the discovery of an explosive device. But without further ado…


St. Johns, MI,. January 3                                      1d

Denver, CO. January 4                          0

Burien, WA. January 4 0

Forest City, IA. January 6                     0

Sierra Vista, AZ. January 9 (school)                  1d

Atlanta, GA. January 9                         0

Dennison, TX. January 10 (school)    0

San Bernardino, CA. January 10 (school) 0

Charlotte, NC. January 11                    1w           1d

St. Louis, MO. January 11                                      1d

Scottsdale, AZ. January 12                   0

Racine, WI. January 12                         0

Pittsburgh, PA. January 14                   0

Los Angeles, CA. January 15                 0

Pittsburgh, PA. January 15                   0

York, SC. January 15                              5w

Marshall, TX. January 15 (school)     0

Peoria, AZ. January 16                          0

Washington D.C. January 16               0

Phoenix, AZ. January 17                       1w           1d

Winston-Salem, NC. January 20                          1d

Tampa, FL. January 21                         0

Italy, TX. January 22 (school)              1w

New Orleans, LA. January 22 (school)   1w

Benton, KY. Jannuary 23 (school)      18w         2d

Mesa, AZ. January 24                                              2d

Pittsburgh, PA. January 26(school(    0

Milcroft, PA. January 28                                        5d

Phoenix, AZ. January 29                                       2d

January: 29 Incident            27 wounded          16  dead

Year-to-Date: 29 Arizona: 6


Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming new website or twitter@robertsollars2.

                               I May be Blind but my Vision is Crystal Clear

Fight, Run, and hide…A new mantra for active shooters

The active shooter scenario can be a terrifying idea, although it is less than 3% of all incidents of workplace/school violence (WPV/SV). Most people have been taught and live by the mantra that they were instructed more than a decade ago and they are nearly identical: Run, Hide, Fight or Avoid, Barricade, Confront.

There is another one that is probably more useful…if you can. It turns those 3 words on their proverbial head. It turns them around into a better and much more controversial model: Fight, hide, or run or confront, barricade, or avoid.

With all the things floating around about an active shooter plan and what employees should do, what should you do? My answer is to take the attitude of Flight 93 that crashed in Shanksville, PA. on September 11, 2001. In their case they could do nothing but fight to save lives in Washington D.C.

I believe that this is the best course of action. Fight the intruder first before they can cause further mayhem. It has been over-overwhelmingly, through innumerable scenarios – real life and training, proven that if you attack the perpetrator, remember they may not all have a firearm; you can overwhelm and stop them. And if you don’t stop them, you will slow them down enough to potentially allow your co-workers to escape before harm can come to them.

The next obvious question is how do you fight or confront them? For some people this will never be easy. Some people are understandably reluctant to face a weapon. Those people who feel that way still need to keep their faculties and use the final 2 points of these mantras… hide or run. Not only to save their lives but potentially the lives of others.

For those that have the courage and intestinal fortitude, you need to do what you can to prevent any more death or chaos. You can do this by;

  • Throwing things at the perpetrator. Anything you can use that is close at hand, including coffee cups, staplers, desk phones, or even canned goods. (Wonder what happens when you hit someone in the head with a can of pickled beets?
  • Trying to distract them, anyway you can. If you are a ventriloquist…
  • Acting like a linebacker from your favorite football team

IF you decide to attack it’s always preferable to have more than just yourself, as in Shanksville, to do the work. And in the case of an assault the more people you have to knock down and hold the perpetrator the better your chances of keeping them from killing or injuring someone else, including yourself. As for the hide or run scenario…

Running is always an option for someone who may be fearful of the perpetrator and especially if that person knows the shooter is after them. People such as an ex-wife/girlfriend, co-worker or supervisor, or anyone else that believes the shooter is specifically targeting them. If they don’t remove themselves quickly from the scene then the murderous intent of the perpetrator has no reason to abandon their quest.

A caveat here for evacuating the building. Always find a different way of getting out of the office. Don’t rely on specified and listed evacuation routes. If it is safe, as most alternate routes wouldn’t be in a fire, then take it. My thought on this is that the perpetrator, especially an ex-employee, will know those routes and if the attack doesn’t initially work…

As for barricading or hiding yourself before they find you, it’s just as simple. Your hidey hole needs to be as small as it can be for you, dark, and easily barricaded with a desk, file cabinet, or something similar if it doesn’t have a lock on it. The only issue with that would be, is that if there is no external lock on the door, or handle, then the perp will know someone is in there, so…

Likewise if you have a serious respiratory health issue, you may not want to have anyone else with you as you hide. The reasoning here I think is fairly obvious. A dead giveaway is for you to be gasping for breath while hiding and potentially fatal for anyone with you.

Studies have shown that it takes law enforcement approx. 3 – 10 minutes to respond to an active shooter call. These same studies also show that the incidents are usually over within 2 to 3½ minutes. That means you can’t depend on law enforcement to stop the perpetrator before they get to you or anyone else.

Most people, employers or security personnel especially, unfortunately, assigned to your building will have no idea how to react to such an incident or be poorly trained at best. If they do offer the necessary training, you need to take full advantage of it and learn it, not just attend for brownie points.

WPV/SV is a growing concern for schools and businesses. Whether that violence is because of a work dispute, bullying, mental issues, rebuffed romantic wishes, domestic violence, terrorism, or something else we as security professionals need to be prepared. That means developing an action plan, which by necessity, includes the fight, run, or hide scenario.

With more than 15 million incidents every year it’s clear that we need to do something. And if we can’t turn our schools & businesses into gulags, which aren’t very aesthetically pleasing or wanted, or throw out Constitutional rights we have to train and prepare for such an event, and the fight, hide, run model should be an integral part of that.

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming new website or twitter@robertsollars2.

                                 I May be Blind but my Vision is Crystal Clear

We need to convict and execute immediately

If we don’t, we need to as quickly as we possibly can. I’m not talking about criminals, terrorists, drug cartels, or any dictator. Here is a story I heard several years ago from the Seattle area is one of the reasons why;

A young woman was beaten and stomped in front of three security ‘guards’ who made no move to intervene, citing that they had standing orders to not get involved but rather they should only observe and report anything that was ‘unusual’ or a crime being committed. Was there any legal, moral, or ethical justification for not getting involved?

This is yet one more episode where the observe & report mentality is used as justification by security companies, their clients, or companies to do nothing but sit on and twirl their thumbs. To stand around and do nothing while someone is killed or severely injured/wounded crying for help is both morally & ethically wrong, despite what their post orders were, or actually are. Unfortunately, they probably would have gotten fired for leaving their post unattended if they had assisted her.

If you look at the headlines across the country in recent years you’ll notice a plethora of incidents where a security officer or c-store clerk, fought a robber to a standoff and chased them away. Then the business fired them for not following company policy or protocol.

I would not ask any security officer to be the morality or ethical police guardians of the company. They have enough to do who what they are already tasked with within the realm of their company/site. Nor would I say that officers should leave post for any reason, unless lives are at stake.

But as I have stated, for more than 25 years, at the least, and reiterated when the verdict against U.S. Security Associates of Georgia several years ago, observe and report is outdated and plain and simple just doesn’t work. But it is still around and the staple of security departments across the country.

And since it is still around and causing a lot of argument, yes it is an argument amongst people; I decided to revisit the issue here. The observe and report mentality that our officers are shoved into is outdated, outmoded, and there is only one reason for it to be around. Liability for the contractor & client/company.

The argument is because contractors don’t want more than an observe & report mentality from their ‘guards’, or put it another way lowly trained minions who blindly follow orders. I believe that there are several reasons for this;



  • They don’t trust their officers to do the right thing. Which directly relates to training, pay, & selection/recruitment. These items need to be brought into the 21st century to stay ahead of the threats we face.
  • The contractor may get sued if the officer does the wrong thing in the situation for which they may not have been specifically and properly trained. Hmmm kinda relates to the above
  • They lose the contract for doing something the client doesn’t want done on or off property, even if it was the right thing to do. Again, kinda relates to the other 2 dudn it?
  • Not losing a revenue stream even if it violates moral & ethical concerns.



They don’t want more than an observe & report mentality either for just about the same reasons. They want an insurance break, generally. And if the officer does more than the normal observe & report then they can be sued by …whoever may want to.


In our overly litigious world today, even the delivery man 20 miles away may want to sue because they’re ‘scared of the big mean security officer at the gate’ and see an easy payday because of the situation and what they may do while they are on site.

As I have stated several times in the recent past this mentality of observe & report MUST be executed and buried for all time. It is up to us as security professionals to change this mindset, some way. And do it before an incident like San Bernardino, Orlando, or Ft. Lauderdale occurs again in this country.

We need to start thinking as if we are under siege in Mosul not a financial war. Not saying that we need to hunker down, arm our officers and police with Uzi’s, and have armored vehicles patrolling the grounds or building. But we need to get our officers better trained and stop treating the security industry, at least for those at the bottom, as a stopgap until something better comes along.

If you read my post several years ago about the Israeli model of private security and the model of security in the United States, you can clearly see what needs to be done. It is a matter of the 3 things I mentioned above, recruitment/selection, training, & pay, and not the old fashioned warm body syndrome that far too many security companies fall into the quicksand with, that we absolutely, at all costs, must avoid.

But because of the competitiveness and cut throat attitude of many security companies, and encouraged by clients, which hasn’t changed in the nearly 35 years I’ve been in it, it will always come down to who does it cheaper and with fewer problems to bring to the clients attention than a competitor.

One of these days, I postulate by 2020 maybe 2025, we will regret that mentality. And unfortunately, it will be regret, born of the body count or financial resources that were lost. Because the shortsightedness, usually, they couldn’t see past the $$$$ signs.

Robert D. Sollars assists businesses and their employees to lessen their risk of WPV as well as other security/customer service related issues with time tested and proven ideas. You can follow him on his upcoming new website or twitter@robertsollars2.

                            I May be Blind but my Vision is Crystal Clear