Good afternoon,
Below is the questions I would need answered, and also it has to be in APA7 format, atleast 2-3 references. Also, The info you need to cite from are in the links under what your suppose to read. The 2 questions are found below.
resources you need to cite from.
QUESTION #1 – PRIVATE SECURITY SELECTION AND TRAINING
Write a discussion paper on “Private Security Officer Selection and Training
Guideline” is a 2010 ASIS International document that offers
state regulatory agencies with “consistent minimum qualifications to
improve the performance of private security officers and the quality of
security services.” After thoroughly reviewing this document, describe how
you, as a corporate security operative, would react to the ASIS guidance and
state whether or not you would support the guidelines relating to the
regulation of security and pre-assignment, post assignment, and annual training
requirements. More importantly, explain your rationale and the
justification you would provide to the organization’s CEO for the added annual
expense that likely would result.
Also, you are asked to research your home state’s private
security training requirements and report it in this discussion and comment on
its potential effectiveness for improving security operative performance and
professionalism.
Question #2 – CURBING THEFT THROUGH EFFECTIVE INTERNAL
CONTROLS: SELECTION OF PERSONNEL
As the corporate security operative of XYZ corporation, you
have been asked by the CEO to work with the Human Resources department in
developing a new pre-employment screening proposal that would be more effective
in hiring trustworthy personnel, thereby stemming the tide of internal theft–
a problem that has been significantly increasing over the past few years and
clearly impacting the organization’s “bottom line.” It is generally
accepted in the security profession that “hiring well” is one of the
most effective procedural controls available to protect an organization’s
assets.
After reviewing the “Prohibited Employment
Policies/Practices” segment of the Equal Employment Opportunity
Commission’s (EEOC) website, the “Notice – Employee Polygraph
Protection Act” segment of the U.S. Department of Labor’s website,
the “Facts About the Americans With Disabilities Act” (ADA)
segment of the U.S. Equal Opportunity Commission’s website, and any other
independently researched sources, outline the procedures you would propose to
the CEO—knowing there are costs attached to each procedure—and explain why each
procedure is important. The CEO will want to know your rationale.
Also incorporate into the response your understanding of
employment law as delineated in the documents cited above and ensure you make
it clear that your proposal complies with the various and legal
requirements.
After posting your original post, be sure to engage in
discussion with your peers.
READ:
“Private Security Officer Selection and Training Guideline” is a 2010 ASIS International document that offers state regulatory agencies with “consistent minimum qualifications to improve the performance of private security officers and the quality of security services.” But it is also used by security practitioners when they select and train proprietary and contract security officers to ensure they meet the professional standards required of their positions. The document also discusses a recommended practice advisory regarding the regulation of private security. Students in security management must be cognizant of the various issues surrounding the private security profession. State regulation of the industry and the selection (employment screening) and training of security operatives continues to be a significant issue since first identified in 1976. The ASIS document can be accessed at: https://s3.amazonaws.com/s3.documentcloud.org/documents/749858/asis-2010-pso-guideline.pdf
“Why Legislative Efforts to Improve Security Training Keep Failing,” an article written in 2014 by Shoshana Walter for Reveal’s Center for Investigative Reporting and CNN, details the reasons why security industry training and pre-employment background check practices require reform and the various obstacles that have blocked legislative efforts for change. The document can be accessed at: https://www.revealnews.org/article/why-legislative-efforts-to-improve-security-guard-training-keep-failing/
“Pre-Employment Background Screening Guideline” is a 2006 ASIS International document that provides essential information for employers to establish effective measures that combat internal theft and other employee issues that might harm company assets. The document explains why screening is important and what potentially is included in the screening process; identifies the legal issues and other employer requirements involved in the process; and describes how to structure a pre-employment screening program. Security practitioners and students must be concerned with insider threats to assets and pre-employment screening of applicants is perhaps the single most important procedural control to prevent such threats. The document is useful to security investigators who are assigned with conducting pre-employment investigations. The document can be accessed at: http://www.screensafecheck.c/docs/ASIS_Background_Screening_Guidelines.pdf
2010 Maryland Code Business Occupations and Professions, Title 19 – Security Guard Agencies and Security Guard Certification, Title 13 – Private Detectives, and Title 18 – Security Systems Technicians provides the State of Maryland licensing, regulation, training, and other provisions that guide the conduct of private security enterprises and individuals in the state working in the security industry. Security practitioners must know the regulatory and licensing requirements for each of the states in which their organizations operate to ensure compliance and accountability. Maryland’s laws provide just one example of what security directors must consider when recruiting, selecting, and training security personnel. Students in security management are encouraged to compare and contrast Maryland’s laws with other states to determine the individual variances in complying with the professional standards promulgated by ASIS International and other security organizations. The applicable Maryland Code can be accessed at:
http://law.justia.com/codes/maryland/2010/business-occupations-and-professions/title-19/
http://law.justia.com/codes/maryland/2010/business-occupations-and-professions/title-13/
http://law.justia.com/codes/maryland/2010/business-occupations-and-professions/title-18/
RESOURCES:
“Prohibited Employment Policies/Practices” is a segment of the Equal Employment Opportunity Commission’s (EEOC) website that provides the law, regulations, and guidance regarding advertising, recruiting, hiring, discharging, and other employment actions important to security leaders in carrying out their management responsibilities. This is particularly so for this week’s topic where students are studying private security officer selection and training. For security operatives and students alike, it is critical they have command of the law and regulations applicable to pre-employment screening. The EEOC website segment can be accessed at: http://www.eeoc.gov/laws/practices/index.cfm Federal Laws Prohibiting Job Discrimination Questions and Answers can be accessed at: https://www.eeoc.gov/facts/qanda.html
“Notice – Employee Polygraph Protection Act” is document published by the U.S. Department of Labor and succinctly enumerates the prohibitions and exemptions regarding private employer use of lie detector tests for pre-employment screening. The document can be accessed at: https://www.dol.gov/whd/regs/compliance/posters/eppa.htm
“Facts About the Americans With Disabilities Act” (ADA) published on the U.S. Equal Opportunity Commission website provides security directors the provisions of the ADA and guidance in their employment decisions. It can accessed at: http://www.eeoc.gov/eeoc/publications/fs-ada.cfm
DO:
Thank you
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