The document provides an overview of guarding roles and responsibilities according to a holistic security model. It discusses various aspects of guarding including management procedures, training, physical security measures, risk management, and standard operating procedures. The goal is to implement proactive and reactive guarding through comprehensive training, procedures, and coordination across different security elements.

1. Guard Presentation by Gerhard Peens

2. Roles and ResponsibilitiesGuarding
In order to get the best results when implementing
security, it is necessary to assess one’s plan with the
holistic security model in mind. If one does not have
the full security measures in place, complementing
each other, there will always be methods to bypass the
security measures. The following is the
diagrammatical illustration of the model:

3. HOLISTIC SECURITY
TRAINING/
AWARENESS
PHYSICAL
SECURITY
INFORMATION
MANAGEMENT
EVALUATION
AND PLAN
RISK
MANAGEMENT
RE-ACTIVE
PRO-ACTIVE
GUARDING
CLIENT AND
EMPLOYEES
SECURITY
PERSONNEL
PERIMETER
LIGHTING
ALARM AND
RESPONSE
CASH IN
TRANSIT
CAMERA
SURVEILLANCE
ACCESS
CONTROL
PROBESAGENTS
OPERATING
PROCEDURES
PREMISES
LAYOUT

4. According to the client’s demand, information is gathered in all the risk areas. This
information is then processed according to the following:
• Area of responsibility: This is the area that will be the responsibility of the security
management and falls within a specific perimeter.
• Area of influence: This is all the surrounding areas that may have an influence on the
security within the area of responsibility.
• Area of interest: This is information and statistics about similar areas of responsibility as
that of the client.
At first Guards have to know the area where posted and
the area and surroundings

5. CURRENT GUARDING STATUS
Management:
1.Post audit. A post audit ensures that the best possible security officer is appointed for
the post. The following must be determined during a post audit to ensure that the best
security officer for the post is appointed:
i. The level of training required.
ii. Specific personality profile.
iii. Experience needed.
iv. Documentation required.
v. Equipment required.
1.Procurement. The procurement document is the basis of a service provider contract
with the client.
2.Contract and service level.
The contract and more specifically the service level agreement sets the standards for the
service. Where these are not in place, the service provider (SP) may also accuse the client
of not doing its level best to make the security service work.
•Standard operating procedures. A SOP must address the following:
i. Aim or purpose of the task.
ii. Specific actions to complete the task.
iii. Documentation needed for the task.
iv. Names, numbers and designated signatories.
v. Liability.
vi. Signature block.
•Job descriptions. A job description also makes it possible for one trained officer to take
over duty from another in case of an emergency.

6. 1.Posting requirements. The SP is responsible to deliver security officers to their posts on
time and to pick them up after their shifts has finished.
This procedure allows the SP to do a briefing before posting and to de-brief officers after duty.
1.Duty rosters and timesheets. The duty roster indicating the working hours and shifts of all
the officers are supposed to be on the post.
2.Salaries.
Although it is important to ensure that security officers are paid according to Psira regulations.
Under payment of security staff is one of the biggest causes of losses. Remember that this
officer is the first line of defence in the fight against crime.
1.Screening and appointments. The minimum requirements during this process must be as
follows:
• Criminal record check.
• Previous employment confirmation.
• Credit check. We found that bad debts are one of the biggest reasons for theft
under security personnel.
• Physical address confirmation.
1.Uniforms. Uniform plays a major role in the enforcement of authority. Bad and dirty
uniform creates an immediate sense of disregard. Security officers that have a professional
uniform have more pride in their work.
2.Legal and regulatory aspects . All the legal requirements for the security is in the SP
contract.
3.Leave management. Service level in the SP contract.
4.Bonuses. Service level in the contract for annual bonuses. Although incentive bonuses
are not a legal aspect, it is one of the most powerful tools in the motivation of personnel to
supply SP with information. It just changes a officer from doing his work to one that goes the
extra mile.

7. 1.Communication. Every security officer must be equipped with a radio.
Communication between officers on the site enhances their capabilities , as well as
the provision of a sense of security.
Security officers become more involved in the full operations with communication. If
there are no radios on a site , the officers are afraid to act because there is no back-
up in case of an emergency. The officers can assist each other and call for back-up
from the control room.
Pro-active:
Pro-active security measures are the first line of loss control and mean a security
officer that is able to prevent losses on a specific post.
Re-active:
A security officer without back-up from a reaction team will be afraid to confront and
act against security related problems.
This also implies emergency
Pro-active:
The following measures must be in place to ensure pro-active guarding:
1.All management factors.
2.On-the-job training.
3.Constant testing of the procedures and the security capabilities to deal with
situations.
4.Testing of the integrity of the security personnel.
5.Providing officers with information.
6.Briefing and de-briefing of officers.
7.A specific plan of operations.
8.Empowerment of the officers.

8. Re-active:
The following measures must be in place to ensure re-active guarding:
1.24hour back-up from a control room.
2.Emergency plans.
3.Positive relationship with the local police.
4.Regular operations where security officers on the site work together with senior
personnel of the SP.
TRAINING AND AWARENESS
CURRENT PROGRAMS
Security officers to be trained according to the clients needs.
PROPOSED TRAINING AND AWARENESS
Security Training
The following training must be done continuously with the security personnel:
• Security and evaluation information.
• Legal aspects in the execution of a security officer’s duties.
• Job description training.
• Training in the SOP for a specific post.
• The holistic approach and where each officer fit into this program.
• Camera evidence and preventative measures.
• Methods of losses incurred.
• Product knowledge.
• Baton and handcuff use.
• Fire training.

9. The aim must be to develop the security officers in order to work on any one of the security
posts. This also creates a sense of importance in the officers.
Security awareness
The following awareness actions are the responsibility of the SP:
1.Information meetings. During this meetings information on crime in general, losses on the
premises of the client and information from the area of interest are shared with the officers.
2.Bribes and syndicates. Officers must understand that the SP will on a regular basis send
agents to try and bribe them to participate in a syndicate theft or to look the other way.
3.Regular company memos on methods of theft.
Staff training
Where no security consultant is available in the company personnel structure, it is important
that one or more of the client’s senior staff must be trained in the basic execution of security
duties and responsibilities.
This training consists of the following:
1.Basic legal aspects.
2.Holistic composition of security.
3.Incident management.
Staff awareness programs
The following programs are available and should be implemented as they play a major role
in the prevention of losses:
1.Anti crime posters in the workplace.
2.Security management must attend HOD meeting in order to give information and to
receive statistics on losses. During these meetings problems that occur can be discussed.
3.Feedback on HOD level concerning procedural loopholes.

10. 1.CCTV monitoring warning boards.
2.Security warning boards at entrances and exits.
3.Regular feedback on new loss control methods and methods of theft.
4.Feedback on prosecutions in staff meetings.
5.SOP boards at focus points.
These programs is the most cost effective security measure and has been proven to have at
least a 5% influence on the reduction of losses.
PHYSICAL SECURITY
Security officers to make sure all is in working condition when reporting for duty.
• Perimeter
• Lighting
• Alarms
• Camera surveillance
• Access control
RISK MANAGEMENT
EVALUATION AND PLAN
Management to evaluate the site and to make sure all security procedures are in place and give
the necessary training to the security officers to perform their duties.
OPERATING PROSEDURES
The purpose of an operating procedure is to minimise the losses in the different departments.

11. AGENTS AND PROBES
There are 2 types of agents being covert and clandestine. Covert agents are used to infiltrate
syndicates and give information on the methods used. This agent is placed over a long period
and nobody must realise his real purpose in the workplace.
The clandestine agent comes in to confirm the information given by the covert agent in order to
testify in court or disciplinary action.
The main purpose of a probe is to make offers to staff in order to determine integrity. They
normally use hidden camera systems to record the transactions. This is only used where a
reasonable suspicion exist on a specific person or group of people or security officers.
Conclusion
If the security officer knows what is expected from him by giving him Pro-active and Re-active
training, the Company will get more results in combatting crime.
To improve the image and quality of a security officer he must be taken through a level of
training to be at the end declared competent and become a Manager.
PENTAGON SECURITY CAREER PATH MATRIX
LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5 LEVEL 6 MANAGEMENT
1 Year employment CIT
6/9 Evaluation
average Leadership Training
Conflict handling NOSA Level 1 Investigation
Legal aspects Admin Training
Basic fire fighting
Emergency
procedures Basic computer Skills Disciplinary procedures
Basic parade drills
Dissiplinary
actions Weapons handling Basic EMR Level 3
Radio Procedures Alarm monitoring Counceling Basic agent handling Operational Planning
Basic report writing
Pepperspray
training Parade handling Response Training Alarm installation Training

12. Observation Methods 6/9 Evaluation average
2 Years
employment
Investigation
Training
Camera
Installations Alarm installations Financial Management
Basic Physical Security Basic legal aspects
7/9 Evaluation
Average Tracking Training Training
8/9 Evaluation
Average Instructor
Re-active Guarding Advanced report giving
Emergency
Planning
Basic Personnel
Management
Excel and Word
processing Training Presiding officer Delegating
Pro-active Guarding Advanced drills
Basic
Investigation EMR Level 2
Advanced
Weapons handling Advance PC skills Marketing
Basic Holistic Model Fire fighting EMR Level 1
Basic Training
Methods Agent Handling
Advance
communication
skills LR Training
Client relations Basic Holistic approach
Basic personnel
handling
Basic Risk
Management Financial Costing Audits Liaising with union
Grade D Client relations
Basic
communication Grade B
Personnel
Management
Evaluations &
Recommendations
PSIRA Registration Grade C Legal Aspects
Evaluation &
Planning
Co-coordinating of
Special events Grade A
Self defense Traffic control
Telephone etiquette Access control
Swimming ability
Pocket book COD
To reduce sleeping on duty a patrol sheet to be implemented, which have to be
completed by the Shift supervisor. The guard being visited to sign the supervisors
patrol sheet and the supervisor sign the guards pocket book.
The guards when newly employed to be made aware of the disciplinary code of the
Company and it must be strictly adhered to ,to avoid disciplinary action.
Absenteeism strictly controlled with disciplinary action ,,maybe try an incentive
system when not absent over weekends.

13. By introducing the career path to the guards you will definitely see a difference in
the Company.
By doing a monthly News paper reporting all the good work done by the guards ,
mentioning some family matters and a bad column mentioning names that did not
adhere to the Company’s procedures.
By going trough all the training and awareness it will be no problem to identify
leaders.

14. ACTION PLAN - MAY 2010 CSS SECURITY
MONTHLY TASKS: 1SATURDAY 2SUNDAY 3MONDAY 4 TUESDAY 5WEDNESDAY 6THURSDAY
FENCE INSP
BY SHIFT LEADER
OPERATIONS
PROCEDURES
DISCIPLINARY HEARING
CAMERA INSTALLATIONS
PERSONNEL FILES
LEAVE PLANNING 7FRIDAY 8SATURDAY 9SUNDAY 10MONDAY 11TUESDAY 12WEDNESDAY
DUTY ROSTERS TIME SHEETS POCKET BOOK UNIFORM INSPECTION
PERS FILECOUNSELING SITREP INSPECTION AND REQUISITION
LOGISTICS REPORT EUGENE TO HQ INSPECTION
EVALUATIONS
STAFF MEETING
HEALTH AND SAFETY MEETING
TRAINING
RISK ASSESSMENTS
LIAISE WITH POLICE 13THURSDAY 14 FRIDAY 15SATURDAY 16SUNDAY 17MONDAY 18TUESDAY
LIAISE WITH TRAFFIC RADIO INSPECTION TIME SHEETS NEW DUTY LIST FOR
BY MANAGER SITREP JUNE FINALISED
REPORT EUGENE
JOB DESCRIPTIONS
PARADES
NIGHT VISITS 19WEDNESDAY 20 THURSDAY 21FRIDAY 22SATURDAY 23SUNDAY 24MONDAY
DISCIPLINARY HEARING STAF MEETING FENCE INSP TIME SHEETS GUARDS
PERSONNEL FILES WITH GUARDS
BY SHIFT LEADER
SITREP PERS
DUTY ROSTERS REPORT EUGENE EVALUATIONS
UNIFORMS
VIDEO PLAYBACKS CHECK
VEHICLE INSPECTION AND RADIOS
DEFECTS DEFAULTS AND REPAIRS
ON JOB TRAINING
TRAINING 25TUESDAY 26 WEDNESDAY 27THURSDAY 28FRIDAY 29SATURDAY 30SUNDAY
EXAMS TIME SHEET APPIONTMENT OF TIME SHEETS
LOGISTICS
MONTH END
SITREP
GUARD EVALUATIONS HOLIDAY CASUALS REPORT EUGENE
RISK ASSESSMENTS DUTY LIST TO HQ
31 MONDAY