The Model Private Security Industry September 20, 2006

PRESENTED BY IRA A. LIPMAN
CHAIRMAN AND PRESIDENT
GUARDSMARK, LLC NEW YORK, NY

2006 BEIJING INTERNATIONAL SECURITY FORUM

DEPARTMENT OF SECURITY MANAGEMENT IN MINISTRY OF PUBLIC SECURITY AND BEIJING MUNICIPAL PUBLIC SECURITY BUREAU

BEIJING, CHINA

SEPTEMBER 20, 2006

HELLO:

I WAS BORN IN LITTLE ROCK, ARKANSAS IN 1940. WHEN I WAS BROUGHT HOME FROM THE HOSPITAL, IN THE FIRST PHOTOGRAPHS THAT WERE TAKEN, MY MOTHER WAS WEARING A CHINESE COAT. MY FATHER DIED AT THE AGE OF 88 1/2, BUT MY MOTHER LIVES AND IS 96 YEARS OLD. SHE HAS HAD A GREAT INTEREST IN CHINA FOR MOST OF HER LIFE. IN 1979, AT THE AGE OF 69, SHE VISITED YOUR COUNTRY, TRAVELING WITH A TOUR, AND ROOMED WITH MRS. JEAN YAWKEY, WIFE OF THE OWNER OF THE BOSTON RED SOX AMERICAN LEAGUE BASEBALL TEAM. SHE HAS MADE TWO OTHER TRIPS TO CHINA SINCE. IN 1999 SHE TRAVELED ON THE SIBERIAN ORIENT EXPRESS BETWEEN BEIJING AND MOSCOW, AND LAST YEAR IN 2005 SHE MADE ANOTHER TRIP TO WESTERN CHINA AND BEIJING. I NOW SHOW YOU A PHOTOGRAPH OF HER WITH YOUR PANDA HAVING A WONDERFUL TIME.

IF I COULD DREAM THAT A PRIVATE SECURITY INDUSTRY WOULD BE STARTED FROM SCRATCH IN A GREAT COUNTRY SUCH AS YOURS, AND AVOID THE MISTAKES MADE IN MY COUNTRY THAT I LOVE DEARLY, I WOULD BE CERTAIN THAT THE INDUSTRY WOULD NOT LOOK LIKE A MAINTENANCE COMPANY. RATHER, THE PRIVATE SECURITY INDUSTRY WOULD BE MUCH CLOSER TO POLICE STANDARDS. IT WOULD BE AN INDUSTRY MARKED BY A COMMITMENT TO EDUCATION, GOOD WAGES, PROMOTION, BENEFITS AND OPPORTUNITY FOR ADVANCEMENT WITH HIGHER LEVELS OF EDUCATION – IN SHORT, AN INDUSTRY IN WHICH COMPANIES INVESTED IN THEIR EMPLOYEES AND ADHERED TO THE HIGHEST STANDARDS OF CHARACTER, CONDUCT AND INTEGRITY IN ALL THEIR DEALINGS.

IT WOULD ALSO BE AN INDUSTRY THAT WOULD USE THE SAME TOOLS OF BACKGROUND SCREENING THAT ARE USED WHEN EMPLOYING POLICE OFFICERS. IN THIS WAY, THE INDUSTRY WOULD ENSURE THAT IT WOULD EMPLOY ONLY INDIVIDUALS WITH STERLING BACKGROUNDS WHO COULD ALWAYS BE RELIED UPON TO PROTECT THE CLIENT, ITS EMPLOYEES AND ITS VISITORS. ACCESS TO SUCH BACKGROUND SCREENING INFORMATION IN THE UNITED STATES HAS NOT BEEN AVAILABLE ON A NATIONAL BASIS TO THE PRIVATE SECURITY INDUSTRY. RECENTLY – IN DECEMBER 2004 TO BE EXACT – A LAW WAS ENACTED AND SIGNED BY THE PRESIDENT OF THE UNITED STATES GRANTING THAT TYPE OF ACCESS. IT HAS BEEN TOO LONG IN COMING, AS IS WELL KNOWN AND DOCUMENTED IN NUMEROUS PUBLIC RECORDS.

THE MODEL INDUSTRY I HAVE JUST DESCRIBED MAY BE A DREAM. HOWEVER, IT COULD BE POSSIBLE WITH THE RIGHT COMBINATION OF LEGAL TOOLS, PROGRESSIVE POLICIES, INVESTMENT IN EMPLOYEES, AND UNSHAKABLE STANDARDS OF EXCELLENCE. THESE ELEMENTS WOULD ASSURE: • OUTSTANDING SELECTION AND SCREENING OF PEOPLE; • PROFESSIONAL MANAGEMENT AND SUPERVISION; • ONGOING LEARNING AND DEVELOPMENT; • EXEMPLARY CUSTOMER SERVICE PERFORMED BY THOSE WITH IMPECCABLE CHARACTER AND QUALIFICATIONS; • LONGEVITY OF RELATIONSHIPS WITH CLIENTS AND EMPLOYEES; • EXPERT QUALITY CONTROL; • UNWAVERING COMMITMENT TO ETHICS AND INTEGRITY; • UNLIMITED OPPORTUNITY FOR ADVANCEMENT; • CERTIFICATION OF CREDENTIALS; AND • PUBLIC EDUCATION ABOUT PRIVATE SECURITY AND ITS CRITICAL IMPORTANCE IN TODAY’S WORLD.

THE TYPE OF COMPANY I HAVE JUST DESCRIBED IS NOT A DREAM. THAT COMPANY EXISTS. IT IS ONE TO WHICH I HAVE DEVOTED NEARLY MY ENTIRE PROFESSIONAL LIFE AND OF WHICH I AM EXCEPTIONALLY PROUD. ITS NAME IS GUARDSMARK.

WHAT MAKES THIS COMPANY DIFFERENT FROM OTHER COMPANIES IN THE AMERICAN PRIVATE SECURITY INDUSTRY? LET ME TELL YOU ABOUT GUARDSMARK, THEN ABOUT THE PRIVATE SECURITY INDUSTRY IN THE UNITED STATES AND SOME OF THE CHALLENGES WE FACE THAT ARE WELL KNOWN IN THE UNITED STATES AND DOCUMENTED IN PUBLISHED REPORTS. FINALLY, I WOULD LIKE TO SUGGEST AN APPROACH FOR YOU TO CONSIDER IN DESIGNING THAT MODEL PRIVATE SECURITY INDUSTRY FOR YOUR GREAT NATION.

GUARDSMARK WAS FOUNDED ON JULY 1, 1963 ON THE TWIN PILLARS OF QUALITY AND ENDURING UNMATCHED EXCELLENCE. IN THE 43 YEARS SINCE ITS CREATION, GUARDSMARK HAS BECOME ONE OF THE WORLD’S LARGEST SECURITY SERVICES COMPANIES, EMPLOYING OVER 19,000 MEN AND WOMEN SERVING CLIENTS IN SOME 400 CITIES THROUGH OVER 155 OFFICES IN THE UNITED STATES, CANADA, PUERTO RICO, THE UNITED KINGDOM, FRANCE AND SINGAPORE. AMONG OUR CLIENTS ARE LARGE CORPORATE HEADQUARTERS, RESEARCH FACILITIES, HOSPITALS AND OTHER LEADING COMMERCIAL, INDUSTRIAL AND ACADEMIC ESTABLISHMENTS. MANY OF OUR CLIENT PARTNERSHIPS GO BACK NOT JUST YEARS, BUT DECADES WITH THE LARGEST CORPORATIONS IN THE WORLD.

WE ARE KNOWN AS A COMPANY THAT PUTS PRINCIPLE BEFORE PROFIT. TIME MAGAZINE DESCRIBED OUR COMPANY AS THE ONE “MANY SECURITY EXPERTS CONSIDER THE BEST NATIONAL FIRM IN THE BUSINESS.” WE PIONEERED THE DISARMING OF SECURITY OFFICERS, A MOVE THAT COST US FIVE PERCENT OF OUR BUSINESS IN 1975, WHEN THE COMPANY WAS ONLY 12 YEARS OLD. BUT WE DID IT BECAUSE WE FIRMLY BELIEVED THAT ARMED SECURITY WAS USUALLY UNNECESSARY AND OFTEN HARMFUL. WE WERE PROVED RIGHT, AND IN 1982, WE WERE EDITORIALLY PRAISED BY THE NEW YORK TIMES FOR OUR DECISION.

OUR REVENUES NOW EXCEED A HALF BILLION DOLLARS, FUELED BY A COMPOUND ANNUAL GROWTH RATE OF 12 PERCENT OVER THE LAST 27 YEARS WITHOUT A SINGLE ACQUISITION. IF ANYTHING, THIS PROVES THAT PRINCIPLE AND PROFIT ARE NOT MUTUALLY EXCLUSIVE, BUT DO, IN FACT, GO HAND IN HAND. INDEED, WE ARE PROUD THAT WE ARE THE RECIPIENT OF NUMEROUS AWARDS FOR LEADERSHIP IN BUSINESS ETHICS AND FOR EXEMPLARY CORPORATE CITIZENSHIP.

WE INVEST IN OUR EMPLOYEES. LET ME SAY THAT AGAIN: WE INVEST IN OUR EMPLOYEES. OUR PHILOSOPHY IS THAT WE WANT THE VERY BEST PEOPLE FROM EVERY BACKGROUND TO HAVE CAREERS, NOT JOBS, WITH GUARDSMARK. WHY IS THAT IMPORTANT? BECAUSE IT ELEVATES SECURITY FROM AN INDUSTRY TO A PROFESSION – WITH THE PRESTIGE THAT ACCOMPANIES A PROFESSION – AND IT ENSURES LOYALTY, LONGEVITY, RELIABILITY, PRIDE, PERSONAL GROWTH, PERFORMANCE, AND ABOVE ALL, RESPECT. THAT’S BETTER FOR CLIENTS, BUT IT ALSO MEANS A BETTER LIFE FOR OUR EMPLOYEES – AND THAT’S IMPORTANT TO US. AS WITH EVERY ORGANIZATION, WE HAVE OUR BAD APPLES-BUT WE HAVE A MUCH LOWER PERCENTAGE OF THESE INDIVIDUALS COMPARED TO SOME VERY WELL-KNOWN AND WELL-RESPECTED LAW ENFORCEMENT ORGANIZATIONS.

HOW DO WE INVEST IN OUR EMPLOYEES?

WE HAVE THE HIGHEST WAGES IN THE INDUSTRY.
WE ARE THE FIRST – AND ONLY – U.S. SECURITY FIRM TO OFFER FREE HEALTH INSURANCE TO 100% OF OUR FULL-TIME EMPLOYEES, WHICH IS ALMOST UNHEARD OF IN AMERICAN BUSINESS.
WE HAVE WHAT IS KNOWN AS A 401(K) PLAN-WHICH IS LIKE A PARTICIPATORY PENSION PLAN-WITH COMPANY MATCHING. IN THIS WAY, OUR EMPLOYEES KNOW THAT AS THEY INVEST THEIR FUTURE IN US, WE INVEST IN THEIR FUTURE.
WE PLACE A PREMIUM ON EDUCATION, BECAUSE EDUCATION IS THE KEY TO PERSONAL GROWTH AND THE FULFILLMENT OF AN INDIVIDUAL’S POTENTIAL AND TALENT. TO THAT END, AND TO ENSURE THE CALIBER OF ALL OUR PEOPLE, EVERY GUARDSMARK EMPLOYEE HAS A HIGH SCHOOL DIPLOMA OR EQUIVALENT. MANY OF OUR SECURITY OFFICERS HAVE COLLEGE CREDIT, AND IN SOME CASES, THEY HAVE COLLEGE DEGREES. VIRTUALLY ALL GUARDSMARK MANAGEMENT PERSONNEL HAVE AT LEAST THEIR BACCALAUREATE DEGREES, AND MANY HAVE POST-GRADUATE DEGREES.
WE HAVE A COLLEGE TUITION REIMBURSEMENT PROGRAM TO ENCOURAGE OUR EMPLOYEES TO CONTINUE AND ADVANCE THEIR SECURITY-RELATED EDUCATION.
WE HAVE FINANCIAL AND PROFESSIONAL INCENTIVES FOR THE ATTAINMENT OF THE CERTIFIED PROTECTION PROFESSIONAL, OR CPP, DESIGNATION, WHICH IS AWARDED BY THE AMERICAN SOCIETY OF INDUSTRIAL SECURITY. AND MANY OF OUR EMPLOYEES, INCLUDING ME, HAVE UNDERGONE THE PREPARATION AND EXAMINATION TO ACHIEVE THIS COVETED INDUSTRY MARK OF DISTINCTION.
WE OFFER FREE VACATIONS, LIFE INSURANCE AND NUMEROUS AWARDS AND BONUSES FOR EVERYTHING FROM EXEMPLARY SERVICE TO SAFE DRIVING, SAFETY SUGGESTIONS AND PERFORMANCE TO WORLD CLASS LEADERSHIP.
WE HAVE HAD A CODE OF ETHICS FOR OVER A QUARTER CENTURY, ONE THAT HAS BEEN RECOGNIZED THROUGH AWARDS AND IN LEADING ETHICS PUBLICATIONS. ANY EMPLOYEE WITH A QUESTION OR CONCERN CAN CALL ANYONE ON OUR ETHICS COMMITTEE TO REPORT OR DISCUSS IT. WE RESPOND TO ALL INQUIRIES AND WORK ASSIDUOUSLY TO SOLVE PROBLEMS AND MAKE CERTAIN THAT ALL OUR PEOPLE ARE TREATED FAIRLY AND WITH RESPECT. THE CODE OF ETHICS – AND OUR DIVERSITY POLICY – ARE REVIEWED EVERY YEAR, AND EVERY EMPLOYEE HAS THE OPPORTUNITY TO CONTRIBUTE TO THE CONTINUAL IMPROVEMENT OF THESE CORE DOCUMENTS. THIS YEAR, MORE THAN 700 OF OUR EMPLOYEES CONTRIBUTED TO THIS PROCESS, AN ALL-TIME HIGH. THAT PROCESS IS UNIQUE IN AMERICAN INDUSTRY AND IT TIES ALL OUR TEAM MEMBERS TOGETHER, NO MATTER WHERE IN THE WORLD THEY MAY SERVE.

A ADHERING TO ALL U.S. LAWS, WE HAVE A FITNESS FOR DUTY REQUIREMENT. ALTHOUGH OUR WORK MAY NOT ALWAYS BE AS STRENUOUS AS THAT OF LAW ENFORCEMENT OR THE MILITARY, WE ENSURE THAT OUR OFFICERS ARE HEALTHY AND UNIMPAIRED SO THEY CAN SUCCESSFULLY RESPOND TO EMERGENCY SITUATIONS AS WELL AS PERFORM ROUTINE TASKS. OUR EMPLOYEES KNOW THE IMPORTANCE WE PLACE ON THEIR WELL-BEING FOR THEIR OWN SUCCESS AS WELL AS FOR THE CLIENT’S PROTECTION.

WE HAVE INVESTED ENORMOUS SUMS OVER THE DECADES IN CUTTING-EDGE LEARNING AND DEVELOPMENT PROGRAMS. YEARS AGO, WE ABANDONED THE CONCEPT – AND THE WORD – “TRAINING” – AND REPLACED IT WITH THE TERM “LEARNING AND DEVELOPMENT” TO UNDERSCORE OUR COMMITMENT TO ONGOING LEARNING, GROWTH AND ADVANCEMENT FOR OUR EMPLOYEES. GUARDSMARK’S LEARNING AND DEVELOPMENT PROGRAMS ARE THE BEST, MOST COMPREHENSIVE IN THE BUSINESS. MOREOVER, THESE ARE NOT ONE-TIME ORIENTATION SESSIONS, BUT ONGOING, MONTHLY LEARNING PROGRAMS TO ENSURE THAT OUR SECURITY OFFICERS ARE THE MOST KNOWLEDGEABLE, BEST PREPARED PROFESSIONALS IN THE SECURITY FIELD. IN ADDITION TO ON-SITE LEARNING, WE INCLUDE LEARNING LESSONS WITH EVERY PAYCHECK SO THAT EVERY EMPLOYEE GETS A LEARNING BONUS EVERY TIME HE OR SHE IS PAID.
WE OFFER OPPORTUNITIES FOR PROMOTION AT EVERY LEVEL. THERE ARE NUMEROUS STORIES OF INDIVIDUALS WHO STARTED WITH OUR COMPANY AS SECURITY OFFICERS AND BECAME SUPERVISORS, MANAGERS AND EXECUTIVES. ONE OF OUR MOST SUCCESSFUL REGIONAL MANAGERS, WHO IS STILL A YOUNG MAN, STARTED HIS GUARDSMARK CAREER AS A “TRAINING SPECIALIST,” THEN WENT BACK TO SCHOOL TO OBTAIN A MASTER’S DEGREE, REMAINING WITH OUR COMPANY DURING SCHOOL AS A PART-TIME SECURITY OFFICER. UPON GRADUATION, HE BECAME A BRANCH MANAGER, THEN A MANAGER IN CHARGE, AN ASSISTANT REGIONAL MANAGER, AND NOW HAS RESPONSIBILITY FOR TWO REGIONS IN OUR COMPANY. HE IS ONE – BUT ONLY ONE – OF OUR GREAT SUCCESS STORIES.
WE RECRUIT OUR MANAGERS FROM AMONG THE BEST UNIVERSITIES IN THE NATION, INCLUDING HARVARD AND THE UNIVERSITY OF PENNSYLVANIA’S EXCEPTIONAL WHARTON SCHOOL OF BUSINESS.
WE HAVE A SOLID INFRASTRUCTURE OF PEOPLE WITH SUBSTANTIAL AND EXEMPLARY LAW ENFORCEMENT AND MILITARY SERVICE. LOCAL AND STATE LAW ENFORCEMENT AGENCIES, EVERY BRANCH OF THE UNITED STATES ARMED FORCES, THE UNITED STATES SECRET SERVICE AND THE FEDERAL BUREAU OF INVESTIGATION ARE ALL REPRESENTED. IN FACT, WE EMPLOY MORE FORMER AGENTS FROM THE FEDERAL BUREAU OF INVESTIGATION THAN ANY OTHER COMPANY IN THE WORLD.
WE EMPLOY THE BEST PEOPLE AT EVERY LEVEL OF THE COMPANY. THESE INDIVIDUALS ARE UP TO DATE ON THE STATE OF THE ART OF SECURITY IN THE WORLD. THEY CAN PROVIDE VISIONARY, INNOVATIVE SOLUTIONS TO CLIENT PROBLEMS, ANTICIPATE SITUATIONS AND BRING TO BEAR GREATER EFFICIENCIES AND PRODUCTIVITY. MANY OF THESE SOLUTIONS COME FROM OUR HOURLY SECURITY FORCE AS WELL AS OUR MANAGEMENT TEAM.
WE PRICE OUR SERVICES ON AN ALL-INCLUSIVE BASIS. THERE ARE NO HIDDEN COSTS. THE COST OF OUR SERVICES ENCOMPASSES ALL OF OUR EMPLOYEE BENEFITS. IN THIS WAY, BOTH OUR CLIENTS AND OUR EMPLOYEES UNDERSTAND THAT WE WILL NOT ACCEPT THE COMMODITIZATION OF OUR SECURITY TEAM. OUR PEOPLE ARE NOT AFTERTHOUGHTS. THEY ARE WHAT ENABLES US TO SUSTAIN A WORLD CLASS ORGANIZATION.
AT THE SAME TIME, WE PROVIDE VALUE-ADDED SERVICE TO THE CLIENT AND MORE OPPORTUNITY FOR EMPLOYEE PROFESSIONAL GROWTH. OUR PEOPLE GO BEYOND “JUST GUARDING” SERVICES. THEIR WORK ENCOMPASSES BADGING CONTROL, MAIL ROOM SECURITY, VEHICLE MAINTENANCE AND EXECUTIVE PROTECTION, JUST TO CITE A FEW EXAMPLES. OUR MISSION IS BROADER THAN WHAT MIGHT TRADITIONALLY BE THOUGHT OF AS SECURITY, TO INCLUDE PROTECTION AND SAFETY.
WE RETAIN OUR PEOPLE. IN THE UNITED STATES, EMPLOYEE TURNOVER RATES IN THE SECURITY FIELD ARE ESTIMATED AT

200%. GUARDSMARK’S TURNOVER IS ABOUT 37%, THE BEST IN THE SECURITY INDUSTRY.

I HAVE SPOKEN EARLIER ABOUT THE NEED FOR STANDARDS. LET ME TELL YOU ABOUT GUARDSMARK’S STANDARDS. WE HAVE THE MOST RIGOROUS SELECTION STANDARDS IN THE BUSINESS. THESE STANDARDS ARE UNDERSCORED BY OUR 40-PAGE EMPLOYMENT APPLICATION, THROUGH WHICH WE OBTAIN COMPLETE EMPLOYMENT HISTORY BACK TO AGE 18, FULL EDUCATIONAL HISTORY AND TEN YEARS OF RESIDENTIAL HISTORY. WE VERIFY ALL EMPLOYMENT AND NEIGHBORHOOD REFERENCES, AND WE POLYGRAPH WHERE PERMITTED BY LAW.

FURTHERMORE, WE DO A COMPLETE 10-PANEL DRUG TEST ADMINISTERED BY A GOVERNMENT-APPROVED INDEPENDENT AGENCY, INCLUDING SUPERVISED COLLECTION AND COMPLETE CHAIN OF CUSTODY. EVERY EMPLOYEE IS DRUG-TESTED BEFORE GOING TO WORK FOR US, AND WE MAINTAIN AN ONGOING PROGRAM OF RANDOM DRUG TESTING THROUGHOUT AN EMPLOYEE’S CAREER WITH OUR COMPANY. WE HAVE A ZERO TOLERANCE PROGRAM. IF AN EMPLOYEE TESTS POSITIVE FOR A BANNED SUBSTANCE IN A RANDOM TEST, THAT EMPLOYEE IS IMMEDIATELY TERMINATED. I SHOULD TELL YOU THAT I HAVE BEEN PERSONALLY TESTED TWO TIMES.

UPON EMPLOYMENT, WE ADMINISTER A PSYCHOLOGICAL TEST KNOWN AS THE MINNESOTA MULTIPHASIC PERSONALITY INVENTORY FOR EVERY EMPLOYEE TO ENSURE THE BEST POSSIBLE PLACEMENT FOR THAT EMPLOYEE. THIS PERSONALITY PROFILE ALSO HELPS DETERMINE THAT OUR SECURITY OFFICERS ARE ABLE TO HANDLE THE STRESS, TEDIUM AND POTENTIAL CONFRONTATION THEY MAY ENCOUNTER, AND THAT THEY DO NOT SEEK POSITIONS OF AUTHORITY FOR THE WRONG REASONS.

EVERY EMPLOYMENT FILE FROM EVERY ONE OF OUR OFFICES IS REVIEWED BY AN INDEPENDENT SELECTION CONTROLLER IN OUR ADMINISTRATIVE HEADQUARTERS. ALL FILES MUST BE APPROVED BY OUR SELECTION CONTROLLERS TO ENSURE INDEPENDENT REVIEW AND COMPLETE COMPLIANCE WITH OUR STANDARDS.

BY SELECTING OUR EMPLOYEES CAREFULLY, APPLYING THE MOST RIGOROUS STANDARDS OF CHARACTER AND CONDUCT, AND INVESTING IN OUR EMPLOYEES IN AN ONGOING WAY, WE MAINTAIN THE BEST EDUCATED, MOST KNOWLEDGEABLE WORKFORCE IN THE SECURITY INDUSTRY, AND THE HIGHEST EMPLOYEE RETENTION RATE BY FAR.

AS A FURTHER TESTAMENT TO TILE QUALITY OF OUR MANAGEMENT, SUPERVISION, SELECTION AND CLIENT-FOCUSED SECURITY SOLUTIONS, WE HAVE OBTAINED 100% QUALITY SYSTEM REGISTRATION FOR SELECTION, DESIGN AND SERVICE UNDER THE GLOBAL GOLD STANDARD FOR QUALITY MANAGEMENT SYSTEMS, ISO 9001:2000. IN FACT, WE WERE THE FIRST SECURITY FIRM TO OBTAIN ISO 9001 REGISTRATION FOR A CORPORATE HEADQUARTERS LOCATION IN THE UNITED STATES. SINCE THEN, WE HAVE EXPANDED THAT PROGRAM SO THAT IT NOW REACHES ALL OF OUR BRANCHES, AND COVERS NOT ONLY SERVICE, BUT – UNIQUELY IN OUR INDUSTRY – DESIGN AND SELECTION AS WELL. WE ARE REGISTERED BY THE LEADING REGISTRAR OF SERVICE-BASED COMPANIES IN NORTH AMERICA, AND HAVE RECEIVED PRAISE OVER THE YEARS FROM OUR REGISTRAR FOR, AMONG OTHER THINGS, OUR FOCUS ON LEARNING AND DEVELOPMENT AND OUR COMMITMENT TO ETHICS.

NOW YOU KNOW ABOUT GUARDSMARK. BUT WHAT OF THE UNITED STATES SECURITY INDUSTRY AS IT IS KNOWN AND WELL DOCUMENTED IN NUMEROUS PUBLICATIONS? BEFORE PROCEEDING TO DISCUSS OUR CURRENT CHALLENGES AND GIVE YOU SOME SUGGESTED SOLUTIONS, I THOUGHT IT WOULD BE USEFUL TO OFFER A BRIEF BACKGROUND ON THE HISTORY OF THE INDUSTRY IN AMERICA, TO HELP YOU UNDERSTAND HOW WE GOT TO WHERE WE ARE TODAY.

IN THE NINETEENTH CENTURY, DURING THE AMERICAN CIVIL WAR, A MAN NAMED ALLAN PINKERTON PIONEERED MODERN INVESTIGATIVE TECHNIQUES THROUGH HIS WORK FOR PRESIDENT ABRAHAM LINCOLN. PINKERTON’S DETECTIVE AGENCY BECAME THE FIRST RECOGNIZABLE NAME IN THE FIELD. IN 1949, IT WAS THE LARGEST SECURITY COMPANY IN THE UNITED STATES, WITH $5 MILLION IN ANNUAL REVENUES. ESTABLISHED EVEN BEFORE THE CIVIL WAR, IT GREW BOTH DURING THE CONFLICT AND THEREAFTER, WITH THE EXPANSION OF THE AMERICAN WEST. ULTIMATELY IT BECAME A NATIONAL COMPANY IN THE DETECTIVE BUSINESS.

DURING THE 1940s, IT EXPANDED ITS INVESTIGATIVE OPERATIONS TO PROVIDE UNIFORMED GUARD SERVICES AT SPECIAL EVENTS ACROSS THE COUNTRY. IT WAS DURING THIS PERIOD THAT THE COMPANY ESTABLISHED THE PRACTICE OF EMPLOYING MINIMUM-WAGE WORKERS AS SECURITY GUARDS. THERE WERE MANY PEOPLE WHO WERE EAGER TO WORK FOR MINIMUM WAGE IN RETURN FOR THE OPPORTUNITY TO SERVE AS A POLICE AUTHORITY.

UP UNTIL 1954, THAT COMPANY AND A COMPANY FOUNDED BY WILLIAM J. BURNS, A FORMER FBI DIRECTOR BEFORE J. EDGAR HOOVER, REPRESENTED THE SECURITY INDUSTRY NATIONALLY, WITH NUMEROUS EMPLOYEES FROM COAST TO COAST. DURING THE POST-WORLD WAR II BABY BOOM IN THE EARLY 1960s, THE SECURITY INDUSTRY EXPERIENCED RAPID GROWTH. EASY ENTRY INTO THE MARKET CREATED MOM-AND-POP SHOPS THROUGHOUT THE UNITED STATES. TRAGICALLY FOR THE INDUSTRY AND FOR SOCIETY, THE WHOLE CONCEPT OF SECURITY AS A MINIMUM-WAGE FIELD WAS MAINTAINED, AS DOCUMENTED IN MANY PUBLISHED REPORTS.

DESPITE AN INCREASE IN CRIME IN THE 1960s AND 1970s, THERE WAS A GREAT RESISTANCE TO MORE SOPHISTICATED DEVELOPMENT IN THE SECURITY INDUSTRY. FIRMS GREW WITH INFLATIONARY SALES DOLLARS, LOSING BUSINESS ALMOST AS FAST AS THEY ACQUIRED NEW CUSTOMERS, WITH TRANSIENT PERSONS SERVING AS SECURITY GUARDS. AS A RESULT, ANY MONEY INVESTED IN TRAINING AND SUPERVISION WAS WASTED, LOST IN THE REVOLVING-DOOR TURNOVER THAT CONTINUES TO CHARACTERIZE THE INDUSTRY TODAY.

THE PREVAILING ATTITUDE – ONE THAT GUARDSMARK HAS LONG FOUGHT – WAS THAT UNIFORMED SECURITY PERSONNEL WERE INTERCHANGEABLE COMMODITIES, MUCH LIKE OFFICE SUPPLIES OR CANNED GOODS. EVEN THE TERM “GUARD” REPRESENTS THIS ANTIQUATED MINDSET, EVOKING AN IMAGE OF A PASSIVE SENTRY STANDING AT A GATE OR SOME OTHER INSTALLATION. AT GUARDSMARK, WE REFER TO OUR EMPLOYEES AS “SECURITY OFFICERS,” WHICH MORE ACCURATELY CONVEYS THE ACTIVE NATURE OF THEIR RESPONSIBILITY AND OUR BELIEF IN THEIR PROFESSIONALISM.

THE INDUSTRY WAS WELL KNOWN AND DOCUMENTED AS A MINIMUM WAGE INDUSTRY WITH LOW OR NON-EXISTENT BARRIERS TO EMPLOYMENT. CONSEQUENTLY, IT ATTRACTED LESS-THAN- DESIRABLE PEOPLE WHO WERE NOT PROFESSIONAL, CAREER-MINDED OR RESPECTED BY OTHER LAW ENFORCEMENT AND MILITARY AGENCIES. IT WAS KNOWN AS A PLACE WHERE YOU COULD GET A JOB IF YOU COULDN’T GET ONE ELSEWHERE.

WIDESPREAD LACK OF INVESTMENT IN WAGES, TRAINING AND SUPERVISION, AS PUBLICLY REPORTED, HAS CONSPIRED TO KEEP THE SECURITY FIELD ONE OF LOW MARGIN. EASE OF ENTRY INTO THE FIELD CONTRIBUTED TO THE OVEREXPANSION OF THE INDUSTRY, UNTIL THERE WERE APPROXIMATELY 13,000 SECURITY COMPANIES IN THE 1990s. THIS NUMBER HAS DECREASED IN RECENT YEARS, MAINLY DUE TO SUBTANTIAL CONSOLIDATION OVER THE PAST SEVEN YEARS. THIS TREND SHOULD HAVE POSITIVE CONSEQUENCES FOR THE OVERALL INDUSTRY BY REDUCING FRAGMENTATION AND POTENTIALLY LEADING TO GREATER UNIFORMITY OF QUALITY STANDARDS. ACCOMPLISHING THIS INDUSTRY-WIDE REVOLUTION, HOWEVER, WILL REQUIRE A DRAMATIC SHIFT IN ATTITUDE TOWARD THE VALUE OF SECURITY PERSONNEL.

ADVANCES IN TECHNOLOGY MAY FURTHER THIS SHIFT IN ATTITUDE, AS COMPANIES RECOGNIZE THAT TECHNOLOGICAL ADVANCES HOLD NO VALUE WITHOUT ALERT AND INTELLIGENT PEOPLE TO INTERPRET AND RESPOND APPROPRIATELY TO THE INFORMATION PROVIDED BY THAT TECHNOLOGY. MOREOVER, FROM A LIABILITY STANDPOINT, FIRMS THAT IMPLEMENT HIGH-TECH SOLUTIONS CANNOT AFFORD TO ENTRUST THEM TO MINIMUM WAGE SECURITY GUARDS. AN EMERGENCY IN WHICH IMPROPER USE OF TECHNOLOGY HINDERS RESPONSE EFFORTS PLACES THE COMPANY AT RISK OF SIGNIFICANT LIABILITY — ESPECIALLY IF THE ERROR ENDANGERS LIFE AND SAFETY. THUS THE NEED FOR MORE EDUCATION — AT THE UNIVERSITY AND POST-GRADUATE LEVELS – IN ANTICIPATION OF THE NEEDS OF A MORE SOPHISTICATED INDUSTRY IN THE FUTURE. THE ROLE OF THE

SECURITY OFFICER THEN BECOMES EVEN MORE VITAL, ESPECIALLY IN THE CURRENT WORLD CLIMATE.

THAT BRINGS US TO TODAY. THE U.S. HOMELAND FACES AN UNPRECEDENTED LEVEL OF THREAT. PRIVATE SECURITY OFFICERS REPRESENT ONE OF THE PRIMARY LINES OF DEFENSE AGAINST THAT THREAT. INDEED, PRIVATE SECURITY OFFICERS CURRENTLY OUTNUMBER PUBLIC LAW ENFORCEMENT IN THE UNITED STATES BY A FACTOR OF 3 TO 1. ACCORDING TO RELIABLE ESTIMATES, AS AN ADJUNCT TO THE COUNTRY’S LAW ENFORCEMENT OFFICERS, PRIVATE SECURITY FIRMS IN AMERICA EMPLOY SOME 1.5 MILLION PEOPLE NATIONWIDE. BY SOME ESTIMATES, 85% OF THE NATION’S CRITICAL INFRASTRUCTURE RELIES UPON THE PROTECTION OF THE PRIVATE SECURITY INDUSTRY, INCLUDING ENERGY, TELECOMMUNICATIONS, WATER SYSTEMS AND EMERGENCY SERVICES. A 2004 REPORT POINTS OUT THAT “SECURITY GUARDS ARE VIEWED BY MANY AS A NECESSARY SUPPLEMENT TO THE COUNTER TERRORISM ACTIVITIES OF PUBLIC LAW ENFORCEMENT AGENCIES, WHICH HAVE LIMITED RESOURCES AND BROAD RESPONSIBILITIES.”

YET DESPITE THESE INCREASED THREATS TO THE AMERICAN HOMELAND, WE HAVE WITNESSED APATHY IN THE UNITED STATES, AS DESCRIBED IN MANY PUBLIC DOCUMENTS. SUCH A SHORT-SIGHTED ATTITUDE IS ONE OF THE BIGGEST CHALLENGES FACING THE INDUSTRY TODAY. WE BELIEVE THAT A FOCUS ON COST RATHER THAN QUALITY IMPERILS AMERICAN SOCIETY. THIS BELIEF IS SHARED BY MANY OF THE MOST PROMINENT EXPERTS IN THE UNITED STATES AT THE HIGHEST LEVELS OF BOTH THE PUBLIC AND PRIVATE SECTORS.

HOWEVER, A RECENT STUDY OF THE SECURITY INDUSTRY BY THE FREEDONIA GROUP ESTIMATES THAT U.S. DEMAND FOR PRIVATE CONTRACTED SECURITY SERVICES WILL GROW SIX PERCENT EACH YEAR, REACHING $49 BILLION IN 2008. CONTINUED OUTSOURCING OF IN-HOUSE SECURITY FUNCTIONS WILL FUEL THESE GAINS, ALONG WITH INCREASED PRIVATIZATION OF SOME PUBLIC SAFETY OPERATIONS SUCH AS THE MANAGEMENT OF CORRECTIONAL FACILITIES. FURTHER SUPPORTING THIS PREDICTION OF GROWTH IS THE PUBLIC PERCEPTION OF CRIME, WHICH CONTINUES TO BE VIEWED AS A SIGNIFICANT RISK DESPITE A GENERAL DOWNWARD TREND IN CRIME RATES IN RECENT YEARS. ADDING TO THIS PERCEPTION OF CRIME IS THE WIDESPREAD BELIEF THAT OVERBURDENED PUBLIC SAFETY OFFICIALS CANNOT PROVIDE

ADEQUATE PROTECTION. ALL OF THESE FACTORS WILL CONTRIBUTE TO INCREASED OPPORTUNITIES FOR SECURITY SERVICES. GUARD SERVICES ARE EXPECTED TO GROW FIVE PERCENT ON A COMPOUNDED ANNUAL BASIS, INCREASING FROM $12.8 BILLION IN 2003 TO $16.3 BILLION IN 2008.

HOW, THEN, DO WE “LEVERAGE” THE CAPACITY FOR INDUSTRY GROWTH, TO THE BENEFIT OF THE PUBLIC WE SEEK TO SERVE? HOW DO WE OVERCOME APATHY, KEEP BUSINESS, GOVERNMENT AND THE PUBLIC FOCUSED ON QUALITY, AND HEIGHTEN THEIR AWARENESS OF THE ONGOING AND INCREASING NEED FOR PROTECTION? HOW DO WE MAKE THE CITIZENRY UNDERSTAND THAT WITHOUT PROTECTION – WITHOUT SECURITY – COST SAVINGS ARE AT BEST SHORT-TERM AND AT WORST ILLUSORY?

THE ANSWER IS RELENTLESS EDUCATION-OF THE INDUSTRY, OF OUR CLIENTS, OF THE PUBLIC, AND OF OUR SECURITY OFFICERS. COUPLED WITH THESE EDUCATIONAL EFFORTS MUST BE AN UNWAVERING COMMITMENT TO THE HIGHEST STANDARDS OF EXCELLENCE IN OUR SERVICES, AND A LEGISLATIVE AND REGULATORY AGENDA THAT FOCUSES ON HAVING THOSE STANDARDS ENSHRINED IN LAW -SO THEY APPLY NOT ONLY TO GUARDSMARK, BUT TO ALL MEMBERS OF THE INDUSTRY. AT GUARDSMARK, WE HAVE EMBARKED ON AN AGGRESSIVE CAMPAIGN TO EDUCATE OUR CLIENTS, THE BUSINESS COMMUNITY AND THE PUBLIC. WE WANT THEM TO UNDERSTAND THAT THE MORE YOU DO, THE SAFER YOU ARE. I HAVE SPOKEN ABOUT GUARDSMARK’S INVESTMENT IN OUR EMPLOYEES. BUT WHAT ABOUT THE THIRD PRONG OF THIS APPROACH-A LEGISLATIVE AND REGULATORY AGENDA THAT WILL PROMOTE UNIFORM STANDARDS OF EXCELLENCE AND GIVE THE INDUSTRY THE TOOLS IT NEEDS TO BE A TRUE PARTNER TO LAW ENFORCEMENT?

TO THAT END, GUARDSMARK HAS LED A TWENTY-FIVE-YEAR LEGISLATIVE BATTLE FOR NATIONAL STANDARDS TO UPGRADE THE ENTIRE U.S. SECURITY INDUSTRY. WE HAVE ALSO FOUGHT FOR ONE OF THE MOST IMPORTANT TOOLS PRIVATE SECURITY CAN HAVE IN MAKING PROPER SELECTION OF PERSONNEL: ACCESS TO THE NATIONAL DATABASE THE FBI MAINTAINS ON CRIMINAL HISTORY RECORD INFORMATION.

CONSIDER THAT A PERSON WITH NO CRIMINAL RECORD IN ONE JURISDICTION MAY BE A CONVICTED FELON IN ANOTHER JURISDICTION. WE HEAR MANY STORIES OF PEOPLE HARMED AND EVEN KILLED BY SECURITY GUARDS WHO WERE NOT FULLY BACKGROUNDED.

THIS HAS ALWAYS BEEN A PROBLEM, BUT IN THE WAKE OF 9/11, IT TAKES ON A NEW AND EVEN MORE CHILLING DIMENSION. SET AGAINST THE REALITIES OF LIMITED PUBLIC RESOURCES AND PRIVATE SECURITY AS AN ADJUNCT TO PUBLIC LAW ENFORCEMENT, THE NEED FOR COMPREHENSIVE CRIMINAL BACKGROUND SCREENING IS A CRITICAL HOMELAND SECURITY PRIORITY THAT HAS INTERNATIONAL SECURITY IMPLICATIONS.

AND SO, ON DECEMBER 17, 2004, AFTER YEARS OF INTENSE, UNRELENTING WORK BY GUARDSMARK, THE PRIVATE SECURITY OFFICER EMPLOYMENT AUTHORIZATION ACT BECAME LAW. FOR THE FIRST TIME, THE SECURITY INDUSTRY WILL HAVE THE ABILITY TO OBTAIN EMPLOYMENT SUITABILITY INFORMATION BASED ON BOTH NATIONAL AND STATE CRIMINAL RECORD HISTORY. THIS LEGISLATION WILL HELP SECURITY COMPANIES AVOID THE NIGHTMARE OF INADVERTENTLY ALLOWING A PERSON WHO IS A CONVICTED FELON IN ONE STATE TO WEAR THE BADGE OF A SECURITY GUARD IN ANOTHER JURISDICTION. CURRENTLY WE AWAIT REGULATORY IMPLEMENTATION OF THAT LAW, ONE THAT GUARDSMARK ADVANCED AND THE SECURITY INDUSTRY, WHICH HAD EARLIER OPPOSED US BECAUSE OF COST, FINALLY CAME TO ENDORSE.

BUT EVEN WITH THE TOOL OF ACCESS TO THE NATIONAL DATABASE ON CRIMINAL HISTORY RECORDS, WE FACE OTHER LEGAL CHALLENGES TO PUBLIC PROTECTION.

THE SECURITY INDUSTRY IN THE UNITED STATES IS LIKE A PATCHWORK QUILT, AS DOCUMENTED IN MANY PUBLICATIONS. THERE ARE NO NATIONAL STANDARDS FOR SECURITY SELECTION AND TRAINING. TO THE EXTENT THERE IS ANY REGULATION AT ALL, IT IS THROUGH THE 50 INDIVIDUAL STATES. WHILE WE STRONGLY BELIEVE IN OUR FEDERAL SYSTEM OF GOVERNMENT, WHERE EACH STATE IS SOVEREIGN IN MATTERS AFFECTING ITS PARTICULAR CITIZENS, SECURITY IS AN AREA WHERE THE EXISTENCE OF UNIFORM NATIONAL STANDARDS WOULD BENEFIT ALL OF US.

AS THE REGULATORY STRUCTURE OF SECURITY EXISTS TODAY, DIFFERENT STATES HAVE DIFFERENT REGULATIONS ON SELECTION AND TRAINING. OF EVEN GREATER CONCERN, TEN STATES HAVE NO REGULATION OF THE SECURITY INDUSTRY AT ALL. MOREOVER, IN THOSE STATES THAT DO REGULATE SECURITY PERSONNEL, ONLY ABOUT HALF OF THE 50 STATES SUBMIT FINGERPRINTS TO THE FBI,

AND EVEN FEWER DO SO ELECTRONICALLY, MAKING THE ACCESS WE NEED TO CRIMINAL RECORDS COMPLICATED AND POTENTIALLY TIME-CONSUMING. IN AN AGE WHEN TIME TRULY IS OF THE ESSENCE, AND MINUTES CAN MEAN THE DIFFERENCE BETWEEN LIFE AND DEATH, THIS SITUATION IS UNACCEPTABLE.

GUARDSMARK CONTINUES TO PURSUE REGULATION IN EVERY STATE AND UPGRADES IN TECHNOLOGY SO THAT ALL STATES WILL MOVE TO ELECTRONIC INSTANTANEOUS SUBMISSION OF FINGERPRINTS TO THE NATIONAL CRIMINAL HISTORY DATABASE. THESE ENHANCEMENTS WOULD MAKE FINGERPRINTS AVAILABLE ON A “NEED TO KNOW” BUT IMMEDIATE BASIS. WE ARE ENCOURAGED THAT SOME STATES, PRINCIPALLY CALIFORNIA, HAVE MOVED TO ELECTRONIC FINGERPRINTING AND BACKGROUND SCREENING. WE ANXIOUSLY AWAIT THE DAY WHEN ALL STATES WILL DO LIKEWISE.

IF ANYTHING, THE NEED FOR PRIVATE SECURITY AS ADJUNCT TO PUBLIC LAW ENFORCEMENT WILL BE A CATALYST TO MAKE THIS DAY COME MORE QUICKLY. IN THAT REGARD, WE ARE ALSO ENCOURAGED BY THE PROACTIVE FOCUS OF A NUMBER OF STATE REGULATORS OF THE SECURITY INDUSTRY IN THE UNITED STATES. ACTING THROUGH THEIR INDIVIDUAL STATES AND THEIR PROFESSIONAL ASSOCIATION, THESE REGULATORS-WHICH AT ONE TIME WERE SIMPLY FOCUSED ON LEGAL COMPLIANCE-HAVE NOW RECOGNIZED THE ABSOLUTE NEED FOR PUBLIC LAW ENFORCEMENT TO PARTNER WITH PRIVATE SECURITY. TO THIS END, STATE REGULATORS OF THE SECURITY INDUSTRY ARE CREATING EDUCATIONAL PROGRAMS TO BRING THESE SECTORS TOGETHER TO LEARN FROM EACH OTHER, BENEFIT FROM EACH OTHERS’ PERSPECTIVES AND DEVELOP WORKING PARTNERSHIPS.

YOU WILL RECALL THAT AT THE OUTSET OF THIS ADDRESS, I SPOKE ABOUT THE DREAM OF A SECURITY INDUSTRY THAT WOULD TRULY BE A MODEL. AT GUARDSMARK WE HAVE SOUGHT IN EVERY WAY TO BE THAT MODEL. YET WE HAVE THE LEGAL AND INDUSTRY CHALLENGES OF WHICH I’VE SPOKEN, WHICH COME FROM AN INDUSTRY HISTORY OF MANY MISTAKES, AND WHICH ARE WELL KNOWN AND WELL DOCUMENTED IN THE UNITED STATES. HOW CAN WE MEET OUR CHALLENGES TODAY? AND WHAT CAN YOU DO IN YOUR COUNTRY TO AVOID SOME OF THE MISTAKES OUR INDUSTRY HAS MADE? I WOULD LIKE TO CONCLUDE WITH SOME SOLUTIONS AND SUGGESTIONS, MANY TIME-TESTED AT GUARDSMARK AND SOME STILL AN INDUSTRY DREAM.

RIGOROUS, UNCOMPROMISING EMPLOYMENT STANDARDS. – THE SECURITY OFFICER POSITION MUST HAVE HIGH BARRIERS TO EMPLOYMENT. IT MUST BE SEEN AS A PRESTIGIOUS, HIGHLY DESIRABLE AND WELL-RESPECTED POSITION IN SOCIETY.
NATIONAL STANDARDS FOR EMPLOYMENT AND TRAINING THAT WOULD REQUIRE THE KIND OF BACKGROUND SCREENING AND LEARNING THAT GUARDSMARK HAS UNDERTAKEN ON ITS OWN. – THE LEARNING COMPONENT COULD USE AN ACADEMY WITH A STRUCTURED CURRICULUM DIFFERING FROM LAW ENFORCEMENT ONLY BECAUSE OF DIFFERENT JOB RESPONSIBILITIES. – A NATIONALLY RECOGNIZED CERTIFICATION SHOULD BE AWARDED FOR SUCCESSFUL COMPLETION OF THIS CURRICULUM.
THOROUGH INVESTIGATION AND BACKGROUND SCREENING, PROBING ALL SOURCES DURING THE LIFETIME OF THE EMPLOYEE.
CUTTING-EDGE LEARNING AND DEVELOPMENT PROGRAMS, USING STATE-OF-THE-ART EQUIPMENT AND TECHNOLOGY WITH HIGH PAY AND GREATER PROMOTIONAL OPPORTUNITIES FOR THOSE WHO MASTER THESE NEW SKILLS.
FOCUSED SUPERVISION AND MANAGEMENT OVERSIGHT. – THERE SHOULD BE ONE SUPERVISOR FOR EVERY FOUR OR FIVE SECURITY OFFICERS TO SOLVE SECURITY OFFICER PROBLEMS. ADEQUATE MANAGEMENT WITH HIGHER LEVELS OF EDUCATION, TRAINING AND SOPHISTICATION SHOULD ADDRESS CLIENT ISSUES AND URGE CLIENTS TO RESPOND TO POTENTIAL NEW CHALLENGES.
COMPREHENSIVE DRUG TESTING, POLYGRAPHING AND PERSONALITY TESTING.
EDUCATION OF THE CLIENT TO UNDERSTAND THAT QUALITY COSTS LESS IN THE LONG RUN THAN MINIMUM WAGE SECURITY. – A MECHANISM IS REQUIRED TO HELP PRIVATE SECURITY EDUCATE THE MARKETPLACE AS TO THE NEED FOR AND BENEFIT OF PRIVATE SECURITY AND THE WORTH OF THE INDIVIDUAL SECURITY OFFICER. SECURITY PROFESSIONALS ARE NOT INTERCHANGEABLE COMMODITIES BUT ARE INVALUABLE RESOURCES TO ENHANCE CLIENT PRODUCTIVITY, EFFICIENCY AND SAFETY.
INVESTMENT IN THE EMPLOYEE TO PROMOTE RELIABILITY, LONGEVITY, STABILITY, LOYALTY AND PERFORMANCE.
IMMACULATE APPEARANCE. SECURITY OFFICERS MUST LOOK PROFESSIONAL TO COMMAND RESPECT BY THEIR PRESENCE. QUALITY, WELL-TAILORED, CLEAN, PRESSED UNIFORMS AND PRACTICAL PUBLIC RELATIONS SKILLS ARE ESSENTIAL.
AN UNWAVERING COMMITMENT TO ETHICS AND QUALITY.
THE LEGAL AND REGULATORY TOOLS THAT WOULD ENABLE THE INDUSTRY TO TRULY BE A PARTNER TO LAW ENFORCEMENT. – A GOVERNMENT PROGRAM MUST ENSURE THAT ALL STANDARDS, INCLUDING TRAINING AND PROPER SUPERVISION, ARE ACCOMPLISHED AND THAT GOVERNMENT HAS THE AUTHORITY TO IMPOSE DISCIPLINARY SANCTIONS, INCLUDING REVOCATION OF THE LICENSES OF THE SECURITY OFFICER AND THE SECURITY COMPANY, FOR FAILURE TO MEET THESE STANDARDS.
A UNIVERSAL RECOGNITION ON THE PART OF LAW ENFORCEMENT THAT THE TIME HAS COME FOR PRIVATE SECURITY TO BE VIEWED AND ADDRESSED AS ITS PARTNER IN PUBLIC PROTECTION.
AN ONGOING “BEST PRACTICES” APPROACH TO SECURITY AND A LIFELONG LEARNING PERSPECTIVE.
A SYSTEM OF REWARDS, RECOGNITION, PROGRAMS AND BENEFITS NOT UNLIKE THOSE PROVIDED TO PUBLIC LAW ENFORCEMENT AND MILITARY PERSONNEL. REWARDS SHOULD INCLUDE FINANCIAL INCENTIVES, PUBLIC RECOGNITION, INCREASED RESPONSIBILITY AND PROMOTION IN THE SECURITY INDUSTRY, AS WELL AS POSSIBLY ADVANCEMENT INTO THE GOVERNMENT AND LAW ENFORCEMENT SECTORS.
A SYSTEM OF ALL-INCLUSIVE PRICING OF SECURITY SERVICES SO THAT COSTS AND EMPLOYEE BENEFITS ARE TRANSPARENT AND WELL UNDERSTOOD BY ALL. THIS WILL FURTHER ENHANCE THE APPRECIATION OF THE ROLE OF SECURITY PROFESSIONALS AND THEIR VALUE TO THE SOCIETY.
AND FINALLY, AND PERHAPS MOST IMPORTANT OF ALL, A COMPELLING, DRIVING, ENDURING SENSE OF URGENCY BY BOTH THE PUBLIC AND PRIVATE SECTOR.

IF YOU COULD IMPLEMENT THESE STEPS IN YOUR COUNTRY, YOU COULD HAVE THE MODEL SECURITY INDUSTRY THAT WOULD BE A TRUE PARTNER TO LAW ENFORCEMENT AND SERVE THE PUBLIC IN AN EXEMPLARY FASHION. IN THAT WAY, ALL OUR CITIZENS COULD LIVE FULL, RICH LIVES WITHOUT FEAR. THE TIME FOR URGENCY IS NOW. WE OWE OUR CLIENTS-AND OUR PEOPLE-NO LESS. GOOD LUCK IN THIS CRITICAL ENDEAVOR.

THANK YOU VERY MUCH.