SELECTION OF EMPLOYEES

The key to success in security operations is the quality of one's people. We understand that empowerment needs to be embraced and seen as an investment and not a cause for pessimism.

MINIMUM EDUCATION

All employees to be registered with SIRA and in possession of a schedule 8 Grade C SIRA certificate as well as a grade 12 Senior Certificate.

SCREENING AND INTERVIEWING

Thorough screening and testing of people before employing them applies. We actively look for calculated risk taking and courage of conviction and then go out and seek the best possible human material in this regard.

LITERACY, REFERENCE, LEGAL CHECKS

We make use of a highly qualified recruitment agency that verifies all references and does legal checks on the applicants. The applicants write an aptitude and composition test to ensure that the standard expected is met.

WAGES AND BENEFITS

Officers are paid according to the SIRA prescribed rates as per their grade and an annual bonus on the anniversary of the employee's date of employment. Uniform is supplied free of charge for a period of 12 months whereupon uniform will be replaced once normal wear and tear is identified. Safrican underwrites funeral and Death cover. Maximum hours worked per shift per security officer, 12hours.

PACKAGE MAKEUP DETAILS

Management receives a basic salary as well as a vehicle allowance. Medical Aid, arrangement in place and is optional.

TRAINING AND DEVELOPMENT

The training and development of our human resources is viewed as a process for the advancement of both the individual and the company alike. We stay abreast of the latest training technology and legislation. All the programs we design and develop are based on our observations of specific operational situation previous training scenarios and past experiences. The type and level of training is determined by the customer's needs.

CUSTOMER CARE

Adequate risk assessments conducted will identify specific training needs applicable to such a building or estate. The latter identified will be used to introduce a training programme applicable to ensure service levels are met at any given time. Site-specific induction modules will be created as a direct result of requirements identified.

HUMAN RESOURCES POLICY

We endeavour to hire people for a career, not for a job, determine their shortcoming, strengths, and allow the training and development center to turn weaknesses into strengths.

EMPLOYMENT EQUITY PLAN

Specific empowerment programs are in place to ensure realignment of all groups who may have been exposed to being disadvantaged as a result of previous policies. Management, supervisory staff and general employees are all involved in this process together.

STAFF TRAINING AND DEVELOPMENT PLAN

Employees are at all times motivated and encouraged to take real responsibility for their personal training and development within our organization.

This leads to the ultimate preparation for both career path planning and specific succession planning within EXECUTIVE DECISIONS. Our organization makes provision for the training and development of all staff and provides the necessary infrastructure and support to allow for the individual to take charge of their own training and development.

Samples of the type of training undertaken by us include the following:

Executive Decisions and Group 4 Falck has training centres situated at GrandWest Casino and Woodstock . The training centre based at Woodstock for Group 4 Falck is ISO 9001 accredited. Two highly qualified instructors in courses relating to Hotel, Commercial and Industrial security present daily classes.

The latter courses are inclusive of the formal SIRA required Grade E to Grade A security officer training. The instructors mentioned most often are used on sites to ensure trained staff is compliant with site-specific procedures.

Ongoing site specific on the job training programmes are therefore implemented with site management or site seniors to ensure ongoing and changing operational service levels are met.

The in-house Training Centre at GrandWest Casino is highly specialised and does cater for all internal needs as identified by the client.

The success of training provided is considered being measured with the implementation of a Mystery Guest Programme managed by the client. Current successes referring to the latter is a consistent 90 and above percent as indicated by client feedback reports.