company overview and capability

12 Pages·2016·1.13 MB·English

COMPANY OVERVIEW AND CAPABILITY
Security International Services Group Pty Ltd was established in 2002 as a security provider specialising in security services
to Blue Chip corporate and government organisations. Security International Services Group (SISG) provides a range of
services that are tailored to the corporate business sector, protecting business assets – both physical and intellectual,
minimising risk, and strategic planning of security programmes in partnership with our clients.
From start-up SISG has grown organically to an annual turnover of $35 Million per annum. SISG is established nationally
with offices located in Victoria, New South Wales Head Office, Newcastle, Queensland, the Australian Capital Territory
and Western Australia. SISG employs over 900 personnel across the company. Our point of difference is our account
management and partnership with clients. It is our Responsiveness and pro- active approach coupled with a strong Value for
Money proposition that makes SISG a good choice as your Security Partner.
Our Head Office structure consists of management, sales, operational and administrative divisions and this infrastructure
allows the provision of excellent service to all stakeholders.
The SISG range of Services includes:
• Protective Services - uniformed • Respect - this is essential to build
and non-uniformed security officers, and maintain strong relationships
mobile patrols and gatehouse with our clients and their customers.
services, concierge and crowd control
officers;
• Risk assessment
• Consulting - assessment and advice
on security protocols;
• Electronic Security Systems - • Covert Surveillance and
design, installation, maintenance and Investigations
monitoring;
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SISG has specialists in each of these areas of security that integrate to provide true security operations to our clientele. The
industry – our peers and clientele, hold Security International Services Group in high regard for our expertise and ability to
deliver responsive, performance based services which consistently exceed expectations.
Over the past 14 years Security International Services Group has worked with numerous high profile corporate and
government clients, some of which are:
Origin Energy - National Contract
Aurizon – National Contract
Glencore- Xstrata CPB Contractors
Australian Defence Force (ADF) Foxteq Australia
Coles Corporate -
Taxi Council - Brisbane
National Contract
Onesteel – Mayfield, Waratah, Toll Transport Major Hazard
Dandenong Facility
United Group Mission Foods
In many of the contracts Security International Services Further to the company’s experience, Security International
Group delivers to our current clients across Australia, Services Group also draws on the combined experience
Key Performance Indicators are used to measure and of our Directors and Executive Management team, each of
monitor performance to provide regular reports to various whom have vast experience in various roles in the security
stakeholders. industry and other commercial sectors.
The following critical strategies are the keystone of our success:
Management of quality customer services:
• Planning is conducted to meet internal and external customer requirements and the delivery of quality products and
services is ensured with customer service levels monitored, adjusted and reported.

Development of a workplace learning environment:
• Learning opportunities are created, facilitated and promoted and learning effectiveness is continually monitored and
improved.
• Security Managers and Supervisors are eligible for Company sponsored training in Frontline Management to further upskill
the leadership teams of SISG.
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Management Plans:
• Resource use is planned and deployed to contribute towards achieving required standards of organisational performance.
Resources are acquired by recruitment and inductions and monitored in line with our move towards Quality Accreditation.
Implementation and Maintenance of Internal Control
Procedures:
• Corporate governance requirements are reviewed, analysed and reflected according to the operation. The monitoring
of corporate governance is developed from published recognised practices and procedures and modified to reflect the
compliance in any control procedure. All financial accountabilities are reported, produced, reviewed and distributed within
agreed timelines to allow continual monitoring of business performance.
• RMS - Roster Management System is utilized to monitor and track all staff and organisation credentials including licences,
insurances, training qualification due dates.

Each client site and operation has an appointed Account Manager who oversees our field officers in delivering services by
ensuring that the specifications of the contract are adhered to, client meetings and updates are conducted and who provides
a single point of contact for our clients.
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SISG COMPANY STRUCTURE
Board of Directors
Paul McDonald
CEO
Eddie Alzier, CPP Greg Lind Jagmeet Mangat Shree Dharmalingum
National QA & Risk Manager NSW/ACT/QLD State Manager VIC/WA State Manager Financial Controller
Paul Maroun Abhishek Duseja Abhinav Kodandapuram Shree Dharmalingum
NSW/ACT/QLD Ops Mgr VIC Ops Mgr WA Ops Mgr National Accounts Manager
National Operations Brendon Pavey Ramazan Karagoz Prateek Ahluwalia Savitoj Ahluwalia Dimuth Gurusinghe
Centre QLD Operations Manager NSW Services Manager VIC Ass. Ops Mgr WA Customer Service Financial Analysis Manager
Manager
Waqas Rana Abrar Ullah TBA Robert Keogh Shahed Abubakar
Rostering Manager QLD Ops and Compliance NSW Customer Service VIC Customer Service Payroll Manager
Manager Manager Manager
Mudassar Rana Karina Mathews Rakesh Bhutani Janaka TBA
Assistant Operations QLD Customer Service ACT Operations Manager VIC Customer Service Accountant
Manager Manager Manager
After Hours Operations Christos Kremastos
Centre Operators ACT Customer Service
Manager
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SITE PERSONNEL AND IMPLEMENTATION
PLAN
Site Personnel
SISG recognises that planning for a successful transition into a contracted site is the key to success and minimises employee
and industrial issues. When awarded the contract, SISG will commence the following process as part of a Transition In Plan:
Conduct a site requirement assessment as a part of the implementation process. During this assessment, SISG
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management will evaluate the actual staffing levels and skill sets needed to provide the required site coverage.
This evaluation will include identification of numbers of personnel needed to relieve full time employees and to
provide any additional ad hoc services.
An inventory of required equipment is determined during the assessment. The equipment will generally include
Mobile phone(s) 2 way radios, Motor Vehicle(s), stationary, Log Books, PPE, Torches.
Create a Human Resources plan for Site.
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As a result of the assessment, a H.R plan will be developed utilising management experience and knowledge
to create a target number of suitable employees. This H.R plan will include the targeting of suitable part time
and casual employees.
Recruiting
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All applicants will be interviewed and assessed for suitability in line with SISG company standards. Any
additional staffing requirement will be drawn from within the ranks of SISG existing guard force. In limited
circumstances new to company staff may be assigned where suitable.
Selection, Training and Placement
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The selection and placement of each officer is conducted with care and attention and all required character
references and Police checks are performed prior to any applicant’s appointment. The following steps are
taken in screening each applicant for employment:
• Resumes are short listed and telephone interviews are conducted to verify suitability for interview;
(new to company staff only)
• At first interview, the prospective employee completes an application form in the presence of a SISG
representative;
• The applicant’s identity is verified during the interview by the requirement for production of a current
security license and driver’s license. Both licences are checked for currency and validity;
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• All identification documents are copied and placed in the applicant’s file
(which may be presented to the client if required);
• Australian Right to Work are checked and verified with DIMI where appropriate.
• An initial Interview is conducted with the prospective employee using the information on the application
form. Open ended questions are used to identify the applicant’s communication skills, initiative and
knowledge of the security industry and legislation;
• Extensive reference checking of the applicant’s employment history is conducted and feedback obtained
from the nominated referees on punctuality, reliability, trustworthiness, initiative, capability to work in a
team, and strengths and weaknesses;
Induction and Training
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Each applicant attends and completes a specific company induction program, which includes scenario
based questions to further determine any skill gaps that may be present.
Succession Planning
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The SISG site will have a detailed succession plan to allow nominated and skilled officers to move to positions
of authority to relieve their supervisors in the event of annual and/or personal leave. In this way, these officers
obtain relevant experience in more senior roles in a planned fashion which enables SISG management to
assess their suitability for these roles on a permanent basis should the need arise.
Additional Resources
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Permanent Relievers or “Block Relievers” are site trained to perform relief duties to multi guard sites in blocks.
For example each 24hr guard site has 4 permanent guards each has 5 weeks annual leave. This equals 20
weeks of annual leave per site. We assign this leave coverage to a “Block Reliever”. This allows for a regular
trained guard to cover Annual Leave on a planned basis, when we add in the relievers leave we have a 6
month period of duty for the Block reliever. Thus a Block reliever is generally assigned to 2 sites only and is
permanently occupied supporting the Annual Leave on those sites. Additionally they may cover for sick leave
as and when available. This system is the most cost effective arrangement as well as providing for an in built
replacement for site guards that leave. This provides for a seamless integration for a new guard to site.
As outlined above, the SISG H.R plan will target casual and part time employees as well as full time officers.
This will continue until an appropriate pool of part time and casual employees exists and is maintained.
All officers regardless of employment status will be fully trained by SISG in the organisation’s culture and
requirements.
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SITE ORIENTATION
Every site poses unique challenges, risks and requirements that must be addressed both in operations planning and staff
induction training.
• Identify Security roles and responsibilities of officers through site visits, and job task analysis;
• Develop site specific induction training
• Deliver induction training to all officers at SISG
• Continue induction training through site orientation visit by officers and SISG operations management;
• Meet with all officers prior to engagement;
• Provide operational management support on site as a value add to ensure correct and effective delivery of services as
part of orientation;
• Seek client feedback after orientation period to assess delivery gaps.
TRAINING PROGRAMS
Training is designed and delivered based on site locations and experience. SISG enlists the services of private providers as
required to provide training in areas such as but not limited to:
• Certificate III in Guarding and First Aid; • Managing staff performance;
• Emergency procedure and response; • Frontline Management
• Customer service including telephone technique; • Low level searching for Improvised Explosive Devices;
• Conflict resolution; • Effective report writing and radio communication
• Managing staff performance; protocol.
• Drug & Alcohol Testing Credential
• S.A.R.C Training
SITE TRAINING

SISG utilises the buddy training system for new Guards when assigned to site. Essentially new guards will be assigned a
trainer (buddy) that will instruct them on the job. This would generally take place over 2 working shifts, on the 3rd work shift
the trainer will observe the new guard performing duty and be on hand to assist if and when required. At the end of the buddy
training shifts both trainer and trainee guards are required to sign off on the site knowledge attainment register. This system
ensures that both Trainer and Trainee take ownership of the training process.
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QUALITY MANAGEMENT
Security International Services Group maintains a quality service by following a clear and simple process for service delivery,
Induction, Training, Documentation, Monitoring, Counselling, Review, Reflection & Feedback.
Induction: All staff members are inducted into the company at the time of employment, during which company policies and
procedures, responsibilities and expectations are covered.
Training: SISG utilises the buddy training system for site specific training, external providers are utilised for specialised
training such as confined space certification.
Documentation: This includes Motor Vehicle Inspection Sheets, Alarm Response Reports, Incident Reports, OH&S Incident
Reports, Hazard Identification Reports, and Site Knowledge Training Register.
Monitoring: This takes several forms, Direct field supervisory inspections, Control Room monitoring of GPS activity both
LIVE and later by management review, Uniguard Patrol Verification reports including missed call reports, duration, points hit,
elapsed time between calls, Incident report review by management, SMART system report review.
Counselling: One on One counselling of staff found to be not meeting expectations, these sessions may include agreement to
meet set performance standards, variation to rosters, re-location of site or additional training. The aim of these sessions is to lift
the performance of our staff in a positive and supportive way.
Review: Bi-Annually all staff performance is reviewed on a one up one down protocol. Essentially an assessment is made on
the strengths and weaknesses by both a senior person and a junior person to the staff member being reviewed. This allows for
a more holistic view of the performance from “both eyes”.
Reflection: At the time of review staff are asked to reflect on their own contribution to the success of the organisation. This
often leads to positive changes in attitude and performance.
Feedback: This is sought from all stakeholders regularly including staff, client’s management and even their staff.
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