Continuous Professional Development CPD

The reason for SIA competency (skills) requirement is to encourage a more competent and professional workforce SIA Licence Requirements.

Therefore, the certificate on its own is not enough to satisfy all the objectives of the Security Industry Act 2001.

When the SIA began to issue licence in around 2003, many wanted to know if the requirements for SIA licence would remain unchanged and if they would be required to sit through another SIA training course when their existing licence expired. The SIA were not sure what the situation would be but promised then that the qualifications linked to SIA licence would remain current until 2008 when they would review the competency specification.

The SIA therefore completed their core competency specification review for SIA licence through consultations in late 2008. The SIA had consulted with training providers, security companies, Skills for Security and other partners in the Security Industry and had decided not to make any major changes to the core competency specifications for SIA licence at the time. However, this changed in July 2010 when the SIA introduced the Physical Intervention training course, requiring all persons to renew their SIA licence to undergo a refresher Up-skilling training course.  This altered course structure and modified the Door Supervision course.  Other SIA courses like the CCTV experienced similar modification by the introduction of an extra course module – working in the Private Security Industry.  The security guarding course remained remain.

To achieve this objective, the Security Industry Authority had placed each SIA licence sector under review for core competency specification to determine what revisions and to what extent any revisions to the SIA course contents or specifications may be necessary. This means that the SIA will continuously monitor for changes in the security industry to ascertain the need for changes in course contents required for SIA licence.

Therefore, the SIA licence courses currently needed for licence to work in the security industry are not expected to change for SIA licence purposes. For now, we must wait for SIA recommendations for any changes in the current standard or qualification for SIA licence. To this end SIA will promote the importance of continuing professional development (CPD) to complement competency for SIA licence requirements.

In this regard, as training providers we have published guidelines on how employers can maximize the potential of their licensed security guards and other staff with SIA licence by building on their Level 2 SIA training and expanding their knowledge through practical training needs assessment with the ultimate goal of achieving professional skills and experience.

The HR role in Continuous Professional Development

HR Security management is in the middle of people-interests and organisation’s interests managed to the achievement of the objectives of the business. The strategy to balance these interests is to device the best way to attract the best people and keep the best people, of which in our experience has been the biggest challenge to HR Security. It is our understanding that any HR strategy must consider the legal environment (employee law suites), company values or culture and the economy to achieve the overall objective.

It is the responsibility of employers in the security industry to ensure that their Door Supervisors and Security Guards including CCTV operators receive SIA security training and other training, needed to develop their skills.

The following principles should guide employer’s Development and Training needs assessment and apply to all aspects of staff development and training activity delivered both within security companies and externally. There should be a wide commitment to staff development and training.

  • All employees irrespective of age, gender, disability or ethnic background or nature of their contract of employment are expected to undertake staff development and training, which should be viewed as a continuous process throughout employment.
  • Door Supervisors, Security Guards, CCTV operators and SIA licence holders from other security industry sectors are required to assume responsibility for their own development and training, which includes participation in planned activities.
  • Security staff development and training is an obligation for line managers who are responsible for identifying individual training and development needs and supporting and encouraging Door Supervisors, Security Officers, CCTV operators and other officers who had initially passed one SIA course or the other. Employers must not rely so much on the basic SIA training given to security officers for SIA licence. This level 2 training qualification is a general and basic training aimed at equipping a new security officer with the desired skills upon which to build a professional career in the security industry. Majority of the Door Supervisors, Security Guards and CCTV operators underwent SIA training on self-sponsorship for education on security as a professional career. To transform the SIA training knowledge into occupational skills the security employers must introduce activities for the officers to reflect upon during normal duties thereby building good experience. This is the essence of “Continuous Professional Development”. Formal processes, induction, appraisal and training needs analysis are used at the individual level and staff development and training planning takes place at the company level.
  • Responsibility for staff development and training rests with management at every level. Staff development and training for Door Supervisors, Security Guards, CCTV operators and other SIA licence holders should be evaluated and reviewed to ensure that it is adequate, relevant, and effective and provides value for money.

 

Each organisation must recognise that its most important resource is its employees and trainees. It should be committed to the training and development of its entire workforce so that they will gain the necessary skills to reach their full potential. This will assist in enabling the organisation to achieve its aims and objectives for example to provide specialised, high quality care and rehabilitation to vulnerable people through a well-trained and supported working team. By increasing the skills and knowledge of its staff and trainees the company will produce confident, highly qualified staff working as an effective and efficient team.

The individual training and development needs should be identified through:

  • A training needs analysis questionnaire (considering any previous SIA training with the hope of identifying areas that may need improving).
  • An annual performance appraisal.
  • Requests from Door Supervisors, Security Guards and CCTV operators and other employees, individual trainees, customers and suppliers.

The training and development needs identified should be met through different activities depending on the nature and extent of the requirements as necessary after assessment. All internal training provided by the security organisation should be of no cost to the employee. External courses and professional qualifications should be fully funded by the organisation and/or suppliers.

Door Supervisors, Security Guards and CCTV operators and other employees should be responsible for their own development and as such may inform the organisation of their development needs and take part in development activities set down by their employers.

As part of the organisation’s continuing commitment to training and development, employees should be asked to provide feedback and/or course evaluation on the value and effectiveness of any training and development they undertake. This information should be used to assess and improve the training process.

It is important to ensure that access to training including selection processes for training and development activities respects equal opportunities and applies to all employees and any external trainees.

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