Faster progression for security officers with stronger emphasis on skills and competencies in progression criteria

Model ID: fe8dcf0e-3d88-4cd2-b7b8-7ad9866d248e Sitecore Context Id: fe8dcf0e-3d88-4cd2-b7b8-7ad9866d248e;

The Security Tripartite Cluster (STC) has completed its review of the Progressive Wage Model (PWM)  training and emplacement requirements for the security industry, and issued its recommendations today. These recommendations include reducing the minimum number of years of experience security officers must have to progress to the next PWM rank, and measures to facilitate the entry of good quality candidates into the industry. 

 

Background
 

Since the implementation of the PWM for the private security industry in September 2016, the STC has continued engaging the industry’s stakeholders to address implementation feedback, and to align the PWM with the Security Industry Transformation Map’s (ITM) focus on skills and competencies. 

 

The review is timely as enhancements to the PWM wages were made and announced in November 2017 , but not for the other components of the PWM, in particular training and emplacement.

 

 

Reducing Year-in-Grade Requirements
 

The STC has received feedback from security agencies that they are unable to promote or hire capable individuals due to the minimum number of years of experience security officers must have before progressing to the next PWM rank (i.e. year-in-grade requirements). This restricts the progression of security officers who have demonstrated the skills and competencies needed for the job. 

 

The year-in-grade requirements were developed to ensure security officers have sufficient job experience before taking on higher roles, and the STC believes that they can be better calibrated. The STC therefore recommends reducing the year-in-grade requirements and placing greater emphasis on security officers’ skills and competencies instead. This would allow security officers to progress to the next rank (with the exception of progression to Chief Security Officer) faster as long as they have completed the required training and can clearly demonstrate that they possess the required skills and competencies. The proposed revised year-in-grade requirements are as follows:

 

The STC believes this supports the Security ITM as well as the STC’s aim to enhance the attractiveness of the security industry.

 

Facilitating Entry of Good Quality Candidates
 

Amidst the tight labour market, the STC also recommends the development of a new programme to help mid-career entrants join the industry. Mid-career entrants with supervisory experience may not find a career switch to the security industry attractive because the current PWM structure requires them to start at the most junior rank of Security Officer. 

 

New Programme for Mid-Career Entrants to be Security Supervisors
 

The STC recommends a new programme to allow job seekers with supervisory experience to join the industry as Security Supervisors. Candidates should still meet the same skill requirements as all other Security Supervisors and undergo an assessment at the end of the programme. The programme should also be open to high potential in-service security officers who are nominated by their employers. 

 

Greater Clarity over Exemption and Emplacement Criteria for Ex-Uniformed Officers
 

In addition, the STC recommends greater clarity over the exemption and emplacement criteria for ex-uniformed service personnel. Currently, ex-uniformed service personnel are exempted from some PWM training requirements and may be emplaced onto higher PWM grades as their previous experience is deemed to be relevant. 

 

To provide greater clarity, the STC recommends that the Singapore Police Force (SPF) maps existing training courses from the uniformed services to the PWM training requirements. It also recommends that the SPF provide guiding principles on emplacement of ex-uniformed officers, such as additional considerations for officers with relevant vocational background, years of service and previous rank appointments. This will provide greater assurance for ex-uniformed officers who wish to make a switch to the security industry.

 

Update Job Functions for Better Clarity and Effectiveness
 

To provide greater clarity and flexibility on how officers may be deployed, the STC recommends changes to the job functions in the PWM. This includes allowing Security Supervisors to manage Security Command Centres (i.e. CCTV Centres/Central Alarm Monitoring Systems/Fire Command Centres) that have fewer security personnel. Currently, a Senior Security Supervisor is required for this role. This change recognises industry feedback that Security Supervisors are able to manage smaller command centres. More details can be found in the STC report.

 

NTUC Assistant Secretary-General Zainal Sapari, who is also Chairman of the STC, said, “The STC regularly reviews the Security PWM to ensure it remains relevant to the industry. We acknowledge and appreciate the feedback from the industry as it is implemented on the ground. We will continue to work with all stakeholders to ensure win-win outcomes for all. We believe the new recommendations will provide greater flexibility to security agencies and better career prospects for security officers, and ultimately pave the way for the industry to be an attractive one offering viable and meaningful careers for workers.”

 

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Additional quotes for reporting

 

John Ng

Vice President, Singapore National Employers Federation 

Co-Chairman of Security Tripartite Cluster

“The security sector is transforming to leverage technology and will require better-skilled workers. These recommendations would provide them with better careers, advancement prospects and pay. This will in turn attract more to join the industry to support the transformation.”

 

Steve Tan

Executive Secretary, Union of Security Employees

“The Union of Security Employees is encouraged by the review of the PWM for our sector. Since 2014, USE has strongly supported the PWM as a sustainable way for our officers to enjoy better wages through better skills and capabilities. With this set of recommendations, we hope the committee can look at increasing the career options for security officers in areas like security technology, as well as means to improve their welfare such as by defining deployment site conditions. Security officers should also not be tasked with duties not included in the job functions provided in the PWM schedule. USE strongly urges buyers of security services to adhere to the PWM schedule and outcome-based sourcing principles, and to work with their security agencies to assess and implement the optimal solutions for their sites.”

 

Robert Wiener

President, Association of Certified Security Agencies 

 “ACSA is encouraged that we continue to upgrade the skills of our security officers.  Long term, with wage increases, higher skills and the inclusion of more and more technology and consultancy, the career opportunities within the industry will grow. With this, it will encourage younger members of the public to view the industry as a transforming platform and not one of just security manpower services. It is our hope that this will encourage buyers to also change their mindsets and adopt our recommendations on our new tendering processes to ensure the marriage of technology/manpower are achieved”. 

 

Raj Joshua Thomas 

President, Security Association (Singapore)

“SAS supports the changes to the PWM as a means to recognise officers who have quickly acquired skills to move up to the next level, as well as individuals who can come into the industry at a higher level given their experience. This will help attract more individuals to consider the security industry as a profession. This is also an important step to ensure that merit and recognition of good performance continues to be a cornerstone of the PWM.”