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WHAT IS A CRIME-FREE WORKPLACE?
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The Main Ingredients. A company that wishes to have a well functioning protection plan needs to balance the security program. The interconnected segments of the successful program will include:
(1) An environment that is planned and defensible.
(2) Personnel and venders who are continually screened for desirable traits and
acceptable behavior.
(3) Current activities are systematically monitored to ensure they meet
expectations.
(4) Events that do occur are investigated promptly and professionally.
These tasks are achieved by creating physical security solutions. Solutions need to be compatible with the companies operations. The role of IQM is to help you find those solutions.
Designing Physically Defensible Space. The security procedures should not impede the overall mission of the company but instead they should facilitate its achievement. For example, an elaborate intrusion alarm system is meaningless if access is wide open, or there is major concern about shoplifting in the retail setting when internal employees are not screened and inventory is not maintained. Operations or production people need to work with the architects in identifying the flow and limitations. From this will evolve the overall security policies and their implementing procedures. IQM, Inc. counsels in the framing of protective policy, design of security systems and protective procedures. The agency can further assist in the implementation of CRIME-FREE WORKPLACE strategies through training of supervisors
Pre-screening of Personnel and Venders. Industry guidelines state substantially as follows: "The applicant's reputation for emotional stability, sobriety, non-violence, reliability and trustworthiness must be examined. This is done by inquiring of law enforcement officials, neighbors, former supervisors and coworkers." In addition to this form of inquiry, there are objective techniques. Examples are: drug testing, personality tests, and official records checks. The prospective employee must be made aware of the nature of the inquiries and given an opportunity to withdraw application. Carefully constructed personal security questionnaires may be provided for editing by your legal or human resource staff who are knowledgeable about contractual and labor requirements. This format can be obtained through downloading on the internet. The data fields must also be intact because the system is designed to transmit sensitive information on a secure line.
Inspection of Current Activities. The client should have a fair, firm and consistent written security policy with supporting procedures so that personnel clearly understand the security plan. This will establish the company's measurable requirements for employment, behavior and performance. Breaches of the program may be sensed through techniques such as inventory shortages or failures in quality control. Yet the cause of the problem may be elusive. A variety of overt and covert methods are available to management to determine cause.
Incident Response. Even with the finest of prevention programs, there are some disappointing events. Experience reflects that it is important to respond quickly and directly to determine the facts about an event that may endanger the company or its assets. Professional support may be needed. Documentation of events or allegations should be carefully recorded for later review or presentation. Appropriate interviews may be required to ascertain facts. Specialists may also be required to make technical determinations.
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Crime-Free Workplace
