La sécurité privée a connu un développement économique relativement important dans les années 70. Cette montée en puissance incontrôlée a généré des faits graves impliquant des agents de sécurité privée. C'est à la suite de ces évènements que le législateur a été contraint de réguler une première fois cette activité par la loi du 12 juillet 1983. Cette loi reste 30 ans plus tard, la réglementation de référence pour le secteur. Aujourd’hui, les menaces pesant sur la société ont évolué pour devenir plus violentes. Par ailleurs, la puissance publique opère, faute de moyens financiers, un recentrage vers des missions dites plus prioritaires. Cela se traduit par le transfert de nouvelles responsabilités au secteur privé de la sécurité. Dès lors, la question de la préservation des libertés apparaît comme un sujet essentiel. En effet, certains agents disposent de pouvoirs potentiellement liberticides (des palpations de sécurité ou l’inspection et la fouille de bagages) à l’image des agents de sûreté aéroportuaire. Pour encadrer le développement de ce secteur, le législateur a créé une instance chargée du contrôler ces activités. Toutefois, l’encadrement de cette profession demeure insuffisant au regard des nouveaux transferts envisagés par la puissance publique. La professionnalisation par la formation des acteurs constitue, par conséquent, une garantie importante des libertés. C’est d’ailleurs pour cette raison que le législateur a décidé récemment d’inclure cette activité dans le livre VI du code de la sécurité intérieure. La sécurité privée participe, aujourd’hui, à des missions de sécurité intérieure aux côtés des forces de sécurité publique et ce dans le respect des libertés. / The economic growth of the private security sector has been relatively important during the 70s. This rapid but uncontrolled development has however generated important problems implicating private security personnel. In order to respond to these problems, the legislator was forced to regulate the sector through the law of July 12th 1983. Thirty years later, the 1983 law remains the sector’s rules of reference. Today, threats on modern societies have evolved and become more violent. Furthermore, due to a lack of economic resources, public authorities have reduced the range of security mission they’ll undertake to focus solely on high priority issues. As a consequence, new responsibilities have been transferred to private security actors. In this context, the safeguard of individual liberties appears has an important topic. For example, private security agents operating at airports have been granted rights (body check and luggage searches) that interfere with people’s freedom. To regulate the sector’s development, the legislator has created a structure to control these activities. Despite this effort, regulations remains insufficient especially has more missions are transferred by the State to private security actors. As a result, reinforcing training programs for these private actors constitute an important step towards maintaining people’s rights. It is the reason behind the Legislator decision to include training programs in book VI of domestic security laws. Today, private security actors participate actively in domestic security missions alongside public security forces while respecting individual liberties.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The primary objective of the current study was to establish the impact that certain push factors (namely, job satisfaction and organizational commitment) have on the intent to quit amongst private security officers. Literature indicate that a strong negative relationship exist between both job satisfaction and organizational commitment and the employee's intent to quit his or her employing organization. Moreover, a number of studies indicate that push factors, such as job satisfaction and organizational commitment, are antecedents to turnover intentions and that both these variables are negatively related to intent to quit (Chen, 2006; Elangovan, 2001; Slattery & Selvarajan, 2005). "For too long, private security has been rated an inferior job" (Potgieter, Ras & Neser, 2008, p. 39). Berg (2007) proffers that government officials have frequently commented on the poor treatment of security officers in terms of the long hours, low pay and job instability. The current study investigates whether security officers are satisfied with their jobs, and if not, which facets of satisfaction they are least satisfied with. Furthermore, the current study attempted to establish which of the two variables (namely, job satisfaction and organizational commitment) predicts intent to quit better. The literature presents opposing views with regards to this; however, various researchers (Bateman & Strasser, 1984; Ben-Bakr, Al-Shammari, Jefri & Prasad, 1994; Slattery & Salvarajan, 2005; Elangovan, 2001) postulate that organizational commitment predicts intent to quit better than job satisfaction. Despite the differences in views in the literature, there is overwhelming evidence that both job satisfaction as well as organizational commitment are strong predictors of intent to quit (Chen, 2006; Firth, Mellor, Moore & Loquet, 2004; Igbaria & Greenhaus, 1992; Slattery & Selvarajan, 2005; Tumwesigye, 2010) and it is a topic worthwhile investigating, especially in a South African private security industry context. Purposeful sampling was used to select the sample for the current study. Security officers with a grade 10 qualification and higher were selected whilst those with qualifications lower than grade 10 were excluded from the selection process as the researcher felt that respondents may have found it difficult to interpret the questions as a result of their literacy level which, in turn, might have an impact on the results of the study. The sample of the current study consisted of (n=143) private security officers employed at a private security organization operating in the Northern suburbs of the broader Cape Town area. Three standardized questionnaires and a self-developed biographical questionnaire were used to collect the data for the current study. The Job Satisfaction Survey (JSS) which was developed by Spector in 1985 was used to assess an employee's attitude towards his/her job and which facet of his/her job he/she is satisfied or dissatisfied with. The Organizational Commitment Questionnaire (OCQ) developed by Porter and Smith in 1970 but further developed later by Mowday, Steers and Porter in 1979 was used to measures a respondent's commitment to his/her employing organization. Intent to quit was measured by making use of the Intent to Quit Questionnaire which was developed by Roodt (2004). All of the measuring instruments possess sound psychometric properties with respect to validity and reliability. The results of the study indicate that both job satisfaction as well as organizational commitment is negatively related to intent to quit. The results further indicate that private security officers are least satisfied with their pay followed by promotional opportunities and that they are most satisfied with coworkers followed by communication. With regard to the strength of the relationship between job satisfaction and intent to quit and the strength of the relationship between organizational commitment and intent to quit, the results of the current study indicate that organizational commitment is a stronger predictor of intent to quit which is in line with the results of previous studies.The current study has a number of limitations. These limitations as well as recommendations for future research and the organization are put forth.

The purpose of the study was to provide an assessment of campus police departments throughout the 15 public community and junior colleges in Mississippi. This research could provide Mississippi community and junior college administrators the opportunity to observe and appraise the overall safety of their respective campuses in comparison to safety practices of the other campus police departments in the state. This study will lay the foundation for further research of campus police departments and can assist administrators and boards of trustees of Mississippi’s public community and junior colleges with annual and long-range planning efforts. This study included campus police/security departments in all of Mississippi’s public community and junior colleges. Data were collected to provide an overview of police/security departments at Mississippi’s public community and junior colleges. A portion of the study contains information/data gathered from a random sample of students at one rural, public community college in the northern region of Mississippi concerning campus safety and their satisfaction of services provided by campus police. The researcher utilized a mixed-methods design to study existing descriptive information pertaining to the 15 Mississippi public community and junior college campus police departments, existing crime statistics reported by each public community and junior college in Mississippi, and existing data gathered by the Itawamba Community College administration from their students concerning their perception of campus police and safety issues. The researcher created a composite student satisfaction score and utilized a one-way ANOVA to determine the significance level of student perception concerning campus police and safety issues. In answering the research questions, the researcher discovered that Mississippi community and junior college campus police/security reported less favorable attitudes pertaining to funding and staffing their respective departments and positive attitudes pertaining to their ability to attend and provide training opportunities. The researcher found that Mississippi public community and junior college campuses seem to be safe, reporting low crime statistics in the Campus Safety and Security Data Analysis Cutting Tool. Lastly, the researcher discovered that student satisfaction of campus police and safety issues at one rural Northeast Mississippi community college increased from 2007 to 2011.

The rise of the Private Military Industry has been cemented in modern global political reality, but where next will this multi-billion dollar industry go and what form will it take after the market boom of Iraq? Post-Colonial Africa is considered the birthplace of the modern mercenary and historically features prominently as a testament to the potential for immoral privately sponsored military activities within unstable states. Moreover, it is a rich market that the Private Military Industry is increasingly turning its attention to, albeit focussing on support functions for now, but a massive industry with a competitive and poorly regulated market environment will invariably begin to explore different avenues as competition grows. With market diversification grows the ethical risk of abuse. At the same time, peacekeeping efforts across the continent are hampered by numerous factors, not least of all a chronic lack of trained personnel. Could the legal and political legitimacy, not to mention the sustainable market environment sought by the PMI potentially exist in multilaterally sanctioned, privatised peacekeeping and peace support operations in Africa? Can the ethical challenges of mercenarism be suspended or even bypassed for the sake of expedient intervention in potential genocides, or be perhaps pragmatically accepted as an inevitable development that should be embraced rather than condemned, for strategic security reasons? Can the ethical condemnation of the proposed means of peace support be overridden by the potential ends generated by such a move? Is the world ready for privatised peacekeepers? This dissertation explores the ethical background to the privatisation of military operations and how these foreign policy trends and social perceptions of control of force impact on the notion of privatised peacekeeping, particularly in the context of operations in Africa. It investigates the philosophical implications of privatised peacekeeping by way of a constrained pragmatic form of consequentialist evaluation that warns against reckless expediency. Ultimately, this dissertation offers a more philosophically suitable argument to justify and control this seemingly inevitable next step in the trend of privatisation of force. / Thesis (M.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2008.

An easy-to-use quantitative risk analysis model is developed for the private security industry in South Africa, which can be used as a suitable analysing tool in the hands of the private security manager. This model incorporate different concepts such as the probability, impact, cost of risk, degree of correction and the newly established human factor concept, which cannot be seen in isolation. This latter concept plays a major part in the overall risk quantification process in establishing a most accurate risk score rating. The human factor concept, also known as the "CHHP" approach, is the first concept, which will round the model of in an effective measuring way. Human factors such as (i) control measures (ii) human attitude towards the risk (iii) handling of the risk and (iv) understanding and implementation of policies and procedures are combined to form part of the total integrated quantitative risk analysis model, also known as the "TIQCAM"-model. The "TIQCAM"-model uses Excel spreadsheet format as the principal means to illustrate the total integration of all risk concepts and also providing the user of the model with a solid foundation in analyze physical and quantifiable security risks. This model will also enable the user to use it as a value-added service to their clients. / Criminology / D. Litt et Phil.(Police Science)

This study was undertaken to investigate whether there is a performance management system within the security industry, applicable specifically to Security Officers. To investigate which performance factors, apply to security officers and how security officers perceived performance management. The management of Security Officers’ performance is an aspect of management which has not garnered much interest compared to other operational and management areas – hence the paucity of research on the performance management of security officers. They make a major contribution to the labour market with 7 949 security companies listed on the Private Security Industry Regulatory Authority (PSIRA) website, and 2 973 companies (37%) based in Gauteng alone. However, despite the high number of companies, the industry has attracted the least attention in terms of performance. The overall research purpose of this study was to explore the management of security officers’ performance in a private security company operating in South Africa,focussing specifically on a company based in the Gauteng Province. The scope of the study was aimed at investigating security officers’ perception of performance management and to link performance to actual job performance and security officers’ perceived work performance. The researcher also investigated whether biographical factors had an influence on security officers’ performance. A quantitative research methodology was utilised to conduct the study. The main research instruments were primary data, comprising a self-developed questionnaire and secondary data, comprising company records. The respondents consisted of security officers whom had been subjected to the Dependability and Safety Instrument (DSI) during the period 2013 to 2015, in the region, who were still employed at the company at the time of the study. The findings of the study identified 11 performance management factors and indicated links between self-reported and actual work performance. Biographical characteristics did not seem to influence the work performance of the security officers. However, the results did indicate that employees with less tenure were more prone to disciplinary action by the company and those with higher levels of education were prone to fewer disciplinary actions and dismissals based on AWOL. The study identified the areas that play a significant role in the management of security officers’ performance. The identification of performance management factors in the security industry and security officers’ perceptions about performance management should enable HR officers to develop and implement a performance management system that will contribute to better service delivery to both internal and external clients in this industry. / Business Management / M. Com. (Business Management)

An easy-to-use quantitative risk analysis model is developed for the private security industry in South Africa, which can be used as a suitable analysing tool in the hands of the private security manager. This model incorporate different concepts such as the probability, impact, cost of risk, degree of correction and the newly established human factor concept, which cannot be seen in isolation. This latter concept plays a major part in the overall risk quantification process in establishing a most accurate risk score rating. The human factor concept, also known as the "CHHP" approach, is the first concept, which will round the model of in an effective measuring way. Human factors such as (i) control measures (ii) human attitude towards the risk (iii) handling of the risk and (iv) understanding and implementation of policies and procedures are combined to form part of the total integrated quantitative risk analysis model, also known as the "TIQCAM"-model. The "TIQCAM"-model uses Excel spreadsheet format as the principal means to illustrate the total integration of all risk concepts and also providing the user of the model with a solid foundation in analyze physical and quantifiable security risks. This model will also enable the user to use it as a value-added service to their clients. / Criminology and Security Science / D. Litt et Phil.(Police Science)

The aim of this study was to determine the current operational skills requirements for Close Protection Operatives (CPOs) in South Africa. Operational skills refer to those skills that are vital in order for a CPO to effectively protect a designated person (this person is referred to as the `Principal'). In order to determine any shortcomings in the Close Protection industry, twenty in-depth interviews were conducted with current operational CPOs. A detailed literature review was also done in order to create a solid platform for the research and to assist in the verification of the information. During the research, it was found that the task of providing Close Protection could be divided into various sub-categories. This was necessary in order to gain a rounded perspective of a CPO's roles and duties. CPO's tasks in their entirety had to be unpacked into their smaller sub-components. In fact there were many ways to subdivide the skills requirements and functions of CPOs. It was, however, found that the actual subdivisions were less important than the gaining of a comprehensive understanding of how all the aspects are interrelated and should function synergistically. The need for regulation of the South African Close Protection industry was identified as a major concern among all interview respondents. In order to determine the relevant factors involved in regulation, the way countries such as the United Kingdom (UK), Australia and Israel regulate their industries, was assessed. It was noted that the industry in South Africa is `partially regulated'. This means that there is some sort of registration process for CPOs but no comprehensive monitoring and enforcement of accepted minimum competency standards. Currently in South Africa private sector CPOs are rated on the same scale as security guards and must be registered as a Grade level C with the Private Security Industry Regulatory Authority (PSIRA). This is not an effective manner to regulate CPOs. CPOs should be viewed as professionals and specialists since their skills far exceed those of a security guard (Grade C). According to South Africa's Skills Development Plan all industries will fall under Sector Education and Training Authorities (SETAs). Close Protection is grouped under the Police, Private Security, Legal, Correctional Services and Justice Sector Education and Training Authority (POSLEC SETA). There is currently a South African Qualifications Authority (SAQA) Unit Standard for Close Protection (Protection of Designated Persons, Units Standard number: 11510). However, the research revealed that while the unit standard correctly outlines the operational skills requirements of CPOs there are no assessment guidelines or clearly defined minimum skills requirements. Before the unit standard can be effectively implemented, agreed industry minimum standards for the relevant skills divisions in Close Protection need to be identified and implemented. But currently there is some confusion regarding which body is responsible for, firstly developing acceptable unit standards; secondly, getting the industry as a whole to agree and accept such standards; thirdly, to see to it that training on those standards is provided; and finally the monitoring of these standards in practice. In this study various training related factors were identified and examined in order to assess whether the way CPOs are trained in South Africa is effective or not. Aspects such as the intensity, focus, duration and content were examined. In general it was found that it is important for the following to be implemented: 1. Effective screening and pre-training evaluation of potential trainees. 2. Training should be job orientated and focus on training CPOs for the functions that they will actually have to perform. 3. Training methodologies should focus on an outcomes based approach and utilise the fundamentals of adult based education. 4. Training should simulate reality including the related stress factors that are placed on operational CPOs such as lack of sleep and high levels of activity interspersed with boring waiting periods. 5. Ongoing training and re-training are vital components to a CPO maintaining operational competency. 6. Close Protection instructors need to have both an operational background and training in instructional methodologies before being considered competent. It is important that in the long term international recognition of South African Close Protection qualifications is achieved. This is essential since many South African CPOs operate internationally. Globalisation and improvements in technology have made it easier for international networking to take place. This has meant that clients are using CPOs in different countries and international comparisons are inevitable. If South African CPOs are to be considered `world class' then internationally recognised minimum standards need to be implemented for the South African Close Protection industry. The research indicated and highlighted various trends that may affect the Close Protection industry. The trends identified that seemed most relevant to the South African Close Protection industry were as follows: * Increased public awareness of international terrorism has resulted form acts such as the 9/11 attacks. This has made people more aware of the need for and benefits of security. Use of well trained CPOs is one of the ways that potential clients are able to minimise their exposure to any potential terrorist attack. * A CPO's ability to communicate and liaise with all relevant parties involved in the Close Protection environment is vital to the success of any operation. Therefore it is vital that these aspects receive the relevant focus during training. * The CPO needs to be well trained in use of unarmed combat and alternative weaponry. He/she can no longer rely on the use of a firearm as the primary force option. * A CPO needs to be able to adapt to many different situations. It is important that a CPO is trained to blend in and use the correct protocol in any given situation. The focus of operations should be on operating in a low profile manner to avoid unnecessary attention. * A CPO needs to be well trained in all aspects of planning and avoidance. The skills needed to proactively identify and avoid threats are vital to modern day operations. The CPO also needs to be quick thinking and adaptable in order to function effectively. * A CPO needs to have a working knowledge of all security related aspects that could enhance the safety of his/her Principal (i.e. multi-skilled). In addition to the above mentioned factors, other recommendations emanating from this study focused on minimum competency standards for the identified subdivisions of close protection. Examples of possible assessment guidelines and criteria were identified covering the following broad classifications: * Prior educational qualifications * Physical abilities * CPO skills * Prior experience in guarding * Firearm skills * Unarmed combat * Protective skills * First aid skills * Security knowledge * Advanced driver training * Protocol and etiquette * Management and business skills * Related skills / Criminology / (M.Tech (Security Management))

CHDS State/Local / Approved for public release, distribution is unlimited / This thesis argues that first preventers are not limited to law enforcement and/or intelligence personnel. Private security officers are our true first preventers because they control access to the myriad of facilities we enter and exit every day. They are the individuals with their boots on the ground in our efforts to recognize abnormal or unusual activity. Based on the observation by President George W. Bush in the National Strategy for Homeland Security that 85% of the nation's critical infrastructure is owned by private agencies and organizations, one conclusion is incontrovertible: No one is in a better position to be a first preventer than the private security officer in America. In New York State, a professionally trained and licensed security officer's primary directive is defined as detecting, deterring and reporting on conditions which might harm life or property. It is incumbent upon government public security officials, and private security executives themselves, to cultivate and exploit this undervalued segment of our efforts to combat terrorism on a national basis. In order to do so, and to assure the public of the competency of the private security workforce, it is imperative that private security officers be mandated to meet minimum standards. Therefore, this thesis makes the argument that advocating nationwide, state controlled licensing and training of private security officers is essential to the efforts of the Department of Homeland Security to employ 'First Responder' and 'First Preventer' strategies in the war on terrorism. / Civilian, Chief of Staff, New York City Police Pension Fund

The aim of this study was to determine the current operational skills requirements for Close Protection Operatives (CPOs) in South Africa. Operational skills refer to those skills that are vital in order for a CPO to effectively protect a designated person (this person is referred to as the `Principal'). In order to determine any shortcomings in the Close Protection industry, twenty in-depth interviews were conducted with current operational CPOs. A detailed literature review was also done in order to create a solid platform for the research and to assist in the verification of the information. During the research, it was found that the task of providing Close Protection could be divided into various sub-categories. This was necessary in order to gain a rounded perspective of a CPO's roles and duties. CPO's tasks in their entirety had to be unpacked into their smaller sub-components. In fact there were many ways to subdivide the skills requirements and functions of CPOs. It was, however, found that the actual subdivisions were less important than the gaining of a comprehensive understanding of how all the aspects are interrelated and should function synergistically. The need for regulation of the South African Close Protection industry was identified as a major concern among all interview respondents. In order to determine the relevant factors involved in regulation, the way countries such as the United Kingdom (UK), Australia and Israel regulate their industries, was assessed. It was noted that the industry in South Africa is `partially regulated'. This means that there is some sort of registration process for CPOs but no comprehensive monitoring and enforcement of accepted minimum competency standards. Currently in South Africa private sector CPOs are rated on the same scale as security guards and must be registered as a Grade level C with the Private Security Industry Regulatory Authority (PSIRA). This is not an effective manner to regulate CPOs. CPOs should be viewed as professionals and specialists since their skills far exceed those of a security guard (Grade C). According to South Africa's Skills Development Plan all industries will fall under Sector Education and Training Authorities (SETAs). Close Protection is grouped under the Police, Private Security, Legal, Correctional Services and Justice Sector Education and Training Authority (POSLEC SETA). There is currently a South African Qualifications Authority (SAQA) Unit Standard for Close Protection (Protection of Designated Persons, Units Standard number: 11510). However, the research revealed that while the unit standard correctly outlines the operational skills requirements of CPOs there are no assessment guidelines or clearly defined minimum skills requirements. Before the unit standard can be effectively implemented, agreed industry minimum standards for the relevant skills divisions in Close Protection need to be identified and implemented. But currently there is some confusion regarding which body is responsible for, firstly developing acceptable unit standards; secondly, getting the industry as a whole to agree and accept such standards; thirdly, to see to it that training on those standards is provided; and finally the monitoring of these standards in practice. In this study various training related factors were identified and examined in order to assess whether the way CPOs are trained in South Africa is effective or not. Aspects such as the intensity, focus, duration and content were examined. In general it was found that it is important for the following to be implemented: 1. Effective screening and pre-training evaluation of potential trainees. 2. Training should be job orientated and focus on training CPOs for the functions that they will actually have to perform. 3. Training methodologies should focus on an outcomes based approach and utilise the fundamentals of adult based education. 4. Training should simulate reality including the related stress factors that are placed on operational CPOs such as lack of sleep and high levels of activity interspersed with boring waiting periods. 5. Ongoing training and re-training are vital components to a CPO maintaining operational competency. 6. Close Protection instructors need to have both an operational background and training in instructional methodologies before being considered competent. It is important that in the long term international recognition of South African Close Protection qualifications is achieved. This is essential since many South African CPOs operate internationally. Globalisation and improvements in technology have made it easier for international networking to take place. This has meant that clients are using CPOs in different countries and international comparisons are inevitable. If South African CPOs are to be considered `world class' then internationally recognised minimum standards need to be implemented for the South African Close Protection industry. The research indicated and highlighted various trends that may affect the Close Protection industry. The trends identified that seemed most relevant to the South African Close Protection industry were as follows: * Increased public awareness of international terrorism has resulted form acts such as the 9/11 attacks. This has made people more aware of the need for and benefits of security. Use of well trained CPOs is one of the ways that potential clients are able to minimise their exposure to any potential terrorist attack. * A CPO's ability to communicate and liaise with all relevant parties involved in the Close Protection environment is vital to the success of any operation. Therefore it is vital that these aspects receive the relevant focus during training. * The CPO needs to be well trained in use of unarmed combat and alternative weaponry. He/she can no longer rely on the use of a firearm as the primary force option. * A CPO needs to be able to adapt to many different situations. It is important that a CPO is trained to blend in and use the correct protocol in any given situation. The focus of operations should be on operating in a low profile manner to avoid unnecessary attention. * A CPO needs to be well trained in all aspects of planning and avoidance. The skills needed to proactively identify and avoid threats are vital to modern day operations. The CPO also needs to be quick thinking and adaptable in order to function effectively. * A CPO needs to have a working knowledge of all security related aspects that could enhance the safety of his/her Principal (i.e. multi-skilled). In addition to the above mentioned factors, other recommendations emanating from this study focused on minimum competency standards for the identified subdivisions of close protection. Examples of possible assessment guidelines and criteria were identified covering the following broad classifications: * Prior educational qualifications * Physical abilities * CPO skills * Prior experience in guarding * Firearm skills * Unarmed combat * Protective skills * First aid skills * Security knowledge * Advanced driver training * Protocol and etiquette * Management and business skills * Related skills / Criminology and Security Science / (M.Tech (Security Management))