ACS Pacesetters

Tuesday 7 June 2011

Continuous Development, Reminders & Prompts!

When introduced and completed correctly, search can play a major part
in loss prevention and as part of your “security mix”. The below are guidelines only

Search overview

No private person has the right to search anyone. Consent must be obtained. Any agreement (contract etc) does not remove the necessity to obtain consent immediately prior to a search taking place.

Under NO circumstances should any force or intimidation be used to carry out a search.

Introduction of search

When introducing / implementing searches it is important the current work environment / ethos is not disturbed. Implementing search, can, at first, cause some animosity and discomfort. However, correct search training, methods & knowledge can eliminate many potential obstacles and within approximately 1 week search procedures should simply become part of the daily work routine. To maintain the dignity of individuals when subjected to a search. Search policies and procedures may vary from site to site according to business requirements and it is necessary for the business to conform to agreed local standards.

Search signage should be displayed at all ENTRY/EXIT points.

All searches must be recorded

Quality and random search provide better results than quantity

Key search protocol

  • A search does not imply that the individual being searched is under suspicion. Treat people in the same manner you would like to be treated and put them at ease. Use the words “please” & “thank you” regularly
  • Bodily contact is not advisable (search wand used). Do not follow body contours. Straight lines only.
  • Never enter pockets (needles/accusations)
  • Females can be searched by a male, providing a 3rd party is present to witness the search and a search wand used otherwise the method is female v female / male v male.
  • Any refusal request the reason and document

I don’t have to wear my actual licence, I can use a photocopy

Fiction: You must wear or have on your possession your actual licence unless reported lost or stolen. If not on your possession your licence can be revoked or suspended, or worse still prosecuted as not having on you is contravening section 9 of the Private Security Industry Act 2001

Image of a front line licence


CRB Checks

On 31 August the Criminal Records Bureau (CRB) is changing its rules on the documents it will accept. Since our licensing process relies heavily on the CRB, we will be changing our rules as well. The changes are:

  • A UK adoption certificate will now be classed as a group B document, NOT a group A document
  • We will no longer accept the following documents:
    • Mobile phone contract
    • TV licence
    • Certificate of British nationality
    • Court summons
    • Payslip

Any applications we receive on or after 31 August will be processed according to the new ID requirements


Staff Zone Policies

We have added the below policies to the  Staff Zone

- Dignity at Work

- Environmental Policy

- Equal Opportunities & Discrimination Policy

- Health & Safety Policy

- Lone Worker Policy

- Social and Corporate Responsibility Policy

- Training & Staff Development Policy

- Mission Statement

Visit @


Guidance – Use of Photography

The following key points will provide Kingdom Officers with important advice as to what is to be considered reasonable and innocent behaviour in the instance of members of the public taking photographs or filming, and what the correct course of actions is when dealing with suspicious behaviour of individuals:

• The vast majority of individuals taking photographs are doing so for entirely innocent purposes, and the fact that an individual is taking a photograph does not in itself indicate hostile reconnaissance or other suspicious behaviour.

• The size and type of cameras are not, in themselves, indications of suspicious behaviour. Large cameras, lenses and tripods should therefore not be viewed as being more suspicious than other types of equipment.

• If an individual is in a public place photographing or filming a private building, security guards have no right to prevent the individual from taking photographs.

• If an individual is on private property, s/he may not take photographs if such activity is expressly prohibited or requires a permit which has not been sought or granted. In this instance, a security guard may inform the individual of the restrictions and politely request that s/he ceases to take photographs or film. The security guard could request that the individual leave the premises and could use reasonable force if necessary to effect this.

• All approaches to members of the public should be made in a courteous manner.

• If an individual is behaving in a manner which a security guard believes to be suspicious, it is important that the suspicions are resolved either through reporting the incident to the police or through polite questioning of the individual.

• Security guards cannot delete images or seize cameras, nor can they obstruct individuals from taking photographs.

• Members of the public and the media do not need a permit to film or photograph in public places. This includes where an individual is in a public place but taking a photograph or film of a private building.

• On private land, the public may take photographs unless this activity is expressly prohibited by the landlord or a permit is required and has not been sought.

• Security guards should be mindful of the impact their actions have on members of the public. They should avoid behaving in a manner that individuals may find intimidating or aggressive, or interfering with individuals’ activities without adequate reason to do so


Personal development planning

Is the process of creating an action plan based on awareness, values, reflection, goal-setting and planning for personal development within your career with Kingdom Security.

Its that time of year again where you are required to complete the Kingdom PDP form and to discuss your individual strengths, weaknesses, plans and desires!

Please click the below link, complete and submit before the end of January 2012.

Many thanks


SOCIAL MEDIA POLICY e.g Facebook & Twitter etc

We recognise that the internet provides unique opportunities to participate in interactive discussions and share information on particular topics using a wide variety of social media, such as Facebook, Twitter, blogs and wikis. However, employees' use of social media can cause offence and pose risks to our confidential and proprietary information, and reputation, and can jeopardise our compliance with legal obligations.

To minimise these risks, to avoid loss of productivity as well as ensuring that our IT resources and communications systems are used only for appropriate business purposes, we expect employees to adhere to this policy, both inside and outside work.

This policy deals with the use of all forms of social media, including Facebook, LinkedIn, Twitter, Wikipedia, all other social networking sites, and all other internet postings, including blogs.

It applies to the use of social media for both business and personal purposes, whether during office hours or otherwise. The policy applies regardless of whether the social media is accessed using our IT facilities and equipment or equipment belonging to members of staff.

Breach of this policy may result in disciplinary action up to and including dismissal. Disciplinary action may be taken regardless of whether the breach is committed during working hours, and regardless of whether our equipment or facilities are used for the purpose of committing the breach. Any member of staff suspected of committing a breach of this policy will be required to co-operate with our investigation, which may involve handing over relevant passwords and login details.

Social media should never be used in a way that breaches any of our other policies. If an internet post would breach any of our policies in another forum, it will also breach them in an online forum. For example, employees are prohibited from using social media to:

(a) breach our Electronic information and communications systems policy;
(b) breach our obligations with respect to the rules of relevant regulatory bodies;
(c) breach any obligations they may have relating to confidentiality;
(d) breach our Disciplinary Rules;
(e) defame or disparage the organisation or its affiliates, customers, clients, business partners, suppliers, vendors or other stakeholders;
(f) harass or bully other staff in any way;
(g) unlawfully discriminate against other staff or third parties;
(h) breach our Data protection policy (for example, never disclose personal information about a colleague online);
(i) breach any other laws or ethical standards (for example, never use social media in a false or misleading way, such as by claiming to be someone other than yourself or by making misleading statements).


Question: What must you record?

Answer: Your shift life - your movements, your breaks, what you did during your shift

Question: What must I report to the Kingdom National Control Centre?

Answer: You must report all emergencies & incidents

Question: What is an emergency?

Answer: An emergency is an unexpected occurrence requiring a 999 service (police, ambulance, fire brigade)

Question: What is an incident?

Answer: An incident is an unexpected occurrence requiring immediate attention or response i.e. yours or someone else. E.g. making an arrest, deterring someone from entering site, being abused or threatened, smell of gas etc

You can find and complete a Kingdom incident report form within your site log book or on the web site Staff Zone

Polite Reminders
You are responsible for the safe keeping of any personal possessions that you bring onto company or customer premises. The company will accept no liability for any personal item/s lost, damaged or stolen from the Company or Customer's premises or from any Company vehicle. Staff are requested not to bring personal items of value onto the premises and, in particular, not to leave items overnight.

Laptops: Personal laptops must not be used whilst at work.

Radio: Must be kept to minimum volume. Non offensive material played

Television: The viewing of television is not authorised whilst at work. The Company has the right to confiscate any television found. The owner has the right to apply for the return of the television at no cost to the Company.

Personal Mobile Phones: Must be used during your official and authorised breaks only

The company reserves the right to confiscate items where you have not complied with our code of conduct and submit found items to the National Support Centre for personal collection (the company will not reimburse any costs for collection).


The Centre is now divided into 2 distinct parts, with separate telephone numbers.

1. The CONTROL MONITORING CENTRE, with responsibility for Officer book on/off, safety calls, absence, incidents, alarm activations etc.

To book on/off 0871 4246 888  (automated calls)

To speak to a controller 0871 4246 999 

2. The SHIFT ALLOCATION CENTRE has responsibility for rosters and roster planning (including responsibility for new Officer monitoring, Officer site monitoring, site training requirements, holiday cover, extra cover, standbys etc).

For rosters contact the Shift Allocation Centre on 0333 321 4220.



Only authorised headwear should be worn on Kingdom contracts to maintain a professional image and brand and to ensure no offense is caused e.g. walking through a Midlands warehouse of workers in a Chelsea cap.

Kingdom provides cold weather headwear @ £7.50 – should you wish to order please contact Chloe on 01744 697598 or





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