(3) Supervision should be based on individual needs.
(4) Supervisors should recognize achievement. For example, a "guard of the
month program" may be implemented.
Appropriate reward can then be given for
outstanding effort or achievement.
(5) Security guards
effort or achievement.
(6) The supervisor should maintain an air of impartiality in dealing with
f. An effective supervisor develops good security force discipline. He does
so by setting rules which are just and complete.
Such rules should be easy to
administer and understandable.
Sometimes a supervisor needs to take corrective
action involving his security force.
If so, it may only call for "setting a man
straight." This is a recommended technique for supervisors to consider. Types of
situations in which verbal corrective action should be considered are as follows:
(1) When deficiency is due to lack of knowledge or training.
(2) When error is trivial.
(3) When action is first offense.
(4) When due to old habits.
g. Under some circumstances the supervisor may need to take constructive
disciplinary action. Occasions for this might be as follows:
(1) When verbal corrective action has failed.
(2) In cases of flagrant or willful violation of post or security rules.
(3) When loss, damage, or hazard is caused through negligence.
h. Disciplinary action should be handled calmly and privately.
supervisor should have full knowledge of the facts. Sometimes punitive action is
probation and discharge, should be consulted.
It is well to remember that these
are serious actions; they should be taken only when all other measures have failed.
The supervisor should bear in mind the requirements for documented proof.
proof of events and actions necessitating disciplinary action is a must. When the
decision has been reached as to the propriety of probation or reprimand, further
action should be pursued.
This should be done vigorously and without fear of
It should also be done without seemingly excessive administrative