We take pride in hiring only the most qualified personnel for our business. The process is admittedly lengthy, but we want to ensure every person brought on-board meets the standards we uphold. Before being assigned to a role within STT, applicants must:

• Complete a detailed application for employment
• Comply with minimum physical standards
• Complete a pre-interview questionnaire
• Complete a preliminary screening interview
• Undergo a customized STT Integrity Interview
• Have previous employers contacted as a reference check
• Pass a background screening (background check)
• Comply with all state and local licensing requirements
• Be photographed and receive individual STT identification
• Complete a pre-employment drug test and agree to participation in random drug screening processes
• Be approved by the client they will be assigned to
• Complete any additional required training per contract

Our most thorough of pre-employment procedures is our personality test. Consisting of 90 questions, it showcases an employees’ likelihood for turnover, their productivity score, work effort, service and support skills, and their counterproductive work behaviors. Combining these results with a pre-screening interview, an integrity interview, and a supervisor or hiring manager’s recommendation, our employees irrefutably earn their role within our organization.

In addition to the training required by the affiliated state licensing agency, each of our officers complete the Basic Security Officer Training Series. This training is just one part of the University of STT Interactive Training Program. Our employees also undergo the official Professional Security Training Network (PSTN) course, as well as various other modules depending on their location, position, or duties.

We utilize a combination of Learning Management Systems (LMS) in order to distribute our training materials. Regardless of location, technological access, or job functions, our staff completes a variety of necessary training courses. Due to the efficiency and accessibility of our LMS, we are also able to provide client-required training resources to our employees. This means if there are specific regulations, rules, or policies that our Security Officer’s must abide by for your business, we can effectively deliver and enforce them.

To maintain our staff’s training, our Human Resources Department continuously tracks compliance with these rules and regulations. Our field audits also serve to ensure the maintenance of these protocols. Our continuous compliance checks make sure that our staff is upholding their duties and that there are no missing areas of security in your organization’s security services.

Our Security Officers are often the first face that your employees, customers, tenants, or visitors see. Not only does our staff represent STT, but they also represent your business. For this reason, they are required to complete customer service training. With these foundations laid, we further provide industry-specific, site-specific, and various other internal training programs per the job site/assignment requirements.

As a professional organization, we strongly believe in a high standard of conduct, continuous improvement, ongoing evaluation, employee development, employee recognition, and support. We offer a competitive range of employee programs to aid in these efforts:

• Employee evaluations
  • We reach out to our employees and let them know how they are performing. Whether they’re exceeding our expectations or falling just shy of them, it is important to provide the employee with the appropriate resources to feel successful in their role. Especially when they start their new job, we make sure our staff feels well-equipped to handle their responsibilities. Our monthly employee evaluations take place for the first three months of employment. They serve to establish a baseline for our expectations as well as provide a medium for communication with us if there are any concerns or questions about the position. Our employee evaluations take on the following schedule:
    • 90 Day Evaluation – The last of our initial employee evaluations ensure the employee is set up to continue in a seamless work environment. If there are outstanding questions or concerns – either of the employee or client – we seek to solve them through the evaluation. It also allows us to provide more meaningful feedback since the employee will have 3 months of work under their belt. Any delinquent behaviors are eliminated and all requests are fulfilled. Our staff is provided with an opportunity to address any aspect of the job they may still be unsure or unaware of, and they are equipped to solve any potential concerns with their employment in the future.
    • Semi-Annual Written Evaluations – We conduct semi-annual written evaluations after the first three months to maintain the standards we initially establish with our employees. It also provides a medium for open communication between us and our staff all around the country. The semi-annual evaluation offers the employee various methods for improvement. It also allows the employee to address any issues they may have regarding hours, shifts, or other job-related duties. We inform our staff of both their strong suits as well as give constructive criticism. Doing so ensures the client’s satisfaction is upheld, our employees are happy, and we are aware of the work environment that exists on their site.
  • Documented progressive corrective action procedures
    • If an employee does not uphold our standards, we immediately address the issues at hand. Whether it be tardiness or not completing a client’s request, we take all problems with our staff very seriously.
    • In the event that an employee needs corrective action guidance, we offer an avenue for open and honest communication. Uncovering the underlying occurrence that caused an issue in the first place allows us to address the problem at its core rather than disciplining the employee immediately. If there is not a valid reason for the employee’s unwanted behavior, they are given disciplinary action; the severity of this action depends entirely on the type of behavior being dealt with.
    • All progressive action procedures are documented and kept in the employee’s file at our home office. If similar or frequent issues arise with the same staff member, we take the necessary steps to solve the problem – sometimes resulting in the dismissal of the employee. Upholding our high standards is non-negotiable and is the core of their employment with us.
  • Random drug and alcohol screenings
    • Ensuring our employees show up safe and sober to work is an extremely important part of our hiring process. All employees must pass a drug test before being offered a position within our organization.
    • If there are concerns that our security staff are not showing up to work sober – meaning under the influence of any controlled substance (including alcohol) – our zero-tolerance policy takes precedence; the employee will be immediately terminated if found in violation. Urine drug tests, breathalyzers, or blood work can be requested if concerns are expressed in this area. Not only does this type of behavior endanger the employee themselves, but it is especially detrimental to the client and those they serve. There are no exceptions to this rule; a sober workplace is a safe workplace, and those who fail to uphold this will no longer be employed with our business.
  • On-site compliance audits
    • Our ownership team travels from site to site conducting on-site compliance audits. These audits cover a wide range of topics and ensure compliance protocols are upheld. Some of the areas we audit include:
      • Employee/personnel review; are state licensing requirements met? Did all employees complete every portion of the hiring process? Is medical information kept confidential and locked away – separate from other employee materials?
      • Are supervisors utilizing all resources provided to them to document employee corrective action procedures? Are site-specific logs kept accurate?
      • Are all employees’ first-aid/CPR training up to date? Are other client requests being fulfilled at the level of expectation?
    • Our compliance audits ensure an all-encompassing and thorough check is completed of both employees and the site; this makes sure our services are meeting or exceeding expectations for the employees and client(s).
  • Continuously updated and documented Standard Operating Procedures (SOP’s)
    • The role of our Security Officers is constantly evolving. As their responsibilities change and positions develop, we work with you to implement new procedures that ensure our security services exceed all of your expectations. Our client-specific standard operating procedures guarantee your site is uniquely reviewed and updated.
  • Site-specific and industry-specific training
    • Some industries or client sites require special consideration with regard to laws, procedures, or protocols. Our employees are trained to uphold the unique requirements of any business. Regardless of industry or location, we offer our staff the resources necessary to fulfill the site/industry-specific requests of all organizations.
  • Bi-annual employee award/recognition for every client-site – including monetary compensation
    • We take pride in rewarding our employees for their hard work and dedication to our business. For this reason, we distribute monetary awards to our top-performing employees on a bi-annual basis. Reinforcing good work ethic and rewarding positive behavior is another way we maintain only the most qualified and professional staff.
  • Special recognition awards
    • When employees uphold our standards and consistently prove that they are dedicated to their role within our organization, it is necessary that we show our appreciation. There are various categories in which an employee can earn an award; you can read more about our various employee recognition and appreciation awards here.