Frequently asked questions
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Benefit Program
Describe in detail all benefits offered to employees. Include health care insurance, life insurance, holiday pay, vacations and any other benefits offered. Cite specific plans offered and employee cost sharing arrangements (payroll deduction). Include the following: Medical/health insurance coverage options (indicate costs for a PPO program including coverage options for employee, employee and spouse and employee and family). Dental (indicate monthly premium).
We provide health, vision, and dental insurance to our employees. Our salaried employees have holidays off. Our hourly officers have a process to follow if they wish to
Request holidays off, and if they work the holidays, they receive time and a half pay. If the officers work any overtime, they receive time and a half of the overtime hours worked. After an employee has worked for one year, they receive a week of paid time off. After 5 years of service employees receive two weeks of paid time off.
The required contributions of these benefits that affect the contracted rates are as follows: $350 is allocated for the health insurance of each full-time employee that works the client site, the cost of the time worked (regular, holiday, and overtime), and the amount of paid vacation time set by the contract that the client agrees upon. The cost of the health insurance benefit to the employee is kept within the requirements of the affordable care act.
Training
Explain your training requirements prior to an officer reporting to the site. Please note that a minimum of 40 hours of on-site training is required for any officer or flex/utility that is expected to run the console. At least 24 hours of on-site training required for any officer that is solely a rover. Include any other training programs offered, such as annual retraining and recertification, and formal continuous training.
We provide health, vision, and dental insurance to our employees. Our salaried employees have holidays off. Our hourly officers have a process to follow if they wish to
Hours/requirements: We complete the state requirement of 24 hours of on-site training. In addition, we provide client specific, site-specific training and ongoing continuous training.
Types of training: We train our officers for each position on site, Code of Conduct (if client has one in place), system (Elite+) training, report writing training, hospitality training (in partnership with Livewire), patrolling with a purpose, CPR, AED, & First Aid training, active shooter training, and transportation (golf cart, bicycle, etc..) training.
Participation levels: We require all site employees to complete all provided training. The Directors all the way through the Rovers are required to participate. We cross train our officers so that we can fill open shifts on their site or if anyone moves between sites, they receive the full training for each site they work at.
Documentation (certification): All training is recorded in our Elite+ software. This is our reporting and information system for the Officers and Property Management. Training hours, various reports, clock-in/out logs, the site VIP list, and more is recorded in the Elite+. When officers complete certain training modules they receive certificates of completion.
Agendas/Content: For each training session we keep records of any check lists, descriptions, rosters, and agendas that are used. Various types of content may be required depending on the type of training that is being conducted.
Custom training: We provides all site training, and we have the ability to partner with industry leading trainers to develop custom training programs for our clients.
Development and Retention of Personnel
Describe your succession planning and development of officers, supervisors and managers. Describe methods and initiatives designed to promote employee retention.
Anyone one can be taught security, but not everyone is suited for a role in a hospitality position which is a challenge we face daily. To reduce the high amounts of turnover this industry is accustomed to we strive to make our officers feel like they are part of a team and contribute to the team’s success. We recognize them with weekly bonuses, recognition for employee of the week, and help them financially by paying them weekly. We also helped employees with our “fast pay” program and MARTA breeze card program.
If people enjoy coming to work every day, we face far less issues and turnover with our team. The Praetorian Guard prefers to promote from within, and we have done so with a significant number of our senior leaders. The officers that recognize this and have the ambition to work hard inevitably rise to the top.
Total Quality Management Program
Outline administrative controls, plans and process to monitor and assure contract compliance of security services. Include methods of quality control, contract administration, audits, management inspection programs, conduct and job performance standards, corrective action planning and follow-up reporting.
The Elite+ is our reporting system that updates in real time. The moment an officer submits a report it is added to the Event Log or Incident Log depending on the report type made. The Leadership Team, all employees on site, and clients have 24/7 access to the Elite+. The property information is kept client specific. Supervisors are expected to physically and digitally check the quality of the work entered by the officers.
This includes the reports made, clock-ins/outs and appearance of each officer. The Elite+ is our greatest communication tool. It differentiates us from other security providers and allows us to maintain our transparency of communication across our team and with our clients.
Our leadership team checks this software regularly and uses it in our backups, audit, and tracking processes. There are different functions to the system that allow the entire team to contract administration, conduct and job perform
Value added features
Indicate features or programs not covered elsewhere in the response which are offered to enhance your firm's ability to effectively manage the project.
We attend the monthly and quarterly (law enforcement partners) Midtown Blue meetings. We unite everyone around the site by building a “circle of safety.” This involves working with the security directors and property managers immediately adjoining the site to develop a cohesive network of information that helps to secure the property.
We provide a value to our clients by being transparent with our communication and reporting systems. Elite+ is the tool that we use to provide this transparency.
Employee Recognition Programs
Outline any specific incentive and recognition programs made available to employees and explain how these programs are managed. What if any expenses will be passed to client as a result of the implementation of these programs?
One way we recognize our officers is with weekly bonuses. The weekly bonuses are based on a KPI structure that directly relates to their performance and attendance. This is tracked via our Elite+ system and a final decision is made by the Director for each officer and supervisor to determine if they receive their bonus for the week. There is also a KPI structure in place for the Director and Assistant Director that is tracked by Essa Cham our Director of Operations.
Another way we pay recognition to the officers is by awarding employee of the week and of the quarter. When this individual is selected, they receive a gift card in the amount of $25 and a weekly email is sent to everyone on the team for that site. The selection is made based on their performance for the week and if they have proven to go above and beyond what we ask of our team.
The cost for these that are passed to the client are included in the bill rate.
Management Approach
Describe in detail how your firm will be organized to manage this project. Indicate by position or title the person who will have the overall responsibility for the account. Indicate the support staff available to this project manager by function. Please supply an organization chart depicting the structure of the local servicing office and regional support.
The individual who will have overall responsibility for the account, that would be our Director of Operations, Essa Cham.
The leadership team lives in the general vicinity of the Metro Atlanta area, we have an excellent relationship with local and state and federal law enforcement agencies. The business model for The Praetorian Guard is to focus on metro Atlanta. As a result, our focus is directly serving our clients in Atlanta and to be able to put our boots on the ground at a moment’s notice. Our training and post orders are similar for the properties we serve. We also train what we call “Flex Officers.” These officers are specifically cross trained for multiple properties for emergencies and shift openings.
Support staff includes Patricia Rosenboro (HR & Recruiting), Daniel Blevins (President), Jireh Azilah (Chief Operating Officer) Vincent Kobby Sam (Cyber Operations)
Transition Plan
Submit a projected Transition Plan for implementation if awarded the contract to include tasks and time frames. Include a list of all individuals assigned to your transition team with current contact information, phone numbers and email addresses.
We would request at least 20 days from the signing of the contract to the day we take over the security services. This would allow time for recruiting , writing post orders, and uniform and equipment ordering .
If any current security staff wish to remain with the property, we would interview them and offer to make them part of The Praetorian Guard Team if they pass our vetting processes. Typically, we have started at midnight on the 31st day following the contract signing.