Employment with VSS

Valley Security Services goes to great lengths to ensure the selection of high caliber people throughout the business. The vetting and screening of new employees is outsourced to a specialist organisation, where comprehensive checks are carried out - meeting the requirements of BS 7858:2006 (security screening of individuals employed in a security environment). A six months probationary period gives both the employee and the Company the opportunity to fully evaluate a long term contractual relationship. VSS values its human resources highly, an open door policy ensures that all employees enjoy freedom of expression and feel valued. We understand as do our clients, the importance of assigning capable and flexible personnel - which is the reason why we invite our clients to be included in the selection process, when required to bespoke recruit. We are an equal opportunities employer and we always appoint, train and develop on the basis of merit and ability - view our policies below. If you are considering approaching VSS for employment, you must hold a valid front line SIA license and be capable of being vetted/screened to BS 7858:2006. If you are self-motivated, honest and reliable, we would be happy for you to contact us. Applicants must take pride in themselves and in their work - an understanding of Best Practice principles is an advantage.   TRAINING AND DEVELOPMENT POLICY Valley Security Services Ltd recognises that its most important resource is its staff. We are committed to the training and development of our workforce, so that they will gain the necessary skills to reach their full potential. This will assist in enabling us to achieve our aims and objectives through a well trained and supported workforce. By increasing the skills and knowledge of our people, we will produce confident, highly qualified staff, to meet the expectations of all stakeholders. The individual training and development needs will be identified through: • A training needs analysis questionnaire • An annual performance appraisal • Requests from employees. The training and development needs identified will be met through a variety of activities depending on the nature and extent of the requirements deemed necessary after assessment. All internal training provided will be of no cost to the employee. External courses and professional qualifications may be fully or partly funded by the company, depending on the nature of the training and the anticipated stakeholder benefits. Employees are partly responsible for their own development, as such may inform management of their development needs and, take part in prescribed development activities. As part of the company’s continuing commitment to training and development, employees are asked to provide feedback on the value and effectiveness of the training and development they undertake. This information will be used to assess and improve the training process. This policy respects equal opportunities and applies to all employees. EQUAL OPPORTUNITIES & DISCRIMINATION POLICY The aim of the policy is to ensure no job applicant or employee is discriminated against either directly or indirectly on any unlawful grounds. The Managing Director has overall responsibility for ensuring that this policy is implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice. The Company will ensure that the policy is circulated to any agencies responsible for its recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment. The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity. The Company will maintain a neutral working environment in which no worker feels under threat or intimidated. Discrimination is unacceptable and breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action. Recruitment and selection The Company will endeavour, through appropriate training, to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions. Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy. Job descriptions, where used, will be in line with this equal opportunities policy. Job requirements will be reflected accurately in any personnel specifications. The Company will adopt a consistent, non-discriminatory approach to the advertising of vacancies. The Company will not confine its recruitment to areas or media sources that provide only, or mainly, applicants of a particular group. All applicants who apply for jobs with the Company will receive fair treatment and will be considered solely on their ability to do the job. All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate. Short listing and interviewing will be carried out by more than one person where possible. Interview questions will be related to the requirements of the job and will not be of a discriminatory nature. The Company will not disqualify any applicant because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job. Selection decisions will not be influenced by any perceived prejudices of other employees. Training and promotion Senior staff will receive training in the application of this policy to ensure that they are aware of its contents and provisions. All training and promotion will be in line with this policy. Monitoring The Company will maintain and review the employment records of all employees in order to monitor the progress of this policy. Monitoring may involve: • the collection and classification of information regarding the race in terms of ethnic/national origin, the sex, age and disability of all current employees, • the examination by ethnic/national origin, sex, age and disability of the distribution of employees and the success rate of the applicants, • recording recruitment, training and promotional records of all employees, the decisions reached and the reason for those decisions. The results of any monitoring procedure will be reviewed at regular intervals to assess the effectiveness of the implementation of this policy. Consideration will be given, if necessary, to adjusting this policy to afford greater equality of opportunities to all applicants and employees.   SIA Licensed Security Services - About Our Security and Fire Safety Company - Fire Protection and Fire Risk Assessments -Key Holding Service Intruder / Burglar Alarm Activation Response - Events / Exhibitions / Front of House Services - Mobile Security Patrols- Site Map