Located centrally on the West Midlands / Mid Wales border, Valley Security Services Ltd is an SIA (Security Industry Authority) approved contractor, supplying premier services throughout UK. Our entire workforce (including directors and managers) hold valid SIA licences and are subject to Criminal Records Bureau (CRB) checking. We offer a comprehensive range of BSi registered security services and fire protection solutions, designed (with integrated processes and procedures) to meet the demanding expectations of discerning clients and consumers. VSS personnel deliver our services in accord with bespoke, documented assignment instructions, containing service level agreements. Routine management site visits and unannounced inspections, coupled with non flexible quality management procedures, ensure the continuity of professional services and customer/consumer satisfaction.

Services are routinely supplied to industrial, commercial, entertainment, retail and residential markets, from public and private sectors. The scope of assignments furnished is broad and may include, static security guarding, key holding, events/exhibitions security, alarm activation response, close protection (bodyguarding), front of house (consierge/portering) security and, mobile security patrols. These example services differ greatly in operational terms, but stand equal as valued custom, receiving a consistency of Best Practice service delivery. This inherent mind set of service quality and continual improvement, coupled with a driven commitment to customer satisfaction has placed VSS apart from the mainstream; it is the platform upon which we focus strategic/sustainable growth.

Over time, VSS has forged strong working relations with a variety of industries, achieved by a partnership approach and, reinforced through integrated, robust company policies including Corporate Social Responsibility, H.&S., Environmental, Equal Opportunities and of course Quality - (these may be viewed below).

We are mindful that the delivery of Best Practice services lies in the hands of our dedicated workforce, the men and women on the ground who diligently protect our clients assets. Substantial investment is made in our recruitment, training and retention programs, as per SIA Approved Contractor requirements. Historically, the UK Private Security Industry has been found wanting in this regard; a combination of damaging factors including unqualified/ill-equipped smaller 'service providers', opting in and out of the industry, coupled with sustained financial pressure from consumers, in their efforts to control costs, has for many years fueled the depletion of standards, hence the long awaited intervention of Government by way of the Private Security Industry Act and the formation of the S.I.A. (Security Industry Authority).

Reporting to the Home Secretary, the S.I.A. is responsible for regulating the UK Private Security Industry. Those resistant to change (whether they be suppliers, security operatives or end users), may encounter the teeth of legislation - heavy fines and custodial sentences are being imposed on offenders.

With rigid control procedures in place and in use, VSS embraces the new laws as champions of Best Practice. We look forward to a reinvigorated Security Industry and support the demise of those unwilling / unable to comply with the legislation.

Client Testimonials:

CORPORATE SOCIAL RESPONSIBILITY POLICY

VSS principles:

We recognise that we must integrate our business values and operations to meet the expectations of our stakeholders, who include customers, consumers, employees, SIA (Security Industry Authority), Police, our suppliers, the community and not least, the environment.
We recognise that our social, economic and environmental responsibilities to these stakeholders are integral to our business. We aim to demonstrate these responsibilities through our actions, policies and procedures.
We take seriously all feedback that we receive from our stakeholders and where possible, maintain open dialogue to ensure that we fulfil the requirements outlined within this policy.
We shall be open and honest in communicating our policies, strategies, targets, performance and governance to our stakeholders, in our continual commitment to sustainable development and improvement.
The Managing Director, Patrick Bennett is responsible for the implementation of this policy and will make the necessary resources available to realise our responsibilities.
The responsibility for our performance to this policy rests with all employees throughout the company.

Our partnership approach:

We shall strive to improve our environmental performance, through implementation of our Environmental Policy.
We shall ensure a high level of business performance while minimising and effectively managing risk.
We shall encourage dialogue with stakeholders and local communities for mutual benefit, in accord with our communication strategy.
We will register and resolve customer/consumer complaints, in accordance with our Quality Management System.
We shall support and encourage our employees to help local community organisations and activities in our region, meeting Approved Contractor requirements.
We shall encourage suppliers and contractors to adopt responsible business policies and practices for mutual benefit.
We will offer our employees clear and fair terms of employment and provide resources to enable their continual training and development.
We shall provide safeguards to ensure that all present and potential employees are treated with respect and without sexual, physical or mental harassment, in accordance with our Equal Opportunities Policy.
We shall provide and maintain a clean, healthy and safe working environment, through implementation of our H&S policy.
We shall uphold the values of honesty, partnership and fairness in our relationships with stakeholders.
Our contracts will clearly set out the agreed terms, conditions and the basis of our relationship.
We will operate in a way that safeguards against unfair business practices.
We will protect client's and consumer’s property from damage or loss, due to the actions of Company personnel.

Patrick Bennett, Managing Director - 20 September 2007

QUALITY POLICY

Valley Security Services Ltd sells and delivers bespoke security services, including static guarding, mobile patrols, door supervision, event stewarding, key holding and intruder alarm activation response.

We are committed to a policy of continual improvement based on the foundation of a Quality Management System that complies with the requirements of ISO 9001:2000 and, the Security Industry Authority's Approved Contractor Scheme.

Our objectives are to:

• Fully understand a client’s requirements and to advise, tailor and deliver a cost effective Best Practice solution.
• Develop and implement controlled processes.
• Define responsibilities to support the operation and monitoring of these processes.
• Comply with the requirements of the Quality Management System and continually improve its effectiveness.
• Establish and communicate quality objectives and performance targets to Company personnel.
• Measure achievements against objectives and targets and take action as needed.
• Develop employee skills and increase their contribution through effective training.

This Quality Policy is communicated to and understood by personnel within the Company. It is periodically reviewed for continuing suitability to satisfy the needs of the Company, clients, all stakeholders, and ISO 9001.

Patrick Bennett, Managing Director - 24th February 2006.

HEALTH & SAFETY POLICY

The following is a statement of the company’s general health and safety policy in accordance with section 2 of the Health and Safety at Work etc Act 1974.

It is the policy of Valley Security Services Ltd to ensure so far as is reasonably practicable the health, safety and welfare of all of the employees working for the company or other persons who may be affected by our undertakings.

Valley Security Services Ltd acknowledges that the key to successful health & safety management requires an effective policy, organisation and arrangements, which reflect the commitment of senior management. To sustain that commitment we will continually measure, monitor and revise where necessary an annual plan to ensure that health and safety standards are adequate.

The Managing Director, Patrick Bennett will implement the company’s health and safety policy and recommend any changes to meet new circumstances. The instructions will then be carried out through the normal chain of management. The company recognises that successful health and safety management contributes to successful business performance and will allocate adequate finances and resources accordingly.

The management of Valley Security Services Ltd looks upon the promotion of health and safety measures as a mutual objective for themselves and their employees at all levels. It is therefore, the policy of the management to do all that is reasonably practicable to prevent personal injury and damage to property. Also the company aims to protect everyone, including all visitors and members of the public, insofar as they come into contact with the company or its activities, from any foreseeable hazard of danger.

All employees have duties under the Health and Safety at Work etc Act 1974 and they are informed of their personal responsibilities to take due care for the health and safety of themselves and to ensure that they do not endanger other persons by their acts or omissions. They are also informed that they must co-operate with the company in order that it can comply with the legal requirements placed upon it and in the implementation of this policy.

The company will ensure continued consultation with the workforce to enable all viewpoints and recommendations to be discussed at regular intervals.

The company will ensure a systematic approach to identifying hazards, assessing the risk, determining suitable and sufficient control measures and informing employees of the correct procedure.

The company will provide, so far as is reasonably practicable, safe places and systems of work, safe plant and machinery, safe handling of materials and substances, the provision of adequate safety equipment and ensure that appropriate information, instruction, training and supervision is given.

The company regards all health and safety legislation as the minimum standard and expects management to achieve their Managerial targets without compromising health and safety.

ENVIRONMENTAL POLICY

Valley Security Services Ltd recognises the need for sustainable development and continually aims to improve the environmental effect of its activities.

To achieve this we will establish sound environmental management by: -

Meeting or improving upon relevant legislative, regulatory and environmental codes of practice.
Developing objectives that target environmental improvements and monitor performance by regular review.
Considering any environmental issues in the decision-making process.
Developing a relationship with suppliers and contractors so that we all recognise our environmental responsibilities.
Educating staff so that they carry out their activities in an environmentally responsible manner.

Provide for the effective use of resources by: -
Promoting waste minimisation by recycling or finding other uses of by-products whenever economically viable.
Promoting the efficient use of resources, energy and fuel throughout the company’s operations.

Co-operate with: -
The communities in which we operate.
The government, regulatory bodies and other interested parties with the shared vision of being a good and trusted neighbor.

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.

COMMUNICATION STRATEGY

The Company has a need for effective communications with various stakeholder groups. This document identifies the groups and the communication methods used.

1: EMPLOYEES
The Company is fully aware of the needs and benefits of regular interaction with the workforce. Due to deployment fragmentation and shift working, group meetings (the medium of choice), prove extremely difficult to hold. The communication methods in use are:
(a) Site visits – both scheduled and unannounced
(b) Memoranda and newsletters
(c) Telephone calls
(d) Personal meetings / interviews at Head Office
(e) Annual appraisals
(f ) Notice boards

2: CUSTOMERS
Regular and effective communication is practiced to ensure that assignment services continue to meet fully the client’s expectations via:
(a) On site meetings
(b) Telephone calls

3: CONSUMERS
Every opportunity is taken to engage with stakeholders; this applies equally to employees and managers. The Company has a policy of conversing with consumers, encouraging feedback – with a view to continual improvement.

4: POLICE, OTHER AUTHORITIES & THE GENERAL PUBLIC
As proactive members of the extended Police family, the Company (at all levels) enjoys excellent working relations with the local Constabulary. All employees are aware of the need to assist our ‘brothers in arms’ at all opportunities; a reciprocal approach is experienced from local law enforcement officers. Similarly, it is understood and practiced, to engage positively with and assist all parties encountered during the delivery of services.

5: PUBLICITY/PUBLIC RELATIONS
It is understood whilst good publicity is beneficial, negative publicity, if encountered, regarding the Company / Security Industry could be damaging. Any publicity/PR matters encountered are directed exclusively to the Company’s Head Office and, will be dealt with by either the Managing Director or Operations Manager.
The Managing Director is the Company’s designated spokesperson.

VALUE

It's unwise to pay too much, but it is worse to pay too little.
When you pay too much, you lose a little money - that is all.
When you pay too little, you sometimes lose everything, because the thing you bought was incapable of doing the thing it was bought to do.
The common law of business balance prohibits paying a little and getting a lot - it can't be done.
If you deal with the lowest bidder, it is well to add something for the risk you run.
And if you do that, you will have enough to pay for something better. (John Ruskin 1819 - 1900)

Valley Security Services Limited is a registered company in England and Wales - registration no. 5178389

Registered Office: Derwen Deg, Llansilin, Oswestry, SY10 7PU. (click here for map)

Data Protection Act - register no. Z1095079

VAT registration no. 840 4582 34