Guarding

Guarding

Stallion Security was founded in 1991 when a gap in the marketfor a service orientated security company was identified.

Guarding

Guarding

Stallion Security was founded in 1991 when a gap in the market
for a service orientated security company was identified.
guarding
Stallion Security has quickly grown into a highly structured, corporateorganization, providing security services to clients who are serious

about security and demand superior levels of service.

With a Mission of “providing you, the Client,

with service
excellence through discipline, dedication and development”,
and in order to meet the constantly changing needs of our Clients,
the Group now consists of seven separate registered companies interfacing
to satisfy our Clients complete security requirements.

The Stallion Group is empowered with Amabubesi Security (Annexure
A) owning a 25% shareholding. With our partners appointing Executive
Directors, Stallion Security does not preach empowerment, but embraces
it with a link between the partners and management.

STALLION SECURITY (PTY) LTD

Stallion Security has at its heart a disciplined culture and although
many security companies in South Africa purport to be running disciplined
security operations along similar lines, few actually do. It is
through this intrinsic Stallion culture that the high levels of
discipline, necessary to realise the client’s expectations, are
evolved and developed, within a guard force of close to two thousand.

To some, the discipline and parades seem somewhat overdone. It is our experience however, that this is the single most efficient means
of exercising control over a large force, thereby maintaining the

high levels of quality service, that our clients have come to expect.

The intensively managed discipline process, is however softened
by a participative management style, a beneficial reward system
and various incentive programmes. This ensures that the relationship
with our guard force is a “give-give” relationship.

These include the following:

  • bonus awards, which are bestowed upon the deserving member by
    management, immediately in the wake of the member performing above
    the call of duty;
  • a promotion from within policy is utilised to encourage individuals’
  • advancement;
  • an open door management policy, where all management are accessible
    to their staff;
  • a medical doctor’s scheme, which allows staff members to seek
    medical advice and assistance at our Wellness Centre;
  • a provident fund, now legislated, has been our practice since
    1995, provided to assure essential income in the event of death,
    disability or retirement, it has constantly reiterated our commitment
    to our staff;
  • the provision of free company transport to and from site.

PARADES (Optional)

The majority of our security personnel are paraded and inspected
at a central point prior to being posted to site. The following
items are inspected to ensure the standard and correctness of the
individual being posted:

  • Full, neat & clean uniform
  • Baton stick
  • Handcuffs
  • Rainwear
  • Pocketbook & pens (red & black)
  • A2Z
  • Watch
  • Identity card
  • Sobriety
  • Ancillary equipment

Attendance checks occur in advance of the commencement of shift
and absentee staff are replaced immediately by a trained rostered
reliever. All staff are searched prior to deployment and private
cell phones are prohibited.

DISCIPLINE

Stallion Security maintains stringent discipline. Personnel who
have not shaved, are dressed in an incomplete or improper uniform,
and/or arrive late for parade, will not be posted to the client’s
premises and are subjected to the relevant disciplinary process.

The posted security complement provides a front line public relations
function and the image projected is essential, ensuring both the
client’s and our image are upheld at all times.
POSTING

Stallion Security Field Officers post all paraded personnel to site
in marked Stallion Security vehicles. This ensures that the entire
complement arrives as a unit and timeously. Consequently, Stallion
personnel are not compelled to rely on public transport, which in
many cases is in the presence of the client’s workforce thus:

  • the threat of intimidation/ collusion is diminished;
  • we are not restricted to local recruitment and as such, our
    personnel will seldom have any inter-personnel relations with
    the client’s workforce. Once again the inherent risk of intimidation
    and collusion is diminished.

QUALITY ASSURANCE MANAGEMENT

Stallion Security is proud of our ISO 9001:2000 accreditation.
In addition to this accreditation, our Quality Assurance is an Administrative
function conducted independently of our Operations and reports directly
to the Managing Director.

Our Quality Assurance programme has been developed to provide management,
with an independent verification, objective and continued analysis
of service levels. Regular site quality audits are conducted and
‘Non-Conformance’ field reports are generated where necessary, for
the perusal and action of senior management, facilitating timely
and corrective intervention.

We can therefore positively answer the ultimate quality question.
“Is the Client receiving the level of service that is promised?”

MANAGEMENT COMMITMENT

Stallion Security demands dedication from all levels of management.
We have a very stable, qualified, experienced management team which
forms the back-bone of our operation. Available 24 hours a day,
our management are committed to client satisfaction, and with a
Guard – Management ratio of 35 : 1, our levels of service are unsurpassed
in the industry.

ANTI-BRIBERY POLICY

Stallion Security rewards its personnel for reporting attempted
bribery approaches. Our incentive scheme encourages the reporting
of acts of bribery and the controlled, monitored staging of “colluded”
theft.

The bribery incentive value is twice the value of the bribe up to
a total of R6 000.00, contributed equally by the client and Stallion
Security.

This has resulted in numerous arrests and successful prosecutions
of the perpetrators. Personnel, who advance the mutual interests
of both the client and Stallion Security are generously rewarded.

BONUSES

All Operation Management carry bonus voucher books, the focus
of which is the immediate issue of a bonus voucher acknowledging
exceptional performance. Security Officers then take these bonus
vouchers to the wage clerk who redeems them immediately for cash.
In addition to this, our ground force, who excel in the performance
of their duties, are rewarded on a monthly basis and publicly recognised,
receiving special gratuities and awards.

PAY PARADE

Stallion Security is an interactive team of individuals each making
a unique contribution to the advancement of the company. In support
of this commitment, all employees, without exception, attend a full
company parade at the end of every month.

This is the time of the month that the management team interacts
with the entire ground force. Over and above this “pay day”
parade, exceptional performance is recognised and awards are presented.
On parade, the guard of the month is acknowledged for his or her
contribution. Cash bonuses, raffle prizes and merit certificates
are awarded; Company announcements are made and the Company newsletter
distributed.

PROMOTION FROM WITHIN

Stallion Security has a strict internal promotion policy. Should
employees show commitment, loyalty, competence and ability, we provide
them with the opportunity and means within the company to advance
into management positions. This policy provides Stallion Security
with supervisory and managerial staff with a proven track record.

CAPACITY TO MANAGE DECENTRALISED OPERATION

We have branches in Durban, Cape Town, Pretoria and Kimberly. We
did not have full infrastructures when setting up these branches.
We believe in our people and by selecting the right person for the
job, giving them authority, responsibility and most importantly
accountability, with the support of the existing infrastructure,
we have successfully demonstrated the ability to manage and operate
from a de-centralized location.

We are proud of the fact that we have successfully maintained the
culture of discipline and customer service, in all our branches,
that has come to be expected of us.

Our national clientele frequently comment that they are pleased
to see the same standards and levels of customer satisfaction in
their outlying branches as they receive in Johannesburg, thereby
independently verifying our commitment to excellent service.
We believe our secret is our people. We never forget that guards
and managers are people. Treat them as such and they will pleasantly
surprise you more often than let you down.

Guarding

Stallion Security has at its heart a disciplined culture and although many security companies in South Africa purport to be running disciplined security operations along similar lines, few actually do. It is through this intrinsic Stallion culture that the high levels of discipline, necessary to realise the client's expectations, are evolved and developed, within a guard force of close to two thousand.