Security Foundations - Assignment Example

Security Foundations Assignment 2 Student’s Name Institution Table of Contents Introduction The security docket is considered to be one of the fast-growing sectors across a section of other industries in the world. For instance, in the United States of America, the security sector commands a substantial proportion of the overall economy (ASIS Foundation, n.d). The modern-day security industry has undergone intensive levels of changes especially in terms of adoption of international professional standards as well as other notable global certificates (ASIS Foundation, n.d). However, despite the enormous size of the security market across the globe there have not been effective regulations and guidelines in the set of competencies, skills as well as roles and responsibilities of the concerned workforce. Following this line of argument, this paper examines two job postings in order to ascertain whether or not there exist differences in the way competencies and skills are presented. Annotated Bibliography A. Security Sector Reform Officer, P4 The position falls under a low-level or junior position because the SSR officers are required to report to the head of the SSR unit or to a subsequent senior official that is deemed responsible for all SSR operations. The SSR officers will be working in different United Nations fields that are concerned with peacekeeping operations as well as other special political missions. B. Precinct Security Manager The position falls under the management level of an organisation’s operations and reports directly to the principal. The manager ensures the execution of services related to administration of the security management plan, coordination of both internal and external activities. Subsequently, he/she has the overall responsibility for maintaining a fairly cohesive management as well as engages in the evaluation of numerous security-related activities that might include; security, safety and parking. C. Assistant Security Advisor(CSIRO) The main duties of the assistant Security adviser at CSIRO will entail: uncommon exposure to various government security wing; capitalize in protecting CSIRO‘s intellectual property and interests plus advising the CSIRO staff on all issue to do with technical security (except ICT). Other responsibilities includes communications between the organization and external organization on security issues, carry out security briefings within the firm; offer professional counsel and analysis on security matters within the organization. The officer is also supposed to develop and run protective security training programs, and create security awareness on matters concerning the organization; and finally to carry out investigations within the premises of the organization. The officer is also supposed to liaise with the Commonwealth DPP and Australian Federal Police as required by the organizations policy. D. Senior Transport Security Inspector-(Transport Security Operations) Basically, the STSI (Senior Transport Security inspector is supposed to work in conjunction and under the leadership of compliance manager. Here, one is charged with the responsibilities of: aiding the department handle the security endeavors of industrial participants of flight cargo, aviation and maritime industry. Other main duties of the officer are examining the plans on transport security; conducting compliance measures for instance tests, audits, inspections in aircrafts, seaports and other freight areas; analyze the plans on transport security alongside other regulatory checks as per the requirement of the IPs. He is also supposed to oversee compliance in accordance with the legislative requirements. Finally, the security inspector is supposed to establish and propagate productive liaison with other participants in the Industry within the scope of the practice. E. Senior Consultant-Security (Jacobs Group Australia) The key objective of this post is to provide consultancy in the field of professional security in the market sector that is within the market scope of the organization. It is also supposed to be the liaison point of the organization and the prospective and existing customers on matters to do with the contact essentials plus market knowhow. One in this office should also record in an accurate manner and come out with a way in which they will offer fees suggestion the customers, establish and oversee communications and also make sure that the cost in the projects are in tandem with the limits in the project fee. It is worth noting that the prospective candidates for this post should be good in team work, posses the required experience and knowhow in project management within the Australian Security sector. The candidate is also required to possess greater knowhow in the Australian security policies and procedures which on the other hand should manifest skills in security design, risk, planning and strategy. Method The method used in the evaluation of the job postings involves a distinctive content and thematic analysis. Under this method, the paper has focused on comparing the different requirements of these job postings to ascertain whether they conform to the US DOL Model framework. In fact, the analysis has made sure to indicate whether or not the job postings have all adhered to this framework in an effort to meet the expectations of a global security workforce. The requirements have been compared to the different Tiers’ specifications that are all forms part of the aforementioned proposed model. Findings Security theory indicates that over the years there have been intensive efforts made to ensure that international security markets come up with a standardised model: The U.S DOL Competency Model Framework in order to help with the identification of industry specific skills as well as competencies that worker might need in their working positions irrespective of their locations (ASIS Foundation, n.d). In fact, the model proposes a complete framework that consists of 9 tiers. A security personnel position should be gauged against the framework in order to ensure that they meet specific industry expectations. Tier 1 is concerned with personal effectiveness on competencies which portrays the personal attributes deemed necessary for all life roles (ASIS Foundation, n.d). They are sometimes noted to be soft skills and are mostly nurtured at home and supplemented in school. Tier 2 is related to academic competencies so that an individual is evaluated on their academic prowess. They mostly involve cognitive and thinking styles that are portrayed by any given person (ASIS Foundation, n.d). Tier 3 is related to workplace competencies hence depicts aspects related to motives and traits as well as self-management styles. Competency can be defined as a conjugate discipline that is made up of skills, knowledge and abilities that will impact on the major aspect of one’s job (responsibility or role) and correlates with performance and one’s workmanship on the job (ASIS Foundation, n.d). Competencies Analysis It can be almost perceived that all of these jobs emphasises on the need for interpersonal skills as well as professionalism aspect. These attributes are mostly recognised within the Tier 1 of the U.S. DOL Model. For instance, professionalism requires that they demonstrate self-control by way of maintaining composure and calmness especially in stressful conditions (ASIS Foundation, n.d). They show that regardless of the positions being placed at the low and management levels require someone that can easily take the initiatives at hand and communicate their results to the heads at the right time for effective implementation. 2013 O*NET Summary Reports for category: Security Management Specialists 13‐1199.02 notes that these positions require competencies in risk management areas of operations. These competencies have also conformed to most of Tier 2 requirements, which clearly and concisely deals with academic prowess. First, these positions require enhanced security fundamentals given that they are tasked with the responsibility of employing basic security principles to the overall security framework on an organisation at hand (ASIS Foundation, n.d). In fact, the positions require that they can plan, organise as well as direct and manage an organisation’s security program in order to prevent possible future losses (Gilbert, 1978). They are expected to show exceptional competencies in the creation and presentation of employee security awareness programs in order to accomplish the organisational goals and strategic objectives. Secondly, they have all shown allegiance to business foundations by being able to create and implement as well as sustain policies, procedures and plans in order to accomplish the overall strategic objectives of the organisation at hand (Shippmann, et al, 2000). The capacity to create, implement and sustain an effective staffing personnel training as well as management programs are depicted to showcase the accomplishment of organisational objectives and goals. Third, they have all conformed to the critical and analytical thinking prowess. For instance, the Precinct Security Manager is expected to possess skills needed for interpreting messages and reports presented for analysis (Shippmann, et al, 2000). Fourth, the US.DOL Model proposes that Tier 2 academic competencies should portray effective communication. This involves allowing full and undivided attention to whatever other personnel are saying and communicating in a language that each and every staffing member can understand (ASIS Foundation, n.d). Some of the proposed attributes of communication emphasised include; listening so that personnel can easily comprehend and decipher complex instructions as well as acknowledge possible mood swings and concerns in the course of communication (White, 1959). It also advocates for a two-way communication channel that allows for meaningful communication between different personnel in the organisation. For instance, the Security Sector Reform Officer, P4 is expected to speak and write clearly and effectively (ASIS Foundation, n.d). The officer is also expected to listen to others and be able to correctly interpret messages from others and provide immediate feedback. Notably, they are expected to custom the language, tone and style under use to fit with the audience at any one given moment in time. Fifth, the Model requires that the personnel can show a stronger level of STEM Literacy so that they can effectively comprehend and apply aspects related to science, technology, engineering as well as mathematics in order to work within the confinements of stipulated roles and responsibilities. Under the science requirement, the two positions have shown that a standardised security worker should portray efficiency in scientific methods in relation to issue identification as well as data collection techniques. In relation to technological competency, skills related to computer software and applications are further needed to conduct tasks in a more effective and efficient way. In regards to engineering competency, the imminent deployment of scientific applications as well as practical knowledge is required to enhance and plan all security systems. In fact, the stipulation postulates the importance of project planning whereby the security personnel are required to establish exact project requirements and provide estimations of the resources required at any given time. It also calls for the ability to create an effective contingency plan that is able to prioritise duties and also, develop recommended milestones as well as anticipate any of the possible limitations that might create alternatives. Under the Tier 3: Workplace competencies, the model proposes that all security officers should portray a significant level of teamwork in order to work closely with others members in the course of executing tasks (Kuckartz, Metzler, & Kenney, 2002). For instance, Security Sector Reform Officer, P4 should possess the ability to work with a wide range of technical experts including police, military, public administrative and judicial actors. Consequently, they should be able to resolve issues as and whenever they fall due (O'Leary, 2010). However, the most notable differences that can be perceived by these positions rests with the fact that some like the precinct security manager as well as the senior consultant- security emphasizing on the need for pre-employment stipulations. These pre-employement requirements has been emphasised on matters related to taking part in site orientations, , code of conduct required in the course of conducting specified duties as well as engaging in in-house standard operating procedures tests to ascertain their competencies. Discussion The study analysis indicate that there some crucial , distinctive features about posting jobs that adhere to the internatinal guidelines like the US DOL Model framework in comaprison to mere posting jobs that do not follow any particular structure. The fact that job postings follow the internationally-recognised framework means that there will be effective security workforce regardless of their respective locations in the global security market. It has been seen that most of the job postings have tried to ensure that they adhere to underlying regulations while others going a notch higher to include even more relevant and reliable security themes. Conclusion In conclusion, the discussion above has presented a well laid out analysis on two job postings in relation to the manner for which these positions relate to the security theory in place. The analysis has been done in regards to the existing U.S DOL Competency Model Framework. The analysis has been done to match up with the Tiers stipulated within the framework and thereby indicating the themes witnessed within the requirements of these postings. In fact, it has been noted that all of the tiers relating to the framework have all been adhered to while creating the two postings at hand despite the two being placed at management and low-level positions within an organisation. Some of the theories emphasised on this analysis include; capacity to portray high level of STEM literacy levels, security fundamentals, critical and analytical thinking prowess, allegiance to business foundations among other notable stipulations. References ASIS Foundation. (N, d). Operational security industry competency model. University of Phoenix. Gilbert, F. (1978). Human Competence. Engineering Worthy Performance. New York: McGraw-Hill. Kuckartz, U., Metzler, K., & Kenney, F. (2002). Qualitative text analysis: A guide to methods, practice & using software. London, UK: SAGE Publications. Retrieved on May 26, 2015 from http://srmo.sagepub.com.ezproxy.ecu.edu.au/view/qualitative-text-analysis/SAGE.xml O'Leary, Z. (2010). The essential guide to doing your research project. Thousand Oaks, California: Sage Publications. Shippmann, et al., (2000). The practice of competency modelling: Personnel Psychology. Retrieved on May 26, 2015 from https://www.careeronestop.org/COMPETENCYMODEL Savin-Baden, M., & Major, C. H. (2013). Qualitative research: the essential guide to theory and practice. Abingdon: Routledge. White, R. W. (1959). Motivation reconsidered: The concept of competence. Psychological Review. 2013 O*NET Summary Reports for category: Security Management Specialists 13‐1199.02, Retrieved on May 26, 2015 from http://www.onetonline.org/link/summary/13‐1199.02; 2013 O*NET Summary Reports for category: Information Security Analysts 15‐1122.00, Retrieved on May 26, 2015 from http://www.onetonline.org/link/summary/15‐1122.00; 2013 O*NET Summary Reports for category: Occupational Health and Safety Specialists 29‐9011.00, Retrieved on May 26, 2015 from http://www.onetonline.org/link/summary/29‐9011.00 Read More