NCJ Number
171992
Journal
Security Management Volume: 41 Issue: 9 Dated: (September 1997) Pages: 87-88,90-91
Date Published
1997
Length
4 pages
Annotation
In 1996 the security department that serves the 1,737-bed Barnes-Jewish Hospital and the 235-bed St. Louis Children's Hospital faced re-engineering efforts; one result was a new approach to pre-employment screening and security training.
Abstract
Applicants first fill out the employment form. Staff review applications to determine which candidates meet basic criteria, such as a threshold level of college courses (30 hours). Qualified candidates are then interviewed. Security conducts background checks on those chosen to proceed from the interview stage. The security director selects the best candidate among those who have performed well on the interview and have met all criteria and gone through the background check without any problems being uncovered. That final candidate must pass a battery of tests to assess personality characteristics, thought processes, and skill levels as the last stage before a formal job offer. The turnover rate for security officers has declined since the new screening and training programs were implemented. Regarding training, all security officers must now meet quantifiable standards and complete a core curriculum determined by security managers and tailored to the health-care environment. Training pertains to the workplace environment and security needs, trends in escalating issues of concern to security, weapons use, and career advancement.