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security manager

Category: Security
Reports To:      

Job Description/Responsibilities
The security manager plans, organizes, coordinates, and directs security and safety supervisory and office employees in the performance of fire, safety, and security functions.  This individual will be expected to investigate and develop recommended solutions to fire, safety, and security problems; conduct loss of assets investigations; coordinate all matters involving company parking; and monitor the performance of security personnel.

Qualifications/Skills
You must be able to plan, assign, and direct the work of subordinate employees engaged in various aspects of fire, safety, and security operations.  You also need to be skilled in ensuring: that company fire, safety, and security policies and procedures are developed, updated, implemented, and followed; that reports on fire, safety, and security are submitted on a timely basis; and that necessary work orders or other pertinent data on deficiencies are reported to maintenance or other departments.

Education/Background
An Associate’s or Bachelor’s degree in Law Enforcement, Management, or Business, with five years’ general administration/management, safety/security, or any combination of education, training, or experience is essential.  Formal advanced training in safety and security is a strong plus.  Knowledge of office administration; budgeting; housekeeping; repair and maintenance of equipment; and fire, safety, and security matters is important.

Please send [résumé and salary history/requirements] to:      

Job Description

security manager

Category: Security
Reports To:      

Job Description
Plans, organizes, coordinates, and directs security and safety supervisory and office employees in the performance of fire, safety, and security functions.  Also responsible for the activities of security, safety, and related functions with general supervision, guidance, and instruction.

Qualifications
•	Associate’s or Bachelor’s degree in Law Enforcement, Management, or Business, with five years’ general administration/management, safety/security, or any combination of education, training, or experience is essential.

•	Advanced training in safety and security is a strong plus.

•	Must be able to plan, assign, and direct the work of subordinate employees engaged in various aspects of fire, safety, and security operations.

•	Knowledge of office administration; budgeting; housekeeping; repair and maintenance of equipment; and fire, safety, and security matters is important.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Exempt	Ensures that company fire, safety, and security policies and procedures are developed, updated, implemented, and followed.	Y / N	
     %	Exempt	Ensures that reports on fire, safety, and security are submitted on a timely basis, and that necessary work orders or other pertinent data on deficiencies are reported to maintenance or other departments as required.	Y / N	
     %	Exempt	Investigates and develops recommended solutions to fire, safety, and security problems.	Y / N	
     %	Exempt	Conducts and performs loss of assets investigations.	Y / N	
     %	Non-Exempt	Coordinates all matters involving company parking.	Y / N	
     %	Exempt	Monitors the performance of security personnel.	Y / N	
     %	Exempt	Stays updated on federal, state, and local fire and safety regulations; and ensures company compliance in all areas.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
The first sentence in the actual job description here leads you to believe that this is a white-collar exemption under the Executive category (541.100). Nothing in the Duties section refutes that classification.

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

security manager

Category: Security
Reports To:      

	Give me some examples of security policies you’ve implemented.  Why did you decide to develop them?
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	1	2	3	4	5

	What is your definition of a good Security department?
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	1	2	3	4	5

	Tell us about an instance where you were required to introduce and explain a security program to employees.
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	1	2	3	4	5

	What have you done to keep your finger on the pulse of the security/fire equipment field?
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	1	2	3	4	5

	What was the toughest security decision you had to make in the last year?  What made it so difficult?
______________________________________________________________________________
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	1	2	3	4	5

	Describe the procedures you have used to keep track of security and safety regulations that require your attention.
______________________________________________________________________________
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	Evaluate: You can’t have a head-in-the-sand executive in this position.  So anyone who doesn’t have a clear-cut and extensive program for tracking laws and regulations insn’t the candidate for you.
	1	2	3	4	5

	You’ve probably had an occasion when you realized your initial approach to solving a security problem wasn’t working and you had to try a different method.  What did you do?
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	1	2	3	4	5

	What do you think is the most important development in the security field today?  What impact do you think it will have?
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	1	2	3	4	5

	Have you recently attended any conferences or seminars on corporate security?  What did you get out of them?
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	1	2	3	4	5

Additional Questions
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	1	2	3	4	5

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	1	2	3	4	5

Overall Impression
______________________________________________________________________________
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Average Rating
1	2	3	4	5

Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

________________________________________________
Print Name

________________________________________________
Signature

________________________________________________
Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: