Security Officers

This cross-sectional research examined the deployment of police and security officers in the 300 most densely populated U.S. counties. Controlling for indicators of population structure, race, income, and the underclass, there is a clear and consistent relationship, albeit weak, between crime and the deployment of both the police and private security officers. Inconsistent with expectations, however, private security forces were more likely to be deployed in high crime counties than their public counterparts. This study also provides empirical support for the minority threat group hypothesis that posits that formal social control is used to regulate Black populations. Last, the presence of higher populations of the underclass was positively associated with both police and security officer strength. This study reveals that American private security officers have a significant role in augmenting the activities of the police by shaping urban social control. These results have implications for the study of private-public law enforcement, urban social control, and the regulation of minority populations and the underclass.

Profesionalisme militer Indonesia selalu menarik untuk dijadikan bahan diskusi. Pertama, karena dilihat dari berbagai kriteria obyektif, militer Indonesia belum pernah dianggap betulbetul profesional. Kedua, ada warisan sejarah pahit masa lalu di mana militer terlibat mendalam dalam politik dan kegiatan bisnis, khususnya di era Orde Baru. Hal ini membuat militer tidak fokus pada tugas utamanya, sehingga tidak mendorong mereka ke arah profesionalisme.

A public policy report that addresses a major element of the Trump administration's border and immigration plans.

https://www.americanimmigrationcouncil.org/research/why-caution-needed-hiring-additional-border-patrol-agents-and-ice-officers

The last time the Border Patrol received a large infusion of money to hire thousands of new agents, cases of corruption and misconduct spiked in the agency. New hires were not sufficiently vetted, novice agents were not adequately supervised, and agents who abused their authority acted with impunity. Now the Trump administration wants to repeat history by hiring thousands of additional Border Patrol agents, as well as Immigration and Customs Enforcement (ICE) officers, without introducing the reforms and safeguards needed to avoid the abuses and scandals of the past. Corruption is likely to ensue from such a rapid acceleration in hiring, problems which could easily be averted with rigorous hiring practices.

The administration’s plans are encapsulated in two memos issued on February 20, 2017, by Secretary of Homeland Security John Kelly. The memos implement President Trump’s executive orders on border security and immigration enforcement and call for hiring 5,000 additional Border Patrol agents  within Customs and Border Protection (CBP) and 10,000 additional ICE officers—ostensibly as a means of enhancing public safety and national security.  But these two branches of the Department of Homeland Security (DHS) are poorly prepared to recruit, train, and supervise new personnel. While the Border Patrol experienced some improvements in the aftermath of its last expansion, most recommendations for reform remain unimplemented.

Given this history, there are serious concerns that rapid expansion will bring about a resurgence of problems in the Border Patrol and also cause similar problems in ICE. The proposed surge is also stunningly expensive. Yet there is little justification for this expense at a time when undocumented immigration has fallen to historic lows. If the goal is to enhance border security, this money would be better used in many other ways.

Позитивн правни прописи који регулишу приватни сектор безбедности у Републици Србији донети су након двадесетак година правног вакуума у овој области. Њима је уређен и процес лиценцирања службеника приватног обезбеђења. Циљ овог рада била је идентификација кључних карактеристика процеса лиценцирања, као и вредносних ставова, искуства и мишљења припадника приватног обезбеђења у процесу њиховог обучавања, полагања испита и издавања лиценце. Примењена је метода полуструктурисаног експертског интервјуа, који је обављен сa једанаест испитаника-припадника агенција за приватно обезбеђење у Републици Србији који поседују лиценцу физичког лица за вршење послова приватног обезбеђења. У истраживању су идентификовани кључни проблеми у процесу лиценцирања: истовремени рад (најчешће ноћни) и похађање обуке (током дана), изостајање са обуке, снижени критеријуми на испиту, питање носиоца трошкова лиценцирања. Процес лиценцирања показао је и своје добре стране: стручно оспособљавање кроз стицање знања из домена безбедносних наука, правних прописа и права службеника приватног обезбеђења, развијање вештина самоодбране, савлађивања отпора и физичке снаге, развој безбедносне културе и подс-

Legal laws which regulate private security sector in the Republic of Serbia have arrived after twenty years of legal vacuum in this area, and they have been the object of expectations of many private security experts and practitioners in Serbia. They regulate the licensing process of private security officers. Aim of this research was to identify key characteristics of the licensing process which implies training course in licensed training centers, exam in front of the commission of the Ministry of Internal Affairs and, finally, licensing. The aim was also to identify values points, experiences and opinions of private security officers and candidates in the process of their course, exam and licensing. That was the reason to use the method of a semi-structured interview in our qualitative research. We interviewed eleven respondents - private security officers who are working or have worked for eight different private security agencies in the Republic of Serbia. They all have a license which is regulated with new Private security law. Research helps us to identify key problems in the licensing process. Candidates who are working in some private security agencies are not free from the job days during the course. They work night shifts and then go to the training center or go to work after classes. Also, there is the question of meeting fund of the course hours and whether all candidates go to the course at all. The criteria were lowered at the exam, and there is a problem of funding licensing process. Some of the candidates are paying their course by self, some are financed by the employer. In that case, the employer refunds it in the future or candidate have a contractual obligation to work with that employer in the future. Licensing process has its good sides as well. Candidates gain knowledge in security sciences, law and their rights. They are developing skills of self-defense and overcoming the resistance and developing their physical strength. The development of security culture is encouraged as well as a desire for improvement of security sector officers and candidates.