By Stevan P. Layne
Safeguarding Cultural Properties is a step by step consultant for developing and holding a accomplished safety software in any cultural facility or public establishment. writer Stevan P. Layne, the top specialist within the box of cultural estate safeguard, attracts from his a long time of expertise delivering security education and making plans to greater than 350 cultural and public associations worldwide.
Designed specifically for people with restricted safety budgets, the ebook presents a confirmed and powerful software for hiring the fitting safety team of workers, deciding upon the proper digital safeguard structures, and coordinating severe emergency reaction, besides all of the different defense matters distinctive to the wishes of a cultural establishment. For individuals accountable for the safety of the folks, resources, and collections, Safeguarding Cultural Properties saves time and cash by providing the essential assets wanted for making a brief- and long term defense plan.
- The basically how-to guide written in particular for safety managers of museums, libraries, zoos, and different private and non-private historical sites
- Suitable for either huge and small cultural institutions, it covers issues corresponding to group of workers protection, fireplace safety, actual defense, emergency reaction, robbery security, and more
- Provides actionable, within your means recommendations for associations with restricted safety budgets and resources
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Additional info for Safeguarding Cultural Properties. Security for Museums, Libraries, Parks, and Zoos
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Hoarseness: Drying of vocal chords. • Short attention span: Lack of ability to concentrate. • Increased alcohol use: Heavy use without apparent effect. • Twitching: May be seen in hands, nose, mouth. • Denial: Refusal to take blame for any wrongdoing or neglect. DOCUMENTING SUSPICIOUS ACTIVITY Use the following form to document any and all suspicious activities that occur in your institution. Encourage staff to use this form, as well. Suspicious Activity Documentation Form Record all suspicious activity as follows: Name: ___________________________________________________________ Job Assignment: ___________________________________________________ Time/Date: _______________________________________________________ Location: _________________________________________________________ Suspicious Activity: _________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ _________________________________________________________________ Supervisor: _______________________________________________________ Personnel Security 45 A large percentage of violators involved in violent crimes are found to be under the influence of or addicted to alcohol or illicit drugs.
Placement of people in a position to save lives is important. I am gratified today to find officers I hired many years ago, still serving the same employer, and serving with distinction. CHAPTER 3 Personnel Security Screening, Hiring, Training, and Guard Force Management Contents Personnel29 Background Verification 33 The Interview 34 Position Descriptions 35 Security Officer 35 Security Supervisor 37 Training37 Guard Force Management 39 Rules and Regulations 40 Substance Abuse 41 Substance Abuse Policy 42 Supervisor’s Substance Checklist 43 Documenting Suspicious Activity 44 Suspicious Activity Documentation Form 44 Visitor Rules of Conduct 45 The Firing Decision 46 Termination Letter 48 Conclusion48 Appendix: Selecting Electronic Systems 50 PERSONNEL Much of what we do in security is based on the people we depend on to complete certain tasks.
The answer should give you an indication about the applicant’s self-confidence. One of the most important questions on the application is the reason for leaving prior employment. If the answer is “personal,” the applicant is telling you it is none of your business. They are wrong—it is your business—and you need to find out why they no longer work there. Whatever the reason, they should put it in writing. You now have something to verify with the former employer, and the applicant’s “waiver of liability” to enhance your ability to get information from the former employer.