Door supervisors/stewards

BS 7960:1999 pdf free.Door supervisors/stewards – Code of practice.
3.4 Sale of services
3.4.1 When making telephone calls to potential new clients in order to promote the sale of door supervision services, callers should first of all clearly and properly identify themselves, their position, and the name of the service provider they represent. They should confirm that the timing of the visit/call is convenient, and should not visitlcall at obviously inconvenient times. If calling personally they should tender appropriate identification, and should make clear the purpose of the visit. When offering the door supervision services the caller should accentuate the positive aspects of reassurance and security, but at the same time not play on the fears of the potential client, nor make the client feel intimidated. Any questions asked should he
answered fully and honestly. Clear and precise information should be given.
3.4.2 Before offering to provide door supervisors, the service provider should provide the prospective client with the following basic information, which may be presented in the form of a pre-printed brochure.
a) the name of the service provider, and the address(es) and telephone number(s) of its office(s);
b) the names of the principal(s) and the manager(s) of the service provider, and of the person to contact for further information;
c) membership of any relevant trade associations and claims of compliance with relevant industry standard and/or this or other relevant British Standards;
d) the date when the service provider set up the present company and of previous and/or subsidiary companies, with their registered names;
e) organization chart, number of employees, employee qualifications or registration, and the number of personnel engaged solely on supervisory duties:
f) details of uniform and equipment supplied to door supervisors and any identifying insignia used upon these:
g) means of communication between each of the door supervisors whilst they are on duty:
h) the terms and conditions of employment of staff employed on door supervision duties;
i) the type and extent of public liability and other relevant insurance cover;
j) sources of at least four relevant references concerning the work of the service provider.
3.5 Survey of client’s venue/event
At the client’s discretion, before providing a door supervision service, the service provider should carry out an assessment of the venue or event in order to advise the client of their ability to provide the service requested.
3.6 Contracts
3.6.1 If services are supplied on a contracted basis a clear written contract between the service provider and the client should be drawn up and signed by both parties. The contract should show the terms, conditions, responsibilities and any undertakings on which work is to be conducted by the service provider, the insured liabilities of the service provider, which, other than required by law, should not be unlimited, the price of the service and, where applicable, the period of the contract.
NOTE The contract does not need to be for a specified time, but may be in the form of a temporary or open-ended works order.
3.6.2 The contract should normally be agreed, signed and exchanged before door supervision services are provided, or, in urgent cases, as soon as practicable thereafter. Both the service provider and the client should receive and keep a copy of the contract.
3.6.3 Proper records should be maintained concerning the provision of door supervision services, with full details of the services, together with information relating to any person employed on the contract, including full details of their training. Records should be maintained for seven years.
3.6.4 Obligations relating to confidentiality continue after the contract period and further contracts with different clients do not negate these obligations.
4 Staffing
4.1 Selection and screening
NOTE This section does not apply to self-employed door supervisors.
4.1.1 A door supervision service provider should not knowingly employ persons whose history indicates that they would in any way put the safety of the public at risk or would be likely to exploit opportunities for illicit personal gain.
4.1.2 Although no system of selection can provide absolute security, a service provider of professional door supervision should make every endeavour to ensure that the integrity and quality of its staff is established and maintained at every level of the organization.
NOTE BS 7858 contains further guidance on the vetting and recruitment of personnel.
4.1.3 The service provider should carry out relevant pre-employment enquiries to ensure that only suitably skilled persons are recruited. The initial selection procedure should include a personal interview, and should be designed to assess the following:
a) physical fitness:
b) aptitude and demeanour;
c) literacy and verbal communication abilities;
d) personal documentation (proof of name, age, address, registration etc.);
e) qualifications (door supervision courses, formal trade/industry qualifications).
The applicant should be required to provide the following:
1) details of any previous criminal convictions and/or cautions not classed as spent under the Rehabilitation of Offenders Act 1974;
2) details of career history for a period of not less than 10 years immediately prior to the date of the application or back to the date of ceasing full time education;
3) the names of at least two persons who may be former employers, from whom a character reference may be obtained.
4.1.4 In areas where door supervisor registration schemes are in operation, the police, in conjunction with the local authority, may carry out a criminal records check on applicants.
Whether or not door supervisor registration schemes have been initiated by the police or local authority, service providers and employers should operate the selection and screening procedures recommended in this code of practice prior to the engagement of the person, thereafter ensuring that the person remains suitable and capable for those duties.
The procedures for selection should be applied equally to full-time and part-time employees and at all levels of the service provider, including its principals, managers and supervisors.
4.1.5 The service provider/employer should treat any personal information in absolute confidence. It should be explained to the applicant that any information about an individual’s criminal record will be treated in the strictest confidence and will be taken into account only in relation to the application for work and will be retained for no longer than is necessary. It should also be explained to the applicant that having a previous conviction recorded against an applicant does not automatically debar them from employment. The service provider will consider individual suitability having regard to the provisions of the Rehabilitation of Offenders Act (see Annex A) and advice based on Home Office guidance (see Annex B). In deciding whether a person is suitable, the service provider/employer should take into account the nature of the offence, how long ago it was committed and any other relevant factors.
4.1.6 Any unspent convictions should be assessed against the relevant criminal convictions guidelines given in Annex B. A decision should be made regarding the applicant’s suitability to be employed as a door supervisor by following these guidelines.
4.2 General
4.2.1 Any person who is subject to work permit controls should be required to produce a valid work permit at the personal interview and a record of this should be entered on that person’s file.
4.2.2 Persons employed as door supervisors should not be under 18 years of age.
4.3 Terms of employment
All employees should receive a clear, concise and unambiguous contract of employment giving conditions of service, which should include the following:
a) job title;
b) job description.BS 7960 pdf free download.Door supervisors/stewards