Event stewarding

BS 8406:2020 pdf free.Event stewarding – Code of practice.
NOTE1 It is widely accepted that events stewarding is a wide-ranging discipline and can encompass types of events that can range from relatively small community-based events to highly complex events that command attention from a global audience.
The organization should decide the level(s) of screening to be applied to the individual for the event.
NOTE2 In accordance with BS 10800:2020, 7.1, organizations can apply a derogation from the requirements of BS 7858 and use a tiered approach to screening.
NOTE3 For further information regarding right to work, see www.w.uk.ckjcob-appicanc-rcihc-towock and www.gew.k/government/publications/acceptable-rightto-work-documents-an-employers guide
The selected screening level chosen should be risk-based and proportionate to the determined risk(s) and should aim, as far as practicable, to mitigate that risk. The level of risk in the intended employment should be evaluated and documented to confirm it is in accordance with the required screening level.The organization should decide which level of screening is required in accordance witha) to d).
a) Level 1: Verification of identity and address, along with a personal recommendation from an individual known to the organization, or other equally trusted source. The organization should be able to demonstrate why the recommender’s opinion can be relied on. The organization
should document its evaluation of the recommender’s suitability and integrity. This should be completed before the individual’s deployment.
NOTE4 A trusted source could be an individual or organization of good standing in the local community,ie. local faith leader, or community group.
b) Level 2: Verification of identity and address, and screening in accordance with BS 7858
commencing once the individual has completed one month’s service with the organization.
NOTE5 This is normally from the end of the first completed shift.
c) Level 3: Screening in accordance with BS 7858, including conditional employment.
d) Level 4: Screening in accordance with BS 7858 completed before the individual commences employment.
For Level 2 to Level 4, where the individual is employed in a position that does not require a security licence, the organization should obtain a police disclosure of convictions record check, for those working under the National Police Chiefs Council (NPCC) security systems policy, or disclosure from the Disclosure and Barring Service (DBS) or Disclosure Scotland.
The organization, when screening in accordance with BS 7858. should not make an offer of conditional employment unless:
1) the level of risk in the intended employment has been evaluated and is deemed to be acceptable,and has been documented; and
2) preliminary checks have been completed satisfactorily.
Conditional employment should end if full screening is not completed satisfactorily within the time period allowed.
The organization should make it clear to clients and other stakeholders the level of screening that is applied to stewards.
Records on employment checks should be maintained in accordance with BS 7858.
NOTE 6 Attention is drawn to the relevant data protection legislation.
The organization should fllow the recommendations given in BS 10800:2020 Annex A.
Terms and conditions of employment
The organization should fllow the recommendations given in BS 10800:2020, Annex A.
Disciplinary code The organization should follow the recommendations given in BS 10800:2020, Annex A.
Equipment and uniforms The organization should follow the recommendations given in BS 10800:2020, 7.6. The uniform should fit for purpose for the function being carried out.
NOTE 1 BS 10800:2020, 7.6 has four sub-clauses which cover uniform, vehicles, use of other equipment and record keeping.
NOTE2 Attention is drawn to the Provision of Personal Protective Equipment at Work Regulations (PPE) 1992 [2].
ldentification Prior to commencement of duties at each event, all personnel should produce a primary photographic form of identification, i.e. passport, photo driving licence.
All personnel involved in event stewarding duties should wear a suitable form of individual identification that is easily visible.
Staff welfare checks The organization should have policies and procedures in place for the welfare of all employees.
NOTE This might include time both on and off duty.
Escalation procedures
There should be clearly defined procedures for management follow-up to incidents, and for response and support to stewards if incidents occur.
If the steward does not contact the control point at agreed times, as specified in the assignment instructions, the supervisor should be notified and a visit to the static site made or the relevant escalation procedure implemented.Control point The organization should establish and operate a facility for control, co-ordination and monitoring of the event.
Where practicable, the control point should be sited in a location that alows a view over the main site of the event and should facilitate lines of communication. The control point should monitor safety,including co-ordinating responses to incidents and emergencies.
The organization should have a clearly defined and documented training policy for the scope and delivery of the service.
Training should be carried out by competent, qualified training persons.
Training should be provided prior to deployment and be provided by competent persons, or via e-learning, in an environment that is suitable for the purpose of training. The training environment should be equipped with all the facilities that are needed to enable the training tasks to be carried out.
Induction training The organization should provide induction training in matters related to conditions of employment.
This training should include (but not necessarily be limited to):
a) company structure;
b] company values, aims and mission statement (where applicable);
c) pay and benefits;
d) relevant company policies and procedures; and
e) health and safety.
Induction training should be completed before the steward is deployed.
NOTE The content, timing and duration of induction training is left to the discretion of the organization.
Operational training
The organization should provide training for all stewards. The level of training should be dependent on the roles, responsibilities and previous qualfications.
Training should cover the duties and complexities of the role being performed, and should cover the elements of the following core subjects, as applicable:
a) duties of a steward;
b) health and safety;
c] customer care and social skills;
d) reporting procedures;
e) methods of communication;
f) equality and diversity;
When the training is complete, each trainee’ s competence should be assessed and the
results documented.
The organization should provide counter- terrorism awareness training to all employees. The training should be regularly updated and as the threat evolves. The training should include, as a minimum:
a) an introduction to the terrorist threat and vulnerabilities;
b) the role of stewards in countering the terrorist threat;
c) dentifying and responding to suspicious behaviours;
d) identifying and dealing with suspicious items;
e) how to respond to a bomb threat;
f) how to respond to a firearm or bladed weapon attack; and
g) how to respond to a vehicle-as-a-weapon attack.
In addition, a counter-terrorism update and details of venue or event specific arrangements (e.g local incident reporting protocols) should be included in routine briefings for stewarding personnel,e.g. prior to deployment at a new venue or the start of an event.BS 8406 pdf free download.Event stewarding