Getting the pay rate balance right is the number one factor that’s going to contribute to quality on site. Yet ironically, pay rates are rarely considered when assessing an RFP submission. Most organizations just look at the overall total cost. Breaking out pay rates and seeing exactly where a security provider marks up costs are critical pieces of information you need to have to make an informed decision.

For example, a company that’s paying their Security Officers at minimum wage or close to it is going to have turnover issues. They won’t attract quality people, or be able to invest in adequate training, which will result in operational quality issues over time. A company that pays their Security Officers more, and who have a tiered and escalating rate for their various supervisory positions, will retain professionals who are serious about making security their career, rather than their summer job.

Supplying references for current clients is expected. Providing references for lost contracts is telling. There are many factors to consider when choosing to terminate or not renew a security contract. Understanding the reasons why, the impact it had on services, and even the way the security provider reacted, allows you to make an informed decision by seeing all sides of the situation.

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