Printer Friendly

The security manager's apprentice.

COLLEGE GRADUATES' PRIZED diplomas quickly lose their glitter after several job interviews are spoiled by the interviewer's response, "No experience? Sorry, no job." But how can these graduates get experience if no one hires them? It's a Catch-22, and it clobbers college graduates seeking entry-level positions in the security industry.

Internships provide a solution to this problem. Internship programs offer students valuable work experience while they receive credit toward their degrees. Unfortunately, few security companies or security departments participate in internship programs. if we in the security industry are to continue to elevate our professionalism, we must increase this educational opportunity nationwide.

Developing an internship program for your department or company does not require any special skills. In fact, the steps used in working with interns are similar to those used for hiring and training new employees. See the accompanying chart for the basic steps to develop and implement an internship program. These steps should be modified to meet specific school and company requirements.

Internships work in this way. School and sponsoring company representatives meet to set down their expectations for the program. For example, the school may require the company to address specific management or business responsibilities, while the company may require the school to set aside specific hours per day for work. These two parties also discuss their expectations of the interns. Then, for a set number of hours each semester, interns work for the sponsoring company.

In some cases the interns are paid (usually minimum wage), in most cases not. The intern is graded on participation, and the sponsor company provides feedback to the school. A term paper analyzing the semester's involvement is also required and is reviewed by the sponsor too.

Security management interns should not simply be used to supplement the clerical staff or assist in other such assignments. Nor should the interns be used to stand post unless such duties specifically apply to their internship. They should be exposed to all elements of the program, including attendance at staff meetings or specialized sessions.

The government has agreed to process personnel security clearances for interns working with cleared contractors. Since such clearances usually take several months, the interns should first be exposed to elements of the program that do not require access. These could include tasks in investigations, physical security, and fire prevention. After receiving their clearance, the interns can become involved with the Defense Industrial Security Program.

As with other programs, there are some disadvantages. These include the following:

* Developing and implementing a successful internship program takes time.

* Sponsor companies must constantly be training interns.

* Liability issues may surface.

The advantages of implementing an internship program, however, far outweigh the disadvantages. The advantages include the following:

* Interns can supplement the company's work force.

* Internships create an opportunity to evaluate participants for potential employment.

* Interns can conduct special studies that normally could not be done because of the regular staff's work load constraints.

* internships foster professionalism in the industry.

No company is too small to participate in an internship program. All companies regardless of size have to address fundamental issues such as organizational structure, personnel management, budgeting, planning, research, public relations, daily operational issues, and long-term projects and goals.

If we are to continue to elevate the professionalism of security, internship programs should be of concern to all practitioners. Sponsoring and working closely with interns can make a valuable contribution toward the development of professionalism in the security industry as a whole. n About the Authors . . . Lonnie R. Buckels, CPP, is the head of security operations in the Microelectronics Systems Division of Hughes Aircraft Company in Rancho Santa Margarita, CA. Robert B. Iannone, CPP, is a securi consultant in Fountain Valley, CA, and has over 25 years' experience in private industry. Iannone is also on the security management faculty of California State University at Long Beach. Both are members of ASIS.

Developing and implementing an internship Program Selection

* Keep schools aware of your company's interest and availability.

* Interview candidates. Determine if they meet your criteria for employment. Fully discuss expectations and requirements with them.

* Obtain a commitment.

* Have selected interns complete required paperwork such as employment applications.

* Conduct preemployment screening.

* If necessary, process applications for clearance. Introduction to sponsor company.

* Provide an overview of the security program. Discuss attendance requirements and other employment policies and procedures.

* Cover all safety, health, and security issues.

* Develop a plan of duty rotation. Assign dates rotations will occur.

* Thoroughly brief supervisors and employees responsible for interns' daily activities on the purpose of the internship program.

* Tour the facility with the interns.


* Acquaint interns with applicable documentation, such as

-the security officer's manual,

-the facility security manual and Industrial Security Manual,

-company rules and regulations,

-emergency preparedness manual, and

-other departmental instructions.

* Discuss the role of security officers in such matters as security and fire services (prevention and suppression).

* Address emergency preparedness plans.

* Review investigation procedures.

* Discuss lock control procedures.

* Explain information security procedures, such as

-document control,

-visitor control,


-classification management,

-security education and briefings,

-proprietary information, and

-destruction of materials.

* Cover other relevant topics, such as

-preemployment and postemployment processing,

-staff meetings,

-budgeting, long-range planning,

-security management issues, and

-administration and enforcement. Monitoring and reporting

* Communicate with school on progress of interns.

* Review interns' reports.
COPYRIGHT 1990 American Society for Industrial Security
No portion of this article can be reproduced without the express written permission from the copyright holder.
Copyright 1990 Gale, Cengage Learning. All rights reserved.

Article Details
Printer friendly Cite/link Email Feedback
Title Annotation:includes information on developing & implementing an internship program
Author:Buckels, Lonnie R.; Iannone, Robert B.
Publication:Security Management
Date:Mar 1, 1990
Previous Article:A bull's-eye budget.
Next Article:No more bright ideas?

Related Articles
Honors interns: recruiting for the future.
Manufacturers cultivate 'home-grown' employees.
Financial services.
Apprenticeship program shows a European flair.
Have you considered a faculty intern?
Faculty internships for hospitality instructors: internships can help hospitality faculty build industry relationships while also ensuring the best...
Young Arab Leaders (YAL) signs an MoU with Asia Arab Forum to initiate the Arab Asian Internship Exchange Program.

Terms of use | Copyright © 2018 Farlex, Inc. | Feedback | For webmasters