Training Top 125 Award
G4S Secure Solutions (USA) Inc. is announcing its employee training has been ranked among the world’s best employer-sponsored programs by industry-leading Training magazine for 2013. Today, G4S has been honored with a ‘Training Top 125’ Award for the sixth year in a row.
"We are committed to excellence in the training and development of our security employees at our G4S North America Training Institute," said Drew Levine. "From day one, our employees are engaged in training that will help them advance as professionals and as individuals, ultimately supporting our clients’ requirements."
In addition to mandatory 40 hours of orientation training, all G4S security officers are trained for their industry specific job. G4S is the only security company with training programs certified by the American Council on Education (ACE). The G4S CPO Training Program is certified by ACE through 2015.
Responses to client surveys show that quality of training continues to be a primary factor for selecting and continuing long term relationships with G4S. This is reinforced by a recent G4S employee survey, where 90% of employees stated that they were trained well to perform their security jobs.
“Superior training is paramount to G4S customers and G4S success,” said Michael E. Goodboe, Ed.D., CPP, G4S Senior Vice President and Regional Human Resources Director. “G4S leads the security industry in providing qualified and well-trained security officers. We receive many positive comments about our training, especially our commitment to individual self-development via the G4S North America Training Institute's Learning Management System.”
Now in its 13th year, the Training Top 125 ranking is based on myriad benchmarking statistics such as total training budget; percentage of payroll; number of training hours per employee program; goals, evaluation, measurement, and workplace surveys; hours of training per employee annually; and detailed formal programs.
The ranking is determined by assessing a range of qualitative and quantitative factors, including financial investment in employee development, the scope of development programs, and how closely such development efforts are linked to business goals and objectives.