iKwantlenO

1 Call to Order

2 Confirmation of Agenda

3 Approval of Minutes May 2 2001

4 Degree Program Concept Bachelor of Applied Arts Music altd

5

6 Changes to Diploma Requirements for the Marketing Mgt andAccounting Diploma Programs attd

7

8

9

Next Meeting Wednesday September 19 2001 62105

Distribution

Degree Program Concept Bachelor of Business AdministrationFinancial Services Mgt altd

Degree Program Concept Bachelor of Applied Arts in Security Mgtattd

Adjournment

Linda Conde

Dana Cserepes ChairDavid Davidson

Barbara DugganVerian Farnsworth

Lucie GagneDana Goedbloed

Colin HaighBevin Heath AnsleyCasey McConillJudith McGillivrayBarb Melnyk RecorderKaren Metzger ObserverSusan Morris

Shahnaz QayumiLinda RogersRobin Russell

Dieter Thomas

UNIVERSITY COLLEGE

FILE COPYAGENDA

DEGREE PROPOSAL ASSESSMENT COMMITTEE

Wednesday June 6 2001 415 to 600pmSurrey Campus Room G2105

415 Robin Russell

420 Robin Russell

425 Robin Russell

430 Wayne Jeffrey

500 Gordon Lee

530 Gordon Lee

545

615

David MacAlister

or Roger Elmes

Robin Russell

I

Present

Absent

DEGREE PROPOSAL ASSESSMENT COMMITTEE

Wednesday May 2 2001 415pmSurrey Campus G2105

Dana Cserepes ChairBarbara DugganVerian Farnsworth

Dana Goedbloed

Bevin Heath AnsleyCasey McConill

Linda Condell

David Davidson

Lucie GagneColin HaighShahnaz QayumiLinda Rogers

Guests Roger Elmes

c KwantlenUNIVERSITY COLLEGE

MINUTES

1 Call to Order

The Chair called the meeting to order at 415 pm

Judith McGillivrayBarbara Melnyk RecorderKaren Metzger ObserverSusan Morris

Robin Russell

Dieter Thomas

2 Confirmation of Agenda

Item 5 Degree Program Concept Bachelor of Business Administration Financial ServicesManagement and Item 8 Change in Diploma Requirements for the Marketing Managementand Accounting Programs are postponed until next meetingThe revised agenda was approved by consensus

3 Approval of MinutesThe minutes of April 4 2001 were approved by consensus

4 Full Program Proposal Applied Business Technology Diploma

Dana Goedbloed presented the Full Program Proposal for a Diploma in Applied BusinessTechnology She stated that the document reflects the original Letter of Intent as per thechanges made by DPAC and Education Council Judith McGillivray informed DPAC membersthat the Ministry has asked to use the ABTY Letter of Intent as a provincial protocol

During review of the document DPAC made the following suggestions for revision

Page 7 Under Curriculum and Delivery 1 paragraph 2 line put an s on the wordattitude

2

DEGREE PROPOSAL ASSESSMENT COMMITTEE

May 2 2001Page 2

In the 3 paragraph 6 line insert skills including after the word complex place a commaafter the word cognitive delete the word and and insert and between affective andpsychomotor In the 2 last line insert input and after the word direct Rewrite the lastsentence on the page to add clarity

Page 8 Under Curriculum and Delivery 2o paragraph 4 line put an s on the wordattitude

Page 10 Under Institutional Resources please make punctuation consistent DeleteLangley and rewrite as Surrey and Richmond campuses

Page 11 Under Transferability and Laddering 1 paragraph 10 line delete 1293 andreplace with 2293

Page 12 Under Transferability and Laddering 2 line put an s on the word association

Under Work Experience 1 paragraph delete the last sentence In the 2 paragraph 3 linedelete the word was and replace with the word were In the last sentence delete the wordproper

Under Evaluation in the last line delete the word the and add an s on the wordprogram

Under Priority 2 line correct the spelling ofJudithslast name should be McGillivray

Appendix A Employability Skills Objectives delete During the program place a capital Ton the word the delete the word course and replace with the word program

On the last page under Optional Coop 12 Credits put an s on the word credit

Moved by J McGillivray seconded by B HeathAnsleyTHAT DPAC approve the Full Program Proposal for a Diploma in Applied BusinessTechnologyMOTION CARRIED

1 abstention due to conflict

5 Degree Program Concept Bachelor of Business Administration Financial Services Mgmt

Postponed until June 6 meeting

6 Degree Program Concept Bachelor of Technology Professional Pilot and Aviation

Technology

Roger Elmes presented the Degree Program Concept for a Bachelor of Technology ProfessionalPilot and Aviation Technology Roger stated that the degree would be offered in partnershipwith Centennial Flying School Ltd A big focus for offering the degree is the high demand forthis type of program

3 4

J DEGREE PROPOSAL ASSESSMENT COMMITTEE

May 2 2001Page 3

During review of the document DPAC made the following suggestions for revision

Page I Under Student Profile 6 insert the word Successful before the word CriminalPage 2 2 last sentence use the full name of the UCFV flight management program

Moved by B Duggan seconded by D ThomasTHAT DPAC approve the Degree Program Concept for a Bachelor of TechnologyProfessional Pilot and Aviation TechnologyMOTION CARRIED

7 Continuation Criteria for 3 Year Fashion Design and Technology Students

Barbara Duggan advised DPAC that the Applied Design and Communications CurriculumCommittee approved the following motion at their February 15 2001 meeting

Commencing September 2002 the requirements for continuation for the third year of theFashion Design Technology Degree Program be modifiedCurrent entry requirements average of27 GPA or higherModify to average of27 GPA or higher with a final grade of B or greater in FASN 2200DesignDrawing II and FASN 2220 Drafting Sewing II

Rationale for this change is that these two courses are at the heart of the curriculum for theFashion Design Degree Program Understanding and skill developed through these coursesneeds to be at a greater than satisfactory level ofdemonstrated achievement in order thatstudents will be able to successfully engage in third year courses

Moved by B Duggan seconded by V FarnsworthTHAT DPAC approves the change in entry requirements as stated in the above motionMOTION CARRIED

8 Change in Diploma Requirements for the Marketing Management and AccountingPrograms

Postponed to next DPAC meeting

9 Notice of ChairsResignation

Dana Cserepes announced her resignation as Chair of DPAC effective May 2001

Judith informed DPAC members that the Chair positionhasa25 Time Release attached to itand indicated there would be an internal posting with a twoweek time period allotted to theposting The Search Committee will be formed from two members who are not interested in theChair position if there is more than one candidate there will be interviews and final selectionwill be made according to search committee policy

10 Adjournment

The meeting adjourned at 535 pm

I 0KWConcept

Please limit your submission to three pages Submissions longer than 3 pages will be returnedAdditional material may be included in the form of appendices Please send your completed submission tothe Degree Proposal Assessment Committee do Sandi Klassen DPAC Secretary Surrey Campus

A Originating GroupNamc 5r ss 3 Dihiion 3

Dr Elizabeth Lumberton

Dr Zdenek Skoumal

Dr Wayne JeffreyJane Hayes

Music

Music

Don Hlus Music

Music Langley 3360

Music Langley 3360

Langley 3316

Who is the principal contact person for the above group Dr Jeffrey

B Basic Information

Name of proposed program Applied Music

Proposed Credential to be granted Bachelor of Applied Arts Music

Expected length of program in years 4

How many students would you expect 32 25 20 16

enrolled in each year of the program year 1 year 2 year 3 year 4

C Student Profile

Who are your target students Where do they come from Are they recent high school graduatesTransfers from other institutions Mature workers with families

High school graduatesDiploma graduates from KUC and from other collegesMature workers

already teaching in private studios or music schoolsprofessional upgradeBCRMTA members

Foreign students

What entry requirements should applicants be expected to meetSuccessful audition and interview

Grade XII English

Degree Program

a 4 0190

G ava

Langley Waynej@kwantlenbccaLangley 3313 Janeha@kwantlenbcca

fEIvablai@kwamlenbccaZdenekdikwantlenbccaDonald@kwantlenbcca

D Program DescriptionProvide a broad description of the program content

The proposed fouryear program builds on the existing twoyear Diploma program adding a third andfourth year to provide advanced instruction in studio pedagogy performance and entrepreneurial skillsThe curriculum emphasizes the areas of studio pedagogy practicum private instruction ensemble andsolo performance group teaching skills ensemble management and music business skills Possiblemusic electives comprise current Diploma offerings and new courses of study

Provide a broad outline of the instructional strategies to be employed

team teachingclassroom instruction

group instruction

master class

computer technologyaudio and visual technology

Outline any requirements for special materials ie equipment specialized space etc

Describe any other special features of the proposed program

practicum cooperative learningmentoring on andoffcampusobservationparticipation in professionalworkshops

Upgrade computer labSoftware and integrated materials for teaching ear trainingAdditional teaching space is needed facilities exist but are not in use after 4 pmSound systems need to be added to 2 classrooms

multifaceted approach to pedagogyie pedagogical techniques are learned through private andgroup observation in high schools private studios and several community music schoolspossibility of offering private music instruction in the high schoolspossibility of eventually developing a Conservatory to meet the needs of the community at largeall practicums and masterclasses to be reviewed through audio and video technologyemphasis on training in the art of teaching including developmental psychology possible links toeducation courses taught at TWUlinking with existing Business Program to provide skills in accounting bookkeeping etc

Explain how this program relates to the other existing or proposed programs here at Kwantlen UniversityCollege

This program will draw on course offerings in other programs eg business liberal education fine artscourses as a way of providing nonmusic electives to meet student goals Moreover studentswith acredential from another program eg the Business Diploma the Fine Arts Diploma and somebackground in music would be potential candidates for this program Music courses could be offeredthrough Continuing Education so as to increase community access

This program is a new concept but it will build on and link with existing programs and fulfil a communityneed for quality music education at all levels particularly with regard to pedagogical techniques Thecollegescentral geographical location will enable the program to serve this and other community needsthat the universities cannot address The program will also create much needed opportunities for localstudents wanting to complete a degree in music but finding that BC universities traditional emphasis onperformance solo orchestral opera and music educuion schools does not meet their career goals

4

E Outcomes

What is the nature of the work that students are being prepared for

Studio teachingPrivate theory history instructionPrivate music business all aspects of private teachingEntrepreneurial business and arts venturesConcert promotion concert managementConducting arranging orchestrationCommunity musical leadership directing community band choir etc

What other individual or societal benefits can be expected

Providing highly trained musicians in local cultural learning centresPromoting community concertsFilling the needvoid for quality music education in local communitiesMaking music education universally accessible as it becomes less available in the public and highschools

Enhancing multiple intelligence learning theoriesBenefiting all members of society all ages music education from the womb to the tomb

Enhancing other arts industriesEnriching the quality of life through music

What labour market data shows a demand for this type of graduate

Music as an avocation is 1 in the world Canadian Council of Business and the ArtsDecrease in public hording of music education in elementary and secondary music progamscancellation downsizing increasing parental involvement has resulted in an increase in need forprivate sector to provide educationDemand is not being met by highly qualified teachers

F Consultations

Who have you consulted with internally regarding this proposal

Skip Triplett President KUCJudith McGillivray VP EducationRoger Elmes Dean Social SciencesMusic

Music Department Curriculum CommitteeMusic Department FacultyPresent Certificate and Diploma students

Who have you consulted with externally regarding this proposal

Former students

BCRMTA membersBCRegistered MusicTeachers

Association

RCMT Royal Conservatory of Music ofToronto

Western Conservatory of Music LangleyRichard Haack PrincipalCanadian Music Centre

Maple Grove School of Music

David Ross Executive Director ofMarketing and Development KUCArthur Coren Undergraduate Chair for theBBA degreeSocial Sciences Music Curriculum

Committee

Langley Community Music School IanHampton Principal Susan MagnussenVice PrincipalVancouver Academy of Music JerryGerbrecht DirectorTom Lee Music

High school teachersPrivate music instructors

UBC UVic Faculties of Education andSchools of Music

KwantlenUNIVERSITY COLLEGE

MAILING ADDRESS

12666 72nd Avenue

Surrey BCCanada V3W 2M8

Applied Music Degree Proposal

Preliminary Market Research May 2001

TELEPHONE

6045992100WEB SITE

wwvkwanilenbcca

Music Department

Canadascultural labour force grew by 32 percent from 19821997 compared withonly 12 percent growth in the general labour force and 15 percent growth in theexperienced labour force Source Alliance for Arts and Culture

57300 people work in British Columbiascultural sectorabout seven percent of theregionsemployed labour force Number of workers in BCsagriculture and miningindustries combined 44500 Source Statistics Canada Employment by Industry NAICS1998 annual averages for British Columbia

Factor by which increases in arts and culture related occupations are outpacing growthin the total provincial labour force in BC 21 Source BC Stars Culture HeritageRecreation Sport Highlights June 1999

BCscultural sector attracts more than 500 million in government revenueswhencombining direct indirect and induced effects All levels of government invest acombined amount of 100 million in Greater Vancouverscultural sector whichleverages 3 billion in direct revenues and represents an excellent return on investmentSource Arts Culture in Greater Vancouver Contributing to the Livable Region theinterim report of the Regional Cultural Plan Steering Committee July 1997

BC music industrysannual revenue 335 million Source 199495 PMIA Study by PriceWaterhouse

Market Research Continued

Proportion of Post Secondary Music Program Graduates Who are Employed inSelected Types of Occupations of the Experienced Labour Force

dgh

Types of Occupations

1 Teaching and Related occupations 34

2 Artistic Literary Recreational and Related Occupations 18

3 Sales and Services Occupations 17

4 Clerical and Related Occupations 11

5 Managerial Administrative and Related Occupations 8

6 Occupations in Medicine Health Natural SciencesEngineering and Math 3

7 Product Fabrication Assembling and Repairing Fields 2

8 Occupations in Social Sciences and Related Fields 2

9 Other Occupations 6

Subset of Selected Artistic LiteraryRecreational and Related Occupations

1 Musicians and Singers2 Conductors Composers and Arrangers3 Occupations Related to Music

and Musical Entertainment nec

4 Other Occupations

Source Statistics Canada 1991

Percentage ofAll Occupations

Percentage ofAll Occupations

126

22

03

79

British Columbia Registered Music Teachers have experienced a 15 growth rate perannum for the past 10 years Current membership Just under 1000 members SourceSusan Olsen BCRMTA Provincial Registrar

Percentage of music majors who apply to medical school and are accepted 66Percentage of biochemistry majors who apply and are accepted 44 Source ArtStarsin Schools Phi Delta Kappan February 1994

2

MUSIC TRANSFER SITUATION IN LOWER MAINLAND

Average of students seeking transfer annually to a BMus program in BC

Kwantlen 20

Douglas 35

Capilano 15

VCC 10

Average of transfer students accepted annually intoBMus programs in BC

UBC

UVic

15

15

Average of transfer students not accepted annually intoBMus programs in BC

All colleges 50

Current transfer figures for 20012 from BCPSMF Articulation Meeting May 4 2001UBC had 76 students apply for transfer and had seats for 15UVic had over 80 students apply for transfer and had seats for 1220

Excerpts from the Canadian Conference of the Arts BULLETIN April 25 2001

Quoting Focus on Culture Statistics Canada quarterly bulletin of cultural statistics VoI12 No3

the skills identified in the earlier Cultural Labour Force Survey 1999 namely highlyeducated knowledgeable creative entrepreneurial and multi skilled remain in greatdemand in todayseconomythe cultural labour force grew more than the overall workforce for the same period 19901999 23 versus 11self employment remains strong in the cultural sector 75 ofjob growthfrom 19901999 the number ofjobs in the cultural industries rose by 26 demonstratingit is a fast growing segment of the workforce comparisons were made with the totalworkforce both from an occupational and an industrial approach1999 Labour Force Survey indicates that 578000 individuals were working in cultureindustries

Opening two paragraphs of the Canadian Conference of the Arts National Symposium onArts Education Symposium 2000

Artists and arts educators have known it for years and the word is finally getting out theArts are revolutionizing education and they are hot They are engaging students in learning thatreally makes them want to Team They are opening minds and tapping talents that have beendormant or disconnected in the traditional education system They are vehicles for understandingand interpreting the complex multicultural youth scene of today They are windows on souls anddoors to intellects

The National Symposium on Arts Education is happening this year in Ottawa tocelebrate Arts Education No longer do artists and arts educators feel like voices in thewilderness their message is being heard and its being sought Its good finally to be part of thevanguard and not outside on the fringes

O

COMMENTS FROM THE MUSIC PROGRAM APPLICATION FORM

Prospective students are asked to complete a program information form prior to theiraudition Under The Future they are asked If you have thought about your career planplease give an outline of it Here are the responses from all of the students who will beentering our Diploma in Music programs in Fall 2001

Im thinking about entering the public school system in some capacity as well as music ofcourse

I want to be a teacher teaching piano and in my spare time Id like to perform

My ultimate goal in life is to be either a high school or an elementary music teacher I loveworking with children and l think that music should be promoted just as much as other subjects inschools I know that my passion for music will help me reach my goal

To be a high school teacher music or universitypiano teacher

After receiving my Diploma I want to transfer to UBC or Uvic and pursue a musicFrench majorand achieve a BA in education

To attend two years at Kwantlen and then transfer over to Capilano for Music Therapy

I want to teach secondary school and studio piano for young children

I want to be a songwriter for pop music and also teach flute lessons in the future

I want to be a high school band teacher

Take music here and then transfer to UBC and finally become a band teacher

Possibly a band teacher or something that combines music with computers

I am unsure at this point of my future career plan I hope to take there two years in the diplomaprogram to explore the world of music and hopefully discover more about myself and what sort ofcareer it may lead to for me

My main goal is to be a BCRMT and teach piano and theory lessons from my home I am goingto university to get a degree so that I may have the opportunity to teach at a music school when mychildren are grown

I would like to either become a music teacher or conductor or go into music therapy

I hope to attend UVic after two years at your school and am thinking that I will become a musicteacher Whatever I do I know I need music to be a part of my life

Once I graduate I plan to teach flute and play in an orchestra After a few years I plan to maybejoin a more famous orchestra in Europe and teach flute on the side

1 have none for certain but I want to take in as much information and education as possible and seewhere it takes me I know it will be a musical career I just want to be sure I Know all of myoptions and take full advantage of the opportunities presented

1 wish to enrol into the Music Therapy program at Capilano College This field is immenselyinteresting to me and I wish to help people thni music

I would like to be a player in a band or to work in multimedia that is music related

1 plan to complete a music university transfer program and then move on to attain either a BEdwith a major in music or a music therapy degree

I want to get my masters and then want to perform and maybe teach And maybe do somemusical therapy on the side

I would like to be an opera singer

Teaching is what I want to do Aspects of the music business are important to me so that I canmanage my musical teaching skills whether it be in school or private teaching

As of now all 1 am planning is to continue performing and growing as a musician I would like toget my Bachelor of Music as well as my ARCT

My career plan is a piano teacher

Teaching secondary level music private teaching as well

Im thinking about pursuing a career that is related to either music or math or both

4

Name of proposed program see Appendix B Bachelor of Business Administration Financial Services Mgt

Proposed Credential to be granted seeAppendix C

Baccalaureate

Expected length of program in years Four Years

How many students would you expect enrolledin each year of the program

Year 1

100

Year 2

75

Year 3

60

Year 4

50

KWslANTLEB Degree Program ConceptSubmission Form

Please limit your submission to these three pages Submissions longer than 3 pages will be returnedAdditional material may be included as appendices Please send 23 copies of your completed submissionto Barbara Melnyk DPAC Secretary Surrey Campus who will forward it to the Degree ProposalAssessment Committee DPAC

A Originating GroupNnmc Division Campus Tc l ephon e Gma itGordon Lee

Michael Leonard

David Williams

Business

Business

Business

Langley 3250

Richmond

Surrey

2649

2508

gordonlmichaelleonard@nbfcadavidwi

Date April 15 2001

Who is the principal contact person for the above group

B Basic Information

Gordon Lee

C Student Profile

Who are your target students age gender educational background work experience Where do they comefrom recent high school graduates transfers from other institutions Are there other characteristics applicantsshould have that you identify as important

Our target students will initially be mature working professionals who will obtain credit for all or part oftheir first two years through articulated transfer credit and Prior Learning Assessment PLA Those fieldsthat will be targeted are the insurance industry securities industry and banking industry These industriesrecognize the need to upgrade their members beyond their internal certification and Kwantlen is in aposition to meet this demand In addition new students who wish to pursue careers in these fields willassure the growth of the program as it will provide these students the opportunity to obtain theirprofessional accreditation and degree simultaneously

What entry requirements should applicants be expected to meet

Entry to In Year Career business diploma entry requirementsEntry to 3i Year 27 Cumulative GPA

Ebusincssdcgttennancianconceptdoc

D Program DescriptionProvide a broad description of the program content

The program will expand on the knowledge and skills students acquired within their given industry asfollows

I Increase knowledge in selected management subject areas2 Expand on existing industry knowledge and financial techniques3 Integrate financial service functions with other major functional areas of business4 Provide students with liberal education component5 Meet their personal goals and aspirations

It is anticipated that approximately 40 of the degree content will be financial services managementcourses 40 general business courses and 20 in liberal education Students will be able to earn advancedprofessional certification in addition to their course credits

Provide a broad outline of the instructional strategies to be employed

Work experience is an integral part of the program Classroom instruction will focus on managementfinancial and marketing techniques required in the ever changing work environment

Outline anticipated requirements for equipment specialized space etc

None

Describe any other special features of the proposed program eg uniqueness of the program coop placements

This program will open the door to many highly trained financial professionals who previously received nocredit for the industry courses certification and designations In addition new members to the financialservices industry can now obtain a degree and professional certification at the same time This type ofcooperation with industry is likely to lead to the industry requiring its members to obtain a degree as a keycomponent of professional accreditation

Course delivery will meet the needs of working professionals Delivery modes will include courses offeredon weekends weeklong intensive courses onsite industry locations courses and distributed learning

Explain how this program relates to the existing or proposed programs at Kwantlen University College and otherinstitutions

I This program will continue the Kwantlenstradition of providing students with industry certificationupon graduation

2 Further complements existing degree offerings BBA Entrepreneurial Leadership Bachelor ofTechnology and a BBA in Accounting

3 Synergy between courses of existing degree programs

E Outcomes

What is the nature of the work that students are being prepared for

These students are being prepared to provide others with financial guidance The demand for this type ofprofessional is high and all indicators show continued growth The growing wealth of Boomers longer lifespans upcoming retirements etc provides a secure for graduates

Etbusincssdegreefinancienwnccpidoc 2

4

What other individual or societal benefits can be expected

1 Will allow students to obtain a degree in their own community2 Provide these students with a background that will assist them in starting their own business3 Help the community meet the increasing demand for highly trained financial services professionals

What labour market data shows a demand for this type of graduate

Labour market grought to 2010 in finance insurance and real estate industries is projected at 24 800 jobs334

Kunin Roslyn Youth 2010 The BC Labour Market in the Future The Laurier Institution 1999

F Consultations

Who have you consulted with internally regarding this proposal What were the results of these consultationsPlease provide names dates and summary

Douglas Smith Chair Business ManagementPanteli Tritchew Chair Applied CommunicationsArthur Corm BBA in Entrepreneurial Leadership and Marketing ChairDavid Sale Accounting and BBA in Accounting Chair

Accounting Advisory Committee January 17 2001

Internal consultations resulted in revisions in the draft concept All those consulted support the BBA inFinancial Services Management

Who have you consulted with externally regarding this proposal What were the results of these consultationsPlease provide names dates and summary

Canadian Securities Institute August 16 2000Insurance Institute of Canada February 23 2000 September 20 2000 and January 9 2001Members of BC Credit Unions including Surrey VanCity Richmond and Delta June 14 2000

The Canadian Securities Institute the Insurance Institute and the BC Credit Unions assisted in the design ofthe concept and in estimating potential student demand They fully support the degree concept proposal

Ebusincss dcgecVinancienconccptdoc 3

ta KwantlenUNIVERSITY COLLEGE

MAILING ADDIESS TELEPHONE

1266672nd Awrra 604 5932100Surrey BCCanada V3W 2M8

TO Education Council

C

FROM Gordon Lee

DATE April 10 2001

susmer Diploma Program Requirements

The Marketing Management and Accounting Diploma programs are proposing the following change intheir diploma requirements

Both programs will require onpe course in Applied Communications CMNS excluding CMNS 1110AND English ENGL excluding ENGL 0099

This change has been done to enhance the studentsverbal and written skills This also brings theseprograms in alignment with the Education Council requirements as per November 2000 minutesregarding liberal education requirements for Kwantlen University College degree programs

This change is effective for students enrolling after September 1 2001

Memorandum

School of Business

Name of proposed program Private and Public Security Management

Proposed Credential to be granted Bachelor of Applied Ans in Security Management

Expected length of program in years 4 years total

2052

How many students would you expect enrolledin each year of the program

Year 1 Year 2 Year 3

20FTE 20F1E 10FTE

Year 4

10FTE

Name Division

David MacAlister CriminologyCampus

SurreyTelephone2254

Email

davidma

Roger Elmes Social Sciences and Music Surrey 2052 roger

Criminology Advisory Committee

aKW Degree Program ConceptSubmission Form

Please limit your submission to these three pages Submissions longer than 3 pages will be returnedAdditional material may be included as appendices Please send 23 copies of your completed submissionto Barbara Melnyk DPAC Secretary Surrey Campus who will forward it to the Degree ProposalAssessment Committee DPAC

A Originating Group

Date 23 February 2001

Who is the principal contact person for the above group David MacAlister

B Basic Information

C Student Profile

Who are your target students age gender educational background work experience Where do they comefrom recent high school graduates transfers from other institutions Are there other characteristics applicantsshould have that you identify as importantCategory 1 Persons already employed in public and private security seeking to advance that career A profilemight include the following males and females 2835 years old with 510 years experienceCotegory 2 Recent high school graduatesCategory 3 Transfers with diplomas in Criminology or equivalent from other post secondary institutionsCategory 4 Kwantlen students who successfully complete Semester 1 of the Criminology Program with a 30cgpa

What entry requirements should applicants be expected to meet Multiple entry pointsCategory 1 5 years related experience with a minimum Language Proficiency Index LPI score of 22 or a LPIscore of 26 or higher or B in English 12Category 2 B in English 12 or LP1 score of 26 or higherCategory 3 Diploma in Criminology or equivalent with a cgpa of 30Category 4 Completion of Semester I of Kwantlen Criminology Program with a cgpa of 30

Students will also be admitted through Prior Learning Assessment

revised Sept 1500 1

D Program DescriptionProvide a broad description of the program content

Based on Kwantlen University CollegesCriminology Diploma in Years 1 and 2 with 3 courses from the Schoolof Business and 2 security courses The third and fourth years draw on 14 of the BBA courses with 5 newsecurity management courses to provide the specialization The BBA courses allow the student to do focusedresearch in management issues as they apply to security See Appendix A

Provide a broad outline of the instructional strategies to be employedStandard courses using a wide range of teaching and learning methodsNine credits of practicums

Outline anticipated requirements for equipment specialized space etcSome courses will be offered on line

Describe any other special features of the proposed program eg uniqueness of the program coop placementsThree full practicumbased coursesMelding of criminology business private and public security and management coursesSome courses will be offered through Distance Learning

Explain how this program relates to the existing or proposed programs at Kwantlen University College and otherinstitutions

Unique in Canada no similar program existsOne university in the USA does something similar but is not a melding of multidisciplinary contentand approachesLinks to BBA Criminology Diploma and Business DiplomaAllows entry points for transfer students

E Outcomes

What is the nature of the work that students are being prepared forMiddle and upper management in private and public securityGraduates will be prepared to write the professional designation exam CPPProtection of life information and assets in private and public environments

What other individual or societal benefits can be expectedEnhancing levels of safety through activities complementary to policing as private and public securityexpandsHigher levels of safety for citizensDecreased property victimization

What labour market data shows a demand for this type of graduateThe overall growth in the security industry has created a demand for enhanced professionalism and

more sophisticated management skills This demand continues to increase as the industry expands Bettercredentialing and higher credentials are part of the global trends in the industryThe federal governmentsofficial projection for employment in the security guard and related occupationscategory was recently rated as fair on a goodfairlimited scale This job sector experienced a 152 increasefrom 1988 to 1998 Most of the growth 121was in the last five years surveyed 1993 1998 They note thatwith experience guards may progress to senior security guard and supervisor positions No specific mention ismade of growth in this area The need for advanced education is implied in their assessment Electronicsurveillance systems will increasingly replace gatekeeper security guards More and more the work of securityguards will require skills related to the use of these computer systems and to their maintenance and operationThey also note that Reduced government spending on police forces and a rising fear of crime may increasedemand for security guards Job Futures 2000 Outlooks by Occupation Ottawa Minister of Human ResourcesDevelopment 2000 pp 282283 See Appendix BStatistics Canada published a report in 1998 on Private Security and Public Police Karen Swol Private Securityand Public Policing in Canada Vol 18 No 13 Juristat Canadian Centre for Justice Statistics Ottawa Ministerof Industry 1998 It identifies a minor decrease in the number of security guards between 1991 and 1996

revised Sept 1500 2

However in this time period BC experienced a 172growth in this area Albertasemployment in this areagrew by 129 A large drop in Quebec and modest growth in Ontario appear to have skewed the overallnational figures see p 4 See Appendix CThe Commission on Policing in BC also noted growth in this area Oppal indicates that in 1991 private securityoutnumbered public police by a margin of more than 2 to 1 In the United Stales the margin is 75 privatesecurity employees to 1 public police officer In BC he indicates that there are over 1100 security businessesemploying approximately 7000 people Wallace T Oppal Commissioner Closing the Gap Policing and theCommunity Policing in British Columbia Commission of Inquiry Final Report Vol 2 Victoria The

Commission 1994An overview of the Security Industry in Canada can be found in Canadian Criminal Justice Today pp 186197Schmalleger MacAlister McKenna Winterdyk See Appendix D

F Consultations

Who have you consulted with internally regarding this proposalGordon Lee Dean School of Business

An Coren BBA Degree Coordinator

What were the results of these consultations Please provide names dates and summaryGeneral agreement in principle for high percentage of business and BBA courses subject tosatisfactory funding arrangements

Who have you consulted with externally regarding this proposalCriminology Advisory CommitteeJane Dean Coordinator Deputy Sheriff Training Courts Academy Justice Institute of British ColumbiaKen Doem Inspector District Two Downtown Eastside Extraordinary Policing Plan Vancouver PoliceDepartmentJohn Grady President Executive Security LimitedDarcy Kemaghan President and CEO Securiguard Services LimitedRH Bob Kind Security Administration Manager Transit Security TransLinkGVTADan Krefting Manager Protection Services Human Resources Development Childrens WomensHealthCentre of British Columbia

Don MacAlister Director Protection Services Simon Fraser Health RegionHolly McKeen Regional Personnel Officer Personnel Services Division Ministry of Attorney General FraserRegional OfficePaul Pershick Director Corrections and Community Justice Division Justice Institute of British ColumbiaTP Terry Smith Chief Coroner Province of British Columbia formerly Chief Superintendent Surrey RCMP

resigned committee position February 2001Steve Watt Director Police Academy Justice Institute of British ColumbiaSecurity Degree Advisory CommitteeKen Doem Inspector District Two Downtown Eastside Extraordinary Policing Plan Vancouver Police DeptJohn Grady President Executive Security LimitedTim Harrison Evergreen Justice Applications IncorporatedMichael Jagger General Manager Provident SecurityRH Bob Kind Security Administration Manager Transit Security TransLinkGVTADan Krefting Mgr Protection Services Human Resources Dev ChildrensWomensHealth Centre of BCDon MacAlister Director Protection Services Simon Fraser Health Region

What were the results of these consultations Please provide names dates and summary

Strong support for the degree and recognition of very strong need for this type of graduate to support the rapidgrowth of the industryCriminology Advisory Committee Minutes datedFebruary 25 1998 November 24 1998 November 23 1999 October 24 2000June 16 1998 May 11 1999 April 25 2000 April 24 2001

revised Sept 1500 3

Semester 1

CRIM 1100

CRIM 1101

PSYC 1100

SOCI 1125

ENGL 1200

or

CMNS 1110

Semester 2

PSYC 1200

ACCT 1160

BUSI 1210

or

BUSI 1215

BUSI 2390

ECON 1150

Semester 3

CRIM 1207

PSYC 2300

or

ACCT 1230

CBSY 1105

CBSY 1205

X New Course D

Semester 4

CRIM 1202

CRIM 2341

X New Course DACCT 1293

MRKT 1199

Semester 5

@ ENTR 3110 L

@ ENTR 3120 L@ ENTR 3140 L

ENTR 3500

X New Course D

Semester 6

@ ENTR 3130 LENTR 3150

ENTR 3160

@ ENTR 3170

X New Course D

Introduction to CriminologyIntroduction to the Criminal Justice SystemIntroduction to Psychology Basic ProcessesIntroduction to Society Processes StructuresAdvanced Composition and Style

Introduction to Business Technical Writing

Introduction to Psychology Areas ApplicationsAccounting for ManagersEssentials of Business Management

Introduction to Criminal Law

Experimental Psychology Statistics

APPENDIX A

Organizational BehaviourBusiness Law replaces CRIM 1 107Canadian Legal SystemsPrinciples of Microeconomics

Business Statistics

Introduction to Microcomputer ApplicationsComputers and Information ProcessingIntroduction to Security and Policing draft previously distributed andattached

Procedure and EvidenceAdministration of Criminal Justice in Canada

Security Industry Management draft description attachedIntroductory Financial AccountingIntroduction to Marketing

Applied Organizational BehaviourManagerial AccountingEntrepreneurial MarketingProfessional Business Communication

Crime Prevention draft previously distributed and attached

Production and Operations ManagementBusiness Economics

Information Technology for BusinessEntrepreneurial FinanceSecurity Systems and Controls draft previously distributed and attached

Semester 7

@ ENTR 4200

@ ENTR 4250 LENTR 4300 L

X New Course DX New Course D

Semester 8

LBED

ENTR 4110

ENTR 4120 L@ ENTR 4250 LX New Course D

Business StrategyEntrepreneurial Leadership Practicum Part 1 3 creditsEntrepreneurial Management for Service CompaniesModern Approaches to Security draft description attachedSecurity Projects based research draft description attached

Any LBED CourseBusiness LeadershipHuman Resource ManagementEntrepreneurial Leadership Practicum Part 2 3 creditsAdvanced Management Security Management Practicum draft descriptionattached

NOTE By the end of the first two years students must have successfully completed the BST 1and BST 2 courses

4

O

1

Security Systems and Controls

Calendar Description

The course will introduce students to key components of security systems and controlsinherent in a physical security program This will involve a detailed examination ofspecific security systems utilized by the security industry including intrusion and duressalarm systems various forms of perimeter protection locks and keys access controlsystems closed circuit television and other physical protection elements The relationshipbetween physical and dynamic security will be examined through the study of strategiesand applications for security systems and controls including how design and space canimpact on human behaviour through environmental design Finally the critical role ofsecurity personnel in linking control through design with security systems will beestablished

Descriptive Title Introduction to Crime Prevention in Canada

An introduction and evaluation of crime prevention community policing and community basedresponses to crime and efforts aimed at preventing crime in the longterm including a review oflocal regional and national resources and organizations available for crime preventionawareness citizen crime prevention education and training as well as organizing andparticipating in community crime prevention programs and events

Introduction to Private Security and Public Policing

Calendar Description

This course introduces the student to the fields of private security and policingStudents will address the various issues and challenges facing these two areas

including regulation recruitment training the exercise of legal authority andorganizational strategies The course will also allow students to address theinter relationship between private security and public police agencies andaddress ethical issues of concern to each

Mid Term 1

Presentation

Research PaperFinal Exam

Summary

Security Projects Based Research

The objective of this course is to provide students with concrete knowledge of the Securityindustry Each student will write a research paper and give an inclass presentation on one of thefollowing subject areas 1 physical security 2 investigations 3 loss prevention 4 liaisonexternal relations 5 emergency planning 6 security management 7 information security8 substance abuse or 9 personnel security The student will be expected to be able to applythe skills and knowledge acquired in previous courses to specific Security industry examples

To be successful in the Security Industry people have to be able to demonstrate that they havethe knowledge that employers are looking for Furthermore by this stage in their studies eachstudent should have an idea of what area of the Security Industry that they would like to focuson

For example if someone is interested in becoming a Security consultant he or she can focus onareas such as physical security or information protection

This course covers the same basic material as the Certified Protection Professional CPP exam

The CPP is a professional designation that demonstrates a high level of professionalism andpaves the way for a successful future in the Security Industry This program could be seen as aCPP examination preparation course In any regard this course will provide the students with acomprehensive understanding of important issues in Security management

0

0

Security Industry Management

This is a course in applied ethics and applied management theory Through the use of casestudies class presentations and guest lectures each student will gain practical knowledge of thepractice of Security Management The basic elements of management introduced in earliercourses will be applied to practical Security industry scenarios Topics of particular interest tothis field include confidentiality liability employee integrity human relations supervision anddisciplinary actions information security business strategy and client relations

Case StudyClass ParticipationMid Term IMid Term 2Final Exam

Final Essay

Summary

Being able to describe Management theories relies on a specific set of cognitive skills Beingable to apply these theories to practical examples requires a completely different set of cognitiveskills By allowing the students to develop these practical skills in a controlled classroomenvironment they will have the ability to deal with real life situations

Literature Review

Participant EvaluationResearch PaperFinal Examination

Summary

Advanced Management Security Management Practicum

There are two objectives in this course first of all the students receive an opportunity to applythe theories and other information taught in this program to real life situations Secondly thestudents receive valuable work experience within a corporate security department or a privatesecurity company while acquiring marketable job skills

The primary form of evaluation for this program will be a research paper prepared by thestudent which combines a sound knowledge of the theoretical aspects of this program with thepractical skills learned during the practicum The main orientation of this paper should beidentifying a specific area of concern or problem encountered during the practicum anddeveloping a clear course of action for addressing this issue

The ideal in setting up this course is to make it broad enough in scope so that the student is freeto choose his or her area of specialization while maintaining some level of consistency The useof a problem identification solution framework should address these concerns In order toformulate a clear problem statement and provide reasonable strategies for dealing with this issuethe student will have to display both an understanding of the course material and the ability toapply this material to specific examples

For example someone interested in Human Resources could work with a contract Securitycompany and develop a proposal designed to reduce the high employee turnover rates that affectmost companies

A second example would have someone interested in workplace violence develop workplaceviolence prevention strategies or safe management of aggressive behaviour guidelines

0

0

This course will introduce students to key areas of interest in the Security Industry Specialemphasis will be placed on the importance of technology both as an area of concern and as animportant tool in this industry This will be a survey style course and will focus on acquaintingstudents with cutting edge technology and modern approaches to Security by utilizing leadingSecurity Industry professionals as lecturers

Topics to be discussed include

Modern Approaches to Security

CCTV and Surveillance TechnologyAccess Control

Biometrics and Identification SystemsAlarm SystemsDisaster and Emergency Response SystemsLoss Prevention

Information SecurityComputers and Computer SecurityECommerce and Internet SecurityDatabases and other Diagnostic ToolsCrime Prevention Through Environmental Design CPTEDCrime Mapping

Summary

Each week there will be a different topic The lectures will consist of a guest speaker segmentand a theory course work segment By using guest speakers on a regular basis the students gaina clearer perspective of the Security Industry The students also benefit from having course workreinforced by practical examples

r

9

3

3

3

3

3

3

5

5

5

5

5

5

5

5

4

IIIIIlthIIIII1II IIIIIN 111II11 6530 00228 7082

REFE1 USE ONLY1

outlooks byOccupation

APPENDIX B

occu on

c ltionWorld of W0l n

41Ar3ellorsjob prospects

training

earnings

a

education

Security Guards and Related Occupations

Where They WorkBusiness Services

Local andOther Administration

Accommodation and4

Food Services

Education 4

Finance and Insurance

and Real Estate 3

Retail Trade 3

Federal Administration 2

282

This All

Occupation Occupations

1529 3039

a This Occupation

11

e o EmploSAQ t44

OSAbution bp4

4054 55

r All Occupations

At Work

51 People in this occupation work in private security agenciesretail stores industrial establishments museums and otherorganizations Their duties may require them to

issue passes to control access to facilities and directvisitors to appropriate areas

patrol assigned areas to guard against theft shoplihingvandalism and fire

enforce regulations to maintain order at public eventsperform airport security checks of passengers andluggage

drive and guard armoured trucks and deliver cash andvaluables to banks automated teller machines and retailorganizations and

supervise and coordinate the activities of other securityguards

This occupation also includes gate attendants bodyguardsbouncers commissionaires and crossing guards

Education Training Experience

People in this occupation usually need a high schooleducation Many recent entrants have a communitycollege diploma

Airport security guards are given training by theiremployers Security guards employed by the federalgovernment must be trained to Canadian General

Standards Board standards People in other security andguarding occupations may also get trainingSecurity guards carrying firearms require a gun licenceArmoured car drivers need drivers licences

With experience they may progress to senior securityguards and supervisors

Age group Check out the big picture inWorld of Work Overviews and Trends

agt

etc

mdc

yds

e

ids

e

e

ale

e

ads

ansses

ads

Kin

da

1

Part 2 Field of Study Cross index C84111880 C812 T812

In These Occupations

81000 people were employed in 1998 an increase of 152from 1988 Most of the growth occurred from 1993 to 1998when employment increased 121 In comparisonemployment in all occupations grew 123 over the sameten years and 82 over the last five25 work parttime compared to an average of 19 for alloccupations2 are self employed well below the average of 17 forall occupations22 are women well below the average of 45 for alloccupationsthe unemployment rate averaged 76 from 1996 to 1998compared to the national average of 60the average earnings are comparable to those for otheroccupations with similar educationtraining requirementsand for other occupations in the sales and service sectors

National Outlook to 2004

Currently chances of finding work in these occupationsare rated Fair since employment opportunities areaverage and earnings are below the average level for alloccupationsOver the next five years this outlook is not expected tochange as the number of job openings is expected to bematched by the number of qualified job seekers

flElectronic surveillance systems will increasingly replacegatekeeper security guards More and more the work ofsecurity guards wil equire skills related to the use ofthese computer systems and to their maintenance andoperation

Reduced government spending on police forces and arising fear of crime may increase demand for securityguardsMost of the increase in employment requirements through2004 for these occupations is expected to occur in thebusiness services industry

to use it as well as underlying methodologies and data sources

1j

9

6

3

0

21

ty

2

14316

a

26815

16963

Y20 29

tarnings

25394

N0C 665

0

30 39 40 49

Age Group

Overall Average for All Ages 1543T4OO

This Occupation All Occupations

sProspeCURRENT 2004

GOOD GOOD

Highest20

LIMITED LIMITED

wemployment Ratli

Refer to Understanding the Occupational Profiles for detailed explanation of each section above and how

Average

Lowest

20

Ill 09 90 91 9 93 94 95 96 91 98

O This Occupation All Occupations

283

SFIL 1Statistics StalisliqueCanada Canada

Jd J

Karen Swol

HIGHLIGHTS

Statistics Canada Catalogue no 85002XPE Vol 18 no 13

APPENDIX C

PRIVATE SECURITY AND PUBLIC POLICING IN CANADA

Private security personnel outnumbered police officers in both 1991 and 1996 In 1996 there were 59090 police officersin Canada compared to 82010 private security personnel 12230 private investigators and 69780 security guards As awhole the number of private security personnel increased by 1 between 1991 and 1996 compared to a 4 drop in policeofficers

Security guards declined 4 between 1991 and 1996 at the national level while private investigators increased 49 overthe same period Despite increases in the number of security guards between 1991 and 1996 in some provinces theoverall decrease in security guards can be attributed to the large drop seen in Quebec

There are no minimum education requirements for private security while police officers must have a minimum of grade 12education As such education levels were found to be higher among police officers than private security as over 80 ofpolice officers had attained levels higher than a high school diploma compared to 66 for private investigators and 53 forsecurity guards

In terms of training police officers are required to attend a police college or police training facility for three to six months ofacademic training followed in most cases by six months to a year of field experience training Training for private securityis generally left up to the employer Only two provinces British Columbia and Newfoundland have training requirements inorder to receive a private security licence

Women had greater representation in private security than in policing In 1996 21 of private investigators and 20 ofsecurity guards were women compared to 13 of police officers Although the representation of women was lowest amongpolice officers the proportion of female officers has been growing steadily since the mid 1970swhen it was less than 1

Visible minorities were under represented for both police officers and private investigators in 1996 while security guardshad a higher than average representation Visible minorities accounted for 10 of the employed labour force in CanadaThis compares to 11 for security guards but only 3 for police officers and 6 for private investigators While visibleminorities were under represented in policing Aboriginal persons were well represented In 1996 Aboriginal personsrepresented30 of all police officers compared to17 of the employed labour force

Emproyment income for police officers in Canada for 1995 was considerably higher than for private security Police officersreported an average employment income of53795 which was nearly 20000 more than private investigators eamed andmore than double the average income of security guards

Canada

2

OrderingSubscription Information

All prices exclude sales tax

Catalogue no 85002XPE is publishedin a paper version for 51000 per issueor 59300 for an annual subscription inCanada Outside Canada the cost is

USS1000 per issue or USS9300 for anannual subscription Catalogue no85002XIE is available on Internet for5800 cdn per issue or 57000 cdn for anannual subscription Please send ordersto Statistics Canada Operations andIntegration Division CirculationManagement 120 Parkdate AvenueOttawa Ontano K1A 076 or by dialling613 9517277 or 1 800 7001031 by lax6139511584 or 1 8006899734 or byInternet orderestatcanca For changeof address please provide both old andnew addresses Statistics Canada

publications may also be purchased fromauthorized agents bookstores and localStatistics Canada offices

November 1998

Catalogue no 85002 XPEISSN 0715271X

Catalogue no 85002 XIEISSN 12096393

Published by authority of the Ministerresponsible Ion Statistics Canada

@ Minister of industry 1998

All rights reserved No pan of thispublication may be reproduced stored ina retrieval system or transmitted in anyform or by any means electronicmechanical photocopying recording Orotherwise without prior wnnenpermission from licence Sconces

Marketing Division Statistics CanadaOttawa Ontano Canada K1A 0T6

Note of appreciation

Canada owes the success al its statistical

system to a longstanding partnershipbetween Statistics Canada the citizens 01

Canada its businesses and governments Accurate and timely statisticalimormaton could not be producedwithout their continued cooperation andgoodwill

Standards of service to the public

Statistics Canada is committed to servingos dents in a prompt reliable andcourteous manner and in the official

tanguage of their choice To this end theagency has developed standards of servicewhich its employees observe in serving Asclients To obtain a copy of these servicestandards please corned your nearestStatistics Canada Regmna Reference Centre

The paper used in this publicationmeets the minimum requirements ofAmerican National Standard lerInformation Sciences Permanence

of Paper for Printed LibraryMaterials ANSI Z3948 1984

INTRODUCTION

In recent years both the number of police officers in Canada and the crime rate havebeen declining However the rates for many workplace or white collar crimes such ascomputer crimes employee theft and fraud are increasing Public police do not alwayshave the resources to handle these internal crimes In some cases for example afraud has to be in the 100000 range for public police to give it priority With cutbacksto police budgets occurring at the same time as the security demands of the publicseem to be growing the use of private security has been increasing

Police officers differ considerably from private security personnel in the work theyperform the basic job requirements and training Both police and private security playa role in society however the line between the two security professions is becomingless clearly defined Police officers who walk the beat in front of commercial propertiesmay now meet up with private security guards who have been hired by the shop keepersto patrol their storefronts as a deterrent to theft and break and enters In general thistype of private security does not require a police presence nor does there exist apotential for danger Some police forces have formed partnerships with private securityin areas such as secure storage of property and evidence monitoring of alarm centresguarding of prisoners while in lodeup or in transit and video and audio taping of suspectsbeing interviewed 2

This Juristatdiscusses the differences between public and private security and includesinformation on roles and responsibilities and minimum requirements and training Datafrom the Census of Population and Housing provide counts and profiles of those workingin the above occupations These profiles include data on gender age educationsalary visible minorities and Aboriginal identity

In this report the definition of private security personnel will include private investigatorsand security guards as defined in Statistic Canadas Standard OccupationalClassification see methodology section 1t will not include persons who work in themanufacturing of alarm systems or other such occupations that produce security devicesor equipment nor those who work for companies that monitor alarm systems

An earlier Juristattitted Private Security and Public Policing in Canadas released in 1994contained data or private investigators and security guards from the Census 0 Populationand Housing for 1971 1981 and 1991 Data from that Juristat are not comparatie to thepresent data due to a change in the Standard Occupational Classification which affects theoccupations that are included in both the private investigator and security guard categoriesThe 1991 Census data were classified using both the old 1980 Standard OccupationalClassification and the new 1991 Standard Occupational Classification however the 1996data were classified using only the new standard This change in classification limits trendintonation bade l0 1991 only

Roles and ResponsibilitiesPolice

There are Police Service Acts in each of the provinces that stipulate the duties of apolice officer A typical example is the Police Services Act in Ontario which outlinesthe duties as

Preserving the peace

Preventing crimes and other offences

Garden Robert J Pnleta SecurityA Canadian Perspective Canada Prentice Hall 1998z Stewart Bob Breaking Barriers Public Police and Pnvate Secunr RCMP Garotte

Vol 59 Na 12 1997

o Campbell G and Reingold B Private Security and Public Policing b Canada AristaVbI 14 No 10 Canadian Centre br Justice Statistics March 1994ESeb5edmicesacy 1990 Revised Statutes of Oman Chapter P15

Statlstils Canada Catalogue no 85 002XPE VoG18Nri1

1 r

Poll

putdordet

tax

in 1

Pr

CPw

fc

c

C

F

eve

as

lysa

s

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Y

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S

s

a

y

et

Assisting victims of crime

Apprehending criminals

Laying charges prosecuting and panidpating inprosecutions

Executing warrants

Performing the lawful duties that the chief of policeassigns

Completing the prescribed training

Police officers are responsible for serving and protecting thepublic Their jurisdiction includes areas that are in the publicdomain Police officers have powers of search arrest anddetention and are held accountable for their actions Throughtax dollars Canadians pay for policing In 1996 policing costsin Canada totalled59 billion or 195 per Canadian

Private Security

See methodology section fora definition of Private Investigatorsand Security Guards used in this Juristar

Private security differs from the public police in a number oways Private security personnel work for clients who pay themfor services rendered Their jurisdiction is the protection of theiclient andor their clients property and it is the interests of theclient that determine the duties of private security personnelPrivate securitypersonnel have the same powers of arrestsearch and detention as an ordinary citizen does and these arestipulated in section 494 of the Criminal Code of Canada

The two main types of private security are security guards andprivate investigators The most recognizable difference betweenThese two groups is that security guards are required to wearuniforms whereas private investigators are not allowed to wearthem Security guards may be authorized to carry firearms underspecial circumstances eg armoured car personnel whileprivate investigators are not permitted to do so

The work of security guards is more visible as they are oftencontrolling public passage to an area performing securitychecks patrolling inside and outside corporate buildings andsecuring the transportation of valuables Private investigatorson the other hand are involved in more covert operations andbehind the scenes action and therefore have less contact orconfrontation with the public Their work varies from makingtelephone calls in the office to secretly following and recordingthe movements of individuals detecting theft and fraud gatheringevidence and court appearances

Minimum Requirements and TrainingPolice

The minimum requirements for most police departments areage 18 or older grade 12 education or equivalency Canadiancitizenship valid drivers licence with good standing medicallyand physically fit fluency in English or French good vision andhearing and no criminal record Although the minimumeducation requirement is grade 12 for most police forces

Statistics Canada Catalogue no 85002XPE VoL 18 No 13

preference is usually given to those with college or universitydegrees

Once the applicants meet the basic requirements the selectionprocess generally requires that the applicants pass a series oftests that may include aptitude written communication medicalpsychological physical and driving tests

Once the candidates meet all the requirements they may behired as recnritscadets and must go to a police college or otherpolice training facility for a period of three to six months Aftersuccessful completion of the academic training they may besworn in as constables and would likely go through a further sixmonths to a year of field experience training with the policeservice

Private Security

Private investigators and security guards working for a privateinvestigation or security agency must be licensed by the provinceterritory Each provinceterritory with the exception of theNorthwest Territories has its own Act dealing with privateinvestigators and security guards which stipulates therequirements to obtain a license and the regulations The basicrequirements to obtain a licence are 18 years of age or oldermay vary slightly in some provinces no criminal record for thepast live years and Canadian citizenship There are twoprovinces British Columbia and Newbundland which also haveminimum training requirements in order to receive a licenceLicences must be renewed annually and can be revoked if theperson does not comply with the requirements of the act or theregulations for a licence

No licence is required if the private investigator or security guardis hiredin house which means that they are an employee of forexample an insurance company a court house a law firm or astore The only exception to this is when private securitypersonnel are hired by permanent commercial casinos suchas in Montreal Hull Niagara Falls Rama they must be licensedby the provincial gaming control commissions

Training for private investigators and security guards is generallythe responsibility of the employer There are some colleges inCanada that offer courses in law enforcement and security Thereare also a few schools that offer specialized training for privateinvestigators Topics covered at these schools can includesurveillance background investigations domestic and childcustody investigations evidence gathering and presentationlie detection court appearance and testimony missing personsundercover operations report writing and others

When compared to police officers private security in Canada ischaracterized by the following lower wages minimum or norecruitment standards higher percentage of parttime workhigher turnover rate lower levels of education and minimum orno training

5 Svol Karen fiptaLeersodadaftPeadaperaAr nd1027

Ottawa Canadian Centre br Justice Statistics December 19976 Equivalency refers to successful results on a test administered IN an

accredited eelltltianal institute to represent equivalent to grade 12education

7 Gemen Robert J Pare spcsyncanosarcaoectS CanadaPrentice Hall 1999

e Mart Rene J Rxibaa ir1 Canada Canada Law Book Inc 1997 pg147

Counts of Public Police and Private

Security

Data are estimates from the Census ol Population and Housingwhich includes persons aged 15 years and older who wereemployed lull lime or parttime in the week prior to Census daysee Methodology section for further inlormation

Counts for private investigators and security guards shown in thisreport may differ from those using other data sources For exampleprovincialtemtorial registrars haw data showing the number oflicences issued to private investigators and security guards Thesedata were not used due to some methodological limitations suchas the count of licences is not the same as a person count thetan that a licence is not a requirement il the person works in houseand persons having a licence are not necessarily employed in theprivate security field

It should be noted that counts for police officers in this uristat willdiner from counts found in the Police Administration Annual SurveyStatistics Canada as parttime police officers are included in thisAUislet and nol in the Police Administration Annual Survey Seemethodology for a description of the Police Administration AnnualSurvey

Private security personnel outnumbered police officers in both1991 and 1996 There were 59090 police officers in Canada in1996 compared to 82010 private security personnel 12230private investigators and 69780 security guards Figure 1Table 1 As a whole the number of private security personnelincreased by 1 between 1991 and 1996 compared to a 4drop in police officers At the national level the number ofsecurity guards declined 4 from 1991 whereas privateinvestigators increased 49 over the same period

Private securty personnel tended to have higher proportions ofparttime workers than police officers In 1996 19 of private

Tate 1

Newfoundland

Prince Edward IslandNova ScotiaNew BrunswickQuebec

Ontario

Manitoba

Saskatchewan

Athena

British Columbia

Yukon

Nonhwest Territories

4

Ponce Officers

1991 1996 Change

9952051675147516415235902275250049556830

105

255

880

2101595148016315219752540205548406810

120

280

116

24

48

03

06

68116

17823

03

14398

Canada 61280 59090 36

investigators and 33 of security guards worked parttime t er

compared to only 7of police officers Unemployment rates in cada1996 also differed among private security and police officersPolice officers had an unemployment rate of 2 compared to For Par5 for private investigators and 9 for security guards the nut

Newton

Some police services in Canada also have security guards as Increaspart of their civilian personnel Between 1986 and 1996 the and the

Figure 1

Number

80000

60000

40000

20000

Source

Number of Police OfficersPrivate Investigators and Security Guards

in Canada 1991 and 1996

that

Police officers Private investigators

Census ol Population and Housing 1991 and 1996Statistics Canada

Secunty guards

9 ensues Canada CCnsus Of Population and Housing Custom tabulation

Police Officers Private Investigators and Security Guards 1991 and 1996

Private Investigators Security Guards

1991 1996 Change 1991 1996 Change

85

23514520553335

340

220

775

1010

70

150

140

47154455

250

205

825

139015

8215 12230

176

36234

1294

336

265

68

65

376

1250315

29701940223102792024051753056540

70

135

1220305

2705214516445288452540169559907665

70155

489 72880 69780

Counts for police officers pn ate investigators and scarily guards are estimates Irom the 1991 and 1996 Census rill Population and Housingand repot persons aped 15 yearsand abler who were employed fulltime or panlime in the week prior to Census Dayfigures not appropnate or not apphcablenil or zero

J too few cases to be shown

Totals may not add up due to random rounding to base 5 for Census data

z4328910626333561712917200148

43

Statistics Canaria Catalogue no 85 002XE y Qg13

In the

increalOntarioScotia

The n

some

NorttBruntthe rat

decnincre

12ante

natU

elec

Cor

poti

Prof

Ta

1e

in

officersJared to9

lyds as96 the

1

r

J 17 3 L f P e

number of security guards employed by police services inCanada increased 86 from 398 to 745d

For police officers Saskatchewan shaved the largest drop inthe number of officers 18 since 1991 followed byNewfoundland 12 Ontario 7 and Nova Scotia 5Increases were noted in the Yukon 14 Manitoba 12and the Northwest Territories 10

In the case of pnvate investigators Quebec had the largestincrease 129 followed by British Columbia 38 andOntario 34 Three provinces had notable decreases NovaScotia 36 Manitoba 27 and Newfoundland 18

The number of security guards also shaved large increases insome jurisdictions since 1991 British Columbia 17Northwest Territories 15 Alberta 13 and New

Brunswick 11 Despite these increases the large drop inthe number of security guards in Quebec 26 led to the overalldecrease at the national level This drop along with the largeincrease in the number of private investigators in Quebec129 may have been due in part to some labour disputes

among security guards during this period as well as the changingnature of security requirements such as investigations for Iraudelectronic surveillance and alarm systems

Comparing jurisdictions Manitoba and Quebec had the mostpolice officers per capita in 1996 Table 2 It should be notedthat Quebec uses more temporary police officers than otherprovinces As these are included in the Census data the numberof police officers per 100000 population in Quebec is 12 higher

Table 2

NewloundlandPrince Edward Island

Nova Scotia

New Brunswick

Quebec

Ontario

Manitoba

Saskatchewan

Alberta

British Columbia

YukonNorthwest Territories

Canada

Police Officers Private Investigators and Security Guards Showing Rates per 1000001996

1996 Police Officers

Population Number Rate per100000

5695631366349415987607807396727112718341137297101745227857553843647

3140066771

880

210

1595148016315219752540205548406810

120

280

155

154

169

195221

195

223

202

174

177

382

419

29959458 59090 197

Statistics Canada CataloguenoQ5002XfEVoL18No 13

than the average for all provinces Using police reported datafrom the Police Administration Annual Survey which excludestemporary officers Quebecsrate is only5above the average

Conversely both Manitoba and Quebec showed a slightly lowerthan average rate of security guards per capita Security guardswere most prevalent in Nova Scotia and New Brunswick andleast prevalent in Saskatchewan Quebec had the most privateinvestigators per 100000 population while rates were generallylowest in the Atlantic provinces Overall Quebec NewBrunswick and Ontario had the highest rates per capita for acombined total of public and private security while Prince EdwardIsland Newfoundland and Saskatchewan had the lowest

More women in private securityWomen had a higher representation in private security than inpublic policing for 1996 Table 3 Women comprised 21 ofprivate investigators and 20 of security guards compared to13 of police officers Although the proportion of females waslowest among police officers it should be noted that theproportion has been increasing steadily since the mid 1970swhen it was less than 1

Among the provinces and territories Ontario generally had thehighest representation of women for both police officers andprivate security while the Atlantic provinces tended to have lowerrepresentations

1 Statistics Canada Police Adminislralion Annual Survey Custom tabulation

Private Investigators Security Guards Total

Number Rate per100000

70

150

140

47154455

250205

825

139015

12

16

18

64

40

22

20

3036

IS

Number Rate per Number Rate per100000 100000

1220305

2705214516445288452540169559907665

70

155

214

223287

282222

256

223

167

215199

223

232

2170515

445037653747555275533039551165515865

205

435

12230 41 69780 233 141100 471

Counts tor police officers prdnte investigators and security guards are from the 1996 Census of Population and Housing and represent persons aped 15 Kars and older who wereemployed lulltime or darttime in the week prior to Census Day

2 Populations represent updated pasttensal estimates for 1996 of July 1s1Caution should be used when viewing rates for me territories due to the sparse populationsfigures not appropriate or not applabletoo few rases to be shown

Totals may not add up due to random rounding to base 5 for the Census data

381

377473

495

507490

469

389418

413

653651

Table 3

6

Police Officers Private Investigators and Security Guards by Gender 1996

Police Officers

Male Female Total female Male Female

Newfoundland BOO 60 880 9 65 10

Pnnce Edward Island 195 15 210 7

Nova Scoha 1450 145 1595 9 120 30

New Brunswick 1385 95 1480 6 110 30

Ouebec 14720 1595 16315 10 4065 645

Ontario 18685 3285 21975 15 3370 1085

Manitoba 2160 375 2540 15 220 25

Saskatchewan 1760 295 2055 14 145 55

Alberta 4325 520 4840 11 590 230

British Columbia 5780 1035 6810 15 965 430

Yukon 100 20 120 17 15

NonhweslTemnones 240 35 280 13

Canada 51600 7490 59090 13 9680 2550

Age differences between police officersand private securityThere were considerable age differences between personsemployed in private security and those employed as policeofficers Figure 2 Table 4 There was a much higher percentageof private security personnel under the age of 25 and over theage of 55 Police officers were more likely to retire by the timethey reached 55 years of age which explains the lowpercentages in that age group By contrast private securitywork does not have an upper age limit and the work canaccommodate older individuals Further a number of retired

police officers and military personnel have taken up work inprivate security The large number of persons under the age of25 working in private security may be due to the fad that lesseducation and training is required in that field

Female police officers tended to be younger than males Overtwo thirds 68 of the women were below the age of 35compared to only 32 of the men which is not surprising giventhe recent efforts to recruit more women Among the private

investigators and security guards the most noticeable differencebetween male and female representation was bund in the 55years and older age group For both occupations the percentageof males was much higher than for females

Police officers have higher educationlevels than private securityDue to the minimum education requirements for police officerscompared to private security personnel differences in educationlevels are not unexpected In 1996 81 of police officers hadattained levels of education greater than a high school diplomacompared to 66 of private investigators and 53 of secunty

40

35

Private Investigators Security Guards

Figure 2

30

25

20

15

10

5

0

Total female Male Female Total female

70 14 1080 140 1220265 35 305

150 20 2195 505 2705140 21 1810 330 2145

4715 14 12540 3905 164454455 24 22630 6215 28845

250 10 2210 325 2540

205 27 1440 260 1695825 26 4910 1080 5990

1390 31 6450 1220 766515 55 15 70

125 30 155

Sever

12230 21 55715 14065 69780 20 48a1FeeCounts for poke officers private investigators and seamy guards are estimates from the 1996 Census of Population and Housing and represent persons aged 15 years and olderwho were employed lulItime or pantime in the week prior to Census Dayfigures not appropriate or not applicablenil or zero

loo few cases to be shown

Totals may not add up due to random rounding to base 5 for Census data

Age of Police OfficersPrivate Investigators and Security Guards

Canada 1996

1D Police officers

I Private investigators

Security guards

15 24 years 2534 years 3544 years 4554 years

Age groups

55

Source Census of Poptiatian and Mausng 1996 Statistics Canada

Statistics Canada Catalogue no Vol 18 No13 aJ

11

1119 Polite Ol15 Nab

24 Feral22 Total

1315 Povate

18 Male16 Fmu

21 Tata

19

791

Iota

F

guards Figure 3 Table 5 Further 14 of police officers haduniversity degrees compared to 10 of private investigatorsand 7 of security guards

Education levels differed among the sexes br all groups Forpolice officers females had generally atiarcthigfier levels ofeducation and were nearly twice as likely as males to beuniversity graduates This could be due to the increased numberof females who have come into policing in recent years wherepreference has been given to those with university degrees

I

der

female

II111915

2422131518

16211920

Tatle 4

Police OfficersMale

FemaleTotal

Seamy Guards

MaleFemaleTotal

Percentage of Male and Female Police Officers Private Investigators and Security Guards by AgeCanada 1996

Private InvestigatorsMale

FemaleTotal

Counts for polce officers private Investigators and sesunty guards are estunates Irom the 1996 Census of Population and Housing and represent persons aged 15 years and olderwho were employed puPbme or partnme in the week pnor to Census Day

Totals may not add up due to random rounding to base 5 for Census data

Figure 3

Highest Level of Education for Police OfficersPrivate Investigators and Security Guards

Canada 1996

Less than 1high school diploma

High sehool mploma

Some trade and

nonunivers y

Trade and non universitywith cemliCaledVloata

Some un

University with bachelorsdegree or higher

Total 1510 24 Years 25 to 34 Years

All

Apes Number All Ages burnt All Ages

51600 1520 3 14935 29 19220 37 14320 28 1615 3 100

7495 825 11 4280 57 1845 25 490 7 55 1 100

59090 2335 4 19215 33 21065 36 14805 25 1665 3 100

9680 1410 15 2735 28 1900 20 2160 22 1475 15 100

2550 435 17 865 34 720 28 395 15 140 5 10012230 1850 15 3600 29 2620 21 2550 21 1615 13 100

55715 11160 20 131135 23 8345 15 9050 16 14120 25 10014065 2465 18 3130 22 3300 23 3085 22 2085 15 10069780 13625 20 16165 23 11645 17 12135 17 16205 23 100

0 5 10

Police office rs

Q Private irweSligalers

Secunty guards

15 20 25 30 35 40

Source Census el Popuwrnxt and Housing 1996 Statistics Canada

Statistics Canada Catalogue no85002XPE VoL 18 No 13

However when age differences were controlled br female policeofficers still had higher levels of education For privateinvestigators females also generally had higher levels ofeducation than their male counterparts The reverse was truefor security guards

35 to 44 Years 45 to 54 Years 55 Years 8 Older Total

Number All Ages Number All Ages

x x

Number All Ages

Visible minorities have higherrepresentation in private security

See Methodology section for a definition ofvsitle minorities

In Canada for 1996 visible minorities not including Aboriginalpersons made up 10 of the employed labour force Table 6Public police fell behind the private security field when it cameto employing visible minorities Visible minorities accounted for3 of police officers compared to 6 of private investigatorsand 11 of security guards While programs have beenestablished in a number of police services to encourage visibleminorities to apply for police officer positions in many casespolice services have still experienced difficulty in recruiting visibleminorities

Aboriginal persons well represented inboth public and private security

ISee Methodology section for a definition of Aboriginal persons IAboriginal persons made up 17of those employed in Canadafor 1996 Table 7 The percentage of Aboriginal police officers30 and security guards 29 exceeded the nationalrepresentation while the percentage of Aboriginal privateinvestigators 13 was below the national level Part of thereason for the hign representation among police officers is therecent trend towardsselfadministered First Nations PoliceServices Aboriginal police officers policing in their owncommunities

7

Table 7

Highest Level of Education for Police Officers Private Investigators and Security Guards Canada 1996 Pero

8

Police Officers

Male Female Total

Private Investigators Security Guards

Mate Female Total Male Female Total

P0103Less than High School Diploma 6 4 5 17 14 16 28 32 29 tAateHigh School Diploma 14 8 13 18 17 18 17 19 18 Fens

Some Trade 8 Non University 13 8 12 15 13 15 17 14 16 TotsTrade Non Universiy with CenifiWleDiptoma 35 33 35 26 27 26 18 20 18

Some University 19 22 19 15 17 15 13 9 12 Pip

University with Bachelor s Degree or Higher 13 25 14 10 12 10 8 6 7 MalFen

Total 100 100 100 100 100 100 100 100 100 Tot

Counts lot police ollars prorate investigators and seatnty guards are esumales from the 19 Census of Pnpuulion and Hawing aid represent persons aged 15 years and olderwho were employed tuebme or panbme in the week pnot to Census Day Sew

Totals may not add up due to rounding M

Fe

it

All

Table 6

Percentage of Police Officers Private Investigators and Security Guards Who Are Visible MinoritiesCanada 1996

Total Number Number of Visible Minorities 7Visible as a Percentage

Minorities 01 Total 1

Polce OfficersMae 51600 1435 3

Female 7490 295 4

Total 59090 1725 3

Private InvestigatorsMale 8680 665 7

Female 2550 95 4

Total 12230 765 6

Security GuardsMale 55715 6805 12

Female 14065 1010 7

Total 69780 7815 11

All OccupationsMale 7191125 709995 10

Female 6127615 610880 10

Total 13318740 1320855 10

Canada Population 15 Years 8 OlderMale 11022455 1168790 11

Female 11606470 1252350 11

Total 22828925 2419140 11

Counts for police officers private investigators and secunry guards are estimate am the 1996 Census of Populaliar and Housing and represent persons aged 15 years and olderwho wem employed tug time or parttime in the week prior to Census DayCensus Data lot persons in a visible rmnonty does not ircl de aboriginal personsmelees those employed as police onicers private investigators secunly lard lather occupations in CanadaIncludes all persons aged 15 years and Older regards of their employment status

Totals may not add uo due to random rounding t0 base 5

StaOStics Canada Catalogue no 85002XPE Vol 18No13

Table 7

996

lards

Total

Jay

Counts for ponce officers private imesbgaters and security guards are estimates from Inc 19 Census of Population and Housed and represent persons aged 15 years and alder1 who were employed Iubtime or parthme in the week pnor to Census Day

Includes those employed as poke officers private investigators security guards and all other occupations in CanadaIncludes al persons aged 15 years and older regardless dl their employment status

Totals may not add up due to random rounding to base 5lor Census data

Total

2

7

1

7

4

6

34

3

2918

1618

127

100

Canada Poputation 15 Years 8 OlderMale

FemaleTotal

i

Police Officers

Male

Female

Total

Security GuardsMale

Female

Total

1 1

Percentage of Police Officers Private Investigators and Security Guards Who Are Aboriginal Canada1996

Private InvestigatorsMale

Female

Total

All OccupationsMale

Female

Total

Police have significantly higheremployment incomes than private security

Data in Table 8 aro based on estimates of average employmentincome from the Census of Population and Housing and representfullyear lull time workers aged 15 years and older with employmentincome in 1995 Average employment Income includes salary andwages overtime bonuses etc

Average employment income for police officers in Canada fo1995 was considerably higher than for those in private securityPolice officers includes all ranks reported eaming 53795which was nearly 20000 more than private investigators andmore than double the average income of security guards Inaddition to the lower education and training requirements forthe private security field other reasons for lower salaries includethe fact that private security must compete for contracts withother similar firms in a very competitive market and that thereis a high turnover rate among thaemployees

Police officers in the territories reported the highest averageemployment incomes followed by British Columbia and OntarioSalaries in the territories were most likely higher due to the high

StatlsucsCanada Catalogue no 85002XPE Vol 18 No 13

Total Number

51600749059090

9680255012230

557151406569780

7191125612761513318740

110224551160647022528925

Number of

AboriginalPersons

1430355

1780

115

50

160

1645365

2010

118700111110229810

247385

271210518585

Aboriginal Personsas a Percentage

01 Total

Swot Karen

1996 Oeawa Canadian Centre for Justice Slelistieq February 1997uo IM Vt a r I r

2847

30

122013

30

26

29

17

18

17

22

2323

cost of living in the area Prince Edward Island and Nova Scotiahad the lowest average employment incomes for police officers

Among the provinces private investigators reported the highestaverage employment income in Saskatchewan followed byAlberta while Nova Scotia and Quebec had the lowest averageincomes Security guards earned the most in Ontario andQuebec with the lowest average income found in Manitoba

Wage gaps were noted between the sexes for all three sectorsWomen police officers made on average 19 less than menWage scales for police officers are consistent for both sexeshowever the difference in salary between males and females isdriven by the greater proportion of young female officers whowould tend to have less seniority and experience In 1996 over90 of female officers were at the constable level which is the

lowest paid rank This difference is driven by the greaterproportion of young female officers who would tend to haveless seniority and be at lower paid ranks than older officersPrivate security showed a smaller wage gap between malesand females Female private investigators earned on averagearound 13 less than males while among the security guardsfemales earned around 11 less than males

NewfoundlandPrince Edward IslandNova ScotiaNew BnrnswckQuebec

OntarioManitobaSaskatchewan

AlbertaBritish ColumbiaYukonNorthwest TerritoriesCanada

51067

4757349410522955454955470525855457554794575206386967421

Industry Breakdown

Pace Officers

47144

4165744 463456884546238004418294178745805

Table 8 1 0

er

Average Annual Employment Income for police Officers Private Investigators and Security Guards 1995

Male Female Total Male Female

s 5

50743

4711248810519275380654098505805327253531559716276165321

26790373903095537459

31848440844132436463

Private Investigators

249632823

29053269533713

54946 44734 53795 35047 30382

Data on average annual employment income are estimates from the 1996 Census of Population and Housing and represent persons aged 15 years and older vnth employmem intonewho worked lull year fulltame during 1995Total AO Occupations includes police officers pnvate investigators security guards era all other occupations in Canadanil or rem

too low cases to be shown

Data contained in Figuro 4 am estimates from the Census ofPopulation and Housing and represent persons aged 15 years andolder who reported being employed in the week pnor to CensusDay Employed Labour Force The data are organized accordingto Statistics Canadas Standard Industrial Classification

Figure 4

Private Investigators and Security Guardsby Industry Sector Canada 1996

Primary

Manulacturng

Construction

Transportation and storage 3Communication and

ether utilities

10

ij

Trade

Finance insurance

and real estate ml

Business

Government f

Educational imHeih and social 6

Other services

0 10

Private investigators

123 Security guards

i 1

20 30 40 50 60

Source Census of Population and Housing 1996 Statistics Canada

Seamy Guards

Total Male Female Total

5

26358 15004 25104

21144 21014

27048 22165 20541 2199436478 72318 22369 22322

30227 26461 23009 2609236516 26807 23976 2640331823 20742 20408 2071438709 23329 20260 2294437902 22523 20270 2213435690 25795 23888 25563

31364 30963

34193 25573 22829 25223

Total AD Occvpatorc

Male Female

S

40064 26353 3414233741 25129 30039 In a37398 26093 32824 IMNb37811 25461 32865 00C39340 28449 3502145477 32645 40281 OH

36630 26260 32564 Pre35289 25227 31402 OP42725 28091 37097 Th44284 31218 3941447050 37715 42786 of52144 40037 47108 or

42488 30130 31556 PI

The majonty of both private investigators and security guardswere found to be employed in the business services sector whichis the sector that contains the private security and security guardagencies Within the government sector private investigatorswere somewhat split between the federal provincialterritorialand local level of government Private investigators were alsohigher in the trade sector the manufacturing sector and thefinance insurance and real estate sector Security guards werefound in the education sector and other services

MethodologyThe data source used for this Juristaf was the Census ofPopulation and Housing The Census collects data on every person inCanada based on where heshe lives and is conducted every

five years There are two types of questionnaires that are usedto collect the data a short form and a long form The long formgoes out to one in every 5 households in Canada and representsa 20 sample while the remaining households receive the shortform The data used for this Juristat are from the 20 sample

which have been weighted to the national level

The population universe used throughout this JurisfaL with theexception of the data presented for salaries was the EmployedLabour Force which includes

persons 15 years of age and over excluding institutionalresidents who during the week Sunday to Saturday prior toCensus Day a did any work at all for pay or in set employmentor b were absent from their job or business for the entire weekbecause of vacation illness a labour dispute at their place ofwork or other reasons The population universe used for

12 Statistics Canada 7996 Census Uicfidnary Ottawa Industry Canada 19971996 Census of Canada p49

Statistics Canada Catalogue no8S002XpS1oV1BN 11V

Data

occulass

Total data

omai

the e

C

ti1

1995

aonsi

Toes

34142

30039328243286535021402813256431402

770971947427857708

ds

ch

rd

PO

i

13 4 1 3

data on salaries included persons aged 15 years and olderwith employment income who worked lullyear full time in 1995

Data from the Census for 1991 and 1996 were requested byoccupational classification A new Standard OccupationalClassification was introduced in 1991 meaning that Censusdata prior to 1991 cannot be compared using the standardoccupational groups since the types of occupations included inthe earlier categories and definitions have changed consideratly

In the 1991 Standard Occupational Classification PrivateInvestigators G625 Other Protective Services includeoccupations such as Alarm Investigator Corporate SecurityOfficer Private Detective Private Investigator Retail LossPrevention Officer Detective Agency Supervisor Fire PreventionOfficer except firefighter Floorwalker Store Detective retailThis group conducts investigations to locate missing personsobtains information for use in civil and criminal litigation mattersor other purposes investigates unlawful acts of employees or

7ms patrons of the business prevents shoplifting etcQme

Security Guards G631 Security Guards and Related Occupations include occupations such as Armoured Car DriverBodyguard Plant Guard School Crossing Guard AutomaticTeller Machine Guard Bouncer Commissionaire security NightWatchmanwoman Patrolmanwoman guard Hand luggageInspector Airport Security Guard Vault Custodian etc Securityguards control access to buildings patrol assigned areasenforce security regulations of a business perform securitychecks of paeaengers and luggage at airports drive and guardarmoured trucks containing money or valuables supervise andcoordinate activities of other security guards

Visible minorities are persons other than Aboriginal personswho are non Caucasian in race or non white in

colourChinese South Asian Black ArabWest Asian FilipinoSouth East Asian Latin American Japanese and Korean

Aboriginal persons refers to those who reported identifying withat least one Aboriginal Group ie North American Indian Metisor Inuit Eskimo andor those who reported beingaTreaty Indianor a Registered Indian as defined by the Indian Act of Canadaandorwho were members of an Indian Band or First Nation

Another data source for police officer counts can be found inthe Police Administration Statistics Annual Survey StatisticsCanada All police services in Canada provide personnel andexpenditure information on an annual basis Personnel countsinclude the actual number of permanent fulltime fulltimeequivalents police officers and civilians who are employed bythe police services on a specific date Counts for expendituresinclude final operational expenditures for the year

17 Statistics Canada Slard 9112281000 Classwimrion Ottawa IndustryCanada 1991Ibid

i5 Statistics Canada 1996 C s K 0iefionary Ottawa Industry Canada 19971996 Cargos of Canada p5

i6 Ibid pp 9798

Statistla Canada Catalogue no85002XPE Vol 18 No 13

Reference List

Campbell G and Reingold B Private Security and Public Policingin Canada bluristat Vol 14 No 10 Canadian Centre br JusticeStatistics March 1994

Gerden Robert J Private Security A Canadian PBrsoecWeCanada Prentice Hall 1998

Kent Bnan Security and Legal Issues Canadian SecvriV JuneJuly 1998

Kramer Dee The Next Wave in Policing May Be Private PolicingOhre I ine MaggeOe March 1998

I ni sur les agenceSdimesbbation ou desuritd LRCChapitreA8 Quebec 1996

Mann Rene J 82fickaittr Canada Law Book Inc 1997

Police Act 1977 New Brunswick Acts Chapter P92

Police Act 1988 Revised Statutes of British Columbia Chapter 53

Police Act 1988 Stahnes of Alberta Chapter 91201

Police Act 1989 Revised Statutes of Nova Scotia Chapter 348

Police Services Acf 1990 Revised Statutes of Ontario ChapterP15

Private In esfinatinn and Security Services Regulation 1996Consolidated Newfoundland Regulations 78896

Private hnestioators and Private Guards Act 1989 RevisedStatutes of Nova Scotia Chapter 356

Private Investigators and Security Agencies Act 1980 RevisedStatutes of British Columbia Chapter 45

Private Investigators and Securiry Guards Act 1970 RevisedStatutes of Newburdtard Vol 7 Ch 306

Priva Investigators and Security Guards Act 1973 RevisedStatutes of New Brunswick Chapter P16

Private Investigators and Security Guards Act 1980 RevisedStatutes of Ontario Chapter 390

Reglementdaoolicatinn de la Lo sun les agences rfinvpseWtkIn oude sEwrite Chaplin A8 r1 Quebec 1997

Slarlsfield Ronald T Issues in Policing a Canadian FtrsoecfivaToronto Thompson Educational Publishing Inc 1996

Statistics Canada 1996 Census Dictionary Ottawa IndustryCanada 1997 1996 Census of Canada

Statistics Canada Standard Indualri i ClaSsificeio 1980 OttawaMinister of Supply and Services 1980

Statistics Canada Standard Oceunational Classification 1980Ottawa Minister of Supply and Services Canada 1981

Statistics Canada StaadanzataativnaLasstrwaltaattOttawa Minister of Industry Silence and Technology 1993

Stewart Bob Breaking Barriers Pudic Police and PrivateSecurity RCMP Gazette Vol 59 No 12 1997

Swot Karen Ra1inr trcwnel RFwninra5in Caala 1995 and1996 Ottawa Canadian Centre for Justice Statistics February 1997

Swot Karen Police Personnel R Expenditures in Canada 1996and 1997 Ottawa Canadian Centre br Justice StatisticsDecember 1997

411

Table 53

Police Personnel and Expenditures in Canada 1994Police Officers by level of Policing 1994

Independent nonRCMP RCMP ORC2

Province

Territory

Nfld9

PEI

NS

NB

Oue

Ont

Man

Sask

Alta

BC

Yukon

NWT

RCMP and

trainingacademy

Canada

1 RA

Population Municipal Aovincial Municipal Provincial Federal Others Total Total PopulationPolice change Per Police

Offices 19931990 Officer

000s

5824

1345

9367

7593

7 2811

10 9278

1 1311

1 0162

2 7162

3 6684

301

643

Represenh actual police officer strength as of 30 September 1994Excludes 100 officers on special leave and 49 cadets al the RCMP training academyPreliminary postcensol estimates Demography Division Statistic CanadaProvincial RCMP officer totals will not match the RCMP provincial contract strengths which may include special constables and civilians5indudes Canadian Police Services and Departmental and Divisional administrationThe Royal Newfoundland Constabulary sham provincial policing duties with the RCMP7The S6ret6 du Quebec provides all provincial policing services in QuebecExcludes personnel from RCMP 110The Ontario Provincial Police provide all provincial policing services in Ontario and deploys 227 officers to provide municipal policing under contract

Exudes personnel from RCMP Training AcademyFigures not applicableSource Adopted from Juristot Catalogue No 85002 Volume 16 Number 1

Private Protective

Services Independent orproprietary commercialorganizations that provideprotective services to employerson a contractual basis Private

security agencies whichalready employ about halfagain as many people aspublic law enforcement areexpected to experiencesubstantial growth over thenext few decades

329

64

768

671

9 097 4 443

14 461 4 346

1 182

803

2 485

1 923

APPENDIX D

425 96 30 551 880 07 662

11 89 17 12 129 193 00 697

61 592 148 42 843 1 611 05 581

75 403 102 46 626 1 297 04 585

1 100 72 1 172 14 712 03 495

1 826 109 1 935 20 742 16 527

169 526 200 53 948 2130 13 531

193 709 144 47 1093 1896 16 536

636 876 399 78 1 987 4 472 22 607

2 285 1 310 731 134 4 460 6 383 11 575

78 22 13 113 113 74 266

201 14 19 234 234 17 275

381 821 1 202 1 202 321

29 2481 31 454 9 1 18 3 430 5 209 5 180 1 474 15 293 55 865 18 524

PRIVATE PROTECTIVE SERVICESPrivate police constitute a fourth level of enforcement activity in Canada today Privateprotective services or private security has been defined as those self employed individualsand privately funded business entities and organizations providing security related services to specific clientele for a fee for the individual or entiry that retains or employsthem or for themselves in order to protect their persons private property or interests fromvarious hazards Public police are employed by the government and enforce publiclaws Private security personnel work for corporate employers and secure private interests

According to Statistics Canadasjurisrar Service Bulletin Private Security and PublicPolicing in Canadai nearly 121 495 people are employed in private security todaymorethan in all local provincial and federal police agencies combined Employment in thefield of private security has expanded at a rapid rate in recent years Between 1971 and1991 the number of private investigators in Canada increased by 71 In the same periodthe number of private security guards increased by 126 During this same 20year period

public police numbers increased by only 41 In 1991 there

were 115 570 security guards and 5925 private investigatorsworking in Canada while there were only 56 774 publicpolice officers in the country It can be expected that privatepolice numbers will continue to grow through the end of thecentury while public police agencies will remain stagnant orpossibly decline somewhat during the same period

Private agencies provide tailored policing funded bythe guarded organization rather than through the expendinire of puhlic loonies Contributing to this vast expenditure however are the various levels of government whichare themselves the main employer of private security personnel contracting for services that range from guards tohighly specialized investigative services

Major reasons for the quick growth of the proprietarysecurity sector in the United States and Canada include

I an increase in crimes in the workplace 2 an increasein fear real or perceived of crime 3 the fiscal crises of thegovernments which have limited puhlic protectionand 4 an increased public and business awareness and useof more cost effective private security products and services In 1990 the influential yearly Forerast Survryof private security operations identified substance abuse asthe primary concern of security managers throughoutAmerican industrythe first time in the surveys 25 yearhistory that property crime was replaced as the industrysfront pinning concern

Figure 53Private Security Personnel By IndustrySector 1991

Primary

ManufacturingConstruction

Transportation andstorage

Communication andOther utilities

Trade

Finance insuranceand real estate

Business

Government

Educational

Health and social

Other services

7

The Development of Private PolicingPrivate policing in Canada has a long and rich history The I ludsons play Company usedits own personnel to protect the fur trade monopoly held by the company over much of whatwas to hecome Canada upon Confederation Two years after Confederation the expanseof land held by the 1 ludsons 13ay Company was purchased by Canada and the NorthwestMounted Police were sent in to replace the private policing that had prevailed up untilthat point The first security firms began operation in the mid 1800s hired mostly by therailway companies that were laving tracks to support the burgeoning expansion of our nation Company construction and shipments of supplies equipment and money as well asengineers and company officials all needed protection from both employees prone totheft and various outlaws and assorted desperadoes

Guards were hired to stop the theft of railway construction materials in Quebec asearly as 1836 The Canadian Pacific Railway had detectives and constables in its employas early as 1886

In the United States Allan Pinkerton opened his Pinkerton National Detective Agencyin 1851 with the motto llre Never Sleep Pinkertonsagency specialized in railway securityand would protect shipments as well as hunt clown thieves who had made a getaway ThePinkerton service emblazoned an open eye to signify constant vigilance on its office doorsand stationery The term private eye is believed to have developed out of the use of this logoI lenry Wells and Wiliam Fargo built their still famous Wells Fargo Company in 1852 andsupplied detective and protective services to areas located west of Missouri Anyone willingto pay their fee could have a force of private guards and investigators working for themEventually companies such as Pinkerton and Wells Fargo made their way into CanadaPinkerton as a detective agency and Wells Fargo as an armoured car company

The early days of private security services on both sides of the border led quickly toabuses by untrained and poorly disciplined agents No licensing standards applied to the private security field and security personnel sometimes became private goons catering only

Private investigatorsSecurity guards

MO

0 10 20 30 40 50

Source Adapted From Juristar Calnfugue No 85002 Volume 14Number 10 page 11

60

187

0

PART 11

Policing

188

to the wishes of their employers To cope with the situation Pinkerton developed an elaborate code of ethics for his employees Pinkertonscode prohibited his men and womenfrom accepting rewards from working for one political party against another or from handling divorce cases which are a primary source of revenue for private detectives today

Another firm the Brinks Company began as a general package delivery service in1859 and grew to a fleet of 85 armoured wagons by 1900 The year 1859 was a busy onefor private security for in that year Edwin Holmes began the first electronic burglar alannfirm in Boston Massachusetts

Much has changed since the early days of private policing Security firms today provide services for hospitals manufacturing plants communications industries retirementhomes hotels casinos exclusive communities and clubs hydro electric power facilitiesand nuclear reactors and many other types of businesses Physical security loss preventioninformation security and the protection of personnel are all service areas for private securityorganizations

The salaries paid to employees in the private security sector are typically much lowerthan in public policing Statistics Canada reported that in 1991 public police salaries wereon average 40 higher than those of private investigators 47 444 versus 33 530 and123 higher than the average private security guards salary 21 263 If training requirements become more rigorous and recruitment standards are tightened one might expect this salary disparity to diminish in time

Mandatory training programs appear to be expanding in this industry While severalUS states require mandatory training this has only recently come to Canada In 1996British Columbia adopted a mandatory training program for security guards offeredthrough the same training institute that provides training to public justice personnel theJustice Institute ofBC

Private security agencies have been praised for their ability to adapt to new situationsand technology While most security personnel are poorly paid and perform typical watchkeeper roles the security industry is able to contract with experts in almost any areaSpecially assembled teams hired on a subcontracmal basis have allowed some firms tomove successfully into information and technology security As financial opportunities

Private security personnel today outnumber public police officers by a ratio of 5 to 3 Here an earlycontingent of Pinkerton Guards is shown outside the Kenilworth Park Race Track in Buffalo NewYork in 1907

continue to build in hightech security the industry is seeing the creation of a well educatedand highly specialized cadre of workers able to meet the most exacting needs of todays largeand multinational corporations

Security personnel sometimes work undercover blending with company employees tolearn who is pilfering inventories or selling business secrets to competitors According tothe Society of Competitor Intelligence Professionals over 80 of Fortune 1000 companieshave regular inhouse snoops on the payroll Interestingly a corporate backlash isnow occurring which has led to the hiring of even more security specialists by private industrycompanies everywhere are becoming concerned with spookproofing their tilesand corporate secrets 61

Bodyguards another area of private security activity are commonplace among wealthybusiness executives media stars and successful musicians One of the most respected executive protection programs in the world is offered by Executive Security International ESIin Aspen Colorado ESI was incorporated in 1981 and its founder Bob Duggan builtterrorist simulation exercises into most course sequences 6 A few years ago another firmthe Richard W Kobetz Company began an executive protection training program at itsNorth Mountain Pines Training Centre in Berryville Virginia es Training at Kobetz includes offensive and escort driving techniques threat assessment education searchesalanns weapons communications protocol legal issues and firearms and defensive techniques Activities focus on low profile protection utilizing limited personnel and resources in contrast to the use of very expensive high profile security as a deterrenttechnique which agencies such as the RCMP or the US Secret Service are able to useThe Koherz Company offers certification as a personal protection specialist PPS following successful completion of its training

The Private System ofJusticeSecurity agencies work for paying clients while law enforcement agencies are government entities Differences between the role of private and public agencies were recently revealed in a US National Institute of Justice sponsored survey vhich showed thatsecurity executives order their managerial priorities as follows 1 the protection of livesand property 2 crime prevention 3 loss prevention 4 lire prevention and 5 accesscontrol In contrast public law enforcement officials list a somewhat different set of priorities 1 the protection of lives and property 2 the arrest and prosecution of suspects3 the investigation of criminal incidents 4 the maintenance of public order and 5crime prevention

This difference in priorities combined with the fact that hired security operativesserve the interest of corporate employers rather than the public has led to concerns thata private justice system operates next to the official governmentsponsored system of criminal justice in Canada The private system 111as view behaviour that public police agencies would interpret as a violation of the criminal law a merely misguided employeeactivity Within the private justice system conflict resolution economic sanctions and retraining can supplant criminal prosecution as the most efficacious system for dealing withoffending parties According to a US survey published by the National Institute ofJustice security managers in all sectorsreport that the most frequently investigatedcrime is employee theft and nearly half of them resolve such incidents within their own organizations

One reason why white collar and business crimes may be substantially under reportedin official crime statistics is that unofficial resolutions based upon investigations by proprietary security forces may be the most frequent method of handling such offences Assome writers have observed the public justice system may find itself increasingly bypassedby proprietary security operations who generally And in the courts an unsympathetic attitudcconcerning business losses due to crime The Halcrest report points out that

not only has a fundamental shift in protection resourcesoccurred from public policingto the private sector but this shift has also been accompanied by a shift in the character

CHAPTER 5

Policing History andStructure

189

i

PART II

Policing

190

Careers in JusticeHealth Care Security

of social control to the report private security defines deviance in instrumental rather than moral terms protecting corporate interests becomes more importantthan fighting crime and sanctions are applied more often against those who create opportunities for loss rather than those who capitalize on the opportunitythetraditional offenders

Hal rent 11 identifies the growth of the private justice system as a major source of friction between private security and public law enforcement According to the report1lawenforcement agencies have enjoyed a dominant position in providing protective services totheir communities but now foresee an erosion of their turf to private security Other

sources of friction between the two include 1 the fact thatcases brought by privatesecurity are usually well developed putting the law enforcement agency in the thanklessposition of being an information processor for the prosecutorsoffice and 2 the factthat many cases developed by private security agencies are disposed of through plea bargaining which police officers may not understand or support but which may suit the purposes of a company interested in deterrence

The Professionalization of Private SecurityAn issue facing lawmakers across the country today is the extent of authority and the degree of force that can be legitimately used by security guards Courts have typically interpreted the Criminal Code by ruling that private security personnel derive their legitimacyfrom the same basic authority that an etnployer would have in protecting his or her ownproperty In other words if I have the legal right to use force to protect my home or busi

TYPICAL POSITIONS Full time and parttimepositions working at various levels from uniformedsecurity guard through mid and seniorlevel man

agement

EMPLOYMENT REQUIREMENTS Some

provinces including British Columbia have legislationgoverning basic security training requirements beforea licence is issued to a security guard This trainingvaries in length but may be as short as one to two weeksin length and covers diverse subject areas from observation skills to note taking and includes physical restraint techniques in addition to many othersecurity related skills Other basic requirements whilenot delineated in legislation may include 1 an age of19 years or older 2 reasonable physical conditionand 3 able to pass a thorough background investigation including a criminal records check

Requirements for mid and seniorlevel management positions are more stringent and include experience in the security field or related work at a supervisorylevel as well as a preference for a BA in a related field

such as criminology or some post secondary relatededucation combined with significant experience in arelated field such as policing or corrections

OTTER REQUIREMENTS New security guardsin hospitals undergo significant orientation in subjectareas such as non violent crisis intervention fire andfirst aid response and incidentactivity documentationMid and senior management level positions will require training in business and information systems andother administrative functions

SALARY Contract security guard wages can rangefrom about 7 to 12 an hour with contract supervisors reaching as high as 15 an hour Proprietary wagesare higher with guards making anywhere from 12 to22 an hour depending on the province with supervisors making slightly more Midlevel managers willeam in the 40 000 to 55 000 range while senior managers can snake as much as 75 000 depending on theprovince

DIRECT INQUIRIES TO Any major hospitalin Canada and ask for their head of security

ness then so do guards whom 1 have hired to act in my place The authority to searchpeople is limited to a right to search as an incident to a valid arrest as necessary to preventinjury or preserve evidence pertinent to the offence for which a person is arrested Accordingto some courts private security personnel because their authority is simply an extensionof private rights are not directly bound by the legal strictures that govern the use of forcethe gathering of evidence and so on by sworn police officers Indeed recent cases suggestthat the Canadian Charter ofRights and Freedoms only applies to private security personnelwhen they are making an arrest

The Oppal report suggests that private security personnel should be bound by thesame procedural odes and Charter requirements as sworn officers because they areperrivedby the public as wielding the authority of public law enforcement officers The publicshould be guaranteed protection from both the public and private police engaged in the lawenforcement process

To ensure at least a minimal degree of competence among private security personnel most provinces have moved to a licensing process for officers Most training that doesoccur is relatively sintplisticlbpics typically covered include 1 fire prevention 2 firstaid 3 building safety 4 equipment use 5 report writing and 6 the legal powers of private security personnel

Most private security firms today depend upon their own training programs to preventactionable mistakes by employees Training in private security operations is also availablefrom a number of schools and agencies One is the International Foundation for ProtectionOfficers with offices in Cochrane Alberta and Midvale Utah USA Following a homestudy course successful students are accorded the status of certified protection officerCPO In an effort to increase the professional starts of the private security industry the20 000 member American Society for Industrial Security ASIS established in 1955 administers a comprehensive examination periodically in various locations across the country Applicants who pass the examination win the coveted tide of certified protectionprofessional CPP CPP examinations are thorough and usually require a combinationof experience and study to earn a passing grade Examination subject areas include 1 security management 2 physical security 3 loss prevention 4 investigations 5 internalexternal relations 6 protection of sensitive information 7 personnel security 8emergency planning 9 legal aspects of security and 10 substance abuse In addition candidates are allowed to select from a group of specialized topic areas such as nuclear powersecurity public utility security retail security computer security etc which pertain tothe fields in which they plan to work

ASIS also functions as a professional association with annual meetings held to address the latest in security techniques and equipment ASISNE f an online computerbulletin bard system sponsored by ASIS provides subscribers with daily security news upto date international travel briefings and a searchable security news database In its efforts to heighten professionalism throughout the industry ASIS has developed a privatesecurity code of ethics for its members that is reproduced in a Theory Into Practice boxon p 193

An additional sign of the increasing professionalization of private security is the overgrowing number of publications offered in the area The Journal ofSecurity Adntinimnionpublished in Miami Florida ASISs Security Managentrnt magazine and the SecManagement newsletter published semi monthly by the National Foremens Institute inWaterford Connecticut along with the older journal Sere World serve the field asmajor sources of uptodate infrmation

Special Provincial ConstablesAn interesting situation exists in most provinces whereby special provincial constablesare appointed with certain powers to enforce specific statutes pertaining to their area of specialized knowledge or expertise or to provide policing services in situations that wouldotherwise require allocation of public police

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4

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In British Columbia special provincial constables have been identified as working forthe following agencies

BC Securities Commission

BC Transit

Canadian National Police

Canadian Pacific Police

Coordinated Law Enforcement Unit

Council of Forest Industries

Film Classification Branch

Finance and Corporate RelationsGreater Victoria Hospital Security

Insurance Corporation ofBCLabour and Consumer Affairs

Legislative BuildingsMinistry of the EnvironmentNanaimo IIarbour Commission

Public Gaming BranchRCMP

Security Programs DivisionStlatlinix National Tribal Police

Victoria Police DepartmentThe duties of a special provincial constable will vary depending upon which organi

zation employs then In some cases such as the railway police transit police and tribal police personnel are engaged in duties virtually indistinguishable from that of regular publicpolice In others such as film classification the enforcement powers entail a relativelysmall aspect of the job Security personnel at the hospitals in Greater Victoria hold specialconstable status for the limited purpose of detaining individuals in the facility for the purpose of evaluation under the provincesmental health legislation

Integrating Public and Private SecurityAs the private security field grows its relationship to public law enforcement continues toevolve Although competition between the sectors remains many experts now recognizethat each can help the other A US govemment sponsored report makes the following policy recommendations designed to maximize the cooperative crime fighting potential of existing private and public security resources

I The resources of proprietary and contract security should be brought to bear in cooperative communitybased crime prevention and security awareness programs

2 An assessment should be made of a the basic police services the public is willing tosupport financially b the types of police services most acceptable to police administrators and the public for transfer to the private sector and c which servicesmight be performed for a lower unit cost by the private sector with the same levelof community satisfaction

3 With special police powers security personnel could resolve many or most minorcriminal incidents prior to police involvement State statutes providing such powerscould also provide for standardized training and certification requirements thus assuring uniformity and precluding abusesIdeally licensing and regulatory requirements would be the same for all states with reciprocity for firms licensed elsewhere

eory into PracticeAmerican Society for Industrial Security Code of Ethics

1 A member shall perform professional duties in accordance with the law and the highest moral principles

II A member shall observe the precepts of truthfulness honesty and integrity

III A member shall be faithful and diligent in discharging professional responsibilities

IV A member shall be competent in discharging professional responsibilities Source Courtesy of the American Society 6 Industrial Security

4 Law enforcement agencies should be included in the crisis management planningof private organizations Similarly private security should be consulted when lawenforcement agencies are developing SWAT and hostagenegotiation teams Thefederal government should provide channels of communication with private security with respect to terrorist activities and threats

5 States should enact legislation permitting private security firms access to criminalhistory records in order to improve the selection process for security personnel andalso to enable businesses to assess the integrity of key employees

6 Research shouldattempt to delineate the characteristics of the private justice system identify the crimes most frequently resolved assess the types and amount ofunreported crime in organizations quantify the redirection of the public criminal

V A member shall safeguard confidential information and exercise due care to prevent its improperdisclosure

VI A member shall not maliciously injure the professional reputation or practice of colleagues clientsor employers

As the private security field grows its relationship to public law enforcement continues to evolveHere a security guard salutes Prime Minister Jean Chretien as he leaves the House of Commons inOttawa

193

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justice workloadand examine thelrelationships between private securityandcomponents of the criminal justice system

7 A federal tax credit for security expenditures similar to the energy tax credit mightbe a costeffective way to reduce police workloads

SUMMARYTodays police departments owe a considerable historical legacy to Sir Robert Peel andthe London Metropolitan Police The Met begun in 1829 was the worlds first modern police force and based its practices upon preventive patrol by uniformed officersPatrol continues to be the hallmark of police work today with investigative work and numerous support roles rounding out an increasingly specialized profession Studies sponsoredin the United States by the Police Foundation and the Law Enforcement AssistanceAdministration during the 1970s and 1980s however have brought many of the guidingassumptions of police work under scientific scrutiny

Canadian policing presents a complex picture structured as it is along federal provincial and local lines Police agencies function to enforce the statutes of lawmaking bodiesand legislative authority is naturally reflected in the diversity of police forces that we havein our country today The RCMP operates as the enforcement arm of the federal government but also extends its influence through the medium of contract policing to provincial and municipal policing throughout much of the country Ontario and Quebec have theirown provincial police agencies Municipal policing involves hundreds of police departments ranging from those employing only a handful of officers to regionalized forcesemploying several thousand officers Private policing represented by the recent tremendous growth of forhire security agencies adds another dimension to Canadian policing

Private security is now undergoing many of the changes that have already occurred inother law enforcement areas Heightened training requirements legislative regulationcourt mandated changes and community collegelevel educational programs in privatesecurity are all leading to increased professionalism Municipal departments may beginefforts to involve private security organizations in their crime detection and prevention efforts and indications are that private security will soon take a legitimate place alongsideother police agencies in the eyes of the public

DISCUSSION QUESTIONS1 What assumpfions about police work did scientific studies of law enforcement call into question

What other assumptions are made about police work today that might be similarly questionedandor studied

2 What are the three levels of law enforcement described in this chapter Why do we have so manydifferent types of enforcement agencies in Canada What problems if any do you think are created by such a diversity of levels and agencies

3 What do you think will be the role of private police services in Canada in the future How canthe quality of such services be assured

WEB LINKSwwwrcmpgrcgccaRoyal Canadian Mounted PoliceThe official RCMP site provides details of programs and services an organizational chart news releases recruiting information and a most wanted list

wwwrcmpmuseumcomRCMP Centennial MuseumThis virtual version of the RCMP Centennial Museum in Regina provides a small sample of historicalimages and information as well as the RCMP Veterans Association page

epnorgprospect4242starkhtmlArresting Developments When Police Power Goes PrivateAn article in The American Prospect JanFeb 1999 by Andrew Stark who teaches managementat the University of Toronto

webmalabccocrimCJSpolicerpeelhtmSir Robert Peel Principles of Policing London 1829Peels nine original principles

wwwsgcgccowhoweareaboriginaleaboriginalhtmAboriginal Policing Directorate of Solicitor General of CanadaThe Aboriginal Policing Directorate is responsible for administering the First Nations Policing Policyand providing national leadership regarding the delivery of policing services for Aboriginal peopleoff reserve

NOTESI A Reminiscence of a Bow Street Officer

Harpers New Monthly Magazine Vol 5 no28 September 1852 p 484

2 Andrew P Sutor Police Operations TacticalApproaches to Crimes in Progress St PaulMN West 1976 p 68 citing Peel

3 For a good discussion of the development of themodern police see Sue Titus Reid CriminalJustice Procedures and Issues St Paul MNWest 1987 pp 110115 and Henry MWrobleski and Koren M Hess Introduction toLaw Enforcement and Criminal Justice 4th ed5t Paul MN West 1993

4 See Thomas A Critchley 1972 A History ofPolice in England and Wales 900 SecondEdition Montclair New Jersey Patterson Smithfor a good discussion of the system of policingthat evolved in England

5 Camdem Pelham Chronicles of Crime Vol 1London T Miles 1887 p 59

6 See for example Greg Marquis 1994Policing in Nineteenth Century Canada Ch1 in Policing Canadas Century TorontoUniversity of Toronto Press CK Talbot CHSJayewardene and TJ Juliani Policing inCanada A Developmental Perspective Vol 81984 Canadian Police College Journal pp218 288 and TJ Juliani CK Talbot andCHS Jayewardene 1984 Municipal Policingin Canada A Developmental Perspective Vol8 11984 Canadian Police College Journal pp315385

7 See E John A Harnum 1972 NewfoundlandConstabulary January Canadian Police Chiefand A Fox 1971 The NewfoundlandConstabulary 5t Johns Robinson BlockmorePrinting and Publishing for discussion of earlypolicing efforts in Newfoundland

8 Hereword Senior 1997 Constabulary TheRise of Police Institutions in Britain theCommonwealth and the United States TorontoDundurn Press Chapter 10 The CanadianPolice Perspective

9 Lynne Stonier Newman 1991 Policing oPioneer Province The BC Provincial Police 18581950 Madeira Park BC Harbour Publishing

10 See DF Robertson 1978 The SaskatchewanProvincial Police 19171928 31 SaskatchewanHistory 1 11 and Frank W Anderson 1972SaskatchewansProvincial Police AldergroveBC Frontier Publishing

11 For a good discussion of the history of theRCMPs role in contract policing for theprovinces see RC Macleod 1994 The RCMPand the Evolution of Provincial Policing ch 3 inRC Macleod and David Schneiderman PolicePowers in Canada The Evolution and Practice ofAuthority Toronto University of Toronto Press

12 Dickson JA 1 987 Reflexions Sur Law Policeen NouvelleFrance 32 McGill Law Journal49722 See also Gilles Lamontagne 1972Some Quebec Police History Vol 614OctCanadian Police Chief 28 30 William Kellyand Nora Kelly 1976 Policing in CanadaToronto Macmillan and TJ Juliani CK Talbotand CHS Jayewardene 1984 MunicipalPolicing in Canada A DevelopmentalPerspective Vol 8 No 4 Canadian PoliceCollege Journal 315385

13 Senior Elinor K 1988 The Influence of theBritish Garrison on the Development of theMontreal Police 1832 to 1853 in RCMacleod ed Lawful Authority Readings inthe History of Criminal Justice in CanadaToronto Copp Clark Pitman Ltd and alsoHereword Senior 1997 Constabulary TheRise of Police Institutions in Britain theCommonwealth and the United Stales TorontoDundurn Press Chapter 4 Police in Montreal

14 See chapter 2 in Philip C Stenning 1982Legal Status of the Police Ottawa Ministry ofSupply and Services Canada

15 CK Talbot CHS Jayewardene and Ti Julianinote 8 above

16 Chloe Owings 1969 Women PoliceMontclair NJ Patterson Smith

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PART I I

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17 Jayne Seagrove 1997 Introduction to Policingin Canada Scarborough Prentice Hall Seealso Rick linden 1980 Women in PolicingA Study of the Vancouver Police DepartmentOttawa Solicitor General of Canada

18 bid Jayne Seagrove Introduction to Policingin Canada

19 Rick Linden 1983 Women in Policing AStudy of Lower Mainland RCMP DetachmentsVol 71 Canadian Police College Journal pp217229

20 From Social Worker to Crimefighter p 25

21 Nora Kelly and William Kelly 1973 The RoyalCanadian Mounted Police A Century of HistoryEdmonton Hurtig Publishers

22 PresidentsCommission on Low Enforcement andAdministration of Justice The Challenge ofCrime in a Free Society Washington DC USGovernment Printing Office 1967

23 The National Advisory Commission on CriminalJustice Standards and Goals A National

Strategy to Reduce Crime Washington DCUS Govemment Printing Office 1973

24 Thomas J Deaken The Police Foundation A

Special Report FBI Law Enforcement BulletinNovember 1986 p 2

25 Notional Institute of Justice The ExemplaryProjects Program Washington DC USGovernment Printing Office 1982 p 11

26 George L Kelling et al The Kansas City PatrolExperiment Washington DC The PoliceFoundation 1974

27 Kevin Krajick Does Patrol Prevent CrimePolice Magazine September 1978 quotingDr George Kelling

28 William Bieck and David Kessler Response TimeAnalysis Kansas City MO Board of PoliceCommissioners 1977 See also J ThomasMcEwen et al Evaluation of the DifferentialPolice Response Field Test Executive SummaryAlexandria VA Research ManagementAssociates 1984 and Lawrence ShermanPolicing Communities What Works inMichael Tonry and Norval Morris eds Crimeand Justice An Annual Review of Research Vol

8 Chicago University of Chicago Press 198629 Ibid p 8

30 Krajick Does Patrol Prevent Crime31 Ibid

32 Ibid

33 Lawrence W Sherman Dennis P Rogan andJames W Show The Kansas City GunExperimentNU Update Research in BriefNovember 1994

34 Lawrence W Sherman and Richard A Berk

Minneapolis Domestic Violence ExperimentPolice Foundation Report 1 Washington DCPolice Foundation April 1984

35 National Institute of Justice Newport News TestsProblem0riented Policing National Institute ofJustice Reports Washington DC USGovernment Printing Office JanuaryFebruary1987

36 Adapted from Deakin The Police Foundation37 RSC 1985 c R10 as amended

38 Greg Middleton Staff Reporter TheyrePullingthe Profit Rug Out From Under Pot GrowersThe Province July 27 1997 p A9

39 Paul PalangoFighting WhiteCollar Crime theRCMP Can No Longer Get its Man MountieMisery Macleans July 28 1997 pp 1015at p 11

40 Curt T Griffiths and Simon N VerdunJonesCanadian Criminal Justice 2nd editionToronto arcourt Brace 1994

41 Statistics Canada Police Personnel and

Expenditures in Canada 1994 Cat no 85002 Vol 16 No 1 luristat Service BulletinJanuary 1996 p 13

42 Greg Marquis Policing CanadasCenturyToronto University of Toronto Press 1993

43 Wallace Oppal Policing the Gap Policing andthe Community Report of the Commission ofInquiry into Policing in British ColumbiaVictoria BC Attomey General 1994

44 Statistics Canada Police Personnel and

Expenditures in Canada 1994 Vol 16 No1 luristat Service Bulletin Ottawa Statistics

Canada 1996

45 Supra note 43

46 Harish C Join An Assessment of Strategies ofRecruiting Visible Minority Police Officers inCanada 19851990 Ch 8 in R C Macleodand David Schneiderman Police Powers inCanada The Evolution and Practice ofAuthanyToronto University of Toronto Press 1994

47 Supra note 43

48 A Policing Career in the City of VancouverPamphlet October 1996

49 Ibid

50 TJ Juliani CK Talbot andCHSJayewardareMunicipal Policing in Canada A DeelopnenldPerspective 1984 Vol 8 No 4 CanadianPolice College Journal pp 315 at p 320

51 CK Talbot CHS Jayewardene and TJ JulianPolicing in Canada A DevelopmentalPerspective 1984 Vol 8 No 3 CanadianPolice College Journal pp 218288 at p 265

52 Supra note 46

53 Ibid

54 Private Security Report of the Task Force onPrivate Security Washington DC USGovernment Printing Office 1976 p 4

55 Gayle Campbell and Bryan Reingold PrivateSecurity and Public Policing March 1994 Vol

14 No 10 Juristat Service Bulletin OttawaStatistics Canada 1994

56 William C Cunningham John J Strauchs andClifford W Von Meter The Hallcrest Report 11Private Security Trends 19702000 McLeanVA Hacrest Systems 1990

57 Forecast Survey Executive Summary SecurityJanuary 1990

58 William Kelly and Nora Kelly Policing inCargrb Toronto Maanillan of Canada 1976

59 Doe H Chang and James A Fagin edsIntroduction to Criminal Justice Theory andApplication 2nd ed Geneva IL PaladinHouse 1985 pp 275277

60 George Smiley Joins the Firm NewsweekMay 2 1988 pp 4647

61 Ibid

62 For more information on ESI see E DuaneDavis Executive Protection An Emerging Trendin Crimird Justice Education and Training TheJustice Professional Vol 3 no 2 Fall 1988

63 More than a Bodyguard SecurityManagement February 10 1986

64 A School for Guards of Rich Powerful TheAkron Beacon Journal Ohio April 21 1986

65 National Institute of Justice Crime and Protectionin America A Study of Private Security and lawEnforcement Resources and RelationshipsExecutive Summary Washington DC USDepartment of Justice 1985 p 42

66 Ibid p 60

67 Cunningham Strouch and Van Meter Halcrest0 p 299

68 Ibid p 301

69 Ibid italics added

70 Ibid p 117

71 National Institute of Justice Crime and flutedionin America p 12

72 Ibid p 12

73 Supra note 45 Oppal Report at p F 1474 For additional information see Jospeh G

Deegan Mandated Training for PrivateSecurity FBI Law Enforcement Bulletin March1987 pp 6

75 Cunningham Strouchs and Von Meter HallvestII p 147

76 Oppol Commission 1994 p F32 F3377 Natiord Institute of Justice Crime and Protection

in Americo p 37

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COLLUBIB

May 22 2001

Judith McGillivray Vice PresidentEducation

Kwantlen University College12666 72 AveSurrey BC V3W2UDear Judith r illivra

oCUIC 3dOPAL

RECEIVEDMAY 181001

vtre president Edon

In April 2001 the MinistrysNew Program non degree Review Committee NPRCreviewed Kwantlen University CollegesKUCsLetter of Intent LoI to develop anApplied Business Technology ABT Diploma program

In reviewing the LoI the NPRC noted that the proposed program is designed to providegraduates with the skills knowledge and attitudes to compete for advanced careerplacements Labour market evidence suggests there is labour market demand for officeadministrators with advanced skills in technology language arts business etiquette andtime and project management As well the ABT Diploma will ladder directly into KUCsBachelor of Business Administration for graduates wishing to continue their education inthis area

Given these attributes the NPRC supported the further development of this program atthe Full Program Proposal FPP stage However the NPRC anticipated some concernsregarding articulation and requires that KUC provide clarification of the following in theFPP submission

the curricular difference between the proposed ABT Diploma program and KUCsexisting ABT Certificate and Citation programs andthe articulation arrangements among the three programs

I look forward to receiving the additional information along with the FPP once it has beencompleted In the meantime if you have any questions regarding the NPRC process

THE GOVERNMENT OF BRITISH COLUMBIA IS AN EMPLOYMENT EQUITY EMPLOYER

Ministry of Advanced EducationTraining and Technology

University Colleges 8 Program Planning BranchPost Secondary Education Division2 Floor 835 Humboldt StreetPO Box 9877 Stn Prov GovtVictoria BC V8W 9T6

Telephone 250 3876189Facsimile 250 9526110

2

please contact Tony Arthurs Research Officer at 250 3567454 If you have any otherquestions please contact Elaine McCreary Education Officer at 250 3562420

Sincerely

Arlene Paton

Director

pc Robin Ciceri Assistant Deputy MinisterPost Secondary Education Division

Dawn McKay NPRC ChairPost Secondary Education Division

Cindy Williams Manager Technical ProgramsPost Secondary Education Division

Debbie Andersen Manager Institution and Program SupportPost Secondary Education Division

Elaine McCreary Education OfficerPost Secondary Education Division

Tony ArthursNPRC Secretariat

0

Vii APR 19THU 1131 CEI

ESTABLISHING EDUCATIONAL NEED

TEL250 9526113 P002

Re Letters of Intent for New NonDegree Programs

Much of the Letter of Intern particularly questions 6 7 and 8 addresses establishing an educationalneed for the new program being proposed This need amounts to the gap between current SUPPLYof comparable programs and DEMAND for the proposed program coming from both prospectivestudents and prospective employers of program graduates

Item 6 CONSULTATIONS around NEW PROGRAM ENDORSEMENTThis is the supply side of the equation establishing by both internal and external evidence that theCollege is in a position to offer the proposed program The following items conmbute to that case thefirst two are required the others strengthen the proposal

1 Cover letter from the President or Academic Vice President of the College required2 Letter from the FAlurntional Council of the College following its review of the LOI required3 Evidence of collaboration and capacity from units in the College implicated by the proposal4 Analysis of comparable program offered by other institutions as listed atwwwopeningdoors5 Letters establishing conssultatians have occurred with providers of comparable programs

Item 7 EVIDENCE OF REGIONAL LABOUR MARKET DEMANDThis establishes that there Is labour market demand in the College region or at least provincially at anadequate level to absorb projected graduates of the program so students can have reasonableexpectation of employment from undertaking the program

1 The most direct evidence and therefore most convincing would be the results of a recent localCommunity Employer Survey but such a survey is not always readily available

2 Slightly less direct but based on national projections is evidence from Work Futures whichestimates total employment openings that can be expected over a decade eg 19952005combining both new and replacement jobs Provincial data extracted from COPS the CanadianOccupational Projections System is available at betpwwwwortrfuturesbcea

3 Soren weak evidence of demand is provided by newspaper and magazine articles on the scctor4 The strongest local endorsement is a letter from the collegesIndustry Advisory Comniuce for

this program area attesting to the currencyqualityrelevance of the proposed program and shouldidentify the companies and agencies represented on the committee

5 Local employers who do not sir on the Industry Advisory Corrunittee may also provide usefulendorsement letters indicating the number of employment openings they expect per year forgraduates of such a program

Item 8 EVIDENCE OF STUDENT DEMAND

This establishes that there is sufficient student interest from the college region to ensure adequateenrollment in the proposed program Colleges have provided items from the following list asappropriate evidence

1 Survey of interest among student groups who would be entering the proposed program2 Letters from previous certificate graduates now in the workforce regarding their view of

employability skills that would result from a proposed diploma program3 Data from the Student Outcomes Reporting System SORS covers at least six years of

results from the BC College and Institute Student Outcomes Survey Project showingtransition tames of graduates into the labour market and further educadon Every institution isentitled to access its own SORS data and has at least one designated SORS agent on staffThe website for CBISS Centre for Education Information Standards and Services ishtto ioutoomesceissorq

Prepared 042001 by Technical Programs Unit Post Secondary Education DivisionColleges Planning Branch Min ofAdvanced Education Training Technology BC