Debated in Parliament on 6 Jul 2021.
Ms Sylvia Lim asked the Minister for Home Affairs (a) what is the Ministry's assessment of the current state of implementation of the four key strategies of the Security Industry Transformation Map announced in 2018; and (b) what are the Ministry's immediate priorities to facilitate better outcomes and careers in private security.
Since the launch of the Security Industry Transformation Map (ITM) in 2018, all major initiatives have been implemented. Significant progress has been made across the four pillars of the ITM.
First, push for technology and innovation to transform operating models.
Sector productivity has improved with more small and medium sized enterprise (SME) security agencies adopting technology to increase manpower efficiency. In 2019, 98% (up from 77% in 2018) and 82% (up from 46% in 2018) of surveyed SME security agencies adopted at least one Stage 1 digital solution and at least one Stage 2 solution respectively, as recommended in the Security Industry Digital Plan.1
Second, align regulatory criteria with ITM objectives to raise standards.
The new Security Agencies Competency Evaluation (SACE) was developed by a tripartite taskforce comprising security industry associations, the Union of Security Employees and Government agencies, and will replace the current Security Agencies Grading Exercise (SAGE) from 1 January 2022. SACE will motivate security agencies to accelerate technology adoption in the areas of training, operations, and command, control and communications. The SACE competencies will be reviewed periodically to keep up with technological developments and complement efforts under the Security ITM, to raise overall industry standards.
Third, invest in skills to support career advancement and wage increases.
Since the implementation of the Progressive Wage Model (PWM) in 2016, the PWM has benefited about 40,000 security officers (SOs). Real median monthly gross wages for SOs grew cumulatively by 36% from 2014 to 2019, outstripping the 21% growth for workers in general. The Skills Framework for Security was refreshed in 2019 to update the requisite skills and competencies for SOs. There are programmes in place to assist the industry with job redesign to incorporate technology and raise productivity. More than 80 security agencies and buyers have redesigned their work processes and job roles, which have benefited about 780 employees under Workforce Singapore’s Security Productivity Initiative. To support a new security consultancy career pathway, MHA worked with Temasek Polytechnic to launch a Specialist Diploma in Security Consultancy in 2019, and with industry partners to develop a Security Consultants Accreditation Programme. There have been two runs of the Specialist Diploma and 71 participants have completed the Diploma Programme to date.
Fourth, promote use of outcome-based contracts (OBC) in procurement of security services, with Government taking the lead.
The Government has taken the lead to adopt OBCs for security contracts from May 2020. All Government Procuring Entities are expected to operate on OBCs for security contracts by 2023. MHA will continue to work closely with industry partners in the engagement and training of buyers, to push for OBC adoption in both the public and private sectors.
We will continue ongoing work with tripartite partners on wage negotiations for SOs beyond 2022 under the PWM. To foster a safer environment for SOs to carry out their duties, MHA will also be amending the Private Security Industry Act later this year, to enhance protection for SOs executing their duties. The amendments will address the common types of verbal and physical abuse which SOs face.
In addition, MHA will work with relevant Government agencies on further initiatives to redesign jobs and upskill SOs. This includes training SOs to be adept in handling security technology and new operating models.
The Security ITM is an ongoing journey. As the security landscape evolves, MHA will work with tripartite partners to evolve the ITM initiatives.
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