Anyone who has read my articles knows that I base most of them on questions or inquiries from those professionals who either offer good and accurate advice or from those who ask for it.
First, I prefer placing female CPO’s with female clients or their children for the client’s comfort or peace of mind. Some males are easily suited to this task but the client may simply think that a male does not belong in constant close proximity and occasionally in isolated private settings with the kids or a client’s wife. This can be equally true with female CPO’s and male clients but the concern of inappropriate behavior with the children dissolves when a female is placed with them. Remember, it’s always up to the client.
The most active topics to come through my office are all related to females in the Executive Protection industry. As a female CPO and as a business owner and as the founder of a successful training academy exclusive to females in the Personal Protection Industry, I will address a few of the more popular statements I am routinely tasked with arguing against.
“A female CPO is better than a male CPO”
Your gender doesn’t make you better in this profession. What allows you to outperform a colleague or be more suited to a specific task is how well you meet or can adapt to a client’s specific need. In our case, the security needs that a client may have might be provided by a female, male, canine or even a machine.
“It is very hard for a woman to break into this industry”
Well it is also difficult for a male to break into this industry. Training, experience, personality, knowledge of how to dress, how to drive and a really well polished CV mean nothing if you believe that you have some preordained right to be here. Both women and men alike will be passed over equally if they lack humility, charm, manners, couth, education, social polish or real world experience. Which of these is most important?
“It is hard to find a job”
Keep in mind that the market for female CPO’s has historically been smaller which means you have to compete harder to get the job.
It is worth mentioning that in cases where security is needed for females and kids, many clients are looking for not just female CPOs but feminine looking females to place next to their wife, sister or daughter so if you are a female with a very harsh or more masculine appearance, you reduce your chances of being hired. And if a male appears too feminine or too “cute” or even too “handsome” he may not be hired either. You see, it is not your gender, it is the appearance you choose to reflect to your client, and it is your client’s perception you must cater to in order to get hired.
Additionally, my records show that a majority of females who want to break into the industry seem to be older than 40 years of age. It seems that many women who are retired Law Enforcement or military are looking to get into the private security industry. The fact is that unless you are applying for a Nanny position, most clients are looking for 25 to 35-year-old CPO’s with at least 5 years of experience. So at 38 to 40 with no experience, men and women alike stand less of a chance against a younger experienced CPO.
Finally, among those women who complain that they can’t find a job, a vast majority of them do not have what it takes to be hired. Having a large database of female candidates and qualified operatives allows me to compare them to each-other. Here is what I found out of 400 applications:
Some don’t have a passport. Some don’t have a local State license and can’t drive. Some have no firearms license or experience with anything mechanical.
Some are waiting to apply for licenses as they are interviewed and being hired by a client or a company.
Understand that if you don’t have the licenses or other qualifications, you will never be considered for a position, so act in advance. And if you make a misstatement of facts to get hired, you will get fired and never hired again.
Many female candidates are not willing to relocate due to being married with kids. Although a male CPO can leave his wife and kids behind, it is traditionally harder and less socially acceptable for a female CPO to do so. Many women in the U.S. left to fight in the Gulf War in 2002. The practice of the Father staying behind became acceptable there and the trend quickly spread to other countries.
Some women practice the outward arrogance associated with a man’s success when they have a couple of good assignments and don’t recognize when this attitude is rejected by the client or colleagues. This is a problem with the men too so again, no difference.
The result is, if you rub the placement company or client the wrong way, your CV goes in the trash. Turn down too many offers due to money or other issues and we will stop calling. If you don’t have a verifiable track record and reputation, you cannot make demands. Fail to answer when we call with an offer, we will not call back……ever.
“Female CPO’s are paid less”
From my experience both personally being an operative and placing females with other companies or clients I highly disagree with this. I have always been paid the same as the rest of the team and even more than the rest of the team when my performance or qualifications were measured against theirs.
In closing, we need to clarify and understand four things:
1) If you are making less than your colleagues, male or female, remember that you agreed to the terms of your employment. It was your choice.
2) If you don’t know how to ‘’sell’’ your skillset then you have missed something in your professional training. Go back to the basics and learn how to respond to a contract offer.
3) If you are a beginner, you may have to agree to a lower rate in order to build up your experience and work portfolio. If you do your job, you will progress.
4) Because of the nature of the services needed, some team members may work less hours than the rest of the team, therefore they may be paid less. If you are a female working with the kids for 6 hours a day, you cannot compare your position with a CPO that works for 10 hours driving the car or standing next to the client. If you are doing equal work on equal ground, you should argue for equal pay and equal treatment. If you don’t like the terms, don’t take the job. If you find out after you accept a position that you are paid less, chalk it up to a lesson learned and don’t make the mistake next time.
The demand for female CPO’s has increased steadily over the last decade. If you are not working or not earning what you think you are worth, ask yourself the following:
-What kind of experience do I have?
-What education do I have?
-Does my personality, loyalty, integrity, knowledge, skill and ability add to the client’s needs or solutions?
-How does my CV measure up against the other candidates interviewing for a position?
If you need a professional assessment of your CV or even your image or need to add to your skillset, go to our website. There is guidance there to help you.
You are equal in your ability to protect a person from the threat of another but the opportunity to perform will be based on a human being assessing your value to the effort. What are you doing to increase your value to the person that needs what you offer?
Founder & CEO
Athena Worldwide LLC
Over the last 10 years, I have written a few hundred articles and granted interviews related to protective work within our industry. I have almost always addressed topics of interest from the perspective of a Close Protection Operative or directed advice or opinions toward the CPO.
As threats change with the times, the topics of discussion must change and occasionally we have to address an old topic from a fresh perspective. This article is directed to the security company Owner or Manager and addresses a more mundane yet equally important topic: INTEGRITY.
What many company owners and managers will tell you they are looking for when hiring someone to work for them (and represent their companies), is loyalty, dedication, hard-working, punctual, positive attitude, team player, ethical, honest, law abiding, professional. It shouldn’t be surprising but many employees are looking for the same qualities in a company’s top leaders.
Most of us as Managers, CEO’s, CFO’s, COO’s, or other Owners fail to remember that when our company is awarded a contract and we hire people to work for us, our organization’s integrity is judged by, and dependent upon our employees. So as important as they are to us, why did they suddenly resign?
Most successful protection organizations are managed by company Owners, Managers or CEOs who have been operatives at some point in their careers, so it should be hard to understand how they would neglect their employees, but it does happen all the times, and I do understand.
Below I will try to point out some issues that allow for a toxic work environment for both employers and employees which lead to turn over and poor loyalty.
Each company has its own vision and goal. The question is: are you as the creator or guardian of that vision as loyal to it today as you were on day one? Are you loyal to the people who work for you, to what your company represents, to the profession? Or are you ‘’bending’’ your own work ethic or clouding your company’s vision for that monthly check? Great operatives sometimes work for organizations that have cut corners, lagged behind in paying their employees, failed to support their employees, siding instead with the client, and forcing employees to quit before it was time to give them a raise. If you think that your employees won’t quit and inform everyone they know (including your competitors), about your conduct, you are wrong.
Are you on time with your responsibilities toward the people that work for you? Are they getting paid for their working hours/days expenses and benefits on time? “I HAVEN’T BEEN PAID BY THE CLIENT YET” is not an excuse for not paying your operatives on time. Operating a business and hiring people means you have a specific amount of capitol you must set aside to insure payroll. Failing to achieve payroll independence probably means you are mismanaging your profits and maybe your company. Do you return phone calls promptly? Do you promise performance raises at 6 months of employment and then wait for the employee to beg you for it at 7 months?
Are you honest regarding employment contracts? There are companies who practice “Shadow Contracting”, which uses two sets of terms: one for the clients and one for the operatives. The difference between the two are the services promised to the client within the terms of service and what the operative believes they are signing up for in pay, working conditions, risk and support. In most cases, the client is unaware of this.
Additionally, when you hire a CPO, you informed them about the initial threat assessment, so until they get their foot in the door and deal in real time with the client and his environment and do their own assessment they have to rely on what you know. As we know, in our line of work, the threat level is, in part, what sets the cost for our services. Some organizations will not inform an operative of the real threat level in order to pay the operative less.
Are you a law abiding professional? Unfortunately we have seen people with criminal records running security businesses or Managers who don’t mind hiring employees who have prior problems with the law or regulatory authorities, who add them to their company administration or to their CP teams.
These decisions initially affect the CP effort but quickly destroy the trust and loyalty in the organization as a whole and eventually the Client relationship.
Are you a team player? I have heard the phrase “I want you to see our company as your family”, many times. This is a hollow statement because:
- They already have a family.
- They are usually under a contract with a time limit
- They will never feel like family when your family and friends are in all of the key positions or in charge of the operations.
As a business owner, manager or CEO you have to think ahead and take care of your people. Some contracts require assignments in distant cities or other countries. Those people, who work for you, protect your client and basically make money for you and are away from their homes and families, possibly in a different culture, unfriendly country or in a domestic environment which tests their patience, fidelity, fitness and temperament. Are you focusing on what the CP needs to succeed 20 or 30 or 60 or 90 days into their assignment? Are you watching for complacency and prepared to replace or rotate your CPO’s if complacency or boredom becomes apparent? Did you remember to add this possibility in the client’s contract and explain that the CPO the client starts with may not be the one they end up with?
Do you regularly check to insure that your CPO’s do not exceed 10 hours a day in service and that they receive proper time for rest or rehabilitation or training or fitness? Did you put these terms into the contract? Did you secure a retainer?
Recently, I was made aware of a female CPO that took an assignment in a country she had not worked in before. She took the assignment with a signed contract which she was awarded because of her experience working with and protecting children. She was promised a weekly bi-weekly paycheck, time off, 10 hour days, clothing, food, lodging, travel and other allowance “reimbursements” and was furnished equipment. Within 30 days, she was behind 2 paychecks, out of personal money due to not being reimbursed, was working 18 hours a day, was being berated daily by the client’s wife, not allowed to discipline or correct a spoiled child and was not accustomed to the local exotic diet which was her only source of food, resulting in her being sick and under nourished much of the time she was in the country. Additionally, she was not able to leave once she decided to do so and had to work an additional 4 months before finally being paid an adequate amount of money to allow her to “escape”. She has not yet been paid the balance of what is owed her and has no legal means of demanding or recovering her earnings. The company is still in business and continues its practices. It has no loyalty and the internet is now peppered with negative comments about it.
If you see fallacies in your corporate hiring and management practices or are experiencing a high turnover in CPO’s or your management staff, spend some money on a private consultant. They can evaluate your practices for far less than what you are losing in lost contracts and overtime or training costs due to employee turn-over. Having the right people working for your company and stay with you for a long time is the best investment you can do.
End f the day, while you are running your own security firm take some time to remember where you came from and guard your reputation within the industry.
Personal Protection has always been viewed as a physical or tangible thing that could be measured by effort and labor put into creating and maintaining a program. Since the Internet first allowed for the publishing and dispersal of personal information, the public has obliged the technology by accessing and downloading billions of terabytes of information containing personal sensitive information.
If you find it necessary to carry a firearm and build a protection team around your client you should give the same attention to simple ways of educating your client and his/her close family and working circle regarding simple security awareness tips.
We are not suggesting you have to train them as security professionals but just giving them the basic education and information regarding security and safety awareness could make it easier to protect them.
The reason I wrote this article today was because of something that came to my attention while I was surfing online.
I came across an article regarding a 17 year old boy based somewhere in America who has became a ‘’living legend’’ in social medias because of his provocative pictures and comments on on-line networking sites, where he poses with golden pens, packs of $10.000 bills etc. Doing a little research on his profile and crossing information here and there, I discovered that the kid is from a very wealthy family. What made me think seriously about this kid was how something like this could expose him and his family to the wrong attention.
It took me around 25 min to locate this kid and get good information regarding his identity and location so I wanted to test to see how much it would take for someone not in the security industry to find him using information found online. It took less than 2 hours for a 22 year old who has nothing to do with security to gather good Intel on this kid, using the pictures and information he had posted on his networking sites.
With all the information provided online It doesn’t take an expert or even a person related to the security industry to be able to find out about someone.
We have all seen examples like this one from other celebrity kids, or from the children of very affluent CEO’s or Politicians who have fallen into the trap of social media posting including pornography. What these kids and even their parents don’t consider is that the sophistication of the criminal has developed with the technology of the internet itself. A simple photo of a person by a tree could lead to the identification of the person’s address because of the shape or species of the tree or maybe because of the license plate of a car parked in a driveway across the street, visible in the corner of the photo.
So the question is: “Are you aware of your exposure through the information posted on yours or your children’s networking sites?”
Now I will ask the same question to all Security Professionals. Not only do you need to consider your client’s exposure but have you considered your own? As ridiculous as it seems, there are actually “Body Guard” companies that publish photos of their clients and even their agents on their company websites. And more ridiculous is the client’s agreeing to it.
Have you taken the time to sit down with your client and explain what he/she can do to avoid not being exposed? We are aware that not all clients will sit down and listen to your professional suggestions regarding their safety however they hired you because you have an experience and expertise on a specific matter, ‘’SAFETY’’, and you are there not only to provide a body but also provide consultation and suggestions that are addressed to lower the threat level.
Nobody wants to live in fear, and for sure no one will feel comfortable with the idea of his/her children being in danger, so address your professional concerns regarding safety to your clients. Be polite, be logical, avoid difficult professional terms and explain to them in simple words why a specific habit that they find harmless can be very dangerous for them. Not all will listen and practice what you suggest, but even if 1 out of 10 clients do as you suggested it will be a progress. Of course there will always be information leaked intentionally or unintentionally that will give away information. The goal is to reduce the negative effects of the practice thus making your job easier.
Founder & Worldwide Director
We all in security industry have seen the high demand for female close protection operatives in any aspect of security operations the last 10 years, grow in popularity and their pay increase to in some cases surpass their male counterparts. Many celebrities, royal families or even politicians are now interested in hiring female bodyguards for their safety and thousands of dollars are paid in contracts.
However even the high demand for female close protection professionals we experience that there is a very small number and availability of those who are truly qualified and trained to work. So if there is a high demand and well paid contracts why is so hard to find female professionals?
As an only female close protection training provider internationally by experience far now we found out that although many women may see close protection industry as their dream profession they are not determined enough to invest in both time and money to train and qualify themselves and open the doors to a new challenging and well-paying career.
Those who are ready to deal with challenges and make their presence in this industry are very rare, and that’s why makes them in higher demand, often greater than for men. The majority of those women have a previous military or LE experience, which make them familiar on working in male dominated professions and ready to fight any difficulties to achieve their goal. Women who entered close protection profession without having a previous military or LE experience are even less.
There is a false belief that in order to become a bodyguard you must have a previous training, qualifications and experience from federal agencies, army, law enforcement or even martial arts.
Having those skills is something that may help you to adapt the new skills and knowledge easier, but by their own doesn’t make you a good close protection agent. What will make you a good one is the proper training, your ‘’heart’’, your ability to apply your knowledge in an appropriate time and place and your willingness to fight and give your best effort for what you believe in.
No matter your previous qualifications, by joining in a training course you will learn from zero the skills required to work as a close protection agent. So previous experience or qualifications has nothing to do with your success rate.
There were always women through history who broke into male dominated professions before many years, what we see now as natural like having female fighter jets pilots, it was once a day when one woman made the big step and open the door for the rest.
The first ones are the ones who will have to fight more and inspire other women to follow their dream. They are the ones who can show to public and most important to other women that if you work hard and fight harder you can offer the same professional services as your male colleagues.
If you are a woman interested to become a bodyguard and you are sure that is the profession you want to follow, do not hesitate and start looking from now for the training provider that suit your needs.
Athena Academy Founder
SECURITY RESPONSE TO GLOBAL CRISIS, a Conference Sponsored by Executive Security International and Executive Protection Institute
For all professionals working in Security Industry you don’t want to miss this opportunity: Two of the most well known internationally Security Training Providers, Executive Security International and Executive Protection Institute are joining their efforts to offer an epic Conference that will take place in Las Vegas, from November 30 to December 2, 2012.
The 2012 Conference is a historic alliance of the two largest executive protection membership alumni associations in the country: Executive Security International’s ESI Alumni Association and Executive Protection Institute’s Nine Lives Association. The top two Executive Protection schools in America have joined together to co-sponsor this annual conference. ESI is the host of the conference in 2012 and EPI will host the conference in 2013, alternating hosts thereafter.
A TIMELY THEME
The Associations of Nine Lives and ESI Alumni have selected a conference theme that focus on contemporary critical issues:
Security Response to a Global Crisis
Corporate Response to Internet Vulnerabilities
Keynote Speaker: Cynthia Hetherington, Founder of Hetherington Group,
Cynthia Hetherington, has been working with private investigators, security specialists and law enforcement professionals since 1993. A widely published author, Cynthia authored Business Background Investigations and co-authored The Manual to Online Public Records. She is the Editor-in-Chief of Internet & Online Intelligence Newsletter, and she is recognized for providing corporate security officials, military intelligence units, and federal, state and local agencies with training on online intelligence practices.
Data about your client, members of their family, business partners reside on the Internet. Everything about their world is readily available, including street level and satellite images of their residences, credit records, physical and intellectual assets. Some of the information is loosely posted on social media – Facebook, Small World, My Space, Linked-in and others that can be mined for images, schools attended and work places can be located and placed under surveillance.
This workshop will teach attendees how to find this information and steps to removing it as an essential to protecting your clients from unwanted exposure and inappropriate contact.
*Early registrants to the conference will receive a free copy of Hetherington’s book, “Business Background Investigations”
Corporate Crisis Management
Multi-national corporations confront the whole range of challenges from natural disasters to active shooters on property, stalkers of employees and executives, and kidnap & ransom policies in foreign environments. The conference will have representatives from major corporations to discuss these pressing issues.
Speaker: Peter Dordal J, Senior Vice President, Garda World
Emcee for Corporate Crisis Management Forum and Panel
Pete DordalPete Dordal began his career with 8 years in the U.S. Marine Corps, serving in Beirut, Lebanon with the 2nd Reconnaissance Battalion and then at Quantico as a combat skills instructor. He has a degree in Criminal Justice and is a graduate of over 25 formal military, law enforcement and security training courses. Pete graduated from ESI in 1984 while still in the Force Recon Unit, and Pete is the principal advisor and consultant on ESI’s PSD Protective Operations training program.
Mr. Dordal began his private security career with Vance International, which Garda acquired in 2006, where he served as executive protection team leader for a Middle Eastern ambassador to the U.S. and trained the Saudi Arabian Secret Service in advanced protection techniques. During the first Gulf War he went to Saudi Arabia to train that country’s Secret Service in advanced protection techniques.
Pete is Senior Vice President of Garda World, the Consulting and Investigation / Global Risks Group of Garda World Security Corporation. In his position, he is responsible for the delivery of security services to a variety of government and commercial clients in Iraq, Afghanistan and the Middle East.
Speaker: Filippo Marino, Director, Executive Protection & Intelligence | McDonald’s Corporation
Crisis Management in the Age of Global, Real-Time Communication:
We will first revisit the core principles of successful crisis management practices and the organizational features that contribute to resilient, global enterprises. The second portion will focus on how these practices have had to – or should – evolve to address dramatic changes in the media and Information & Communication Technology (ICT), and specifically why Executive Protection holds increasing relevance and influence in this arena.
Filippo Marino is responsible for the design and execution of McDonald’s Executive Protection efforts impacting senior corporate leaders and other at-risk personnel, and for shaping global best practices. Additionally, Filippo leads corporate initiatives in the areas of Global Risk and Early Warning intelligence, Crisis Management, Workplace Violence Prevention, and Major Events’ security. Prior to joining McDonald’s, Filippo’s career in the Risk Mitigation industry started as an officer of the Italian Army and spanned across almost 20 years, many of which as a successful adviser to Fortune 500 companies and High Net-Worth individuals. During his tenure as founder and CEO of Securitydirector, LLC, he lead operations ranging from Open Source Intelligence and Threat Assessments, to Crisis Management and Executive Protection across multiple geographical and cultural boundaries, for some of the largest and most complex organizations in the world. As an author, adviser, and entrepreneur, Filippo has contributed to several process innovations and best practice models for small and large organizations, and security professionals alike. He holds a Magna Cum Laude B. A. degree in Behavioral Sciences, and has obtained multiple certifications in security and protection services. He is a California certified Emergency Medical Technician (EMT), and an accomplished firearms instructor, scuba diver, skydiver, mountaineer, and survivalist. He speaks fluent English, Italian, German and some Spanish.
Speaker: Beth Brown, Manager, Corporate Command Center, Target
Beth Brown is currently the Manager, Corporate Command Center (C3) for Target and has more than ten years of experience as a business and crisis management professional. She has held roles in operations, workforce management, and Target Financial & Retail Services.
Her areas of responsibility include Target’s Corporate Command Center, a 24×7 facility in Minneapolis that monitors Target’s business operations, travelers, and potential disruptions around the world, and leading Target’s cross-organizational response to business disruptions and security incidents.
Speaker: Charles Randolph, Director – Executive Protection & Intelligence, Microsoft Corporation
Charles Randolph has seventeen years of experience in the protective security industry and over 20 years as a military officer has uniquely qualified Chuck to take on a typical day’s work of planning, strategic development, tactical deployment, and management of both a global sized executive protection and an intelligence unit. Having previously been the Director of a protective security company with Fortune 500 clients, Chuck has the experience and insight needed to provide Microsoft with top-level protective and intelligence leadership, and the business acumen for corporate budgets and fiscal matters. He is responsible for both the Executive Protection Team and the Microsoft Intelligence Unit – globally placed teams that produce critical data on which the enterprise relies for making decisions.
Since joining Microsoft in 2000, Chuck has taken on ever-increasing responsibilities and expanded the scope of the services and assets his teams provides the company. Under his leadership he has transformed the executive protective services and intelligence unit to function beyond their traditional roles of body guarding and information provider, tothat of a strategic enabler.
Running Protective Operations in Mexico
Keynote Speaker: Rick Sweeney, President of Secfor International,
Rick oversees all of Secfor International’s (www.secforintrnational.com) training, protective details and recovery investigations. He has been in the security field for 25 years and specializes in high-threat protective operations, spending much of his career leading security teams in places like Azerbaijan, Bosnia, Lebanon, Iraq, and for the last 5 years, Mexico. When not on detail, Rick teaches security subjects to civilians and Military personnel and has Program-Managed U.S. Government Anti-Terrorist security training programs for the U.S. Navy and U.S. Army Special Operations Forces. Secfor has been featured on Discovery Channel’s ‘Kidnap and Rescue’ series, as well as in the Washington Post and other journals and publications in the U.S. and Internationally.
Mexico Security Operations
Mexico is a unique and challenging environment to provide protective services. Many believe that their experience in Iraq, Afghanistan, Military, or corporate security positions, may have prepared them for a Mexico posting but, we have found that Mexico is unlike any other environment our experienced staff has worked in. Other high threat working environments may develop certain skill sets that are pertinent to Mexico operations, though the specific threat in this part of Latin America is very unique and may be different than anywhere you may have worked in the past.
Below are topics that will be covered in the seminar. We will cover the types of details you can expect, specific threat to your client and your teams, kidnap mitigation strategies, tricks of the trade directly from our agents in the field, additional training that must be considered when working in this region and practical advance packages that every agent must have before heading south.
Some specific points that Rick Sweeney will cover on operating in Mexico:
- Why Mexico is a unique operating environment for Executive Protection Specialists?
- What are the legalities of working security in Mexico – Licensing – Visas
- What companies are working in Mexico and what they look for in new agents? (What not to put in your resume or CV)
- Different types of details you are likely to encounter in Mexico
- Realities of the violence in Mexico – Difference in Northern & Southern Mexico
- The kidnap threat and current methods
- Life saving driving tactics operationally proven on the streets of Mexico
- The firearms question: Who can be armed? Can Contractors work in Mexico?
- Working with local security forces – The pros and cons
- Local law enforcement – A double edged sword
- Communications: Local Mobile phones – US & foreign carriers | Nextels | Black boxes
- GPS Tracking | Vehicle | Personal tracking devices | The Chip
- Medical issues: Local capabilities. What medical training, and gear, you should have before working in Mexico?
- Intelligence: What is reliable and what isn’t? What you’re not being told, CAN hurt you
- Mission Package preparation: What is it and why you must have it.
- Surveillance Detection Techniques specific to Mexico. How they will watch you & what you can do about it. Recovery Investigations (Kidnap & Ransom support)
Who Attends the Conference?
The unification of the two largest training academies and their respective associations as the sponsors of the 2012 Conference will provide new opportunities of networking and professional connections. The EPIC-Lifeforce Conference is organized to meet other working professionals face to face.
Talk with your professional contacts from other training schools. We are truly moving this conference into a “come one come all” professional event. We all know highly qualified, professional members of our industry that have not come through the ESI and EPI pipeline and we want them to come and share with us the great training, the networking opportunities, and to meet other alumni – to break bread with our brothers and sisters from around the world.
If you are a newcomer to the field – or an experienced professional looking for new opportunities – or simply interested in the networking opportunities provided by the conference, this is a must event. Many regard the NETWORK event held on Saturday afternoon the most important part of the conference, providing a chance to learn about jobs and the industry companies who employ the professionals.
We are offering an incentive to Alumni Members who bring two non-members to the conference by reducing Registration fee by $50 for first time attendees. It is a unique and inexpensive opportunity to find out more about the protection field and to talk with professionals who are working in the field or operating their own business.
The EPIC-Lifeforce Conference actively solicits Corporate Sponsors to offset the cost of Guest Speakers and running the conference. For those sponsors who contribute will receive special recognition before and during the conference and a Free Table at NETWORK. Sponsors can set up a table at the conference and receive honorable mention in all promotional material. We are looking for more. Corporate Sponsorship schedule is the following:
SILVER $500 – GOLD $1,000 – PLATINUM $1,500.
EPI AND ESI PLANNING COMMITTEE
|Bob Duggan, President ESI||Jerry Heying, Executive Director EPI|
|Fonda Delcamp, Vice-President ESI||Gene Ferrera, EPI Director of Training|
|Cory Smith, Executive Services, Target||Rick Colliver, Eaton Corporation|
|Barry Wilson, President, Anlance Protection||JJ Sutton, President, Foremost Security|
ESI or EPI ALUMNI ASSOCIATION MEMBER……………….$295.00
FIRST TIME ATTENDEES DISCOUNT………………………….$50.00
PRE-REGISTRANTS PRIOR TO OCTOBER 1, 2012: Free Copy of Cynthia Hetherington’s book, “Business Background Investigations”.
To register online please visit: http://www.esi-lifeforce.com/alumni-association/alumni-association/conference-registration.html