Some assignments need one security professional for a defined post or set period. NJProtection & Security Services lists one-person jobs among its current services across West Yorkshire, but that does not mean a single-person arrangement will suit every site or every set of duties.
The work should be considered on its own facts. A useful brief explains the job clearly and gives the person responsible for the site enough information to decide whether the proposed arrangement is appropriate.
Start with the purpose of the assignment
Describe why cover is needed and what the person is expected to do. This might involve covering an existing post, manning a defined area or supporting a smaller venue assignment. Avoid combining several different roles under a broad request for “general security”.
Be clear about the working hours, whether members of the public will be present and who else will be on site. If the work changes during planning, review the proposed staffing arrangement rather than assuming the original brief still applies.
Consider the working environment
Look at the size and layout of the site, the expected activity and any known work-related risks. The question is not simply whether one person can be placed at the location. It is whether the duties can be carried out under the site’s assessed arrangements.
One-person cover should not be used as a substitute for staffing that the site’s own assessment, operating plan or licence conditions require. If the person booking the work is unsure, the relevant site manager should review the requirement before the assignment is confirmed.
Account for lone working
The Health and Safety Executive states that employers must manage health and safety risks before people work alone. Its guidance says this also applies to people contracted to work for the employer, including self-employed people. This is a legal responsibility for the employer or contracting organisation, not a service promise made by NJProtection.
The HSE describes lone workers as people who work by themselves without close or direct supervision, and it specifically includes security staff among its examples. The site’s arrangements should therefore address communication, supervision and what happens if the worker needs assistance.
Set clear contact arrangements
Provide an on-site or duty contact who understands the assignment. The brief should explain how routine check-ins are handled, who can answer site questions and how the worker should report a problem.
These arrangements should be practical for the hours being covered. A contact route that is only monitored during office hours may not be suitable for an evening or overnight assignment.
Make the limits of the role clear
Write down where the assignment begins and ends. State the agreed area, hours and duties, together with any matters that must be passed to the site contact. Clear boundaries reduce the chance of the role expanding informally once the shift has started.
Do not send access codes, key identifiers or other sensitive security information in an initial enquiry. Arrange those details through the site’s approved handover process after the work has been confirmed.
Information to include in an enquiry
- Date, start time and finish time
- Location and type of premises
- Purpose and duties of the assignment
- Expected public contact and other people on site
- Lone working and site contact arrangements
- Any requirement that affects the number of people needed
Businesses can view the current NJProtection service list and use the contact details to enquire about a smaller assignment. Suitability and availability must be considered before any commitment is made.
Source
Health and Safety Executive: Lone working, Protect those working alone