Bruce McIndoe, the President and Cofounder of iJET Intelligent Risk Systems, a recognized leader in the risk management, travel, and intelligence industries says that it is essential for organizations operating in the international marketplace to have in place a mature risk management program that will enable them to effectively maneuver in a dynamic environment of change.

Bruce, who prior to founding iJET, was founder and CEO of CSSI, an Inc. 500 and four-time Washington Technology FAST 50 company that developed software for the intelligence community, explains that risk management begins with a concentrated effort to identify the key process areas that must be addressed in order to ensure that a risk management program embodies the elements needed to withstand challenges.  That advice applies equally to companies that already have a mature risk management program and those that are in the early stages of developing one.

Having served as a lead architect on one of the most productive intelligence programs in the history of the National Security Agency, Bruce relies on sophisticated analytical tools iJET has developed to devise and deploy benchmarking methods that produce comparative data used to measure and assess the maturity level of risk management programs.  He has applied this methodology working with numerous Fortune 500 companies that use iJET services.

At the 2012 PSC Conference: SECURITY SOLUTONS, Bruce will deliver the keynote presentation,  “Global Risk Management,” in which he will provide a rare look inside some of the most successful risk management programs he has created for companies around the world.  His session will also include a reference to best practices and key lessons learned by others who have already achieved success in managing their international operations in times of challenge; valuable insight into how others can draw their own roadmap for developing a more robust risk management program.

If you are a member of ASIS International or the American Board for Certification in Homeland Security (ABCHS), or both, you can earn the required continuing education credits you need to maintain your certification in these organizations.

• If you are an ASIS member you will earn 21 CPE (Continuing Professional Education) credits for CPP, PSP, and PCI recertification. ASIS requires that you earn CPE credits over a three year term to maintain certification: 60 CPEs for CPP, 45 for PSP, and 45 for PSP. ASIS has recognized the PSC for CPE credit since the conference was first held in 2007.

• If you are an ABCHS member you will earn 21 CMU (Certification Maintenance Units) for CHS recertification at all levels. ABCHS requires that you earn 30 CMUs over a three year term to maintain certification. This is the first year that ABCHS has recognized the PSC Conference.

Commenting on the opportunity to earn educational credits at the PSC Conference, Michael Nossaman, President of the Protective Security Council said, “We are extremely pleased to have earned the acknowledgment and recognition for the quality and content of the PSC Conference program by the ASIS International and the ABCHS. We welcome and look forward to having members of these organizations join us in the advancement of learning and education that contributes to more active and effective professional security and homeland security.”

As a member of either or both the ASIS and the ABCHS you will earn a substantial number of credits needed for recertification in just three days at the PSC. You will save a tremendous amount of time and money in achieving recertification in both organizations, plus, you get all the PSC Conference has to offer – great content and networking.

The PSC will provide you with all documentation you need to verify attendance including transcripts of seminars attended and, for the ASIS, a Professional Certification Board (PCB) certificate.

The PSC Conference is just three weeks from today and there is still time to register. Plus, if you act soon, there are still rooms available at the Tremont Plaza Hotel…but they are going fast…so don’t delay.

Register by May 11 and save $100 off the regular registration.

REGISTER NOW

Get More Details

The Fourth
PROTECTIVE SECURITY CONFERENCE
SECURITY SOLUTIONS

Wednesday – Friday ~ May 16 – 18, 2012 ~ Tremont Plaza Hotel ~ Baltimore, Maryland

Marianne Schmid, CAO of the American Board for Certification in Homeland Security, confirmed that ABCHS members will get up to 21 CMU (Continuing Maintenance Units) for recertification by attending the 2012 PSC Conference: SECURITY SOLUTIONS.  The ABCHS requires all members to earn 30 CMU credits every three years to maintain their professional certification.

Michael Nossaman, President of the Protective Security Council welcomed the news, “We are extremely pleased to have earned the acknowledgment and recognition for the quality and content of the PSC Conference program by the ABCHS.  We welcome and look forward to having ABCHS members join us in advancing learning and education that contributes to more active and effective homeland security.  There is no more critical need today.”

ASIS International members can also earn 21 CPE (Continuing Professional Education) credits for CPP, PSP, and PCI recertification.  ASIS members who attend the PSC Conference will receive a PCB certificate with their transcript.  ASIS has recognized the PSC for CPE credit since the conference was first held in 2007.

Click this link for details and to register.

http://ennect.com/e1850

What is leadership today? What has happened to the so called leaders of the industry? Who really makes the decisions that affects the lives of the people that we protect? Has the profession sold out?

As a former Recon Marine, I make all decisions pertaining to the daily operations of any protection detail predicated upon two principles:
1.  Accomplish the mission.
2.  Look out for the welfare of my men.

Seems pretty easy to me, how do I keep the principal from getting hurt or embarrassed and how do I keep my team from getting hurt?  So far, my track record is pretty good. I’ve had zero casualties for VIP’s and zero for my team. I’ve done protection operations in 46 countries. Some extremely high threat, some nearly zero threat.  I have taught protection in another dozen extremely high threat countries. None of the people that I have taught have ever had a VIP injured. There have, however, been some casualties amongst the protection teams. Not to be unexpected, as the areas that they are working in are not vacation areas. Of course, we would not have been there if they did not need real help.

The points that I am going to make seem like no brainers to me, but there is something intrinsically flawed in our profession today. Or I wouldn’t be writing this. As usual, I have all the questions and very few of the answers.

Forty years ago, being a protection guy meant one of two things – either you were a knuckle dragging Neanderthal with an IQ of 80 or you were an ex-cop, ex-football player, weight lifter, etc. that was related to somebody who knew somebody. Your job was to look intimidating and be ready to kick some ass if your principal found themselves in a bad spot. We were professional fighters. Brain not required nor desired. The profession was viewed as a less than honorable one.

Thirty years ago, this perception began to change as world events put more people in harm’s way. Major corporations, entertainers, politicians, etc. realized that by virtue of being well known or controversial that they needed to make sure they did not become a statistic. Visionaries like Dr. Richard Kobetz (Executive Protection Institute) saw what was happening and started programs to make the profession honorable. He made people realize that planning and being presentable (not ogres) was the way of the future. We learned that the keys to success lay in never having problems, not beating the crap out of miscreants. Of course, the lawyers were pleased to have a new breed of protection specialist that they did not have to represent in court nearly as often.

Others like Tony Scotti realized that getting our VIP’s from point A to point B without getting killed on the road required a different set of driving skills. He saw that just having a driver’s license was not enough to help keep the VIP’s safe. That defensive driving and evasive skills were as important to the VIP’s as planning. That being able to see bad things unfolding on the road ahead of us gave a chance to avoid problems. Again, the lawyers were ecstatic.

Forward thinking corporations, families, entertainers (and their legal staff) soon realized that our profession could keep them safe, not get them embarrassed and not sued in court as regularly as they used to be.  CEO’s and their board of directors even realized that they had a fiduciary responsibility to their clients and shareholders NOT to get hurt, killed, or sued. And these folks were hiring the graduates of these specialized training courses and seeing them as assets not liabilities.

All of this progress was a good thing for the industry. BUT, like all things, change is not embraced by all. Where did the protection guys fit in the hierarchy of the corporate, family pyramid? Who did we answer to?  What was the chain of command? Who did the director of security report to? Who did our reviews? Who decided who was good and should be retained and who should be let go?

Some reported to the CFO, some to the director of human resources, some to the secretary of the boss, some to house manager of the family. No big deal, right?

WRONG! This is where the wheels start to come off and where the leaders fall far short of their responsibilities to their men and their VIP’s. How can someone judge what we do and how we do it if they have never done it? They can’t. And never will be able to. It is up the team leaders, the security directors, detail leaders (choose your term) to enlighten these so called “bosses” and look out for the members of their teams. Unfortunately, today, this does not happen.

Since when did being a house manager, wife of a CEO, butler, human resource director, or anybody else automatically qualify them as security experts? Sure, they can comment on looks, weight, verbal abilities, demeanor, clothes, but they know nothing about the industry. Never have, never will. Why do they have this power? Who gave it to them?

All of this has come to pass because the leadership guys have sold out. They are more concerned with keeping their jobs than doing the job correctly. They don’t have the balls to tell anyone outside their team that they do not know what they are talking about. They don’t tell them to stay in their lane. As a result, the protection of the principal has been compromised as the protection team guys are now asked to cook breakfast, hang up coats, walk the dogs, take the maid to the train station, this list could go on forever.  Instead of doing advances, running routes, working out, etc. – the protection team is seen by the other worker bees just sitting around eating donuts and we quickly are labeled as lazy and probably not needed. True leaders know this and make sure their team is always working, not seen feeding their faces or sleeping in the command post.

This has become a huge factor in our industry and why we are losing the respect that we earned a few short years ago. Combine this with all the PSD (personal security detail) guys returning from the Middle East that are now trying to find state side work and we have serious problems.

Here’s a news flash – PSD work in Iraq does not translate to executive protection in the US; it’s apples and oranges. You may have been the cock of the walk in Iraq, but in the US, the rules are different. You need to attend a school and learn the realities of state side work. Leave the 511’s in the foot locker and buy some real khaki pants and Polo shirts.

Why do I bring this up, you ask? I have worked in both arenas and I know the differences. I had 60 guys working for me in Iraq and have worked anywhere from one man details to 12 man details in the states. The philosophy is the same, the skill sets are different. Too many times, I have seen guys from the war zone work in the states and attempt to hammer square pegs into round holes. It doesn’t work.

But, it all comes back to leadership. The heads of any and all details have to be able to analyze the strengths and weaknesses of their team and make sure that they never put their people in a position to fail. We all get painted with the same brush if and when a mistake is made.

More importantly, the detail leaders have to make sure that the principals understand what our jobs are and push back when ridiculous requests are made of our people. No, we don’t cook dinner. No, we don’t hang up coats. We are protection specialists. The leadership has to spend the time and energy to make sure that the other employees know what we do. We have to look out for the welfare of our team or we become man servants or woman servants.

Yes, we are in a service industry. Our service is to allow our principals to live as normal a life as possible free from worry. We need to make sure that we always present a professional image. We need to keep our people (both the VIP’s and the team) out of the line of fire.

How do we undo this trend of house managers, wives, whomever from directing our day to day activities? First and foremost, never put your team in a position to look anything other than professional. When comments are made by people not qualified to make them, take the time to educate them. Be polite, but be firm.

Have a meeting with the principal and explain to him or her how and why you are directing your people to do things a certain way. A lack of respect from the principal or his family will quickly encourage others to treat you the same way. Don’t let it happen.

Establish a real chain of command. Make sure that everyone knows to come to the head of the detail with issues, problems, requests, etc.  Make sure these folks are not going directly to your team. Only the head of the detail should be tasking his team with work to be done. Make sure your team tells anybody asking them to do things to run it through you first.

Get rid of the guys or gals on your team that seem to have their agenda ahead of yours.  Beware of those that will try to eat their way to the top. Be firm, but fair. Once somebody has undermined you, they have to go.

Lead from the front; never ask anyone to do something that you wouldn’t or couldn’t do.

This will be a painful war. Guys will lose their jobs as we attempt to put Pandora back in the box. Is your job more important to you than your reputation or self-esteem? It seems in an awful lot of cases that this is true. We need to get back to the basics of being good at what we do and how we do it. While we protect the principals, we also need to protect our teams. I’d rather have the respect of my peer group than kiss the ass of the house manager any day of the week. But, that’s just me.

Frank G. Gallagher has over 20 years of international experience providing personal protection, intelligence gathering, counter-terrorism operations, surveillance detection, threat analysis, and security training in both the private security sector and  the U.S. Military.  He was the Agent in Charge of Ambassador L. Paul Bremer’s security detail in Baghdad, Iraq where he was responsible for the day to day safety and security of the Presidential Envoy.  He was Director of Security for former US Secretary of State, Dr. Henry A. Kissinger, and was responsible for the safety and security of Dr. and Mrs. Kissinger domestically and internationally, publicly and privately.

Read about Frank’s seminar he will be presenting at the
2012 PSC Conference Seminar
The Care and Feeding of CEOs and CSOs.

by Michael Nossaman

Two documents published last year put new demands on businesses to implement effective safety measures to reduce the incidence of workplace violence.

In September, OSHA issued a compliance directive that establishes uniform procedures for its field staff when responding to incidents and complaints of workplace violence and conducting inspections in industries considered vulnerable to workplace violence.

ASIS International and the Society of Human Resources Management (SHRM) published the American National Standard for “Workplace Violence Prevention and Intervention,” (WVPI) in October, “that provides an overview of policies, processes, and protocols that organizations can adopt to help identify and prevent threatening behavior and violence affecting the workplace, and to better address and resolve threats and violence that have actually occurred.”

The OSHA directive is primarily for use by OSHA Compliance Safety and Health Officers (CSHOs) who will conduct inspections of at risk businesses or respond to an incident, and is useful as a map for employers to understand the scope of their responsibility to provide safe work and safe workplace under the General Duty Clause of the Occupational Safety and Health Act of 1970.  OSHA does not have a specific standard that addresses workplace violence and this is the first enforcement directive ever issued on the subject by the agency.

The ASIS-SHRM standard goes deep into recommendations for developing and implementing a comprehensive, multi-disciplinary WVPI program; a threat management protocol, and practices that can help in effectively managing post-incident issues.

It recommends that the multi-disciplinary group include top-management, legal, HR, security, safety and health, crisis management, risk management, unions, EAPs, PR, and even outside experts.  It charts the specific contributions of each of these experts but does not suggest which one should take the lead in the initiative.

Together, these two documents are a good resource for establishing or improving a WVPI program to protect employees.  They also signal that a formal and comprehensive WVPI is not something that can be ignored or that just a minimum effort will suffice, especially in terms of downstream liability in the aftermath of an incident.

The OSHA directive is available free from OSHA.  You can download a free PDF of the directive from the PSC website:  Enforcement Procedures for Investigating or Inspecting Incidents of Workplace Violence.

The ASIS-SHRM standard is free to download one time for ASIS members.  Hard copies can be purchased by non-members for $117.00.

A special seminar at the 2012 PSC Conference will explore in-depth the new workplace violence standard and directive.  Presented by Dr. Michael Corcoran, President of The Workthreat  Group, a nationally recognized authority on workplace violence issues, “Meeting the Latest ASIS/SHRM and OSHA Standards for Conducting a Risk Assessment” will review and discuss details of the workplace violence criterion that is a new baseline for all organizations to adopt, and outline specific guidelines for conducting a risk assessment so that compliance with these standards is assured.

Dr. Corcoran specializes in identifying and handling potentially violent subjects. He does threat assessments, determination of true potentials of violence and criminal profiling and training for governmental agencies, cities and counties, law enforcement, Fortune 500 companies, school districts and healthcare providers around the world. He has spoken internationally on all these topics as well as written numerous articles and books on determining and handling violence. www.workthreat.com

Learn more about this and other seminars at the 2012 PSC Conference.

In business, the goal of networking is to get something of value. For many, that means a new job or more business.  Unfortunately, for most people, their networking strategy and tactics will never work.  They launch a full frontal assault by loading up with contacts; boosting their LinkedIn connections to 500+, the number at which they quit keeping score; and hope they get noticed.  Surely having all those connections will produce the expected results, right?

But what about all those people who already have a job or all the business they can handle, what do they want to get from networking?  It’s simple: to get better.  Specifically, get better at what they do.  They network to learn and improve their knowledge, skills, and best practices.

Networking is not a goal, it’s a tool.  It is the process of building and maintaining relationships that will be of value to you.

Successful people know intuitively how to develop and nurture a reliable network of colleagues who can offer them something of value that makes them better at what they do.  They also know that in order to get something, they first have to give something.

A bazillion contacts alone won’t get you a job or business, that’s only a prospect list.  Getting better at what you do, will.  Simply knowing people is not a job qualification. You get hired based on what you have done because it implies what you are able to do.

Networking is a useful and powerful tool if your goal is to “get better.”  If you have connected with the right people – and that is key to your networking success – within your reach is a vast reservoir of knowledge, skill, experience, personal recommendations, and introductions.  Your objective is to access on a personal level what others have that you need.  Your network has all the answers.

The question then is, how do get from others what you need?  The blunt instruments of selfish pursuit – “It’s about me, not you.  It’s about what I need, not what you need” – are not likely to produce the outcome you want.  Try this instead, give the people in your network something they need…and expect nothing in return for it.

What Do You Know About Who You Know?
What you can offer others may not always be obvious so you must first get to know everyone with whom you have a relationship.  Quality trumps quantity in networking.  James Clear, founder of Passive Panda, in his article, “24 Networking Tips That Actually Work,” put it this way, “Your [networking] goals should not be on the forefront of your mind. You’re trying to develop a relationship with someone, which means you should be thinking about them. It’s your job to understand the people in your network, where they are coming from, and what’s important to them.”

Brother, Can You Spare A Dime?
Once you know what people need, you can tailor how to help them get it.  But again, don’t expect anything in return.  Your single goal is to help other people.  Again, follow Clear’s advice, “Yes, it would be nice if they helped you out as well, but networking is a two–way street. And your side of the street is all about helping others, not asking them to help you.  Asking for favors should only become a possibility once you have learned more about the person and provided some value to them.”

Giving Is Its Own Reward
So what are the practical tactics of this strategy?  You give and you get.  The more you give the more you get.  Start thinking in terms of what others need and fulfill those needs.  If what you offer is of real other-directed value, your effort is more likely to be rewarded.  That reward may be to open up access to the help you need.  Your contribution does not always need to be at the monumental life-saving or problem-solving level; something as simple as a compliment, a thank you, a favorable comment, an introduction, or a recommendation, carries a lot of weight and will get you started.  Don’t sell yourself short either.  If you have knowledge and skills from learning and experience – even at the entry level – be confident, and offer to share what you know with others, both above and below your level of expertise.  Frankly, if you can’t do that in your chosen career, you should consider another line of work.

From now on, your networking strategy for success is to Get Better!

______________________________________________________________
I hope this article helps you.  Let me know; share your thoughts, advice, and other ideas about networking in the Reply box below, or send me a personal note.  If you want to help someone else, send them a link to this article.  If I can be of any assistance to you, please just ask.

My thanks to James Clear, Founder of Passive Panda, for permission to quote his excellent article “24 Networking Tips That Actually Work.” It’s a straight to the point how to list I highly recommend.

The initiative to finally devise a long sought credible certification in dignitary and executive protection has made significant progress in the past 18 months and appears to be on a path to success in the not too distant future.

The American Board for Certification in Dignitary and Executive Protection (ABCDEP), a subset of the American Board for Certification in Homeland Security (ABCHS) is currently conducting a survey among EP practitioners to determine the importance of various EP tasks.  This survey is part of the process leading to the creation of the certification exam.  In order to be certified, passing the exam will be a requirement.

BACKGROUND OF THE ABCDEP CERTIFICATION
From its inception in late 2010, the foundation principle of the initiative to establish an American certification standard in dignitary and executive protection was that it be credible.  That meant it had to, 1) be based on a sound doctrine and essential elements of knowledge;  2) that certification candidates command that knowledge;  3) that candidates have experience and;  4) they can pass a rigorous examination sanctioned by an objective third-party entity.  This was not to be a “pay to play” exercise.

The process began with engaging an organization that had a demonstrated ability to guide and facilitate the creation of a bona fide professional certification process and methodology.  The organization selected to provide this function is the ABCHS.  The ABCHS is a non-biased provider of professional certification that does not offer protection services or training.

The next step was to recruit a board of directors from across the spectrum of dignitary and executive protection with the relevant experience and skills that would assure a comprehensive view of the profession.  The 15 members of the board – all volunteers who donate their time and serve at their own expense – are active practitioners in one way or another from the corporate, private, and government sectors.  Together, the board has more than 325 years of experience in the profession.  A list of board members is on the ABCDEP website.

The board’s task was to structure a process to achieve certification that would be recognized by peers and end-users as evidence of professional competency.  That began with a comprehensive description of what the job of dignitary and executive protection actually entails.  The product of that effort was the Job Task Analysis (JTA), a 150+ page document that details the essential elements of providing protective services.  The JTA was the foundation for creation of the Job Task Statement (JTS) which lists the skills knowledge that a competent, professional EP agent must command.

A SURVEY OF EP PRACTITIONERS
In order to test the validity of the Job Task Statement, a survey was developed to be taken by actual EP practitioners.  The purpose of the survey is to determine the frequency and importance of applying and performing the tasks listed in the JTS, “…to get a good feel for the job requirements of dignitary and executive protection professionals.”  The survey will be used to validate that the certification is, “…aligned with the ‘real world’ demands of someone working in these areas [EP].”

If you want to participate in this survey, you can access it at: https://www.surveymonkey.com/s/N5B9CLG

EDUCATION, EXPERIENCE, AND TESTING
Another key task for the ABCDEP Board was to establish the baseline requirements for certification: 1) Evidence of training and education in dignitary and executive protection that is consistent with the doctrine and knowledge enumerated in the JTA;  2) a minimum of two years of cumulative protection experience;  3) successfully pass the ABCDEP certification examination.

A board committee is currently developing an objective standard and methodology by which a certification candidate’s educational achievements will be evaluated.  This includes the pre-approval of schools and training programs whose curriculum comports with the standard established by the ABCDEP.  That standard will be objectively based on the JTA and JTS.  If a school is pre-approved, it will mean that a candidate’s educational credentials will be automatically accepted.

The documentation of work experience will be the responsibility of the candidate.  A committee of board members will evaluate the student’s experience.

Another board committee is working on the design of the certification exam, pending the results of the survey.

OBJECTIVITY IN THE ABCDEP CERTIFICATION PROCESS
In the training world it is common practice to conduct training, test students, and issue a certificate.  That is a reasonable and accepted practice.  But it is not the same as certification, mainly because the training and certificate come from the same source: the training provider.  This process lacks the independent verification that a student commands the knowledge required to perform the task.

In order to meet the generally accepted standards for professional certification – in any field – the certification candidate must first obtain their training and education, then pass an accredited examination created by an independent entity.  Using this independent testing methodology ensures that a candidate actually possesses the knowledge necessary to meet the standard established for that certification.  Moreover, this arms-length validation of education, experience, and examination will foster confidence in an end-user who employs an EP agent.

As stated previously, in order to maintain an objective separation and avoid any conflict of interest that would degrade the credibility and high-value of the certification, neither the ABCHS nor the ABCDEP will offer any training in the field of dignitary and executive protection.  Furthermore, no member of the ABCDEP Board who offers for-profit training is allowed to serve on the committee that evaluates student education and training, and approves training providers.

AN INDUSTRY COMMUNITY DRIVEN EFFORT
This certification initiative is not the product of a single entity or individual with a narrow perspective.  It involves several independent organizations, the EP community, and the combined effort of 15 professionals with varied backgrounds, education and training, and experience who have devoted considerable time and energy at their own expense to create a credible certification in dignitary and executive protection that will benefit not only the practitioners, but the end-users of protective security services.

Information about the ABCDEP, board members, and the ABCHS, is available on the ABCDEP website.

Disclosure & Disclaimer: Michael Nossaman, President of the Protective Security Council, is a volunteer member of the ABCDEP Board of Directors, and serves as the Board Secretary.  Neither he, nor the Protective Security Council has any business or financial relationship with the ABCDEP or the ABCHS. You can contact him at info@protectivesecuritycouncil.com. The content and accuracy of this article is the sole responsibility of the author and the Protective Security Council, and is not an official statement of the ABCHS, the ABCDEP, or the ABCDEP Board of Directors.

Permission to Reproduce.  Permission to reproduce this copyrighted article, in part or whole and unedited, is granted provided you give attribution to the author and source,  and include a link to the original article.

To receive future announcements about the ABCDEP certification, Join Our Mailing List.

Customarily we fill vacant sessions with people with whom we have an existing relationship or who have a specialized knowledge and skill set relevant to our conference mission and objectives.  This time, however, we are changing our method of building the conference curriculum.  Due to the growth of the PSC community of professionals – constituting a vast amount of talent, knowledge, and experience – we are making an open call for seminar proposals.

If you are interested in presenting a seminar at the 2012 PSC Security Solutions Conference or a future PSC Conference, we invite you to submit your proposal.  Information about appropriate seminars for consideration, and guidelines for submitting a proposal, is available on the PSC website.  You can use this link to directly access the Conference Guidelines.

Security Solutions: Executive Protection
Wednesday – June 8

Security Solutions: Executive Management
Thursday – June 9

Plus, a special Keynote presentation by Tony Scotti
“Why Are We Here?  Where We Came From And Where We Are Going”
Legendary executive safety and security guru Tony Scotti, President of Tony Scotti Associates, will take you through five decades of security changes and evolution and describe what we knew then, what is different today, and what we will need to change and adapt to be successful in the future.  One of the most revered experts in the security industry, Tony Scotti is a true pioneer and innovator of modern security.
Wednesday – June 8

Security Solutions: Executive Protection – Panelists
This panel of experienced and hardened EP pros will answer your toughest questions about how to do the job in the real world, and share their knowledge about what it takes to be successful in this demanding profession.

Joseph Autera
President & CEO
Tony Scotti’s Vehicle Dynamics Institute

Gary Berry, SAC
Protective Services Division
Office of Disaster Management and National Security
US Department of HUD

Philip Curlewis, CFE, CHS-III
CEO
Abate Risk Ltd (Hong Kong)

David L. Johnson, CHS-V, DABCHS
President
ITG Consultants, Inc

Filippo Marino
Director – Executive Protection
McDonald’s Corporation

Edgar Mosquera, Esq.
General Counsel-Intel Manager
Protection Resources International

Security Solutions: Executive Management – Panelists
This distinguished panel of security executives with a wide range of experience will answer your toughest questions and give you straightforward advice about how to guide your enterprise into the global markets of the new century.

Russell G. Cline
Corporate Security Director
Westinghouse Electric Company

Rick Colliver
Global Security Manager
Eaton Corporation

Jerry Heying, CPP
President & CEO
International Protective Group

D. Bruce McIndoe
President
iJet Intelligent Risk Systems

Scott Sheafe
Global Security Director
MARS, Incorporated

Mikkel Chr. Runberg
Managing Partner
Guardian Global Business Security (Copenhagen)

You can still register for the 2011 PSC Conference if you act today!

Don’t miss this exceptional event.

REGISTER NOW!             GET MORE DETAIL

The Third
PROTECTIVE SECURITY CONFERENCE
Security Solutions You Need To Succeed!
  June 8-10, 2011  ~  Tremont Plaza Hotel  ~  Baltimore, Maryland

“Excellent forum. Covered a variety of topics with top notch speakers – experts in their field.”

  See the Protective Security Conference video