Security FAQs

Arrow states that it uses strict hiring practices, training programs, and licensed security professionals. Arizona DPS regulates security guard agencies and individual guard registrations. DPS says applicant fingerprints are used to check Arizona and FBI criminal-history records and maintains separate requirements for unarmed and armed registrations. Clients should use the DPS Public Services Portal status lookup to check the agency and each assigned guard; a card or photocopy by itself is not proof of current validity.

They should. A state guard registration establishes a baseline, but it does not teach every officer the layout, hazards, people, systems, and procedures of a particular assignment. Site-specific orientation should occur before an officer works independently and should be documented. Industry-specific training should be added when the environment creates specialized duties or risks.

Guard performance should be verified through multiple controls: schedule and attendance monitoring, field supervision, report review, patrol or checkpoint records, client feedback, incident follow-up, and documented coaching. No single GPS point, time clock, or site visit proves that every duty was performed correctly.

A professional security contract should have a written call-out and missed-shift procedure. When an officer reports an absence, the company should promptly notify scheduling or supervision, seek a qualified relief officer, and keep the client informed when coverage may be affected. The replacement must have the required license, armed status, assignment qualifications, and access to current post orders; filling the post with an unprepared person can create a different problem.

Consistent officer assignments are usually desirable because familiar officers learn the property, normal activity, regular vendors, recurring risks, and client expectations. Continuity can improve report quality and reduce repeated orientation. However, no responsible provider should promise that one named officer will cover every shift indefinitely; illness, leave, turnover, training, emergencies, and schedule changes require qualified relief.

Communication should be defined before the first shift. Routine activity can be documented in daily reports or a client portal, while urgent events require immediate contact through an agreed call, text, radio, or escalation system. A serious incident should never wait for the next daily report.