History of DSI
DSI originated in 1969 when Sheriff A.B. Clark started a security company in response to a request from the construction company building the nearby Farley Nuclear Plant. As the company’s reputation grew for providing quality security services DSI began to grow, opening an eventual 20 branch offices. A.B. Clark began DSI with the belief that his company could fill a void with a dependable, competent team of people. DSI now consists of thousands of carefully selected and highly trained security personnel.
DSI is still a family-owned and managed company, led by A.B.’s son Alan, Chairman of the Board, along with his wife Marty, President. Alan and Marty’s three children all work with DSI in various capacities as well. DSI has also benefited from its well-rounded, experienced, and professional management staff that have helped in building DSI’s reputation as a leader in the security industry. Following sound business practices through the years DSI has been able to maintain a high quality of clientele. Many of our clients have experimented with less expensive security suppliers prior to choosing DSI, but have ultimately chosen the more personal way of doing business DSI provides.
The goal of quality assurance is to see that the standards established in the DSI procedures manual are followed. The DSI operations department performs internal compliance audits using DSI’s established procedures, assuring adherence to policy. Recommendations are often made with suggestions to improve our service and in keeping with the ever changing needs of our clients.
With personnel turnover in the contract security industry of significant concern to the clients and suppliers alike, DSI strives to reduce officer turnover to a minimum with the implementation of superior training and competitive wages. DSI employs a substantial number of temporary and part-time workers in order to cover known shortages due to vacation, labor disputes, seasonal fluctuations, and temporary contracts. The employment of college students, military personnel, and such are also utilized knowing that their retention with DSI may not be permanent. As a rule, this type of employee is reliable and will help to meet the needs within company. A more accurate gauge of retention is to analyze the facts that 50% of DSI employees have been with the company two years or more, 15% of DSI employees have remained for more than three years, and more than 10% of DSI employees have remained with DSI for more than five years.
The management at DSI is aware of the unique issues that can arise in transitioning from one security provider to another. DSI has the resources and experienced management to oversee an efficient transition without gaps in coverage and with the promise of an effective, well-trained staff of officers. With the implementation of well-tested and proven transition procedures, and anticipating as many scenarios as possible, DSI is effective in providing the client a smooth transition. The DSI transition team consists of the following:
The regional manager in charge of a transition works closely with the client to maintain a coordinated change over. Other DSI personnel are involved in the recruiting, hiring, background checks, and training, and transition begins as soon as the contract is awarded. As a rule, DSI requests a four week lead time for transition but management is aware that is not always an option for the client. The requirement for a faster transition of service can possibly incur overtime and other “emergency” expenses to the client but DSI always makes the effort to keep this extra expense to the client to a minimum. – less
385 salaries reported
$9.51 per hour
34 salaries reported
$9.15 per hour
35 salaries reported
$10.44 per hour