New Concept in Casino Surveillance Training
I am introducing a new concept in training Surveillance and Security personnel. This idea is going to royally tick off some people, specifically other casino surveillance consultants and trainers. I am going to make it unnecessary for any more “return visits from the doctor” for training new or inexperienced surveillance personnel.
I am no longer selling training seminars as such, unless a casino retains me for the original kickoff of its training program, or wishes me to come in for a specific small part of it.
What I am advocating and selling is complete casino surveillance training programs, designed to make a casino entity or gaming regulation and compliance staff completely self-sufficient in its training needs.
What this means is that I will custom-design for a casino a permanent, self-sufficient surveillance training program, based on my own experience and the experience of people I have worked for, worked with and trained under, based on my studies of the law, of cheats, scams, internal and external theft and cheating in the real casino world.
My training programs have for many years been successful in the casinos I have worked.
The program will take a person from green trainee up to the point where he is ready to manage a Surveillance department on his own, when combined with the actual experience he acquires over his years.
This is not a two-day or ten-day training seminar. This is all of the formal training a person will need, and it can be stretched out over two or three years. It will be of benefit to new operators, green trainees, experienced personnel, and even for those ready to move up to Surveillance Managerial level.
The program would include surveillance training presentations incorporating real-life video, photos, written materials, exercises and tests to determine whether the person who took the class actually understood and can apply the material. Each presentation or class would have a position in a specific training sequence.
Each presentation would be a part of a unified, complete and comprehensive casino surveillance training program designed so that a casino Surveillance department, working on its own or together with Human Resources, can maintain the training level of its staff at a high standard despite personnel turnover, without need of outside contracted trainers brought in at great expense. It allows training on a schedule which meets the needs of the casino itself, rather than the quick in-and-out typical of all casino Surveillance training to date.
Typically, a trainer or consultant comes in, being paid a high daily rate, and due to budgets and schedules, only a small minority of the staff gets trained. I know. I have done it for years. It is one of the parts of the business that always bothered me most. A year after I have been there, the people I trained have moved on or been promoted, and the casino that paid for the training is back where it started with green trainees and people with some experience but no formal training. One of the problems in one casino I worked for was that we did have a complete training program; we trained people up to a very high standard, and then they moved on to another casino that was willing to pay them a much higher rate. We had trained people that were working in every casino surveillance room in town, at better pay than we were making. But our ongoing training program ensured that our own people were always up to standards.
A program owned by the casino would no longer require that whole departments scramble their schedules in order to send only a few for a training program. The program could be maintained on an individual-by-individual level under supervision of the Director. It could be run as often and for as many years as needed. Or it could be scheduled in such a way that new trainees would attend classes together; classes could be put together for first-year investigators who are beyond the trainee level, and separate classes could be held for those people ready and wanting to move up to Supervisor level. The point is that the casino would own the license for the program and could administer it as often, as many times as needed, to keep the training of new personnel up to standards set by the program.
Such a program would be administered by the Director of Surveillance, with information to Human Resources as to who has completed the various levels of training.
Or it could be administered, in Indian casinos, by the gaming regulatory authorities. Some of the materials included are vital for gaming inspector positions, after all, and a requirement from Gaming Regulation that observer/investigators pass tests on particular areas is backed up by NIGC regulations requiring Surveillance personnel be trained.
The Director and Human Resources would be in charge of ensuring that personnel passed the tests, retrained in areas where needed, and would ensure that people who got moved into upper level positions had the training necessary to handle their responsibilities.
In order to give this new concept a fine kick-off,
a good beginning,
I will give the first five casinos
who purchase a training program,
customized for their needs,
a full 35 percent
off the purchase price
Inquire with jimgoding@casinosurveillancenews.com
[...] Therefore my fresh look demanded a new idea, a new way for casinos to maintain the standards of training and knowledge in their Surveillance departments, despite personnel turnovers and despite nose-diving training budgets. Please take a look at the article here. [...]
[...] fuller explanation of both the reasons for the change, and my new and improved product–a permanent solution for training staff in Surveillance–can be found on this page, my new home page. Or click the link above for the sister [...]