Singapore Industry Manpower Shortage 

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The Singapore security industry faces a persistent manpower shortage, which has significant implications for security services in the country. Let’s explore the reasons behind this shortage:

1. Low Basic Pay:
   • Security jobs are often associated with low basic pay. Many potential workers are discouraged by the financial aspect, especially when considering the demanding nature of the work.
   • The compensation does not always match the long hours and responsibilities involved in security roles¹3.
2. Long Working Hours:
3. Security officers typically work 12-hour shifts, six days a week. This grueling schedule can be physically and mentally exhausting.
4. Younger individuals, in particular, find it challenging to cope with such extended hours, leading to high turnover rates among new officers²1.
5. The irregular shift patterns and constant vigilance required in security roles can lead to fatigue and burnout.
6. Some officers struggle to maintain work-life balance due to these demanding schedules
7. Despite efforts to recruit and train local security personnel, the industry still faces attrition. Many officers leave within months of starting their jobs.
8. Attracting and retaining qualified Malaysians has also proven difficult, contributing to the manpower shortage
9. During the pandemic, security officers working in dormitories faced increased workload due to rising Covid-19 cases among foreign workers.
10. The heavy workload and health risks led some officers to quit, exacerbating the manpower crunch
11. Shift Work and Fatigue:
12. Attrition and Recruitment Challenges:
13. Increasing Covid-19 Cases and Workload:

Efforts are being made to transform the security industry, integrating skilled manpower with technology to improve services. Initiatives like the Security Industry Transformation Map (ITM) 2025 aim to address these challenges and create a more advanced and integrated security sector. However, overcoming the manpower shortage remains an ongoing struggle.

What are the proposed solutions to address this shortage?

To address the manpower shortage in the security industry, several proposed solutions are being implemented:

1. Security Industry Transformation Map (ITM) 2025:
   • Led by the Ministry of Home Affairs (MHA) with support from tripartite partners, the Security ITM aims to uplift the private security industry.
   • Key initiatives include:
     • Greater adoption of outcome-based contracting (OBC): This critical enabler encourages technology adoption and more pervasive use of technology in security operations.
     • Improved wages and welfare for security officers, along with career advancement opportunities through the Progressive Wage Model and enhanced protections against abuse and harassment.
     • Higher industry standards with the implementation of the Security Agencies Competency Evaluation (SACE), emphasizing technology in operations, training, and business continuity plans¹1.
   • The Security ITM 2025 also focuses on integrated facilities management (FM), where technology-driven platforms streamline operations and enhance efficiency¹1.
2. Outcome-Based Contracts (OBCs):
3. Since May 2020, public sector agencies have been required to adopt OBCs in their procurement of new security services.
4. OBCs specify contract requirements in terms of expected performance levels, rather than fixed resource outputs (e.g., manpower).
5. Service providers can innovate by integrating manpower, technology, and processes to deliver more effective solutions.
6. Case studies show successful implementation of OBCs, resulting in improved security capabilities and reduced reliance on ad-hoc manpower
7. Security agencies can cope with the shortage by investing in technology and automation.
8. Solutions such as automated visitor registration machines, wearable security devices, and integrated security command centers enhance efficiency and effectiveness
9. Implementing flexible work schedules can help attract and retain security personnel.
10. Addressing long working hours and fatigue is crucial to retaining talent.
11. Partnering with educational institutions can create pathways for skilled workers to enter the security industry.
12. Training programs and career development opportunities can attract new talent.
13. Offering competitive compensation packages is essential to attract and retain security officers.
14. Improved wages and welfare contribute to job satisfaction and retention³
15. Investment in Technology and Automation:
16. Flexible Work Arrangements:
17. Collaboration with Education Institutions:
18. Competitive Wages and Benefits:

Remember, a multifaceted approach that combines technology, better working conditions, and strategic planning is necessary to overcome the manpower shortage in the security industry.

Deep Security Company Provides Outcome Base Contract