Corporate Who we are. With , employees working around the world, the standards we set and the way in which colleagues conduct themselves are fundamental to the success of our business. They rely on the company to provide a safe place to work and for development, support and guidance throughout their career.
Our size and scale mean that we touch the lives of millions of people across the world and our goal is to ensure that we make a positive impact on the communities in which we work. Our people. Our Board The board leads the group's governance framework, setting broad strategic targets, monitoring progress, approving actions and ensuring appropriate controls are in place and operating effectively. Get to know our board. Our Executive Team G4S is managed through a functional and regional structure.
Read more about our Executive Team. We employ more than , people, making us one of the world's largest private employers. PDF format. Show details about this statistic. Exclusive Premium functionality. Register in seconds and access exclusive features. Full access: To this and over 1 million additional datasets Save Time: Downloads allow integration with your project Valid data: Access to all sources and background information.
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The most important statistics. Further related statistics. Further Content: You might find this interesting as well. Topics Security services industry in the U. Learn more about benefits. Not a job with a family. Transportation Officer in Taylor, TX.
Easy job, bad supervision. See all reviews. What would you say about your employer? Help fellow job seekers by sharing your unique experience. Write a review. What is the interview process like at G4S? July 10, What tips or advice would you give to someone interviewing at G4S?
October 11, Do not apply so you do not get an interview. They hire practically anyone and everyone because it is a body to fill a position. Recognize the good, loyal, hard working, do their job officers. Give more respect to officers and give raises to those hard working officers that actually do their job.
No one is perfect but give credit to the officers who do actually do their job to their best. Have your officers back against the client when you know the officer is your hard working, loyal, good officer; do not write them up for stuff unless you have spoken to them and determine it requires a write up. Officers leave or want to leave the company because the hard working officers do not get respected or recognized nor do they get seniority over new officers for a schedule they earn or suddenly change the schedule where the senior officer doesn't get weekdays as earned when officers left.
Pay raises to those hard working officers. There should be a pay difference based on performance, attendance, and the many hours OT an officer puts in which speaks loyalty and dedication to the company and their job. Recognize those officers. Talk to the officers personally to better the company, management, other officers, and the site itself to help and benefit the officers to conduct the duties even better for the client. The officers work the sites so they should be the ones' opinions who should be considered for the site they work.
G4S Academy Home. G4S Academy. News And Insights. Media LIbrary. Media Contacts. Social Responsibility. CSR Case studies. Our CSR Commitment. Safeguarding our integrity Home. Safeguarding our integrity.
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