After a bit of a hiatus, our MUNI Security Guy returns with a primer on how MUNI Security Guys become MUNI Security Guys. We'd also like to let everyone know that our MUNI Driver has taken a bit of a break and hopefully will return soon. But if there are any other MUNI Drivers (or anyone who does anything MUNI -like) out there who'd like to take a plunge, let us know-- we'd love to have you.

How people used to get trained at security:
We used to put them through a minimum of 40 hour orientation / training to include:
-- uniform issuance, locker issuance, etc.
-- the MUNI system including the department “chain of command” as well as the overall chain of command (i.e. Mr. Ford on down)
-- the departments within MUNI
-- phrases that are commonly used at MUNI use of time, i.e. vacation, floating holidays,
compensation time,
-- overtime, sick
-- how to call in sick, give them supervisor telephone numbers
-- how central control works
-- sexual harassment
-- equal employment opportunity
-- field trip to show them the system
-- radio usage, issue a call sign

-- security policies
-- POP ordinances and policies
-- local ordinance law review
-- how to complete a citation
-- how to complete a report (for citation)
-- how to conduct an inspection
-- how to treat / talk to people
-- how to complete field reports / forms
-- role play

After completion of the 40 training, the new trainee is assigned a field training officer / inspector to show them the ropes in the field. this typically lasts for three to four weeks, alternating trainers every week, for exposure / instruction and training with the various persons and their own “styles.” after all this is completed - after a month or so, the new trainee is assigned a shift and paired with a veteran inspector and put on the schedule to work until the next shift sign up period (every three months).

NOW? Within the first week of hire and after the orientation / training mentioned above: assignment to a shift and sent out with a veteran inspector. (no field training). why the change? Thanks to SFPD “deputy chief” Tony Parra, who does not want us trained anything like how the SF police handle their training “too much like police.” SO, the newbies are out to fend for themselves.

Why field training?

I mean, do I have to really explain this? OK, I will: we selected veteran fare inspectors who WANTED to handle training of new personnel, to show them the ropes the proper way. This gives us a gauge of how a person was doing and more so, progressing - tracking their training and ability to function in the field.

Not everyone is a trainer (ability to explain things in different ways, show the new trainee how to properly get things done, etc). Now, if you’re a slug, the slug is showing the new, motivated employee how to be a slug and more so, that the “new” management does not care.

Old way of “new supervisor” training:
We had a forty hour classroom training session to go over what is a supervisor? go over different styles of supervision - try and figure out what styles will work best with the personalities, how to handle supervisor work including scheduling, handling patron complaints, handling subpoenas, report review, stat entry, how to complete workers’ compensation paperwork, problem areas, operation order writing (planning for events), expectations, sexual harassment / EEO complaint handling, discipline process and investigation, team set ups, union (fare inspector) issues to be aware of, etc.

Up to date method: one week, if that, of classroom training assignment to a shift and sink or swim mentality.