Turnover of security personnel is very common in the security industry. This makes it difficult for security firms to employ talented staff and leads to new security officers regularly needing to become familiarized with client sites. It is also a common excuse why companies do not dedicate more time and energy into effectively training security personnel. We have very little turnover for several reasons. We also always have a line of security officer’s hoping to gain employment with our team. We deal with turnover in two circumstances. The first is usually within the first (30) days of employment. We ask a lot from our security officers, and in turn we take very good care of them. If someone does not have the drive and work ethic necessary, this will be detected very early. Second time we deal with turnover which is more frequently, is when a security officer from our team is offered a position with a local, state or federal law enforcement organization. We focus on hiring the best and continue to focus on continued education and training. Many of these security leaders have a life-long dream to become sworn law enforcement. We would never stand in the way of this and are always happy to see them fulfill this dream. And our network of contacts and resources continues to build as K17 alumni expand throughout the law enforcement sector. Both of these sources of turnover have been built into our business model. We continue to hire the best and know our clients will receive the best level of service.