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Security Guard Services
The service contract where staffing assumptions go unchallenged.
Hospital security contracts are rarely competitively re-bid. Most carry the original staffing model from 5-10 years ago — hours that no longer match actual facility needs. A structured re-bid with right-sized post coverage and defined response SLAs typically reduces total spend 10-25% without reducing safety.
The Money
- Modernizes post coverage to current facility layout
- Introduces measurable response-time SLAs
- Consolidates training and uniform standards across sites
- Surfaces overtime patterns hidden in legacy staffing plans
The Intelligence
- Current contract last bid 5+ years agoGuard service rates, staffing benchmarks, and technology expectations have all moved. A stale contract almost always carries 10-15% margin cushion.
- Flat staffing across all shifts regardless of patient volumeOvernight ED surges and low-census day shifts need different coverage. Flat staffing is how incumbents bill for hours the facility does not need.
- No monthly incident reporting or response-time dataIf you cannot measure guard response times, you cannot hold the contract accountable. Reporting should be table-stakes, not a premium add-on.
- Hourly bill rate by post typeBill rates should differentiate armed, unarmed, ED, and patrol posts — single-rate bids hide margin.
- Response-time SLA with financial creditSLAs without automatic credits are aspirational. Credits should apply automatically on missed response, not by complaint.
- Overtime and shift-coverage rulesDefine which gap-coverage scenarios are vendor cost vs. billable — otherwise every callout becomes an overtime invoice.
The People
- Director of Security / Public SafetyOwns post coverage, incident response, and vendor performance management.
- Chief Operating OfficerApproves SLA structure and any coverage-model changes.
- Director of Human ResourcesAdvises on workplace-violence posture and guard interaction with staff.
- "Our current vendor knows our facility — switching creates safety risk."Institutional knowledge is real but transferable. Require the winning bidder to retain incumbent guards who pass their screening, and structure a 60-90 day transition with overlap coverage. Most successful re-bids retain 70%+ of existing floor personnel.
- "Security pricing is commodity — there is not much savings available."Savings rarely come from the hourly rate alone. They come from right-sizing posts (the right number of guards at the right hours), converting armed posts to unarmed where appropriate, and adding technology (camera coverage) that offsets roving patrols. Hourly rate is 30% of the analysis; staffing model is 70%.
The Execution
- 1Audit current post coverage and 12-month incident logWeeks 1-4
- 2Walk-through assessment with 3 qualified biddersWeeks 4-8
- 3RFP with defined SLAs, response times, and reporting cadenceWeeks 8-14
- 4Vendor selection, transition planning, guard onboardingWeeks 14-22
What's Inside the Full Playbook
Strategic-tier subscribers get the complete 36-section playbook — including these ready-to-use documents, templates, and tools. This sample shows the structure; the full version delivers the execution.
Unlock all 36 sections — documents, calculators, negotiation tactics, and insider intelligence.
View PlansDisclaimer: Sample playbook for illustrative purposes. Savings ranges are methodology-derived estimates — actual outcomes depend on your current staffing model, facility size, and local labor market. Hospital Focus CK does not provide or guarantee vendor pricing.
This is 1 of 3 public samples.
Strategic-tier subscribers execute from the full library of complete playbooks, with full-depth negotiation tactics, vendor intelligence, and the interactive savings calculator.