Rarely is this addressed by professionals in the security industry and is typically only given lip service by most organizations. As a client, you have to question your vendor on the wages and benefits they provide to their officers. Do you really want officers that are paid fast food wages with no benefits? The security industry has a negative reputation largely due to the issue of poor compensation. Companies give little thought to this part of the equation as they are simply looking for revenue growth at all costs. Ask the prospective security vendor how they arrived at the pay levels they are proposing for your officers.
Dig deeper into the answer to determine if they have actually given thought to the issue or just given you the “average” wage paid in the marketplace. If this is the answer, then you have a company that lacks the knowledge to properly evaluate your needs and service your account or simply is chasing revenue regardless of their ability to service your account. An average wage in the market means that they are comparing you to other accounts with whom you may be similar, but most often not. If you are a retail facility, do you really want to be compared to an officer park or high tech facility which requires a different wage structure? Your wages structure should be based upon the requirements to provide you the level of service you desire, wages paid to similar organizations in the market and wages that will attract the level of talent that you require.
Talk to the prospective vendor about the cost of living in your market and determine if they have given this any consideration. If they are proposing wages that will not allow the person to rent an apartment and meet basic living requirements, then you have the wrong provider. It is another indication that customer service and employee relations are not the primary driver of their business.