Roll Call: Veronica Molina, Human Resources Manager
Veronica Molina is the Human Resources Manager at Summit’s Westchester/Hudson Valley, Albany, and Connecticut regional offices. As Human Resources Manager she implements Summit’s progressive human resources practices to support the company’s growing force of security officers. The Summit Report spoke with Veronica about her role in overseeing human resources in Summit’s largest geographical regions.
TSR: When did you join Summit?
VM: I was hired as an administrative assistant to the New York City Regional Manager in 2006. Six years later, I was promoted to Human Resources Assistant, working with Senior Human Resources Manager Angelica Rossello in the New York City Regional Office in Manhattan. In 2015, I was promoted again, this time to Human Resources Manager for the Westchester/Hudson Valley, Albany, and Connecticut regional offices.
TSR: How has Summit’s Regional Operations changed since you became Human Resources Manager?
VM: Summit’s growth in Connecticut this year has been amazing. Since Summit was awarded the State of Connecticut Department of Administrative Services contract, the number of security officers we deploy throughout the state has soared. As the Human Resources Manager, it has certainly been a very busy time.
TSR: How does the Connecticut expansion affect you as Human Resources Manager?
VM: We have had to hire more than 400 security officers, which means that each new officer we hire must meet Summit’s rigorous standards and have the specific qualifications demanded by the Connecticut agencies. We have to interview applicants, conduct background checks, process them and either register them with the State, or confirm their existing registration, and make sure they have passed a complete physical. We also have to make sure each security officer receives the training that the State mandates and the specific training that each agency requires.
TSR: What is Summit’s process for recruiting security personnel?
VM: We advertise online to attract applicants and we rely on walk-in applicants and referrals from current employees who often know someone who would make a good security officer. Once an applicant comes in and fills out an application, we review the application and conduct an interview. If they have security officer experience, we check with the State to see the status of their security officer license. If not, we start the licensing process. We perform a background check and a conduct a Reid Psychological Test to assess the applicants’ integrity and honesty and a drug test. If they meet our standards, then we look to see if we have an available assignment for them and administer any training they may need.
TSR: How does Summit ensure that all of its security officers have received the right amount of training for their assignments?
VM: We have a very advanced computer tracking system that documents the training that each security has completed. The system compares the training they have received against the requirements of the client to which they are assigned and alerts us if they require additional training. The system also monitors annual refresher training that security officers need to take and alerts us if any registrations or certificates are expiring, so that we maintain full compliance with all State and client requirements. The system even sends the security officers email reminders of needed training or license expirations, so they have a generous amount of time to take whatever training they may need.
CATEGORIES: Roll Call