Motseng Investment Holdings

Introduction ……………………………… …

Established in November 1999 by the Managing Director, Noel Abraham, Duncan Security has the distinction of having an entirely South African private security industry pedigree. Prior to establishing this company, Noel Abraham had accumulated extensive experience in the security industry through the manufacture and installation of quality barrier security products. Duncan Security was borne out of a desire to deliver a security service that meets the specific needs of the client, be that physical security barriers or manned security services.

The Duncan Security COMPANY VISION is a simple one. We wish to be recognised as the medium sized security company of choice to the commercial, industrial and private market sectors within the greater Ethekwini Municipal Area. We believe that this is possible through the efficient delivery of a personalised and effective security service.

In keeping with our pragmatic approach to business our COMPANY MISSION is to achieve a level of sustainable commercial success, measured growth and ongoing competitiveness in the security industry by recognising the value of the clients we already have and always striving to exceed their expectations. We additionally wish to contribute positively in building a non-racial, non-sexist South Africa within an organisational framework which will create

Registration Information …………………………… ……

Company Reg No: 93/032960/23 VAT Reg No: 4020184547 Income Tax Reg No: 9087267200 PSIRA Reg No: 6092660

Registered Address: 8 – 12 Peak Street 10 Chatsworth Industrial Park Business Partners Chatsworth

Contact Person: Noel R. Abraham : Managing Director Telephone: +27 (31) 402 0661/2 Fax: +27 (31) 402 0750 Email: [email protected]

As an owner managed business it is our practical hands on approach backed up by 21 years’ experience in business, which is our competitive advantage. In simple terms, we know the business, we know the people and we know all of the “tricks of the trade.” Against this backdrop and with the appreciation that ultimately it is our people, who through their behaviour determine the measure of our success, that Duncan Security recognises the need to employ a most stringent RECRUITMENT AND SELECTION procedure. As a labour intensive operation it simply makes good business sense to actively seek out the most competent and responsible personnel.

The foundation of our employment program is a strategy of ongoing recruitment. It is no secret that all security companies draw their personnel from the same pool of candidates. At Duncan Security we have opted for an alternative approach – we make a point of identifying suitable employment candidates in their working environments.

In other words we run an ongoing campaign to recruit security officers who are currently employed and who we have

This includes criteria such as appearance, physical presence, verbal communication skills, attitude etc. We find that these attributes are in most cases a better indicator of the individual’s actual ability than is his “formal” training. In fact we place very little value in PSIRA Grades.

If nothing else our practical experience in the private security industry has taught us that there is no way that a one week training course is sufficient to equip a security officer with the skills he will require to carry out his duties to the standards we demand. It goes without saying of course that our selection process ensures compliance with all relative legislation, our approach however we believe is more realistic than the industry norm. Give us a man with the right set of physical, psychological and personal attributes, and we will give him the support, the skills and the confidence that will enable him to carry out his duties in a manner that consistently exceeds client’s expectations.

At Duncan Security we are committed to the TRAINING & DEVELOPMENT of employees on an accelerated basis through an effective training and a skills transfer program. We acknowledge that training and development is important in the achievement of the objectives of our organisation because it is only through training that employees gain skills, abilities, knowledge and attitudes on how to perform more effectively.

More than anything we consider training as an investment in human resources that provides many important benefits and returns to our company; certainly, we recognise that training

COMPANY PROFILE – PAGE 5 of 9 © DUNCAN SECURITY 2013 – ALL RIGHTS RESERVED and development serves the business by performing a number of important functions, including improving the standard of performance; updating employee skills; promoting job competency; enhancing problem solving abilities; preparing employees for promotion as well as orientating new employees prior to deployment.

In practical terms our training and skills transfer procedure includes three specific inter-related phases: (1) Needs Assessment, (2) The Training and Skills Transfer Program and (3) Performance Review

We regard each phase as important for successful training and development and none, as such, can be omitted. In line with our organisational mission we also acknowledge and accept that training and development includes a balance of both “on” and “away” from the job activities and to this end individual programmes are created to build on current strengths and weaknesses, career potential and personal needs of each individual.

More than just an indication of how successful our training programs are, the ongoing evaluation of individual performance is the veritable keystone of our SERVICE DELIVERY STRATEGY.

Many organisations refer to this component of their business as their “Quality Program”, and it is characterised by reams upon reams of paper, buried deep inside of which one might find the good intentions with which they initiated the process. At Duncan Security we don’t like to wrap good intentions in red tape.

COMPANY PROFILE – PAGE 6 of 9 © DUNCAN SECURITY 2013 – ALL RIGHTS RESERVED Our service delivery strategy is clear-cut. We enter into a service level agreement (SLA) with our clients. This agreement describes in detail the duties of each security officer as well as the service delivery expectation of the client. On a daily, weekly & monthly basis we assess whether we are “Not Achieving”, “Achieving” or “Exceeding” client expectations.

In the event of a non-achievement of client expectation we initiate a Corrective Action process. In this regard our objective is to take action to eliminate the cause of nonconformities in order to prevent a subsequent recurrence.

If, during our ongoing assessment process, we identify a potential non-achievement of client expectation, we initiate a Preventative Action process. The objective is to take action to eliminate the cause of potential nonconformities in order to prevent their occurrence. Preventative actions are applied appropriately to the effects of the potential nonconformities encountered.

In the event of the recognition of the exceeding of client expectation we initiate a Reward process. In this regard our objective is to take action to understand the reason for exceeding client expectation so as to reward those that may be deserving of accolade.

From the outset Duncan Security has adhered to the following affirmative action objectives:

 To be a 100% Black Economically Empowered company.

 To ensure that management structures are fully representative of the community.

 To ensure that all supervisory staff are permanent employees in addition to contractual requirements.

 To ensure that the majority of the workforce is black, taking cognisance of contractual specifications.

While we are proud of our achievements and confident of our ability to effectively service the needs of all of our clients, we accept that in the service industry all that really counts is how our clients rate our service. In this regard we invite you to contact the following organisations in order to verify our credentials: