Relief guard and floater: how to train and review the role
Fills in at different posts when regular guards are absent or on leave. Must learn each post's orders quickly and work with different supervisors and clients. Reports to the area supervisor and is often the weakest link in coverage.
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Share your requirementsWho usually fills this role
Usually experienced guards with flexible schedules, ex-servicemen or men from the guard pool. At hiring, test adaptability, reading of post orders, memory and attitude to moving between sites. Check that they are comfortable with irregular duty. Take references, and ask for a short practical demonstration before making the offer.
Skills ladder
Stage 1
New joiner
- Reads post orders quickly on arrival
- Follows handover and registers
- Asks the regular guard or supervisor when unsure
Stage 2
Independent
- Works at several posts competently
- Handles different client rules
- Reports gaps and issues
Stage 3
Senior or lead
- Trains new relievers
- Handles difficult posts
- Advises supervisors on coverage
Training path
First weeks
- 1
Post order cards
The supervisor prepares a one-page card for each post with key rules and contacts. The reliever reads and repeats it before first duty.
- 2
Rotation plan
The supervisor explains the roster of posts and gives the reliever a prior visit. The reliever walks each post once.
- 3
Handover practice
Teach what to ask the regular guard at handover. The supervisor checks that handover notes were taken.
First year
- 1
Client etiquette
Teach how to introduce oneself to client staff and respect site rules. The supervisor collects client feedback.
- 2
Post-specific skills
Teach specific tasks such as vehicle checks or visitor desks. The supervisor signs off for each post.
- 3
Reporting gaps
Teach noting gaps in post orders or equipment. The supervisor passes them to the client.
Towards senior
- 1
Difficult posts
Prepare the reliever for high-risk posts through shadowing. The supervisor reviews.
- 2
Coaching others
The senior reliever mentors newcomers. The supervisor checks.
- 3
Coverage planning
The reliever advises on leave patterns. The supervisor adjusts rosters.
Performance review
A monthly 1-to-1 with the area supervisor and client feedback at each posting, with a half-yearly written review. Keep each conversation short and based on records, not memory.
What to measure
| Measure | How it is seen |
|---|---|
| Adaptation to posts | Supervisor and client feedback |
| Register quality | Register review |
| Reliability | Attendance and rota |
| Conduct | Complaints |
| Reporting of gaps | Reports |
| Learning of post orders | Quizzes at posts |
Evidence to bring
- Roster
- Handover notes
- Client feedback
- Post cards
- Attendance
Questions to ask in the review
- Which posts are hardest to start at?
- What help do you need at handover?
- What did clients say?
- How is your travel?
- What post orders were unclear?
- How is your rest?
- What would help you do better?
Pitfalls
- Sending relievers with no post card
- Blaming relievers for gaps in post orders
- Irregular pay for travel
- No feedback
Questions about this role
Often no preparation. Use post cards and handover.
Pay design needs your adviser's confirmation.
Yes, with feedback and fit.