Each category is scored on a five-point scale. A rating of 3 represents average performance that meets the standard. Ratings of 4 or 5 indicate above-average or outstanding performance and reflect consistent professionalism and adherence to training standards. Ratings of 1 or 2 fall below the standard and signal an opportunity for improvement.

Over time, your ratings form a professional performance history that:

• influences employability and advancement opportunities;
• reflects consistency, reliability, and professionalism; and
• demonstrates long-term suitability for higher-responsibility assignments.

Consistent performance is valued more than isolated outcomes. Officers who steadily maintain strong ratings build credibility and professional trust within the CPSO system.

The Trustworthiness / Integrity category carries the greatest weight. Security officers occupy positions of trust; if integrity is compromised, all other performance areas become secondary. A strong Trustworthiness score may help offset lower scores in other areas (such as appearance or professionalism), whereas poor integrity cannot be compensated for by strengths elsewhere.

Maintaining a high rating requires consistent performance above the minimum standard in all categories. Key behaviors include:

• arriving on time and maintaining dependable attendance;
• wearing a clean, complete, and professional uniform;
• demonstrating strong customer service and communication skills;
• writing clear, accurate, and timely incident reports; and
• maintaining current training and certifications.

Ratings of 4 or higher require continuous self-assessment, professionalism, and adherence to training standards.

Focus first on Reliability and Integrity, then improve report writing and communication. These areas tend to produce the most measurable improvement in the shortest time.

Yes. Ratings are dynamic, not permanent. Demonstrated improvement, retraining, and consistent corrective performance can raise future evaluations. CPSO values progression and accountability over time.

A low rating indicates an opportunity for improvement, not automatic failure. You should:

• speak directly with your supervisor to understand the concerns;
• request clear guidance on corrective actions; and
• actively document your improvement efforts.

Leaving an employer solely because of a low rating is strongly discouraged. Repeated employer changes following low ratings may suggest instability and can negatively affect future opportunities.

Yes. Maintaining current certifications and completing additional training positively influences multiple categories, particularly Reliability, Professionalism, and Situational Awareness.

Verisect badges are credentials affirming additional training and certifications, for example, the Construction Security Badge, the Event Security Badge, the CPR · AED · First Aid Qualified Badge, and the Tier I Officer credential for verified elite military or federal experience. Badges are verified by CPSO and strengthen your professional profile, helping you qualify for more specialized, higher-responsibility assignments.

A security officer is entitled to four ratings per year from each employer, typically issued once per quarter. You are encouraged to confirm that your agency completes these evaluations consistently.

Yes. You are subject to a rating once you are mapped to an agency. It is important to accept only the positions you are committed to, resigning from a position shortly after accepting it can have a negative effect on your rating.

Notify your agency if quarterly ratings are not being issued. Consistent evaluations are essential for maintaining an accurate professional record.

Ratings from a single employer carry greater weight than the same ratings spread across multiple employers. A continuous rating history demonstrates stability, reliability, and long-term trust within an organization, which strengthens your professional profile.

No. Ratings remain part of your professional record. Building a strong, continuous rating history with one employer is more beneficial than restarting with multiple agencies.

Yes. Ratings form part of your professional record. However, consistent strong performance with one employer can mitigate older or weaker ratings, especially when improvement is clearly demonstrated.

Its dependent on Security Agency SOPs, but typically agencies will not provide officers a rating within the first 10 days of employment. Other agencies may have policies to only provide a standard rating of 3 Stars within 10 calendar days with a new employer. Always ensure you understand the security agency’s policies before accepting any position.

Recent ratings carry more weight than older ones. Sustained improvement can reduce the impact of past lower ratings over time.

Yes. Sustained high performance over time demonstrates growth and reliability. CPSO places greater emphasis on recent and consistent performance than on isolated past issues.

No. Ratings reflect your overall performance during the evaluation period. Isolated incidents are considered in context, unless they involve integrity, safety, or policy violations.

Continued employment works in your favor. When an agency records a below-standard rating but keeps you on and rates you again in a later quarter, the system gives that earlier mark less weight, treating your continued employment as evidence of value and room to improve. This adjustment does not apply where there are serious concerns involving trust, safety, or misconduct. The best response to a low rating is to stay engaged and improve, not to leave.

No. Ratings must be based solely on documented performance and professional conduct. Personal disagreements that are unrelated to job performance should not influence an evaluation.

Yes. Every rating must be evidence-based, objective, and defensible, your agency should be able to explain the specific performance behind it. Where an agency assigns an above-standard rating but does not have specific documentary evidence, it may attest to your exceptional performance through a sworn declaration under CPSO procedures. If you are not given clear information about the basis for a rating, you may request it.

First, speak with your supervisor or agency management and ask for the specific performance tied to the rating categories; ratings are based on observable performance, not personal opinion. If you believe a rating is inaccurate, unsupported, or unfair, you may flag it for independent CPSO review. CPSO assigns a reviewer who was not involved in the original rating, examines the evidence, and issues a written decision, typically within fifteen (15) business days. If the flag is upheld, the rating is corrected.

Yes. You are encouraged to seek informal feedback regularly so you can address concerns before quarterly evaluations.

Higher ratings increase your eligibility for preferred posts, specialized assignments, supervisory consideration, and client-facing roles. Officers with sustained 3–4 star ratings are viewed as lower risk and higher value.

Ratings are maintained within the CPSO system and shared only with authorized agencies and administrators. The general public does not have access to security officer ratings.

Ignoring feedback, failing to ask questions, or changing employers instead of improving performance. Ratings are designed to support your growth, not to punish effort.

To promote professionalism, accountability, and career development while ensuring high standards of public safety and trust.