Physical Intervention refresher

© Elite Academy of Security Training
Welcome to the Level 2
Physical Intervention for the
Private Security Industry
Programme

To provide the knowledge & skills that are required of an Door
Supervisor in Physical Intervention’
Objectives: By the end of the course, candidates will be able to:
 Understand the law in relation to physical intervention.
 Describe Conflict resolution models
 Be able to show competency in disengagement techniques
 Be able to show competency in Safer Holding Techniques
Aims & Objectives:
Aim

Definitions
Defensive physical skills –
PI skills used to protect oneself from assault
Physical interventions –
The use of direct or indirect force, through bodily, physical or mechanical
means, to limit another person’s movement
Restrictive interventions –
Involve the use of force to limit the movement and freedom of an individual and
can involve bodily contact, mechanical devices or changes to the person’s
environment.
Non-restrictive interventions –
Allow a greater degree of freedom where the subject can move away from the
physical intervention if they wish to. This would include prompting and guiding
an individual to assist them walking, also defensive, self-protective interventions

Positive alternatives to
physical intervention
Primary Controls –
Following employer safety and security policy, procedures and
working practices, use of safety and security equipment and
technology (e.g. radio for summoning assistance, CCTV, access
control).
Secondary Controls –
Positive and effective interpersonal communication and the
knowledge and skills of conflict management in reducing the need
for physical intervention

THE LAST RESORT?
Why it is important to only use physical intervention skills as a last
resort
Because physical intervention can:
 Increase risks of harm to staff and customers
 Result in prosecution of staff if use of force was unnecessary,
excessive, or in any other way unlawful
 Lead to allegations against staff and potentially loss of licence and/or
employment
Examples of “last resort” include when:
1. Other options have failed or are likely to fail
2. It is not possible or appropriate to withdraw

Fight or Flight
Is a response to threat
Is a natural animal instinct
Prepares your body for action..

How to Start a Fight!
We increase the likelihood of someone choosing to
fight when we:
Invade their personal space
Block their exit path
Continue to make them feel threatened.

How to Avoid a Fight!!
Give them space
Leave them an exit path
Use controlled but calm language
and movement
Loop - holing.

The Law
The Criminal Law Act 1967 Section 3
‘Any person may use reasonable force in self-defence’
To create a window of opportunity
to make good an escape and
nothing more!

Resolving Conflict Using
Reasonable Force
Factors that determine its use?
 Can you justify its use – You must be prepared to
explain why you used force
 Preclusion – Why we could or did not use other
methods to resolve the situation

Reasonable Force
Reasonable, proportionate force may be used to:
 Defend yourself
 Defend others
 Protect your property
 Make a citizens arrest

Reasonable Force
What determines reasonable force?
 The gravity or severity of the crime
 All other possibilities exhausted
 Non-physical intervention was not a solution
 The strengths of the parties involved

Reasonable force is deemed such that:
You may only use the minimum force as is necessary to
overcome the resistance being offered against you by any
person while executing your lawful powers..
Reasonable Force

Medical Factors
Risks factors involved with the use of physical interventions
Serious harm or death can result from:
 Strikes and kicks
 An individual falling or being forced to ground
 Interventions involving the neck, spine or vital organs
 Restraint on the ground (face up and face down),
 Any position that impairs breathing and increases risk of
death through positional asphyxia
 Any forceful restraint can lead to medical complications,
sudden death or permanent disability especially where
situational and individual risk factors are present (below)

Positional or restraint asphyxia is where the subject’s
body position during the restraint causes
asphyxiation. There are a number of adverse effects,
the more common of which include:
• inability or difficulty in breathing
• feeling sick or being sick
• developing swelling to the face and neck areas
• developing pinpoint-sized haemorrhages (small
blood spots) to the head, neck and chest areas
brought about by asphyxiation (petechiae)
POSITIONAL (OR RESTRAINT)
ASPHYXIA

The 4 Fights
The
Environ
ment
Your
Opponent
The
Law
You
You

Impact Factors
 Age, Size, Weight, Physical and Mental Health
 Alcohol and Drug Abuse
 Physical Exhaustion
 Recent Ingestion of food
 Medical conditions/Predispositions
 History of Violence

REMEMBER THE “PLAN”

Team Strategies
Lead and Support
Simple well tested safe control system
Used by police
Does not give indication of ganging up
Provides way of exercising safe control of a
situation without it being intimidating.

GOOD COVER POSITION
Within hearing and eye contact of the ‘LEAD’ colleague, the customer will be
aware of your presence- but you are not near enough to become involved or
drawn in by the customer
CUSTOMER
LEAD
SUPPORT
Team Strategies

Team Strategies
This will enable the ‘support’ to:
 Observe the customer’s reactions
 Being aware of the other persons and potential threats
 Watching the ‘leads’ back
 Being a good witness
 Communicating with other staff.

Taking Charge
• Someone must take charge during a
intervention
• This person will monitor the intervention
• They will look for signs of distress
• They will stop the intervention if they feel
that the person is in distress
• They are responsible for the well being of all
involved in the intervention

Switching
‘Switching’ is intervening between the customer and
colleague to focus the customers attention on you:
 When the colleague asks for help – usually through a
pre-arranged signal
 When it is clear that the colleague has become part of
the problem (he or she has bitten) and the intervention
is needed to stop it escalating into violence.

Using Team work to separate
persons fighting
 It is imperative that you use a dynamic risk assessment before
intervention. i.e.
 How many people are fighting
 Do they have weapons
 Are other customers in danger
 Do I have enough support to resolve the incident
 Will I be in Danger?
 Will I have to use physical intervention

persons fighting
 A typical fight may be in progress for 30 seconds before you
have been made aware or are on the scene
 After this time the normal person whom has not warmed up,
trained or skilled will start to feel exhaustion
 Some people will deliberately fight in front of or near you
knowing you will stop them quickly
 This can be to save face, acts of bravado, not to be seen as
backing down, however they may not want to fight and will
certainly not want to fight with you, others however…. will.

persons fighting
First Intervention
Stop Fighting!!!!!!!
Use clear verbal commands in a non aggressive stance

persons fighting
 Wait for support, Remember you need 2 staff and if possible 1
support per person fighting to safely separate
 When support has arrived, designate who will be responsible
for who.
 Act together, do not hold one person without the other, as if the
person you are holding is assaulted as you hold them YOU
could be considered responsible !

persons fighting
STOP FIGHTING
DS
DS
DS
DS
DS

persons fighting
DSDS
DS
DS
DSDS
DS
When Sufficient
staff are in
attendance they
must use stances
that are not
aggressive and
approach the
persons fighting
again trying to
verbally diffuse the
situation if possible

persons fighting
DS
DS
Using only the
interventions taught
they must separate
the persons fighting
and turn them if
possible into
opposite directions

persons fighting
DS
DS Other staff should
act as support to
ensure the safety of
all person involved

persons fighting
DS
Persons should be escorted in different
directions and de-escalation methods
used

Main Responsibilities: -
 Duty of care to subject
 Provision of medical care
 Briefing to Emergency Services
 Preservation of Evidence
 Report
POST INCIDENT

There are three key areas we should consider
following an incident:
 Providing support
 Learning from what happened
 Sharing good practice
POST INCIDENT

Team Briefs
Structure of a briefing
All de-briefings must be structured and organised to
support the following purposes: -
 Inform – provide information
 Involve – include 360° group involvement
 Motivate – the audience into positive action

Post Incident Procedures
De-briefings will support: -
 Analysis of lessons learnt
 Remedying deficiencies for the future
 The application of positive feedback where required
 Promote best practice

This will help prevent someone else going
through the same traumatic situation.
Discuss: -
 What happened
 What could be done differently
 Good practices
 How others can be informed
 Ensure learning is shared
LEARN FROM THE EVENT

Reflecting and Learning
Reflecting and Learning from past conflict situations
will enable the Door Supervisor to:
 Identify the cause
 Identify ways to eliminate the cause
 Assess how well they dealt with the situation
 Assess what they could have done better
 Reflect on the time it took to deal with the situation
 Identify the effects or the risks faced by others
 Identify the effects or the risks faced by the aggressor
 Did their efforts assist or make the situation worse
 Would further training/mentoring be required

Post-Incident Support
Who –
 Colleagues
 Employer
 Manager
 Friends
 Family
 Professional Bodies
Why -
 Promote wellbeing
 Identify post incident effects
 Reduces Sickness absence
 Post Incident Reviews

Tips for colleagues and/or managers to support
someone who has been involved in a traumatic incident:
• Contact them if they are off sick
• Help them to reduce feelings of isolation
• Share work out to relieve their stress
• Keep managers and other colleagues informed
• Look for signs in colleagues, such as behaviour changes
• Give immediate support and continue to do so, as people
recover over varying periods of time
• Demonstrate your interest – listen actively, show you care
• Support the individual and his/her family, particularly at
any court case or other event that may reopen the wounds
PROVIDING SUPPORT

Reporting Procedures
Rationale for reporting
 Develops best practice
 Legal requirements
 Protects the organisation
 Protects the individual

Reporting
Procedure
 Use appropriate company documentation
 All reports to be completed within an appropriate time frame
after the incident.
 Accurate
 Concise
 Relevant – Descriptions, Impact factors, Staff response,
Injuries, First Aid, Why the use of force.
 Report must be signed by person completing the form

Physical Intervention refresher

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