Contents
1. How is the Security Services Review (SSR) impacting specific job functions?
2. Will SSR affect job security?
3. Are SOs going to be laid off or fired?
4. How will mental health services be impacted?
5. Will SOs be doing the work, or will other roles take over?
6. What will happen with the roles of Call Taker and Dispatcher?
7. Do Squad Leads have to apply for the roles – Call Taker and Dispatcher?
8. Will Squad Leads be automatically placed into the role?
9. If I fail in the application process for Call Taker and Dispatch, will I be fired?
10. When will new uniforms be rolled out?
11. Who will sit on the SSR committees?
12. There’s resentment from SOs toward the SSR committees. How can this be addressed?
The SSR aims to enhance the following in service delivery:
- Ensure equity and inclusion in community engagement
- Community Centric Approach
- Reduce the presence of police on campus
- Collaboration
- Security staff who are representatives of the community
- Safety as it relates to individuals experiencing homelessness
- Protect students with precarious immigration status
- Enhance personal safety protection for campus members experiencing harassment
To meet the needs outlined by the SSR, security officials will shift from traditional enforcement roles to a more community-centered approach focused on equity, inclusion, collaboration and customer service. They will engage directly with diverse campus groups through regular forums and outreach initiatives, ensuring that marginalized communities are heard and supported. Key actions will include:
- Scheduled meet & greet sessions to engage with students, faculty, and staff, addressing their safety concerns and promoting open dialogue.
- Training in cultural competency, bias awareness, and trauma-informed care to ensure security staff can respond effectively to diverse needs.
- Collaboration with community organizations and legal services to address safety and well-being holistically and to support individuals experiencing homelessness and students with precarious immigration status.
- Implementation of de-escalation strategies and crisis intervention protocols to reduce reliance on police presence, especially in non-violent situations.
By prioritizing strong community relationships and incorporating social and mental health expertise and capacity in frontline service delivery, security officials will help create a safer, more inclusive campus environment.
2. Will SSR affect job security?
While the goal of SSR is to enhance service delivery, we understand concerns about job security, particularly in light of the financial situation at York University. While there are no plans for widespread layoffs at this time, we acknowledge that role changes or adjustments may occur as part of efforts to adapt to evolving needs. We are committed to supporting employees throughout this transition, ensuring clear communication about any changes, and offering resources to help navigate these adjustments. Our priority remains to maintain a stable and supportive environment for all staff while responding to the university’s financial landscape.
3. Are SOs going to be laid off or fired?
There are no plans to lay off or terminate SOs as a result of SSR. The intention is to improve operations and service delivery, not to reduce the workforce. Any staffing changes will be communicated with transparency, and employees will be kept informed of any developments.
4. How will mental health services be impacted?
Mental health services remain a priority under the SSR initiative. We are committed to incorporating mental health expertise as a key component in addressing the root causes of many calls received by the Security Control Centre. This approach aims to enhance our ability to effectively respond to complex situations, including those involving vulnerable populations such as individuals experiencing homelessness.
To achieve this, there will be efforts to enhance mental health support within our department, and some resources may be reallocated to better align with this priority. Employees will be notified of any changes to mental health service delivery and how this may affect their current responsibilities.
5. Will SOs be doing the work, or will other roles take over?
SOs will continue to play an integral role in service delivery under SSR. Some duties may shift, but SOs will not be replaced by other roles. If changes do occur, employees will be provided with training and support to ensure a smooth transition.
6. What will happen with the roles of Call Taker and Dispatcher?
The roles of Call Taker and Dispatcher will be evaluated as part of SSR, and changes to their duties or responsibilities may occur. At this stage, no immediate changes are expected to these positions, but any updates will be communicated as soon as possible.
7. Do Squad Leads have to apply for the roles – Call Taker and Dispatcher?
Squad Leads will not be automatically placed into the role under SSR. They will need to apply and meet the qualifications required for the position. More information will be regarding this process as we approach the implementation of this recommendation. We will collaborate closely with Labour Relations, the Union, and Human Resources to ensure the process is transparent, fair, and equitable for all involved.
8. Will Squad Leads be automatically placed into the role?
No, Squad Leads will not be automatically appointed to the roles. The position will be subject to an application process based on qualifications and the needs of the department. Further details on the application process will be shared soon.
9. If I fail in the application process for Call Taker and Dispatch, will I be fired?
No, failing to be selected for the Call Taker/Dispatch role will not result in termination. We are committed to supporting staff through this process and ensuring ongoing opportunities for growth. The intention is to improve operations and service delivery, not to reduce the workforce.
10. When will new uniforms be rolled out?
We understand the importance of uniform updates and the need for clear timelines. The rollout of new uniforms is part of the SSR initiative, and we are currently exploring how we will be moving forward. Specific dates will be provided as soon as they are finalized.
11. Who will sit on the SSR committees?
Committee membership is based on roles, expertise, and representation from various departments within the organization.
SSR Implementation Committee
Annette Boodram, Director, Policy and Programs, CSD
Sharon Henry, PhD student
Josenne Guera, Executive Assistant, CSD
Orville Wallace, Executive Director, CSD
SSR Sponsorship Committee
Laina Bay-Cheng, VP, Equity, People & Culture
Narin Kishinchandani, Vice President Finance & Administation
Orville Wallace, Executive Director, CSD
SSR Advisory Group
Uzo Anucha, Faculty
Annette Boodram, Director, Policy & Programs
Dennis Edwards, Director, Operations
Nakyta Krystle Folkes, Student
Lorne Foster, Faculty
Byron Gray
Ruth Green, Faculty
Issa Abdi-Jamaa, Alumni Engagement Officer
Tameka Samuels-Jones, Faculty
Christine Omuodo-Kouassi
Orville Wallace, Executive Director, CSD
Kelly Christine Young, Assistant Manager, Ops
Special Constables Working Group (Final List TBC)
Students
Staff
Faculty
Community Safety Council (Final List TBC)
Students
Staff
Faculty
If you are interested in participating on any of the above committees, please contact Annette Boodram at boodram@yorku.ca.
12. There’s resentment from SOs toward the SSR committees. How can this be addressed?
We acknowledge that some SOs may feel disconnected or resentful toward the SSR committees. We are committed to fostering open communication and addressing any concerns. We encourage dialogue and are working to ensure that all voices are heard and that everyone feels included in the decision-making process. Feel free to provide your feedback to your supervisor or anyone on the leadership team.
Along with the 2023 Security Services Review Report, the Cromwell Report, an independent review conducted by The Honourable Thomas A. Cromwell C.C. in April 2020, recommended considering the use of special constables to address campus security concerns without increasing police presence.
We are exploring the use of special constables because they have legal powers to arrest individuals under specific circumstances, making them more effective in addressing repeat offenders and ensuring public safety. While the TPA allows York to ask individuals to leave, it does not grant authority to arrest or take further action against repeat offenders who refuse to comply.
The Cromwell Report also suggested granting special constables enhanced authority, similar to the University of Toronto’s model, which includes powers of arrest, discretion over criminal and provincial offences, and the ability to transport prisoners. This approach would reduce reliance on external police and foster a more community-focused, safe environment.
In summary, special constables’ legal powers to arrest make them more effective than York’s current TPA authority, which only allows asking individuals to leave without taking further action.
Have more questions?
If you have any additional questions or concerns, please feel free to reach out in confidence to your supervisor, any member of the CSD leadership team, or a member of the Implementation Team, either via email or in person.
We are here to provide the support and information you need as we navigate these changes together.