Our "motto" of "DWYSYWD" is the "safest choice you can make." Simply stated it is our commitment to follow through on our stated and written commitments to you.

• “DO WHAT YOU SAY YOU WILL DO”

takes us back to a time when contracts were agreed upon with a handshake. Unfortunately, we cannot turn-back-time – but we can retain the solid principles of partnering for success and relationship building. DWYSYWD is a simple but powerful concept. Allow DSI to take you back to a simpler time and provide you the peace of mind that the decision you make (to put us to the test) was the safest choice.

Organization

DSI is organized on three tiers. At the apex is our corporate headquarters in Dothan, Alabama where policy, oversight, and support functions of the company are performed. These include Training; Operations, Administration, Human Resources, Quality Assurance, Marketing, Financial, Accounting; Payroll, Insurance, Legal, and the many other headquarter functions required by a corporation. At the intermediate level are the Regional Managers.

Regional Managers are located in: Dothan, Birmingham, Montgomery, Albany, Savannah, Atlanta, Tallahassee, Lakeland, Tampa, Key West, Miami, Jackson, Knoxville, Little Rock, Houston and Columbia, South Carolina. At the operating level is the On-Site Supervisor. It is with site level supervision and coordination that the services we provide originate. We will establish a site supervisor position. This will be the day-to-day contact person for our services backed-up by a strong professional management team available to solve any problem that may arise.

History

Initially DSI operated solely in Alabama in 1969. However as our reputation for quality service spread so did our base of operations. DSI has an impressive growth history, which is punctuated with examples of our versatility, flexibility, and sound management. We now have hundreds of officers, all of whom have been carefully selected and highly trained. A.B. Clark, the company's founder realized the void for dependable, competent security service. A. B. Clark began with a belief that DSI would do more than "just meet the need."

Today, DSI is still family owned and operated by Alan B. Clark, AB's son. Currently, 3 of Alan's children are employed in various capacities throughout the company, continuing the legacy that began over 40 years ago. Our reputation in the Southeast is based upon strong performance, management response, and solid professionalism. These qualities are well reflected by each of our security specialists and officers. There are other less expensive services in the market place, but DSI, dollar-for-dollar provides a higher level of service. We are pioneers in premium pay rates and in billing our clients based on a declared operating "factor." This philosophy has proven itself, as reflected in the quality of our clientele. Many of our clients have experimented with other less expensive or less efficient security suppliers prior to finally selecting DSI. Many of our clients have experimented with national companies, but have come home to the more personal way of doing business.

Quality Assurance

Quality Assurance (QA) has as its goal the maintenance of Quality standards set for our company within the Procedures manual. Clay Jordan spends time in our branch offices performing internal compliance audits with our established procedures. QA insures that time-tested, time-proven procedures are being adhered to in the performance of our service. This task has a double focus, however, since it also measures how well these methods and procedures evolve in the dynamic security marketplace. Recommendations are often made to QA regarding ways to improve the quality of our service or our internal procedures. These suggestions ensure that management stays abreast of the realities of day-to-day business life.

Employee Retention

Turn over of personnel within the contract security industry is a significant matter of concern to clients and suppliers alike. DSI has endeavored to reduce turnover to an absolute minimum by implementing programs and wages that are attractive to security officers. A cursory look at the number of employees hired each year by DSI compared to the number of employees on the rolls at any one time indicates that they are roughly equal. This could be interpreted to mean that the turnover rate for the company is 100%. This figure is grossly misleading.

A substantial number of employees are hired each year to fill vacation relief and to provide for sporadic increases in coverage caused by client labor disputes, seasonal fluctuations in work, and temporary contracts. DSI has an active program of employing college students, military personnel, and other persons who knowingly will not remain with the company for more than several months. These individuals are generally very good employees who meet specific needs within the company. A more accurate way to gauge employee retention is to analyze the makeup of the company's employees by length of service. Currently, 50% of all DSI employees have been with us for two years or more, 15% of our employees have been with us for more than three years and slightly more than 10% of all employees have been employed by us for more than five years. We are particularly proud of these statistics in light of our tremendous growth the past few years. This analysis shows that there is a substantial pool of personnel who do remain employed year in and year out.

Transition Procedure

We realize the transition from your present supplier to DSI will seemingly present some unique problems. DSI has the resources and management personnel to effect a smooth and efficient transition without gaps in coverage or lessened effectiveness of the officer staff. We have established transition procedures that have proved successful regardless of the demands placed on us. Our preparation is so extensive that the anticipated turmoil normally accompanying large transitions never materialized.

Our transition team will consist of the following:

• Regional Manager

• Client Representative

• Operations Manager

• Field Supervisors

• Security Officers

Overall responsibility for the transition will be with the Regional Manager. We will work closely with you to maintain an efficient and coordinated effort. Other personnel will be indirectly involved through recruiting, hiring, and background investigations, as needed. Our training department will assist by developing pre-assignment training and Post Instructions. In addition, our Supervisors will work with the on-site supervisor to train our personnel and assist as needed. We will begin our transition procedure immediately upon award of the contract. Ideally we request four weeks for the transition period. We also know that it may be necessary to assume the contract early due to current company reactions. If problems arise DSI can assume the contract early with the understanding that overtime and expenses for "emergency" start-up are billable to the client. Extra ordinary expenses will be kept to a minimum.

Corporate Management

Marty Clark President	Alan B. Clark Chairman of the Board	Eddie Sorrells, CPP COO/General Counsel
Mike Hallford CFO	Boyd Clark Corporate Director of Sales and Marketing	Gene Sanders Corporate Director of Operations
Bobby Richardson Director - Electronics	James L. Delaney Jr. Regional Manager	Dale Matthews Regional Manager
Allison Love Human Resources Manager