Certis Cisco Auxiliary Police Force Pte. Ltd.

Certis provides security and integrated services, with Auxiliary Police Officers (APOs) playing a critical role in their frontline operations. Certis adopts a structured, end-to-end talent development approach, investing in professional training, leadership competency development, and continuous learning. APOs are equipped with a broad range of leadership competencies and trained to operate alongside security technologies, AI-enabled systems, and robotics. They are progressively assessed and developed for higher responsibilities, with clear pathways into supervisory and command roles. Contributions and long service are formally recognised through various awards, milestones, and ceremonies, reinforcing a culture of performance, growth, and long-term careers.

Sector

Administrative and Support Services

Company size (resident workers)

500 and over

Models of Excellence

These models highlight the different ways organisations create opportunities for their employees, based on how they hire, develop and retain their workforce.

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Main Occupations

These are the common occupations found within this company.

01Protective Services Workers
02Administrative Associate Professionals

EXCELLENCE BENCHMARK

Understand the data behind how organisations are recognised. The benchmark is based on five broad metrics - pay, progression, retention, hiring and gender parity - and their sub-metrics, with scores intepreted relative to overall and industry averages.

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Bottom 20%20-40%40-60%60-80%Top 20%

Pay

Measures how competitive and rewarding an organisation’s pay outcomes are, taking into account both wage levels and wage growth over time.

Wage

Measures how an organisation pays relative to the market for the same occupation, adjusting for age and experience.

Wage Growth

Measures how quickly employees’ wages increase over time compared to similar workers elsewhere.

Progression

Measures how well employees progress in their careers, both within the organisation and when they move on to roles elsewhere.

Leaders from Within

Measures the share of top wage earners at an organisation who rose through the ranks internally.

Advancement Beyond

Measures the share of employees who left the organisation and moved on to roles with significantly higher pay.

Advancement Probability

Measures the likelihood that employees achieve a promotion as indicated by a significant wage jump.

Lateral Mobility

Measures opportunities for employees to move across functions or occupations.

Hiring

Assesses opportunities an organisation offers to non-degree holders and job seekers with less prior experience.

Degree Barriers

Measures the proportion of workers hired without at least a bachelor’s degree.

Career Entrants and Re-Entrants

Measures the proportion of hires with fewer than three years of prior experience, including those returning after a break.

Retention

Measures how well an organisation retains its workforce over time as compared to other organisations.

Entry Retention

Measures the share of new hires who remain after one year.

Continuous Retention

Measures the share of existing employees who remained in the organisation on a year-to-year basis.

Gender Parity

Assesses how balanced outcomes are between men and women across pay and promotion.

Advancement Parity

Measures the difference in promotion likelihood between men and women.

Wage Parity

Measures how differently an organisation pays for the same occupation between men and women.

Career Opportunities at Certis Cisco Auxiliary Police Force Pte. Ltd.

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