GKS_Attachment_I.pdf

GREEN KNIGHT SECURITY

RFP BPM007009 PROPOSAL

JULY 11, 2025

Steven O’Neal Principal steve@greenknightsecurity.com 4742 N. 24th Street, Ste. 300

Phoenix, AZ 85016

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TABLE OF CONTENTS

A. METHOD OF APPROACH

1. EXECUTIVE SUMMARY

2. CLOUD-BASED SOFTWARE PLATFORM AND MOBILE APPLICATION

3. ASSIGNMENT REQUESTS

4. CAPACITY FOR SCALE

5. DATABASE PLATFORM

6. ADMINISTRATION OF WORK

7. TRAINING IMPLEMENTATION

8. SRO AND SSO ASSIGNMENTS

9. WORK SHIFT ASSIGNMENTS

10. LIABILITY AND WORKER’S COMPENSATION INSURANCE

11. TECHNICAL SUPPORT AND SERVICE

12. WEEKLY PAYROLL COMPLIANCE

B. EXPERIENCE, CAPABILITY, AND RELIABILITY

13. LAW ENFORCEMENT COORDINATION

14. CAPACITY

Phase 1: Information Gathering & Planning Phase 2: Recruitment & Local Law Enforcement Agency Coordination Phase 3: Certification Verification, Onboarding, & Training Phase 4: Deployment & Oversight Phase 5: Reporting & Calibration

15. ORGANIZATIONAL CHART

Leadership Support Staff

16.REFERENCES

17.FIRM’S EXPERIENCE AND EXPERTISE

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A. Method of Approach

1. Executive Summary

Green Knight Security (GKS) is a law enforcement-owned and operated firm founded in 2009 by two former LAPD partners. With nearly two decades of experience managing high-demand security operations, GKS has built a reputation for reliability, accountability, and hands-on management. Our firm emphasizes an employee-centered approach, believing that well-supported officers are the key to consistently delivering exceptional service.

GKS is prepared to support school safety efforts across Arizona by deploying professionally trained, AZPOST-certified law enforcement officers to School Safety Program sites statewide.

Our proven vetting process, strong agency partnerships, and active oversight model ensure staffing reliability, adherence to program standards, and responsiveness to school and agency needs. We are committed to creating safe, consistent, and professionally managed environments that allow students and educators to thrive.

2. Cloud-Based Software Platform and Mobile Application

GKS utilizes When I Work (WIW), a comprehensive cloud-based scheduling platform, to handle the end-to-end process of scheduling and timekeeping. The web platform is accompanied by a mobile application that allows SROs and SSOs to receive notifications regarding newly published shifts, keep track of their schedules, and clock in and out of their current shifts. WIW is also equipped with geofencing functionality which allows for accountability as officers are required to clock in and out of their shifts within a certain distance of the jobsite. This zone can be customized to the ADE’s and local LEA’s specific needs. WIW is also equipped with messaging capabilities in the event that officers need to receive mass-notifications or send direct communications to management. Any officer eligible to accept shifts through WIW will be classified as a 1099 contractor and will not be considered an employee of

GKS.

The ADE will be given full access to the platform on the administrator-end for full visibility of any scheduling information. This will grant ADE personnel the ability to create and manage internal assignments at the sole-discretion of the agency. Access and additional training of the application will be provided at no additional cost to the ADE. In the event that WIW does not meet the school-specific agency guidelines, GKS can publish the schedules via email monthly email notifications to all eligible officers. WIW also allows for third-party system integration where officers can access their schedule via their preferred digital calendar application.

3. Assignment Requests

GKS understands that it is the ultimate decision of the ADE/local law enforcement agency to determine officer eligibility for the program. GKS will strictly adhere to the ADE’s certification guidelines when determining an officer’s eligibility for an assignment. During the onboarding

Page 3 of 10 GKS Proposal process, all SROs/SSOs will be required to provide documentation verifying their eligibility for the program. Officers will then be grouped in the WIW system by region/municipality for the purposes of scheduling. All eligible officers will be given priority access to LEAs within their law enforcement agency’s jurisdiction on a first-come, first-serve basis. Should no officers in the immediate area accept the shift, it will be offered to SROs/SSOs outside of the region on the same basis.

In the event that an LEA requests an officer be reassigned to a different shift/location, GKS will work diligently to replace the SRO/SSO with an officer that meets the LEA’s requirements.

RLEDMs will work closely with LEA administrators to ensure that all officr’s assigned to their location meet the needs of their entity.

4. Capacity for Scale

There will be a dedicated Account Manager who will serve as the primary point of contact for law enforcement officials, LEA representatives, and ADE personnel. Under this Account Manager, we deploy Regional Law Enforcement Divisional Managers (RLEDM) who each oversee a defined geographical area within Arizona. These areas are determined based on the number of posts, the number of officers, and geographic size, allowing for scalable and responsive management. Each Divisional Manager is a current or former law enforcement professional with the capability to respond immediately to any location within their region for site visits, emergency reassignment, and direct coordination with LEAs.

The Account Manager and RLEDMs monitor all scheduling and assignments statewide in real time. This ensures:

• Capacity Management: We can efficiently post, fill, and manage 1,250+ weekly shifts across 250 schools while maintaining coverage and compliance in every county.

• Rapid Response: Regional LE Divisional Managers can immediately respond to any operational need, site concern, or LEA request for reassignment.

• Local Prioritization: Officers are grouped in the system by region to prioritize local officer assignment to local posts while retaining statewide flexibility for coverage.

• Consistent Oversight: All activity is monitored daily by the Account Manager to maintain program compliance, officer certification tracking, and LEA satisfaction.

5. Database Platform

GKS will utilize Salesforce to develop a client portal in which all necessary reporting information can be accessed by the ADE and any necessary parties. This platform will include detailed reporting on labor and staffing metrics, certification verifications of 1099 contractors, and officer-file reports such as incident reports. The use of this platform will come additional cost to the ADE and will provide full transparency to any and all information needed by the agency. GKS administrative staff will ensure that any and all reporting requirements are met and uploaded to the portal for 24/7 access by the ADE.

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6. Administration of Work

GKS will manage the end-to-end process of scheduling, deploying, and paying SROs and SSOs under our purview. The Account Manager and RLEDMs will work closely with the ADE and all supporting agencies to provide seamless support and management of the program, working diligently to maintain positive client relationships and ensure client needs are met.

GKS employes a robust administrative department to support the operational functions of the program. GKS has a dedicated payroll department that will work closely with management to ensure accurate timekeeping, and timely pay of all SROs and SSOs on a weekly basis.

The Account Manager and RLEDMS are supported by an admin team for scheduling support and publishing. Managers will work diligently to ensure that any requests by the ADE and LEAs are published immediately upon approval and take all necessary steps to fill open shifts promptly.

GKS has a dedicated AP/AR manager that will cross-refence schedules and timecards for accurate billing. Invoices will be submitted promptly on a schedule that is in accordance with the ADE contract. In any instance in which an invoice becomes past due, the AP/AR manager will reach out to the appropriate ADE contact to follow up for resolution.

Our RLEDMs conduct regular site visits and check in weekly with program personnel. In doing so, we maintain clear, direct lines of communication with ADE program staff, local law enforcement agencies, and site administrators to ensure responsiveness and alignment with program goals.

7. Training Implementation

GKS will ensure that all state-mandated training will be completed via on-site or online in compliance with the ADE. GKS will provide on-site training led by our RLEDMs and support staff to ensure that all administrators and officers are prepared for the operational requirements of the ADE SRO/SSO program:

• Administrators: We will provide training guides and onsite walkthrough training on program operations, officer deployment, shift management, and compliance requirements to ensure clear site-level oversight and readiness.

• Officers/Deputies: We will deliver training guides, practice jobs, and onsite practical training covering topics including youth engagement, de-escalation, site-specific procedures, reporting, and geo-fencing/timekeeping through the When I Work system, ensuring that officers understand expectations prior to active assignments.

Depending on the needs of the eligible LEA and the urgency with which coverage is needed, GKS will provide either onsite or online training prior to the start of the shift. GKS will utilize US Online Academy to administer online training for officers. Officers taking the online training will be issued a certificate of completion that will be logged for ADE audit readiness.

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8. SRO and SSO Assignments

Upon receipt of an assignment request by the ADE/LEA, GKS will immediately make the shift available to all eligible SROs/SSOs for acceptance on a first-come, first-serve basis. Officers will be notified of the shift via a notification from WIW on their mobile device. Eligible officers can be filtered according to the ADEs/LEAs requirements in the WIW app. This ensures that shifts will only be made available to qualifying officers. GKS employs two backup publishing options in the event that the WIW platform does not meet the specific guidelines of a particular

LEA.

The Account Manager and RLEDMs will work closely with County and Local agencies to establish groups eligible for specific schools to maintain consistent scheduling. GKS understands that students and staff feel more comfortable in environments in which they can recognize and build report with their safety officers. Because of this RLEDMs will work closely with LEA staff to ensure that the pool of candidates matches their expectations and requirements. In the event that a shift is not selected by a member of the priority group, GKS will extend the opportunity to SROs/SSOs outside of the immediate region.

9. Work Shift Assignments

GKS agrees to comply with shift length times, and that those shifts will not cause the assigned officer to exceed his/her agency’s maximum combined off-duty hourly guidelines. This will be done through real-time tracking using WIW.

All post assignments will be posted in advance, and never to be less than 2 hours prior to the start of any shift.

GKS will ensure that all shifts will be prioritized to officers within the jurisdiction of the assignment location. If the shift assignments cannot be filled with officers within that immediate jurisdiction, eligible certified officers from outside the jurisdiction will be allowed to select the shift assignment using the WIW mobile device.

GKS will maintain a large pool of eligible applicants who have met the onboarding and certification requirements in the event that last-minute shift coverage become necessary. In doing so, GKS will ensure that eligible officers are already registered to the WIW platform and have received all necessary training prior to the start of a shift.

GKS will coordinate in advance with all law enforcement agencies requiring responding officers to utilize agency patrol vehicles for their respective assignments. GKS will ensure that the agency vehicle has appropriate insurance coverage and bill for the costs incurred for use of said agency vehicle.

10. Liability and Worker’s Compensation Insurance

Green Knight Security confirms that liability and workers’ compensation insurance will be provided at no cost to the officers or to the ADE pursuant to Section 4.13 of the Scope of Work.

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As part of our standard operating procedures, GKS maintains comprehensive insurance coverage to protect all operational activities under this program, ensuring that officers incur no costs for coverage while performing their assignments, and that ADE is not charged separately for these insurance provisions. We currently carry the following policies:

• $2 million general liability policy

• $5 million umbrella liability policy

• $1 million workers’ compensation policy

• $1 million auto liability policy

• $100,000 professional liability policy

These coverages protect ADE, participating LEAs, and the communities served while ensuring officers are covered while performing their duties under the program, providing full compliance with the requirements of this solicitation while maintaining the highest standard of operational risk management.

11. Technical Support and Service

GKS utilizes the Salesforce platform to manage and monitor all incoming technical support requests. A 24/7 support line and dedicated mobile application will be available to users, officers, and ADE personnel to ensure continuous access to assistance. Through the Salesforce-integrated mobile app, key stakeholders can access a live chat feature and submit support requests, which are tracked through a ticketing system. High-priority issues are automatically flagged and escalated to management for immediate resolution. Additionally, stakeholders will have round-the-clock access to a support line, where the on-duty Field Manager can provide real-time assistance and escalate urgent matters directly to the Account Manager for prompt attention.

12. Weekly Payroll Compliance

GKS utilizes ADP Workforce Now to process payroll on a weekly basis, with each pay period running from Monday through. Employee time is tracked through the When I Work app, which seamlessly integrates with ADP for accurate and efficient payroll processing. To ensure timely and accurate pay, GKS’ administrative team works closely with RLEDMs to promptly identify and resolve any timecard discrepancies. All employees are paid no later than the Friday of each week, either via direct deposit or physical check, in accordance with our weekly payroll schedule.

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B. Experience, Capability, and Reliability

13. Law Enforcement Coordination

GKS will fully comply with all applicable ADE SRO and SSO agency orders, rules, and policies in managing the program. We will ensure that all operational practices, officer assignments, reporting, and communication align with ADE guidelines while maintaining transparent records to demonstrate ongoing compliance.

We will also comply with all applicable law enforcement agency (county, local, and state) orders, rules, and policies governing secondary employment programs and officer eligibility for off-duty assignments, including performing SRO and SSO duties. Through these practices, GKS will ensure compliance with ADE and law enforcement agency policies, seamless coordination with all stakeholders, and effective support for Arizona schools in maintaining a safe learning environment under the ADE SRO and SSO program.

14. Capacity

Phase 1: Information Gathering & Planning

• Once provided with important implementation information such as LEA locations and distribution of shifts across counties, GKS will implement a multiphase plan to begin scheduling assignments across all 15 counties. The account manafer and RLEDMs will

Page 8 of 10 GKS Proposal meet with the ADE and eligible LEAs to understand the needs of each individual facility, creating specific training modules to accommodate those needs.

Phase 2: Recruitment & Local Law Enforcement Agency Coordination

• GKS will deploy RLEDMs across all counties to meet with local law enforcement agencies to understand requirements regarding SSO and SRO overtime off-duty parameters as well as vehicle procurement.

• Through a combination of existing local law enforcement contacts in Arizona, job board ads, and word-of-mouth recommendations, GKS will build a pool of eligible applicants to add to our scheduling system.

Phase 3: Certification Verification, Onboarding, & Training

• The account manager will meet with RLEDMs to implement training and recruiting procedures. RLEDMS will need to meet with LEAs and local law enforcement agencies for the purpose of relationship building. The Account Manager and RLEDMs will coordinate with GKS office staff to begin onboarding 1099 contractors en masse.

Phase 4: Deployment & Oversight

• Our administrative team, Account Manager, RLEDMs, and officers will maintain continuous communication to ensure seamless coordination with all parties involved, including existing contract stakeholders.

• Upon receipt of the full deployment schedule from the agency, GKS will immediately release assignments and begin filling any gaps—prioritizing the most immediate needs first.

• Regional managers will proactively address and resolve last-minute coverage requests to ensure uninterrupted service delivery.

• Site visits will be conducted regularly by our RLEDMs to support on-the-ground success. These visits include coaching, mentoring, and training sessions, while also fostering strong working relationships with educators and LEA staff.

Phase 5: Reporting & Calibration

• GKS will maintain consistent communication with ADE, LEAs, and partnering law enforcement agencies to ensure transparency and alignment.

• Weekly and monthly meetings will be held with LEAs to review performance, while quarterly check-ins will be conducted with ADE for strategic oversight.

• The AM and RLEDMs will conduct routine regional performance reviews to assess staffing effectiveness, focusing on key performance indicators such as punctuality, attendance, and overall conduct.

• Feedback from stakeholders will be integrated into our operational strategies, with adjustments made as necessary to ensure continuous improvement and alignment with ADE program goals.

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15. Organizational Chart

Leadership Our executive leadership includes Steve O’Neal (President & CEO) and Bruce Campbell (Senior Vice President of Security Services) who bring over 50 years of combined law enforcement and security leadership experience. Their expertise ensures that every deployment is guided by proven public safety strategies and field-tested procedures.

Support Staff Supporting our executive leadership is a fully staffed administrative and operational backbone that ensures seamless service delivery and support. This includes:

• Field Support & Operations Department – Comprised of an Account Manager, and Regional LE

Division Managers who provide direct oversight of day-to-day field activities, LEA site management, and monitor staff performance.

• Human Resources Department – Responsible for recruitment, training compliance, and employee relations.

• Finance & Planning Department – Manages budgeting, forecasting, and strategic financial operations as well as AP/AR function necessary for invoicing.

• Administrative Support Department – Provides clerical, scheduling, and coordination services to ensure operational continuity.

This integrated team structure ensures that every assignment is backed by a leadership team with decades of experience and an operational support system designed to deliver dependable, professional security services.

16.References

GKS provides three references that can speak to our operational readiness and can advocate for our organization’s ability to meet the ADE’s program needs.

Steven O'Neal President & CEO

Bruce Campbell SVP, Security Services

Human Resources

Payroll & Administration

Jose Zamudio Account Manager

Regional LE Division Managers

SROs & SSOs

Finance & Planning

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17.Firm’s Experience and Expertise

GKS is a law enforcement-owned and operated firm focused on ODO staffing. The majority of our business is dedicated to managing high-volume ODO deployments across California, where we maintain a 99% shift fulfillment rate for our Fortune 50 clients. With over 200 active officers assigned weekly, we are well-practiced in navigating complex scheduling demands, rapid deployment needs, and site-specific operational protocols. Our ability to consistently meet staffing targets—regardless of scale or urgency—reflects a deeply established infrastructure built to support programs like the one outlined in this solicitation.

Our internal structure is designed to support large-scale operations without losing visibility at the site level. Regional managers and administrative staff remain closely involved in daily scheduling and officer performance, while our cloud-based platform ensures that all parties— officers, clients, and leadership—have access to real-time data on attendance, shift fulfillment, and site activity. Clients are provided with detailed reporting broken down by site, officer, and region, which is used to track performance, verify coverage, and support internal audits. This level of transparency is a standard expectation from the clients we serve and is embedded into our operating model.

A notable example of our readiness and operational scalability occurred during the civil unrest in Los Angeles following the immigrant detainment protests. Within hours of receiving requests from multiple retail clients, we mobilized off-duty officers to provide coverage at previously uncovered sites as well as bolster staffing at existing locations. These deployments required same-day coordination with agency-approved officers, compliance with jurisdictional policies, and seamless scheduling through our platform. Our management team worked in real time with client representatives and officers to ensure each site was properly staffed, secure, and supported. This experience directly reflects our capacity to meet requirements related to officer readiness, flexible scheduling, local jurisdictional coordination, and rapid response to emergent needs—key elements outlined in the ADE scope of work.

The core of our work is built around direct communication and hands-on management. Our clients have access to dedicated regional contacts who remain involved throughout every phase of staffing—from onboarding and training to daily performance oversight. Whether it’s responding to a last-minute coverage request, providing training resources, or coordinating shift changes, our team operates with urgency and accountability. This approach allows us to meet the day-to-day demands of high-volume deployments while maintaining the flexibility and structure required for statewide program management.