7.430 - Early Identification and Intervention Program (EIIP) Flashcards
Is EIIP disciplinary or non-disciplinary?
Non-disciplinary.
EIIP is separate from processes performed by IAB, the department’s administrative investigative systems, and employee discipline action conducted by the Officer of Labor Relations.
Who can request an EIIP Employee Performance Review?
Any supervisor can request an EPR by contacting EIIP.
Does a Citizen Review Board request impact an employee’s EIIP dashboard?
No
When an employee reaches or surpasses an EIIP threshold, how is the EIIP Alert generated?
Through Blue Team
Who approves changes to the EIIP thresholds?
The Internal Affairs Bureau Commander
How often will first line supervisors review their employees’ Blue Team dashboard?
Monthly
How long do first line supervisors have to respond EIIP alerts?
14 days
EIIP alerts will be coordinated through the employees chain of command and returned to EIIP via Blue Team within how many days of the EIIP alert notification?
45 calendar days
Will EIIP alerts be documented on contact reports?
No
What is the second line supervisor’s responsibility as it relates to EIIP?
Review their employees’ Blue Team dashboard at any time
Receive EIIP alert through Blue Team via email notification
Provide feedback and support to the first line supervisor
Receive completed EIIP alert via Blue Team from the first line supervisor
If the alert is approved, forward it through the chain of command to the bureau/area commander
Ensure any follow up is completed by the first line supervisor
What is the EIIP based, confidential, non-disciplinary process, which focuses on long term employee well being, by monitoring an employee’s exposure to traumatic events?
Significant Event Reporting
What is the purpose of EIIP?
Identify and respond to department members who display signs of a decline in work performance or other problematic behavior.
What is the primary responsibility of EIIP?
Identify problematic behavioral patterns and other indicators at an early stage and to be proactive by providing resources to members such as training, counseling, and support
Conduct also defined as bias indicators as outlined in Nevada Revised Statutes (NRS) 289.823, and include CCs, UOF incidents, motor vehicle accidents, and incidents involving arrests made for resisting an officer and for improper searches/detentions. Additional behavioral indicators include the abuse of sick leave, negative attitude toward community outreach programs or negative interactions with the public, and other behaviors that could signify a decline in work performance.
Problematic behavior
Any on- or off-duty incident a member experiences that may adversely affect
their well-being (i.e., involvement in an officer-involved shooting [OIS], victim or
witness to violence against a person, responding to mass casualty event, loss
of a family member, personal involvement in divorce, victim of a crime, etc.).
Significant event