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LT Test 2023 > 7.430 - Early Identification and Intervention Program (EIIP) > Flashcards

7.430 - Early Identification and Intervention Program (EIIP) Flashcards

1
Q

Is EIIP disciplinary or non-disciplinary?

A

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.

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2
Q

Who can request an EIIP Employee Performance Review?

A

Any supervisor can request an EPR by contacting EIIP.

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3
Q

Does a Citizen Review Board request impact an employee’s EIIP dashboard?

A

No

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4
Q

When an employee reaches or surpasses an EIIP threshold, how is the EIIP Alert generated?

A

Through Blue Team

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5
Q

Who approves changes to the EIIP thresholds?

A

The Internal Affairs Bureau Commander

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6
Q

How often will first line supervisors review their employees’ Blue Team dashboard?

A

Monthly

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7
Q

How long do first line supervisors have to respond EIIP alerts?

A

14 days

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8
Q

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?

A

45 calendar days

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9
Q

Will EIIP alerts be documented on contact reports?

A

No

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10
Q

What is the second line supervisor’s responsibility as it relates to EIIP?

A

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

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11
Q

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?

A

Significant Event Reporting

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12
Q

What is the purpose of EIIP?

A

Identify and respond to department members who display signs of a decline in work performance or other problematic behavior.

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13
Q

What is the primary responsibility of EIIP?

A

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

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14
Q

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.

A

Problematic behavior

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15
Q

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.).

A

Significant event

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16
Q

Who conducts POST certified classes designed to explain the IAB and EIIP processes?

A

EIIP

17
Q

Who has access to a member’s EIIP purview?

A

The member and their chain of command.

18
Q

How long are the EIIP established thresholds?

A

A rolling calendar year with the exception of firearm discharges and SER’s. Those are 30 months and 60 months respectively.

19
Q

EIIP-established thresholds are reviewed annually and adjusted by the EIIP analyst as needed. Changes to the EIIP-established thresholds are approved by who?

A

The IAB commander

20
Q

EIIP has established alert thresholds for first-line supervisors as it relates to their squad’s overall work performance by monitoring IAPro data. This supervisory component of the EIIP alert process does not appear on the Blue Team dashboard but can trigger an alert to who?

A

The second-line supervisor when a squad
threshold is reached or surpassed.

21
Q

Will EIIP alerts be documented on contact reports?

A

No.

22
Q

Will EIIP alerts be documented on contact reports?

A

No.

23
Q

What are the color systems in the EIIP system?

A

Gray: no identified issues
Orange: One incident away from reaching an EIIP established threshold
Red: reached or surpassed an EIIP established threshold

24
Q

When reviewing an EIIP notification, what is the second-line supervisor’s responsibility?

A
  1. Review members’ Blue Team dashboards at any time.
  2. Receive EIIP alert from Blue Team via email notification.
  3. Provide feedback and support to the first-line supervisor.
  4. Receive completed EIIP alert via Blue Team from first-line supervisor.
    a. If the alert is approved, forward it through the chain of command to the bureau commander.
    b. If the alert is not approved, send it back to the first-line supervisor with instruction on what action is to be taken.
  5. Ensure any follow-up listed in the alert response by the first-line supervisor is completed or scheduled before approving the alert (i.e., AOST, RBT, training courses, etc.).
25
Q

When receiving an EIIP notification, what is the first-line supervisor’s responsibility?

A
  1. Review members’ Blue Team dashboards monthly.
  2. Receive EIIP alert from Blue Team via email notification.
  3. Consult with second-line supervisor regarding any alerts received.
  4. Physically meet with the member to discuss the alert.
    a. If an alert is related to an open or pending case, do not discuss specifics of the case. Instead, speak in general terms to gauge the member’s well-being.
  5. If a behavioral pattern cannot be identified and there is no concern after meeting with the member:
    a. Complete the EIIP alert in Blue Team and forward to second-line supervisor for approval within 14 calendar days of the EIIP alert notification.
  6. If a behavioral pattern is identified and there is concern after meeting with the member:
    a. Consult with the second-line supervisor to determine the appropriate course of action.
    b. Complete the EIIP alert in Blue Team indicating what remedial action was taken and forward to second-line supervisor within 14 calendar days of the EIIP alert notification.
  7. Continue to assess the member’s work performance.
26
Q

EIIP aims to identify a member’s __________________ and encourage their well-being as early as possible by facilitating early supervisory intervention in accordance with NRS 289.823 2(a).

A

Decline in work performance

27
Q

Upon request, EIIP may
produce a ___________________ for a member, squad, shift, or bureau. They will include
documentation of IAPro data, problematic behavior, productivity, BWC statistics, leave and overtime history, work history, and any active transfer or promotional list rankings.

A

performance review

These are actionable analytics used to assist a supervisor.

28
Q

It is LVMPD policy to monitor the involvement of members in _________________ over a period of time.
Commissioned and civilian employees may be exposed to physical and emotional trauma that can have a
detrimental effect on overall well-being. Trauma affects each person differently, and the cumulative effect of the involvement in __________________ increases the likelihood for mental health issues that could ultimately
lead to a decline in work performance.

A

Significant events

29
Q

_______________ is a confidential, non-disciplinary, Blue Team-based process that tracks significant events members
have experienced. SER enables EIIP to proactively address the mental health and well-being of members, regardless of changes in assignment and/or chain of command.

A

Significant event reporting

30
Q

What happens if a member is involved in a number of reported significant events that exceed an EIIP-established threshold?

A

The EIIP alert process will be initiated

31
Q

It is who’s responsibility to notify their supervisor or the Police Employees Assistance Program
(PEAP) of incidents that may affect their emotional and/or mental well-being. Supervisors are not solely
responsible for identifying any/all significant events that may or may not affect members.

A

The members

32
Q

When a supervisor becomes aware of significant event, the supervisor will:

A
  1. Ensure the member is made aware of PEAP services and that PEAP is notified.
  2. Log into Blue Team and choose “Significant Event Report” from the “Incident Type” drop-down
    menu.
  3. Complete the required fields in Blue Team including a summary of the incident.
  4. Link the involved member but do not link any allegations.
  5. Select “Mark Incident Complete,” which will record the significant event.
33
Q

Who will review the SER threshold at least once annually and adjust it as necessary.

A

The EIIP analyst

LT Test 2023 (39 decks)

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