7.430 - Early Identification and Intervention Program (EIIP)

Question 1

Is EIIP disciplinary or non-disciplinary?

Answer 1

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.

Question 2

Who can request an EIIP Employee Performance Review?

Answer 2

Any supervisor can request an EPR by contacting EIIP.

Question 3

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

Answer 3

No

Question 4

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

Answer 4

Through Blue Team

Question 5

Who approves changes to the EIIP thresholds?

Answer 5

The Internal Affairs Bureau Commander

Question 6

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

Answer 6

Monthly

Question 7

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

Answer 7

14 days

Question 8

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?

Answer 8

45 calendar days

Question 9

Will EIIP alerts be documented on contact reports?

Answer 9

No

Question 10

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

Answer 10

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

Question 11

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?

Answer 11

Significant Event Reporting

Question 12

What is the purpose of EIIP?

Answer 12

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

Question 13

What is the primary responsibility of EIIP?

Answer 13

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

Question 14

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.

Answer 14

Problematic behavior

Question 15

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.).

Answer 15

Significant event

Question 16

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

Answer 16

EIIP

Question 17

Who has access to a member’s EIIP purview?

Answer 17

The member and their chain of command.

Question 18

How long are the EIIP established thresholds?

Answer 18

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

Question 19

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

Answer 19

The IAB commander

Question 20

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?

Answer 20

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

Question 21

Will EIIP alerts be documented on contact reports?

Answer 21

No.

Question 22

Will EIIP alerts be documented on contact reports?

Answer 22

No.

Question 23

What are the color systems in the EIIP system?

Answer 23

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

Question 24

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

Answer 24

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.).

Question 25

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

Answer 25

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.

Question 26

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).

Answer 26

Decline in work performance

Question 27

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.

Answer 27

performance review These are actionable analytics used to assist a supervisor.

Question 28

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.

Answer 28

Significant events

Question 29

_______________ 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.

Answer 29

Significant event reporting

Question 30

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

Answer 30

The EIIP alert process will be initiated

Question 31

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.

Answer 31

The members

Question 32

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

Answer 32

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.

Question 33

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

Answer 33

The EIIP analyst