7.430 Early Indentification and Intervention Program (EIIP) Flashcards
What is the name of the program recommended by the Department of Justice and established by the department to address employee performance problems through non-disciplinary action.
Early Identification and Intervention Program (EIIP)
How is an employee’s place represented in the EIIP Alert System?
Through the Blue Team Dashboard
What are the colors and their meanings of the EIIP Alert System?
- Green indicates there are no identified issues.
- Yellow indicated the employee is one incident away from reaching an identified threshold.
- Red indicates the employee has reached or surpassed an identified threshold.
Who adjusts EIIP thresholds and how often are they adjusted.
EIIP thresholds are adjusted annually by the EIIP sergeant, if needed.
Which items are included as EIIP Thresholds in the Alert System?
- Statement of Complaints
- Sustained Complaints
- Citizen Review Board requests
- Uses of Force
- Rifle Deployments
- Firearm Discharges
- Vehicle Pursuits
- Vehicle Accidents
- Primary Indicators
a. Domestic violence
b. Alcohol/drugs
c. Criminal issues
d. Moral turpitude
e. Indebtedness/garnishments
How often will supervisors review their employees Blue Team Dashboard? What is the time limit to respond to EIIP Alerts? What is the time limit for the chain of command to return EIIP Alerts back to EIIP through Blue Team?
- Monthly
- 14 calendar days
- 45 calendar days
Can EIIP Alerts be documented in Contact Reports?
No. EIIP Alerts and discussions with employees related to them are confidential.
How do EIIP Alerts work and what must be completed?
- Supervisor receives EIIP Alert through Blue Team via an email notification.
- Request an EPR summary from EIIP for review. (3 year snapshot)
- Consult with a second line supervisor. (Lieutenant)
- Meet face to face with the employee to discuss the alert.
- If no pattern or concern exists, complete and forward to second line supervisor for approval.
- If a pattern or concern exists, consult with second line supervisor to determine appropriate course of action. Complete and forward to second line supervisor for approval.
What is Significant Event Reporting? What happens when a threshold is met? Who is responsible for identifying and reporting the events?
- It is a Blue Team based, confidential, and non-disciplinary process which focuses on employee well-being.
- When a threshold is met, an Alert is sent to the employee’s chain of command.
- It is the employee’s responsibility to notify their supervisor of incident that may affect their emotional well-being.
Per EIIP and Significant Event Reporting, what is defined as a “significant event”?
A “significant event” is any on- or off- duty incident which involves direct person exposure to an event involving:
- Actual or threatened death or serious injury.
- A substantial threat to physical or emotional integrity.
- Witnessing an event that involves the above experience.
- Learning about unexpected or violent death, serious harm, threat of death, or injury experienced by a family member or close associate.
- Any other on- or off- duty event which may adversely affect the employee’s well-being.
What is the EIIP and what is it designed to do?
The Early Identification and Intervention Program (EIIP) is the LVMPD’s non-disciplinary approach to addressing employee performance problems; EIIP is distinctly different from the IAB process, the department’s administrative investigative system, and Labor Relations, which oversees employee discipline. EIIP is considered a DOJ best practice of police administration.
What is EIIP’s primary responsibility?
EIIP’s primary responsibility is to identify trands and patterns in employee behavior before they become realized risks and liabilities for the department and the employee.
What are some of the approaches EIIP uses for identifying trends and patterns?
EIIP uses a proactive, multi-pronged, approach to research and address identified trands and patterns. This approach includes:
- Analysis of Statements of Complaint (SOC), Citizen Contacts (CC), Citizen Review Board (CRB) requests, Uses of Force (UOF), sick time, overtime, and productivity.
- Thorough and detailed examination of arrest paperwork, Communications reports, dispatch recordings, CAD, iTag reports, body worn camera footage, and Detention Services Division (DSD) video.
- Interviews with all levels of a chain of command, regarding identified trands and patterns, statistical data, existing policy and procedure, and best practices.
- Peace Officers’ Standards Training (POST) certified classes designed to explain the IAB and EIIP processes with an eye toward best practices.
- Recommendations of appropriate training, remedial action, and support services for supervisors to help employees get back on track and address underlying issues creating potential liability.
What are some benefits of EIIP?
Some of the most significant benefits of EIIP include: improving supervision, indentifying trends and patterns in employee behavior early on, strengthening the culture of intergrity and accountability within the LVMPD, reducing litigation costs, and bringing the LVMPD to the forefront of the field by adopting proven best practices.
Where is the EIIP Alert System represented for an officer?
An employee’s Blue Team Dashboard represents their place in the EIIP Alert System, with the exception of Citizen Review Board requests, which do not affect an employee’s dashboard. The dashboard consists of three colors:
- Green indicates there are no identified issues.
- Yellow indicates the employee is one incident away from reaching an indentified threshold.
- Red indicates the employee has reached or surpassed an identified threshold.
EIIP Alert thresholds are calculated over a rolling year, with what exception?
EIIP Alert thresholds are calculated over a rolling year, with the exception of Firearm Discharges which are calculated over a rolling 60 months.
First Line Supervisors will review their employees’ Blue Team dashboard on what frequent basis?
First line supervisors will review their employees’ Blue Team dashboard on a monthly basis and respond to EIIP Alerts in Blue Team within 14 calendar days of the chain receiving an EIIP Alert email notification.
EIIP Alerts will be completely coordinated through the employee’s chain of command and returned to EIIP via Blue Team within 45 calendar days of the chain receiving an EIIP Alert email notification. The EIIP Alerts will not be documented in Contact Reports
In regards to EIIP, first line supervisors will?
First Line Supervisor will:
- Review employees’ Blue Team dashboard on a monthly basis.
- Receive EIIP Alert through Blue Team via an email notification.
- Request an EPR summary from EIIP for review.
- Consult with second line supervisor.
- Meet face to face with employee to discuss the Alert.
- If no pattern or concern exists after face to face meeting, complete EIIP Alert in Blue Team and forward Alert to second line supervisor for approval within 14 calendar days of the chain receiving an EIIP Alert email notification.
- If a pattern or concern exists, consult with second line supervisor to determine appropriate course of action.
- Complete EIIP Alert in Blue Team indicating what remedial action was taken and forward it to the second line supervisor within 14 calendar days of the chain receiving an EIIP Alert email notification.
- Continue to assess employee’s performance.
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.
