7.430 Early Indentification and Intervention Program (EIIP)

Question 1

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.

Answer 1

Early Identification and Intervention Program (EIIP)

Question 2

Where is an employee’s place represented in the EIIP Alert System?

Answer 2

Through the Blue Team Dashboard

Question 3

What are the colors and their meanings of the EIIP Alert System?

Answer 3

1. Gray indicates there are no identified issues.
2. Orange indicated the employee is one incident away from reaching an identified threshold.
3. Red indicates the employee has reached or surpassed an identified threshold.

Question 4

Who adjusts EIIP thresholds and how often are they adjusted.

Answer 4

EIIP thresholds are adjusted annually by the EIIP analyst as needed.

Question 5

Which items are included as EIIP Thresholds in the Alert System which is collected by IAPro data?

Answer 5

1. Statement of Complaints
2. Citizen contacts
3. Citizen Review Board complaints
4. Uses of Force
5. Rifle Deployments
6. Firearm Discharges
7. Vehicle Pursuits
8. Vehicle Accidents
9. Primary Indicator
10. Caine incidents

Question 6

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?

Answer 6

1. Monthly
2. 14 calendar days
3. 45 calendar days

Question 7

Can EIIP Alerts be documented in Contact Reports?

Answer 7

No. EIIP Alerts and discussions with employees related to them are confidential.

Question 8

What is Significant Event Reporting? What happens when a threshold is met? Who is responsible for identifying and reporting the events?

Answer 8

1. It is a Blue Team based, confidential, and non-disciplinary process which focuses on employee well-being.
2. When a threshold is met, an Alert is sent to the employee’s chain of command.
3. It is the employee’s responsibility to notify their supervisor of incident that may affect their emotional well-being.

Question 9

Per EIIP and Significant Event Reporting, what is defined as a “significant event”?

Answer 9

Any on- or off-duty incident a member experiences that may adversely affect their well-being

1.involvement in an officer-involved shooting [OIS],

2.victim or witness to violence against a person,

3.responding to mass casualty event,

4.loss of a family member,

5.personal involvement in divorce,

6.victim of a crime,

7.etc.

Question 10

What is the EIIP and what is it designed to do?

Answer 10

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.

Question 11

What is EIIP’s primary responsibility?

Answer 11

to 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 12

What are some benefits of EIIP?

Answer 12

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.

Question 13

In regards to EIIP, first line supervisors will?

Answer 13

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 14

Is EIIP disciplinary or non-disciplinary?

Answer 14

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 15

Who can request an EIIP Employee Performance Review?

Answer 15

Any supervisor can request an EPR by contacting EIIP.

Question 16

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

Answer 16

Through Blue Team

Question 17

Who approves changes to the EIIP thresholds?

Answer 17

The Internal Affairs Bureau Commander

Question 18

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 18

Significant Event Reporting

Question 19

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 19

Problematic behavior

Question 20

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 20

Significant event

Question 21

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

Answer 21

EIIP

Question 22

Who has access to a member’s EIIP purview?

Answer 22

The member and their chain of command.

Question 23

How long are the EIIP established thresholds?

Answer 23

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

Question 24

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 24

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

Question 25

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

Answer 25

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 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

EIIP alerts will not be documented in _______

Answer 33

Contact reports

Question 34

Supervisors will consult with ___________ regarding any alerts received.

Answer 34

Second-line supervisor

Question 35

EIIP established threshold have a period of what on calendar and what exceptions are there?

Answer 35

A rolling calendar year
Exception is firearm discharges and SER’s which have an established 30-60 month period respectively.

Question 36

What monitors a squads overal work performance

Answer 36

IAPro
It cannot be viewed and only sends an alert to the second line supervisor when a squad threshold is reached or surpassed.

Question 37

Ser,
Department member should:

Answer 37

Notify their supervisor in a timely manner of all significant events that may affect their emotional and/or mental well-being.

Question 38

EIIP alerts will be coordinated through a member’s chain of command and then returned to EIIP via Blue Team within _____ calendar days

Answer 38

45