7.430 Early Indentification and Intervention Program (EIIP)

Question 1

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

Answer 1

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 2

What is EIIP’s primary responsibility?

Answer 2

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.

Question 3

What are some of the approaches EIIP uses for identifying trends and patterns?

Answer 3

EIIP uses a proactive, multi-pronged, approach to research and address identified trands and patterns. This approach includes:

1. Analysis of Statements of Complaint (SOC), Citizen Contacts (CC), Citizen Review Board (CRB) requests, Uses of Force (UOF), sick time, overtime, and productivity.
2. Thorough and detailed examination of arrest paperwork, Communications reports, dispatch recordings, CAD, iTag reports, body worn camera footage, and Detention Services Division (DSD) video.
3. Interviews with all levels of a chain of command, regarding identified trands and patterns, statistical data, existing policy and procedure, and best practices.
4. Peace Officers’ Standards Training (POST) certified classes designed to explain the IAB and EIIP processes with an eye toward best practices.
5. 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.

Question 4

What are some benefits of EIIP?

Answer 4

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 5

Where is the EIIP Alert System represented for an officer?

Answer 5

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:

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

Question 6

EIIP Alert thresholds are calculated over a rolling year, with what exception?

Answer 6

EIIP Alert thresholds are calculated over a rolling year, with the exception of Firearm Discharges which are calculated over a rolling 60 months.

Question 7

First Line Supervisors will review their employees’ Blue Team dashboard on what frequent basis?

Answer 7

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

Question 8

In regards to EIIP, first line supervisors will?

Answer 8

First Line Supervisor will:

1. Review employees’ Blue Team dashboard on a monthly basis.
2. Receive EIIP Alert through Blue Team via an email notification.
3. Request an EPR summary from EIIP for review.
4. Consult with second line supervisor.
5. Meet face to face with employee to discuss the Alert.
6. 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.
7. If a pattern or concern exists, consult with second line supervisor to determine appropriate course of action.
8. 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.
9. Continue to assess employee’s performance.