Early Identification and Intervention Program Supervisors Manual

Question 1

The LVMPD’s non-disciplinary approach to employee problems; it is distinctly different from IA, the department’s administrative investigative system, and Labor Relations, which oversees employee discipline.

Answer 1

Early Identification and Intervention Program (EIIP)

Question 2

EIIP is a valuable administrative tool that can enhance ___________ and ___________ within our agency and provide a global picture of employee behavior.

Answer 2

Accountability and integrity

Question 3

T/F

Some of the most significant benefits of EIIP include improving supervision, helping officers overcome personal and professional problems that affect job performance, identifying potential problems with personnel very early on, strengthening the culture of integrity and accountability within the LVMPD, improving community relations, reducing litigation costs, and bringing the LVMPD to the forefront of the field by adopting proven best practices.

Answer 3

True

Question 4

Is a formal record of the EIIP process kept in an employees file?

Answer 4

No

Question 5

EIIP is designed to help officers improve their performance, and any actions taken to this end are _____________, flexible, and confidential.

Answer 5

Informal

Question 6

EIIP is a CALEA accreditation requirement and is treated as a DOJ __________________ of police administration

Answer 6

Best practice

Question 7

Can EIIP provide information to hold sergeants accountable for the performance of their officers?

Answer 7

Yes

Question 8

Some of the benefits of _______ can include:
-Salvaging an officer’s career
-Defending the LVMPD in a customs and practices lawsuit
-Encouraging supervisory involvement in officer development
-Managing citizen complaints and use of force
-Restoring public confidence
-Supporting termination
-Providing information to develop training, policy, and tactics
-Systematically identifying trends relating to needs, misconduct, or policy concerns that could lead to departmental liability

Answer 8

EIIP

Question 9

EIIP identifies employees with performance problems through what two ways?

Answer 9

Statistical analysis and human interaction

Question 10

________________, because of the nature of their work and the close contact they have with the community, are the LVMPD employees that most frequently reach alert thresholds in Blue Team.

Answer 10

Patrol officers

Question 11

EIIP thresholds/alerts are intended to pique a supervisor’s interest so that they take a closer look and have a ____________ with the employee.

Answer 11

Conversation

Question 12

This workup can include the number and type of complaints issued against an officer, the number and type of UOF incidents the officers been involved in, productivity statistics, use of sick time and overtime.

Answer 12

Employee Performance Review

Question 13

EPR’s are designed to provide the chain of command a snapshot of an employee’s work history - typically over a ______ year period. The chain, in conjunction with EIIP, discusses the EPR and evaluates possible patterns of conduct or areas of concern that can be addressed to improve the employee’s work performance.

Answer 13

3

Question 14

Who can request EPR’s on employees?

Answer 14

A chain of command

Question 15

EIIP relies on ____________________ to implement the intervention component of the program. Sergeants can have significant influence over the officers they supervise, so the buy-in and support of supervisors is critical to the success of EIIP.

Answer 15

First-line supervisors

Question 16

EIIP reinforces the basic principles of _______________.

EIIP encourages supervisors to review officer performance on a regular basis to help the chain stay in front of the EIIP alert threshold curve.

Answer 16

Good supervision

Question 17

___________________ requires supervisors to observe their officers’ attitudes and behaviors and check in with them about changes that are out of the ordinary. This may include going out on calls with officers, keeping a daily log, monitoring officers, and being flexible, available, informal, and consistent until officers are back on track.

Answer 17

Early awareness

Question 18

EIIP

More often than not, performance problems are rooted in __________ and ___________/____________.

Answer 18

Stress and personal/family issues

Question 19

Employees with performance problems require supervisory intervention, but ultimately it is up to the ____________ whether or not they accept assistance.

Answer 19

Employee

Question 20

EIIP is not not a substitute or alternative option for employees who require the assistance of _______.

Answer 20

PEAP

Question 21

EIIP Alert

An alert is simply a device to draw attention to a _____________________.

Answer 21

Potential performance issue

Question 22

EIIP Alert

When receiving an EIIP Alert, it is up to who to determine whether or not there is a performance issue.

Answer 22

The supervisor

Question 23

When receiving an EIIP Alert, you must talk to your supervisor, meet _________________ with your employee, listen to them, look for patterns/trends in the alert, green bar, EPR and determine if there is a connection between what you see on paper and the perceived performance issues.

Answer 23

Face-to-face

Question 24

When handling an EIIP Alert, decide what action, if any, is needed and document your actions in ________________ in the EIIP Alert.

Answer 24

Blue Team

Question 25

When navigating EIIP Alerts, can you discuss on-going investigations with the employee?

Answer 25

No.

Question 26

When responding to an EIIP alert, click on “caused by” to get a brief description of the event(s) that generated the alert. Review these cases and try to take a 30,000 foot view to see if there is or is not a common theme or pattern of behavior. The goal is to __________________________________________.

Answer 26

Help the employee avoid future complaints.

Question 27

When reviewing an EIIP alert, do you re-investigate or justify the events?

Answer 27

No

Question 28

Are EIIP alerts punishment?

Answer 28

No.

They are in place to let the employee and supervisor know there may be a problem that needs correction before it becomes a disciplinary issue.

Question 29

Can you issue a contact report to an employee for an EIIP alert or investigation?

Answer 29

No

Question 30

Do Citizen’s Review Board complaints impact an employee’s dashboard?

Answer 30

No