EIIP Supervisors Manual

Question 1

EIIP Supervisors Manual

Answer 1

• Early Intervention (EI) system is a data-based management tool designed to identify employees whose performance exhibits potential problems, and then to provide interventions, usually counseling or training, to correct those performance issues.
• In an EI system, performance data are entered into a computerized database. These data include departmental use-of-force reports, citizen complaints, and employee involvement in civil litigation, resisting arrest charges, and other performance indicators.
• The major contribution of an EI system is its capacity to spot patterns of performance and to intervene before problems lead to a serious incident such as a lawsuit, a citizen complaint, or some other public crisis involving the department.

Question 2

EIIP Supervisors Manual

Answer 2

-An EI system is officially separate from the formal disciplinary system. It is designed to help employees improve their performance through counseling, training, or coaching. No record of participation in an EI program is placed in an employee’s personnel file, although a separate record of participation is usually maintained by the internal affairs or professional standards unit. One or more of the incidents identified by an EI system may warrant formal disciplinary action that is officially recorded, but identification by the EI system remains separate from the disciplinary process.

Question 3

EIIP Supervisors Manual

Answer 3

-Supervisors fill such a vital role within EIS - (analyzing early intervention system data, proactively engaging employees about potential personal and professional problems that may be affecting their work, and assessing and pairing intervention options with employees’ needs).

Question 4

EIIP Supervisors Manual

Answer 4

• EIS are valuable administrative tools that can enhance accountability and integrity in a law enforcement agency. They identify employee performance problems and provide the means for correcting them. EIS enhances quality of supervision which can reduce incidents such as inappropriate use of less-lethal force. EIS can reduce costs arising from civil litigation and improve relations with the community.
• An early intervention system addresses “employees with performance problems,” not “problem employees.”
• Departments view EIS essentially as a backup to responsible and effective ongoing supervision.

Question 5

EIIP Supervisors Manual

Answer 5

-It is emphasized that EIIP is a non-disciplinary tool which identifies incidents and/or patterns which could or may result in diminished work performance.

Question 6

EIIP Supervisors Manual

Answer 6

-EIIP dashboard consists of three colors - -Green indicates that there are no identified issues; -Yellow indicates that the employee is one incident away from reaching an identified threshold; -Red indicates that the employee has reached or surpassed an identified threshold. -Red is the only flag which requires intervention by the supervisor.

Question 7

EIIP Supervisors Manual

Answer 7

-New to Blue Team and made available to both Captains and Lieutenants is the Incident Management Dashboard which reflects Statement of Complaints and Alerts that have been sent out to the Bureau for lnvestigations. There are three categories: Incidents Pending Assignment; Incidents Currently Assigned and Completed Incidents-Review Pending. From here the Lieutenant or Captain can monitor a case’s progress or reassign a case to another supervisor.

Question 8

EIIP Supervisors Manual

Answer 8

• First Line Supervisor:
• Consults with second line supervisor, completes Blue Team routing indicating what action was taken, forwards it to second line supervisor within two weeks of notification.
• Second Line Supervisor:
  1. Signs Confidentiality Agreement and returns to EIIP Coordinator.
  2. Receives EIIP Flag.
  3. Requests the Summary of Employee’s Performance from First Line Supervisor for review.
  4. Provides feedback and support to the first line supervisor.
  5. Ensures intervention occurs and is completed within time frame.
  6. Receives completed Blue Team routing from first line supervisor, approves and forwards to EIIP Coordi­nator.
  7. Ensures any follow-up is completed by first line supervisor.

Question 9

EIIP Supervisors Manual

Answer 9

• Interventions within the early intervention system will be implemented utilizing the (SARA) model.
• Supervisors are required to participate in the initial face to face discussion with the employee regarding the potential performance issue.
• In the event it is determined, that there is a performance issue that needs to be corrected the supervisor in cooperation with the second line supervisor will conduct an intervention.

Question 10

EIIP Supervisors Manual

Answer 10

-Examples of Mandatory Intervention: Supervisory counseling; Training; Re-Training; Temporary or Permanent Reassignment; Policy changes and or revisions.

Question 11

EIIP Supervisors Manual

Answer 11

INTERVENTION PROCEDURE FOR FIRST-LINE SUPERVISORS - SCAN, ANALYZE, RESPOND, & ASSESS.
-Interventions may include reassignment, partnering with a Mentor/Coach, additional training or any other intervention that is deemed appropriate to the employee’s needs at the time.