Supervisor Guide to Employee Enhancement

Question 1

What is the Purpose of PEAP?

Answer 1

Help resolve personal problems that may adversely impact work performance, health, conduct, and well-being.

Question 2

Who can use PEAP?

Answer 2

Employees and their family members

Question 3

What times are peer counselors available?

Answer 3

24 hours a day
7 days a week
365 days a year

Question 4

Are PEAP services confidential?

Answer 4

Yes

Question 5

When are PEAP services not confidential?

Answer 5

When an employee is an immediate threat to self or others

Participant admits to the commission of any crime including illicit drug use

Question 6

What services are offered for military members and their families?

Answer 6

Ease of stress incurred from military deployments

Question 7

How can PEAP help a team after a critical incident?

Answer 7

Provide a critical incident debrief for entire team

Question 8

Who oversees the Police Chaplain Program?

Answer 8

PEAP

Question 9

What does the Police Chaplain Program offer?

Answer 9

comfort, advice, and spiritual support to employees affected by life issues work related or not

Question 10

Where are the Police Chaplains located and how are the reached?

Answer 10

Every Area Command

PBX or PEAP office

Question 11

How many free counseling visits are employees allowed through the Behavioral Health Care Options every calendar year?

Answer 11

3

Question 12

What other resources are available through the Behavioral Health Care Options to Employees and Family members?

Answer 12

Child care,elder care, financial consultation, legal consultation, and a resource library

Question 13

When should a supervisor make an immediate PEAP notification?

Answer 13

Employee is the victim of a person crime
Employee has been arrested for a crime
stressful incident during work shift

Question 14

What does a team debrief with PEAP allow?

Answer 14

Allows the team to confidentially discuss the event to diffuse the stress

Question 15

When is PEAP automatically notified through dispatch?

Answer 15

Critical incidents such as an OIS

Employee transported to hospital for on-duty injury

Question 16

When should a supervisor make a call or send an email to PEAP for assistance?

Answer 16

Employee lost immediate family member to death

Employee or immediate family diagnosed with serious illness

Employee exhibits poor performance believe due to personal stressor

Immediate family member suffering from debilitating illness or Dementia

Issues with children, parents, or extended family potentially affecting job

Responded to or witnessed crime where employee has been effected by the event

Experience a life stressor where PEAP can help-Marital issues, gambling, drinking

Employee victim of a crime and has court they must attend

Question 17

Who can call PEAP?

Answer 17

PEAP can be called for yourself, co-worker, Supervisor, or Subordinate

Question 18

After a supervisor calls PEAP for an employee, what return response will they get?

Answer 18

None, PEAP will not update on status of employee or break confidentiality of an employee

Question 19

Should an employee be excluded from activities once they are placed on leave?

Answer 19

No, Employees should be included on normal activities such as Lunch, Group outings, and texts to check on them. Employees on administrative leave can attend briefings and squad training if allowed by CIRT.

Question 20

Should a supervisor ask when an employee will be back from leave?

Answer 20

NO, employees in most cases do not dictate return to duty.

Question 21

What can a supervisor find out about an employee to create a connection?

Answer 21

What kind of family they have-Married,kids, single
Who they are and Who they want to be
Family or other support
Training/Classes they have or want
Current stressors outside of work

Question 22

How often should supervisors “Check in” with their employees?

Answer 22

Meet face to face each month to gauge health and wellness

Question 23

What should a connected supervisor recognize?

Answer 23

Changes in employee’s attitude, behavior, and/ work performance

Question 24

What will a connected supervisor allow?

Answer 24

intervene on small issues before they become larger issues

Question 25

Will talking about suicide influence another to act upon it?

Answer 25

No

Question 26

T/F-A direct approach is best when asking about suicide.

Answer 26

True

Question 27

Policy 10.233

When a supervisor becomes aware of an employee crisis incident or situation, what will they do first?

Answer 27

Evaluate the information and conduct a preliminary investigation

Question 28

Policy 10.233

When it is determined that an employee is a potential risk of harm to self or others what will be done?

Answer 28

Place member on administrative leave
check box “active duty status may be detrimental in your current assignment”
Do not write Employee Crisis Intervention anywhere on the form
Bureau/area commander will be consulted before relief of duty
Contact PEAP
Complete form 278 and forward through chain of command