Early Identification and Intervention Program (EIIP)

EIIP

• LVMPD’s non-disciplinary approach to addressing employee work performance and well-being

• Separate from processes performed in the IAB, department’s administrative investigative systems, and employee disciplinary action conducted by OLR

• The primary responsibility of EIIP is 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

EIIP Alert Process

When member reaches or surpasses an EIIP-established threshold, an alert is generated in IAPRO then sent to blue team and the EIIP alert process is initiated

EIIP Alert Process

Blue Team dashboard status colors

• Gray: there are no identified issues

• Orange: the member is one incident away from reaching an EIIP-established threshold

• Red: the member has reached or surpassed an EIIP-established threshold

Only the member and their chain of command have access to member’s blue team dashboard

Rolling calendar year for threshold (exception is firearm discharges and SERs which are established a rolling 30 and 60 month period, respectively

EIIP Alert Process

Thresholds for first-line supervisor’s squad

• EIIP has established thresholds for first-line supervisors as it relates to their squad’s overall work performance by monitoring IAPro data

EIIP Alert Process

First line supervisors will review Blue Team dashboards:

• monthly and respond to any EIIP alerts within 14 calendar days or an EIIP alert notification

• EIIP alerts should be coordinated through a member’s chain of command and then returned to EIIP via blue team within 45 calendar days of an EIIP alert notification

• EIIP alerts will not be documented in Contact Reports

First Line Supervisor WILL:

1. Review members’ Blue Team dashboard monthly

2. Receive EIIP alert from Blue Team via email notification

3. Consult with second-line supervisor regarding any alerts received

4. Physically meet the member to discuss the alert

   1. 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

   1. Complete EIIP alert in Blue Team and forward to second-line supervisor for approval within 14 calendar days for the EIIP alert notification

6. If a behavioral pattern is identified and there is a concern after meeting with the member

   1. Consult w/ second-line supervisor to determine the appropriate course of action

   2. 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

Performance Reviews

• EIIP aims to identify a member’s decline in work performance and encourage their well-being as early as possible by facilitating early supervisory intervention in accordance with NRS 289.823.2(a)

• Provides supervisors with actionable analytics in the form of performance reviews.

• Upon request, EIIP may conduct a performance review for member, squad, shift, bureau

• Will include problematic behavior, IAPro data, productivity, BWC statistics, leave and overtime history, work history, and any active transfer or promotional list rankings

Significant Event Reporting (SER):

• it is LVMPD policy to monitor the involvement of members in significant events over a period of time

• Confidential and non-disciplinary, blue team process that tracks significant reports members have experienced

• Proactively address mental health and well-being of members

• If member involved in number of reported significant events that exceed threshold, EIIP alert process will be initiated

• It is the member’s responsibility to notify their supervisor or peer support section 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 ma not effect members

SER

Department member should:

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

SER

When a supervisor becomes aware of significant event, supervisor will:

1. Ensure the member is made aware of Peer Support services and that peer support 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 report 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