5.7 Early Intervention System

Exactly as extracted, unformatted — for checking against the original. The readable version is easier to read.

Centreville Police Department
Title: Early Intervention System Directive #: 5.7
Issued: 10.1.2016 Revised: 10.1.2016
Authorized by: Charles M. Rhodes, Jr.
Chief of Police
A. Policy
The CPD will attempt to identify certain patterns of behavior and provide intervention in an effort to enhance
progressive supervision with non-disciplinary remedies.
B. Procedures
1. Applicability
a. The procedures in this directive are applicable to all officers.
2. Overview of the Early Intervention System (EIS)
a. The goal of the EIS is to assist in identifying patterns of behavior so supervisors can address training
needs or stress factors at an early stage with the goal of improving an employee’s performance.
b. The EIS will:
(1) track complaints, use of force incidents and preventable departmental collisions;
(2) assist supervisors in monitoring an employee’s performance;
(3) provide early identification of potential issues to increase employee accountability; and
(4) compile and track statistical information on complaints received by the CPD.
3. General Responsibilities
a. First and second line supervisors should be cognizant of any pattern of conductor performance that
could suggest a need for intervention.
b. Patterns that may cause concern may be found by regularly reviewing performance evaluations and
related documentation, leave records, complaints, use of force incidents and departmental collisions.
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c. Supervisors who develop a concern should contact their commander to determine if those
observations warrant an alternate activation of the EIS.
4. Reporting & Alerts
a. All internal investigations, preventable departmental collisions and incidents of use of force will be
appropriately logged for each employee.
b. If any of the following occur within a 12-month period for the same employee, the Chief should
activate the EIS:
a. three citizen complaints;
b. three internal complaints;
c. three use-of-force incidents;
d. an emergency suspension
e. two firearms discharges;
f. two departmental crashes; or
g. a combination of any three of the above.
5. Responsibilities of the Chief and Employee’s Supervisor
a. The employee’s supervisor will:
(1) discuss the alert with the Chief;
(2) meet with the employee to discuss the alert and the concerns noted by the supervisor and the
Chief;
(3) allow the employee to provide information that may put the concerns into context;
(4) complete an email or memo within five days and forward it to the Chief that will:
(1) justify why no corrective action is necessary; or
(2) outline recommendations for a corrective action or training plan to enhance the employee’s
performance.
b. No supervisor may use any information revealed by the employee for disciplinary or other purposes
against that employee unless the information revealed discloses that the employee:
a. has committed a serious violation of CPD policy;
b. is a clear and present danger to himself or others; or
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c. has committed, confessed to or revealed details of a crime.
6. Procedures When Intervention Appears Necessary
a. If a corrective action or training plan is appropriate, it may include:
(1) referral to the Town Employee Assistance Officer;
(2) referral to an agency-authorized mental health professional or other mental health care provider
approved and authorized by the CPD;
(3) mandatory participation in authorized training (e.g., communications, cultural
awareness, stress or anger management);and
(4) remedial job-related training.
b. The employee’s commander will forward all recommendations to the Chief for review and approval.
c. The corrective action or training plan will continue for a period of time that is appropriate based on
individual circumstances.
d. The employee’s supervisor will:
(1) monitor the employee’s progress;
(2) provide monthly updates to the Chief;
(3) make recommendations for adjustments to the plan;
(4) submit a final report to the Chief upon completion of the plan.
e. Upon completion of the action or training plan, the supervisor and the Chief will discuss the case to
ensure no additional action is necessary.
(1) If it is determined that additional action is necessary, a new plan will be developed.
(2) If it is determined that no additional action is necessary, the employee will be notified by his
supervisor.
7. When an alert reaches its final disposition:
a. All documentation related to EIS will be included in the employee’s personnel file.
8. EIS information is confidential and will not be disclosed to individuals outside the CPD without the prior
approval from the Chief and Town Legal Counsel.
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