Special Order - Early Intervention Program (EIP) RESCINDEDCity of Long Beach
Working Together to Serve
Date: September 29, 2020
To: WATCH REPORT
From: Robert Luna, Chief of Police
Subject: SPECIAL ORDER-EARL y INTERVENTION PROGRAM (EIP)
Memorandum
The Early Intervention Program (EIP) is designed to assist supervisors with early recognition of employees who have been involved in a higher than average number of performance indicators as compared to other members of the employees' peer group. Identifying those employees will give supervisors an opportunity to conduct a detailed review of the employee's actions to see if any
performance trends exist that should be modified and improved.
The EIP represents the Department's commitment to provide mentorship to its
employees and hold the entire chain of command accountable for addressing employee performance and to manage risk to officers.
The EIP also represents the Department's goal to deliver maximum performance in servicing the community and builds public trust.
EIP employs a management strategy that is neither punitive nor disciplinary in
nature. EIP is separate from and does not replace the existing disciplinary processes as outlined in the Department Manual.
The Department's EIP applies to all sworn employees, Park Rangers, and Special Services Officers of the Long Beach Police Department.
All data recorded and related to EIP is considered a confidential personnel record.
EARLY INTERVENTION PROGRAM COMPONENTS
The Department will utilize peer-based purviewmonitoring within EIP which entails the comparison of one employee to their peers in the same Division, Section or Detail. This will be achieved through the software application EIPro that is programmed to highlight certain performance indicators of employee activity that
appear higher in number than the average of their peer group. The supervisor will be alerted to employees whose activities have been highlighted by EIPro when they log into the program. These performance indicators are listed below.
EIP will consist of the following components:
•Performance Indicators•Inspection Guidelines
•Employee Mentoring Process
•EIP DocumentationRESCINDED replaced by 3.50 on 7-22-21
Special Order-EIP System, September 29, 2020
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PERFORMANCE INDICATORS
Performance indicators are data that represent the categories of employee performance activity that will be monitored. These indicators include:
•Use of Force
•Firearm Discharges
•In Custody Deaths
•Vehicle Pursuits
•Citizen Complaints
•Administrative Complaints•Vehicle Accidents
•Forced Entries•Civil Litigation
•EEO complaints
EIP INSPECTION GUIDELINES
Quarterly Review:
Supervisors will conducta "Peer Analysis" review,usingtheattached EIP REVIEW FORM, of their employees and identify those whose performance indicators are higher than the average of their peer group.
EIPRO utilizes color coding in each performance indicator category to highlight a higher than average number. Employees who are shaded in either yellow or red in any specific performance indicator have a higher than average number of
reported incidents in that category. The color coding DOES NOT indicate the quality of the employee's performance on any given incident or in total. It is only a visual cue to show the relationship of the number of incidents in relationship to a
given peer average.
Supervisor Review:
Supervisors will conduct a thorough review of any employee whose critical performance indicators are above the peer average as indicated by EIPro's color coding. The review process should include:
•Obtain relevant documentation or information regarding the specified
performance indicator.
•Identify factual circumstances surrounding the initiation, progression, and
conclusion of those incidents.•Consider mitigating factors surrounding those incidents.
•Determine if there are any relevant repeated issues or trends.
•Consider any additional factors that may be relevant to identified issues thatmay potentially impact work performance including:-An employee's work h istory with in the Department, outside employment, orany prior interventions or mentoring plans.RESCINDED replaced by 3.50 on 7-22-21
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The outcome of prior incidents thathave already gonethrough separate EIP
reviews and consider whether the employee has followed through with any training recommendations or is scheduled to do so.
EMPLOYEE MENTORING PROCESS
After the supervisor performs the above review, he/she will meet with the employee
and inform them of their findings, sharing any concerns that were identified from the review and offer mentoring, guidance and/or training options.
Prior to the meeting with the employee, the employee's Supervisor shall be responsible for identifying topics to be reviewed and include specific examples of
any areas of concern, along with performance expectations and areas in need of development.
During the meeting with the employee, the supervisor should: •Discuss goals and objectives•Discuss training needs and requirements•Discuss performance trends and provide guidance
•If necessary, supervisors should identify the activities, support systems, andresources that are available to assist the employee.•Employees are encouraged to provide input on any identified performanceimprovement assistance; however, supervisors are never permitted to askquestions related to an employee's medical information.•Supervisors shall be mindful of the provisions of the Public Safety OfficersProcedural Bill of Rights Act (POBR) and shall not question employees on
matters that are potentially pending disciplinary review. The purpose of themeeting is only to discuss performance related concerns and not allegationsof misconduct.
If an employee only has one incident type outside of the peer group average, the supervisor may, but is not required to, conduct the employee review process. If the supervisor decides that a review is not necessary, this decision must still be documented in the Review Form.
Division Commanders will be responsible for ensuring that employee reviews take
place and are documented on the EIP Review form.
Options the supervisor should consider offering the employee include: •RefresherTraining options:Defensive Tactics
Legal Updates Report Writing Anger Management Cultural Diversity Tactical Communication RESCINDED replaced by 3.50 on 7-22-21
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Driver/Pursuit Training
Physical Fitness Training Field Training Program De-escalation Techniques •Support options available:Supervisor Coaching or Counseling
Peer Support Employee Assistance Program or other counseling options •Recommended Departmental change options:Review/Modify Training Review/Modify Policy Equipment Purchase
EIP DOCUMENTATION
Each supervisor who conducts an EIP review shall complete an EIP Review form.
After reviewing an employee's EIP record and if a determination is made that no action is required (i.e., the employee only had one incident in any one group), the supervisor will complete the form and submit it through their chain of command.
The employee is not required to sign the form.
When the supervisor meets with the employee and provides resources, or together the employee and supervisor agree on a course of action, the supervisor will complete the form and have the employee sign to acknowledge the review. The
supervisor will then forward the form to the employee's chain of command for signatures.
Once the form has been signed off by the Division Commander, an entry will be completed in EIPro. The form will be uploaded to Blue Team and attached to the
corresponding incident. The employee will have program access to view this incident type.
EIP SYSTEM ACCESS
EIP contains performance indicators that relate to confidential information.
Department employees may only access EIP in accordance with their assigned access levels. Misuse of the EIP, including the unauthorized sharing of information
from EIP, may result in disciplinary action.
The Internal Affairs Division will only be responsible for granting access to the
application and setting employee purviews on what they can see/view.
The peer analysis data and review form shall not be used for performance evaluations. It also shall not be accessed, used, or considered when the Department makes determinations on promotions, transfers or requests by
employees for transfer or special assignments. RESCINDED replaced by 3.50 on 7-22-21
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REVIEW RESPONSIBILITY
The Office of Constitutional Policing will have review responsibilityfor this Special Order.
This order will remain in effect until inclusion in the Long Beach Police Department Manual.
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Robert G. Luna, Chief of Police Date
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LONG BEACH POLICE DEPARTMENT
EIP REVIEW FORM
QUARTERLY REVIEW
Employee Information:
Name -Last, First: Rank:
DID# Current Assignment:
Supervisor:
QUARTERLY REVIEW PERIOD COVERS FROM DATE: ____ _ TO DATE: ____ _
Triggering Event(s) for this Quarterly Review:
*Performance Indicator-*Number of Events·D D D D D D D D D D
Use of Force:
Firearm Discharges
In Custody Deaths
Vehicle Pursuits
Citizen Complaints
Administrative Complaints
Vehicle Accidents
Forced Entries
Civil Litigation
EEO complaints
*Supervisors may but are not required to conduct a review if there is only one event in any
one of the performance indicators.
Checklist for review and meeting:
./Review Relevant documentation/information regarding triggering event(s):
o Identify factual circumstances surrounding the initiation, progression and
conclusion of the triggering incident or event;
o Consider any mitigating factor surrounding the triggering event(s) .
./Review EIPro!Blue Team and past performance, looking for related patterns or trends ../Consider additional relevant factors regarding identified issues that may potentially
impact work performance such as:
o Employee Work History, including outside employment;
o Any prior interventions or mentoring plans;o Outcome of triggering incidents that have already gone through separate
interventions;
o Prior training recommendations -completed or scheduled.
EIP Review Form -Page 1 of 2
Revised September 2020 RESCINDED replaced by 3.50 on 7-22-21
Employee Review and Meeting:
Brief supervisor's comments on areas of concern and performance expectations/areas of improvement
for discussion. If none are identified, then write "none."
Recommendations: If no action is required, then write "none" and the employee signature is not
required.
Brief employee's comments, if any:
Employee Name/DID#
Supervisor Name/DID#
Commanding Officer/DID#
Signature
Signature
Signature
Date
Date
Date
EIP Review Form -Page 2 of 2
Revised September 2020 RESCINDED replaced by 3.50 on 7-22-21