Wellness_Program

Policy 1016CSU Police Department Systemwide Policy Manual Copyright Lexipol, LLC 2025/08/10, All Rights Reserved. Published with permission by CSU Police DepartmentWellness Program - 1Wellness Program 1016.1 PURPOSE AND SCOPE The purpose of this policy is to provide guidance on establishing and maintaining a proactive wellness program for department members. The wellness program is intended to be a holistic approach to a member's well-being and encompasses aspects such as physical fitness, mental health, and overall wellness. Additional information on member wellness is provided in the: •Chaplains Policy. •Line-of-Duty Deaths Policy. •Drug- and Alcohol-Free Workplace Policy. 1016.1.1 DEFINITIONS Definitions related to this policy include: Critical incident – An event or situation that may cause a strong emotional, cognitive, or physical reaction that has the potential to interfere with daily life. Critical Incident Stress Debriefing (CISD) – A standardized approach using a discussion format to provide education, support, and emotional release opportunities for members involved in work- related critical incidents. Peer support – Mental and emotional wellness support provided by peers trained to help members cope with critical incidents and certain personal or professional problems. 1016.2 POLICY It is the policy of the CSU Police Department to prioritize member wellness to foster fitness for duty and support a healthy quality of life for department members. The Department will maintain a wellness program that supports its members with proactive wellness resources, critical incident response, and follow-up support. 1016.3 WELLNESS COORDINATOR The Chief of Police should appoint a trained wellness coordinator. The coordinator should report directly to the Chief of Police or the authorized designee and should collaborate with advisers (e.g., Department of Human Resources, legal counsel, licensed psychotherapist, qualified health professionals), as appropriate, to fulfill the responsibilities of the position, including but not limited to: (a)Identifying wellness support providers (e.g., licensed psychotherapists, external peer support providers, physical therapists, dietitians, physical fitness trainers holding accredited certifications). 1.As appropriate, selected providers should be trained and experienced in providing mental wellness support and counseling to public safety personnel. CSU Police Department Systemwide Policy Manual Wellness Program Copyright Lexipol, LLC 2025/08/10, All Rights Reserved. Published with permission by CSU Police DepartmentWellness Program - 22.When practicable, the Department should not use the same licensed psychotherapist for both member wellness support and fitness for duty evaluations. (b)Developing management and operational procedures for department peer support members, such as: 1.Peer support member selection and retention. 2.Training and applicable certification requirements. 3.Deployment. 4.Managing potential conflicts between peer support members and those seeking service. 5.Monitoring and mitigating peer support member emotional fatigue (i.e., compassion fatigue) associated with providing peer support. 6.Using qualified peer support personnel from other public safety agencies or outside organizations for department peer support, as appropriate. (c)Verifying members have reasonable access to peer support or licensed psychotherapist support. (d)Establishing procedures for CISDs, including: 1.Defining the types of incidents that may initiate debriefings. 2.Steps for organizing debriefings. (e)Facilitating the delivery of wellness information, training, and support through various methods appropriate for the situation (e.g., phone hotlines, electronic applications). (f)Verifying a confidential, appropriate, and timely Employee Assistance Program (EAP) is available for members. This also includes: 1.Obtaining a written description of the program services. 2.Providing for the methods to obtain program services. 3.Providing referrals to the EAP for appropriate diagnosis, treatment, and follow- up resources. 4.Obtaining written procedures and guidelines for referrals to, or mandatory participation in, the program. 5.Obtaining training for supervisors in their role and responsibilities, and identification of member behaviors that would indicate the existence of member concerns, problems, or issues that could impact member job performance. (g)Assisting members who have become disabled with application for federal government benefits such as those offered through the Public Safety Officers' Benefits Program (34 USC § 10281 et seq.). 1.The coordinator should work with appropriate department liaisons to assist qualified members and survivors with benefits, wellness support, and counseling CSU Police Department Systemwide Policy Manual Wellness Program Copyright Lexipol, LLC 2025/08/10, All Rights Reserved. Published with permission by CSU Police DepartmentWellness Program - 3services, as applicable, when there has been a member death (see the Line-of- Duty Deaths Policy for additional guidance). 1016.4 DEPARTMENT PEER SUPPORT 1016.4.1 PEER SUPPORT MEMBER SELECTION CRITERIA The selection of a department peer support member will be at the discretion of the coordinator. Selection should be based on the member's: •Desire to be a peer support member. •Experience or tenure. •Demonstrated ability as a positive role model. •Ability to communicate and interact effectively. •Evaluation by supervisors and any current peer support members. 1016.4.2 PEER SUPPORT MEMBER RESPONSIBILITIES The responsibilities of department peer support members include: (a)Providing pre- and post-critical incident support. (b)Presenting department members with periodic training on wellness topics, including but not limited to: 1.Stress management. 2.Suicide prevention. 3.How to