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\n\n--- Page 1 ---\n\nSEMINOLE COUNTY SHERIFF'S OFFICE NUMBER: G - 44 GENERAL ORDER RESCINDS: SUBJECT: Early Intervention Program EFFECTIVE: February 22, 1999 REVISED: March 4, 2025 Table of Contents; I. Purpose II. Scope III. General IV. Definitions V. Performance Indicators VI. Responsibilities of Employees and Supervisors VII. Early Intervention Database VIII. Early Intervention Program Tracking and Notification Procedures IX. Annual Evaluation of the Early Intervention Program I. PURPOSE: The Sheriff's Office has a responsibility to its employees and its service communities to identify and assist employees demonstrating symptoms of job stress and deficiencies in job performance, and how to recognize warning signs of possible employee-involved domestic violence. Although no particular set of criteria can determine these traits, it is important that certain criteria be reviewed as possible indicators of behavior patterns. II. SCOPE: A comprehensive personnel early intervention program is an essential component of good discipline and employee conduct. The early identification of employees who may be experiencing deficiencies in performance or conduct and the availability of remedial actions can increase Sheriff’s Office accountability and offer employees a better opportunity to meet the agency’s organizational philosophy and mission statement. III. GENERAL: The Early Intervention Program is not intended, nor does it function in any respect, as a vehicle for negative discipline. Its sole purpose is to assist employees whose job performance is likely to suffer without intervention. A comprehensive Early Intervention Program is an essential component in a well-managed law enforcement agency. The early identification of potential problem employees and a menu of remedial actions can increase agency accountability and offer employees a better opportunity to meet the agencies values and mission statement. IV. DEFINITIONS A. Alert: Identifies a series of actions which may indicate an issue. GENERAL ORDER Early Intervention Program GO # 44 PAGE 1 OF 5\n\n--- Page 2 ---\n\nV. PERFORMANCE INDICATORS: A. Risk indicators of job stress, deficiencies in job performance, and possible employee-involved domestic violence. B. Current patterns or collected materials (including reports of employee conduct and behavior) that may be considered risk indicators requiring intervention include: 1. Disciplinary actions, especially for repeated offenses, 2. Administrative Investigations, Administrative Reviews, or Supervisory Inquiries, 3. Excessive response to resistance reports, or not supported by policy, 4. Excessive motor vehicle pursuits, or not supported by policy, 5. Preventable vehicle crashes involving Sheriff's Office vehicles, and 6. Below standards employee evaluations. VI. RESPONSIBILITIES OF EMPLOYEES AND SUPERVISORS: A. Employee’s Responsibilities: 1. Employees are encouraged to take personal responsibility in seeking confidential referrals and assistance from the agency to prevent a problem from escalating to the level of criminal conduct or that adversely affects the employee’s work performance. 2. Employees with well-founded knowledge of a domestic violence incident involving another employee will report it to any supervisor or directly to Professional Standards. B. Supervisor’s Responsibilities: 1. It is the responsibility of all supervisors (including Field Training Deputies) to ensure an intervention is conducted if there is reason to believe an employee may need assistance. 2. Whether by simple observation or by receiving an Early Intervention Program Tracking Notification, determining whether an employee needs intervention is based on an evaluation of the employee’s behavior and conduct. This process must begin with a review of all current patterns or factors known about an employee’s performance, conduct, or other relevant criteria. Risk indicators (see above) provide keys to help determine if an intervention is necessary. When appropriate, Supervisors will document any pattern of abusive behavior. 3. If Supervisors find difficulty in determining if an employee is in need of intervention, they may first consult with their superiors or with Human Resources. If it is determined an intervention is not necessary, the Supervisor will document the reasons why, and submit their documentation via memorandum to Professional Standards. 4. It will be the responsibility of the Lieutenant of the Professional Conduct Review Section (or designee) to monitor the database of personnel monthly, checking for alerts to determine if the threshold criteria have been met (as designated in paragraph VI). C. Supervisor’s Procedures: GENERAL ORDER Early Intervention Program GO # 44 PAGE 2 OF 5\n\n--- Page 3 ---\n\n1. Once Supervisors determine an intervention is necessary, they will schedule a conference with the employee as soon as possible to avoid the potential of a problem’s escalation and to assist the employee in resolving the situation in a timely manner. This conference is necessary in order for a fair and meaningful assessment to be made. 2. Supervisors will not consider intervention conferences the same as “counseling sessions” held with employees to resolve minor matters of discipline. 3. The Supervisor will discuss the employee’s conduct or behavior, solicit feedback from the employee, and then make a determination if the conference will suffice to resolve the issue or if further intervention is necessary. 4. Once the conference is concluded the Supervisor will prepare a memorandum describing the conduct or behavior that initiated the intervention, the response of the employee to the conference, and a recommendation if further intervention is indicated. NOTE: This memorandum will make no conclusion or determination concerning job stress, performance problems, or possible employee-involved domestic violence and is intended only to assist supervisory personnel in evaluating and guiding the employee. 5. Supervisors will forward their memorandums to their Captain/Director (or next higher authority) for review. It will be the responsibility of this second level of supervision to endorse the memorandum, accept the satisfactory resolution of the situation, and submit it to Professional Standards or require that the affected employee receive intervention beyond that provided by the immediate Supervisor. Remedial actions or intervention methods include: a. Remedial training-which may include members of the Professional Development Division b. Referral to the Employee Assistance Program for counseling/support assistance, (G.O. 26, III, C for procedure). Human Resources are responsible for all employees referred to EAP. c. Referral to drug testing, if a reasonable suspicion exists. Human Resources are responsible for all employees referred for drug testing. d. Referral to the Sheriff’s Office psychologist for a duty examination. Human Resources are responsible for all employees referred for psychologist examination. e. Referral to the Sheriff’s Office medical provider for a duty examination. Human Resources are responsible for all employees referred to medical provider. f. All intervention memorandums will be submitted to the Human Resources Division to be included into an employee’s personnel file. Should an intervention require an evaluation from the Sheriff’s Office psychologist or medical provider, the intervention memorandum will be maintained in that portion of the employee’s personnel file that is not open to public disclosure. VII. EARLY INTERVENTION DATABASE A. An Early Intervention Database (hereafter referred to as “database”) shall be maintained by Professional Standards regarding Agency Vehicle Apprehensions, Preventable Agency Vehicle Crashes (as determined by the Crash Review Committee), closed Administrative Investigations/Reviews, and closed Supervisory Inquiries. GENERAL ORDER Early Intervention Program GO # 44 PAGE 3 OF 5\n\n--- Page 4 ---\n\nB. The Lieuten