Policy Text
San Francisco Police Department
GENERAL ORDER
PEER SUPPORT PROGRAM
I. POLICY
A. PURPOSE! PROGRAM DESCRIPTION 11.04
Rev. 12109109
1. RESOURCE. It is the policy ofthe San Francisco Police Department to establish a Peer
Support Program as a voluntary and confidential resource for all Department employees
and their families. The purpose of the program is to provide support and assistance for
personal problems before they become acute.
2. REFERRALS. Members of the Peer Support Program are trained to be effective
listeners and to provide feedback, clarify issues, and assist employees in identifying
options for problem resolution, however, they are not therapists. When problems are
acute or appear to require specialized assistance, information on referral resources will
be made available to employees or their families.
B. ADMINISTRATIVE STRUCTURE. The Peer Support Program is a component of the
Department's Employee Assistance Program.
C. VOLUNTARY PARTICIPATION
1. INITIA TION. Participation in the Peer Support Program is voluntary and must be
initiated by the person seeking the support. There will be no mandatory referrals of
employees, nor will peer support members be directed to initiate contact,_except as
specified in Department General Order 11.11, Evaluation and Rehabilitation Program.
2. SPECIALIZED ASSISTANCE. If a support member determines that an employee
requires specialized assistance, he!she must obtain the employee's ap:Rroval to discuss the
situation with a member of the Employee Assistance Program,the Stress Unit, or an
outside professional.
D. INFORMATION
1. GONFIDENTIALITY. The peer support member shall maintain confidentiality and not
discuss any information developed in support sessions.
2. EXCEPTIONS. The peer support member shall advise the employee that
confidentiality wilt be strictly maintained except in these instances:
a. When the information must be revealed by law, such as a case of child abuse or
felony criminal conduct.
DGO 11.04
12/09109
b. When a peer support member gathers information in connection with hislher duty
assignment at the time of the incident (e.g., when a peer support member who is a
supervisor or any person that is required by Department policy or procedure to
investigate, or when ordered by a superior). Unless the peer support member is
directly involved in or is a witness to an incident under investigation by the
Management Control Division, no information developed in the support session can
be used in any future disciplinary proceedings.
c. When there is reason to believe that the employee intends to seriously injure himself
or another person. In the case of threatened serious injury, reasonable efforts shall be
made to warn the intended victim(s).
d. When due to substance abuse the employee is a clear and immediate danger to self,
citizens or fellow employees.
e. In all the cases above, an appropriate supervisor shall be notified.
E. DUTIES OF SUPERIORS. Supervisors who are peer support members cannot abdicate their
supervisory responsibilities when on duty and confronted with misconduct or disciplinary
problems. After taking necessary action in these circumstances, supervisors may make
referrals to the Stress Unit, other-segments ofthe Empluyee Assistance Program or other
appropriate agencies.
F. WATCH REPORTIDETAILS. When an off-duty peer support member is needed to assist
an employee in an extended crisis, both may request to be detailed to the Employee
Assistance Program as needed. Such details are to be requested through the member's
Commanding Officer, who shall:
1. Obtain approval from the peer support member's Deputy Chief;
2. Notify the peer support members station or unit.
3. Notify the Officer in charge of the Behavioral Science Unit.
Reference
DGO 8.04, Critical Incident Response Team
DGO 11.09, Employee Assistance Programl~tress Unit
DGO n .11, Evaluation and Rehabilitation Program
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