Policy Text
San Francisco Police Department 3.19
Rev. 02/21/07 GENERAL ORDER
1
EARLY INTERVENTION SYSTEM
I. POLICY
The San Francisco Police Department's members are its greatest asset. The
Department has a responsibility to its members and the community to identify and
assist members who show symptoms of j ob stress and/or pers onal problems. Such
symptoms may be exhibited in problematic performance behaviors.
The San Francisco Police Department's Early Intervention System (EIS) is a
structured system that identifies and mana ges behaviors that re sult in performance
related problems by individual members. The intent of this system is to provide non-
disciplinary intervention, whenever possi ble, to assist our members in their
professional development in order to provide the highest le vel of service and
satisfaction to the public.
It is the policy of the Department to pr ovide for the protection and confidentiality of
the EIS records maintained by the Department that are peace officer personnel records.
II. DEFINITIONS
A. EIS/SYSTEM DEFINED. Early Intervention System.
B. INDICATOR DEFINED. Factors tracked in EIS are given a numerical point to
allow for a compilation scoring. This tota l point score will be the basis for
comparison of members within their peer group. Numerical points begin from the
date of the first indicator entry; time is calculated on a rolling basis.
C. ASSOCIATED FACTORS DEFINED. Once a member has surpassed indicator thresholds, all items listed under associated factors will be reviewed in order to
provide a comprehensive review of the member in question.
D. THRESHOLD DEFINED. Aggregate value( s) of indicators that would trigger
EIS review.
E. INTERVENTION DEFINED. A proactive management tool intended to improve
the efficiency of individual member s and the Department as a whole.
F. PERFORMANCE REVIEW DEFINED. A performance review, for the purposes
of this order, is defined as an informal examination of all aspects of a member's work, with an emphasis on the manner in which the member performs job tasks
and how that manner may contribut e to EIS Indicator Entries.
G. COUNSELING DEFINED. Fo r the purposes of this order, personnel counseling
is defined as a process in which a comma nd or supervisory officer meets with a
member in a non-punitive setting to discuss the member's performance.
Counseling sessions employ techniques de signed to reinforce good performance,
improve poor performance, and when appropriate, correct behaviors that
precipitate or contribute to EIS Indicator Entries. The counseling defined in this
order is intended to be a positive tool to assist members in reaching a higher level of effectiveness.
DGO 3.19
Rev. 02/21/07
H. TRAINING DEFINED. Training is a non-punitive tool used to make members
more efficient by providing instruction. Training can be in-house or outside
training, specific to the needs of the member and the Department.
I. EAP/BSU REFERRAL DEFINED. Supe rvisory or self-initiated referral to
Employee Assistance Program or Behavior Science Unit.
J. PERFORMANCE IMPROVEMENT PL AN DEFINED. A written performance
improvement plan, agreed upon by the memb er, the reviewing supervisor and the
member's commanding officer, designed to reduce or eliminate identified
behaviors that contribute to EIS Indicator Entries. A performance improvement
plan must describe the behaviors to be addressed, actions designed to change
those behaviors, measures to enable bo th the member and supervisor to gauge
progress and a time-line for reaching the objective of changing, moderating, or
eliminating the behavior(s). The plan, on ce agreed to by member and supervisor,
shall be placed in the member's PIP folder (or Personnel File). Once the time period of the plan has expired, the supe rvisor shall write a memorandum to the
member's commanding officer describi ng the outcome of the plan and
recommending further action, if warranted. Completed performance improvement plans shall be retained in the member's PIP folder for six months after completion
and then forwarded to the Personnel Secti on for filing. If the member subject to
the review does not have a PIP folder, th e supervisor shall doc ument the review in
a memorandum to his/her Commanding Officer. Memoranda documenting such reviews shall be retained in a member's Personnel File. Successfully completed
performance improvement plans shall be pl aced in a sealed envelop at such time
that the affected member has had no activity in the EIS System that rises to the
level of requiring a performance review fo r two years. Sealed envelopes will be
opened only where required to comply w ith a court or administrative order or
process, or where otherwise necessary to comply with a legal mandate.
K. REASSIGNMENT DEFINED. The Chief of Police or designee may determine
that temporarily reassigning a member, who has been identified as reaching a
threshold is an appropriate means of inte rvention. Reassignment is an intervention
option that will be used only when absolu tely necessary for the welfare of the
member and the Department.
L. POST INTERVENTION MONITORING DEFINED. Follow-up to determine the
behavioral patterns. Also, to reassess additional interv ention needs and to ensure
the facilitation of any additional intervention needs to further assist a member's success.
M. DISCIPLINE DEFINED. Punishment inte nded to correct inappropriate behavior.
For purposes of the EIS, cases will be forwarded for discipline only when intervention has been ineffec tive or when