police officers in a classroom

Recommendations

Chapter 7

Systems for Supervision, Accountability, Organizational Learning, Remediation, and Discipline

Finding 47

MPD's EIP policy does not sufficiently identify roles and responsibilities related to its EIP.

Please wait while we gather your results.

Recommendation 47.1

MPD should update the EIP policy to include standards and protocols for intervention including roles and responsibilities of the supervisor, commander, the member, and the EIP Coordinator; creation of an intervention plan; reporting and documentation requirements with associated timelines; and outcomes of the process.

Recommendation 47.2

MPD needs to train supervisors on how to create an appropriate intervention plan, how to report and document actions taken in support of the intervention meetings and EIP process, how to comply with timelines for the progression of the EIP process, and requirements for reporting the outcomes of the process. Engaged supervisors are important because they are the individuals most likely to identify early on problematic behaviors by patrol officers.

Recommendation 47.3

MPD should revise all of the benchmarks in EIP to have an alert notification trigger for any employee receiving three incidents in 90 days and over a rolling one-year period.

Recommendation 47.4

MPD should consider additional performance indicators for inclusion in EIP, including past performance evaluations, pedestrian and traffic stops, arrests, weapons qualifications, training history, lawsuit or claim filed, and any management and supervisory action taken pursuant to a review of EIP notifications.

Recommendation 47.2

Current:

In 2012, EIP enhancement resulted in management recognizing the need for changing organizational culture among front line supervision. Predictive behavior recognition and interventions required peer and front line supervision corroboration to detect patterns of misconduct without EIP system detection or imposed discipline. In 2013, Dr. Lynn Winstead-Mabe, a private practice licensed professional counselor and professor at the University of Texas-Dallas with over 20 of working with law enforcement, assisted MPD in the development of an EIP educational training program. Dr Winstead-Mabe designed a management course of instruction to provide front line supervision tools to recognize pattern behavior and “active officer” tools for supervisors to utilize false positives in a manner to market EIP for member support of the program. Program benefits also included: opening lines of communication between supervision and employees; achieving supervision corroboration; increasing employee “self-monitoring,” and promoting a culture of accountability.

In 2015, in-service training reintroduced EIP benefits and services to supervisors and department members. The training focused on reiterating the importance of referrals and their benefits and as a result, the Department experience of peer referrals. Additionally, training has consisted of what to look for as signs of trouble, how to talk to an employee and how to properly document such interactions. The Department further instructs on referrals to other resources and recognizing when professional help is necessary.

The department is committed to providing annual training and EIP updates and recognizes the need for improved and continually evolving training protocols, including the creation and training for the development and implementation of intervention plans.

Community Comments

The following required items were not provided or are in the wrong format. Please provide the required responses and submit again:

* Comment: 1000 characters left

Your comment

* Email or Phone:

Your email address or phone number