Chapter 47 - Early Intervention Program

Bexar County Sheriff's Office Policy Manual - Early Intervention Program

• Original Date: August 27, 2018
• Effective Date: August 27, 2018
• Subject: Early Intervention Program
• Supersedes: Previous policy
• Approved by: Sheriff Javier Salazar
• Office of Primary Responsibility: Sheriff's Administration
• Reevaluation Date: August 1, 2020
• Pages: 6
• Purpose: To identify and address objectionable behavioral traits in employees before they become disciplinary issues. Referred employees undergo a case study and are considered for the Early Intervention Program if fitting. The goal is a non-punitive plan to correct adverse behavior.
• Definitions:
  • Administrative Review: Documented review of an incident to determine policy, training, equipment, or disciplinary issues.
  • Case Study: Comprehensive review of an employee's agency history, prepared for the Program Coordinator.
  • Referral: Recommendation of an employee to the program (3 methods).
  • Deactivated Case: Internal Affairs case closed for reasons like refused cooperation or complainant waiver.
  • Plan of Action: Non-punitive way to address adverse employee behavior, aiming for long-term change.
  • Significant Behavioral Infraction: Conduct bringing reproach, dishonor, or discredit to the employee or agency.
• Referrals to the Program:
  • Sheriff/Chief Deputy: Initiates referral.
  • Supervisors: Referrals through the Chain of Command with supporting information on the employee's behavior. -Supervisors should look for traits like rudeness, poor work ethic, tardiness, substance abuse suspicion, vehicle accidents, poor performance reviews, EEOC complaints, or pending litigation.
  • Computer Generated Referrals: Employee referrals based on the number and type of complaints over a 24-month period. Specific complaint types include physical mistreatment, unnecessary force, family violence, and others possibly leading to significant injury, racial or biased profiling, insubordination or significant behavioral infractions.
• Early Intervention Program Board:
  • Seven voting members (including Division Chief, Captain, Lieutenant, Sergeant, Investigator, and 2 Deputies).
  • Up to three non-voting members (psychologist, mental health specialist, subject matter expert).
  • Voting members must have five or more years of tenure and not receive any disciplinary action during prior 12 months.
  • Members serve 6-month terms, excluding the Chairperson.
  • Members must agree to a non-disclosure agreement.
• Preliminary Review Panel:
  • Three voting members from the current Board.
  • Two members selected by the Sheriff.
  • One member selected by the Deputy Sheriff's Association.
  • Evaluate cases studies to determine viable candidates for the Board.
  • Only consider cases with majority unfounded findings.
  • Notified via written confirmation to the Board Chairperson.
• Early Intervention Program Process:
  • Employee Notification: Program Coordinator notifies the employee of their selection, along with the hearing date, time, and mandatory presence. The employee can have a supervisor present, but the supervisor cannot participate directly.
  • Board Hearing: Conducted with 5 or more Board members. The Program Coordinator presents the case study, and the employee is given time to explain their behavior to the Board.
  • Board's Deliberation & Recommendation: After employee is excused, the Board decides by secret ballot if the employee is allowed into the program. “Allow” (and a required plan) or “Deny.”
  • Program Acceptance: If approved, a written order is given to the employee. If rejected, the employee becomes a potential candidate again. The approved plan of action is outlined to include the employee, supervisor, division chief, rank-equal board member, and the employee's direct supervisor. Employee and Board Chairperson sign the plan of action.
• Post Board Hearing Actions:
  • Supervisor monitors progress and submits progress reports weekly.
  • Additional complaints during a plan of action are immediately reported to the Board.
  • Tri-monthly assessment of the employee's progress in the program.
• Annual Evaluation: The Program Coordinator submits an annual evaluation, including number of referrals, method of referral, most common remedial action, and program effectiveness.

This quiz covers the Early Intervention Program established by the Bexar County Sheriff's Office. It aims to identify and address objectionable behavioral traits among employees to prevent disciplinary actions. Participants will learn about the program's purpose, definitions, and procedures involved in the intervention process.