Picture of: Sergeant Ron Snodgrass

ASSIST EMPLOYEES
WITH SUCCESS
THE BENEFITS
Presented by
Sergeant Ron Snodgrass

ASSIST EMPLOYEES WITH SUCCESS

What is the easiest thing for a supervisor
to do when they have an employee in
need of special assistance to be
successful? (Nothing)

ASSIST EMPLOYEES WITH SUCCESS

We need to make employees believe that we want to use non-disciplinary options to help them be successful.

We need to make supervisors understand that helping the employee today may
avoid hundreds of hours spent conducting an administrative disciplinary process in the future.

ASSIST EMPLOYEES WITH SUCCESS

Discuss issue/s with employee and determine if any intervention is needed.

If intervention is needed get an understanding with employee about expectations and document these meetings and discussions in employees
notes.

Identify any risk exposure and future liability.

SECURE EMPLOYEE BUY-IN
THE BENEFITS

EMPLOYEE BUY-IN

Union involvement from the beginning

It helps identify problematic behaviors that could lead to employee failure.

It will insure supervisory accountability.

It should reduce liability and future risk to
the employer.

The program uses non-disciplinary intervention options for employee success.

PPD Intervention Options

Recommend policy revisions & additions

Mandatory individual training

Coaching documented in employee's supervisory notes (nondisciplinary)

Recommend departmental training needs

Referral to counseling with a mental health care professional (voluntary or mandatory)

Referral to City Mediation Program (voluntary)

Peer Support Program referral (voluntary)

CISM intervention referral (voluntary)

Police Chaplain referral (voluntary)

Referral to human resources

90 day monitoring program with employees first level supervisor

Work Fitness Evaluation (Mandatory)

Temporary reassignment

Transfer

EMPLOYEE BUY-IN

System access

The focus group determined we would give all rank and file, civilian and sworn employees access to their own
information. The unions and employees loved this. NO SECRETS

This was a huge home run for our program. The employees loved it to the tune of a 90% positive response to a survey we conducted.


Seeing the thresholds

All employees also have access to their
own threshold data screen and can see
exactly where they stand.

Remember, NO SECRETS
EMPLOYEE BUY-IN


We created an electronic
notification data fix system to help
correct bad data and document the
corrections.

We normally fix data errors within
24 hours which employees love.

EMPLOYEE BUY-IN
Non-electronic referrals
This was a recommendation from
members of our police family who
hadn't been helped in the past and
struggled with success.

EMPLOYEE BUY-IN
Who is the first to know when an
employee is struggling and in need of
assistance for continued success?
Supervisors
Fellow employees
Family and friends
Employees themselves

TRAINING
THE BENEFITS

Training is critical to the
success of any early
intervention program.

TRAINING

By reviewing historical information about
police early intervention in America we knew
employee buy-in was imperative.

We began planning a massive training and
education program.

We started with the smallest group, executive
staff. They liked it.

We followed with all first & second level
supervisors. Surprisingly, these supervisors
were very reluctant because its more work.

TRAINING

If you want true employee buy-in you better educate.

Lack of knowledge by the employees you are trying to help will be the death of your program.

Rumors, suspicion and a common distrust of management are age old problems. Especially if you house the project in Internal Affairs.

You must educate.


Executive staff

About the project

First and second level supervision

Access

Expectations

Rank and file

Access

Expectations

The bad news is all of this training takes a lot of time when you have 4100 employee department. This applies to everyone.
TRAINING FOR WHO?

SUPERVISORY
ACCOUNTABILITY


We created an extensive CASE
MANAGEMENT SYSTEM to make sure that
all employees get the help they need in a timely manner.

We make sure that three levels of
supervision know about each employee review.

We hold supervisors to a time line (21 days)
for supervisory review and response.
SUPERVISORY ACCOUNTABILITY


So what else did we find out?

We needed to do more supervisory training on what
expectations we had of supervisors when conducting an employee review then making them responsible.

Also how to better deal with employees in need. (Moretraining on communications and coaching skills &
information about generational issues)

We are looking for employee success using a non-
disciplinary process. This concept is new to policing since we have depended on discipline for change for so
many years.

You must educate and make the students believe in the
project for success.

COMMUNITY INVOLVEMENT

Community involvement?

If you havent figured it out the community you serve is critical to the success of your police organization.

When it comes to problem solving you need to invite them to the table and let them
participate in your project and hear the success stories.

The sooner they realize that we are human,
have problems and need help for success like them, the better the relationship will become.

Allow them to suggest changes to system.

In summary

The benefits of Early Intervention

Early Identification and Intervention is a
lot more than an electronic data base
with fixed thresholds.

Its more than an electronic case
management system.

Dont forget the HUMAN ELEMENT
and the ability to do referrals.

And dont forget youre a Police Family!


A successful early identification and
intervention program will help your
police family and get your agency one
step closer to your other family. (The
Community)
THE END