West Virginia Code of State Rules › Agency 81 - State Police › Title 81 - LEGISLATIVE RULE WEST VIRGINIA STATE POLICE › Series 81-10 - West Virginia State Police Professional Standards Investigations, Employee Rights, Early Identification System, Psychological Assessment And Progressive Discipline › Section 81-10-9 - Early Identification System

Current through Register Vol. XLI, No. 28, July 12, 2024
9.1. The Early
				Identification System shall be maintained and administered by the Section. The
				Superintendent shall appoint an Internal Review Board consisting of the Deputy
				Superintendent, Chief of Staff Services, Chief of Field Operations, OIC, and
				any other persons authorized by the Superintendent to review and evaluate
				employees who are identified by the system. The system shall produce real-time
				data for review by the Internal Review Board alerting the names of all
				employees who have entered the system based on external citizen complaints,
				internal complaints, or response to resistance or aggression incidents.
				Employees who have received two or more complaints (internal and/or external)
				or who have been involved in three or more response to resistance or aggression
				incidents during a three-month period are subject to review by the Internal
				Review Board. The Board may determine that no further action is required, the
				employee be referred to the employee assistance program, the employee be
				referred for remedial training, or the employee be subject to review by the
				employee's immediate supervisor to attempt to determine the reasons for the
				employee's conduct or any circumstances that may have contributed to the
				conduct and evaluate the employee's current performance.
9.2. If the employee is subjected to
				supervisory review, the immediate supervisor shall forward a written summation
				of his or her review and evaluation to the Internal Review Board within 30
				days. The Board shall review the supervisor's summation and either determine no
				additional review or other action is warranted or recommend some other action
				to the Superintendent. In instances where the employee is referred to the
				employee assistance program, the Superintendent shall determine if any
				additional action is required in relation to the employee once the referral
				report is received.
9.3. The system
				shall also provide real-time data alerting the names of all employees who have
				entered into the system during a 12-month period who have either received four
				or more internal and/or external complaints, or who have been involved in six
				or more response to resistance or aggression incidents. The analysis shall
				serve to identify those employees who do not necessarily meet the criteria for
				review based on a three-month period, but who exhibit a pattern of conduct over
				a longer period of time that warrants review.
9.4. The Section may provide the system
				reports to identified employee's supervisors as another resource in attempting
				to determine if job stress and/or performance problems exist with their
				subordinates. The reports should be reviewed in conjunction with other criteria
				known to the supervisor to facilitate a fair and meaningful assessment of the
				employee. The system reports shall make no conclusions or determinations
				concerning job stress and/or performance problems.
9.5. The Section shall also provide data to
				the Internal Review Board that will assist that body in determining if
				subordinates of certain supervisors tend to be employees frequently identified
				by the system. The board may use the data to identify supervisors who may be
				employing ineffective or inappropriate management techniques. The names of any
				supervisors identified shall be forwarded to the Superintendent for review and
				action.