GENERAL ORDERS LINCOLN POLICE DEPARTMENT
SUBJECT: PERSONNEL
TITLE: EARLY WARNING SYSTEM
EFFECTIVE DATE: JUNE 1, 2025
REVISION DATE:
ACCREDITATION: ALABAMA ASSOCIATION OF CHIEFS OF POLICE (AACOP)
APPROVAL: CHIEF DARREN E. BRITTON
Embedded Files
EARLY WARNING SYSTEM
1035.1 PURPOSE AND SCOPE
The purpose of the Early Intervention System is to enhance and uphold member's performance. This policy aims to support members and help supervisors and managers at the Lincoln Police Department to identify members whose performance requires assessment. When necessary, intervention may be required in situations that could have adverse effects on the member, colleagues, the Department, the City of Lincoln, or the public.
1035.2 POLICY
The Lincoln Police Department is dedicated to supporting its members who may need intervention and providing them with the opportunity to align with the agency's values and mission statement. We recognize the importance of identifying and assisting members who may be facing performance or stress-related challenges, and we are committed to intervening as needed to provide the necessary support and resources.
1035.3 EARLY INTERVENTION SYSTEM
The Early Intervention System (EIS) is designed to alert supervisors and managers to potential risk incurred by a member or members that may require review. In addition, EIS may identify patterns of concern that may require policy and/or training review.
1035.3.1 PERFORMANCE INDICATORS
Many different indicators of a member's performance (actions or behaviors) can be regularly examined for patterns or practices that may indicate potential problems. These performance indicators shall include, but are not limited to, the following documented indicators:
Motor vehicles stop data.
Search and seizure data.
Excessive complaints, whether initiated by another employee or by a member of the public, regardless of the outcome.
Civil actions filed, regardless of outcome.
Any use of force by the member that is formally determined or adjudicated (for example, by internal affairs or a grand jury) to have been excessive, unjustified, or unreasonable.
Excessive claims of duty-related injury.
Arrests of the member, including a driving under the influence charge, resisting arrest, or assault on a law enforcement officer.
Criminal investigations of or criminal complaints against the member.
Incidents of arrested persons injured with Office found at fault.
Vehicular collisions involving the member that is formally determined to have been the fault of the member.
Domestic violence investigations in which the member is an alleged subject.
Sexual harassment claims against the member.
A positive drug test by the member.
Insubordination by the member.
Neglect of duty by the member.
Unexcused absence by the member.
1035.3.2 INITIATION OF THE EIS
The affected member's supervisor and manager will review and analyze the substance of the indicator(s), and associated documentation to determine if the affected member may benefit from intervention. A non-disciplinary interview may be conducted with the member to aid the supervisor and manager in determining if an intervention is appropriate.
The affected member's manager will make a recommendation to the Chief of Police who is charged with making the final determination as to whether an intervention is warranted. If an intervention is not warranted, the Deputy Chief of Police or his/her designee shall document such.
If the Chief of Police selects the affected member for intervention the member shall be notified as soon as practical. Factors considered for selection may include but are not limited to, evaluating the Performance Indicators listed above.
Generally, three (3) instances of questionable conduct or performance indicators (as listed above) within a 12-month period would initiate the Early Intervention System process.
(a) At the Chief of Police's discretion, it may be determined that a reduced number of performance indicators within twelve months (such as one or two) will initiate the review process of the Early Intervention System.
(b) If one incident triggers multiple performance indicators, that incident shall not be double or triple-counted but instead shall count as only one performance indicator.
*Note: If an EIS notification to the member could jeopardize an ongoing criminal investigation, the Chief of Police may, in his or her discretion, permit delayed notification to the member or delay initiation of the EIS review process.
1035.3.3 REMEDIAL/CORRECTIVE INTERVENTION
The intent of the program is to identify members who might benefit from supervisory intervention. It may be determined, through review, that no further action is needed. Intervention measures, when warranted, may include the following but are not limited to:
Referral to peer counseling
Referral to the City Employee Assistance Program
Referral to an agency-authorized mental health professional or other mental health care provider authorized by the department
Supervisory counseling
Participation in remedial training
Field monitoring with bi-monthly evaluations
Fitness for Duty examination
Reassignment or transfer
No corrective action needed
(a) Internal disciplinary action, remedial/corrective intervention, and fitness-for-duty examinations are not mutually exclusive and should be jointly pursued if and when appropriate.
(b) No entry should be made in the member's personnel file unless the action results in disciplinary/corrective action.
(c) When remedial/corrective intervention has been undertaken, the Chief of Police or his/her designee shall ensure that such actions are documented in writing. If the remedial/corrective intervention is a training program, attendance and successful completion of that program should be noted in the member's training record.
(d) All reports shall be forwarded to the Chief of Police or his/her designee for review. These reports have the same confidential status as the Office of Professional Standards documents and are subject to the same disclosure and retention regulations and guidelines.
(e) This Early Intervention System, in general, focuses on corrective actions aimed at remediation member behavior and providing assistance to the member. This Early Intervention System does not address disciplinary actions that might be warranted against a member. Such disciplinary actions include the decision to suspend, terminate, or, if applicable, charge a member with criminal conduct, remain within the purview of the Office of Professional Standards, guidelines, and applicable law, separate from and independent of the Early Intervention System.
1035.3.4 POST INTERVENTION
After the intervention plan is completed, the member's performance will be thoroughly reviewed by the supervisor, manager, and the Chief of Police to assess the effectiveness of the plan. As a guideline, this review should be conducted six months after the post-initial review to ensure that the plan has continued to be successful.
1035.4 SUPERVISORY RESPONSIBILITIES
A member's first-line supervisor is usually the first member of the agency to encounter and document specific incidents that affect a member. It is essential for the supervisor to speak with the member, document these incidents, and report findings to the Deputy Chief of Police. The success of this program relies heavily on the first-line supervisor's participation and involvement.
If a supervisor has initiated remedial/corrective intervention, the Office of Professional Standards shall be formally notified of such efforts. This information shall be documented, and appropriate copies shall be forwarded to the Chief of Police.
If the remedial/corrective intervention was training, documentation shall be filed in accordance with the agency's written directive governing training (remedial training).
1035.5 ORGANIZATIONAL INTERVENTION
EIS may reveal an organizational need to review and modify training, policies, procedures, monitoring, and/or equipment that affect the risk exposure of the Department, its members, and/or the community. Any member who identifies such a need may bring it to the attention of the Lincoln Police Department Command Staff via their chain of command for review and action.
These policies and operating procedures are not designed to cover every possible scenario or situation in society, but rather to define standard operating procedures for members of the Lincoln Police Department. These guidelines are subject to past, present and future judicial review. These guidelines can be amended and or repealed by the Chief of Police as necessary. The policies and procedures herein provided supersede all previous policies and orders.
Page updated
Google Sites
Report abuse