LAW ENFORCEMENT STRESS PROGRAM

Table of Contents

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Key Points:
Who Can Use This Publication?
What Is The Publication?
Why Should a Stress Program Be Started or Expanded?
Why Extend Program Services to Family Members?
Overview of Law Enforcement Stress
Sources of Stress for Law Enforcement Officers

• From the Law Enforcement Organization
• From the Job
• From the Criminal Justice System and the Public
• Personal Stresses
• Emerging Sources of Stress

Effects of Stress on Law Enforcement Officers
Stress and the Law Enforcement Officer's Family
Effects of Stress on Law Enforcement Agencies
End Notes

Chapter 2: Planning the Program
Key Points
Getting Started: Responsibility and Resources
Selecting Target Groups
Conducting Initial and Periodic Needs Assessments

• Why Conduct a Needs Assessment?
• Types of Needs Assessments
• Whom To Survey
• Information To Collect
• Data Collection Options
  

Establishing Planning and ongoing Steering Committees
Formulating the Program's Mission and Objectives
Selecting Service Mix and Referral Sources
Estimating Funding Needs and Identifying Funding Sources
Estimating and Disseminating Written Policies and Procedures
Endnotes

Chapter 3: Structuring the Program
Key Points
Organizational Relationship of the Program to the Law Enforcement Agency

• In-House Program
• External Program
• Hybrid Program

Location of Program
Endnotes

Chapter 4: Choosing Among Staffing Options
Key Points
Mental Professionals

• Types of Professionals
• Selecting and Recruiting Professional Staff
• Staff Training

Peer Supporters

• Advantages of Peer Support
• Limitations to Peer Support
• Peer Supporter Responsibilities
• Screening and Recruiting Peer Supporters
• Peer Training
• Monitoring and Follow-up
• Marketing Peer Services

Endnotes

Chapter 5: Establishing a Referral Network
Key Points
Selecting Referral Service Providers

• Types of Expertise Needed
• Establishing Selection Criteria
• Recruiting Providers
• Developing a Referral Agreement

Establishing Referral Procedures

• Making the Referral
• Monitoring Treatment

Endnotes

Chapter 6: Dealing With Confidentiality
Key Points
Confidentiality and the Law
Steps for Helping to Ensure Confidentiality

• Prepare and Disseminate a Written Confidentiality Policy
• Secure Informed Consent
• Maintain Appropriate Client Records
• Minimize Mandatory Referrals

Potential Legal Complications

• Subpoenas
• Lawsuits
• Steps Practitioners Have Taken To Reduce Their Risk of Liability
• Legal Assistance

Chapter 7: Marketing The Program
Key Points
Marketing the Program the Law Enforcement and Mid-Level Managers

• Obstacles to Gaining Support and Referrals
• Strategies for Gaining Support and Referrals

Marketing the Program to Union and Association Officials

• Obstacles to Gaining Support and Referrals
• Strategies for Gaining Support and Referrals

Marketing the Program to Line Officers

• Obstacles to Gaining Support and Referrals
• Strategies for Gaining Support and Referrals
• Marketing the Program to Other Law Enforcement Staff

Marketing the Program to Family Members

• Obstacles to Gaining Support and Referrals
• Strategies for Gaining Support and Referrals

Endnotes

Chapter 8: Preventing Stress and Stress Related Problems
Key Points
Why Conduct Training?
Common Training Topics Designed to Prevent Stress

• Sources and Manifestations of Stress
• Individual Coping and Prevention Strategies
• The Stress Program and Other Resources

Types of Training

• Training for Recruits
• In-service Training for Line Officers
• In-service Training for Supervisors and Command Staff
• Training for Prospective Retirees
• Training for Nonsworn Personnel

Endnotes

Chapter 9: Reducing Organizational Stress
Key Points
Motivating Management to Implement Change

• Offer to Improve the Department Image
• Offer to Save the Department Money
• Offer to Improve the Department's Morale and Efficiency
• Present Strong Evidence of Organizational Stress in the Department

Organizational Changes That Stress Programs Have Facilitated

• Train Management in Constructive Supervisory Styles
• Modify Rotating Shift Schedule
• Match Officers with Job Requirements
  

Promote Change Tactfully and Opportunistically
Endnotes

Chapter 10: Responding to Stress-Related Problems After They Occur
Key Points
Assessment and Referral
Critical Incident Stress Debriefing

• What is a Critical Incident?
• What is Critical Incident Debriefing and Why Provide it?
• Who Receives Critical Incident Debriefing?
• How Is Critical Incident Debriefing Conducted?

Crisis Intervention
Short-term Counseling
Long-term Counseling
Providing Services for Mandatory Referrals
End Notes

Chapter 11: Services for Family Members: Treating and Training
Key Points
Why Serve Family Members?
Treatment Services

• Family Counseling
• Critical Incident Debriefing
• Other peer Support

Training

• Training Topics
• Training at the Academy
• Training Throughout the Officer's Career

Endnotes

Chapter 12: Monitoring and Evaluating the Program
Key points
Concerns and Responses

• Finding Time
• Lack of Expertise
• Concerns About Confidentiality

Developing and Maintaining Record-Keeping Forms

• Client Intake Form
• Case Control Card
• Treatment Record

Monitoring Performance: Conducting a Process Evaluation

• Process Objectives
• Client Satisfaction Surveys
• Analyzing the Data
• Reporting the Data

Evaluating Effectiveness: Conducting an Impact Evaluation

• Outcome Measures
• Data from Personnel Records
• Specially Designed Questionnaires
• Selecting a Research Design

Endnotes

Chapter 13: Managing Program Costs and Funding
Key Points
Estimating Program Costs

• Identifying Cost Elements
• Calculating Unit Costs

Ways of Saving Money

• Secure In-Kind Contributions
• Devise Alternative Staffing Configurations
• Network
• Change Services Mix
• Serve Other Agencies
• Put In Overtime

Sources of Funding
Strategies for Securing Funds

• Offer to Improve the Department's Image
• Show How the Department Can Save Money
• Document Stress Among Department Personnel

Medical Insurance Issues
Endnotes

Chapter 14: Tapping Other Resources
Key Points
Agencies and Organizations
Publications and Videos
Program Materials
Individuals With Experience in Law Enforcement Stress Programming

Appendixes

Appendix A: Peer Support Program Guidelines
Appendix B: Police Association Peer Recruitment Notice
Appendix C: Sample Peer Supporter Application Form
Appendix D: Peer Supporter Solicitation Memorandum
Appendix E: Sample Peer Support Contact Form, San Bernardino Counseling Team
Appendix F: Sample Peer Support Contact Form, Erie County Law Enforcement Employee Assistance Program
Appendix G: Program Agreement With Outside Service Provider
Appendix H: Stress Counseling Policy Plan
Appendix I: Sample Consent to Treatment Form
Appendix J: Stress Program Brochure
Appendix K: IACP Administrative Guidelines for Dealing With Officers Involved in On-Duty Shooting Situations
Appendix L: IACP Model Policy, Post-Shooting Incident Procedures
Appendix M: Erie County Employee Assistance Program Intake-Assessment From
Appendix N: Sample Program Statistics
Appendix O: Program Staff Hours Spent by Program Activity

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