HomeMy WebLinkAbout24-0628 Juzwin Modern Me PsychologyPURCHASE AGREEMENT
THIS AGREEMENT is hereby made and entered into this 28 day of C
2024, by and between the City of Elgin, Illinois, a municipal corporation (hereinafter referred to
as "City") and Dr. K.R..luzwin, Psy.D of Modern Me Psychology (hereinafter referred to as "Dr.
Juzwin").
NOW, THEREFORE, for and in consideration of the mutual promises and covenants
contained herein, the sufficiency of which is hereby mutually acknowledged, the parties hereto
hereby agree as follows:
1. PURCHASE. City shall purchase, and Dr. Juzwin shall sell the services
described by Attachment A, attached hereto and made a part hereof.
2. TERMS. This Agreement shall be subject to the terms and conditions contained
herein and as provided by Attachment A.
3. LAWNENUE. This agreement is subject to and governed by the laws of the
State of Illinois. Venue for the resolution of any disputes or the enforcement of any rights arising
out of or in connection with this agreement shall be the Circuit Court of Kane County, Illinois.
Dr. Juzwin hereby irrevocably consents to the jurisdiction of the Circuit Court of Kane County,
Illinois for the enforcement of any rights, the resolution of any disputes and/or for the purposes
of any lawsuit brought pursuant to this agreement or the subject matter hereof; and Dr. Juzwin
agrees that service by first class U.S. mail to Modern Me Psychology, 390 E. Devon Avenue,
Suite 201, Roselle, Illinois 60172 shall constitute effective service. Both parties hereto waive
any rights to a jury.
4. NO MODIFICATION. There shall be no modification of this agreement, except
in writing and executed with the same formalities as the original.
5. MERGER. This agreement embodies the whole agreement of the parties. There
are no promises, terms, conditions or obligations other than those contained herein, and this
agreement shall supersede all previous communications, representations or agreements, either
verbal, written or implied between the parties hereto.
6. SEVERABILITY. The terms of this agreement shall be severable. In the event
any of the terms or the provisions of this agreement are deemed to be void or otherwise
unenforceable for any reason, the remainder of this agreement shall remain in full force and
effect.
7. COMPLIANCE WITH LAW. Notwithstanding any other provision of this
agreement, it is expressly agreed and understood that in connection with the performance of this
agreement. Dr. Juzwin shall comply with all applicable federal, state, city and other requirements
Of law, including, but not limited to, any applicable requirements regarding prevailing wages,
minimum wage. workplace safety and legal status of employees. Without limiting the foregoing.
Dr. JuZwin hereby certifies, represents and warrants to the City that all of Dr. JnZWin'S
employees and/or agents who will be providing products and/or services with respect to this
agreement shall be legally authorized to work in the United States. Dr. Juzwin shall also, at its
expense, secure all permits and licenses, pay all charges and fees, and give all notices necessary
and incident to the due and lawful prosecution of the work, and/or the products and/or services to
be provided for in this agreement. The City shall have the right to audit any records in the
possession or control of Dr. Juzwin to determine Dr. JUZwin's compliance with the provisions of
this section. In the event the City proceeds with such an audit, Dr. Juzwin shall make available
to the City Dr. Juzwin's relevant records at no cost to the City. City shall pay any and all costs
associated with any such audit.
8. EXECUTION. This agreement may be executed in counterparts, each of which
shall be an original and all of which shall constitute one and the same agreement. For the
purposes of executing this agreement, any signed copy of this agreement transmitted by fax, e-
mail or other electronic means shall be treated in all manner and respects as an original
document. The signature of any party on a copy of this agreement transmitted by fax machine,
or e-mail, or other electronic means shall be considered for these purposes as an original
signature and shall have the same legal effect as an original signature. Any such faxed, e-mailed
or other electronically transmitted copy of this agreement shall be considered to have the same
binding legal effect as an original document. At the request of either party any electronically
transmitted correct copy of this agreement shall be re -executed by the parties in an original form.
No party to this agreement shall raise the use of fax machine or e-mail as a defense to this
agreement and shall forever waive such defense.
9. CONFLICT. In the event of any conflict between the terms and provisions of
this purchase agreement and Attachment A hereto, the terms and provisions of this purchase
agreement shall supersede and control.
10. PAYMENT. City shall pay the hourly rates provided in Attachment A. Dr,
Juzwin shall provide an itemized monthly statement for services performed. In no event shall the
annual payment exceed $5,000. City shall pay within thirty (30) days of city's receipt of invoice.
11. LIMITATION OF DAMAGES_. In no event shall City be liable for any
monetary damages in excess of the purchase price contemplated by this agreement. In no event
shall City be liable for any consequential. special or punitive damages, or any damages resulting
from loss of profit.
12. INDEMNIFICATION. To the fullest extent permitted by law, Dr. Juzwin
agrees to and shall indemnify, defend and hold harmless the City, its officers, employees, boards
and commissions from and against any and all claims, suits, judgments, costs, attorney's fees.
damages or any and all other relief or liability arising out of or resulting from or through or
alleged to arise out of any acts or negligent acts or omissions of Dr. Juzwin or Dr. Juzwi►r's
officers, employees, agents or subcontractors in the performance of this agreement, including but
not limited to, all goods delivered or services or work performed hereunder. in the event of any
action against the City, its officers. employees. agents, boards or commissions covered by the
foregoing duty to indemnify, defend and hold harmless, such action shall be defended by legal
counsel of the City's choosing.
2
13. RELATIONSHIP BETWEEN THE PARTIES. This Agreement shall not be
construed so as to create a joint venture, partnership, employment or other agency relationship
between the parties hereto.
14. WAIVER. Neither party hereto shall be responsible for any consequential,
indirect, punitive or incidental damages for any reason whatsoever. Any delay or failure to
enforce any rights by either party arising out of or pursuant to this Agreement shall not
constitute, and shall not be construed as, a waiver of any such rights.
15. LIMITATION OF ACTIONS. Dr. Juzwin shall not be entitled to, and hereby
waives, any and all rights that it might have to file suit or bring any cause of action or claim for
damages against the City of Elgin and/or its affiliates, officers, employees, agents, attorneys,
boards and commissions of any nature whatsoever and in whatsoever forum after two (2) years
from the date of this Agreement.
16. NO SPECIAL OR OTHER DUTY. No special duties or obligations are
intended and shall not be deemed or construed to be created by this agreement. Notwithstanding
anything to the contrary in this agreement, it is agreed and understood that no third party
beneficiaries are intended or shall be construed to be created by the provisions of this agreement
and it is the intention of the parties hereto that no action may be commenced by any person or
entity against the City and/or Dr. Juzwin and/or their respective officials, officers, employees,
agents and/or other related persons or entities for monetary damages for any alleged breach or
failure to provide services described in this agreement. The provisions of this section shall
survive any expiration and/or termination of this agreement.
17. APPROPRIATION OF FUNDS. The fiscal year of the City is the 12 month
period ending December 31. The obligations of the City under any contract for any fiscal year
are subject to and contingent upon the appropriation of funds sufficient to discharge the
obligations which accrue in that fiscal year and authorization to spend such funds for the
purposes of the contract. If, for any fiscal year during the term of the this agreement, sufficient
funds for the discharge of the City's obligations under the contract are not appropriated and
authorized, then the agreement shall terminate as of the last day of the preceding fiscal year. or
when such appropriated and authorized funds are exhausted, whichever is later, without liability
to the City for damages, penalties or other charges on account of such termination.
18. INABILITY TO PROVIDE SERVICES. If at any time durinv" the effective
period of this agreement Dr. Juzwin is unable provide the services specified in Attachment A.
Dr. Juzwin shall promptly notify City of such inability and shall make all reasonable efforts to
refer such services to another provider of equal skill and expertise and to coordinate with such
provider as necessary to ensure an adequate level of care.
19. TERM. This Agreement shall terminate June 1, 2027.:
3
20. TERMINATION. City may terminate this Agreement for any reason in the
City's sole discretion upon thirty (30) days written notice without penalty. In the event of any
such termination by the City, Dr. JLIZWin, shall be paid on an ad valorem basis for work actually
performed.
IN WITNESS WHEREOF, the parties have hereto set their hands the day and year first above
written.
K.R. JUZWIN, PSY.D, MODERN ME
PSYCHOLOGY
K. R. Juzwin, PsyD
Print Name
CI " 1-1-GIN
A
M
ichard G. Kocal, City Manager
Attest:
Slgna Ll
Licensed Clinical Psychologist, Illinois, IDFPR #071-005884
Title
City Clerk
Legal Dept\Agreement\Dr, Juzwin Agr-Wellness Services -Modern Me Psychology-6-14-24,does
20. TERMINATION. City may terminate this Agreement for any reason in the
City's sole discretion upon thirty (30) days written notice without penalty. Its the event of any
such termination by the City, Dr. Juzwin, shall be paid on an ad valorem basis for work actually
performed.
IN WITNESS WHEREOF, the parties have hereto set their hands the.day and year first above
written.
K.R. JUZWIN, PSY.D, MODERN ME CELGIN
PSYCHOLOGY
K. R. Jumin, PsyD
City Manager
Print Name
Attest.
Licensed Clinical Psychologist, 111inois. IDFPR 9071-005884 City Clerk
.s_........_..._...._........._........_
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Legdl Dep0Agreemem\Dr, Jmwin Agr-wellress Services -Modem Mc Psychology-(i-1 :-2.4 dorx
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ATTACHMENT A
i� lti�l K. R.Juzwin, rsq-D.
.�, . Modern me p5yckology
I I 390 E-. Devon Avenue, Suite 201
• Roselle, Illinois 60172
03 517-0003 i 0OL'i-Win-om
Re: Mental Health & Wellness Consultation Services Proposal
Elgin Police Department — Investigations Unit
David Lesko, Commander, Investigations Unit
Date: 28 May 2024
This proposal explains the services to your department's Investigations Unit. This proposal explains the range of
supportive services that can be tailored to address department needs to support the Law Enforcement Mental Health
and Wellness Act (2018)1, and the current Illinois Public Act 101-652 Mental Health Screening Recommendations.
This proposal recommends:
• Adherence to the official guidelines from International Association of Chiefs of Police — Police
Psychologist Section and the Illinois Association of Chiefs of Police — Officer Wellness Committee
current)-v remain in committee under discussion. The current proposal encompasses the
recommendations made in those guidelines-
• That all Illinois Law Enforcement agencies should perform a pre -employment psychological evaluation
(PEPE) as part of the conditional offer of employment.
• These mental health wellness check -in consultations are conducted as defined in the guidelines set forth
by the International Association of Chiefs of Police — Police Psychologist Services section (IACP-PPS)
and the Illinois Association of Chiefs of Police — Officer Wellness Committee (ILACP-OWC).
• That these mental health wellness check -in consultations are not considered equivalent or as substitutes
for other important evaluations or interventions, including Fitness for Duty Evaluations (as defined by
IACP-PPS), or other officer involved interventions where intervention is offered through supportive
departmental efforts (i.e., peer support, CISM, OIS support).
• These mental health wellness check -in consultations are educational and supportive by nature. They
are not considered therapy, nor do they constitute a formal therapeutic relationship. There are no
formal assessments completed and no diagnoses are given. Resources may be provided if the individual
requests them.
• These mental health wellness check -in consultations begin post -academy.
Mental Health Wellness Check -In Consultations
With the Illinois Public Act 101-652 requiring minimal standards regarding regular mental health screenings for
both probationary and permanent police officers is currently still in the process of fmal definition, it will require
agencies to screen all officers at least once annually (initial draft, ILACP-OWC, September 2021)2. The goal is to
help agencies support the health of officers at all stages of their career, and offer them an opportunity to identify
concerns present and build in attention to important wellness components into their routine. The act also supports
additional training and services, including Critical Incident Stress Management, to help address the negative impact
of stress of law enforcement. These screenings are significantly different from fitness for duty evaluations (FFDE)
and other evaluations for promotions or placement on specialty team services. The idea that these screenings are
conducted by an objective third party, who is a licensed clinical professional, helps assure confidentiality and
provide cormection to appropriate resources within the community.
t Spence, D. L , Fox, M , Moore, (i C., Estill, S. & Conine, N. E. (2019). I.aw Enforcement Mental Health and Wellness Act: A report to Congress,
Washington, D(': U,S Department ofJuslice.
'- Sec attached ILACP-O%AIC WcI1ness Consultation Draft of April 2022, appendix Ill
JUZ\vin Wellness Consultation January 2023, rev August 2023, May 2024
For brevity, the mental health wellness check -in consultations will be referred to as `wellness consultation'.
The following points outline the information that will be provided to the Investigations Department for the Elgin
Police Department:
Information Regarding Wellness Consultation
The Mental Health Wellness Check -In Consultation, or Wellness Consultation:
a. Is designed to identify a baseline and self -assessment of health, coping strategies, challenges and
indicators of stress and health, with the goal of maintaining mental health and preventing through
early identification, intervention and education.
i. Educate (Please see attached form).
ii. Support
iii. Identify stress, current status and indicators of concerns
iv. Recommendations & Referrals
1. If requested
2, Will not be tracked or followed up on by MH provider
b. Is not psychological testing or evaluation to make a diagnosis. No diagnosis will be made.
c. Is not psychotherapy and the officer is not a patient or client.
d. Is NOT Fitness for Duty, nor connected to Fitness for Duty Evaluations.
i. Cannot be used for a referral for fitness or promotional matters.
ii. Cannot be used for disciplinary matters.
iii. Fitness for Duty evaluations (FFDE)-', as defined by the IACP-Police Psychologist Section
guidelines are very specific as to the necessity for an objective and reasonable basis for
believing that the employee may be unable to safely or effectively perform a defined job,
and that the employee is able to safely and effectively perform his/her essential job
functions. 'There are defined threshold considerations for referrals for FFDEs, as well other
specifics spelled out in the IACP-PPS guidelines, including examiner qualifications,
conflicts of interest, multiple relationships, referral processes, informed consent and
authorization to release information, a formal evaluation process, report and
recommendations that are made.
1. The Wellness Consultation does not meet the standards of these points, especially
on the formal evaluation and referral process based on performance concerns,
identified concerns leading to the referral, formal evaluation, written report and
recommendations.
2. The role of the Clinician does not include formal doctor -patient relationship,
generating a diagnosis nor does Wellness have an evaluation status.
3. Related to fitness, the issue related to Fitness for Duty Evaluation is a separate
issue. The responsibility for this process is one that should follow departmental
policy and procedure, and per the recommended IACP-PPS guidelines for Fitness
for Duty Evaluations, is a separate evaluation conducted by a clinician not
involved in the Wellness Consultation or who has been the provider of service
during treatment and stabilization.
e. Supports self-awareness, identification of strengths, skills, challenges and indicators of stress and
well-being.
f. Ls designed to provide support and education regarding the impact of challenges to resiliency,
impact of stress and indicators of potential depression/PTSD or other potential negative outcomes
related to the career.
g. Is offered once a year.
h. A offered to specifically identified members of the department as designated by administration on
the basis of assignment to the Investigations team.
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luzwin Wellness Consultation January 2023, rev August 2023, A9ay 2024
2. Privacy and Confidentiality
a. Lv protected by law. Rights to privacy and confidentiality belong to the individual and the limits of
this are spelled out in the Illinois Mental Health and Developmental Disabilities Code (405 ILCS
5/1-100, et seq.) and (740 ILCS I l0/1, et seq. ) Mental Health and Developmental Disabilities
Confidentiality Act. This is explained in written and verbal explanation to the officer at the being
of the consultation.
b. Is private and confidential, administration does not receive any information regarding any content
discussed by the officer, with the exception of attendance.
c. Disclosure of Protected Private and Confidential Information is an obligation under certain
circumstances, falling under the Illinois in reporter criteria. The clinician has the ethical
and legal obligation to protect the information given to them with exceptions:
i. Any reasonable suspicions of current child/elder abuse or neglect must be reported
immediately to DCFS.
ii. If an individual threatens to harm themselves or others, or is endangering a vulnerable
person, the clinician has the duty to try to prevent harm. This may include consideration of
a range of options, including seeking an evaluation for a medical evaluation and/or
involuntary admission to a hospital, and disclosing specific information to law enforcement
and EMS to assure safety. In this case, disclosure of the risk will be made to the
Commander of Investigations and every opportunity to develop a supportive plan of action
and support will be made.
d. The officer will be informed of their rights/privileges/limits to confidentiality, that what the legal
limits of confidentiality are, and unless the conversation meets those limits or they waive those
rights, that the discussion content is private and confidential.
i. This is provided in a written consent form which is provided to the department designee as
a record of their participation in the consultation. It is the only document with their
signature demonstrating their participation. It may be maintained as part of training
records.
ii. It also allows for an invoice from the provider of service to be generated for the
department.
e. Ifthere is disclosure of information, for reference, the mandated parameters are defined below.
i. The limits of confidentiality are specified in the (405 ILCS 5/1-100, et seq.) Mental Health
and Developmental Disabilities Act'. In this act, release of protected infonmation is
addressed related to mandated disclosure under circumstances that involve the duty to
protect related to risk of potential harm to self/others, and the need for appropriate
oversight in securing evaluation and possible restriction of civil rights in terns of
hospitalization.
11. The limits of confidentiality are also stipulated under the (704 ILCS 110/1, et. seq.) Mental
Health and Developmental Disabilities Confidentiality Act'. This act protects the privacy
of information related to mental health care and disabilities related services, supporting the
efforts to prevent disclosure of records without consent.
iii. The federal limits to confidentiality disclosures. Follows the appropriate IIIPAA standards
and guidelines for disclosure. Respecting the H1PAA Privacy Rules, a HIPAA covered
entity (the clinician) may report protected health information to a law enforcement official
who is reasonably able to prevent or lesion a serious and imminent threat to the health or
safety of an individual or the public .
f. If there is disclosure of material that meets the risk standards of the risk, this conversation would be
handled by the clinician as per their responsibilities to assure safety and well-being. At that point,
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Juzwin wellness Consultation January 2023, rev August 2023, May 202%1
the conversation would be shifted to an assessment, intervention and development of safety plan.
The Commander of Investigations would be notified to assist and support.
g. See also Risk Concerns and Management below.
Informed Consent
a. Officers will be educated about what the Mental Health Screening involves:
i. Self -assessment and self -report of their own baseline of mental health.
ii. To establish a foundation for awareness related to their personal indicators of stress and the
indicators of potential problems or challenges to their mental health and ability to
effectively perform their work.
iii. The parameters of the goals, limitations and possible outcomes from these sessions.
iv. Education of the possible impact of the various sources of stress, potential challenges and
potential indicators of their own stress; and identification of high -risk identifiers for LE
officers.
v. There is no record generated.
vi. Confidential and anonymous, within the boundaries defined by the 405 ILCS 5/1-100, et
seq., Mental Health and Developmental Disabilities Act and (740 ILCS 110/1, et seq.)
Mental Health and Developmental Disabilities Confidentiality Act.
1. The limits to confidentiality include increased risk of harm due to intent to harm
self or others, harm to vulnerable population member, and/or inability to take care
of self because of mental illness.
Documentation
a. No report of the content of the conversation will be generated or reported back to the department.
i. The only exemption of this would be the authorized disclosure when the criteria of the
mandated action where the limits of confidentiality are met, as specified in the 405 ILCS
5/1-100, et seq. Mental Health and Developmental Disabilities Act are met. In that case,
only information that is relevant and must be disclosed will be released, and only to
appropriate parties who need to have access to specific information for specific reasons.
For example, a supervisor will need to know if this means an officer will need to make
arrangements for treatment and time off for it. The appropriate department personnel
would be involved then as per policy, which is to the Commander of Investigations.
b. No formal notes outside of a notation that the individual participated in a wellness consultation and
the date of participation, will be made in the City of Elgin client record with the Modern Me
Psychology practice. No individual client chart record will be generated.
c. A formal statement will document that the officer participated in a Wellness Consultation on the
specific date and time. This statement will be returned to the department representative tracking the
information so that the attendance and date can be marked into the Officer's training
documentation.
d. Forms used for education and self -assessment are included as attachments to this document.
PriAIp grid Confidentiality Protectior3
It is important that the relationship with the department is clarified. Although acting under the directive of the
department or agency, in order to provide services in the most effective manner, both the clinician role and the
ethical and legal obligations of confidentiality and privilege should be clarified.
The individual engaging in the consultation owns the rights and privileges of privacy and confidentiality, and the
clinician owns the obligation legally and ethically to protect that. Because the content of what is discussed is
confidential, all personnel will be informed of the legal limits of confidentiality as dictated by Illinois Mental
Health and Developmental Disabilities Code (405 ILCS 511-100, et seq.) and the Illinois Mental Health Act (740
ILCS 1 10/1, et seq.). It is common practice in the field to inform the individual about the limits of the relationship
and the legal limits of the confidentiality. It means that unless the individual waives their rights to what is
discussed, and the topics do not meet the legal limits (intent to harm self or others, harm to vulnerable population
member, inability to take care of self because of mental illness), all discussions are considered privale and
Juzxvut Wellness Consultation January 2023, rev August 2023, May 2024
confidential within those parameters and therefore cannot be discussed with anyone. All individuals would be
made aware of these boundaries.
This extends to information about, and documentation of Wellness Consultations. This contract provides specific
parameters of what wellness consultations provide, which is very different than what a psychotherapy -based
relationship and intervention would provide. The clinician is providing a role of consultant related to wellness
related topics. self -assessment of health, coping strategies, challenges and indicators of stress and health, with the
goal of maintaining mental health and preventing through early identification, intervention and education. This
contract is for wellness consultation and not for psychotherapy. The goal is to help the individual identify their
baseline of mental health and wellness, identify relevant indicators of potential issues, current stressors, and overall
efforts and impact of managing the demands and challenges they are experiencing. If recommendations are
requested or necessary, this is discussed between the provider and the officer. The officer then has the discretion to
decide to pursue the recommendations.
Officers are made aware that the only documentation the department receives of their participation is the statement
from the licensed clinical provider is that they participated in the one -hour Mental Health and Wellness
Consultation. There are no formal notes taken, and the goal is not to complete a comprehensive diagnostic
assessment or render a diagnosis as a result.
This contract proposal specifically outlines that the services and providers do not function as an extension of the
human resources, employee assistance programs, disciplinary or supervisory functions, and the role is consultative
and supportive to the officers and department personnel in terms of wellness practices, not withstanding anything to
the contrary provided for herein, this agreement and the disclosure of any infonnation resulting from or subject to
this agreement shall be subject to the terms and provisions of the Illinois Freedom of Information Act (5 1LCS
140/1, et seq.).
Risk Concerns and Management
in cases where information becomes available that suggests the officer is at any risk of harm to self or others, as
stipulated in the the discussion as to how this should be addressed and handled Between the officer and provider
initially. In the event that the risk is to another party, the ILCS directives are very clear, confidentiality must be
violated to seek protection for the vulnerable or endangered party. This would involve the direct supervisor contact,
in this case, the Commander of investigations.
In the event that there is a situation warranting attention due a disclosure related to risk of harm to self/others, a
discussion will occur to develop a safety plan. Part of that safety plan will be assuring safety and appropriate
intervention; and may result in recommendations or consideration for use of leave time/FMLA, the individual and
consultant immediately engage their supervisor to develop a plan. With the consent of the individual and with the
individual present in the discussion, will any information be disclosed. Appropriate verbal consent would be
gathered to work within the department/agency, to implement the safety plan, which may include a range of options
generated, up to petition for evaluation for inpatient treatment. This process would include the appropriate
supervisor contact, and working to develop and implement access for mental health support and intervention. The
clinician would work with the officer as an advocate, with the supervisor (Commander of investigations) and
human resources to assure the officer is safe, has support and appropriate level of mental health and safety support.
It is important to note that all options across the spectrum of support will be considered, not solely inpatient
hospitalization. Should there be the necessity to inform the department of need for absence, family leave, etc., the
officer may provide consent to release information (Release of Informed Consent) so the clinician may to facilitate
support as necessary. The clinician provides guidance and support in the process as requested by the individual or
agency.
Services
fee for Service Wellness Consultation $125 per appointment/approximate 50-60 minute
hizwi❑ Wellness Consullation January 2023. rev August 2023, May 2024
Spe citte to the Agencv/De laFtment for Conduetinu Wellness Consultations
■ The officer can call/text 630-517-0003 or email itlfnt{i,kjuawin.com to arrange for an appointment.
• Specific time commitment and activities can be negotiated between the participant and the psychologist. if
there is urgency, the situation would be respected as such. Generally, the appointment is made within the week.
• Any recommendations made will be given verbally in the consultation to the participant directly.
• There is no individual chart record generated, there are no formal assessments, diagnoses given, or formal
psychotherapy, as a consultation that is designed to assist the individual understand their own specific mental
health and wellness related concerns as working as first responders. The consultation is designed to help the
individual recognize and to manage the impact of stress, exposure to job -related events, and overall, help them
manage their wellbeing effectively.
• The appointment scheduled will be 50-60 minutes, although this may vary due to needs of the individual.
• Wellness Consultation services can happen while on duty, in the station in a private setting (i.e., designated
department setting, clinical office setting); or via telehealth. These meetings will not happen while on
patrol/during other work assignments, in a department vehicle or at their work station.
• Arrangements can also made as necessary, for on -call urgent contact, for crisis, follow-up, or support.
Services, except under certain cases (i.e., provider vacation), would be arranged as soon as reasonably possible,
given the circumstances. There is generally a contact on the same business day, and attempt to see the
individual as soon as reasonably possible.
• Special Circumstances: The stipulations of the Wellness Consultations include informing all personnel of the
legal limits of confidentiality and disclosure necessary in circumstances related to mandated reporting related to
possible risk of harm to self or others (suicidal/homicidal ideation), as dictated by the Illinois Mental Health
and Developmental Disabilities Code (405 ILCS 511-100, et seq.) and (740 1LCS 110/1, et seq. ) Mental Health
and Developmental Disabilities Confidentiality Act. In the event of a mental health problem meeting this
standard, the psychologist will work with the individual directly to assure safety.
Rent>rts/Invoicing to Administration
• For Wellness Consultations, the participant will be given an invoice statement of their participation in a 1-
hour Wellness Consultation, specifying their name and date of service.
The clinician will provide a sign -in sheet with the officer's name, badge number, and date of service to an
identified department representative after the meeting with the officer.
o The identified department representative is the Elgin Police Department, Financial Analyst.
o It will state that individual participated in a Wellness Consultation for one -hour at the rate of
$125.00, and the date.
Payment remittance can be sent monthly, or upon receipt of each individual invoice. The invoice payment will be
remitted to:
K. R. Juzwin, PsyD
c/o Modern Me Psychology (E1N 81-3555668)
390 East Devon Avenue, Suite 201
Roselle, IL 60172
Upon clarification of who in the department will be my primary contact, and identification of the party for contact
is there is an issue regarding billing, our working agreement can begin at your convenience.
My best regards,
K. R. Juzwin, Psy.D.
Licensed Clinical Psychologist
Illinois DPFR #071-005884
Diplomale, Certification (467), Police Psychology, Society for Police and Criminal Psychology
Diplomate, National Center for Crisis Management/Arnerican Academy of Experts in Traumatic Stress
Juzwin Wellness COnSUILaLlofl January 2023, rev August 2023, May 2024
Enclosures:
Appendix 1: Psychologist Specific
Appendix 11: Background Resources
Appendix III: Illinois OWC Wellness Consultation Guidelines
Self -Inventory & Check -List
Wellness Consultations Check -In
JuZX yin Wellness Consultation January 2023. rev August 2023, May 2024
Appendix 1: Psychologist Specific
Ps■ ehologist Sj ecilie
1 am a licensed clinical psychologist in the state of Illinois. My area of specialty practice is as a Police and Public
Safety and Clinical Psychologist who works extensively with first responders. 1 have also provided my credentials
and summary of my experience.
Understanding the first responder culture is very important quality for any care provider working with the
uniformed first responder population'. 1 have more than 20 years' experience working with emergency and law
enforcement professionals in a number of capacities. I am a licensed clinical psychologist in the state of Illinois and
I have attained a Professional Diplomate Certification (967) specialty status in Police Psychology through the
Society of Police and Criminal Psychology. I also hold a Diplomate in Traumatic Stress
(AETSS/NCCM/DAAETS). My enclosed VITA demonstrates the extent of my experience in academic, clinical,
first responder and forensic settings.
I have experience with research, teaching and professional writing in the area of uniformed first responder
personnel. I maintain competency in the core domains and proficiencies identified in the field of police
psychology'. Further, I have extensive experience working with departments, agencies and officers. I have
extensive experience as an embedded psychologist for the Bartlett Police Department since 2011.
My experience includes extensive experience pre -employment and promotional assessment for uniformed first
responders and telecommunications personnel, and conducting research, training, protocol development and
professional presentations. I serve on the Northern Illinois Critical Incident Stress Management team (20+ years),
as well as two other volunteer organizations involving first responders, where my primary responsibility is stress
management and responder wellness. 1 am an active member of the Society for Police and Criminal Psychology;
serving on the Diplomate Committee. 1 participate on the in the Officer Wellness Committee section of the Illinois
Association of Chiefs of Police. I served on the Ethics Committee of the Police Psychologists Section of the
International Association of Chiefs of Police (IACP-PPS) for several years. Currently I am the chief author of the
IL-ACP Officer Wellness Committee document for the state of Illinois standards, and am contributing to the
Officer Wellness Consultation Guidelines to IACP-Police Psychologist Section workgroup.
I teach mental health/officer wellness for the Chicago FBI Crisis and Hostage Negotiation 40-hour basic class. I
serve as the Coordinator of Mental Health for the IMERTANVENT emergency field hospital team, and am a
mental health responder for the federal Disaster Mortuary Operations Response Team, Victim Information Center
(HHS/NDMS/DMORT-VIC). I teach at the COD SLEA Police Academy on Mental Health intervention.
l maintain my own liability coverage and insurance. 1 will provide copies of my insurance and license as necessary
to fit the requirements of the department contract service providers. I will maintain my credentials to continue my
competency to work within this role. Discussion of waiver of liability will be discussed with the department. I am
providing my VITA for reference with this proposal. Please let me know your comments on this proposal. I look
forward to working with you and I thank you for the opportunity to serve those who serve.
Kronenherg, M., Osofsky, K J., Many, M . Hardv, M„ Arey, D., (2008). First Responder Culture. PsvchiatricAnnalsOnline.cum, 38(2),
'A unii I ler. G. & Corey, 1) (2007). Defining the field of police pschology: core domains & proficiencies. Journal of Police and CTIMIII al Psychology, 22 (2),
65-76
Juzwin Wellness Consultation Januaq 2023, rev August 2023, May 2024
Appendix II: Background Resources
Preventative Stress_Mana!*.anent Strategies 1'or Law Enforcement and Public Service Providers
The range of stressors, including daily stressors to post -traumatic stress, which potentially have negative outcomes
to the individual officer and therefore, has been a focus in law enforcement literature9,10 and current state and
federal guidelinesll,". In the case of uniformed first responders and city employees, the negative outcome can
potentially impact the community as well.
Wellness programs have shown some extent of benefits related to physical health". Wellness in the law
enforcement culture goes beyond providing preventative services such as Employee Assistance Programs and other
human resource initiatives". While certainly beneficial in the short term, focusing on preventative measures to
manage the negative effects of job -related stress in law enforcement and emergency personnel, involving wellness
and preventative stress initiatives built into daily routines may benefit the department in the long terns. And,
research has demonstrated that supervisor support has had more impact on reduction of stress spillover into home
life, than does coworker support15.
The impact of stress inherent in the role of first responders is observed in significant health problems, such as
symptoms stress, anxiety, and/or depression, which extend into their home lives16. Specifically, the major types of
stress involve critical incidents, department politics, daily hassles and work -home conflicts". Research on the
effects of routine stress in police officers reported significantly increased frequencies of heart, gastrointestinal and
other physical problems", which raises concerns for attention to stress management strategies for career survival
from the time of being in recruit phase". Stress and traumatic stress are routine in law enforcement, and come with
the job, and officers' have training and experience bases to help them adapt to some extent to the demands of the
work. Suicide and mental health among first responders as an industry focus has garnered a great deal of attention,
given the stress, critical incident exposure and shift work contributions, and identifies that focus on these issues in
this population warrants investment20. Other factors which contribute to this model of stress include the managing
shift -work, work -life balance, and factors of work -related satisfaction, control and autonomy in the workplace, and
levels of mutual commitment between the employee and the employers21.
The History of Officer Wellness Initiatives & .Rationale for Services
In 2011, the Officer Safety and Wellness (OSW) Group by the Office of Community Oriented Policing Services
(COPS) and the Bureau of Justice Administration (BJA) was formed with the express intention of preventing
officer death and to establish the safest possible environment for professionals working in law enforcement (Hill,
v Chopko, B. A., Palmieri, R A & Adams, R. E. (2017). Relationships among traumatic experiences, PTSD, and posttraumatic growth for police officers: a
path analysis. Psychological Trauma: Theory, Research, Practice, and Policy, hit:,yd.dah4.lg3?LI[isl�4Q2i I;
10 Cmun, S.W., Bourke, M. L., Bierie, D. M., & Williams, K. S, (2014)- A longitudinal examination of secondarytraumatic stress among law enforcement.
Victims and Offenders, 9, 299-316, DOI: 10.1080/15564886.2013,848828.
I I An Occupational Risk: What Every Police Agency Should Do to Prevent Suicide Among Its Officers (2019). Police Executive Research Forum
12 President's Task Force on 21 st Century Policing (2015) Final Report of the President's'] ask Force on 21 st Century Policing. Washington, DC: Office of
Commtmity Oriented Policing Services- !t s:llcs 3-ll o cell a (.
McGilMy, M, (2015). What's working: customized wellness program pays off for police department. Benefits Magazine, July, I 1-15.
" Tanigoshi, H„ Kontos, A. P. & Rem ley, T. P. (2008). the effectiveness of individual wellness counseling on the wellness of law enforcement officers.
Journal of Counseling & Development, Winter, 86, 64-76.
is Thompson, B. M„ Kirk. A., & Brown, D. F. (2005)- Work based support, emotional exhaustion, and spillover of work stress to the family environment A
simly of policewomen. Stress and I lealth, 21, 199-209.
15 Can, S. 11„ Hendy, H. M., & Karag07, -r. (2015). LEOSS-R: Four types of police stressors and negative psychosocial outcomes associated with them.
Policing, 9 (4), 340-351,
" Can, S.11 , Ilendy, 11. M., & Karagoz, T, (2015). LLOSS-R Four types of police stressors and negative psychosocial outcomes associated with them,
Policing, 9 (4), 340-351.
19 Zimmerman, F H. (2012) Cardiovascular disease and risk factors in lave enforcement personnel a comprehensive review. Cardiology in Review, 20, 159-
166
"Patterson, G. T., Chung, I. W , & Swan, P. W (2014). Stress management intcivcntions for police officers and recruits: a meta -analysis Journal of
Experimental Criminology, 10, 487-513.
Stanley, 1. 1-1 , llom, M. A. & Joiner,']'. E. (2016), A systematic review of suicidal thoughts and behaviors among police officers, firefighters, LMTs and
paramedics, Clinical Psychology Review, 44, 25-44.
" Smizinskl, M (2016)..Shift work and law enforcement Journal of Law Enforcement, 5 (2), 1-9
Juzwi❑ Welhtess Consultation January 2023. rev _August 2023. May 2024
m
Whitcomb, Patterson, Stephans & Hill, 2014)22. There were 16 priorities identified, and grouped into four
categories of focus: operational and emergency responses, leadership and management, mental and physical health
and wellness and training. Three were listed as top priorities: operational and emergency responses, leadership and
management, and mental and physical health and wellness. In this report, the emphasis included identification of
these important components, and the communication of these topics to create meaningful cultural change. This
document advocated that a successful campaign designed to impact cultural change involves:
• Making a long-term commitment
■ Getting support from key leaders in the organization
• Providing clear direction
• Appealing to the logical and emotional sides of people
• Creating a path by providing specific examples and supporting resources
Since 2011, there has been a significant emphasis on overall officer wellness and career -related health and well-
being. One of these initiatives is the Bureau of Justice Administration's Preventing Violence Against Law
Enforcement Officers and Ensuring Officer Resilience and Survivability (VALOR) Initiative. This is seen as a
comprehensive program of training, tools and extensive package of resources for departments to use to build or
augment wellness programming within their departments. Major areas of focus include resilience, suicide
prevention and officer safety and wellness research.
The Law Enforcement Mental Health and Wellness Act (LEMHWA) was signed into federal law in January 2018
z3,za building upon the observations that police officer stress results in elevated rates of heart disease, divorce, use
of sick days, alcohol abuse and major psychological problems. These psychological problems were cited as
including acute stress disorder, anxiety, depression, and post -traumatic stress disorder. These issues cost
departments, and therefore also their communities, money.
From this workgroup there were recommendations made that directly address focus of attention, resources,
programs and privacy protection in receiving services. Briefly and in broad generalization, these a number of these
recommendations include:
• Creation of a public service campaign for law enforcement mental health and wellness.
• Support for resources for community -based clinicians to help build their cultural competency.
• Support to embed mental health professionals in law enforcement agencies.
• Support for law enforcement family readiness and mental health and wellness.
• Support for retired officers to remain connected to departmental peer support programs post -retirement or
separation from the department.
■ Support development of model practices to reduce suicide in law enforcement.
• Creation of a Law Enforcement Suicide Event Report Surviellance system.
• Support research to evaluate efficacy of crisis lines,
• Support expansion of crisis lines for law enforcement.
• Support research in the efficacy of mental health checks, resources and best practices.
• Consider methods, including remote access, for mental health check programs.
• Support the expansion and use of peer support programs for all officers.
• Support the expansion of peer support programs to include focus on health and wellness.
• Support alternative models to agency specific peer support programs through collaborations.
• Support training prograts for peer mentors for peer support programs.
`' hill, J., Whitcomb, S., Palterson, P., Stephens, D W., & hill, B. (2014), Making Officer Safety and
Wellness priority One: A Guide to Educational Campaigns. Washington, D. C.: Office of Community Oriented Policing Services, U. S. Department of Justice
1 S BN: 978-9325 82-95-6.
'' Copple, C., Copple, J., Drake, J., Joyce, N., Robinson, NI., Smoot, S., Stephens, D. & Villasenor, R. (2019), Law Enforcement Mental Health and Wellness
Programs: Eleven Case Studies. Washington, D C.: Office of Community Oriented Policutg Services.
Spence, D. L., Pox, M., Moore, G. C., Estill, S. & Comrie, U A. (2019). Law Enforcement Mental Health & Wellness ACC Report to Congress
Warshington, D. C.: UJ S. Department of Justice.
RU- in Wellness Consultation January 2023, rev August 2023, Max, 2024
■ improve legislative privacy protections for officers seeking assistance from peer crisis lines and other peer -
support programs.
• Support tine identification, developments and delivery of successful resiliency training programs for
academy and periodic in-service settings.
• Support training programs promoting preventive intervention and stress management skills.
• Encourage departments to make support available to nonsworn employees on same terms as their sworn
colleagues whenever possible.
• Programs should promote whole health and officer resilience as the goal of the profession.
The Law Enforcement Mental Health and Wellness Programs: Eleven Case Studies compared 11 different agency
programs offering mental health and wellness initiatives. They provide a comparison chart indicating the continuum
of elements in each departments program as well (see Table 1. Continuum of law enforcement mental health and
wellness programs, page 5). Commonalities amongst all eleven agencies, included inservice trainings on mental
wellness topics and suicide prevention, critical incident stress response teams, counseling (finances, family, career),
referrals for service, substance abuse referral, mandatory counnseling following critical incidents, and officer crisis
care and support. Eight offered resilience training and self -care in the academy. Seven agencies offered EAP
services. Eight agencies offered chaplaincy services. Nine offered internal psychological counseling services,
eight of these offered external services (six offered both). Eight offered retired officer support. Only five offered
recurring mental health checks.
Activities including partnering with culturally competent mental health providers, increased incorporation of EAP
support, Peer Support, education and training, and more openness to consultation post -significant events has been
seen. Discussion of mandatory officer wellness consultations has become a common discussion, as has post -
incident officer involved event consultations has increased.
Police and public safety psychologists, often through IACP-PPS, The Society for Police and Criminal Psychology
(SPCP), state Associations of Chiefs of Police and Psychologists in Public Service -Division 18 of the American
Psychological Association, support these initiatives. Many of their members have established relationships with
departments for those purposes, as many departments do not have inhouse psychologists, to assure that the support
is available. The IACP-Police Psychologist Section has long advocated for increased emphasis and support for
career wellness efforts. In 2019, the program offered through the Chicago Police Department was offered as a
featured presentation at the annual iACP25 conference. They presented their initiatives and program components,
which include focus on significant issues involved in officer health, including suicide, substance abuse, divorce and
domestic violence. This initiative also offers unlimited therapy to officers' and their families. The program
includes a 4-hour mandatory training for every supervisor, as well as ongoing stress management seminars and
trauma response program.
The emphasis on Officer Safety and Wellness has evolved to the extent that in 2021, the concept of having Officer
Wellness Consultation Consultations become strongly recommended for departments to offer their officers and
sworn personnel to address the impact of the job on their health. Illinois is now advocating and recommending that
Wellness Consultation Consultations occur at least once annually. The other component includes education on
mental health and officer wellness topics on an annual basis. The specifics of this intervention is being clarified at
the time of this writing.
A&ejtc�N_` aiIored Clinician Services
The Law Enforcement and Mental Health Act recommended having available resources tiom within the community
who have familiarity with Law Enforcement and first responder personnel and their families. This means creating
opportunities for ongoing interaction, relationships with providers and focused attention on mental health and
Friese, G 2019 IACP Quick Take: I low a counseling service saves police lives Police]: Health & Wellness, htrvJ,JlSi,n■v vllceI.cor"Ichicf-s.-
sb.cr.ifts/anicle..sliacr utrk=t }icg i?ou' a-:rY�un rljnrslrrlt.r..- rvg�.-p]i ie.• '.vcs-yl7�d=m3d�cv1J!
Ju7%vin Wellness Consultation January 202;, rev August 2023, May 2024
12
wellness prior to a critical need may help improve the chances for that bridge to be used in an urgent situation.
These services should not support not just the officer, but extend to family support related attention as well.
EAP. Many departments offer as part of their health insurance benefits, mental health service coverage and
additional short-term support of Employee Assistance Programs (EAP). The availability of these services reflects
solid foundational references, but may lack important characteristics to encourage usage. One concern these
providers are generally unknown to the officer, and their familiarity with first responder culture tends to be a major
concern for people who are experiencing an urgent concern. Why not rely exclusively on the resources available
through the department employee assistance program for those needs? This is an acceptable way to provide
services, and EAP services are tremendous resources to oiler and are a cost-effective intervention strategy. There is
one concern inherent in the referral to an EAP for first responders as a culture. Generally, EAP professionals tend
to be broad generalists and tend to be focused on short-term and referral issues. As such, they may not understand
the importance of specific culture and the understanding mental health, occupational health and the guidelines for
consulting to law enforcement or uniformed responder or city public works personnel. They may not understand
the specific culture as a consideration or factor impacting the individual, and the specific stressors or critical
incident related stress. Lastly, they may not understand the specific occupational -related health parameters that
must be considered in referrals, interventions and assessments. Consequently, there may be a disconnect between
the two cultures of mental health and first responder group.
Mental Health Support. There are several ways to facilitate these relationships to help improve mental health
provider connections. Some large agencies have the ability to provide some mental health services in-house to their
employees and their families. This may be as employees or external clinicians whose role is primarily in service to
mental health and wellness and officer support. Services provided either inhouse as part of support services,
embedded clinical staff (officer wellness focus) or in the clinicians' office (off premises). Other agencies contract
with specifically qualified professionals to bring trainings, consultation and debriefings to the department, while
providing assessments, evaluations, group, individual and family support in their offices. An increasingly popular
alternative is embedding mental health providers into the department, to support the officers, and to participate in
providing training and education, consultation, ongoing interface, support, intervention and crisis response. This
mental health professionals' functions are qualitatively different than a mental health provider who interfaces with
the citizens and mental -health related needs, providing resources, support or referrals. Additionally, they do not
function as extensions of human resource supports, administration, discipline or fitness. The clinician arrangement
provides benefit to the department and officers, in that they are known entities integrated into the department as
supportive resources to the officers, and often develop supportive relationships with the officers in their
departments through the frequent contact.
Peer Support and CISM Services. Many departments augment the mental health needs of their work -force with peer
support teams and critical incident stress management teams. These offer additional support during times of critical
incident related events, as well as support as needed to the officers. Both of these essential supports are peer -lead
and driven, and function in the role of peer -to -peer support. Both add significant support to officers' well-being
through connection with a peer who is trained to support peers through difficult situations.
Crisis Intervention "Training (CIT). One of the most common practices within the law enforcement community is
Crisis Intervention Training for officers. This skill set enhances the officer's capacity for intervention with
individuals having a mental health crisis. The many layers of problems related to management of the mentally ill
citizen, family demands, and treatment options create a perfect storm for potential problems that are not easily
resolved. These situations may require some special considerations for recommendation and intervention, and that
is where mental health supports can augment law enforcement. In many cases, there is a clinical specialist with a
mental health background to help provide intervention and referral functioning in a mental health counselor or
social work capacity. These individuals may or may not be licensed, and they may be employees or contracted
agents to the department.
With funding and resources for agency -based mental health services becoming more and more limited; the mentally
ill citizen is increasingly found in the community, not in a treatment facility. In the field, first responders are
Junin Wellness Consultation January 2023, rev Augusl 2023. May 2024
13
interacting with and having to manage the returning veteran and post -traumatic stress injuries and traumatic brain
injury, complicated with substance abuse, and the officer is now being expected to be able to manage these
situations. Law enforcement and other involved investigative and response personnel are more and more expected
to be providers of mental health containment in urgent situations, which calls for special training and supportive
resources21. Increasingly, law enforcement has become the first responders to mentally ill individuals2T'-$ and there
are best practice models which are under continued development2l.
While CIT training teaches about mental illness situations that officers may deal with when dealing with citizens, to
merge this training in the same training as officer wellness and mental health related concerns, these topics really
are two different topics and should be treated as such. CIT helps officers learn about situational containment and
problems resolution, officer mental health is not solely about situations and typically does not appear the same as a
CIT call. To remove stigma, separate the trainings on these issues whenever possible.
Co -Responding. Currently, the idea of co -responders appears to be gaining popularity, which is understandable as
the general public may be starting to recognize than most mentally ill -involved situations are not necessarily law
enforcement issues. The empirical research supports these efforts, finding that training for all department personnel
as important to help allocate resources and deliver appropriate services30 within the legal parameters.
Considerations for social work professionals to conduct these types of intervention appears to be the most common
approach. Police -Mental Health Collaborations (PMCII) Toolkit offered through the Bureau of Justice
Administration provides a thorough review of these program components and resources31.
Police and Public Safety Psychologist. A police psychologist can function to augment these services in several
ways. The psychologist can offer additional resources to officers who may be impacted directly by the interaction
or incident involving a mentally individual, by providing additional support, education or intervention, if warranted.
The psychologist may be able to provide a wider -lens perspective on potential additional concerns or complexity of
the presenting problem, allowing the possibility of developing support or strategy for further involvement. They
may add insight and perspective in assisting with cases in progress, assisting the officers by providing additional
information related to mental illness, family systems or patterns that might be relevant to increasing working
hypotheses about cases.
These clinicians have advanced education and training in formal diagnostic assessment, testing and assessment, a
range of clinical interventions and populations of service, and significant practical training in the field. They are
licensed at the highest level of independent practice, and must continue to seek professional training and maintain
their credentials through their careers.
C'uhural arui Profossir�n it Competency
It is important to clarify the competency of the provider of services. This individual, should possess clinical mental
health training and be licensed to practice independently. They should be familiar with the current guidelines,
standard recommendations for practice, state and federal oversights and employment related oversights pertaining
to hiring, selection, fitness, wellness initiatives, etc., as well as the cultural components the industry rests upon.
They should be familiar with the current and history case laws and practices in the area of personnel, selection,
disability, fitness, on duty injury, and other areas relevant to practice in the area of public safety personnel.
Cross, A B., Mulvey, F. 11, Schubert, C. A., Griffin, P. A , Filone: S , Winckworth-Prejsnar, K., DeMatteo, D., & Heilbrun, K. (2014). An agenda for
advancing research on crisis intervention teams for mensal health emergencies, Psychiatric Services, 65, 530-536; doi:10.1176/appi ps 201200566,
` Cross, A LJ , Mulvey, L- , tichuhert, C :-k , Griffin, P A , Filone, S , Winkworth-Prejsnar, et al (2014), An agenda for advancing research on Crisis
Intervention'Feams for mental health emergencies. Psychiatry Online, 65 (4)7 530-536
" Ynune, A , Fuller, J , Riley, H (2008) On -scene Menual Health Counseling provided through police departments. Journal of Mcntal Health Counseling, 30
(4), 345-361.
29 Watson, A. C. & Pulabarker, A. J (2012) The Crisis Intervention Team model ofpolice response to mental health crises: a primer for mental health
practitioners, nest Practices in Mental Ilealth, 8 (2)7 71-79.
i Taheri, S. A, (2014) Do crisis intervention teams reduce arresu and improve officer safety? A systematic review and meta -analysis, Criminal Justice Policy
Review, 27 (I ), 76-96. DO]: 10 1177/0887403414 5 %289
31 Police -Mental Health C0110boratlon (PM11C)ToolkiL https://Lja.oip.gov/program/pmhc/learningiljbdf0c
,Iu/Win Wtdlness Consultation January 2023, rev August 2023, May 2024
14
']'his individual should be a licensed clinical professional. In Illinois, this means the individual holds a license to
practice clinical mental health services independently and is credentialed through the Illinois Department of
Professional and Financial Regulation. This includes:
• Licensed Clinical Professional Counselor (LCPC)
• Licensed Clinical Social Worker (LCSW)
• Licensed Clinical Psychologist (LCP)
• It is unclear in the current Act if medical professionals are covered under the current standards.
A culturally competent clinician should also have additional work and professional training experiences beyond
their degree and licensure that may include areas below. Additional specialization and cultural competency in
Police and Public Safety is defined specifically in the following areas, as well as other ongoing experiences of
interfacing with uniformed response personnel.
• American Psychological Association American Board of Professional Practice, Board Certification (APA,
ABPP) httpsJ/abpptorg Api)iicant-]nformation/Specialty-BoairdV- Po€ice-Pu.hlic-Safety-Psycholou%.asnx
• Society for Police and Criminal Psychology (SPCP), Diplomate
I i tt ��s :1J�vvvw, ty n I, i ce ps y c h n Io �v. o r�ID ipl u tnat
• International Critical Incident Stress Foundation (ICISF), Critical Incident Stress Management training
Other training and professional experiences can include:
• Active participation in professional organizations and work groups focusing oil clinical first responder and
forensic related topics, i.e., APA Division Psychologists in Public Service, Military Psychology, Trauma,
American Psychology and the Law; SCPC, IACP-PPS, IL ACP — OWC;-Police Social Workers
Association; ICISF, NICISM;
• Cultural Competency courses offered through UFR agencies, i.e., Concept Continuing & Professional
Education Palo Alto University
• Eye Movement Desensitization and Reprocessing (EMDR, EMDRia) with trauma and first responders
• Trauma, critical incident trauma; first responder trauma, evidence -based practices for trauma
• Practicum experiences where they had experience with military, law enforcement, fire service, emergency
medical personnel, crisis responders, telecommunicators, and hospital responders.
■ Seminar and professional development classes and seminars
• Ride-alongs, citizen police academies, volunteer services with trauma
hizNvin Wellncss Consullation January 2023, rev August 2023, May 20?4
15
Appendix III: ILACP-OWC FINAL April 2023
RECOMMENDATIONS:
OFFICER WELLNESS CONSULTATIONS
FINAL DRAFT:
OPEN FOR COMMENTS Until 03/11/2021
REVISED FINAL DRAFT: 04/14/2023
Illinois Association of Chiefs of Police
Officer Wellness Committee
Officer Wellness Consultation Workgroup
March 2022
Revision 1
April 2022
Revision 2
March 2023
Revision 3
April 2023
Revision 4
Final
Juzwin Wellness Consultation January 2023, rev August 2023, May 2024
1<1
Introduction
This document explains the range of supportive services that can be specifically tailored to address
department needs related to WELLNESS CHECK -IN CONSULTATIONS in Illinois, to support the Law
Enforcement Mental Health and Wellness Act (2015)32, and seeks offer direction to Illinois agencies in
the developing wellness initiatives and programs.
It is the position of the Illinois Association of Chiefs of Police — Officer Wellness Committee (ILACP-
OWC) that implementing the Mental Health Wellness Check -In Consultations include the
recommendations and considerations presented in this document. This position paper is predicated on the
following:
• That all Illinois Law Enforcement agencies should perform a pre -employment psychological evaluation (PEPE)
as part of the conditional offer of employment.
• These consultations are conducted as defined in the guidelines set forth by the International Association of
Chiefs of Police — Police Psychologist Services section (IACP-PPS).
• That these consultations are not considered equivalent or as substitutes for other important evaluations or
interventions, including Fitness for Duty Evaluations (as defined by IACP-PPS), or other officer involved
interventions where intervention is offered through supportive departmental efforts (i.e., peer support, CISM.
OIS support).
• That these consultations begin post -academy.
This document is a current working draft offered through the Illinois Association of Chiefs of Police —
Officer Wellness Group to the review board. It is intended to build upon existing practices in the industry
and to set guidelines for practices in the state of Illinois. It is highly recommended that the implementation
of any Officer Mental Health and Wellness Check -In Consultation program under development include
the IACP-PPS guidelines (currently under development, expected in summer 2023) as a foundation and
reflection of industry standards. As these industry guidelines are currently being developed,
consideration of inlegralion of these guidelines is strongly recommended before, formal implemental ion of
any programming occur. (Consultation and review of this document by the ILACP committee has been
requested and submitted for review March 2022; final publication on this document and on the IACP
Officer Wellness Program Guidelines are due June 2023).
This draft is the final draft of the committee, and currently under review and open for the ILACP Board of
Directors committee feedback_ It is a set of recommendations and considerations related to the Illinois
SAFE -T Act and subsequent Trailer Bills to Illinois agencies.
Members of the Illinois Association of Police Chiefs — Officer Wellness Group Subcommittee
Robert J. Marsh, PhD (Chair) Thomas R. Campion, PhD Douglas Craig, PsyD
K. R. JLrGwin, PsyD (Co -Chair) Scott Stubenrauch, PsyD Alan F Friedman, PhD
Kathy Schisler, Lieutenant, Quincy Police (Ret.) Marc Maton, Chief, Lemont
Spence, D. L, Pox, M , Moore, G C„ Estill, S. & Comrie, N E (2019� Lase Enforcement Mental Health and Wellness Act: A report to Congress
Washington, DC: U S. Department ofJusticc.
Juzwin Wellness Consultation January 2023, rev ikugust 2023, Ma) 2024
17
Table of Contents (to enclosed document referenced page)
SUMMARY: Overview - Mental Health Wellness Check -In Consultations ............................... 18
RECOMMENDATIONS.....................................................................................................................18
SUMMARY1: Overall Program................................................................................................... 19
Purposeof Summary ................................................................................................................. 19
Definition......................................................................................................................•........... 19
Purpose............ ......................................................................................................... 19
Parameters................................................................................................................................ 19
Providersof Service.................................................................................................................... 19
Metrics.......................................................... ............................................. ........ ,........................ 19
SUMMARY 11: Mental Health Wellness Check -In Consultations ............................................... 20
Mental Health Wellness Check -In Consultations......................................................................... 21
APPENDIX: SUPPORT DOCUMENTS..................................................................................... 24
BackgroundInformation........................................................................................................... 25
FOCUS: Preventative Stress Management Strategies for Law Enforcement........................................25
The History of Officer Wellness Initiatives & Rationale for Services..................................................26
RECOMMENDATION........................................................................................................................28
Definition of Mental Health Check -in Consultations............................................................... 28
RECOMMENDATION ................... .. .... ..,...................................................................29
Mental Health Wellness Check -in Consultations session components ..................................... 29
Definitions.........................................................,............................... ..... ............................. 32
ClinicianRole................................_..................................,................................................................32
Privilege and Confidentiality Protection..............................................................................................32
Increased Concerns for Safety — Special Cases...................................................................................32
Materials/Records................................................................................................................................33
Documentation& Example................................................................................ ___ ........ ,.................
33
Program Evaluation & Metrics............................................................................................................33
Cultural and Professional Competency........................................................................ ......................34
LicensureSpecific...............................................................................................................................34
Cultural Competence Demonstration Examples .................... ___ ............. ,.............................................
34
JUZWin Wellness Consultation January 2023, rev August 2023, May 2024
18
SUMMARY: Overview - Mental Health Wellness Check -In Consultations
This document offers guidance and minimum standards regarding regular mental health check -in
consultations for permanent police staff officers, and is consistent with IACP guidelines (in development),
It is highly recommended that all Illinois agencies use this process as defined within this document. The
goal at the larger level is to help agencies understand the health of officers at all stages of their career, and
identify concerns present. The act also supports additional training and services, including Critical
Incident Stress Management, to help address the negative impact of stress of law enforcement. They are
intended to emphasize, support and educate an officer related to their own well-being throughout their
career, and to have resources made available to mitigate the impact of career related stressors on them.
These check -in consultations serve as preventative interventions and are conducted by an objective third
party, who is a licensed clinical professional, are confidential (within the parameters of mandatory
reporting and duty to warn responsibilities) and provide connection to appropriate resources within the
community as/if needed. These check -in consultations are not equivalent to fitness for duty evaluations
(FFDE) or other evaluations for promotions or placement on specialty team services.
Currently the International Association of Chiefs of Police — Police Psychologist Section has a work
group dedicated to developing guidelines for industry best practices in the area of Officer Wellness
Check -in consultations. These guidelines should ultimately be used to guide the State of Illinois in their
efforts to define and implement these practices. They are not yet released as of March 2023, and the
information in this set of recommendations may need to be amended to reflect the guidance in this area.
This document is an effort to begin to define the Mental Health and Wellness Consultations process.
RECOMMENDATIONS
It is highly recommended that the implementation of any Officer Mental Health and Wellness
Check -In Consultation program currently under development include these IACP-PPS guidelines
as a foundation and reflection of industry standards. As these guidelines are currently being
developed, consideration of integration of these guidelines is strongly recommended before formal
implementation of any programming occur. They are expected to be released for review and to be
ratified in 2023, as well as introduce guidelines for Officer Wellness Program Guidelines.
It is recommended to the Illinois Law Enforcement Training and Standards Board (ILETSB) that a
seminar training be offered to providers of service as part of demonstrating competency in this
area.
huxvin Wellness Coil January 2023, rev August 2023, May 2024
19
SUMMARY l: 0vertill Program
Purpose of Summary
• The purpose of this summary is to succinctly summarize the major points of the program.
Definition
• The Mental Health and Wellness Consultation Check -Ins may be referred to as Wellness Consultations or
Wellness Check -ins for brevity.
Purpose
• The purpose of the Wellness Check -In is to provide consultation, education, feedback and resources related to
officer wellness or identified needs. No formal diagnostic assessment or diagnosis is generated.
• The consultation is not a therapeutic relationship where progress is documented as part of the documentation
of services, nor is this a doctor -patient relationship.
Parameters
• These consultations are private and confidential within the parameters of mandated reporting and duty to warn
responsibilities as defined by the Illinois Mental Health Code parameters. They are not privy to internal
investigations, where the conversations and activities of the licensed mental health clinician cannot be used
against officers in investigations, return to work, discipline or fitness for duty referrals.
• Officers will be informed as to the limits of confidentiality related to the Mental Health Code parameters.
• Important factors to be included in discussion include: stress, critical incident and vicarious trauma exposure,
work -related complaints or challenges, personal difficulties, personal concerns, and retirement and career
related issues.
• There are no time stipulations specified in this act. The time commitment for these consultations has no
particular time constraints recommended, however given the reality of the depth and breadth of material that
should be covered, reasonable clinical professional and responsible effort is made and a likely standard of
professional practice within the police and public safety psychology.
• A formal statement can document that the officer participated in a Wellness Consultation on the specific date
and time. No formal clinical notes or chart record will be generated. A general nonclinical note may be kept
regarding the Officer's participation in the session.
Providers of Service
• The provider of service must be a licensed clinical mental health professional with ability to demonstrate
cultural competency in the area of first responder culture.
• A licensed mental health clinician functions in a supportive mental health and wellness role to the sworn
personnel employed by the department. Services provided to nonsworn members of the department will be left
to the discretion of the department.
Metrics
• Any metrics kept must be assure anonymity and be collected and reported in aggregate form only and to be
used to address the health of the department as a whole. These metrics should not be used to create standards
of mental health thresholds in any department. Any metrics that might be collected should reflect the
effectiveness of the program using only aggregate data in any report to the agency.
• Officers will be informed as to the specific metrics being collected for agency uses.
JuZNvin Wellness Consultation January 2023, rev August 2023, May 2024
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SUMMARY It: Mental Health Wellness Check -In Consultations
Purpose: This section serves as an organized outline describing the specific components of Mental Health
Wellness Check -In Consultations. It is designed as a summary reference for individuals to understand
what these consultations include and do not cover. The material within may serve the purpose of
providing information during training to department personnel. The material here summarizes material in
other parts of the document.
Junvin Wellness Consultation January 2023, rcv August 2023, May 2024
PAJ
Mental Health Wellness Check -In Consultations
The Mental Health Wellness Check -In Consultations, purpose and definition of "Wellness Check -in
Consultation" is clarified below:
a. Is designed to identify a baseline and self -assessment of health, coping strategies, challenges and
indicators of stress and health, with the goal of maintaining mental health and prevention through early
identification, intervention and education.
b. Mental Health Wellness Check -In Consultations session includes:
1. Access to confidential nonclinical screeners for the officer to use for self -assessment.
2. Access to information about relevant signs and symptoms related to mental health and
wellness.
3. Access to resources related to specific concerns or areas of interest related to health and
wellness.
4. Changes in behaviors, attitudes, relationships, status, performance
c. Education
1. Is designed to provide education regarding the impact of challenges to resiliency, impact of
stress and indicators of potential depression/PTS or other negative outcomes related to their
career.
d. Support
1. Supports self -assessment, identification of strengths, skills, challenges and indicators of stress
and well-being.
e. Identify stress, current status of concerns
1. Screening and information gathering methods should be non -clinical (i.e., not formal
psychological assessment) and available for use for immediate feedback and education to the
officer on their specific area of concerns.
2. Important content area to be considered in session include:
a. Critical incident events and vicarious trauma exposure (exposure to officer -involved
events, traumatic calls, suicides, line of duty deaths/injuries, injuries, child -related
events, etc.)
b.Disciplinary events
c. Citizen complaints
d.lnternal affairs
e.Off-duty events causing potential issues or concerns
f. Critical cases; investigations and court related events
g.Department related stressors
h.Mental & physical health related concerns (sleep, nutrition, depression, anger, substance
misuse, etc.)
i, Family and personal events or issues
j. Specific personal concerns, signs, indicators of potential problems causing health,
interpersonal, relationships, etc.
k.Financial problems
1. Retirement and career related transition concerns or issues
f. Recommendations & Referrals
1. if re(Iuested.
2. Feedback can be provided related to specific resources identified in the discussion.
3. Any infonnation or resources provided will not be tracked by the M1-1 provider.
4, in some cases, follow-up conversations may be warranted to continue to provide support. This
would be a topic discussed between the officer and the provider, and at the discretion of and
responsibility of the off7cer.
2. What Mental Health Wellness Check -In Consultations are not:
a. Is riot psychological testing to make a diagnosis.
JuZWin Wellness Consultation Janum) 2023, rev August 2023, May 2024
22
b. Is nol psychotherapy and the officer is not a patient or client.
c. Is NOT Fitness for Duty, nor connected to Fitness for Duty Evaluations as defined by the IACP Fitness
for Duty Evaluation guidelines.
httos:Ilw%vw.theiaen.orL,tsites/default/files/Fitness°/a201 or%201).tit4'%20Evaluatian%C,r 20uidelines%u2O2
0I8.pdf
d. Cannot be used for a referral for fitness, disciplinary or promotional matters.
e_ Are not designed to create metrics that to creole standards of mental health lhresholdy in any
department.
f: The outcome is not considered diagnostic or generating a diagnosis.
Other specifics:
a. Session Parameters
1. The time commitment for these consultations has no particular time constraints recommended,
however given the reality of the depth and breadth of material that should be covered,
reasonable clinical professional and responsible effort is made and a likely standard of
professional practice within the police and public safety psychology.
2. These sessions can be completed either in person or through confidential and HIPAA
compliant telehealth platfonns.
b. Anonymous and Confidential Participation
1. Participation is anonymous and confidential; the administration does not have access to
content information regarding any officer outside of the dates of attendance and participation
in the meeting.
2. The limits of confidentiality are specified in the 405 1LCS 511-100, et seq. Mental Health and
Developmental Disabilities Act; meaning any disclosure must meet the standards of the Act
whereby the individual is at risk of harm to self or others.
c. Providers of Service
1. The individual conducting the session should be a licensed clinical mental health professional
as defined by Illinois state licensure board.
2. The provider must hold a license to practice clinical mental health care and authorized to
provide clinical services in the state of Illinois.
3. Any provider providing service must disclose if they are in training (to attain a higher license),
and identify the clinical supervisor carrying the supervisory responsibilities.
4. Any provider contracting with agencies must disclose the status and level of licensure of
individuals conducting the session.
5. The individual conducting the session should have cultural competency in the following areas:
a. First responder culture
b. Trauma and traumatic stress specific to first responder culture
d. Informed Consent
1. Officers will be informed as to the limits of confidentiality related to the Mental Health Code
parameters.
2. Officers will be educated about what the Mental Health Check -in consultations involves:
a. Self -assessment of their own baseline of mental health.
b. To establish a baseline for self -assessment related to their indicators of stress and the
indicators of potential problems or challenges to their mental health and ability to
effectively perform their work.
c. Education of the possible impact of the various sources of stress, potential challenges and
potential indicators of their own stress; and identification of high -risk identifiers for LE
officers.
d. Any metrics that are kept to measure the health of the department can only be completed
anonymously and in aggregate so that no individual officer can be identified.
e. DOCUmentatiOn
1. A formal statement can document that the officer participated in a Wellness Consultation on
the specific date and time. This statement will be returned to the department representative
tracking the information so that the attendance can be marked into the Officer's training
Juzwin Wellness Consultation Januaiv 2023, rev ;August 2023. May 2024
23
documentation.
2. No report of the content of the conversation will be generated or reported back to the
department.
Program Monitoring and Evaluation
1. These metrics should not be used to create standards of mental health thresholds in any
department.
2. Any metrics that might be collected should reflect the effectiveness of the program using only
aggregate data in any report to the agency.
3. Officers will be informed as to the specific metrics being collected for agency uses.
4. Any form of monitoring the program effectiveness within a department should include the
following protections for the officers:
a. Request for participation of data collection as under conditions of anonymity, the data will
not be connected to any specific officer.
b.Any data collected from an officer should be used to inform the officer about their own
current status, and to identify trends or potential areas of concern.
Juzwin Wellness Consultation January 2023, rep .August 2023, May 2024
24
APPENDIX: SUPPORT DOCUMENTS
Purpose: This section offers clarification and additional information supporting the specific definitions and
explanations related to the components of the services and providers. The information provided here is also
available in summarized format in other sections of the overall document; and organizes it here by the individual
components.
This section provides;
■ Background Information
• Definition of Mental Health Check -in consultations
• Definitions
o Clinical Role
o Privilege and Confidential Protection
o Increased Concerns for Safety — Special Cases
o Materials/Records
o Documentation & Example
o Program Evaluation & Metrics
• Mental Health Provider Competency Considerations
o Cultural and Professional Competency
o Licensure Specific
o Cultural Competence Demonstration Examples
Juzwhi Wellness Consultation January 2023, rein August 202 3. May 2024
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Background Informalion
This section provides additional clarification and definition regarding aspects of the outlined points in the summary.
FOCUS: Preventative Stress Management Strategies for Law Enforcement
The range of stressors, including daily stressors to post -traumatic stress, which potentially have negative outcomes
to the individual officer and therefore, has been a focus in law enforcement literature33.34 and current state and
federal guidelines3,.31. In the case of uniformed first responders and city employees, the negative outcome can
potentially impact the community as well.
Wellness programs have shown some extent of benefits related to physical health". Wellness in the law
enforcement culture goes beyond providing preventative services such as Employee Assistance Programs and other
human resource initiatives'. While certainly beneficial in the short term, focusing on preventative measures to
manage the negative effects of job -related stress in law enforcement and emergency personnel, involving wellness
and preventative stress initiatives built into daily routines may benefit the department in the long term. And,
research has demonstrated that supervisor support has had more impact on reduction of stress spillover into home
life, than does coworker support39.
The impact of stress inherent in the role of first responders is observed in significant health problems, such as
symptoms of stress, anxiety, and/or depression, which extend into their home lives40. Specifically, the major types
of stress involve critical incidents, department politics, daily hassles and work -home conflicts". Research on the
effects of routine stress in police officers reported significantly increased frequencies of heart, gastrointestinal and
other physical problems42, which raises concerns for attention to stress management strategies for career survival
from the time of being in recruit phase43. Stress and traumatic stress are routine in law enforcement, and come with
the job, and officers' have training and experience bases to help them adapt to some extent to the demands of the
work. Suicide and mental health among first responders as an industry focus has garnered a great deal of attention,
given the stress, critical incident exposure and shift work contributions, and identifies that focus on these issues in
this population warrants investment". Other factors which contribute to tivs model of stress include the managing
shift -work, work -life balance, and factors of work -related satisfaction, control and autonomy in the workplace, and
levels of mutual commitment between the employee and the employers".
"Chopko, B. A , Palmieri, R A. & Adams, R, A, (2017). Relationships among traumatic experiences, PTS, and postimumatic growth for police officers: a path
analysis. Psychological TraLlnra Theory, Research, Practice, and Policy, }ttlpJldz.dui.ur `t4:1,p3ZuaU0g0361.
" Craun, S. �K, Bourke. M. L.. Bierie, D. M., & Williams, K. S. (2014). A longitudinal examination of secondary traumatic stress among law enforcement.
Victims and Offenders, 9, 299-316, DOL 10. 1080/15564886.2013.848829
35 An Occupational Risk: What Every Police Agency Should Do to Prevent Suicide Among hs Officers (2019). Police Executive Research Forum,
36 President's Task Force on 21st Century Policing (2015). Final Report of the President's "Task Force on 21 st Century Policing. Washington, DC: Office of
Community Oriented Policing Services. )Lttpsllcuns.usdu uylndCiivskfurccTlaskfun'e GntdrepotLpdf.
" McGdvray, M. (2015), What's working: customized wellness program pays offfor police department. Benefits Magazine, July, 11-15
}" Tanigoshi, H , Kontos, A. P. & Remley, T. P_ (2008) The effectiveness of individual wellness counseling on the wellness of law enforcement officers.
Joumal of Counseling & Development, Winter, 86, 6-1-76.
" Thompson. B M, Kirk, A,, & Brown, D. F. (2005), Work based support, emotional exhaustion, and spillover of work stress to the family environment: A
study ofpolicewomen. Stress and I lealth, 21. 199-209.
40 Can, S. H , Hendv, 11. M., & Keuapz; -1 (2015) LF.OSS-R: Four types of police stressors and negative psychosocial outcomes associated with them
Policing 9 (4), 340-35I.
" Can, S_ ll., llendy, 11, M.. & Karagoz. f. (2015) 1_EOSS-R: Four types of police stressors and negative psychosocial outcomes associated with them
Policing, 9 (4), 340-351,
' Zimmerman_ P. It. (2012). Cardiovascular disease and risk factors in law enforcement personnel: a comprehensive review. Cardiology in Revicw, 20, 159-
166
'" Patterson, G, T , Chung, 1. 1V . & Swan, P W. (2014), Stress management interventions for police officers and recruits: a meta -analysis Journal of
Ex,perimenlal Criminology, 10, 487-513.
Stanley, 1. 11., llom, M. A. & Jomer. T- E. (2016). A systematic review of suicidal thoughts and behaviors among police oIlicers, firefighters, ENITs and
paramedics Clinical Psychology Rcvrew, 44, 25-44-
.15 Smizinski, M (2016) Shih work and law enforcement. Journal of Law Enforcement, 5 (2), 1-9
J UZXVitl Wellness Consultation January 2023, rev August 2023; Nlay 2024
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The History of Officer Wellness Initiatives & Rationale for Services
In 2011, the Officer Safety and Wellness (OSW) Group by the Office of Community Oriented Policing Services
(COPS) and the Bureau of Justice Administration (BJA) was formed with the express intention of preventing
officer death and to establish the safest possible environment for professionals working in law enforcement (IIill,
Whitcomb, Patterson, Stephans & Hill, 2014)". There were 16 priorities identified, and grouped into four
categories of focus: operational and emergency responses, leadership and management, mental and physical health
and wellness and training. Three were listed as top priorities: operational and emergency responses, leadership and
management, and mental and physical health and wellness- In this report, the emphasis included identification of
these important components, and the connuunication of these topics to create meaningful cultural change. This
document advocated that a successful campaign designed to impact cultural change involves:
• Making a long-terin commitment
• Getting support from key leaders in the organization
• Providing clear direction
• Appealing to the logical and emotional sides of people
• Creating a path by providing specific examples and supporting resources
Since 2011, there has been a significant emphasis on overall officer wellness and career -related health and well-
being, and addressing the vicarious and critical incident related stress inherent in public service. One of these
initiatives is the Bureau of Justice Administration's Preventing Violence Against Law Enforcement Officers and
Ensuring Officer Resilience and Survivability (VALOR) Initiative. This is seen as a comprehensive program of
training, tools and extensive package of resources for departments to use to build or augment wellness
programming within their departments. Major areas of focus include resilience, suicide prevention and officer
safety and wellness research. Other initiatives have focused on the importance of mental health preparation and
response related to mass casualty events". The Office of Victims of Crime (OVC) introduced The Vicarious
Trauma Toolkit", which included an online set of comprehensive resources to address the vicarious trauma that is
inherent in the industry, and offers a set of resources to assist departments in becoming trauma -informed and
providing sample examples, education, guidance and planning support to increase prevention of and response to,
vicarious traumatic experiences.
The Law Enforcement Mental Health and Wellness Act (LEMI-IWA) was signed into federal law in January 2018
ays° building upon the observations that police officer stress results in elevated rates of heart disease, divorce, use
of sick days, alcohol abuse and major psychological problems. These psychological problems were cited as
including acute stress disorder, anxiety, depression, and post -traumatic stress disorder. These issues cost
departments, and therefore also their communities, money.
From this workgroup there were recommendations made that directly address focus of attention, resources,
programs and privacy protection in receiving services. Briefly and in broad generalization, these a number of these
recommendations include:
■ Creation of a public service campaign for law enforcement mental health and wellness.
• Support for resources for community -based clinicians to help build their cultural competency.
• Support to embed mental health professionals in law enforcement agencies.
• Support for law enforcement family readiness and mental health and wellness.
"' Hill, J ,'M itcomb, S., Patterson, P., Stephens: D. W., & Hill, B. (2014). Making Officer Safery and
Wellness Priority One: A Guide to Educational Campaigns, Washington, D: C.: Office of Community Oriented Policing Services, U S. Department ofJusticc
ISBN: 978-932582-95-6-
-07 National Alliance on Mental Illness (2016) Preparing for the Unimaginable: How Chiefs Can Safeguard Officer Mental I lralth Before and After Mass
Casualty Bvcnts. Washington; DC:: Office ofCmnmunity Oriented Policing Services. ISBN: 978-935676-90-4.
" Jltc vicarious Trauma Toolkit (2013) Office of Victims ofCrimc, i lortheastem University Institute on Urban I-Iealth Research and Practice
https: //ovc, o i p. ttov/program/vt I/abou t-the-tool k it
"Copple, C„ Copple., J„ Drake, I., Joyce, N., Robinson, M., Smoot, S., Stephens; D. & Villasenor, R. (2019). Law Enforcement Mental Health and Wellness
Programs: Eleven Case Studies. Washington, D. C.: Office of Community Oriented Policing Services.
0 Spence, D, I., Fox, M., Moore; G, C„ Estill, S. & Conine! E A. (2019). Law Enforcement Mental Health &Wellness Act. Report to Congress_
Washinglon, D C.. U. S. Department of Justice.
Juzwin Wellness Consultation January 2023, rev August 2023, NLi). 2024
27
• Support for retired officers to remain connected to departmental peer support programs post -retirement or
separation from the department.
• Support development of model practices to reduce suicide in law enforcement.
• Creation of a Law Enforcement Suicide Event Report Surviellance system.
• Support research to evaluate efficacy of crisis lines.
• Support expansion of crisis lines for law enforcement.
• Support research in the efficacy of mental health checks, resources and best practices.
• Consider methods, including remote access, for mental health check programs.
• Support the expansion and use of peer support programs for all officers.
• Support the expansion of peer support programs to include focus on health and wellness.
• Support alternative models to agency specific peer support programs through collaborations.
• Support training programs for peer mentors for peer support programs.
■ Improve legislative privacy protections for officers seeking assistance from peer crisis lines and other peer -
support programs.
• Support the identification, developments and delivery of successful resiliency training programs for
academy and periodic in-service settings.
• Support training programs promoting preventive intervention and stress management skills,
• Encourage departments to make support available to nonsworn employees on same terms as their sworn
colleagues whenever possible.
• Programs should promote whole health and officer resilience as the goal of the profession.
The Law Enforcement Mental Health and Wellness Programs: Eleven Case Studies compared 1 1 different agency
programs offering mental health and wellness initiatives. They provide a comparison chart indicating the continuum
of elements in each departments program as well (see Table 1. Continuum of law enforcement mental health and
wellness programs, page 5). Commonalities amongst all eleven agencies, included inservice trainings on mental
wellness topics and suicide prevention, critical incident stress response teams, counseling (finances, family, career),
referrals for service, substance abuse referral, mandatory counnseling following critical incidents, and officer crisis
care and support. Eight offered resilience training and self -care in the academy. Seven agencies offered EAP
services. Eight agencies offered chaplaincy services. Nine offered internal psychological counseling services,
eight of these offered external services (six offered both). Eight offered retired officer support. Only five offered
recurring mental health checks.
Activities including partnering with culturally competent mental health providers, increased incorporation of EAP
support, Peer Support, education and training, and more openness to consultation post -significant events has been
seen. Discussion of mandatory officer wellness consultations has become a common discussion, as has post -
incident officer involved event consultations has increased.
Police and public safety psychologists, often through IACP-PPS, The Society for Police and Criminal Psychology
(SPCP), state Associations of Chiefs of Police and Psychologists in Public Service -Division 18 of the American
Psychological Association, support these initiatives. Many of their members have established relationships with
departments for those purposes, as many departments do not have inhouse psychologists, to assure that the support
is available. The IACP-PPS, for example, published guidelines for Psychologists working as consultants to
departments', to address ethical and cultural competence in the relationship obligations to departments and
officers.
In 2019, the program offered through the Chicago Police Department was offered as a featured presentation at the
annual IACPS` conference. They presented their initiatives and program components, which include focus on
significant issues involved in officer health, including suicide, substance abuse, divorce and domestic violence.
This initiative also offers unlimited therapy to officers' and their families. The program includes a 4-hour
" Consulting Police Psychologist Guidelines (2016) 1memationaI Chiefs Association of Chiefs of Police— Policc Psychologist Services Section.
Friese, G 2019 IACP Quick Take: How a counsel mg service saves police lives Police 1: Hcalth & WeIIness hit S.11w+ti7} 7u}icr _aniv' hi i -fs_
4hcrif&mjlichsfiacp-stuck-W,C ktpu-iS•4'Olilt If7ill toychL*ych—,E1TL= &LyU/
Jurwin wellness Consultation kMfflry 2023, rev August 2023, May 2024
2s
mandatory training for every supervisor, as well as ongoing stress management seminars and trauma response
program.
In 2020, the IACP Law Enforcement Policy Center published the Employee Mental Health and Wellness
Considerations Document and Concepts and Issues Paper" addressing the need to recognize and address the impact
of the situations that officers face and the potentially serious impact emotionally, psychologically and physically,
Their position advocates for support; education, and intervention to minimize the negative effects and reactions.
Their reccommendations advise for agencies to develop policy demonstrating their commitment to the overall
mental health and wellness of its employees. Their document outlines sample policy and provides guidance on
procedures for implementation.
The emphasis on Officer Safety and Wellness has evolved to the extent that in 2021, the concept of having Officer
Wellness Check -In Consultations become strongly recommended for departments to offer their officers and sworn
personnel to address the impact of the job on their health. Illinois is now advocating and recommending that
Wellness Check -In Consultations occur at least once annually. The other component includes education on mental
health and officer wellness topics on an annual basis. The specifics of this intervention is being clarified at the time
of this writing.
The IACP-Police Psychologist Section has long advocated for increased emphasis and support for career wellness
efforts. In effort to be a guiding force in officer wellness and safety, the IACP-PPS formed a wotk group to develop
a set of guidelines to help shape the industry standards and practices. These guidelines are currently under
development, and are anticipated in 2023.
RECOMMENDATION
It is highly recommended that the implementation of any Officer Mental Health and Wellness Check -In
Consultation prograin currently under development include these IACP-PPS guidelines as a foundation and
reflection of industry standards. As these guidelines are currently being developed, consideration of'iniegraiion of
these guidelines is strongly recommended before formal implementation of any programming occur. They are
expected to be released for review and to be ratified in Spring 2023. Additionally the IACP-PPS Officer Wellness
Program Work Group is currently working on Guidelines for the comprehensive wellness program guidelines. .
Definition of'Mental Health Check -in Consultations
The Mental Health Check -in consultations, also known as a Wellness Check -In Consultation; has several specific
components that differentiate it from other forms of intervention. The IACP Law Enforcement Policy Center
defines Mental Health Wellness Consultation as, "an opportunity for employees to meet with a qualified mental
health professional of their choice for a confidential mental health discussion."" It is designed to identify a baseline
and self -assessment of overall mental health, coping strategies, challenges and indicators of stress and health, with
the goal of maintaining mental health and prevention through early identification, intervention and education.
Purpose: The following material is provide an outline of recommended components for agencies to consider in the
development of their own Officer Wellness consultations based on the IACP Policy Center. It highlights the
recommended:
• Mental Health Wellness Check -in Counsultations session components
o Education
o Support
"Employee Mental Ileallh and wellness (May 2020). Considerations Document, Concepts and Issues Paper, IACP Latta Enforcemcnt Policy Center,
td!1 1 %miy thciael• i-l;e 0t•-JciclatIIIInItiI2020-fl$t11:rtF sjmceJCtawc.dM, °� Slg},'4z. rc)z-0-.
}' Fmployee Mental Health and Wellness (May 2020) Considerations Document. Concepts and Issues Paper. IACP Late Enforcement Police Cenler,
h! tl�s_r'%�nvu_I he. i.ac1�, nr v:� i l echlzfapll/fis s/ 2020-{751); m1? I t_� re��7�{y[ri,�°le?DLtrd�jjj"��,�S-QF.arlid avtf
JUZNvin Wellness Consultation January 2023, re%, Au,,usl 2023. May 2024
35
o Identification of stress and current status of concerns
o Recommendations & Refeeral
Mental Health Wellness Check -in Consultation sessions exclusioned components
Other Mental Health Wellness Check -in Consultation Specifics
o Specifics (time, telehealth allowance)
o Anonymous and Confidential
o Documentation
o Informed Consent
o Providers of service
■ Definitions
o Clinician role
o Privilege and Confidentiality Protection
o Safety — Special Cases
o Materials/Records
o Documentation
o Program Evaluation & Metrics
• Mental Health Provider Competency Considerations
RECOMMENDATION
It is highly recommended that the implementation of any Officer Mental Health and Wellness Check -In
Consultation program currently under development include these IACP-PPS guidelines as a foundation and
reflection of industry standards. Consideration of these guidelines is strongly recommended before formal
implementation of any programming occur.. They are expected to be released.for review and to be ratified in
Spring 2023. Additionally the IACP-PPS Of Wellness Program Work Group is currently working on
Guidelines for the comprehensive wellness programs.
Mental Health Wellness Check -in Consultations session components
Education
a. Is designed to provide education regarding the impact of challenges to resiliency, impact of stress
and indicators of potential depression/PTS or other negative outcomes related to the career.
b. Is designed to provide education related to vicarious trauma, critical incident stress, and recognition
of potential negative indicators of possible concern, and areas of resilience, strength and
prevention.
Support
a. Supports self -assessment, identification of strengths, skills, challenges and indicators of stress and
well-being.
b. Access to confidential nonclinical screeners for the officer to use for self -assessment.
c. Access to information about relevant signs and symptoms related to mental health and wellness.
d. Access to resources related to specific concerns or areas of interest related to health and wellness.
Identification of stress and current status of concerns
a. Screening and information gathering methods should be non -clinical (i.e., not formal psychological
testing and assessment) and available for use for immediate feedback and education to the officer
on their specific area of concerns.
b. Changes in behaviors, attitudes, relationships, status, performance
c. important content area to be considered in session include:
i. Critical incident events and vicarious traumatic stress exposure (exposure to officer -
involved events, traumatic calls; suicides, line of duty deaths/injuries, injuries, child -related
events, etc.)
ii. Disciplinary events
iii. Citizen complaints
iv. Internal affairs
lurwin Wellness Consultanon January 2023, rev Augusl 2023, May 2024
30
v. Off -duty events causing potential issues or concerns
vi. Critical cases, investigations and court related events
vii. Department related stressors
viii. Mental & physical health related concerns (sleep, nutrition, depression, anger, substance
misuse, etc.)
ix. Family and personal events or issues
x. Specific personal concerns, signs, indicators of potential problems causing health,
interpersonal, relationships, etc.
xi. Financial problems
xii. Retirement and career related transition concerns or issues
4. Recommendations & Referrals
a. If requested
b. Feedback can be provided related to specific resources identified in the discussion.
c. Any information or resources provided will not be tracked by the MH provider.
d. In In some cases, it may be reasonable to have additional supportive contact with the officer to
check -in on the current status. The provider of service and officer will discuss what resources may
be needed, including a follow-up check -in and/or referrals to those resources can be provided.
These services would be beyond the scope of the wellness consultation.
Mental Health Wellness Cheek -in Consultation sessions exclusion components
What Mental Health Wellness Check -In Consultations are not:
a. Is not psychological testing and assessment to make a diagnosis.
b. Is not psychotherapy and the officer is not a patient or client.
c. Is NOT Fitness for Duty, nor comiected to Fitness for Duty Evaluations as defined by the IACP
Fitness for Duty Evaluation guidelines.
bttps://www.theiac.p.org sites/default/files/Fitness%20for%2ODuty°/`2OEvaluation°/a2dGuidelines�/o
202018. f
d. Cannol be used for a referral for fitness, disciplinary or promotional matters, the exception to this
are the professional duty to warn and mandated reporting concerns.
Other Mental Health Wellness Cbeck-in Consultation Specifics
1. Other specifics of the consultation process:
a. The time commitment for these consultations has no particular time constraints recommended,
however given the reality of the depth and breadth of material that should be covered, reasonable
clinical professional and responsible effort is made and a likely standard of professional practice
within the police and public safety psychology.
b. These sessions can be completed either in person or through confidential and HIPAA compliant
telehealth platforms.
2. Anonymous and Confidential Participation
a. Participation is anonymous and confidential; the administration does not have access to content
information regarding any officer outside of the dates of attendance and participation in the
meeting.
b. The limits of confidentiality are specified in the mandated reporting responsibilities (child, elder,
duty to warn, etc.), the 405 ILCS 5/1-100, et seq. Mental Ilealth and Developmental Disabilities
Act; meaning any disclosure must meet the standards of the Act whereby the individual is at risk of
harm to self or others.
3. Documentation
a. A formal statement can document that the officer participated in a Wellness Consultation on the
specific date and time. This statement will be returned to the department representative tracking the
information so that the attendance can be marked into the Officer's training documentation.
b. No report of the content of the conversation will be generated or reported back to the department.
Iuzwin wellness Consullalinn January 2023, rev August 202,, MaN, 2024
31
c. No formal clinical notes or chart record will be generated. A general nonclinical note may be kept.
4. Informed Consent
a. Officers will be informed as to the limits of confidentiality related to the Illinois Mental Health
and Developmental Disabilities Code (405 1LCS 511-100, et seq.) parameters defining mandated
reporter standards which addresses reports of intent to harm self or others, harm to vulnerable
population member, or inability to take care of self, due to mental status related problems.
b. Officers will be educated and informed in the hnformed Consent that what the Mental Health
Consultation involves:
1. Self -assessment of their own baseline of current status mental health and identification
of any specific personal concerns.
2. To establish a baseline for self -assessment related to their indicators of stress and the
indicators of potential problems or challenges to their mental health and ability to
effectively perform their work.
3. Education of the possible impact of the various sources of stress, (i.e., vicarious,
critical incident -related), potential challenges and potential indicators of their own
stress impact; and identification of high -risk identifiers for LE officers.
4. Informed regarding any metrics that are kept to measure the health of the department
can only be completed anonymously and in aggregate so that no individual officer can
be identified.
5. Providers of Service
a. The individual conducting the session should be a licensed clinical mental health professional as
defined by Illinois state licensure board.
b. The individual conducting the session should have cultural competency in the following areas:
i. First responder psychology and culture
ii. Trauma, trauma -informed care and traumatic stress specific to first responder culture
6. Program Monitoring and Evaluation
a. Any data collected from an officer should be used to inform the officer about their own current
status, and to identify trends or potential areas of concern.
b. Any metrics that might be collected should reflect the effectiveness of the program using only
aggregate data in any report to the agency.
c. Officers will be informed as to the specific metrics being collected for agency uses.
i. This should be included as part of the Informed Consent process.
d. Any form of monitoring the program effectiveness within a department should include the
following protections for the officers:
L Request for participation of data collection as under conditions of anonymity, the data will
not be connected to any specific officer.
Juvvin Wellness Consultation January- 2023, rev August 2023, k9ay 2024
32
Definitions
Clinician Role
It is important that the relationship the clinician has with the department in the delivery of services is clarified.
Although acting under the directive of the department or agency, in order to provide services in the most effective
manner, some clarification of confidentiality and privilege should occur. This document specifically outlines that
the services and providers do not function as an extension of the human resources, disciplinary or supervisory
functions, and the role is consultative and supportive to the ql icers and department personnel.
Privilege and Confidentiality Protection
The provider may have access to information that is very sensitive, because the function is officer wellness, that is
the scope of service provision and activities. This includes exemption from disciplinary or internal investigation
participation or disclosure. Involvement in mental health support, particularly as a licensed mental health clinician
or other mental health clinician, will be severely compromised if complete trust of privacy is not upheld. The
provider of services should be considered covered by the parameters in the Illinois Mental Health Code and
therefore is a Mandated Reporter.
Because the content of some of what is discussed may be confidential, all personnel will be informed of the legal
limits of confidentiality as dictated by the Illinois Mental Health and Developmental Disabilities Code (405 ILCS
511-100, et seq.). Because the conversations occur between a mental health professional and another individual, it
is common practice in the field to inform the individual about the limits of the relationship and the legal limits of
the confidentiality. It firmly means that unless the individual waives their rights to what is discussed, and the topics
do not meet the legal limits (intent to harm self or others, harm to vulnerable population member, inability to take
care of self), all discussions are private and confidential and therefore cannot be discussed with anyone outside of
the legal provisions for Duty To Warn. All individuals would be made aware of these boundaries at the onset of the
conversation.
Increased Concerns for Safety — Special Cases
The goal of these meetings is to help the individual identify their baseline of mental health and wellness, current
stressors, and overall efforts and impact of managing the demands and challenges they are experiencing. If specific
recommendations are necessary, this is discussed between the provider and the officer. The officer then has the
discretion to decide to pursue the recommendations, including the discretion to disclose any or all of the
information to their supervisors. In some cases, it may be reasonable to have additional supportive contact with the
officer to check -in on the current status. The provider of service and officer will discuss what resources may be
needed, including a follow-up check -in and/or referrals to those resources can be provided. These services would be
beyond the scope of the wellness consultation.
In cases where information becomes available that suggests the officer is at any risk of harm to self or others, the
discussion as to how this should be addressed and handled between the officer and provider. The provider, as
licensed mental health professional, has an obligation to assure safety. Should the necessity to inform the
department of a request or need for absence, family leave, etc., the officer would need to provide consent to release
information (Release of Informed Consent) if they want the provider to support them in the effort under those
specific circumstances.
Junin Wellness Consultation January 2023, rev August 2023, May 2024
33
Materials/Records
• Statement of attendance and participation
• Non -clinical self -assessment screening instruments and educational handouts (examples)
o Depression
o Suicide
o Anxiety
o Substance misuse and process addictions (i.e., gambling, spending, pornography)
o Stress related topics
F Post -Traumatic Stress
■ Critical Incident Stress
4 Effects of stress
+ Burn -out
o Resilience & Stress Management
o Anger Management
o Nutrition
o Sleep Hygiene
o Domestic Violence
o Retirement Preparation and Planning Considerations
• Statement of Informed Consent and understanding regarding services, purpose and privacy and
confidentiality protections
• Release of Informed Consent (if or as needed)
• Statement of Attendance and Participation (to be given to the officer)
Documentation & Example
This extends to information and documentation of Wellness Consultations. As Wellness Consultations are
consultations and designed to be educational and supportive, they are not the same as therapy. They are informed
of the limits of confidentiality and mandated reporting. They are made aware that the only documentation the
department receives of their participation is the statement from the licensed clinical provider is that they
participated in the one -hour .Mental Health and Wellness Check -In Consultation.
There are no formal notes taken, and the goal is not to complete a comprehensive diagnostic assessment and render
a diagnosis. Any notes taken should not be clinical, but can include general topics of content covered.
An example would be:
On XX/XX/XXXX, First Last participated in their annual Officer Wellness Consultation for XXXX
Department. Content discussed included stress management; identification of stress indicators specific to
them. Education was provided regarding specific questions and areas of personal interest. Referred Officer
to available resources.
Program Evaluation & Metrics
Program evaluation should focus on department wide scope of health. Any aggregated data used should be very
sensitive when providing reports of trends observed, so that any outlying cases or events that would compromise
privacy and breach confidentiality can be minimized and avoided.
Examples of topics that may be considered as possible sources to collect aggregate data might include:
• Endorsements of specific sets of indicators of stress or specific problems.
• Endorsements of problematic behaviors or patterns to manage or cope.
• Recognition of needing to plan for transitions, retirement or life changes.
• Recognition of need to improve management strategies.
Junvin Wellness Consultation January 2023, rev August 2023, May 2024
34
Mental Health Provider Competency Considerations
Understanding the first responder culture is very important quality for any care provider working with the
uniformed first responder population"
As defined previously, the individual should hold a clinical license to practice mental health services within the
state of Illinois. The individual should also carry their own malpractice insurance (i m/3m minimum). The
individual should be able to provide documentation of the certificate of insurance (COI). Further demonstration of
competency should include curriculum vitae review, continuing education certification, and other forms of
professional competency and specialization in this area of practice.
Cultural and Professional Competency
It is important to clarify the competency of the provider of services. This individual, should possess clinical mental
health training and be licensed to practice independently. They should be familiar with the current guidelines,
standard recommendations for practice, state and federal oversights and employment related oversights pertaining
to hiring, selection, fitness, wellness initiatives, etc., as well as the cultural components the industry rests upon.
They should be familiar with the current and history case laws and practices in the area of personnel, selection,
disability, fitness, on duty injury, and other areas relevant to practice in the area of public safety personnel.
Licensure Specific
This individual should be a licensed clinical professional, with academic and advanced training in assessment and
diagnostics. In Illinois, this means the individual holds a license to practice clinical mental health services
independently and is credentialed through the Illinois Department of Professional and Financial Regulation as
designed and defined by (225 TLCS 107/) Professional Counselor and Clinical Professional Counselor Licensing
and Practice Act and the (225 ILCS 20/) Clinical Social Work and Social Work Practice Act. The rationale for this
level of competency addresses the possibility should serious mental health problems or risks become evident, the
licensed mental health professional has the training and background to address those heightened concerns.
Supervision Related Issues
If the clinician conducting the Wellness Consultation is currently in a supervised student training placement, they
need to have attained at least the first level of licensure within their field, and be supervised by an independent
licensed practitioner (as defined by the state of Illinois Independent licensed professional). This practice should be
disclosed to the contracting agency. Professionals with the first level of licensure will need to clarify in their
contracts with agencies, who the supervising independent licensed practitioner is as part of their provision of
service to provide these wellness consultations. Supervising clinicians should disclose the licensure and
supervision status of their clinicians providing these services.
In Illinois the levels of clinical licensure as defined in Illinois include:
• Licensed Clinical Professional Counselor (LCPC)
• Licensed Clinical Social Worker (LCSW)
• Licensed Clinical Psychologist (LCP)
• The Qualified Mental Health Professional (QMHP) designation alone does not meet the standard
without a clinical licensure as designated by the state of Illinois.
• It is unclear in the current SAFE-T Act if medical professionals are covered under the current
standards.
Cultural Competence Demonstration Examples
A culturally competent clinician should also have additional work and professional training experiences beyond
their degree and licensure that may include areas below. Additional specialization and cultural competency in
KronenherR, %1 , Osofsky, H J , Marrv, M , Hardy, M , Arey, D,, (2008) First Responder Culture. PsychimtncAnmalsOnline com, 38(2)
J11Z\vit1 wellness Consultation Januir-y 2023, rev August 2023, May 2024
35
Police and Public Safety is defined specifically in the following areas, as well as other ongoing experiences of
interfacing with uniformed response personnel.
• American Psychological Association American Board of Professional Practice, Board Certification (APA,
ABPP) htrlas:llabd? .nr T A Ii1cxnt-Information// ecinIt -Boards/Police-Pubic-Sarely-PsyChnlo�v.aspx
• Society for Police and Criminal Psychology (SPCP), Diplomate
Items:/Ayww.police i35, cholpgy.or.0 ijjlomate
• international Critical Incident Stress Foundation (ICISF), Critical Incident Stress Management training
Other training and professional experiences
Active participation as a member and conference participation, and receiving professional education,
training and experience, in professional organizations and work groups focusing on clinical first responder
and forensic related topics, i.e.,
o APA Division Psychologists in Public Service, Military Psychology, Trauma, American
Psychology and the Law;
o American Counseling Association
o National Social Work Association
o Association of Police Social Services
o International Association of Chiefs of Police (IACP)
• Police Psychologists Section (IACP-PPS)
o Illinois Association of Chiefs of Police, Officer Wellness Committee (1L ACP — OWC)
o lntemational Critical Incident Stress Foundation (ICISF)
■ Northern Illinois Critical Incident Stress Management Team (NI-CISM)
o Society for Police and Criminal Psychology (SCPC)
o Police Social Workers Association
Issues related to current industry practices and issues
o Copple, C., Copple, J., Drake, J., Joyce, N., Robinson, M., Smoot, S., Stephens, D. & Villasenor,
R. (2019). Law Enforcement and Mental Health Wellness Programs: Eleven Case Studies.
ht�s://co s.usdol. Qv/RI Pub]icationSle s-071-pub Pd
o Spence, D. L., Fox, M., Moore, G. C., Estill, S., & Nazmia, E. A. (2019). Law Enforcement
Mental Health and Wellness Act: Report to Congress. Washington, DC: U.S. Department of
Justice. httns://cops.Lisdoi.i ov/ric/Publications/cops-1.370-piL�.pdf
o Duff, J. H., Gallagher; J. C., James, N., & Cornell, A. S. (October 1, 2020). Federal Efforts to
Address the Mental Health of First Responders: Resources and Issues for Congress. Congressional
Research Service. R46555. hips:lls p.fas.or>tVers/misclR46555,Pdf
o Fraternal Order of Police Division of Wellness Services, 2022. Wellness Provider Vetting Guide.
Washington, DC: Office of Community Oriented Policing Services.
htt )co ps. usdol.govlRlClPublicat igep _ns ps-w0963Atu€�..ill'
Topical education and training experiences can also include:
• Familiarity with the foundational documents and issues contributing to the Officer Wellness
• Education and training in areas related to First Responder Trauma; including critical incident trauma, first
responder trauma, evidence -based practices for trauma
o Psychological First Aid (Crisis intervention)
■ World Health Organization
littp://,,ip s.wl.io. ntliris/bitstrcarnlhandle/1QFib5144615)9790241548205_eng.odf;isessio;ti.d—
E989E61 1070A 82A AD8DAA 64()73I]C7 A0I.'?.�itluerice7—l
• Veteran's Administration
https:llwww.P T5.va tivlprafessiuual!treat/t he/psych hrslaid manual.as .
■ National Child Traumatic Stress Network (NCTSN)
�itttss:IJyvww.nctsn.cir��res�auxees/1�s ti chttlt�gical-first-aid-pf'a-field-aperatioits-alit de-2t3d-
edition
o International Critical incident Stress Foundation (ICISF), Mitchell Model training
.Inzwin Wellness Consultation January 2023, rev August 2023, Ntay 2024
36
• Group and individual class l�ttFss:flit isf;ors� sectiolts/education fraitiitief
o Eye Movement Desensitization and Reprocessing httpsalwww,emdria.ord
■ (EMDR, EMDRia) with trauma and first responders
• Clinical work using EMDR
• Training and/or Volunteer work through EMDRia Humanitarian Assistance Program (HAP
httl.) 1!&ww.enidrhaLor conieri )
o Trauma for first responders and essential personnel
■ Neurobiology of Trauma, National Institute for the Clinical Application of Behavioral
Medicine
■ National Center for PTS (htins:llwww,PTSsya,t!avl)
y Trauma -Informed Toolkit (heirs;llove.oii?.t;nvinr_aranilvrllintrnduction}
• American Academy of Experts in Traumatic Stress (litli)s://www.aaets-()rz�
■ Consideration of Eye Movement Desensitization and Reprocessing (EMDR), Brainspotting
and/or other forms of Trauma -Informed Care and interventions is highly recommended.
= Example of industry standard training materials:
■ Everly, George & Reese, James. Psychological body armor: seven strategic
lessons about life, resiliency, and coping with stress. Chevron Press: Maryland.
2007. ISBN-12: 979-1-88358- l 7-6.
■ Gilmartin, K. (2002). Emotional survival for law enforcement: A guide for officers
and their families. E-S Press. ISBN-13: 978-0971725409
• Grossman, D. & Christensen, L. (2008). On Combat: The Psychology and
Physiology of Deadly Conflict in War and in Peace (3rd Ed.). Warrior Science
Publications. 1 SBN-13: 978-0964920545
• Henry, Vincent. (2004). Death Work: Police, Trauma and the Psychology of
Survival. Oxford University Press: New York. ISBN 0-19-515765-6.
• Kirchsman, E. (2006). 1 Love a Cop, Revised Edition: What Police Families Need
to Know. Guilford Press. ISBN-13: 978-1593853532.
• Miller, R. 2012. Force Decisions: A citizen's guide: Understanding how police
determine appropriate use of force. Ymaa Publication Center. ISBN 978-
1594392436.
Cultural Competency Professional Education
o Specific topical courses offered through professional mental health and first responder focused
practice agencies, e.g., FEMA (1CS/NIMS), Concept Continuing & Professional Education Palo
Alto University
o General understanding of the hiring, selection, training and retention issues inherent in law
enforcement.
• Illinois Municipal Code
• 1tltl�s:Ilt��w1.,�.itt!a_�nvll�gislaEionfilc�lilcs4�asn'?H1c[1I3=802&Chagterl)�l�l&Sec1St
art=127900000&SegEnd=Q.1700000
• Board of Fire and Police Commissioners
httl3s_IIHw�y.iltia_s~ayllegisiatio ilcs/fuittext.rise?dacName=00650005QK1a- l-4
■ Illinois Police Training Act
htlps://www.ilga.gov/legislation/iles/iles3.asp?ActID=731 &ChapterlD=1 1
• Training standards-liitJlwww_ptb.illinois.gov/
■ IACP lilt lls:Hyvww,dk.gLwere?(llic_inLm)r_0aboul-policinig/the-hli'1[ -
Ilroc•css/##��-: tex�Llnl i ke"�u2amosi"/n20iol�s°�o? C°Ia2i}bee��nin�i4,?0�.thtase°I°2 [lwltir�°/n2llare
%20most%20n_ualifie_d_.
• CA -POST standards
o Practice Guidelines through IACP-PPS
• Relh7ess Guidelines —14CP [Vorkgroup in progress
Jtuwin Wellness Consultation .lanuar , 2023, rev August 2023, Nlay 2024
37
■ Pre -employment Psychological Evaluation Guidelines
httl7s:flwww.theiat l�.nr'sitesldefaultlfi.....eeniplp�rrlettl°Ia2t3Psvcholo�:�_I°�o2UE�sluatic�
n%20Guidel incs%202014. pdf
■ Fitness for Duty Evaluation Guidelines
httl�s:llw►vw.tl}eiacp.or�si tesldefau.ltlt i leslFitlZess°/a24]far%20;Duty°/a20Eval uati on°/a20C u;l
deli nes%2020.1 S.pd f
■ Consulting Police Psychologist Guidelines
httus:/Livww.itteiac.ort?fsitesldefaultlftleslalllConsultin 1%2OPolic-c%Q20Psvcholo ' t"/•2UG
ui del ines%20201 G.pdf
o Practice Guidelines for Law Enforcement —American College of Environmental and Occupational
Medicine
■ LEO Guidance (ACOEM) hitps:/./www.leoguidance.ort;/
o American Disabilities Act— Substance Abuse
■ National Network for Information, Guidance and Training on the Americans with
Disabilities Act lrtt sJladata.or r factsheelladi-addiction-re.ct)verv-and-em .lo •spent
• Professionals who have held positions in the field of law enforcement or related first responder roles.
• Practicum, volunteer or work experiences including: experience with military, law enforcement, fire
service, emergency medical personnel, crisis responders, telecommunicators, and hospital responders.
• Seminar and professional development classes and seminars. If the mental health provider has previous
employment in these fields, discussion regarding how they see the differences between roles is a helpful
way to ascertain their understanding of how the roles differ, how MH can be practiced given their extensive
experiences.
• Ride-alongs, citizen police academies, volunteer services with trauma, participation in tactical training
drills as a volunteer.
,luzwin Wellness Consultation January 2023, rev August 2023, May 2024
38
Self -Inventory & Che.ck-List. Example
Protective Factors
Emotional Health:
❑You attempt to be honest with yourself about the risk factors to your well-being and your level of mental health
❑You know the signs of stress, critical stress, and trauma in your body, thinking and emotions
❑You honestly and constructively try to connect with supports to help you manage
❑You are willing to acknowledge when you are tired, struggling or overwhelmed, and accept support
❑You recognize your limits and practice healthy boundaries of being `in control', enabling, or care -taking for others
❑You can separate from your job/role to relax and to recover, creating balance in your life as best as you are able
❑You have a plan for the future, especially focused on adding to your life beyond/after this career
❑You respect that this is a job that is more than a career, and understand your role demands will be different than many of
your peers, and that the organization is not responsible for your happiness
❑Your relationships are stable, emotionally regulated/healthy and overall provide you all connectedness & belonging
❑Your life has meaning, purpose and interests that include a range of interests, relationships, activities and focus
❑You keep the "rescuer", "protector" and other personas managed, so that at home you are a person who is a reasonable,
responsible and engaged/present family member/partner/friend.
Financial Health & Planning:
❑You have a rainy -day savings plan ❑Have a back-up plan & supports in place
❑You are living within your means and planning for the future ❑Have a long-term plan for security
❑Understand the timeline towards retirement and planning for your family/life growth
Physical Health:
❑You generally practice good nutrition/hydration ❑Limit caffeine, tobacco, junk food, energy drinks, alcohol
[]You generally take care of physical health through healthy activities that manage stress
❑You try to sleep as routinely as possible, and practice sleep hygiene as best as you can
❑You do not misuse alcohol/tobacco products or prescription drugs to manage your emotions, numb out or relax
❑You attend to your health needs, getting preventative health appointments, etc.
Social Support:
❑Live with significant others/Family ❑Generally positive relationship with family ❑Have supports outside of
LE
❑Have an emergency plan in place for extreme events and have discussed it with your significant others/family
❑Socializing is not dependent on use of alcohol/gatnbling/intoxication and/or complaining about the department/job
❑Have an understanding about the cost of engaging in toxic relationships, poor boundaries and unhealthy people; and have a
plan and support to manage these as best as you are able, and understand your roles in these relationships
❑Are honest about involvement in unhealthy relationships with unhealthy people, or that put you at risk for potential
problems or negative outcomes (e.g., excessive drinking, fighting, drugs, affairs, health compromises, MI-1 issues)
❑Are honest to discussions of how your career has impacted your roles and family relationships
❑Your primary relationship (spouse or partner) is based on honesty, commitment and communication, you hold each other
accountable for contributing to the health of your relationship and family
❑You are honest about/if/how involvement in emotional/extra relationships with individuals outside of your primary
relationship impacts your primary relationship
Spirituality:
❑Life involves faith or spiritual practice/beliefs ❑You have a mentor you talk with and listen to
❑Your life feels purposeful to you and has meaning ❑You have an understanding of what is personal, and what isn't
❑You know your "why" and it brings you comfort ❑You believe the work you do matters in the grand scheme
Potential Risk Indicators
In the last year, have you had any involvement in/or problems with:
❑Motor vehicle accidents of your own ❑Been involved in foot or vehicle pursuits
❑Had a close colleague injured on the job []Had a colleague killed or injured in the line of duty
❑Had contact with blood borne pathogens ❑Been involved in a situation with an officer involved shooting
❑Have had several close -calls on the job
JUZN'in Wellness Consultation January 2023, rev August 2023, May 2024
39
❑Been involved with high profile/difficult/complex cases/investigations
❑Beest first on scene to accidents/calls with significant traumatic injury or death or extreme circumstances
❑1:3,wrt involved in a situation/accident/call with significant traumatic injury or death for prolonged time
❑Dven involved in a critical incident call involving a child threat, injury or death
❑Sustained or aggravated old injuries, are in pain, or going to physical therapy (especially with limited relief of pain)
❑I.ost a promotion, opportunity or assignment to someone you feel is not as well qualified as you
❑Disciplinary action or performance improvement plans or additional supervision
❑Been involved with off -duty incidents that were brought to the attention of the department
❑Under investigation either at your department, or from another agency because of it
❑Been involved with an Internal Affairs or external investigation because of your actions
❑Had citizen complaints made about you ❑Sustained ❑Unsustained after investigation
❑Conflict or significant status in relationships with people you work with and were once close to
❑Had a close colleague involved with discipline or IA complaints, or suspension or termination
❑Feel isolated and disconnected from people in your department you were once close to
❑Felt that you were targeted in the department in some way
❑Problems secondary to major incident in the department
❑Passed over for a promotion or role that you had thought you were going to get
❑Had to deliver life-saving measures to another person (CPR, Narcan, rescue, etc.)
❑Been told that you are too aggressive, impulsive, careless or taking chances that aren't necessary on the job
❑Been exposed to people/person with significantly high risk of infectious/contagious infections
❑Noticed changes in how your body is able to tolerate working in extreme weather or harsh conditions
❑Having chronic sleep problems
❑Having problems with weight gain, metabolic syndrome, diabetes type 2, blood pressure, sleep, sexual performance,
moodiness, gastrointestinal problems, irritability, difficulty remembering things, increased isolation, chronic pain
problems
❑Had a major change in living situation, primary relationships or financial challenges
❑Noticed that you are spending more time isolated or engaged in activities that separate you from contact with your primary
support group, i.e., drinking, sleeping, exercising, watching pornography, playing video games/gambling
❑Noticed that you have stopped engaging in activities that you used to enjoy or bring you happiness
❑Noticing chronic anxiety, irritability and/or panic or dread; increased tension in your body
❑Can't seem to turn off the job and relax
❑You begin to think of ways you could engage in certain behaviors and not get caught
❑You start making impulsive and/or taking on high -risk activities
❑Relaxing seems to make you more nervous
❑Had other people tell you that they are concerned for your well-being or that you've changed
❑Have thought of suicide or self -harm ❑Thought of ways of ending your own life ❑Attempted it
❑Are engaging in high -risk behaviors that could cause significant loss/negative consequences to you — extramarital
relationships, workplace relationships, drinking, gambling, excessive spending, impulsivity, risky or dangerous
behaviors
❑Got involved with someone who you "rescued" or met through a response incident
❑Have a primary relationship or care -taker role with a person who has a serious health, mental health, or functional
challenges
❑Having difficulties maintaining relationships, or having series of intense short-tenned relationships
❑Serious primary relationship issues: emotional and/or physical relationships with another person
❑Significant health or situational problems at home that caused your work performance to change
❑Feeling resentful that no one knew about these issues, and/or that no one asked you what was going on
❑Significant changes in health of a significant other/family member, that may require more off -duty time and care -taking
❑Infertility or loss of a pregnancy
❑Significant loss, death, significant illness or injury to a significant other/family member
❑Highly conflictual relationship with a significant person in your life, where there seems to be no resolution
❑Being a primary care -taker to a family member with increased needs
01-faving to take care of parent as a care -taker, their estate, medical needs, and end -of -life issues
❑Having serious financial difficulties
❑Wanting to leave the department or your career and have no back up plan
❑Pervasive sense that without the job you don't know who you are
❑Pervasive sense of loss of your purpose, that yomr efforts aren't meaningful
Juzwin N ellness Consultation January 2023, ret August 2023, May 2024
40
j Officer Wellness Consultation - Participation Acknowledgement and Consent I
Please read: By providing the information below, you are providing your acknowledgement and
agreement that:
• The information you provide below is for you to communicate to your department that you participated in
the department Officer Mental Health and Wellness Consultation.
• This documents my informed consent that I understand this consultation meeting is educational and
supportive focusing on Officer Mental Health & Wellness topics, and that:
o There are records or other documents generated, outside of an invoice for service sent to your
department, and this signature and acknowledgement which you complete and return to your
administration. Your department may retain this as part of each officer's training record.
o This consultation is educational, supportive and informative.
o This consultation should be considered formal therapy, nor is there a therapeutic relationship.
o There is not a formal a doctor/patient or client/patient relationship.
o There is no formal assessment or diagnosis generated.
o You may ask for any specific information, resources or recommendations.
o This is educational discussion is to provide you information about stress management, and topics
related to improving your awareness of and effectiveness in management of your own mental
health and wellness.
o Resources and information can be provided to you as you request.
• All information discussed and/or provided is confidential and private, with the exception of the mandated
reporting parameters as defined by the ILCS Mental Health Code"," related to suspected abuse of a child
or vulnerable person; there is imminent risk of harm/danger to self or others or inability to care for yourself
due to mental illness. Every responder and mental health provider is covered under mandated reporter
status requirements.
• No content from the discussion can be shared, outside of the terms of the ILCS Mental Health Code',',
stipulations, without your direct consent.
■ Please return this form to your supervisor so that your participation can be recorded in your agency training
records.
Last Name I First Name Signature I Badge 4 _
se Illinois Mental Health and Developmental Disabilities Act (405 ILCS 511-100, et seq.)
57Illinois Mental Health and Develop rentaI Disabilities Confidentiality Act (704 11.CS 1 10/1, et seq.)
Juzwin Wellness Consultation January 2023, rev August 2023, May 2024