PEEL REGIONAL POLICE - POST-TRAUMATIC STRESS DISORDER (PTSD) PREVENTION PLAN Prepared by the Occupational Health & Safety Unit - Human Resources ...
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
PEEL REGIONAL POLICE
POST-TRAUMATIC STRESS DISORDER (PTSD)
PREVENTION PLAN
Prepared by the Occupational Health & Safety Unit – Human Resources
For submission to the Ministry of Labour - April, 2017Peel Regional Police
PTSD Prevention Plan
Table of Contents
Executive Summary .............................................................................................................................. 3
Introduction ......................................................................................................................................... 5
Legal Requirements .............................................................................................................................. 6
Organizational PTSD Policies/Directives ............................................................................................... 6
Hazard Reporting ................................................................................................................................. 8
Incident Reporting ................................................................................................................................ 8
Prevention & Intervention Programs .................................................................................................... 9
• Critical Incident Stress Debrief Program .......................................................................................... 9
• Peer Support Program .................................................................................................................... 10
• Chaplaincy Program ....................................................................................................................... 10
• Early Intervention System Program................................................................................................ 10
• Employee & Family Assistance Program (E.F.A.P.) ......................................................................... 12
Mental Health Education and Training Programs ............................................................................ 13
• Road to Mental Readiness (R2MR)................................................................................................. 13
• International Police Resiliency and Efficiency Program (IPREP) ..................................................... 14
Planned Initiatives and Programs under Development ................................................................... 18
• National Standard on Psychological Health and Safety in the Workplace ..................................... 18
• Policy Review and Development .................................................................................................... 19
• Expansion of the Psychological “Safe-Guarding” Program ............................................................. 20
• Expedited Referral Process for Psychological Health Issues........................................................... 21
• De-stigmatization of Mental Health - Communication Strategy .................................................... 21
• Road To Mental Readiness (R2MR) Follow Up Program ................................................................ 22
• Certificate Program: Leading a Mentally Healthy Workplace ....................................................... 22
Conclusion ...................................................................................................................................... 23
2Peel Regional Police
PTSD Prevention Plan
Executive Summary
As the Province’s third largest municipal policing service, Peel Regional Police (P.R.P.) is comprised of
over 2,900 sworn and civilian members, with policing jurisdiction responsibilities for the communities
spanning the cities of Brampton and Mississauga as well as the Pearson International Airport.
As a Schedule II employer, the Service is acutely aware of both the economic consequences of lost
productivity attributable to absence occasioned by first responders afflicted by mental illness, as well as
the direct emotional consequences that exposure to psychological injury, including post-traumatic stress
disorder, can have upon its members, their families, and their co-workers.
Recognizing the critical role that policies, preventive measures through education and training,
intervention and support measures all play in establishing and maintaining a psychologically safe and
healthy workplace, Peel Regional Police was an early leader in taking active steps to address the mental
health needs of its members. From the establishment of the organization’s Peer Support Team over 20
years ago, to the establishing of a dedicated Organizational Wellness Bureau in 2007, to the adoption of
the Service’s Integrated Health & Wellness Strategy in 2015, Peel Regional Police has implemented a
series of initiatives and programs specific to the mental health needs of its workforce.
The PTSD Prevention Plan for Peel Regional Police sets out in detail the organizations’ current policies
and programs related to mental health in the workplace. Further, it sets out those planned initiatives to
be carried out over the course of the term of the Service’s recently approved 2017-2019 Strategic Plan.
With the approval of the Strategic Plan, a framework has been established to guide the Service’s efforts
to support the Plan’s strategic objective to “Promote the well-being and safety of all employees”. A key
performance indicator that will be used to assess the organization’s success in attaining this objective
and demonstrates the organization’s continuing commitment to psychological health and safety is
through the “development and promotion of initiatives that support physiological and psychological
health and wellness”.
Consistent with the objectives and measures established within the Strategic Plan, and recognizing the
important role that policies, education, training, and early treatment all play in mitigating the risk and
impact of PTSD on first responders, a series of both broad initiatives and focused programs are planned
for roll-out over the course of the 3 year Strategic Plan. These initiatives and programs will supplement
and reinforce existing efforts and programs at Peel Regional Police to ensure a psychologically healthy
and safe workplace for its employees, and in so doing, reinforce the organization’s efforts to further
reduce the likelihood of environmental and organizational stressors on employees resulting in
psychological injury, including incidents of diagnosed Post-Traumatic Stress Disorder.
3Peel Regional Police
PTSD Prevention Plan
The Service’s PTSD Prevention Plan outlines the following planned initiatives:
• Implementation of the National Standard for Psychological Health & Safety in the Workplace;
• Comprehensive review of its policies to incorporate specific reference to mental health, and
development of a new Anti-Stigma policy supported by a revised communication strategy;
• Amending the existing Occupational Health and Safety Policy to specifically address PTSD
Prevention and/or psychological health and safety;
• A review and evaluation of incident reporting processes and related procedures, and
implementation of an out-sourced, expedited referral process to qualified practitioners in
mental health assessment to ensure that members receive timely care, follow-up and support;
• Expansion of the Psychological Safeguarding Program to provide for an additional 600 members
to augment its existing PTSD prevention measures by providing for the regularly scheduled
psychological assessment of those members deployed in psychologically ‘at risk’ positions;
• Planned roll-out of the Queens’ University Certificate Program – Leading A Mentally Healthy
Workplace to additional supervisory staff through a train-the-trainer model, as a follow-up to
the delivered R2MR training;
• Reviewing for prospective implementation supplementary programs to the Road To Mental
Readiness (R2MR) currently under development by the Canadian Mental Health Commission in
collaboration with the Department of National Defence.
While there are many factors external to the workplace that can impact psychological health and safety,
the organization’s focus remains one of addressing those psychological health and safety aspects within
the control, responsibility, or influence of the Employer on its workplace that can have an impact within,
or on, its workforce.
The organization acknowledges and understands that the existing programs and the planned initiatives
set out in this PTSD Prevention Plan require active senior executive support and effective monitoring.
Only through this support and monitoring can continuous improvement of the system and its programs
be enabled, thereby facilitating the Plan’s goals to be realized.
4Peel Regional Police
PTSD Prevention Plan
Introduction
The Senior Leadership of Peel Regional Police is committed to protecting the psychological health and
safety of all members. Its vision for a psychologically healthy and safe workplace is one that actively
works to prevent harm to worker psychological health, including in negligent, reckless, or intentional
ways, and promotes psychological well-being. The organization is committed to achieving this vision
through a variety of measures which includes establishing and maintaining effective policies and
procedures as well as implementing training and intervention programs to support a psychologically safe
and healthy workplace. Peel Regional Police also recognizes the importance of reviewing and evaluating
the effectiveness of its policies and programs as part of a continual improvement process.
Consistent with this vision, and in support of its goal to achieve a psychologically healthy and safe
workplace, the Post-Traumatic Stress Disorder (PTSD) Prevention Plan is an essential component of the
Service’s mental health strategy, and is specifically directed towards identifying future actions to
mitigate the risk of PTSD occurrence, and to expedite early diagnosis, treatment, and prospective return
to work.
Peel Regional Police recognizes that psychological health and safety is embedded in the way people
interact with one another on a daily basis, and is part of the way working conditions and management
practices are structured and the way decisions are made and communicated. While there are many
factors external to the workplace that can impact psychological health and safety, the organization’s
focus is on addressing those psychological health and safety aspects within the control, responsibility, or
influence of the workplace that can have an impact within, or on, the workforce.
The Post-Traumatic Stress Disorder (PTSD) Prevention Plan for Peel Regional Police has been developed
to address the strategic pillars of a broader Psychological Health and Safety Management System
(PHSMS), which includes the prevention of harm (the psychological safety of employees), promotion of
health (maintaining and promoting psychological health), and resolution of incidents or concerns. The
PTSD Plan is intended both to highlight current prevention, intervention and return to work programs
and practices that promote psychological health and safety in the workplace, as well as to identify
opportunities and future plans to enhance the scope and effectiveness of these programs and initiatives.
The document has been prepared by the Occupational Health & Safety Unit of Human Resources in
collaboration with the Organizational Wellness Bureau, the Joint Occupational Health and Safety
Committee comprised of both management and worker representatives, and the Peel Regional Police
Association who is the certified bargaining agent for all worker members of the Employer.
5Peel Regional Police
PTSD Prevention Plan
Legal Requirements
Presumptive Legislation in Ontario creates the presumption that PTSD diagnosed in first responders is
work-related. The presumption allows for faster access to WSIB benefits, resources and timely
treatment once a first responder is diagnosed with PTSD by either a psychiatrist or a psychologist.
PTSD can develop when a member experiences, sees or learns about an event involving: serious injury, a
line of duty death, suicide or severe injury suffered by a colleague, serious injury or death to a child,
prolonged rescues that ultimately fail, mass casualty events, a victim who is known to the responder,
sexual violence, or if the incident results from organizational stress.
“PTSD can develop after a person has experienced or witnessed a traumatic or
terrifying event. PTSD is a lasting consequence of traumatic ordeals that cause
intense fear, helplessness or horror, such as a sexual or physical assault, the
unexpected death of a loved one, an accident, war, or natural disaster and more.”
- PTSD Association of Canada
At Peel Regional Police we understand and acknowledge that we have a legal requirement under the
Occupational Health and Safety Act to take every reasonable precaution to protect workers from harm.
Employers and Supervisors are required to inform all workers about psychological hazards on the job
and provide training to employees on how to prevent these hazards and protect themselves from harm.
Apart from its obligations under the Occupational Health and Safety Act, this Employer also understands
and acknowledges its legal obligations under the Workplace Safety & Insurance Board Act to promptly
report incidents involving psychological injury to its workers. The Employer also acknowledges its legal
obligations under the Ontario Human Rights Code including its duty to accommodate workers who may
become temporarily or permanently disabled as a result of psychological injury. Peel Regional Police is
committed to assisting workers to return to active employment through the development of Early and
Safe Return to Work (ESRTW) Programs that are responsive to psychological as well as physiological
medical restrictions provided by a qualified medical practitioner.
Organizational PTSD Policies/Directives
The organization’s policies are developed and released in the form of General Procedure Directives. All
Directives are maintained in a consolidated, on-line format accessible to all members of the
organization. All employees are required to review, and to acknowledge receipt of, these Directives at
the time of issuance, and upon any subsequent revision.
The organization maintains a Directives history for each employee that records their acknowledgement
of receiving the Directive, and Supervisors are responsible for reviewing this history and ensuring, on an
6Peel Regional Police
PTSD Prevention Plan
annual basis, that the Directives history for all workers under their supervision is up to date. The
following Directives provide procedural guidance and information on programs designed to help
members manage operational stressors they experience. Some programs are crisis-focused, while
others try to build resiliency before, during and after critical incidents:
• Directive I-A-239 (O), Protection and Storage of Medical Information sets out procedures to
address the collection, use, and disclosure of information consistent with the requirements of
the Municipal Freedom of Information and Protection of Privacy Act (MFIPPA), ensuring the
strict use of confidential personal information, including psychological assessments;
• Directive I-A-240 (O), Attendance Support Program, refers to a system that is designed to
identify employees whose attendance exceeds quarterly or annual organizational attendance
norms, and initiates processes to assist employees in improving their attendance that includes
providing support and/or referral services for identified psychological health issues.
• Directive I-A-207 (F), WSIB Reporting Procedures sets out procedures to ensure the timely
reporting of workplace illnesses and injuries, and includes information on the reporting of
psychological injures.
• Directive I-A-221(O), Accommodation of the Needs of Disabled Members establishes processes
to ensure the early and safe return to work of members who are temporarily or permanently
disabled from performing all of the regular duties of their normal assignments, and requires the
consideration of physical and psychological restrictions to best facilitate a member’s return.
• Related Directives address issues that, left unaddressed, may contribute to organizational
stressors that can negatively impact employees’ mental health. These include Directives I-A-
225(O), Accommodation of Religious Observances; I-A-227(O), Accommodation Due to Family
Status; I-A-238(O), Accommodation of Pregnant Officers and Special Constables; and I-A-
224(O), Scent Sensitivity and Designation of Scent Free Zones.
• Directive I-A-212(F) Organizational Wellness, provides guidance to members in accessing
internal and external psychological support services including access to the organization’s Peer
Support Program, Critical Incident Response Teams, and Employee and Family Assistance
Programs available through a third party service provider.
• Directive I-A-211(F), Multi-Faith Chaplaincy Program, informs members on how to access
spiritual support and guidance through any of the five (5) volunteer Chaplains.
• Directive I-A-209(F), Early Intervention System, establishes a system for monitoring employees’
exposure to different types of incidents, including critical incidents that may contribute to
7Peel Regional Police
PTSD Prevention Plan
psychological injury in order that early intervention counseling, support, and treatment referral
services can be suggested to the employee, mitigating the risk of PTSD injury.
• Directive I-A-205(F), Workplace Discrimination and Harassment sets out reporting procedures
to ensure complaints respecting interactions between employees within the workplace are
investigated promptly and resolved to reduce the psychological stressors related to such
complaints.
Notwithstanding the foregoing policies, however, Peel Regional Police recognizes that further work is
required in this area, both in terms of new policy development, and in terms of developing measures to
evaluate the effectiveness of existing programs.
Hazard Reporting
Critical incidents are identified through the review of all incidents on our internal report management
system, referred to as Niche™. Daily searches of the system are conducted by the Coordinator - Peer
Support using pre-determined search parameters chosen specifically to identify those occurrences that
could result in workers being subjected to events that could be psychologically traumatic. Niche™
search terms identify for further review those incidents that involve serious injury or death, including
suicide.
Secondary searches are also performed using incident/occurrence reports provided to the Duty
Inspectors and reports on Major Occurrences to ensure that no potentially traumatic events are missed.
Front line uniform Supervisors are also encouraged to report events to the Coordinator - Peer Support,
or to the Staff Sergeant – Organizational Wellness that may have negatively impacted their employees
even if those events would not be considered high-risk.
Incident Reporting
Directive I-A-207(F), Workplace Safety and Insurance Board (WSIB) Reporting Procedures includes
reporting PTSD and/or operational stress injuries. PTSD claims are reported in the same manner as any
other WSIB claim, and involves the generation of a Supervisor’s Incident Report which is completed on
the HR intranet, and forwarded to the Disability Management Unit, Human Resources.
While members are encouraged to report all occurrences that may constitute psychological injury,
members may in some cases elect not to advise the employer of a PTSD diagnosis. A member may
utilize sick leave for this reason and therefore, a Supervisor does not always have the information
available to complete a Form 7 as indicated in the above Directive. If the Employee and Family
8Peel Regional Police
PTSD Prevention Plan
Assistance (E.F.A.P.)/Addictions Coordinator is made aware of the diagnosis, they will advise the Human
Resources Disability Management Unit. When a PTSD diagnosis is made, the Disability Management
Unit will complete the Form 7 with the information provided to them. In these situations, the E.F.A.P.
Coordinator will ask the member to request their psychologist/psychiatrist to complete a Form 8. A
Form 6 will subsequently be completed by the member.
In other situations, a member may approach their psychologist/psychiatrist directly, and the practitioner
will submit a Form 8 to WSIB who will notify Human Resources via a claim number. At such time, a Form
7 will be completed by the Disability Management Unit.
Prevention & Intervention Programs
Prevention begins with the identification and elimination of hazards. Where it is not possible to
eliminate the hazard due to inherent risks of the work, Peel Regional Police administers and implements
programs and processes to prevent and protect members from PTSD and/or operational stress injuries.
P.R.P. recognizes that proactive interventions, within the first few hours of the trauma are crucial for the
prevention or reduction of post-traumatic stress in assisting members to regain emotional control and
encourage the return to normal life. Current programs include:
• Critical Incident Stress Debrief Program
The Critical Incident Response Team (CIRT) is a specialized group of volunteer members drawn from
the Peer Support Team that have received advanced training in Critical Incident Stress Management.
The CIRT maintains a rotational call-out schedule and is available for consultation or call-out on a
24/7 basis.
The CIRT team has been developed to provide proactive education to members as well as reactive
interventions. Through the critical incident stress debriefing process, the team provides members
with tools to alleviate potential stress related reactions. The objective of any services provided by
the CIRT is to mitigate the impact of critical incidents on personnel and to accelerate recovery from
these events. It is not the function of the team to provide ongoing professional counseling, but
rather to provide immediate crisis intervention.
As mentioned above, the Coordinator - Peer Support within the Organizational Wellness Bureau
conducts a query via the Niche™ database to determine which occurrences if any, would be
beneficial to debrief. Incidents include, but are not limited to, suicides, fatal motor vehicle collisions
(MVC’s), industrial accidents and homicides.
9Peel Regional Police
PTSD Prevention Plan
While Organizational Wellness is proactive in searching for calls and liaising with shifts to arrange
debriefs, members and their direct supervisors are encouraged to reach out if they believe a debrief
may be beneficial.
• Peer Support Program
The Peer Support Team (PST), overseen by the Officer-in-Charge, Organizational Wellness, is a
confidential support service that is available to all Sworn, Civilian and Auxiliary members of Peel
Regional Police as well as their families. Comprised of specially trained sworn and civilian members
who volunteer their time in this role and are available to assist members on a 24/7 basis, the
membership of the Peer Support Team was expanded in 2016 to include 89 serving members.
The purpose of the Peer Support Team is to offer the members of P.R.P. experiencing
personal/professional challenges or stress their understanding, support and referrals to professional
resources. All members of the PST are committed to maintaining strict confidentiality, and to
supporting all co-workers with compassion and respect.
• Chaplaincy Program
The Chaplaincy Program is an important part of the Employer’s ongoing commitment to provide
each member with the support and resources they need to succeed and live a happy and balanced
life. Chaplains can provide spiritual counseling, support and solace to members and their families
who are experiencing personal or professional challenges. Policing is a unique profession that
routinely exposes its members to circumstances and events that can be quite tragic. Our employees
now have the opportunity to seek out spiritual or faith-based support and guidance to assist them
through these challenging events.
• Early Intervention System Program
Early Intervention Services, a unit of Organizational Wellness, is committed to promoting employee
success through non-disciplinary methods. The focus and objective of the Early Intervention
System is to proactively identify atypical patterns in performance and intervene at an early stage in
order to address and/or correct the behavior. The Early Intervention System is a software
based application that is used to identify atypical patterns of employee performance that may
benefit from intervention or assistance.
The System relies on the identification of employees whose exposure to various types of incidents
exceeds pre-determined incident thresholds. The various thresholds are established by a Standing
Committee, based on research and statistical data. Incident types include Civil Litigations,
Discretionary Arrests, Grievances, Human Rights complaints and/or Internal Affairs involvement,
10Peel Regional Police
PTSD Prevention Plan
Personnel Conduct Reviews, Public Complaints, Use of Force incidents, and voluntary overtime
Central Paid Duty hours.
Once a threshold has been reached, an “alert” is triggered that notifies the EIS System Administrator
that further action is required. The alert is then reviewed by the Staff Sergeant – Organizational
Wellness to validate the prospective concern and, where appropriate and through consultation with
the employee and their Unit Commander/Director, a course of action is determined that is best
suited to the employee’s needs. The nature of the intervention may include counseling,
training and/or referral based on the particular needs of the employee.
For the process to be effective, it is vital that the system remains transparent. The employee’s
Supervisor will share the trending information with the employee who can then respond during the
Offer of Assistance process when an action plan is discussed. As the process is non-disciplinary,
no documentation relating to the outcome of the Offer of Assistance is retained in the employee's
personnel file.
Options available to address circumstances that have caused an Offer of Assistance to be
generated may include:
• Coaching or Mentoring
• Supplemental Training
• Counseling
• Recognition
• Referral to the Peer Support Group
• Referral to Employee and Family Assistance Program (E.F.A.P.)/Addictions Coordinator
• Recommendation of Reassignment
• Letter of Expectation
A referral may be generated via three different methods:
• The software system application receives a nightly data interface from the Niche system and
the Service’s Time and Attendance system, which may generate a threshold alert;
• A Divisional Commander may refer an employee whom they believe may benefit from the
assistance of Early Intervention Services; or,
• Any employee may refer any employee whom they believe would benefit from an Offer of
Assistance.
If an employee’s involvement has been the result of either surpassing a threshold or a chain of
command referral, they will be notified by Early Intervention Services or a Supervisor within their
chain of command.
11Peel Regional Police
PTSD Prevention Plan
If the employee’s involvement has been the result of a co-worker referral, they will be contacted
directly by Early Intervention Services.
• Employee & Family Assistance Program (E.F.A.P.)
Employee and Family Assistance Services are provided through a third party service provider,
Morneau Shepell. These services are included as part of the overall health care benefits available to
employees and their immediate families. These services include counseling, work life services
relating to legal, financial, family, nutritional and naturopathic support. These services are in
addition the psychological services that are subject to reimbursement under the Employer’s plan
with Sun Life Assurance Co.
The E.F.A.P. program helps employees achieve their best health and professional performance by
providing the tools, resources and support they need to take a more proactive approach to
managing their health risks and other workplace issues.
Counseling services offered by Morneau Shepell are ideal for life transitional situations, such as
births, deaths, and divorce, to name a few, as these types of situations are ideal for short-term, goal
oriented outcomes.
The service provider’s Counsellor Network includes 3,000 counsellors with Masters-level training
and 5-10 years of EFAP specific experience.
The E.F.A.P./Addictions Coordinator within P.R.P. is an extremely unique position as it offers a
variety of support and resources to all levels of staff. This position requires a high level of skill and
knowledge in dealing with crisis and challenging situations. The E.F.A.P./Addictions Coordinator
maintains integrity and trust with members in order that people are comfortable coming forward
for support and resources. The nature of the job requires dealing with highly confidential
information pertaining to members and their families. The Coordinator supports members by
providing assistance with accessing the services of the E.F.A.P. provider, or assisting in coordinating
referrals and access to other third party service providers with specialized expertise in the treatment
of addiction and substance abuse issues. The Coordinator provides referrals to psychological
support providers in the community for members and their families seeking assistance. In-depth
discussions are also provided to members and their families who require support but are uncertain
of the resources available to them.
The E.F.A.P./Addictions Coordinator is also responsible for coordinating and maintaining liaisons
with various treatment facilities providing addiction services for members, and supporting members
in treatment and in returning to work, in consultation with the Disability Management Unit. The
position also collaborates with the Disability Management Unit by contacting members who are off
12Peel Regional Police
PTSD Prevention Plan
work on sick leave to readily offer support and resources to support them during their absence and
return to work.
The E.F.A.P./Addictions Coordinator establishes and maintains accurate and confidential records of
members in treatment, including admission date and completion dates at specific facilities.
Confidential referral and patient information forms are completed and forwarded to various
treatment facilities. The E.F.A.P./Addictions Coordinator also liaises with treatment facilities and
health practitioners to assist with optimal care and support for members and their
families. Continued support is maintained once members are released and return to work to ensure
they are managing in their recovery and have appropriate coping strategies in place. Follow up post
treatment is conducted to establish quality assurance information related to the facility and
practitioners, and complaints related to E.F.A.P. services are tracked and recorded with outcome
and related quality assurance results.
Mental Health Education and Training Programs
• Road to Mental Readiness (R2MR)
Adapted for the policing sector from the Department of National Defence’s Road to Mental
Readiness program in consultation with the Canadian Mental Health Commission, this program has
been designated as mandatory training to employees at all levels of the organization to identify and
better understand mental health issues in co-workers and themselves. Directed towards reducing
stigma in the workplace associated with mental health issues, the program is designed to teach
coping mechanisms, acceptance and support of co-workers as well as strengthening personal
resilience.
Course Objectives include:
• Defining the key concepts involved with mental health;
• Understanding the stigma of mental illness;
• Analyzing the barriers to care that prevent employees from seeking help;
• Examining the importance of training the brain in preparation for life;
• Identifying and understanding some of the unhealthy coping strategies;
• Explaining the role of treatment and the therapy process; and,
• Applying the knowledge gained through practical scenarios.
Through a train-the-trainer delivery model, the R2MR Program provides a comprehensive plan
incorporating stigma reduction, resilience training and post-traumatic services and supports. Since
its approval for implementation, training was completed in late 2016 with nearly 2,700 sworn and
civilian members having been trained in the program.
13Peel Regional Police
PTSD Prevention Plan
• International Police Resiliency and Efficiency Program (IPREP)
The International Police Resiliency and Efficiency Program (IPREP) is a new initiative, an evidence-
based police training program used to increase resiliency and performance under duress. This
training is delivered to new Recruit Constable classes. The course can also be used to identify which
new officers may be at risk for Operational Stress Injuries (OSI), allowing for prevention and early
intervention. IPREP instruction includes awareness of factors that can impact performance, such as
bias, prior experience, fatigue and emotional distress or arousal, with a goal of helping the officers
understand how to mitigate and control the impact of these factors on their emotional responses.
• Mental Health Awareness Training (CIT)
This training is offered to all Police Recruit Constables within one year of attending having
completed Basic Constable Training at the Ontario Police College (OPC). This is a four day course
offered through P.R.P.’s Mental Health Coordinator in the Family Violence Unit. The course
incorporates speakers on Crisis Negotiation, De-escalation Techniques, Mental Health Disorders,
Canadian Mental Health Association, COAST unit, Suicide Talk and opportunities for role playing
facilitated by professional actors from Sheridan College, and later critiqued on how the interactions
were handled. There is planned restructuring with regards to this course for the future as the
Learning and Development Bureau will be assuming responsibility for the program.
• Healthy Lifestyle Program
This six week course in Mindfulness and Meditation facilitates the building of increased resilience in
participants to reduce the risk of injury, and promote recovery from psychological stressors. Now in
its third year, the program is made available several times throughout the year at various locations.
• Target Life Incentive Program
Launched in 2016, this is an initiative based on progression through five phases that promote
practices that are part of a healthy lifestyle. During phases four and five of the program, resilience
training for mental health is highlighted and the participant must incorporate a minimum of one
type of resilience-based training to complement the physical and health practices already attained.
• Mentally Healthy Workplace Leadership Certificate Program
Introduced on pilot project basis in collaboration with Queen’s University and Morneau Shepell,
this progressive new program teaches practical, empathetic and solution-focussed leadership skills
for managing performance and promoting good mental health.
14Peel Regional Police
PTSD Prevention Plan
• Ontario Police College/Canadian Police Knowledge Network (CPKN)
Training
Currently the Ontario Police College is teaching a half day course to Recruit Constables on The Road
to Mental Readiness (R2MR).
The Fitness Unit at the Ontario Police College offers weekly yoga sessions to assist in combating
stress and help build resiliency. The integration of relaxation strategies has also been incorporated
into recruit training courses.
In addition to the education and training programs provided directly to its employees by the Peel
Regional Police, education and training courses are offered through partnership with the Regional
Municipality of Peel to all Peel Regional Police employees:
• Applied Suicide Intervention Skills Training (ASIST)
Applied Suicide Intervention Skills Training (ASIST) is a two-day interactive workshop that prepares
caregivers to provide suicide life-assisting, first-aid intervention. Small group discussions and skills
practice are based on adult learning principles. ASIST teaches Pathways for Assisting Life (PAL), a
practical guide to doing suicide interventions.
By the end of the workshop, participants will be better able to:
• identify people who have thoughts of suicide;
• understand how beliefs and attitudes can affect suicide interventions;
• understand a person at risk’s story about suicide as well as recognize turning points that connect
the person to life;
• conduct a safety assessment and develop a plan that will keep the person at risk “safe-for-now”;
• confirm the person at risk’s faith in the safe plan and their intent to follow it through.
• Suicide Alertness for Everyone – safeTALK
Suicide Alertness for Everyone – safeTALK is a three hour training program that prepares helpers to
identify persons with thoughts of suicide and connect them to suicide first-aid resources. Most
people with thoughts of suicide, either directly or indirectly, invite help to stay safe. Alert helpers
know how to identify and work with these opportunities to help protect life.
By the end of the training, participants will be better able to:
• move beyond common tendencies to miss, dismiss or avoid suicide;
• identify people who have thoughts of suicide;
15Peel Regional Police
PTSD Prevention Plan
• apply the TALK steps (Tell, Ask, Listen and KeepSafe) to connect a person with thoughts of
suicide to a suicide first-aid intervention caregiver.
• BELL “Let’s Talk”
A program to encourage participation in the tweet, text and talk about mental health issues at home
or in the workplace. Employees are encouraged to reach out to family, friends, and co-workers as
the best way to start breaking down the barriers associated with mental illness. Confidential self-
reporting is promoted, tabulated and results are broadcast to encourage others to participate.
The Peel Regional Police continues to provide a number of voluntary seminars and presentations in
order to heighten awareness of mental health issues:
• Internal Health and Wellness Seminars
The Employer offers a Family Night for every intake class of new Recruit Constables. These evening
sessions are offered for new officers and their families. Information, resources and support with
regards to mental health, well-being, stress and services are offered to members, their spouses and
dependants in order to ensure that family members are aware of the changes that policing can
cause in their loved-ones. By recognizing these changes, family members are then able to support
the officer’s mental well-being and direct them to resources as required.
The Speaker Series on Mental Health includes facilitating guest lecturers and promoting attendance
at outside conferences as well as workshops on the subject of resiliency for first responders and
good mental health. Examples include “Focus on Suicide Prevention”, “Ultimate 911 Training”,
“Mental Readiness Strategies for Psychological health and Safety in a Police Organization”, “PTSD for
First Responders”, and attendance at the Tema Conter Conferences on “Critical Stress for Emergency
Responders”.
Seminars are offered by our E.F.A.P. provider on a regular basis to help members cope with life
changes. Topics such as grieving, child-rearing, and preparing for retirement are some of the topics
offered to support members with challenges in their personal lives.
“Lunch & Learn” seminars are routinely provided to employees to assist in the development of
effective coping strategies to reduce stress, and include the following topics:
• Understanding Loss & Moving Beyond Grief
• Stress Relaxation Techniques
• Happiness - Journey or Destination?
• Preparing for the Stress of Retirement
16Peel Regional Police
PTSD Prevention Plan
• Dealing with Seasonal Stress
• Coping with Teenagers
• Boosting your Positive Outlook
Wellness presentations are held throughout the year for Bureaux that request an information
session. Similar presentations are also offered to new civilian hires, Recruit Constable classes, new
Auxiliary members, recently promoted, pre and post Ontario Police College classes, and Field
Training Officer courses.
In 2016, these Special Event Presentations included the following:
• A mini-series on Addictions where two employees spoke about their journey with addiction and
how it affected them both personally and professionally;
• A movie, titled “Officer Involved Shooting” was presented by the Organizational Wellness
Bureau. The movie is a thoughtful, feature length documentary that examines officers who
have been involved in deadly force incidents during their tours of duty. Through first-person
interviews and testimony, both police officers and leading experts share their experience and
knowledge to show some of the factors that can go into how we view officer-involved shooting
and the dramatic impact that they can have on men and women who serve in law
enforcement;
• A one day lecture and workshop was presented by Dr. Kevin Gilmartin, organized through the
Organizational Wellness Bureau for Peel Regional Police members and their spouses. Dr.
Gilmartin is a celebrated author and internationally recognized speaker specializing in the
Psychology of Policing. As a former Tucson, Arizona Police Officer, Dr. Gilmartin has developed
strategies to cope with the pressures and negative impacts of Policing in today’s world. His
book, Emotional Survival for Law Enforcement: A Guide for Officers and Their Families, (E-S Press
(January 2002)) is given to all new Recruit Constables to help them cope with the psychological
changes that policing initiates.
17Peel Regional Police
PTSD Prevention Plan
Planned Initiatives and Programs Under Development
On February 28th, 2017 the Regional Municipality of Peel Police Services Board approved the
organization’s new 2017-2019 Strategic Plan. With the approval of the Plan, a framework has been
established to guide the Service’s efforts to support the Plan’s strategic objective to “Promote the well-
being and safety of all employees”. A key performance indicator that will be used to assess the
organization’s success in attaining this objective demonstrates the organization’s continuing
commitment to psychological health and safety through the “development and promotion of initiatives
that support physiological and psychological health and wellness”.
Consistent with the objectives and measures established within the Strategic Plan, and recognizing the
important role that policies, education, training, and early treatment all play in mitigating the risk and
impact of PTSD on first responders, a series of both broad initiatives and focused programs are planned
for roll-out over the course of the 3 year Strategic Plan. These initiatives and programs will supplement
and reinforce existing efforts and programs at Peel Regional Police to ensure a psychologically healthy
and safe workplace for its employees, and in so doing, reinforce the organization’s efforts to further
reduce the likelihood of environmental and organizational stressors on employees resulting in
psychological injury, including incidents of diagnosed Post-Traumatic Stress Disorder.
• National Standard on Psychological Health and Safety in the Workplace
Peel Regional Police recognizes the importance of developing an effective Psychological Health and
Safety Management System (PHSMS); a system that formally assesses how policies, processes and
interactions in the workplace might impact the psychological health and safety of employees. To
implement this management system, the Service understands it must view psychological safety as
an integral part of its operations, including but not limited to, the hiring, training, promoting and
redeployment of its members. Psychological Health and Safety Management Systems must be
directed towards the prevention of mental health injury for the entire workforce, in the same way
that occupational health and safety systems are preventative for physical injuries and occupational
illnesses.
Over the course of the 2017-2019 Strategic Plan, the Peel Regional Police is committed to
implementing the Canadian Standards Association’s (CSA) National Standard on “Psychological
Health & Safety in the Workplace”. Commissioned by the Mental Health Commission of Canada
and developed in consultation with the Canadian Mental Health Association and other stakeholder
organizations from across the country including Excellence Canada, the National Standard has been
approved by the Standards Council of Canada, and specifies requirements for a documented and
systematic approach to develop and sustain a psychologically healthy and safe workplace.
18Peel Regional Police
PTSD Prevention Plan
The Standard is aligned with other recognized management system standards incorporating the
following five key elements:
• policy, commitment, and engagement;
• planning;
• implementation;
• evaluation and corrective action; and
• management review and continual improvement.
The Standard will provide a framework for Peel Regional Police to create and continually improve
towards a psychologically healthy and safe workplace, and this framework will guide the Service’s
implementation of a documented and systematic approach to establishing a psychological health
and safety management system.
To guide the implementation of the Standard, Peel Regional Police has formally established a
Steering Committee. Chaired by the Director of Human Resources under the sponsorship of the
Staff Superintendent – Corporate Operations, the Excellence Council is comprised of both civilian
and sworn members at all levels from across the organization, and steps have already commenced
to ensure the input of all members of the Service in moving the project forward.
Working within the framework of the National Standard, the Service’s PTSD Prevention Plan includes the
implementation of a number of more focused prevention, intervention, and support initiatives.
• Policy Review and Development
• Amending the existing Occupational Health and Safety Policy to specifically address PTSD
Prevention and/or psychological health and safety. This policy can be customized to outline
P.R.P.’s commitment and/or specific goals as they relate to PTSD Prevention and/or
psychological health and safety, which will be reviewed with the Joint Health and Safety
Committee;
• Reviewing all existing Directives to ensure they appropriately address psychological health and
safety implications, identifying and addressing procedural or systemic deficiencies, and
developing appropriate evaluative measures to assess program effectiveness;
• Development of an Anti-Stigma Policy, either as a stand-alone Directive, or integrated into
Directive I-A-205 (F), Workplace Discrimination and Harassment, and Directive I-A-214 (F),
Workplace Violence. These Directives could be revised to include P.R.P.’s commitment to
reducing stigma towards mental health, as well as identifying a complaint process for those who
believe they may have been stigmatized for their operational stress injuries.
19Peel Regional Police
PTSD Prevention Plan
• A review and evaluation of incident reporting processes and related procedures, to ensure that
members receive timely care, follow-up and support. The development of the previously noted
Anti-Stigma Policy would also serve to overcome the reluctance some members may have in
reporting claims involving psychological injury, thereby mitigating the risk associated with
undiagnosed PTSD going undetected and untreated.
• Expansion of the Psychological “Safe-Guarding” Program
In accordance with Guideline LE-036 under the Ontario Adequacy Standard 3/99, pursuant to the
provisions of the Police Services Act, Peel Regional Police has implemented a psychological safe
guarding program for officers assigned to the Internet Child Exploitation (ICE) Unit to ensure the
provision of support to members whose routine exposure to psychological stressors associated with
their assigned duties poses an increased risk to their mental health.
The Psychological Safeguarding Program was created because it was identified that the nature of
certain investigations or other routinely assigned duties may result in members being at a higher risk
of experiencing secondary traumatic stress and prospective PTSD because of their repeated
exposure to such investigations and/or duties. The Program requires that members assigned to the
ICE Unit undertake an in-depth interview with a clinical psychologist on a regularly scheduled basis
throughout the course of their assignment.
The Peel Regional Police plans to expand the current Program to include both civilian members and
officers assigned to other areas of the organization, where the regular duties of their assignments
may place them at similarly higher risk of psychological injury through routine exposure to
psychological stressors. The following Bureaus/Units and/or positions have been designated by the
Chief of Police as “at risk”, and will be subject to mandatory monitoring and assessment in
accordance with the Program:
Technological Crimes Unit Special Victims Unit Major Collision Bureau
Organizational Wellness Homicide Bureau Peer Support/CIRT
Communications Bureau Emergency Support Services Forensic Identification Services
Street Crime Unit Major Drugs & Vice Unit Prisoner Escort Officers
Undercover Operations
Assessments for members assigned to designated “at risk” positions shall be conducted in three (3)
phases:
1. Pre-entry phase, where the member is assessed for suitability prior to their assignment to the
position;
20Peel Regional Police
PTSD Prevention Plan
2. In Program phase, where the member is assessed for suitability to continue in their current
assignment. Regular assessments during the in-program phase will be conducted annually
during the tenure of the member’s assignment to a designated “at risk” position; and,
3. Post-exit phase, where the member is assessed between three (3) and six (6) months following
their transfer from a designated position.
Upon full implementation, over 600 employees will be enrolled in the Program and routinely
assessed by a psychologist as a preventive measure to mitigate the risk of psychological injury.
• Expedited Referral Process for Psychological Health Issues
In the course of a Health & Wellness Program audit conducted for Peel Regional Police by Morneau
Shepell, the consultants determined there to be limited to no specialized resources and tools to
support claims management and complex mental health conditions, such as medical consultants,
independent medical evaluators, functional capacity evaluators, or resiliency coaching specific to
Return To Work. A recommendation was advanced that Peel Regional Police should consider a
referral process to specialized mental health care, and should also look to proactively integrate
specialized mental health counseling as part of the disability management process to assist
employees to resolve the psychological barriers to return to work.
As part of the PTSD Prevention Plan, Peel Regional Police plans to explore implementation of a
formal, expedited referral process, on an out-sourced basis, to identify and support employees who
are at-risk or who have been diagnosed with a mental health issue. The referral process will be
considered for all entry points an employee may use to access mental health support, including the
E.F.A.P., their Supervisor, Human Resources (i.e., Occupational Health & Safety Unit, Organizational
Wellness Bureau, or Disability Management Unit), and the disability management program.
• De-stigmatization of Mental Health - Communication Strategy
In follow up to the Road to Mental Readiness (R2MR) training, and to further encourage the de-
stigmatization of mental health issues in the workplace, four (4) ‘reminder’ posters have been
developed and approved for distribution. Utilizing a common look and theme, the posters typify a
member in various situations where they are in need of assistance, and serve to reiterate and
highlight the main teaching points from the R2MR training (i.e., ‘Everyone has a role to play’,
‘Provide Support’, ‘Don’t be afraid to ask for help’ and ‘Challenge the Stigma’). Distribution of the
first poster commenced in mid-September, 2016 in high traffic areas across the Organization, as well
as on P.R.P. TV. On a quarterly basis, the posters are being changed by members of Organizational
Wellness until such time as all posters have been utilized.
21Peel Regional Police
PTSD Prevention Plan
With the development and release of a new Anti-Stigma Policy, P.R.P. will review and revise its
current communication strategy, with information and education clearly linked to priority health
issues, including a strategy to encourage the de-stigmatization of mental health issues in the
workplace.
• Road To Mental Readiness (R2MR) Follow Up Program
Since its approval for implementation, training has been carried out over the course of 2015 and
early 2016, with some 2,700 sworn and civilian members having been trained in the R2MR program
that was provided by the Canadian Mental Health Commission. A plan is currently in place with
Learning and Development to ensure that when employees return from any authorized leave that
prevented them from receiving the training initially, they will be trained on R2MR.
The Director of the Canadian Mental Health Commission in charge of the R2MR Program has
indicated there are follow up programs that are currently being developed to augment the existing
R2MR material. Peel Regional Police, through its Organizational Wellness Bureau, will be reviewing
these supplementary programs once they become available as to their suitability for further roll-out
across the organization.
• Certificate Program: Leading a Mentally Healthy Workplace
Introduced on pilot project basis in collaboration with Queen’s University and Morneau Shepell, this
progressive new program teaches practical, empathetic and solution-focused leadership skills for
managing performance and promoting good mental health. The focus of the program is on
improving communication skillsets for employees at the supervisory level, with the aim of enabling
supervisors to better facilitate the management of employees with mental health issues, their
eventual return to the workplace, and reduction of the associated stigma.
The initial pilot project was limited to six (6) participants drawn from a cross-section of members
across the organization in managerial and supervisory roles. Post course evaluations of the program
by the participants were favourable. Peel Regional Police will plan to consider this program for roll-
out to additional supervisory staff through a train-the-trainer model, as a follow-up to the delivered
R2MR training.
22Peel Regional Police
PTSD Prevention Plan
Conclusion
Peel Regional Police recognizes that psychological health and safety is embedded in the way people
interact with one another on a daily basis, and is part of the way working conditions and management
practices are structured and the way decisions are made and communicated.
While there are many factors external to the workplace that can impact psychological health and safety,
the organization’s focus remains one of addressing those psychological health and safety aspects within
the control, responsibility, or influence of the workplace that can have an impact within, or on, the
workforce.
Peel Regional Police recognizes that in order to meet the needs of its members and prevent
psychological injury, including PTSD, an overall framework to guide the implementation of policies and
programs that align to support a psychologically healthy and safe workplace is essential. The Employer
also recognizes that evaluation and the development of appropriate performance measures is a critical
component of an effective psychological health and safety management system.
The organization acknowledges and understands that the existing programs and the planned initiatives
set out in this PTSD Prevention Plan require active senior executive support and effective monitoring.
Only through this support and monitoring can continuous improvement of the system and its programs
be enabled, thereby facilitating the Plan’s goals to be realized.
April, 2017.
23You can also read
