Pillar six notes that the wellness and safety of law enforcement officers is critical not only for the officers, their colleagues and their agencies, but also to public safety. It emphasizes the support and implementation of officer wellness and safety is a multi-partner effort. Law enforcement agencies should promote wellness and safety at every level of the organization, and internal procedural justice principles should be adopted for all internal policies and interactions.

It is well documented that law enforcement officers are subject to more stress than the general population. The nature of their job requires working with difficult and sometimes hostile individuals, tragic events, compounded by often long hours of service. These stressors manifest in high rates of physical and mental health risks. To counteract these cumulative effects, it is a recommendation of Pillar 6 to provide police officers education and assistance with physical, mental, financial and spiritual well-being.

Examples of the ways the police department demonstrates best practices in officer wellness and safety

• Officer wellness was one of the department’s strategic priorities in 2018 after a department retreat that included representatives from all areas of the organization. Work on the department’s wellness program continues today.
• All employees are required to meet with a mental health professional, at no charge, for a private assessment/check-up annually.
• The department runs a chaplaincy program which is available to department members whenever needed.
• The department’s labor-management committee works regularly to address the topics of officer wellness and safety.
• Department members are provided access to an on-site fitness facility, along with a wellness room that can be used by new mothers or for relaxation.
• Officers are provided with individually fitted ballistic vests and tactical first-aid supplies along with any corresponding training.
• Department-wide training is provided on fitness, eating and sleeping education, as well as how to execute them.
• Technology is leveraged to promote officer safety in squad cars by installing audible alerts, larger screens and separate adjustable keyboards.
• Tuition reimbursement and additional training opportunities are provided to promote ongoing learning.
• A labor-management committee that collaboratively works to identify organizational opportunities and develop solutions to address issues.
• Employees have access to a city-sponsored Employee Assistance Program (EAP).
• The department participates in a peer support program with other law enforcement organizations in the metro area.
• The department has hosted the Wills for Heroes program on multiple occasions, as well as providing additional information and resources on financial planning.