By Dr. Roger Soloman for Calibre Press
Dr. Roger Soloman is a former Calibre Press Street Survival Seminar instructor who has been a pioneer in Critical Incident trauma counseling for law enforcement personnel. Some time ago he shared 14 administrative guidelines for officer-involved shootings with Seminar students. They apply just as powerfully now as they did when first shared.
“Extensive field experience has shown that applying these guidelines in a flexible manner reduces the probability of long-last emotional problems for officers resulting from a shooting,” he writes.
Dr. Soloman’s advice:
1. At the scene: Show concern! Give mental and physical first aid.
2. Psychological break: Get the officer away from the suspect’s body and the scene. The officer can be with a supportive peer or supervisor and should return to the scene only if necessary. This break should be of a nonstimulant nature, with discretionary use of drinks and caffeine.
3. Explain to the officer: What will happen administratively during the next few hours and why, so he or she does not take the investigation as a personal attack.
4. Officer’s weapon: If it is taken as evidence, replace it immediately or when appropriate, with the officer being told that it will be replaced.
5. Recovery time: The officer should be in a secure setting, insulated from the press and curious officers, and permitted some recovery time before detailed interviewing. However, totally isolating the officer breed feelings of resentment and alienation. The officer can be with a supportive friend or a peer who has been through a similar experience. To avoid legal complications, the situation should not be talked about prior to the preliminary investigation. It is important to show concern and support to the officer during this time.
6. Family notification: If the officer is not injured, the officer or department should contact the officer’s family, via phone or personal visit, and let them know what happened before rumors, postings and calls reach them. If the officer is injured, a department member whom the family knows should pick up the family and drive them to the hospital. Make sure the family has support, such as friends, chaplains, etc.
7. Administrative contact: Concern and support for the officer from a high-ranking administrator, communicated face-to-face, goes a long way toward alleviating future emotional problems. The administrator does not have to comment on the situation or make premature statements regarding legal or departmental resolution but can show concern and empathy for the officer.
8. Time off: The officer should be given administrative leave (not suspension) with pay to deal with the emotional impact. Three days, more or less, as the situation dictates, is usually appropriate. Depending on the situation and the officer’s reaction, it may be best to keep the officer off the street until after the investigation, grand jury review, coroner’s inquest and district attorney’s statement are over, to avoid the possibility of another Critical Incident before the shooting is resolved. All other personnel at the scene, plus dispatcher, should be screened carefully for their reactions and also given leave, or the rest of the shift off, as necessary.
9. Debriefing: As soon after the incident as practical, the officer should attend a mandatory (to defuse stigma) confidential debriefing with a licensed mental health professional who is experienced with the law enforcement culture and with Critical Incident trauma, before returning to duty. Everyone else at the scene, plus the dispatcher, should also have a debriefing with the mental health professional (possibly as a group) within 72 hours. The officer(s) involved in the shooting may or may not want to be included in this group debriefing. Opportunity for family counseling (spouse, children, significant others) should be made available.
10. Department advisory: An administrator should tell the rest of the department (or the supervisor tell the rest of the team) what happened, so the officer is not bombarded with questions and rumors are held in check.
11. Media: Consider the officer’s interests in all media releases.
12. Peer counseling: The option of talking with peers who have had similar experiences can be quite helpful to all personnel at the scene.
13. Return to duty: Allow a paced return to duty, e.g., the officer can ride around with another officer or work a different beat or shift until he or she becomes acclimated again.
14. Follow-through: Expedite the completion of administrative and criminal investigations and keep the involved officer(s) advised of developments and outcomes.
