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HomeMy WebLinkAboutBack-Up DocumentsBACK-UP DOCUMENT(S) Budget Summary Budget Summary Note: Any errors detected on this page should be fixed on the corresponding Budget Detail tab. Year 1 Year 2 (if needed) Year 3 (if needed) Year 4 (if needed) Year 5 (if needed) Budget Category Federal Request Non -Federal Request Federal Request Non -Federal Request Federal Request Non -Federal Request Federal Request Non -Federal Request Federal Request Non -Federal Request 0 1— A. Personnel 50 $0 $0 50 $0 $0 $0 $0 50 50 $0 B. Fringe Benefits 50 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 C.Travel $0 $0 50 $0 $0 50 50 $0 50 $0 $0 D. Equipment 50 $0 $0 $0 50 $0 50 50 50 $0 50 E. Supplies 50 50 $0 $0 $0 $0 $0 $0 $0 $0 $0 F. Construction $0 $0 $0 $0 $0 50 $0 $0 50 $0 $0 G. Subawards (Subgrants) $0 50 $0 $0 $0 $0 $0 $0 $0 50 $0 H. Procurement Contracts $50,000 $0 $74,268 $0 $0 50 $0 $0 50 $0 $124,268 I. Other 50 $0 $0 $0 50 50 $0 $0 $0 50 50 Total Direct Costs 550,000 $0 $74,268 $0 $0 50 $0 S0 50 $0 $124,268 J. Indirect Costs $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 Total Project Costs $50,000 $0 $74,268 $0 $0 50 $0 $0 $0 $0 $124,268 Does this budget contain conference costs which is defined broadly to include meetings, retreats, seminars, symposia, and training activities? - Y/N No 1 Miami PD PSP Expansion Project TIMELINE, GOALS, OBJECTIVES & DELIVERABLES Goals & Objectives Legend: (the legend won't be part of the application; this was just to keep track of what was filled in the template below for the web -based from timeline.) Goal Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. Objectives: w✓ �m ources for mental health and D personnefij • Increase the number of Peer Support contacts with a more proactive and reactive approach. • Enhance the capacity of the Peer Support Program. • Enhance community policing culture at MPD. 1. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 1 QUARTER: 1 DELIVERABLE: 1.Grant award and contract approved by Miami City Commission to begin project activities. 2. Executed contract with funder. Other FISCAL YEAR: 1 QUARTER: 1 2. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 1 QUARTER: 1 Enhance the capacity of the Peer Support Program. DELIVERABLE: FISCAL YEAR: 1 QUARTER: 1 1.Complete Initial Project Valuation for Project Planning . 2. Initial Project Valuation: Design Data Collection, reporting processes and protocols established. (other) Other 3. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 1 QUARTER: 1 DELIVERABLE: FISCAL YEAR: 2 QUARTER: 4 Quarterly Program Assessment meetings begin: (deliverable, other )Quarterly Program Assessment: data analysis, identification of gaps in service, and strategy development. Quarterly programmatic report submitted. €: Increase access to resources for mental health and wellness to MPD personnel. FISCAL YEAR. 1 QUARTER:-1 DEL IVERABI E• 1. Cordico Mobile App service contract is executed. 2. Service contract for 40 Hour Peer Certified Training Courses for up to 60 MPD personnel is executed FISCAL YEAR.4 Q 1 RTER: 1 5. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: 1. Increase the number of Pecr Support contacts with a more proactive and reactive approach. FISCAL YEAR: 1 QUARTER: 1 DELIVERABLE: 1. Attend a minimum of 2 Officer recruit classes to present FISCAL YEAR: 1 QUARTER: 4 Introduction to Mental Health Awareness/Peer Support Program. 2. SARA model guidelines training information is established as part of class curriculum for all incoming recruit classes to increase skills and abilities of officers to implement community policing strategies. Other: Attend a minimum of 2 Officer recruit classes. Present Introduction to Mental Health Awareness/Peer Support Program and SARA model guidelines training information for community policing. 6. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: ..._______... _................. 1. Increase Support con proactive and rea er ore proacri 2. Increase access to resources for me-Fita-l-health-a-Rel-wel-l-ness4e-PA-RD personnel. FISCAL YEAR: 1 QUARTER: 1 DELIVERABLE: 1. Other: Attend minimum of 3 roll calls a month for all City of Miami Police districts — North, South and Central. 2. Promotion of PSP services will be promoted, announcement of project enhancements and distribution of mental health and wellness related information. FISCAL YEAR: 1 QUARTER: 4 give them the coping skills necessary to create positive collaborations with the community. OQ to E-4 Increase access to resources for mental health and .. ellnnsr to MPD personnel. FISCAL YEAR: 1 QUARTER: 1 DEL IVERAB E. other: Field Training Officers enlisted to distribute mental health and correctional officers. FISCAL YEAR: 1 QUA TER,: 4 8. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 1 QUARTER: 2 Enhance the capacity of the Peer Support Program. DELIVERABLE: (other) 40-Hour PSP Certification FISCAL YEAR: 1 QUARTER: 2 Training curriculum is approved as meeting requirements of COPS Office Curriculum Standards and Review Process. 9. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Increase the number of Peer Support contacts wit a rrt re,proactive and reactive approa FISCAL YEAR: 1 QUARTER: 2 DELIVERABLE: (OTHER)Implement Critical Incident Debriefings with Lieutenants and Sergeants at roll calls to educated on common trauma red flags to look out for among their officers. FISCAL YEAR: 1 QUARTER: 4 OBJ€CTIV€: Incr ase accez, to resources for mental health and wellness to MPD personnel. FISCAL —YEA QUARTER:-2 DEL IVERAB E• Cordico Mobile App Customization to go live: to include PSP Team FISCAL YEAR: 2 1ARTM-2 Coot crs• - nt ser ., for PSP Coordinator, Team Managers and Team Members; integration of local fesources. 11. d wellness, which in turn will give them the coping skills necessary to cr ate positive collabor3ti^^s with OBJECTIVE: Increase the number of Peer Support contacts with a more proactive and reactive approach. FISCAL YEAR: 1 QUARTER: 3 FISCAL YEAR: 1 Outreach to employees on ber avement, FMLA and disability leave QUARTER: 4 12. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 1 QUARTER: 3 DELIVERABLE: OTHER: Train PSP Management Team AND current 43 Team Members on Cordico Mobile App FISCAL YEAR: 1 QUARTER: 4 13. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 1 QUARTER: 4 FISCAL YEAR: 1 '13 PSP Team Members complete training on Cordico mobile app. QUARTER: 4 14. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 1 QUARTER: 4 DELIVERABLE: FISCAL YEAR: 1 QUARTER: 4 Cordico Mobile App tutorial video distributed via department -wide email and linked to MPD personnel resources web page (other) Cordico Mobile App tutorial video distributed department -wide. 15. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. 15. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 1 QUARTER: 4 DELIVERABLE: (other) End of Year Review - determine updates to project strategy. PSP departmental orders will be considered and recommended to the Office of the Chief. FISCAL YEAR: 1 QUARTER: 4 16. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 2 QUARTER: 1 DELIVERABLE: FISCAL YEAR: 2 QUARTER: 4 Community outreach and community feedback surveys (every 6 months recurring event until end of project period). Commanders from each police district (North, South, and Central) will announce PSP Project Expansion and project updates at community meetings. (other) Community feedback surveys (every 6 months recurring event until end of project period) distributed at community meetings at each of the three police districts. 17. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 2 QUARTER: 1 DELIVERABLE: Other: Department wide -training on Cordico Mobile App via centralized rollcall, to include A, B, and C shifts. FISCAL YEAR: 2 QUARTER: 1 18. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 2 QUARTER: 1 DELIVERABLE: Other: 60 new PSP Team Members complete 40-Hour Peer Certification course. 2. Number of PSP T Members FISCAL YEAR: 2 QUARTER: 3 am increases from 13 to 73 19 , will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE-4 to E: Enhance the capacity of the Peer Support Program. FISCAL YEAR: 2 QUARTER 3 T FISCAL YEAR. 2 1. Second training cohort of 30 new PSP Teaw. Memb c plete 40 Hour Peer Certification course. 2. Number of PSP Tcvm Members ineFeases—fr-e-e-1-0-3 QUARTER T3 20. GOAL STATEMENT: Enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. OBJECTIVE: FISCAL YEAR: 2 QUARTER: 4 Enhance the capacity of the Peer Support Program. DELIVERABLE: FISCAL YEAR: 2 QUARTER: 4 1. Project completed: (Other, deliverable) Final Analysis Report presented to Office of the Chief and outlying police agencies. Objective: Establish Sustainability strategies, best practices, identification of continued gaps in services and overall project assessment. FY21LEMHWA-AppQuestions (Project Narrative) Proposed Project Demographics Please respond to the following required questions. 1. What is the total number of employees who will be eligible for services under this program? 1,732 2. Explain how federal funding will create or enhance your current officer Mental Health and Wellness efforts. Please also provide local data or describe circumstances that indicate your need for Federal funding. (Narrative) The City of Miami is the largest municipality in Miami -Dade County with a 2019 estimated population of 467,963 covering 36 square miles. In 2020, Miami experienced 15,805 Type I Crimes such as 67 homicides, 162 forcible offenses and 1880 aggravated assaults. The City of Miami Police Department (MPD) serviced approximately 436,564 CAD generated calls. As one of the largest police agencies in the State of Florida and the second-largest in Miami -Dade County, City of Miami sworn, and non -sworn personnel experience a large volume of high-pressure situations every day. Police culture often leads officers to not openly acknowledge fear, stress, or weakness —and if officers do, they can be pulled off the street and put on a desk. Police who are suffering or dealing with PTSD may be more prone to hair-trigger reactions, which in turn can mean more tragedies. The lack of mental health and wellness support for police officers, not only infringes on their overall health, but can also negatively affect their ability to engage properly in community policing tactics. According to "Building and Sustaining an Officer Wellness Program: Lessons from the San Diego Police Department," studies have shown that when officers' physical and mental health issues go unaddressed, job performance decreases, decision -making abilities are impaired, and agency costs increase. In other words, everyone should be invested in maintaining police officers' wellness, because it has a direct impact on their ability to be effective. 1 In response to the increasing need for supportive officer service, MPD's Labor Relations Unit established the City of Miami Police Peer Support Program in 2019. The creation of the Peer Support Program was predicated on "The Policy Feedback Theory (PFT)" which posits that, when a policy becomes established and resources are devoted to programs, it helps structure current activity. This study utilized a phenomenological, qualitative approach, with data collection consisting of face-to- face interviews with nine police officers serving on the York Regional Police's peer - support team. The findings revealed that peer support is more than just a "conversation"; rather, it suggests contributing to enhancing mental health literacy among police officers, and it significantly contributes to stigma reduction. Currently, MPD's Peer Support program (PSP) is supervised by the Peer Support Coordinator and two Peer Support Managers. They oversee 43 Peer Support Program Team Members comprised of sworn and non -sworn MPD personnel. The Team Members are volunteer peer counselors who have completed a certified 40- Hour Peer Support Training to establish core competencies for functioning in a peer support capacity. Team members must also undergo an annual one -day refresher training. Volunteers can be reached anonymously, 24 hours a day/seven days a week via the PSP email and each Team Member is available by direct phone number. PSP contact tracking data demonstrates that MPD personnel were responsive to the program in its inaugural year throughout 2020, which also happened to be the first year of the COVID-19 global pandemic. Peer Support Program 2020 Contacts: Work -related Peer Contacts Total- 110 Critical Incident Peer Contact- 80 Non -Emergency Work Related Peer Contact- 30 Personal Related Peer Contacts- 114 Personal Emergency Peer Contacts- 82 Non -Emergency Personal Peer Contacts- 32 MPD's Employee Assistance Program records for the year 2020, illustrates that 46% of personnel who request mental health and wellness assistance, do so for issues with stress management. This is followed by relationship difficulties (40%), depression (28%), family difficulties (20%), work trauma (10%), anger management 2 (10%), anxiety/panic (5%), anxiety/panic (5% and co-worker/supervisor disputes (2%). The City of Miami Risk Management also receives the highest amount of hypertension claims form police department personnel. From FY 2018/2019 to FY 2020/2021, the Risk Department has responded to 182 police hypertension claims at a total cost of $2,071,815.45. Police work has been regarded by some researchers as one of the most stressful occupations in the world, and coronary heart disease has been identified as a major cause of mortality among law enforcement. The Miami PSP has made inroads to create a pro -active culture of support at MPD. However, it will take consistent messaging and a more extensive offering of resources to break through the stigma of seeking help that is prevalent among law enforcement. Secondly, it is vital that the PSP expand its number of PSP Team Members in order to avoid potential burnout of the volunteers. The success of the PSP largely depends on the well-being of the Team Members to be available to their colleagues and the accessibility of a rich reservoir of health and wellness services and resources, 24 hours a day/seven days a week. In order to meet service demands and increase capacity, MPD is seeking $124,268 in LEMHWA funding to support the "City of Miami Police Peer Program Expansion Project. If awarded, grant monies will go toward the training of 60 additional PSP Team Members and the implementation of the Cordico mental health and wellness mobile application, specifically geared towards law enforcement personnel. The app will provide program enhancements in training, suicide prevention, peer mentoring, clinical support, and family support. The mobile app will also provide data collection mechanisms that will allow the PSP Management Team to identify gaps in service and home in on usage trends to better meet the needs of MPD personnel. With this expansion, we can increase the sustainability of the program and reach more law enforcement personnel to be active in their mental health and wellness. 3. How will the actions proposed in this application assist your agency in implementing or institutionalizing community policing? (Narrative) Peer Support Program services can give officers the tools to develop better coping skills and better communication skills. It is one of the intended goals of this project that positive interactions with residents will increase due to the improvement of the behavioral and mental health, and wellness of our officers. If an officer is in a positive frame of find they can better serve the public. The desired effect is that MPD will see less use -of -force complaints, as more officers take up the services of the 3 Peer Support Program. The PSP Management Team can use metrics of use -of -force complaints and citizen complaints to gage the effectiveness of program enhancements in this regard. The project will institutionalize community policing by mandating that the PSP Management Team must proactively reach out to high liability (high -stress assignments) units that are exposed more to traumatic incidents such as the Special Victims Unit, the Victims Advocate Unit, personnel involved in homicide shootings, and the CSI Unit which deals with the aftermath of violent crime via evidence collection. This would increase the number of MPD personnel supported by the PSP program, and improve their mental health and emotional well-being, so that they are better equipped to handle the responsibilities and duties of the job, including interfacing with the public. This mandate will be formalized into the Standard Operating Procedures (SOP) for the Peer Support Program. The updated SOP will be developed by the PSP Coordinator and reviewed and approved by the Professional Compliance Section. The Professional Compliance Section (PCS) includes the Accreditation Unit (CALEA) and the Inspections Unit as well as the Policy Compliance Unit and the Policy Development Detail. The Section reports directly to the Chief of Police. The Section ensures compliance with national accreditation standards, oversees Departmental policies and procedures, and evaluates the quality of the Department's operations. Unit SOP's are reviewed quarterly to allow for continual modifications and improvements of policies and procedures, if necessary. Anticipated Reach and Impact Please respond to the following required questions. Please identify the groups served by this project. Please describe the anticipated reach of your program and the impact on your agency. Within each selected category, indicate the current and proposed number of persons per year who are or will be receiving health and wellness services when the program is fully operational. Estimates are acceptable. For each group being served, please enter one of the following choices: 4 • Currently served: The number currently served per year by existing mental health and wellness programming • Proposed number served: The total number that would be served if awarded LEMWHA funding If the following positions overlap (for example, deputies and correctional officers) please enter numbers for only one category. 4. Sworn officers/deputies Number currently served: 1318 Proposed total number served if awarded LEMHWA funding: 1318 5. Civilian staff Number currently served: 414 Proposed total number served if awarded LEMHWA funding:414 6. Retired officers/deputies Number currently served: 750 Proposed total number served if awarded LEMHWA funding: 750 7. Retired staff Number currently served: 0 Proposed total number served if awarded LEMHWA funding: 0 8. Correctional officers/staff Number currently served: 8 Proposed total number served if awarded LEMHWA funding: 8 9. Family members / Significant others Number currently served: 1800 Proposed total number served if awarded LEMHWA funding:1800 10.Other Number currently served:0 Proposed total number served if awarded LEMHWA funding:0 10a. If you selected "Other," please provide a brief explanation. N/A Please indicate below the mental health and wellness services that your agency currently provides and the services that you would implement or enhance if awarded LEMHWA funding. 11. Regularly scheduled mental health check -ins Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 12.On-site counseling Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 13.Virtual counseling Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 14.Debriefing and/or Critical Incident Stress Management (CISM) program Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding 6 Not applicable 15.Trained peer counselors Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 16.Chaplaincy / Spiritual Support Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 17.Suicide prevention programming Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 18.Mental health awareness training Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 19.Mindfulness practice Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 20.Quiet room Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 21.Other (please explain below) Select All Currently offered Currently offered and planning to enhance if awarded LEMHWA funding Planning to offer if awarded LEMHWA funding Not applicable 21a. If you selected "Other," please provide a brief explanation: 22.Please identify any recommendations from the LEMHWA Report to Congress and Case Studies upon which your application is based, as well as any other research or resources you plan to use to implement your LEMHWA project. (Narrative) The City of Miami Police Peer Support Program Expansion Project is based on the following recommendations: • Recommendation 5. Encourage departments to allow retired law enforcement officers to make use of departmental peer support programs for a select period of time post -retirement or separation. 8 A component of the project will be to expand the offering of Peer Support Program services to retired MPD sworn and non -sworn personnel. Outreach to retirees will be included in the rollout of project enhancements with the desired goal of having up to 750 retired law enforcement veterans use the resources of the Peer Support Program. • Recommendation 13. Support the expansion of peer support programs to ensure all officers have access to this important wellness service. The Miami Peer Support Program Expansion project will increase sustainability and access to services by a) training 60 new PSP Team Members to grow our peer support counselor base from 43 to 103; and b) rollout a mental health and wellness app that will connect MPD personnel to 24/7 confidential support at the push of a button and offer them a deep reservoir of comprehensive and trusted wellness resources. Recommendation 14. Support the expansion of peer programs to include broader health and wellness, not just critical incident stress. The introduction of the mental health and wellness app will assist MPD in broadening the resources the Peer Support Program can offer. While the PSP will mandate follow ups to officers and MPD staff involved in critical incidents, the Program is meant to offer 24 hour/7days of week support for any stressors that officers may encounter on any given day. One of the many categories of content that will be offered include: Heart Health; Injury Prevention; Goal -Setting and Achievement; Anger Management; Parenting Tips; Work -Life Balance; Sleep Optimization; Grief and Loss; Financial Fitness; Marriage Guidance, and many others. The PSP is meant to show our officers and colleagues that MPD cares about every aspect of their health and life. We understand that our law enforcement are more than their badge, their uniform, and the oath they take; they are regular men and women who are valued as people. Recommendation 16. Support training programs for peer mentors for peer support programs to expand. Currently, MPD's Peer Support Program has 43 PSP Team Members, all of whom volunteer their time to be readily available at any moment's notice. To avoid the potential burnout of team members who must juggle their full-time shift 9 responsibilities with providing counseling to their peers, this project will expand the PSP to 103 team members. This will allow the PSP Management Team to rotate out team members, who may be feeling emotionally and mentally drained, without sacrificing the sustainability of the program. Sixty accepted applicants to the PSP will undergo 40-Hour Peer Support Training that will include an introduction on basic consideration for a successful Peer Support Program, develop core competencies and situational role playing and evaluation. Recommendation 20. Support training programs that promote the universal application of preventive interventions, including skills to manage stress. Beyond critical incident and extreme event trauma, the 40-Hour Training will include but not be limited to, core competencies in stress management; origins and categories of disorders and problems, anger management and suicide. Recommendation 21. Encourage departments to make support available to nonsworn employees on the same terms as their sworn colleagues whenever possible. Non -sworn law enforcement personnel, in particular Crime Investigation Unit staff and dispatchers, are also involved in chronic high -stress situation. Since its inception, the PSP has included non -sworn personnel as PSP Team Members and as recipients of PSP counseling services and resources. This expansion project will continue on this path of inclusion to bring in more non -sworn MPD staff as volunteers to the program and will have the resources of the mobile app promoted to them. 23.Please describe your LEMWHA project. How will this program advance the goals and requirements of the LEMHWA program? What are the goals of this project? What steps will be taken to achieve those goals? Please note that a detailed timeline with milestones will be required in the "Additional Application Components" section of this application. (Narrative) The goal of "City of Miami Police Peer Support Program Expansion Project" (Project) is to enhance the lives of our officers by improving their mental health and wellness, which in turn will give them the coping skills necessary to create positive collaborations with the community. This goal is in keeping with the Performance 10 Measures of the COPS LEMHWA program, whose objective includes increasing the capacity of law enforcement agencies to implement community policing strategies that strengthen partnerships for safer communities and enhance law enforcement's capacity to prevent, solve, and control crime through funding for personnel, technology, equipment, and training. The objectives of this project are to 1) Increase access to resources for mental health and wellness to MPD personnel; 2) increase the number of Peer Support contacts with a more proactive and reactive approach and 3) Increase the capacity of the Peer Support Program. The two major components of the Project that will further entrench a culture of mental health and wellness at MPD are the introduction of the Cordico customized wellness app branded for the Miami Police Department; and the training of 60 MPD sworn and non -sworn personnel as PSP Team Members to expand the number of Peer support counselors in the program from 43 to 103. This project will be specific to the City of Miami Police Department and offer mental health and wellness services to an estimated 4,120 persons within the department across its three police precincts —North, South and Central. Target groups for this project who will be provided PSP services include 1,318 active sworn MPD personnel , 750 retired law enforcement personnel , 1,800 partners/spouses and immediate family , 8 correctional officers and 414 non -sworn MPD personnel. Key research on the benefits of Peer Support Programs such as the one established at MPD have found that "Peer Support Service provides accessible emotional support for care providers by eliminating the stigmas associated with formal support services and by creating a credible and safe forum for healthcare professionals to have these conversations" (Van Pelt, 2008). "Value of Peer and Family Support" by Paolo del Vecchio, states that there are many studies that demonstrate the effectiveness of peer support. There are ways in which peer supporters and peer specialists can achieve outcomes and progress that are unique to the peer -to -peer relationship. Some of these are: • Use of personal experience —Peer support and peer specialists complement and increase effectiveness of traditional mental health service models (SAMSHA, 2012). 11 • Use of example When provided with a peer role model, individuals show significant gains in expanding social networks and reducing isolation (Chinman, 2001), increasing physical activity, and promoting health - enhancing behaviors (Cook, 2009, Druss, 2010). • Use of natural supports —Peer support group members experience significant decrease in family stress, improvement in interpersonal relationships, and increase in identified support persons (Thompson, Norman, 2008). • Use of mutual benefit —Peer specialists report personal gains from helping others, including greater interpersonal competence, social approval, professional growth, and self -management (Salzer, Liptzin-Shear, 2002) To enhance the support mechanisms of the Peer Support Program, this project will introduce the Cordico wellness mobile app which will allow MPD personnel to access resources in a completely confidential manner that will not have an impact on their career. LEMHWA funding will support the annual subscription cost of the Cordico app for the 24-month project period. This will provide free unlimited use to all MPD personnel, retired personnel, correctional officers and immediate family and spouses. The app will provide them with in -hand, on -demand, easy access to a multitude of high -quality wellness tools and confidential resources specifically for public safety personnel and will be customized with resources unique to the City of Miami Police Department. The mobile app works through a generic link and generic password. There is no personal data tied to app, although it will provide aggregate data to help the PSP Coordinator and Team Managers judge overall use or identify trends in resource usage. This data will assist the PSP to determine if there are spikes in unique stressors or particular issues that MPD personnel are experiencing, thus allowing the team to relay this information to the Office of the Chief. From there a plan of action can be put into place to help MPD personnel deal with these challenges. Furthermore, the app will provide quicker AND expanded access to the PSP Team Members, therapists, and local health resources. It will increase the utilization of a wide range of wellness support resources such as: 1. Providing training a. Crisis Intervention Training courses available through Policel Academy. b. Agency developed training videos can be uploaded and made available through Cordico app. 12 2. Suicide Prevention a. Confidential self -assessments, wellness resources, and hotline. 3. Peer Mentoring a. Organization and access of peer support training and clinical resources. b. Confidential portal to document and report on interaction between user and peer support team members. 4. Clinical Support a. Provides guidance to agency to vet most qualified clinicians and therapists trained to support public safety members. b. Confidential portal to request resources. 5. Family Support The 40-Hour Certified Peer Support training to be provided to 60 additional MPD sworn and non -sworn personnel will be administered by Nicoletti-Flater Associates (N-FA) as the training consultant. Nicoletti-Flater Associates has specialized in providing trauma intervention, threat assessment, and police and public safety psychological services since 1975. This training was specifically developed so that public safety agencies can develop, training class will provide the incoming Team Members with specialized training in a variety of areas including: stress and anger management, mental illness, substance abuse, family survival tactics, suicide prevention, and general counseling skills. The 60 PSP Team Members will be certified in offering in-house guidance to personnel as to strategies that can assist with maintaining general mental wellness, while also educating them about adaptive coping skills and symptoms of stress contamination. The 40-hour certified training course takes 5-days to complete and will be provided by three psychologist instructors. The instructors are specialists in Police and Public Safety Psychology, Crisis Intervention, Trauma Recovery, Wellness, and Violence Prevention. Each training course is designed for up to 30 participants, so there will be two training cohorts scheduled. Because the application and review process for potential Peer Support Team Members takes time to ensure the quality of recruits, the two training courses will be administered a few months apart. In instances where there may be a few empty training slots, we will offer up to five training slots per training cohort to the City of Miami Beach Police Department personnel. Miami Beach PD was instrumental in providing guidance to MPD back 13 when it was developing the Peer Support Program and used Miami Beach PD's PSP model as a framework. LEMHWA funding will be allocated towards a training fee, training manuals and travel, lodging, and per diem expenses for the trainers. The Project/Work Plan to implement the "City of Miami Police Peer Program Expansion Project" will include the following activities and deliverables to achieve project goals and objectives: Year 1: 1 St Quarter- Upon award notification from COPS, the City of Miami Police Department will send the contract for review to the City of Miami Risk and Legal departments. Once reviewed, the contract is sent to the City Manager for signature. At which point the City of Miami Police Department's Budget and Finance department will prepare the contract as part of a legislative package to be approved by the City of Miami Board of Commissioners. 1st Quarter: PSP Team Managers will attend up to two new officer recruit classes in Year 1 and Year 2, respectively. The PSP Team will educate recruits on the services and benefits of the Peer Support Program to encourage usage. Secondly, in keep with the LEMHWA project -specific goals of increasing skills and abilities of agencies and individuals to engage in proven community policing strategies, new recruits will be given SARA (Scanning, Analysis, Response and Assessment) model guidelines for community policing. This model requires that officers be familiar with their areas/communities and be willing and able to develop personal relationships. The PSP Coordinator will reach out to the Field Training Officers to make this part of every new recruit training. 1st Quarter: The PSP Management Team will increase the number of Peer Support contacts at roll calls by attending a minimum of three roll calls a month at each of the police districts North, South and Central. The roll calls will be used as an opportunity to promote the Peer Support Program, announce the upcoming expansion project, provide Peer Support education materials, and share relevant Peer Support/Mental Health & Wellness such as: new legislation, statistics, and studies. 1 St Quarter: PSP Team Managers will disseminate mental health and wellness information to Field Training Officers to distribute to their Probationary Officers in the City of Miami. To include information such as Critical Incident Stress Management brochure, COP Line brochure, Chaplaincy Detail and Peer Support Program. 14 1st Quarter: Quarterly Program Assessment meetings begin. The first meeting will be an Initial Project Valuation where project planning, data collection and reporting processes will be established. Then on a quarterly basis, the Coordinator, Team Managers and select experienced Team Members will review collected metrics, analyze Cordico app usage data, identify gaps in service, and develop strategies accordingly. Updates to the PSP standard operating procedures will be considered. The quarterly meetings will be recurring in Year 1 and Year 2. 2" Quarter: The PSP Coordinator will work with the COPS Program Manager to make sure the 40-Hour PSP Certification Training meets the requirements of the COPS Office Curriculum Standards and Review Process. 2nd Quarter: PSP Team Managers will explain critical incident debriefings to Lieutenants and Sergeants at roll calls. This is to create a cohesive message along with the regular officer roll calls. The Team Managers will explain common trauma red flags to the Lieutenants and Sergeants to look out for among their charge, establish that they should contact the Peer Support Program in these instances and the benefits of PSP services for trauma relief. 2' Quarter: Cordico mobile app set up before going live. This will take 4-6 weeks for the Cordico team to customize the app to the needs of MPD. MPD has to provide Cordico with the local resources, peer support contacts, all the information of the PSP Management Team and Team Member account users, account setup, and a contact sheet for peer support that's only allowed for internal use. Set up before going live. Once the mobile app is ready to go live, then public access account links can be distributed department -wide to MPD personnel, immediate family and spouses, probationary officers and MPD retirees. 3rd Quarter: PSP Team Managers and selected Team Members will contact employees on bereavement, FMLA and disability leave to see if they are in need of Peer Support Program services. 3rd Quarter: The PSP Coordinator and Team Managers will receive a train the trainer course on the Cordico app. 3rd Quarter: The PSP Coordinator will develop a personnel survey to be distributed every six months to MPD personnel. The survey will be used to measure job -related stress, job satisfaction and what needs staff feels the PSP should better address. 4th Quarter: The Coordinator and Team Managers will teach app handling and usage to the current 43 PSP Team Members. 15 4t'' Quarter: The Team Managers will create a Cordico app tutorial video to be created in conjunction with MPD's Social Media Unit. The video will be distributed via department -wide email and a link to the video will be placed in MPD's personnel web page (contains MPD personnel resources including training. ). 4th Quarter: The application process will open to recruit 30 MPD sworn and non - sworn personnel for the first 40-Hour PSP Certification Training cohort. The call for applications will be placed in the MPD Official Bulletin, sent via department -wide email, and announced at the roll calls. The Coordinator will speak to department supervisors to gather recommendations for potential applicants. Team Managers will assist the Coordinator with the interview and applicant approval process. 4th Quarter: The PSP Management Team will hold an end -of -year Project review. Updates to project strategy and PSP departmental orders will be considered and recommended to the Office of the Chief. Year 2: 1st Quarter: The Commanders at each of the three police districts (North, South and Central) hold monthly community meetings for local stakeholder and resident outreach. The PSP Management Team will leverage this outreach and have the Commanders inform residents of the expansion project and how the PSP serves to assist law enforcement in improving community policing. A feedback survey will be created and handed out at meetings every 6 months throughout Year 2, to gage the effectiveness of PSP program in relation to how residents view their relationship to law enforcement in their community. By doing this, we can increase public awareness in regard to MPD's continuing efforts to improve their community policing engagement. 1 st Quarter: A, B and C shift roll calls to train MPD Personnel on the Cordico App will be scheduled by the PSP Team Managers. These will be centralized roll calls for North, Central and South police districts, to have the training at one location. Depending on CDC Coronavirus public health guidelines, a virtual space may be selected. 1 st Quarter: The first 40-Hour Peer Training cohort will be completed, resulting in 30 new PSP Team Members certified in peer support services. 1 St Quarter: The application process will open to recruit 30 MPD sworn and non - sworn personnel for the second and final 40-Hour PSP Certification Training cohort. 16 3rd Quarter: The second and final 40-Hour Peer Training cohort will be completed for 30 new PSP Team Members. The Project has now expanded from 43 to 103 Peer Team Members. 4th Quarter: The PSP Management Team will create and present a Final Analysis Report of the Project. The report will have best practices, if there are gaps in service that need further attention, analysis of the effect project enhancements have had department -wide and project sustainability recommendations. This will be presented to the Office of the Chief, and nearby outlying agencies such as Miami Beach PD and Coral Gables PD. Agency Policies and Partnerships Please respond to the following required questions. 24.Please describe your current and proposed officer health and wellness related policies and partnerships and how they will impact the proposed LEMWHA Project. (Narrative) The City of Miami Police Department Peer Support Program operates under Departmental Order 6, Chapter 13. It is the policy of the Miami Police Department (MPD) to provide confidential peer support to both civilian and sworn employees experiencing personal or professional crisis. The Peer Support Program is a function of the Personnel Resource Management Section and is administered through the Health Services Detail. The Peer Support Program provides short term supportive assistance and or referral within the scope of the Team Members' ability, knowledge, and training. The Peer Support Program is to work in collaboration with neighboring resources to provide all available options to both civilian and sworn employees experiencing crisis. The Peer Support Program (PSP) is not used as a form of corrective action or discipline; and prioritizes the privacy and confidentiality of MPD sworn and non -sworn personnel who use PSP services. Peer Support Team Members are not to be considered or used as an investigative unit of MPD. 17 Participant Contact Sheets are completed and submitted on a timely basis by Team Members. The sheets may indicate the number and type of participant contacts, but no information that could identify individual participants will be recorded. This data is forwarded to the Coordinator on a monthly basis. It is not the policy or practice of the MPD to interfere with or question Peer Support Program Team Members or any other participant involved in a Peer Support Program meeting or debriefing concerning the content of such discussions without the participant's consent. Team Members are required to sign a Confidentiality Agreement. Team Members will be removed from the team if they violate confidentiality. The above listed provisions will not apply when: • Criminal activity is revealed; • A member of Peer Support Program is a witness or a party to a critical incident that prompted the peer support services; • A member of Peer Support Program reveals the content of privileged information to prevent a crime against any other person or a threat to public safety; • The privileged information reveals intent to defraud or deceive an investigation into a critical incident; or • A member of the Peer Support Program reveals the content of privileged information to the employer of the emergency medical services or public safety personnel regarding criminal acts committed or information that would indicate that the emergency medical services or public safety personnel pose a threat to themselves or others. Peer Support Program stipulates that every Team Member must undergo a mandatory 40-hour hour training course which MUST be completed before activation as a Team member in the Peer Support Program. Additionally, an annual one -day refresher training is mandated and must be attended by all Team Members to remain active in the program. Continued education and training in subjects related to peer support is required. Team Members must be knowledgeable with state statutes and MPD policy involving confidentiality. They must advise participants when confidentiality can and must be breached, such as indications of illegal behavior or indication that a clear and imminent danger exists to the participant or others, preferably at the outset of any contact. 18 During Quarterly Program Assessment meetings, the PSP Coordinator will determine if updates to the Departmental Order should be made based on this periodic programmatic review. The PSP will continue to leverage its partnerships to offer MPD personnel an optimal selection of resources for their mental health and wellness, and overall quality of life. The City of Miami Beach Police Department has its own Peer Support Program and gave MPD guidance on how to create its own program. Once MPD began training its first group of Team Members, MPD opened up training to Miami Beach PD personnel so that they may qualify as peer counselors for the Miami Beach PD's Peer Support Program. For this project, if there are instances where we cannot fill up all the training slots for the 40-Hour Peer Support Training, we will offer Miami Beach PD and other local police departments up to five slots, so that they may partake in training. Additionally, we have partnerships across medical sectors with organizations such as Law Enforcement Psychological and Counseling Associates Inc. and Mount Sinai Hospital, which conducts Annual Physicals for all sworn employees. Partnerships with labor union or affinity groups include the Fraternal Order of Police (Sworn), Police Benevolent Association, Miami Community Police Benevolent Association, Hispanic Officers Association and American Federation of State County and Municipal Employees (Civilian). The PSP also engages the Community Police Relation Foundation for support of community policing strategies and engages the Chaplaincy Detail as a resource for PSP participants. Please indicate below the mental health and wellness partnerships that your agency currently has and the partnerships that you would implement or enhance if awarded LEMHWA funding. 25.Institutions of higher education Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 19 26.Behavioral and mental health providers Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 27.Physical health providers Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 28.Labor union or affinity groups Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 29.Community-based organization Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 30.Faith-based organization Select All 20 Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 31.Employee assistance program Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 32.Peer first responder agencies Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 33.Other (please explain below) Select All Currently engaged Currently engaged and planning to enhance if awarded LEMHWA funding Planning to engage if awarded LEMHWA funding Not applicable. 33a. If you selected "Other," please provide a brief explanation 34.Please identify the key team members from your agency who will support this project and any interagency resources that will ensure the successful 21 implementation of this project. Please include a description of the responsibilities and role of each team member and partner.(Narrative) The City of Miami (City) will serve as the fiscal agent. The City manages 34 departments and agencies with approximately 4,346 employees. In FY 2020-21, the City has an $1,165, 516,000 operating budget, including over $60,606,000 million federal, state, and local grants. In 2020, the Administration Division of the Miami Police Department provided administrative and financial oversight for 22 grant - funded programs, totaling $17,864,472. The MPD Administrative Division will manage and monitor grant expenditures, drawdowns and BCJI subawards, which are subsequently reviewed by the City's Management and Budget to ensure project and fiscal accountability. Tracking of all drawdowns and expenditures will be kept separately from all other funding. Lieutenant Marc Redondo, Peer Support Program Coordinator: Lt. Redondo has over 15 year of law enforcement experience and has served on three tours in the Middle East as a Sergeant in the United States Army Reserves. He currently serves as the Commander of the Burglary Unit and Peer Support Program Coordinator. As the employee designated to coordinate the Peer Support Program, The Peer Support Coordinator's duties will include the following: • Coordinate with MPD units for the mass training of the mobile app via roll calls. • The Coordinator will function as the primary liaison between the Psychological Services Provider (40-Hour PSP Training) and the Chief of Police or designee. • The Coordinator will maintain a record of current Team Members and oversee the selection of all Peer Support Group team members along with the Peer Support Team Managers. • The Coordinator is responsible for maintaining and collecting statistical record of the caseload, type of incidents team members are working and performance metrics for the grant project. The records are always to be kept secured and confidential. Stats are to be reported to Chief of Police or designee quarterly. • A supervisor may call on the Coordinator to ask advice or for contact information for referral of an employee to a Team Member. 22 • The Coordinator is responsible for organizing training for all Team Members and ensuring attendance of annual refresher training. • The Coordinator will determine the amount of Team Managers and Team Members needed for appropriate operation of the program. • Work alongside with the training consultant and COPS to make sure the training materials meet the COPS curriculum guide. • Vets and reviews resources, trainings, and instructors to maintain the credibility and integrity of the program. • Analyzes statistics reference ongoing issues affecting to employees according to peer support contact logs and relay that data to Chief of Police in order to develop training material and provide more resources surrounding these issues. • Submit all required grant reporting to COPS. Janeisy E. Aracena & Nadia Contractor, Peer Support Team Managers: Ms. Aracena holds a Master of Science in Forensic Psychology and a Bachelor of Arts and Sciences in Psychology with a minor in Criminal Justice. She has been the City of Miami Police Department since 2014. Ms. Contractor holds a Master of Science in Forensic Psychology and a Bachelor's in Psychology. She has been with MPD since 2014. Ms. Aracena and Ms. Contractor's educational backgrounds are in psychology and criminal justice. For this project, their roles as Team Managers will include: • Team Managers are to ensure accuracy of team member statistics. Team Managers are to compile monthly stats and submit results to the Coordinator. • Team Managers are part of the selection board, assisting in the recruitment and selection of Team Members. • Team Managers also act as Team Members providing short-term supportive assistance and or referral within the scope of their ability, knowledge, and training to participants. • Reviews and works with the consultant to make sure the training is adequate for certification. • Disseminate pertinent information, statistics, studies, new legislation, etc. to the Team members. 23 • Create educational material such as videos and presentations surrounding mental health awareness for the department. Work with MPD's Social Media Unit to promote these materials. • Schedule quarterly trainings, roll calls, etc. • Assign team members to cases reference FMLA, Disability, Bereavement Leave, critical incidents. • Schedule and liaison the 40-hour Peer Support certification class. • Attend roll calls, academy classes, and make announcements in multiple units for open recruitment of peer support members. Send out MPD Mailers of outreach to recruit members and advise of openings. • Review applicants' disciplinary profile, IA profile and attendance records. • Coordinating the training schedule for Peer support certification coordinate with training department to ensure class availability, ensure enough space to abide by CDC regulations of social distancing, facilitate safe learning environment. • Perform any other tasks assigned by the Coordinator Nicoletti-Flatler Associates, Peer Support Training Consultant: Nicoletti-Flatler Associates (N-FA) will provide the 40-Hour Peer Support Training for 60 new Team Members. N-FA has specialized in providing trauma intervention, threat assessment, and police and public safety psychological services since 1975. In addition, Nicoletti-Flatler Associates has been an integral part of the Crisis Intervention Team (C.I.T.) training program since its inception and has developed several innovative trauma response and disaster management programs, while also being a leader in the development and training of peer support programs for public safety professionals. N-FA staff are among the most highly -trained public safety psychologists in the Country. As of the writing of this grant application, the three trainers who will provide the 40-Hour Peer Support Training and 30-hous of consultation are as follows: Dr. Evan Axelrod, Peer Support Training Consultant: In 2014, Dr. Axelrod served as Vice -Chair for the committee that revised the International Association of Chiefs of Police Preemployment Screening Guidelines and currently the Education Chair of the Section. He is a Board Certified Specialist in Police and Public Safety Psychology, and a Board Certified Expert in Traumatic Stress. Dr. Axelrod specializes in preemployment screening, fitness -for -duty evaluation, and threat/risk 24 assessment, while also providing services in the areas of trauma intervention, stress/anger management, conflict resolution, peak performance, verbal communication/de-escalation, understanding mental health, suicide/suicide-by-cop, peer support, and the detection and disruption of violence. Dr. Mariya Dvoskina, Peer Support Training Consultant: Dr. Dvoskina received her Doctorate in Clinical Psychology, with an emphasis in Forensic Psychology from the University of Denver. Mariya has clinical experience and training in forensic, police, and correctional psychology, violence risk assessment, psychological assessment, trauma, and crisis intervention. Dr. John Nicoletti, Peer Support Training Consultant: Dr. John Nicoletti is a national expert in police and public safety psychology, violence risk assessment, workplace, and school violence prevention/intervention, as well as crisis intervention and trauma recovery. He has co-authored several books related to violence prevention, including: Violence Goes to Work, Violence Goes to School, and Violence Goes to College. Nicoletti-Flatler Associates staff are all members of the International Association of Chiefs of Police (IACP) and Dr. Nicoletti served as Chair of the Psychological Services Section from 2004-2006. Leadership and Staff Buy -in Please respond to the following required questions. 35.Community and law enforcement executive partnerships are critical components in developing and implementing programs designed to include community policing advancement and officer wellness initiatives. From the list below, please select all parties who were involved in the development of your proposed wellness program. Select All Law enforcement executive Other senior sworn leadership First -line supervisors Police officers/deputies Nonsworn law enforcement staff Administrative staff 25 Behavioral or mental health provider (internal resource) Behavioral or mental health provider (external resource) Civic leader Community -based organization Other (please explain below) To increase program awareness and engagement, please indicate how staff will be informed that this project is available for their use in the agency. 36.Daily/Weekly roll call Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 37.Email notifications Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 38. Agency text messages Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 39.Regularly scheduled discussions with supervisors Select All 26 Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 40.Bulletin posting Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 41.App-based notification Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 42.Peer support introduction during union meetings Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 43.Other (please explain below) Select All Currently deployed Currently deployed and planning to enhance if awarded LEMHWA funding Planning to deploy if awarded LEMHWA funding Not applicable 27 43a. If you selected "Other," please provide a brief but detailed explanation. 44.Please provide a short description of your marketing plan, focusing on what new or enhanced options you will use to increase program awareness. (Narrative) To enhance program awareness the Peer Support Program will utilize the following mechanisms as part of the marketing plan: • MPD Mailers: Department -wide mailers will be sent monthly via email promoting the Peer Support Program. Content may include but is not limited to a) a call for PSP Team Member applicants; b) benefits of the Cordico mental health and wellness app with a link for account sign up ; and c) links to video content created by the PSP Team. • Roll Calls- they will be used as an opportunity to for PSP Team Managers to explain the enhancements to the Peer Support Program; make sworn personnel aware when the PSP has a call for applicants for the PSP Team and to receive Peer Support Training; and use the roll call time as a dedicated training session for mental health and wellness app. PSP Team Managers will also attend roll calls specifically for critical incident debriefings to Lieutenants and Sergeants to explain common trauma red flags, and letting them know the PSP can be contacted. This is part of cohesive messaging strategy along with the Officer roll calls. • Centralized Roll Calls — there will be one mass roll call for North, Central and South precincts for A, B and C shifts to promote the mental health and wellness app and provide training for it. The roll call may be in one location or done in a virtual space, depending on public health guidance. • Informational Videos- PSP Team Managers will work with MPD's Social Media Unit to create training videos for the mobile app to encourage sign ups and promote the Peer Support Program. Videos will be distributed via MPD Mailers and uploaded to the MPD Intranet Site for personnel to view. 28 Performance Metrics Please respond to the following required questions. 45.What method(s) do you intend to use to measure the success or value of your proposed LEMHWA program? Please select all that apply. Internal survey(s) of job satisfaction • Internal survey(s) of work -related stress • Community survey(s) of topics such as trust in or satisfaction with the agency • Change in rates of use of force Change in turnover rates (e.g., early retirement, employees leaving for other agencies, or employees leaving for other careers prior to standard retirement age/service time) Change in rates of sick leave taken for nonphysical ailments. • Change in rates of sick leave taken for physical ailments Change in rate of non—use of force internally investigated incidents • Change in rates of citizen complaints • Other 45a. If you selected "Other," please provide a brief but detailed explanation. (MPD Team, please provide info if "other" is chosen) 29 46. Please describe how you intend to use these methods to assess program performance. (Narrative) The PSP Coordinator and the two PSP Team Managers will have review the data from the aforementioned metrics at the Quarterly Program Assessment. Pertinent information will be sent to the Chief of Police or Chief of Police designee. The following metrics will be collected on a quarterly basis: • Change in turnover rates- The Police Pension Unit will supply this data to the PSP. The data will be analyzed to determine if this is a gap retirement (where an employee gives 7-9 years of notice per City of Miami policy) or an immediate on the spot retirement, which may indicate an underlying issue that must be addressed. • Change in rates of sick leave taken for nonphysical ailments and Change in rates of sick leave taken for physical ailments - The PSP will gather this data from the Police Payroll Unit. The following metrics will be gathered from the Internal Affairs Unit. This data will be collected every 6 months. • Change in rates of use of force • Change in rate of non—use of force internally investigated incidents (e.g., officers/deputies accused of committing criminal offenses or policy violations) • Change in rates of citizen complaints The following data will be collected from personnel surveys developed, distributed, and collected by the Peer Support Program. Personnel surveys will be sent out once every six months. • Internal survey(s) of job satisfaction • Internal survey(s) of work -related stress Community surveys will be distributed once every 6 months by the Commander in each of MPD's three police precincts- North, South and Central. Commanders have community sessions once a month. • Community survey(s) of topics such as trust in or satisfaction with the Agency. 30 City of Miami Police Peer Program Expansion Project TIMELINE YEAR 1: October 1, 2021 — September 30, 2022 Activities Milestones Quarter Responsible Staff/Parties Grant Award Notification and grant contract review by Miami City Commission. 1.Grant award and contract approved by Miami City Commission to begin project activities. 2.Executed contract with funder. 1 City of Miami: Commissioners, City Manager, Legal Dept., Risk Mgmt., Grants Dept. and MPD. 1.MPD PSP Expansion Initial Project Valuation. 2.Quarterly Program Assessment (quarterly recurring event in Year 1 and Year 2) 1.Project Planning and Policy Development Plan for fidelity to PSP model. 2.Design Data Collection and reporting processes and protocols. 3.Quarterly Program Assessment begins for : analysis of data, identification of gaps in service, development of strategies. 1-4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, Select Veteran PSP Team Members, Office of the Chief (when applicable) Procurement of project products and services. Contingent on approval of executed award contract, MPD can begin the following: 1.Cordico Mobile App service contract is executed. 2. Service contract for 40- Hour Peer Certified Training Courses for up to 60 MPD personnel is executed. 1 City of Miami Police Department: PSP Coordinator, PSP Team Managers, Field Training Officers Present an Introduction to Mental Health Awareness/Peer Support Program to Police Recruit Academy class and Introduction to Community Policing Strategy. 1. Attend a minimum of 2 Officer recruit classes. 2.SARA model guidelines training information is established as part of class curriculum for all incoming recruit classes to increase skills and abilities of officers to implement community policing strategies. 3.Increase of Peer Support Program contacts with newly recruited officers. 1-4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, Field Training Officers Department -wide: PSP services will be promoted, announcement of project enhancements and distribution of mental health and wellness related information. 1. Attend minimum of 3 roll calls a month for all City of Miami Police districts — North, South and Central. 2.Increase number of Peer Support Program contacts at roll calls. 1-4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, Police District Commanders (North, South and Central) 1IPage City of Miami Police Peer Program Expansion Project TIMELINE Field Training Officers enlisted to distribute mental health and wellness information to their probationary officers. 1.Critical Incident Stress Management brochure, COP Line brochure, Chaplaincy Detail and Peer Support Program information is delivered to probationary officers. 2.Increase of Peer Support Program contacts with probationary officers. 1-4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, Field Training Officers 40-Hour Certified Peer Support Training Curriculum Review. 1.40-Hour PSP Certification Training curriculum is approved as meeting requirements of COPS Office Curriculum Standards and Review Process 2 City of Miami Police Department: PSP Coordinator , COPS Office: Program Manager Lieutenants and Sergeants will be educated on common trauma red flags to look out for among their officers. 1. Increase Critical Incident Debriefings with Lieutenants and Sergeants at roll calls. 2. Increase PSP services to officers involved in critical incidents 2-4 City of Miami Police Department: PSP Team Managers Cordico Mobile App Customization to include PSP Team Contacts; account set up for PSP Coordinator, Team Managers and Team Members; integration of local resources. 1. Cordico App is ready to go live. 2 City of Miami Police Department: PSP Coordinator, PSP Team Managers Cordico Inc.: Cordico App Account Manager Outreach to employees on bereavement, FMLA and disability leave. 1. Increase of Peer Support Program contacts with MPD personnel on leave. 3-4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, PSP Team Members Cordico Mobile App Train the trainer course 1.PSP Management Team will be trained on Cordico Mobile App management, user interface and reporting tools. 3 City of Miami Police Department: PSP Coordinator, PSP Team Managers Cordico Inc.: Cordico App Account Manager Personnel Survey developed to measure job -related stress, job satisfaction and gage outstanding personnel needs. 1. Personnel Surveys distributed every six months. 3 City of Miami Police Department: PSP Coordinator, PSP Team Managers 2IPage City of Miami Police Peer Program Expansion Project TIMELINE Cordico mobile app Training for PSP Team Members. 1.43 PSP Team Members complete training on Cordico mobile app. 4 City of Miami Police Department: PSP Coordinator, PSP Team Managers Creation of Cordico App tutorial. 1.App tutorial video distributed via department -wide email and linked to MPD personnel resources web page. 4 City of Miami Police Department: PSP Team Managers, Social Media Unit PSP Team Members call for applications. 1.First cohort of 30 MPD Personnel are recruited for 40-Hour Certified Peer Support Training. 4 City of Miami Police Department: PSP Coordinator, PSP Team Managers End of Year Review 1.Updates to project strategy, if applicable. 2.Changes to PSP departmental orders will be considered and recommended to the Office of the Chief. 4 City of Miami Police Department: PSP Coordinator, PSP Team Managers, select veteran PSP Team Members, Office of the Chief (if applicable) YEAR 2: October 1, 2022-September 30, 2023 Activities Milestones Quarter Responsible Staff/Parties Community outreach and community feedback surveys.(bi- yearly recurring event until end of project period) 1.Commanders from each police district (North, South, Central) will announce PSP Project Expansion and project updates at monthly community meetings. 2.Community feedback surveys collected once a month to gage law enforcement and resident relationship. 1-4 City of Miami Police Department: PSP Coordinator , District Commanders Cordico Mobile App training via centralized rollcall, to include A,B, and C shifts. 1.Department-wide training of MPD personnel on Cordico Mobile App. 1 City of Miami Police Department: PSP Coordinator, PSP Team Managers Wage City of Miami Police Peer Program Expansion Project TIMELINE 40-Hour Peer Certification Training for first training cohort 1.30 new PSP Team Members certified as peer counselors. 2. Number of PSP Team Members increases from 43 to 73. 1 City of Miami Police Department: PSP Coordinator, PSP Team Managers Nicoletti-Flater & Associates: 3 Trainer Consultants PSP Team Members call for applications. 1.Second cohort of 30 MPD Personnel are recruited for 40-Hour Certified Peer Support Training. 1 City of Miami Police Department: PSP Coordinator, PSP Team Managers 40-Hour Peer Certification Training for second training cohort 1.30 new PSP Team Members certified as peer counselors. 2. Number of PSP Team Members increases from 73 to 103. 3 City of Miami Police Department: PSP Coordinator, PSP Team Managers Nicoletti-Flater & Associates: 3 Trainer Consultants Year 2- End of Year Review/Project Close-out. 1. Final Analysis Report presented to Office of the Chief and outlying police agencies. 2. Establish Sustainability strategies, best practices, identification of continued gaps in services and overall project assessment. 4 City of Miami Police Department: PSP Coordinator, PSP Team Managers Wage City of Miami Police Peer Program Expansion Project Budget Narrative Budget - Year 1 A. Personnel - N/A B. Fringe Benefits - N/A C. Travel: Federal - N/A D. Equipment - N/A E. Supplies - N/A F. Construction - N/A G. Subwards (Subgrants) - N/A H. Procurement Contracts: Federal 1. Cordico Mobile App Annual Subscription- $50,000.00 - Annual subscription of $50,000 per year invoiced when app development begins. Annual subscription fee covers all costs related to the app including build, design, licensing, maintenance, train -the -trainer tutorial and ongoing updates. The Miami Police Department Wellness App will be available for unlimited use to MPD sworn and non -sworn personnel, MPD retirees, probationary officers working with MPD, and spouses /immediate family of MPD personnel. Per the guidelines for the LEMHWA solicitation "All sole source procurements of goods and services (those not awarded competitively) in excess of $250,000 require prior approval from the COPS Office." The Cordico Mobile App annual subscription is not in excess of $250,000, coming in at a cost of $50,000 in Year 1 and $50,000 for Year 2, at a total project cost of $100,000. MPD made the decision to procure the services of the Cordico mobile app after completing demos of similar mental health and wellness apps in the market. The other alternatives contained less resources, were less comprehensive in their function and would have required seeking supplemental services elsewhere at an additional cost. The Cordico is more established, had more embedded resources and met the functionality needs of the Peer Support Program. Additionally, the Cordico App gives exclusive access to training videos from Dr. Kevin Gilmartin, who is a world-renowned specialist in emotional survival for law enforcement.. His expertise is highly sought in law enforcement. The fact that he's retiring and Cordico will be one of the rare avenues to have access to his information was also a consideration with selecting the Cordico app. This will be a customized mobile wellness app branded for the City of Miami Police Department. Customization takes approximately 4-6 weeks. Cordico will own the app and the underlying technology and will provide the customized mobile wellness app to MPD. The Peer Support Management Team (Coordinator and Team Mangers) will provide Cordico with the necessary image files, contact information, and additional input necessary to complete the app in a timely manner. The app shall contain a variety of content and features, including, but not limited to: 1 City of Miami Police Peer Program Expansion Project Budget Narrative ▪ Miami Police Department -Branded App ▪ Miami Police Department -Customized App ▪ Apple iOS + Android Compatible - Confidential Access ▪ Private App Deployment • Admin Portal Access ▪ Adverse Childhood Experiences - Alcohol Abuse • Anger Management ▪ Anxiety, Panic Attacks, and Worry - Behavioral Health Tools ▪ Brain Health and Cognitive Strength ▪ Chaplain Support (as applicable) ▪ Compassion Fatigue - Critical Incidents ▪ Depression - Emotional Health ▪ Emotional Survival (Dr. Gilmartin) Overview ▪ Family Support - Financial Fitness for Law Enforcement ▪ Goal -Setting and Achievement - Grief and Loss ▪ Healthy Habits ▪ ICAC Coping and Resiliency Strategies ▪ Injury Prevention ▪ Local Resources (as applicable) ▪ Major Life Events • Marriage Support ▪ Mental Toughness I. Other Costs — N/A J. Indirect Costs — N/A Year 1— Federal Total: $50,000 Year 1 — Non Federal Total: $0 Year 1 — Total: $50,000 2 - Mindfulness for Law Enforcement • Mobile One -Touch Calling ▪ New Hire: Keys to Maintaining Wellness • Nutrition for Law Enforcement - Officer Wellness Tools • Parenting Tips for Law Enforcement - Peak Performance - Peer Support • Physical Fitness for Law Enforcement - Posttraumatic Stress • Psychological First Aid ▪ Push Notifications (Optional) ▪ Relationship Success ▪ Resilience Development • Retirement: Getting Prepared - Self -Care Checklists ▪ Sleep Optimization ▪ Stress Management • Stress Response - Suicide Prevention - Supporting Children Who Fear for Your Safety ▪ Teletherapy Portal w/HIPAA Encryption (Optional) Therapist Finder + Geo-Mapping (Optional) • Trauma ▪ Wellness Push Notifications (Optional) ▪ Wellness Self -Assessment Tools • Wellness + Technology Updates • Wellness Videos ▪ Work -Life Balance Total = $50.000.00 City of Miami Police Peer Program Expansion Project Budget Narrative Budget - Year 2 A. Personnel - N/A B. Fringe Benefits - N/A C. Travel: Federal - N/A D. Equipment - N/A E. Supplies - N/A F. Construction - N/A G. Subwards (Subgrants) - N/A H. Procurement Contracts: Federal I. Cordico Mobile App Annual Subscription- $50,000.00 - Annual subscription of $50,000 per year invoiced when app development begins. Annual subscription fee covers all costs related to the app including build, design, licensing, maintenance, train -the -trainer tutorial and ongoing updates. The Miami Police Department Wellness App will be available for unlimited use to MPD sworn and non -sworn personnel, MPD retirees, probationary officers working with MPD, and spouses /immediate family of MPD personnel. Per the guidelines for the LEMHWA solicitation "All sole source procurements of goods and services (those not awarded competitively) in excess of $250,000 require prior approval from the COPS Office." The Cordico Mobile App annual subscription is not in excess of $250,000, coming in at a cost of $50,000 in Year 1 and $50,000 for Year 2, at a total project cost of $100,000. MPD made the decision to procure the services of the Cordico mobile app after completing demos of similar mental health and wellness apps in the market. The other alternatives contained less resources, were less comprehensive in their function and would have required seeking supplemental services elsewhere at an additional cost. The Cordico is more established, had more embedded resources and met the functionality needs of the Peer Support Program. Additionally, the Cordico App gives exclusive access to training videos from Dr. Kevin Gilmartin, who is a world-renowned specialist in emotional survival for law enforcement. His expertise is highly sought in law enforcement. The fact that he's retiring and Cordico will be one of the rare avenues to have access to his information was also a consideration with selecting the Cordico app. This will be a customized mobile wellness app branded for the City of Miami Police Department. Cordico will own the app and the underlying technology and will provide the customized mobile wellness app to MPD. The Peer Support Management Team (Coordinator and Team Mangers) will provide Cordico with the necessary image files, contact information, and additional input necessary to complete the app in a timely manner. The app shall contain a variety of content and features, including, but not limited to: 3 City of Miami Police Peer Program Expansion Project Budget Narrative ▪ Miami Police Department -Branded App ▪ Miami Police Department -Customized App ▪ Apple iOS + Android Compatible - Confidential Access ▪ Private App Deployment ▪ Admin Portal Access • Adverse Childhood Experiences - Alcohol Abuse ▪ Anger Management ▪ Anxiety, Panic Attacks, and Worry - Behavioral Health Tools ▪ Brain Health and Cognitive Strength ▪ Chaplain Support (as applicable) - Compassion Fatigue - Critical Incidents - Depression - Emotional Health ▪ Emotional Survival (Dr. Gilmartin) Overview ▪ Family Support - Financial Fitness for Law Enforcement ▪ Goal -Setting and Achievement - Grief and Loss ▪ Healthy Habits • ICAC Coping and Resiliency Strategies - Injury Prevention ▪ Local Resources (as applicable) ▪ Major Life Events • Marriage Support ▪ Mental Toughness - Mindfulness for Law Enforcement ▪ Mobile One -Touch Calling • New Hire: Keys to Maintaining Wellness - Nutrition for Law Enforcement - Officer Wellness Tools ▪ Parenting Tips for Law Enforcement - Peak Performance ▪ Peer Support ▪ Physical Fitness for Law Enforcement - Posttraumatic Stress • Psychological First Aid ▪ Push Notifications (Optional) ▪ Relationship Success ▪ Resilience Development ▪ Retirement: Getting Prepared - Self -Care Checklists ▪ Sleep Optimization ▪ Stress Management ▪ Stress Response - Suicide Prevention ▪ Supporting Children Who Fear for Your Safety ▪ Teletherapy Portal w/HIPAA Encryption (Optional) - Therapist Finder + Geo-Mapping (Optional) - Trauma ▪ Wellness Push Notifications (Optional) - Wellness Self -Assessment Tools ▪ Wellness + Technology Updates - Wellness Videos - Work -Life Balance Total = $50,000.00 2.40 Hour Peer Support (PS) Training (1st Quarter)- $6,200.00 - Nicoletti-Flater Associates (N- FA), PLLP will provide a 40-Hour Certified Peer Support Training Course. Training fee is for three (3) Instructors who will provide 5 days of training (Monday -Friday), 8 hours a day to 30 new Peer Support Program Team Members. The Instructors are licensed Police Public Safety Psychologists. This training is to take place in the 1st Quarter of Year 2 for the first training cohort. The consultant rate is approximately $413.33 per Instructor per day. $413.33 x 3 Instructors x 5 days= $6,200. PSP Team Members trainees will be comprised of sworn and non -sworn personnel who qualified for training during the open call for PSP applications. If not all 30 training slots are filled, up to 5 slots will be offered to Miami Beach Police Department. Miami Beach PD Peer Support Program will choose who in their police department receives the training. 4 City of Miami Police Peer Program Expansion Project Budget Narrative Per the LEMWHA solicitation guidelines: "All sole source procurements of goods and services (those not awarded competitively) in excess of $250,000 require prior approval from the COPS Office." Services provided by N-FA will not be in excess of $250,000. N-FA previously provided the training for the PSP Coordinator, PSP Team Managers and the current 43 PSP Team Members (peer counselors), ensuring that all PSP Team Members have the same quality and depth of knowledge in peer counseling. TRAINING OVERVIEW: The peer support training is provided over a five day 40 hour period and divided into three deliverables that would include: • Introduction, basic considerations, and program development issues • Core Competencies • Situational based role playing and evaluation During the first-class attendees will complete a pre -training assessment exam that will include real examples of peer support encounters within a law enforcement occupation. The assessments will be reviewed, and the attendees will each receive individual feedback on their responses. The attendees will also be provided with the course manual. The lecture portion in the first section will include topics such as peer support program missions and goals. In the section the attendees will be provided with the necessary steps in program development and functioning such as legal and ethical issues, confidentiality and its limitations, policy, and procedure development. In addition, the roles of the Peer Support Program Coordinator, PSP Team Managers and PSP Team Members will also be provided and discussed. The second section will include the core competencies for functioning in a peer support capacity. The additional topics to be covered include: • Stress Management • Critical Incident and Extreme Event Trauma and PTSD • Trauma Contamination, Trauma Symptoms and Trauma Mitigation • Origins and categories of disorders and problems • Suicide • Alcohol abuse and other dependency issues • Grief and loss • Family, children, and adolescent issues • High risk relationships • Death Notification and Hospital Liaison • Anger management 5 City of Miami Police Peer Program Expansion Project Budget Narrative Total = S6,200.00 3. 30 Peer Support Training Manuals (1st Quarter)- $360.00 — Training manuals will be distributed to each of the 30 participants in the first training cohort to occur in the 1st quarter of Year 2. The cost is approximately $12 per training manual. $12 x 30 training manuals= $360. PSP trainees will need these course materials to complete exercises in each of the training topics. At the end of the training, PSP Team Members will be allowed to keep their completed training manuals. Total = $360.00 4. 40 Hour Peer Support (PS) Training (3rd Quarter)- $6,200.00 - Nicoletti-Flater Associates (N-FA), PLLP will provide a 40-Hour Certified Peer Support Training Course. Training fee is for three (3) Instructors who will provide 5 days of training (Monday -Friday), 8 hours a day to 30 new Peer Support Program Team Members. The Instructors are licensed Police Public Safety Psychologists. This training is to take place in the 3rd Quarter of Year 2 for the second training cohort. The consultant rate is approximately $413.33 per Instructor per day. $413.33 x 3 Instructors x 5 days= $6,2000. PSP Team Member trainees will be comprised of sworn and non -sworn personnel who qualified for training during the open call for PSP applications. If not all 30 training slots are filled, up to 5 slots will be offered to Miami Beach Police Department. Miami Beach PD Peer Support Program will choose who in their police department receives the training. Per the LEMWHA solicitation guidelines: "All sole source procurements of goods and services (those not awarded competitively) in excess of $250,000 require prior approval from the COPS Office." Services provided by N-FA will not be in excess of $250,000. N-FA previously provided the training for the PSP Coordinator, PSP Team Managers and the current 43 PSP Team Members (peer counselors), ensuring that all PSP Team Members have the same quality and depth of knowledge in peer counseling. TRAINING OVERVIEW: The peer support training is provided over a five day 40 hour period and divided into three deliverables that would include: • Introduction, basic considerations, and program development issues • Core Competencies • Situational based role playing and evaluation During the first-class attendees will complete a pre -training assessment exam that will include real examples of peer support encounters within a law enforcement occupation. The assessments will be reviewed, and the attendees will each receive individual feedback on their responses. The attendees will also be provided with the course manual. The lecture portion in the first section will include topics such as peer support program missions and goals. In the section the attendees will be provided with the necessary steps in program development and functioning 6 City of Miami Police Peer Program Expansion Project Budget Narrative such as legal and ethical issues, confidentiality and its limitations, policy, and procedure development. In addition, the roles of the Peer Support Program Coordinator, PSP Team Managers and PSP Team Members will also be provided and discussed. The second section will include the core competencies for functioning in a peer support capacity. The additional topics to be covered include: • Stress Management • Critical Incident and Extreme Event Trauma and PTSD • Trauma Contamination, Trauma Symptoms and Trauma Mitigation • Origins and categories of disorders and problems • Suicide • Alcohol abuse and other dependency issues • Grief and loss • Family, children, and adolescent issues • High risk relationships • Death Notification and Hospital Liaison • Anger management Total = $6,200.00 5. 30 Peer Support Training Manuals (1st Quarter)- $360.00 — Training manuals will be distributed to each of the 30 participants in the first training cohort to occur in the 3rd quarter of Year 2. The cost is approximately $12 per training manual. $12 x 30 training manuals= $360. PSP trainees will need these course materials to complete exercises in each of the training topics. At the end of the training, PSP Team Members will be allowed to keep their completed training manuals. Total = $360.00 H. Procurement Contracts: Consultants Travel 1. In Quarter Travel - $5,574 - Nicoletti-Flater Associates (N-FA), PLLP will fly out three Instructor psychologists to Miami from their office's home base of Colorado. The Instructors will administer 40-Hour Certified Peer Support Training over a 5-day period for 8 hours a day in the 1st Quarter of Year 2. Meal and lodging rates per Instructor are based on City of Miami Police Department travel policy. Round-trip airfare per Instructor is based on standard coach airfare from Denver, CO to Miami, FL. 1 a. Transportation: Round-trip airfare constitutes $300.00 x 3 Instructors = $900 lb. Lodging: 5-night hotel stay for each of the 3 Instructors. $186.00 per night x 5 nights x 3 Instructors = $2,790 1 c. Meals: Breakfast- $26, Lunch- $24 and Dinner-$49 for a total of $99 per diem rate. Five (5) days x per diem rate $99.00 x 3 Instructors = $1,485.00 7 City of Miami Police Peer Program Expansion Project Budget Narrative 1 d. Local Travel: Local travel to -and -from airport and lodging, and from lodging to City of Miami Police Department training site. An allocation of $26.60 per day will be given to each of the Instructors. $26.60 x 5 days x 3 Instructors = $399 2. 3'' Quarter Travel - $5,574 - Nicoletti-Flater Associates (N-FA), PLLP will fly out three Instructor psychologists to Miami from their office's home base of Colorado. The Instructors will administer 40-Hour Certified Peer Support Training over a 5-day period for 8 hours a day in the 1st Quarter of Year 2. Meal and lodging rates per Instructor are based on City of Miami Police Department travel policy. Round-trip airfare per Instructor is based on standard coach airfare from Denver, CO to Miami, FL. 2a. Transportation: Round-trip airfare constitutes $300.00 x 3 Instructors = $900 2b. Lodging: 5-night hotel stay for each of the 3 Instructors. $186.00 per night x 5 nights x 3 Instructors = $2,790 3c. Meals: Breakfast- $26, Lunch- $24 and Dinner-$49 for a total of $99 per diem rate. Five (5) days x per diem rate $99.00 x 3 Instructors = $1,485.00 3d. Local Travel: Local travel to -and -from airport and lodging, and from lodging to City of Miami Police Department training site. An allocation of $26.60 per day will be given to each of the Instructors. $26.60 x 5 days x 3 Instructors = $399 I. Other Costs — N/A J. Indirect Costs — N/A Year 2 — Federal Total: $74,268 Year 2 — Non Federal Total: $0 Year 2 — Total: $74,268 Total = $11,148 Year 1 and Year 2 Budget Total: Federal Total: $124,268 Non -Federal Total: $0 8