Method of Suicide for 1980 - 1992 (Total 16)
Breakdown of the method of suicide reflects the following categories:
Gunshot (Service firearm) 9
Gunshot 4
Hanging 1
Carbon Monoxide Poison 1
Subway 1
Observations as to Possible Causes
The author, personally having experienced the loss of an Officer friend to suicide, conducted
interviews with friends, co-workers, family and supervisors in an attempt to establish factors
leading to individual tragedies.
The following factors were found to play a significant role in suicide cases:
○ Alcohol abuse/use played a significant role
○ Traumatic life incident
○ Victims grew up in dysfunctional families leading to an inability to communicate
feelings and emotions
○ Experiencing relationship difficulties
Generally speaking a combination of factors lead to an individual contemplating and carrying out
the act of suicide.
Recommendations (1987)
The author in a December 1987 report stated: "It is quite obvious that our 1986-87 suicide
situation (6) is causing great concern. One only has to compare it to other law enforcement
agencies and private sector companies. My recommendations are as follows:
1.Evaluate present psychological testing and screening methods for recruits and supervisors.
2.Evaluate training at C.O. Bick College in the areas of assertiveness, coping with anger, stress
management and maintaining relationships.
3.Evaluate the need for orienting the member's family to police work and it's stressors.
4.Evaluate the need for a comprehensive Wellness and Health Promotion Program.
5.Evaluate our present Employee Assistance Program.
6.Evaluate the need for research and study as to the stressors and problems related to the physical
and emotional well being of the MTPF.
7.Formation of a committee to address common issues that have established themselves as
patterns in many disciplines. Committee members could be drawn form EAP, Trials Office,
Complaint Bureau, Internal Affairs, C.O. Bick College, Peer Counsellor Program, Medical
Bureau, Employment Office, Metropolitan Toronto Police Association and outside consultants
utilized by EAP.
Present Factors in Suicide Prevention
The Toronto Police Service has not had an officer commit suicide since June 1992. In preparing
this paper, the author examined what factors and work environment changes contributed to this
pleasant reality and offers the following observations:
Change in Organizational Culture
1.The historical culture within the Toronto Police Service, which depicted tough police officers
that could not show emotion and where accessing counseling services was frowned upon has
changed significantly. The positive change occurred because of all or some of the following
reasons: peer pressure; a new generation of officer who recognizes the emotional hazards of
modern day policing; family intervention; a police association which actively promotes the
proactive well being of their membership; and enlightened management practices.
2.The Chief of Police autographed the book "To Love a Cop" by Dr. Ellen Kirschman,
Psychologist, and personally presented the book to all recruits and newly promoted Sergeants.
3.The Chief of Police reflected in his Goals and Objectives, his priority of development and
implementing a sustainable Wellness/Family Program.
4.The Chief of Police addresses the graduation class of rookie Police Officers, emphasizing the
primary priority of a balanced family life and a personal wellness program.
5.The role of the Police Association cannot be understated. Through their efforts in 1984 a report
titled "Serving Those Who Serve" was commissioned as a jointly funded project with
management. This then formed the basis for the existing Employee and Family Assistance
Program and initiated a recognition of stress management systems within the Service. Two of the
Association Executive Members are active Referral Agents. This visible support ensures that
members and their dependents are comfortable in accessing support services.
Employee and Family Assistance Program Committee
6.Command Officers, the Police Association and the Senior Officers' Organization having
tripartite ownership of the Employee and Family Assistance Program through a committee
structure. Each stakeholder has a vote and veto power, and is committed to the role of actively
participating, endorsing and promoting the program.
7.Committee stakeholders ensure that the Employee and Family Assistance Program is adequately
resourced in terms of staff and funding, while maintaining a high standard of confidentiality and
credibility.
8.The committee has an External Advisor, who as a Community Mental Health Professional,
brings an external knowledge of EAP's and workplace health systems.
Employee and Family Assistance Program (EFAP)
9.The Toronto Police Service, through the EFAP Committee, provides a systematic approach to
stress management. Components of this approach are as follows:
○ Services accessible to all members, pensioners, dependants, auxiliary, life guards,
employees of the Police Association and school crossing guards totaling 30,000+
individuals.
○ Policy statement signed by the stakeholders (Chief of Police, President Toronto
Police Association, President Senior Officers' Organization)
○ Policies and procedures that clearly show that "CONFIDENTIALITY" reflects the
cornerstone of the program.
○ Off-site confidential assessment/referral centre staffed by trained referral agents
consisting of the Director (civilian), Coordinator Referral Agent Program
(civilian), Co-ordinator Critical Incident Stress Management Program (Police
Officer), Co-ordinator Addictions Program (Police Officer), Co-ordinator
Family/Spousal/Bereavement Program (Police Officer), Referral Agent seconded
for development and succession planning purposes and an administrative clerk.
The services can be accessed on a 24 hour, 7 day a week basis.
○ Screened Community Mental Health Professionals predominately Registered
Psychologists who provide the therapeutic component of the process.
○ 50 Referral Agents who provide support to members on a voluntary basis. They
represent a cross section of the membership and job categories.
○ Systematic approach to Critical Incident Stress Management utilizing policy,
trained Debriefing Team, unlimited coverage for trauma therapy and ongoing
educational initiatives.
○ Proactive educational initiatives that promote program awareness, stress
management within specialized units, supervisory education in managing the
problem/troubled member, maintaining the balance in life and critical incident
stress management.
○ Program promotion activities encompass: articles and a monthly ad in the
association magazine "Tour of Duty", comments in the Chief's news-page
"Ten-Four", distribution of brochures, articles and information packages and
extensive program awareness presented at the workplace.
○ Program evaluation through an External Advisor (1994), client evaluation forms
distributed by therapists of EFAP staff, lecture evaluation form distributed and
correlated by presenters, feedback from all segments of the Police Service, EFAP
Committee Members and Family Members.
○ Information about the EFAP services and program utilization is distributed in an
Annual Report to all stakeholders; Referral Agents; Unit Commanders; Chief
Stewards; Community Mental Health Professionals; placed on the Intranet; and
available as a public document.
EFAP Statistics
Medical Advisory Services (MAS)
The MAS provides "fitness for duty" assessments on members for Management who have
concerns based on negative indicators. Members can voluntarily access or be ordered to attend
MAS where three nurses and a part time physician determine whether a member's status
becomes, fit for duty, restricted duty or sick. There exists a mutual working relationship and
professional respect between EFAP and MAS within confidentiality guidelines. Additional
resources over the past several years have enhanced their ability to provide Medical Services.
Other Contributing Initiatives
○ Extensive psychological testing, screening and background checks of recruits.
○ Instructors at the Ontario Police College and Toronto C.O. Bick College are
trained to observe course participants and intervene with members exhibiting signs
of distress.
○ Improved management systems in specialized units and plainclothes squads,
especially guidelines as to length of assignment and educational or psychological
hazards of drug squad and undercover police work.
○ Name of EAP was changed to Employee and Family Assistance Program in
November of 1997 to recognize the importance of families in the lives of Police
Officers, which resulted in a 51% increase in uniform families accessing the
program.
○ A Wellness Program Co-ordinator was selected in January 1999 to develop
proactive initiatives that emphasize the need to maintain a physical and emotional
balance in the lives of police officers and their families.
○ A committee was struck to hire a Police Chaplain to co-ordinate a Toronto Police
Chaplaincy Program that provides spiritual support and to construct a chapel in
headquarters. In the past there had only been an informal program in place.
Summary
The Toronto Police Service in 1999 has established a corporate environment where the
occupational hazards of modern day policing are recognized and a systematic approach to stress
management implemented. Officers and their families have to be assured that the Service cares
about them and provides support services that they have the confidence to access. Through
ongoing proactive educational sessions, officers develop life skill that they can use when the need
arises. Effectiveness of these initiatives rely on the cooperation and commitment between the
stakeholders, stringent confidentiality guidelines and adequate resources being dedicated to the
programs.
Times have changed in the Toronto Police Service. It no longer is acceptable to ignore your own
or someone else's pain. Maturity and professionalism is shown by a member knowing when it is
time to seek out a support contact.
Sources:
Toronto Police Service 1998 Annual Report
Toronto Police Service Records and Information Services (formally R.I.B.)
Statistics Canada Mortality Rates - Suicide 1975-1989 Report
Reports submitted by Jaan Schaer EFAP to the EFAP Committee
EFAP Annual Reports submitted by Jaan Schaer to EFAP Committee
