Committee updates DWI outreach letter; Blue Chip to provide anonymous assessment access for licensees

Committee staff provided an update on a draft outreach letter sent to licensees arrested for DWI that aims to connect those officers with assessment and treatment resources as they resolve criminal cases.

PJ (staff) explained that the letter is designed to encourage early engagement in treatment and to document pathways that can support reduced discipline when appropriate: the letter offers a simple entry point and a list of local providers for follow-up. To remove barriers, BJ Wagner and the Blue Chip program agreed that presenting the commission letter will allow a licensee to obtain a free, anonymous initial screening without requiring agency identification, even if the person has been separated from an agency.

Committee members discussed extending the outreach: Chief Jeff Barnett proposed simultaneously sending a companion letter to the chief law-enforcement executive at the person’s agency so leaders understand what resources are being offered and can better advocate for the employee. Members agreed that a leader-facing letter should outline available tools and referrals and that it would be useful even when an employee has already been separated.

Staff noted this outreach is a reactive complement to proactive wellness initiatives; the committee acknowledged the program will take time to demonstrate measurable effects and that it may be a year or two before cases using the referral process arrive before the commission for informal conferences. PJ said the proportion of licensees arrested for DWI is very small relative to the total license base: ‘‘we have 130,000 licenses… so the raw numbers look like a lot but as a percentage it’s very small,’’ and staff offered to map arrest counts against the total license population for future meetings.

Members asked that the companion letter for agency leaders clarify that this outreach is intended for DWI cases given the specific license implications, though chiefs could adapt the template more broadly for other offenses. The group also discussed workplace barriers — including fitness‑for‑duty concerns and insurance/workers’‑comp interactions — and the importance of leader training so agencies can preserve employment options (light duty) while employees receive resilience or treatment services.

Next steps: staff will finalize the outreach letter, prepare a companion leader‑facing version, and report back as cases that use the referral pathway are recorded. The committee did not take a formal vote on the letter at this meeting; members treated the item as an update and supported continued use and distribution.