and management would have into the program, and concerns about information being held or used against officers and employees.The second question posed to officers and employees asked if they believed the program would be of particular benefit to the officers and employees of the Davison Area Police Departments. Seventy-one percent of those officers and employees, who returned their questionnaires, said the program would be of particular benefit to the officers and employees of the Davison Area Police Departments. Comments that were expressed dealt with officer’s and employee’s willingness to participate in the program freely in openly, the program being beneficial only in limited use, legal concerns regarding confidentiality, concerns regarding the training of the peer supporter, concerns that the peer supporter might overstep his or her role of evaluator and attempt treatment, concerns regarding the departments’ use of the program against officers and employees, and concerns regarding the competence of management and supervision.The third question posed to officers and employees asked if there were services they felt should be included in or would be particularly beneficial to the program. Responses included critical incident debriefing and management, substance abuse counseling, healthy living options (e.g. sleep, exercise and diet), marriage/relationship counseling, inter-department conflict resolution, and job related stress.The fourth question posed to officers and employees asked if there were services they felt should not be included in or would not be particularly beneficial to the program. Responses included any service that could be used against an officer or employee, the exclusion of no service as long as an officer or employee is seeking help and a question of whether or not any area or problem could be considered sacred and not included.The fifth question posed to officers and employees asked if he ...
