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Title IX Task Force

11.28.22 - Task Force Update

Ongoing Discussions 

1. Campus Culture/Prevention/Education

Training: 

  • Accountability training (safebae) (respondent training inclusive in all training)

Campus safety: 

  • Lighting issues, law enforcement escorts, blue lights
  • Marketing campaign
  • Reporting (fixing lights that are out or adding lighting where not existent) 

2. Structure

Case managers: 

  • triage and follow-up, can stay throughout the process, as requested
  • provide resources for alternative dispute resolutions (e.g., mediation, RJ, etc.) 

Investigators:

  • Regional with some expertise to a few campuses 

Caveat to structure: 

  • additional staffing may be needed depending upon demand and case load to ensure ability for timely response, investigation, and resolution. 

3. Process

 Timing: 

  • Compelling faculty off-contract to participate in the process
  • Discussions with CFA about requiring participation at hourly rate equivalent for Title IX/DHR matters. 

Informal Reporting Process: 

  • Concerned about several issues pertaining to the ambassador discussion (e.g., privacy,
  • Recognition that there is a need to have an informal process to share concerns outside of the formal Title IX/DHR
  • Suggestion for a few options:
    • SAS can serve as a point of contact
    • Expansion of Empathia in collaboration with new Wellness program to be able to have a M-F campus presence rather than just a few days/week
    • Marketing of Empathia as a program and services provided (e.g., counseling, conflict resolution, and mediation, to name a few) as well as the 24/7 hotline services
    • Independent from Fresno State, not mandated reporters, not part of campus, will not trigger the formal process
    • CO reporting hotline (for those who do not even want an on-campus option for concerns about who will know)  
    • Report to anyone because we are all identified as a Responsible Employee
    • Additional training is needed for all regarding the roles/responsibilities of being a Responsible Employee 

Student Support Line (24/7) Discussion: 

  • Need for a 24/7 space for students to contact on all matters (e.g., physical/mental health, counseling, Title IX/DHR, unprofessional conduct, etc.) rather than having multiple hotlines
  • One number with push options (e.g., 1= medical, 2 = Title IX/DHR, 3 = Counseling, 4 = Let’s Talk, 0 = Operator for all other matters to be triaged as appropriate)
  • Operator must have training in crisis to ensure that they can assist with emergency calls that may come in
  •  What happens with students who are concerned about talking to someone on-campus?
  • Website with resources 

Restorative Justice: 

  • Provide this option at intake (can’t be compelled) with the case manager to help repair the relationship if they are in the same department/college to be good colleagues with one another with a more compassionate approach to explore alternative dispute resolution. This can be made available via EAP.
  • Coach (confidential) to provide resources and assistance in dealing with being a respondent, provide some mediation, RJ

4. Policy 

Organizational Excellence (backfill positions)

  • Employee mentor program
  • Work with Allied program to support all employee mentor programs 

5. Assessment

Campus Cultural Audit (3rd party):

  • Look at a variety of issues in terms of structure, policy, 5 year reviews, student evaluations, reward systems, compensation, equity,
  • Needs to address identified issues within the CBAs
  • Assessment focus to determine measurable action items, assessment, monitoring progress, toward moving the needle 

6. Systemwide

  • Review of Evidence (assess the number of rounds of review of evidence process) 

7. Implementation

  • Manage the change process (one or multiple people)
  • Temporary appointment
  • Temporary re-assignment for a campus person to do this as their FT job
    • Well-respected in the campus community
    • Concerns about campus trust in this person
  • Careful consideration of the change agent to ensure that the progress will not get stalled
  • Work with the various Title IX/DHR, OFA, SAS, and other offices, as well as the Office of the President to expanding resources, ensure that hiring is completed, and recommendations are implemented
  • Project manager who is not affiliated with the university who is hired on-contract for 1-2 years
  • Will need to work with OIE regarding assessment to determine that what we are implementing is working and if not, to determine next steps 

Recommendations Report

  • Background
  • Timeline and Scope of Work
  • Recommendation Themes 
    • Campus Climate and Culture
    • Structure
    • Process
    • Policy
    • Assessment
    • Systemwide
    • Implementation 

Listening Sessions

  • AALT (completed)
  • DOSEM MPPs (completed)
  • Faculty Voice (completed)
  • LGBTQ+ Voice (completed)
  • Staff Voice (completed)
  • Student Voice (completed)
  • Women of Color Coalition (completed)
  • Asian Faculty Staff Association (scheduling)
  • Black Faculty Staff Association (scheduling)

Timeline for Implementation

Project Timeline
Project Projected Timeline
Title IX/DHR Merge  December 2022
New Survivor Advocate  January 2023
Syllabus Template Fall 2023 
Compliance 1 year 
Climate Survey  1 year 
Intake Process 1 year 
Comprehensive In-person Trainings  1 year 
Chairs/Deans Training  1 year 
TS Assistance with Websites 1 year 
Hiring (8 positions) 2 years 
Policy Updates 2 years 
Title IX Webinar  2 years 
Curriculum Development  2 years 
Marketing/Social Media Campaign  2 years