Title IX Implementation
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 | 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 |