麻豆传媒

Responding to Other Conduct of Concern

The plan put forth by the CSU Channel Islands Implementation Team addresses behavior that may not necessarily fall under protected status of discrimination or harassment but could still disrupt the learning, living, or working environment and violate other University policies as outlined on the CSU Channel Islands Cozen O鈥機onnor report page 32. The initial phase entails creating a set of communal agreements that establishes expectations for how members of the CSU Channel Islands community should treat one another. Additionally, the development of conflict resolution mechanisms, restorative approaches for remedial actions regarding culture and climate, targeted prevention and education programming, and ongoing management of issues of concern will be focused on.

Tasks

1. In conjunction with the Chancellor鈥檚 Office and CSU鈥檚 Office of General Counsel, develop a written policy, document, or statement by senior leadership to establish expectations, guidelines, and/or definitions of conduct.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 1/15/2025
    • Notes: The Chancellor鈥檚 office published in January 2025, 鈥淥ther Conduct of Concern: Systemwide Guidance鈥 for the CSU system. 麻豆传媒 has implemented this guidance and incorporated it into our OCC response.

2. Reinforce CSU values and expectations about respect, tolerance, and professionalism through programming and opportunities for in-person engagement.

 

Completed

  • Priority Level: N/A
    Anticipated Project Completion: 1/15/2025
    Notes: The OCC Committee conducted four informational meetings with supervisors and staff members in Spring 2025 regarding the OCC guidance. This information underscores the definition of OCC, its impact on our community, and what future responses and support for OCC will entail.

3. Strengthen and expand available competencies regarding conflict resolution, navigating interpersonal conflict, restorative justice, and other forms of remedial responses.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 1/15/2025
    • Notes: The OCC committee planned two training sessions for Summer 2025 for all MPPs on how to respond to OCC when they receive an OCC report. These trainings will include conflict resolution options and other forms of remedial responses.

3-1. Strengthen traditional employee relations functions within human resources to assist in responding to concerns involving faculty and staff.

 

Ongoing

    • Priority Level: 1
    • Anticipated Project Completion: 1/15/2025
    • Notes: The OCC Committee will collaborate with Human Resources to provide training for MPPs on responding to OCC reports.

3-2. Strengthen competencies of managers, supervisors, deans and department chairs by providing expanded training and professional development to meet the needs of assigned roles.

 

Ongoing

    • Priority Level: 1
    • Anticipated Project Completion: N/A
    • Notes: The OCC Committee will collaborate with Human Resources to host training for MPPs on responding to OCC reports, as well as provide timely support in this area.

3-3.Consider the need for additional personnel, such as an Ombuds or a conflict resolution professional, including those with expertise in restorative justice and mediation.

 

Completed

    • Priority Level: N/A
    • Anticipated Project Completion: N/A
    • Notes: We opened an Ombuds office at 麻豆传媒 in 2019. Unfortunately, given the enrollment and budgetary challenges we are facing, difficult decisions about the allocation of precious resources are necessary. The ROI for campus climate created through generation of traffic to the Ombuds office was insufficient to justify continued provision of this service. Fortunately, 麻豆传媒鈥檚 new Executive Director of Title IX and DHR Administrator (a member of the OCC Team convened in Sum24) brings deep skills as a restorative justice coordinator, facilitator of structured conversations, and restorative justice/mediator who can lead parties involved in OCC complaints in creating agreements and finding resolutions.

3-4. Develop communications competencies to embrace the tension of difficult issues including the intersections of speech in the contexts of politically and socially-charged events and issues.

 

Completed

    • Priority Level: N/A
    • Anticipated Project Completion: N/A
    • Notes: OCC worked with the University Response Team (URT) which is charged with overseeing the new systemwide Time Place & Manner Policy. The URT published a new TPM brochure to support the campus鈥檚 competency in navigating disagreements while upholding First Amendment rights and academic freedom. Through a variety of professional development experiences (e.g., Difficult Dialogues, Election Exhale, and UndocuAlly Training), faculty, staff, and administrators had opportunities to learn about the intersections of free speech and socially charged issues.

3-5. Communicate the new and available conflict resolution suite of resources through web content, annual training, and awareness campaigns.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 1/15/2025
    • Notes: OCC created and published a website with information regarding training opportunities and awareness campaigns. The website will be updated annually with resources from the trainings offered and informational conflict resolution resources.

3-6. Invest in education and training about conflict resolution.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 1/15/2025
    • Notes: Through Difficult Dialogues training with CSU East Bay in Fall 2024 and again in Spring 2025, faculty, staff, and administrators had opportunities to receive education on conflict resolution.

4. Create a centralized reporting mechanism that includes online and anonymous reporting options.

 

Completed

    • Priority Level: 2
    • Anticipated Project Completion: 12/20/2024
    • Notes: Will utilize existing Maxient reporting form that will allow for anonymous reporting.

4.1 Ensure that the landing page for the anonymous reporting option includes appropriate caveats about the university's limited ability to respond to an anonymous report.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 12/20/2024
    • Notes: Will utilize existing Maxient reporting form that will allow for anonymous reporting.

5. Build a triage model/review process to ensure that all reports are assessed by Title IX and DHR professionals (and a subset of the Title IX/DHR MDT) and evaluate potential avenues for resolution.

 

Completed

    • Priority Level: 1
    • Anticipated Project Completion: 12/15/2025
    • Notes: The MDT-BIT and CARE teams convene when appropriate regarding these cases. The Title IX & Inclusion office confers with Conduct, OGC, and HR as cases come up and refer accordingly.

6. The reporting and resolution processes must ensure sufficient documentation system to track responsiveness, patterns, and trends.

 

Completed

    • Priority Level: N/A
    • Anticipated Project Completion: N/A
    • Notes: ED-TIX will meet on a biweekly basis with General Counsel and CO TIX Liaison, with Chief of Staff brought in as needed for institutional questions/issues. We are creating an investigation report template and getting this template approved by the CO office to ensure consistency in writing and deliverables to parties.

7. This information should be tracked and analyzed on an annual basis at minimum to inform the need for remedial actions regarding culture and climate, targeted prevention and education programming, and ongoing issues of concern.

 

Completed

    • Priority Level: N/A
    • Anticipated Project Completion: N/A
    • Notes: OCC has created an internal assessment to review response times, ongoing issues of concern, culture and climate, and to identify targeted prevention and education programing.
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