The Chancellor’s Workgroup on Sexual Violence Prevention, Education, and Advocacy outlined 24 recommendations in their final report. The chart below outlines the progress on each of the recommendations.
|Chancellor publicly recognizes the important legacy of the Advocacy Center and the tireless work of its former staff.||Chancellor Syverud appreciates and acknowledges the tireless work of the Advocacy Center staff.|
|Institute an effective communications campaign to address gaps in awareness of services available to all members of the campus community: promoting new services, educating people about how they can have their needs met, how they can get involved in helping others.||Presentations, outreach efforts, trainings, promotional materials, and news stories have continued to educate and raise awareness of the services, programs, and campaigns around sexual assault and relationship violence.|
|Update the stickers: they must be placed in the stalls and common areas of every bathroom on campus, and efforts must be made to remove outdated stickers as quickly as possible.||In partnership with Physical Plant, stickers [PDF, 69KB] are replaced in bathrooms on a regular basis. The stickers were updated for 2015-16 based on input from students and to include more information.|
|Increase the visibility of offices and personnel associated with responding to sexual assault and relationship violence, including the SRVR team, Office of Student Assistance, Office of Student Rights and Responsibilities, Department of Public Safety, and Office of Health Promotion.||This is in an on-going effort, but with the robust programming and events, as well as the increased national attention to this issue, we have increased the visibility of these offices by virtue of the discussion.
Additionally, the SRVR team and other offices continue to participate in and host events and programs to introduce themselves to the campus community and explain available resources on campus.
|Communicate University policy about the meaning of affirmative consent.||Given the requirements for institutions of higher education in New York State, the University has adopted the affirmative consent definition mandated in the Enough is Enough legislation. All training and promotional materials have been updated to include this definition.|
|Provide accessible information to faculty, staff, and students about the Student Code of Conduct, Title IX, and other relevant policies. Information should be available on posters in all buildings on campus, including residence halls, and paper copies should be located in all advising offices and residence hall offices.||Efforts to share this information continue, including through email, digital, and printed sources. Students, faculty, and staff can access the Student Code of Conduct through the Office of Student Rights and Responsibilities website, and Title IX information through the Equal Opportunity, Inclusion, and Resolution Services website. We have developed materials to distribute in the residence halls and in other campus locations.|
|The Provost should distribute a memorandum before the start of each semester describing services and resources related to sexual assault and relationship violence, and should provide a Title IX statement for use on every course syllabus.||For review by the incoming Provost.|
|Identify members of the campus community who are considered to be responsible employees under Title IX, and define the scope of this role. Responsible employee education must be expanded to include what is expected of them.||The Office of Equal Opportunity, Inclusion and Resolution Services has worked diligently to ensure that all training materials have been updated to provide greater clarification on the obligations surrounding responsible employees. The office is currently creating Responsible Employee brochures and updating the EOIRS’s website to include Responsible Employee designated section.|
|Require annual training for all University employees and students that extends beyond superficial transmission of information, and that utilizes technologies and multi-media components to provide detailed information about relevant campus resources and policies, including Title IX.||Syracuse University’s Title IX Coordinator conducts presentations with students, faculty, and staff throughout the year. These presentations currently integrate technology and multi-media components.|
|Establish a Chancellor’s task force on sexual assault and relationship violence that reviews services, policies, and programs every semester.||The Chancellor’s Task Force on Sexual and Relationship Violence was formed on April 23, 2015. They held their first meeting on May 1, 2015. Meetings will be on-going each semester to review services, policies, and programs. A website for the Task Force has been launched and can be located here.|
|Institutional support is needed for Title IX training of faculty and staff, investigation, training, and student and employee support. Expand exploration and understanding of the range of current and future interpretations of Title IX requirements, and revise Syracuse University policies if and when that is deemed appropriate.||The University continues to enhance Title IX resources on campus. These enhancements include, but are not limited to, the hiring of new and additional personnel in the Office of Equal Opportunity, Inclusion, and Resolution Services, including a full-time investigator and training specialist. The new Title IX investigator started in December 2015, and the new training specialist will start in spring 2016.
Given new legislation in the state of New York, the University has reviewed and will continue to update applicable policies when appropriate.
|Provide additional staffing and resources for the Counseling Center to support advocacy, therapy, and community collaboration and partnerships.||In process. The Counseling Center welcomed a new staff therapist to the SRVR team this spring.|
|Identify and include culturally relevant approaches and practices that enhance the support of victims and survivors from marginalized identity groups and strengthen efforts to encourage students from these groups to participate in leadership of this work.||The Office of Health Promotion continues to work in collaboration with the LGBT Resource Center, Disability Cultural Center, Office of Multicultural Affairs, and the Slutzker Center for International Services to identify and integrate culturally-relevant approaches. Partnerships for certain events, such as the Survivor Love Letter event and Take Back the Night, allowed for students to participate in leadership of this work.|
|Include among the University’s Counsel a lawyer with sexual assault and Title IX expertise.||In progress – Legal Counsel is continuing to participate in trainings in the areas of sexual assault and Title IX.|
|Develop and implement support groups for student victims and survivors.||In the beginning of the spring 2015 semester, two new student support groups were created. These groups continue to meet. More information about the Counseling Center’s group therapy can be found here.|
|Administer a climate survey across Syracuse University.||Syracuse University contracted with Rankin & Associates to conduct a climate survey, which launched on February 9. Students, faculty, and staff can find more information on the Climate Survey website.|
|Establish a “hub” at 111 Waverly Avenue.||This is under consideration as part of the Campus Framework Fast Forward initiative.|
|Provide resources for the Office of Fraternity and Sorority Affairs, as well as the Department of Athletics, enabling the creation of positions that educate their respective constituencies about issues of sexual assault and relationship violence.||To keep the educational and preventative work centrally-located, the Office of Health Promotion will work with these areas specifically to provide resources and intentionally partner on initiatives.|
|Examine the interpretation of federal and state regulations about sexual assault and relationship violence.||New York State legislation, “Enough is Enough,” has defined affirmative consent, confidentiality and privacy, which align with the University’s interpretation.|
|Strengthen the relationship between Vera House and Syracuse University, through a regularly updated and detailed Memorandum of Understanding (MOU).||The updated MOU was developed and completed on June 30, 2016, between the University and Vera House.|
|Explore the possibility of extending confidentiality to specific faculty and/or staff who complete substantial and specialized training.||After exploration by the sexual and relationship violence coordinating committee, it was determined that confidentiality could not be extended to faculty and staff. However, the University could consider a Deputy Title IX Officer role.|
|Attend to the need for services that address the entire Syracuse University campus community. Human Resources should create services for University employees that work in conjunction with or in addition to those provided for students, and annually provide notice regarding the availability of these services to the University community.||The Title IX coordinator serves students, faculty, and staff when cases related to sexual and relationship violence are reported. Staff and faculty can contact the Title IX coordinator at email@example.com or 315.443.0211 to discuss a concern. Additionally, the Faculty and Staff Assistance Program offers support to faculty and staff members, and can provide resources and referrals for staff and faculty seeking support for sexual and relationship violence. The Title IX coordinator will continue to provide presentations to the University community, sharing the resources available to them.|
|Require first-year fora across all schools and colleges to address issues regarding sexual assault and relationship violence.||Under review as part of the Academic Strategic Plan.|
|Develop ongoing bystander education that is inclusive of the identities and experiences of students of color, queer and transgender students, international students, students with disabilities, and others from marginalized groups. This should be designed from perspectives that are not limited to male-female relationships.||This is an on-going effort by the Office of Health Promotion. Their staff have worked with speakers to incorporate more inclusive practices into their presentations and programs. The staff have also adapted the Mentors in Violence Prevention training to be more inclusive of all genders and sexualities.
All new, incoming students learned more about bystander intervention during the “Speak About It” program during orientation and residence floor meetings.