Disclaimer: I'm compiling information as it is sent to me. These policies can change, stated policies can be contradictory, and I have not verified all the information here. Readers should check source material directly to confirm. Please let me know of errors or missing institutions. JJF
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Michigan's Policy- http://publicaffairs.vpcomm.umich.edu/wp-content/uploads/sites/19/2016/04/SMP-Final-master-version-4.6.16.pdf
“The following individuals are Responsible Employees and Other Individuals:
- Executive officers (including those serving in the role of Associate or Assistant Vice President/Provost, as designated by the executive officer);
- Deans, directors, department heads/chairs (including those serving in assistant or associate roles);
- Graduate and undergraduate chairs;
- Supervisors who have hiring or firing power over at least three employees who are not student or post-doc employees;
- Any individuals, whether employees or not, who serve as advisors to or coaches of University-recognized student group
- All individuals, including student employees (such as Resident Advisors), working in the Student Life Division, the Division of Public Safety and Security, Intercollegiate Athletics, and the Office for Institutional Equity, except those who serve in non-supervisory positions in dining services, clerical or custodial/maintenance capacities;
- Campus Security Authorities designated by the University under the Clery Act not otherwise specified in this provision; and
- Individuals serving in any of the positions described above on an acting or interim basis; and
Faculty and staff who do not meet any of these criteria are not considered Responsible Employees and Other Individuals.
Individuals who are Confidential Resources are not Responsible Employees.”
NYU - http://www.nyu.edu/content/dam/nyu/compliance/documents/SexualMisconductPolicy.9.30.15.pdf
““Responsible Employee” means those Employees in a leadership or supervisory position, or who have significant responsibility for the welfare of Students or Employees. This includes the NYU Title IX Coordinator; Public Safety Officers; senior staff members in Residence Life, Student Affairs, Student Activities, and Athletics; administrators in the Office of Community Standards; senior administrators in each of the Schools within NYU; Resident Assistants (RAs), and athletic team coaches.”
Cal Tech - https://hr.caltech.edu/documents/46-citpolicy_harassment.pdf
The employees listed [below] are responsible employees for purposes of Title IX as well as faculty withadministrative responsibilities.
Title IX Coordinator and Deputy Coordinators
Chief of Security
Director of Security Operations
Student Affairs Directors
Master of Student Housing
Residence Life Coordinators
Director of Employee & Organization Development
Employee Relations Consultants
Associate Vice President of Human Resources
City University of New York - http://www.cuny.edu/about/administration/offices/la/Policy-on-Sexual-Misconduct-12-1-14-with-links.pdf
“CUNY has designated the following individuals as “responsible” employees:
(i) Title IX Coordinator and her/his staff
(ii) Office of Public Safety employees (all)
(iii) Vice President for Student Affairs and Dean of Students and all staff housed in those offices
(iv) Residence Life staff in CUNY owned or operated housing, including Resident Assistants (all)
(v) College President, Vice Presidents and Deans
(vi) Athletics Staff (all)
(vii) Department Chairpersons/Executive Officers
(viii) Human Resources staff (all)
(ix) University Office of the General Counsel employees (all)
(x) College/unit attorney and her/his staff
(xi) College/unit labor designee and her/his staff
(xii) Faculty members at times when they are leading off-campus trips
(xiii) Faculty or staff advisors to student groups
(xiv) Employees who are Managers (all)
(xv) SEEK/College Discovery staff (all)
C. All Other Employees
Employees other than those identified in subsections “A” and “B” above are permitted but not required to report any possible sexual harassment, gender-based harassment or sexual violence; however, they are encouraged by CUNY to make such a report.
It is important to emphasize that faculty members other than those specifically identified in subsection “B” above have not been designated as “responsible” employees and do not have an obligation to report the matter to the Title IX Coordinator, although they are encouraged to do so.”
Hofstra - https://www.hofstra.edu/pdf/studentaffairs/DeanOfStudents/commstandards/commstandards-policies-sexualassault.pdf
“The following University officials constitute Responsible Persons required to report incidents of sexual violence:
- All Vice Presidents, Senior Vice Presidents, and Assistant Vice Presidents
- All Deans and Vice Deans of Schools or Colleges of the University
- All administrators in the Division of Student Affairs
- This includes but is not limited to Advisement Deans in the Center for University Advisement, Assistant Directors, and Associate Deans/Directors, Residential Life administrators, and Community Standards administrators
- This does not include administrators covered under Confidential Communications, above
- All Resident Assistants (RAs)
- All Public Safety Officers and administrators
- Title IX Coordinator
- Deputy Title IX Coordinators
- Equal Rights and Opportunity Officer”
University of North Carolina Chapel Hill - http://policies.unc.edu/files/2013/04/PPDHRM.pdf
“Employees with administrative or supervisory responsibilities on campus or who have been designated as Campus Security Authorities, are considered Responsible Employees. This includes, for example, members of the Board of Trustees, the Chancellor, Vice Chancellors, Deans, Directors, Department Chairs, Coaches, Student Affairs professionals (including Resident Advisors), and faculty who serve as advisors to student groups. Sworn officers in UNC Department of Public Safety are also Responsible Employees.”
(A full list is here: http://sexualassaultanddiscriminationpolicy.unc.edu/get-support/responsible-employees/responsible-employees-list/.)
GWU’s apparent reporting policy is available on its “Haven” website : https://haven.gwu.edu/reporting-sexual-harassment-or-violence
"In order to meet our goal of identifying and eradicating sexual harassment and sexual violence, we encourage anyone who knows of an incident or situation to discuss it with the Title IX office. Some GW community members are required to report harassment/violence as part of their affiliation. This includes all staff, faculty who are working in an administrative capacity, and students who are working in a capacity that represents the university (Resident Advisors, Colonial Cabinet Members, etc.). Reportable incidents include those involving any participant in a GWU program (students, faculty, staff, contractors, visitors). Students are not mandatory reporters unless they learn of the incident in the context of exercising their official role. If you have any questions about your mandatory reporting responsibilities, please contact the Title IX Coordinator at 202.994.7434. "
UNIVERSITY OF MIAMI POLICY AND PROCEDURE MANUAL
TITLE: Sexual Misconduct Policy
REFERENCE: Title IX of the Education Amendments of 1972; Violence Against Women Reauthorization Act of 2013; Title VII of the Civil Rights Act of 1964; and the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”)
PAGE: 1 of 8
APPROVER: Donna Shalala President VERSION: 1 EFFECTIVE: February 24, 2015
I. INVESTIGATION AND ADJUDICATIVE PROCESSES . . .
C. PRIVACY AND CONFIDENTIALITY . . .
1. CONFIDENTIAL RESOURCES, REPORTERS AND RESPONSIBLE EMPLOYEES . . .
c. RESPONSIBLE EMPLOYEES
"Responsible Employees are those University Employees and Faculty in a managerial, leadership, or supervisory position who have significant responsibility for the welfare of Students, Employees or Faculty. This group includes: managerial, supervisory or leadership Employees or Faculty in Student Affairs, Residential Life (including resident advisors and area directors), Athletics (including team coaches and assistant coaches), Human Resources, Risk Management, and in each of the schools within the University. Responsible Employees are required to advise the Title IX Coordinator or the Deputy Title IX Coordinators of the Prohibited Conduct and share all details of the incident."
https://umshare.miami.edu/web/wda/equalityadministration/titleIX/Sexual%20Misconduct%20Policy.pdf, as linked from Miami’s Title IX page: http://www.miami.edu/index.php/wep/title_ix
The University of South Carolina does not require all faculty or employees to be mandatory reporters. Its policy (http://www.sc.edu/policies/ppm/staf108.pdf) states:
The following employees on the Columbia campus are the University’s responsible employees for Title IX purposes:
Executive Vice President for Academic Affairs and Provost
Vice President for Student Affairs
Director of University Housing
Director of Student Conduct Director of Equal Opportunity Programs
Director of Law Enforcement & Safety
The Catholic University of America does not require all faculty or employees to be mandatory reporters. Its policy (http://policies.cua.edu/res/docs/ResponsibleEmployees7-13-15.pdf) states that the Director and Officers of Public Safety, the Title IX Coordinator, and the Dean of Students are “responsible employees,” as well as the following:
1. The Deputy Title IX Coordinator
2. Individuals who provide security on campus, including but not limited to: a.All staff in the Department of Public Safety ; b. Hall security assistants in the residence halls and others who are hired to monitor dorm or building access ; c.Campus safety escorts
3. Officials with significant responsibility for student and campus activities and advising, including but not limited to: a. All professional staff working with student organizations, clubs or other extracurricular or campus activities (for example, advisors or program coordinators) ; b. All faculty or staff advisors to undergraduate or graduate student organizations or teams ; c. Faculty who advise all undergraduate or graduate students in a department ; d. Faculty in residence ; e. Staff whose primary responsibility is advising students ; f. All faculty and staff members who accompany students on University-related trips, both within the U.S. and abroad (only for the duration of the trip) ; g. All on-site Program Directors abroad
4. The Director of Athletics and Associate and Assistant Directors of Athletics
5. All Athletic Coaches, Assistant coaches, and Athletic trainers, including the Director of the Kane Fitness Center
6. All professional staff in the Office of the Vice President for Student Affairs, including but not limited to: a. The Office of Campus Activities ; b. The Office of Career Services ; c. The Office of the Dean of Students ; d.The Office of Disability Support Services ; e. Student Ministers
7. All Resident Advisors (RA’s), Community Directors (CD’s) within the Office of Residence Life
8. All Deans of whatever rank
9. Faculty Department Chairs and Academic Program Managers
10. All professional staff in the Center for Academic Success
11. All professional staff in the following offices within the Division of Enrollment Management: a. The Office of Campus Services; b. The Office of Housing Services
12. Students serving as Campus Services Summer Assistants in the Division of Enrollment Management
13. The First Year Experience Director
14. The University Compliance Officer
15. The University President and the President’s Cabinet
"Most UNL faculty and staff members are not Responsible Employees. "
There are (3) general classifications of individuals on campus and the respective ability of these categories of individuals to maintain a complainant’s confidentiality differs:
(1) Confidential Resources: (individuals listed in Section V with legally protected confidentiality). Confidential Resources can maintain the confidentiality of a complainant’s disclosures and will not share any information with Brown University, subject to the exceptions listed above.
(2) Responsible Employees: While able to maintain an individual’s privacy, Responsible Employees are required to immediately share all known details of incidents of Prohibited Conduct with the Title IX Program Officer. “Responsible Employee” means those designated employees in a leadership or supervisory position, or who have significant responsibility for the welfare of Students or Employees. Responsible Employees include the Title IX Program Officer; the President, Vice Presidents and Deans; the Provost; Members of the President’s Cabinet; Deputy Title IX Coordinators; Public Safety Officers; Assistant and Associate Deans, Directors, and Coordinators in Residential Life, the Office of Student Life, Student Activities, the Dean of the College, the Graduate School, the Alpert Medical School, the School of Public Health, the School of Professional Studies, Human Resources, and Athletics; Academic Department Chairs; Academic Institute, Center and Program Directors; Directors of Graduate Studies; faculty and staff serving as undergraduate academic advisors, including first-year and sophomore and concentration advisors; Community Directors; Athletic Team Head Coaches and Assistant Coaches. Students serving in certain positions of leadership or authority, such as Residential Peer Leaders, student supervisors and managers in Dining Services, and Meiklejohn Advisors, are also considered Responsible Employees and receive appropriate training within the context of their specific programs.
Supervisors who receive reports of Prohibited Conduct from individuals they supervise are also required to share all known details with the Title IX Program Officer, the Director of Inclusion, or a Deputy Title IX Coordinator.
This list is not exhaustive; any questions about the status of an employee as a ‘Responsible Employee’ should be addressed to the Title IX Program Officer and/or a Deputy Title IX Coordinator.
(3) All other Employees are encouraged to share information with the Title IX Program Officer. Unless designated above, faculty who do not exercise administrative responsibilities outside of the classroom and employees who do not exercise supervisor or managerial responsibilities are generally not considered Responsible Employees.
Vanderbilt encourages anyone who has witnessed, experienced, or has information about possible sexual harassment and/or sexual misconduct to take reasonable actions to prevent or stop such actions. This may include reporting the behavior, direct intervention when it is safe and reasonable to do so, contacting law enforcement or other means.
The University offers resources to faculty, students, and staff seeking assistance with the complaint process. Reports to certain employees and departments will remain private, but not confidential. There are some confidential resources available for those persons who wish to seek help without making a report to the University.