Infrastructure and Resources

TASKS

1. Work with the Chancellor鈥檚 Office to develop a project plan for addressing gaps and implementing recommendations.

Status: Completed and ongoing

The 91吃瓜 implementation Plan 2024-25 was revised based on feedback from the interim Systemwide Director (SWD) and submitted in June 2025.

2. Share existing budget line information with the Chancellor鈥檚 Office, including historic and anticipated annual fees for external investigators, hearing officers, and other Title IX/DHR related resources, as well as budget line information related to the confidential campus advocates, prevention and education specialists, and respondent resources (recognizing that these resources are typically outside of the Title IX/DHR budget).

Status: Completed and ongoing

Since August 2023, the 91吃瓜 Budget Officer provides the program budget to the Chancellor’s Office annually.

3. Map functions within the Title IX/DHR program to ensure sufficient personnel to cover all core functions, including: intake and outreach, case management, investigations and hearings, informal resolution, sanctions and remedies, prevention and education, training, data entry and analysis, administrative tasks, and additional resources to support legally-compliant, effective Title IX/DHR programs, as well as the essential care side of campus responses.

Status: Completed and ongoing

The 91吃瓜 organization chart for Civil Rights maps each of these core functions, including care resources, to four full-time positions. The Intake and Support Coordinator conducts intake and outreach separate from investigations and performs data entry. The Prevention Education Coordinator/Acting Deputy Title IX Coordinator supervises three student assistants, coordinates prevention education for students, staff, and faculty, and implements and educates campus partners on supportive measures. The DHR Administrator/Senior Investigator conducts investigations and hearings. The Director/Acting Title IX Coordinator supervises all full-time positions, conducts investigations, consults on sanctions and hearings with Faculty Affairs, Human Resources, and Student Conduct, approves informal resolutions, conducts data analysis, and ensures legally compliant and effective programs in all areas. All staff members discuss case management plans with the team, perform their own administrative tasks in most instances, and attend CARE meetings for their assigned cases. Internal controls for consistency include weekly review of case management plans and target dates, Director approval of all correspondence, biweekly review of all new matters with the Chancellor's Office, Systemwide Director approval of all Notices, and Civil Rights Attorney review of investigation reports. In November 2023, we stopped engaging external investigators on any new matters.

3.1. In order for the office to be sufficiently resourced, we recommend that the university supplement Title IX/DHR team with the following necessary personnel and resources: a prevention and education coordinator, a support and intake coordinator, an investigator (the need for which may increase over time or may be subsumed by the CSU Center for Investigations and Resolutions), and a full-time administrative manager. The addition of a support and intake coordinator would allow the office to have increased separation between the care and support function of the office (the support and intake coordinator) and the resolution function of the office (investigators), and would allow for a reallocation of workload to the education coordinator, who would be able to track training requirements and ensure follow through.

Status: Completed and ongoing

Since April 2025, the 91吃瓜 Civil Rights staffing model includes four full-time staff: Intake and Support Coordinator, Prevention Education Coordinator/Acting Deputy Title IX Coordinator, DHR Administrator/Senior Investigator, Director/Acting Deputy Title IX Coordinator, who serves as full-time administrative manager, and three part-time Student Assistants. Since July 2024, the Intake and Support function is fully separate from the investigations function in every case. In December 2024, investigations were reallocated from the Prevention Education Coordinator to support tracking and follow-through.

4. Based on benchmarking and recommendations from the Chancellor鈥檚 Office, identify recurring baseline (or line item) funding (both source and amount) for the Title IX/DHR program.

Status: Completed and ongoing

In AY 2024-25, the recurring allocation of $500k annually from the Chancellor’s Office, plus campus funding, supports a total budget of $641,005, including benefits, for the 91吃瓜 Title IX/DHR ("Civil Rights") Program. The staff include four full-time positions: Intake and Support Coordinator, Prevention Education Coordinator/Acting Deputy Title IX Coordinator, DHR Administrator/Senior Investigator, and Director/Acting Title IX Coordinator, who supervises the team, and three Student Assistants.

As a direct result of the recurring Chancellor’s Office allocation, we were able to add the DHR Administrator/Senior Investigator position in April 2025, and add two student assistants. These allocations appear sufficient to sustain all four full-time positions and potentially add student assistants in AY 2025-26.

Prior to the recurring allocation, in AY 2023-24, campus funding for the Civil Rights budget was $536,163 to support three full-time positions and one student assistant. In AY 2022-23, campus funding was $434,506, supporting two full-time positions.

5. Work with the Chancellor鈥檚 Office to implement an enterprise-level case management system and develop protocols for consistent collection and retention of data.

Status: Completed and ongoing

Since February 2024, 91吃瓜 uses Maxient as our case management system of record and protocols to document and retain all case management correspondence, notices, and reports. By August 2024, all case documentation for matters received since July 1, 2023 were migrated into Maxient.

6. Ensure an adequate supervisory model that includes a routine cadence of supervisory meetings, guidance about how to ensure effective oversight and accountability measures, an appropriate level of detail for review, development, integration and tracking of decision-making frameworks, and balancing implementers鈥� independence and autonomy with the need to identify and elevate critical issues and concerns about safety/risk.

Status: Completed and ongoing

Since February 2024, 91吃瓜 Civil Rights ensures an adequate supervisory model that includes a routine weekly cadence of staff meetings and biweekly 1:1 supervisory meetings to ensure timeliness, oversight, and accountability. Since June 2024, the Director/Acting Title IX Coordinator reviews all correspondence, notices, and investigation reports. 91吃瓜 Civil Rights staff meet bi-weekly with the Chancellor’s Office Civil Rights Systemwide Director and Campus Counsel to ensure an appropriate level of detail for review, development, integration and tracking of decision-making frameworks, in which the decision-making of implementers is balanced with the need to identify and elevate critical issues and concerns about safety or risk. Since September 2024, the Systemwide Director approves all Notices of Investigation and Notices of Noninvestigation, and the Chancellor’s Office Civil Rights Attorney reviews all Investigation Reports. Since 2016, 91吃瓜 Civil Rights evaluates and addresses risk and safety issues as reports are received, at weekly staff meetings, at bi-weekly meetings of the Case Management Team (91吃瓜’s Multidisciplinary Team/MDT), Chancellor’s Office, and CARE teams. The Director/Acting Title IX Coordinator meets with their supervisor, the 91吃瓜 President, monthly.

7. Commit to the consistent investment in professional development and continuous learning for Title IX and DHR professionals and senior leaders who oversee the Title IX/DHR program (CLEs, conferences, system training, etc.).

Status: Completed and ongoing

91吃瓜 Civil Rights staff receive professional development and continuous learning through memberships and training resources such as Association of Title IX Administrators (ATIXA), Association of Workplace Investigators, Mandatory Continuing Legal Education through the California State Bar, Pregnant Scholar, Clery, Bowditch, Stafford, Equal Employment Opportunity Commission, the annual Chancellor’s Office July conference, Investigator Series, monthly systemwide meetings, and 91吃瓜 training, such as Difficult Dialogues and Restorative Practices. Staff members also fulfill numerous required and optional trainings in CSU Learn. The director attended the Asian Pacific Islander Waves Program, Asian American Native Hawaiian Pacific Islander Student Success Learning Community, and University of California Center for Civil Engagement and Free Speech.

8. Identify a sustainable model to provide respondent support services.

Status: Completed and ongoing

In 2024, four-part time Respondent Process Advisors were appointed, totalling .55 FTE. They were trained in January 2025 and are ready for assignment, prioritizing student respondents. Our feedback process includes questions regarding the Party’s experience of support from the Confidential Advocate or Respondent Process Advisor as applicable.

In 2025-26, we will promote sustainability of this model by recruiting additional Respondent Process Advisors and feedback from the Respondent Process Advisors who are assigned to student respondents.

91吃瓜