Direct Report Goals

Enhanced Community Experience

• Convene team members from Institutional Research, Human Resources, and the Provost Office
• Review last year’s surveys (faculty, staff, and students) for potential edits or updated terminology
• Determine incentives
• Edit invitation messages
• Draft proposal for IRB approval. Conduct significance tests. Review and code qualitative data. Release dashboards for colleague review. Update Bearcats Landing with information. Announce recipients of Inclusive Community Grants (participation incentives). Schedule meetings, as necessary, with senior leaders, their leadership teams, governance groups, ERGs, and other interested parties to review results.
• Send messaging to deans, vice presidents, governance groups, and ERGs
• Administer survey (3-4 weeks)
• Host tabling events (TUC, University Hall, colleges, etc.) to raise awareness
• Clean data for visualization
• Import data to dashboards. Review dashboards for edits

• Response Rates (striving for an increase over last year with a long-term goal of 100%) – faculty, staff, and students
• Favorability ratings across five categories (striving for an increase over last year with a long-term goal of 100%) – belonging, agency, cultural competence, accountability, and career satisfaction

Roll out the Green Dot violence prevention program

• Create an internal steering committee (Green Dot Coordination Team)
• Identify campus partners to serve as facilitators
• Host a training for the coordination team
• Host a train-the-trainer facilitator session for campus partners
• Hold monthly meetings with the coordination team to plan the roll-out of the Green Dot on campus
• Create promotional materials and update the website with Green Dot information
• Train the early adapters (more influential folks – student leaders, juniors, seniors, and graduate students, faculty, and staff) per the Green Dot strategy in Fall ‘24
• Identify Green Dot Ambassadors (faculty and staff) who will be trained and publicize the training opportunity to other members on campus
• • Host monthly open trainings for faculty and staff and identify student leaders across campus to train

• Reach out to each college to share information about Green Dot and identify a representative to be trained as a facilitator
• Establish a baseline number of people trained (students, faculty, and staff)
• Establish a baseline percentage of students and employees who are familiar with Green Dot as noted in our Ohio Department of Higher Education Changing Campus Climate survey

Launch an e-learning section on the Ethics Center website for two courses: Foundations of Civil Discourse and High School Ethics Bowl Participant Training

• Develop a script for each module
• Schedule and record the content
• Edit and caption the final version for each module
• Design the module(s) in our Learning Management System
• Promote the modules through our listservs, advisory boards, councils, and committees.

• Track usage to create a baseline for the year;

Create a single pool of hearing panelists for adjudicating cases under UC’s Title IX Sexual Harassment Policy and Sex- and/or Gender-Based Misconduct Policy

• Name new hearing pool
• Identify vendor-facilitated decision-maker trainings and require attendance by all Hearing Panel Pool members
• Identify and formally invite current and former University Conduct Board members to join the current Title IX Hearing Panelists pool
• Create and facilitate required trainings for Pool
• Develop process and tool for securing and scheduling volunteers for Title IX and Sex/Gender hearings
• Continue to facilitate monthly Hearing Panel Pool meetings and ongoing training
• Onboard and train new Hearing Coordinator to coordinate Title IX hearings and to support the coordination of Sex/Gender hearings
• Create Pool template library for Hearing Panel Pool OneDrive folder

• Reduction in the amount of time between Final Investigative Report completion to Hearing date from FY2024 to FY2025. All templates, in OneDrive folder shared with Hearing Pool members
• Every Hearing Pool member completed all required trainings prior to participating in a hearing
• Every Title IX and Sex/Gender hearing will be timely scheduled and assigned two members of the Hearing Panel pool
• Hearings will be completed in a timely manner, ideally no later than 90 business days from Formal Complaint receipt by OEO

Enhance donor participation in our Workplace Giving Campaigns

• Schedule quarterly gatherings (e.g., ice cream social, dessert reception) to raise awareness about our community partners (ArtsWave, Community Shares, United Way, and UC Foundation). This includes selecting a date, finding a venue, determining the program and participants, producing an invitation, and collecting rsvps. The RIDE Cincinnati campaign will be managed differently.
• Work with community partners to send representatives for tabling and presentation opportunities
• Continue to publicize our online giving portal and gifting option through payroll deduction
• Incorporate two silent auctions and two raffles into campaign activities – contact prospective donors, secure items, identify bidding and raffle platform, publicize auction/raffle items

• Increase the number of donors
• Increase the total dollars raised
• Provide an opportunity for consistent giving

Enhance marketing and communication to raise awareness about incident reporting and supportive resources

• Compile a list of campus and community resources
• Develop a suite of flyers/posters to share information about reporting options, campus and community resources, supportive measures, safety planning, and the complaint resolution process
• Host tabling sessions during campus programs and events
• Post flyers around campus, send them to partners across campus to distribute within their networks, and create an online link to download flyers for personal use

• Raised awareness about reporting options, supportive resources, and our complaint resolution process(s) as based on responses and feedback from the Community Experience Survey