September 23, 1997

Feedback on the Draft Sexual Harassment Policy
  • Policy is missing specifics for students and state-classified personnel.
  • Sense of advocacy for the complainant is missing.
  • Rights of complainant need to be laid out.
  • Only one avenue presented (Conciliation Officer) for resolution of a sexual harassment.
  • Concern about Sexual Harassment Review Panel procedures.
  • No procedures in place to uphold accountability for sexual harassment.
  • Confidentiality.
  • Where does harassment occur?
  • Problems with consensual relationships section

Feedback used in new policy.

September 24, 1997

Partner Employee Relocation Program Proposal

The intent of this proposal is to initiate a partner relocation program that serves partners of prospective or current CSU faculty, administration and staff through staffing, fellowships, advertisements and the career center.

Partially funded.

December 10, 1997

Partner Employee Relocation Program Proposal

Same as above except for more of a focus on a program director.

Resubmission of previous proposal after feedback.

February 1, 1998

Employee Development Program Proposal
  • Develop a University policy statement and a formal University process for employee development.
  • Establish an employee development program.
  • CSU establish a policy statement which supports employee development along with a formal process.
  • A full time coordinator for an Employee Development Program which would reside within Human Resource Services.

Was incorporated into a training program.  Now belongs to Lorie Smith.

April 17, 1998

University Children’s Center Gender and Cultural Infusion Program
  • Address funding/budget needs
  • Developed program to put UCC together as a model that integrates diversity
  • 8 objectives
    • training
    • materials
    • community
    • curriculum
    • partner involvement
    • community
    • organization and cultural institutions
    • pen pal relationships.

Some measure of funding received.

May 13, 1998

Feedback on the Sexual Harassment Policy
  • Revise 2 brochures.
  • All faculty and staff be required to attend training sessions.
  • Creation of a comprehensive pamphlet including all University policies relevant to sexual harassment to all in supervisory roles.
  • Development of comprehensive training on gender issues and sexual harassment for the Sexual Harassment Panel.

Some measure of funding received.

November 16, 1998

Proposal for enhancement of the Undergraduate Experience and Core Curriculum
  • Restructuring of the core curriculum.
  • Asking the President to officially endorse Women’s Studies within the context of the new core curriculum.
  • Addition of a “global and cultural awareness” requirement of all students.

No response.

November 24, 1998

Proposal for a Provost’s Lecture Series Focused on Classroom and Campus Climate
  • Theme for the January 2000 Professional Development Institute be on the address “Campus Climate” and the keynote address be the national figure selected for Provost’s Lecture Series for Spring 2000.
  • PDI in subsequent years include at least one session that addresses issues of classroom and campus climate with gender and ethnicity as the focus.
  • CSU Comment and Collegian dedicated one article each semester to focus on faculty who have implemented techniques to improve classroom and campus climate with gender and ethnicity as a focus.
  • A Provost’s Lecture Series be established to address the issues related to campus.

No response.

February 4, 1999

Proposal for funding for a presentation at the Association for Women in Psychology Conference

Proposal for money needed for Commission members to give a panel presentation at the 24th annual conference.

Funded – Amelia Rivera and Shari Thorson attended.

February 9, 1999

Proposal for funding for attendance of three Commission members at the NAWE 1999 Annual Conference.

No one attended.

April 30, 1999

University Children’s Center Gender and Cultural Infusion Project
  • Request for additional funding
  • Report on the previous years implementation
  • 8 objectives
    • involvement of CSU students
    • anti-bias/self-awareness module
    • continue on-site training sessions
    • gender and cultural infusion “overlay” for weekly lessons
    • invite community members
    • evaluate existing inventory of teaching materials
    • parent involvement
    • meet/exceed anti-bias criteria of NAEYEC accreditation guidelines

Some level of funding provided.

July 15, 1999

One-Time Funds Funding Request
  • 1999-2000 budget request
  • Moving housing of funds to different department


July 20, 1999

Recommendations for Equitable Search Process: Joint Proposal from the Commission and the Institute for Women and Leadership
  • 15 recommendations

Provost directed by the President to work with Dana Hiatt’s office and our chairs to implement the recommendations as funding is available.

February 24, 2000

Proposal for State Classified Professional Development: Support and Networking Groups (SANG), University Support and Networking Groups
  • University make a firm commitment to employee training and development by extending its current efforts to non-supervisory positions.
  • Establish University-recognized Support for Networking Groups for State Classified employees.
  • Professional development training through discussion and networking groups.
  • Offer Support and Networking groups (SANG) sessions in conjunction with the Classified Personnel Council Brown Bag Sessions.
  • University support and Networking Groups (USANG) held independently administered by the Office of Training and Development.
  • Certificate of Participation awarded to any employee who attends five sessions.

In process.

May 26, 2000

Proposal for Funding: Annual One-Time Funds Funding Request

Yearly budget request