( ! ) Warning: Undefined variable $display_id in /var/www/tngconsulting.com/web/content/wp-content/themes/glantz-tng/template-parts/content-page-header-redesign.php on line 37
Call Stack
#TimeMemoryFunctionLocation
10.0000360496{main}( ).../index.php:0
20.0001360808require( '/var/www/tngconsulting.com/web/content/wp-blog-header.php ).../index.php:17
32.37219437392require_once( '/var/www/tngconsulting.com/web/content/wp-includes/template-loader.php ).../wp-blog-header.php:19
42.37809426088include( '/var/www/tngconsulting.com/web/content/wp-content/themes/glantz-tng/page.php ).../template-loader.php:106
53.818411716664get_template_part( $slug = 'template-parts/content', $name = 'page-header-redesign', $args = ??? ).../page.php:18
63.818411717176locate_template( $template_names = [0 => 'template-parts/content-page-header-redesign.php', 1 => 'template-parts/content.php'], $load = TRUE, $load_once = FALSE, $args = [] ).../general-template.php:206
73.818511717336load_template( $_template_file = '/var/www/tngconsulting.com/web/content/wp-content/themes/glantz-tng/template-parts/content-page-header-redesign.php', $load_once = FALSE, $args = [] ).../template.php:745
83.829011742304require( '/var/www/tngconsulting.com/web/content/wp-content/themes/glantz-tng/template-parts/content-page-header-redesign.php ).../template.php:812

1000 Tests

Header Title

Header description.

Consulting Topics Search

Appeals Officer Training

Do appeals frequently happen in your school or workplace on conduct procedures, including Title IX? Who hears appeals, and how are they trained? A poorly executed appeals process can lead to mistakes, frustration, and feelings of unfairness. Having a well-trained pool of appeal officers can enhance your appeal prowess and bring a sense of closure to difficult disciplinary situations for everyone involved. High-quality appeals also prevent unnecessary litigation and can help your decisions to withstand legal scrutiny. Proper training will give your appeal officers the confidence and care to do their job well.

Our three-hour training will cover all essential elements required for appeals officers under Title IX. Your team will be ready to manage Title IX and other appeals related to misconduct or discrimination. The training will cover topics such as the grievance process, acceptable reasons for an appeal, definitions of sexual misconduct, discrimination, and retaliation, educational programs and activities, appeal procedures, due process rights and procedural errors, written determinations, and issues of bias and conflicts of interest. More extended training options are available with case studies, policy analysis deep dives, and decision-making practice sessions.

  • Understand the definitions of sexual harassment and other forms of sex- and gender-bard discrimination
  • Understand the purpose and structure of an appellate process as different from the initial decision
  • Avoid conflicts of interest as an appellate officer, as well as avoiding and reducing bias in disciplinary outcomes
  • Understand the procedures that are part of an appeal process
  • Be able to articulate the bases for an appeal and distinguish from the overall appeal decision
  • Draft a written appeal outcome letter

BITA, Case Management, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications

Association Rights, Institutional Non-discrimination Policies, and Student Groups

Is it permissible for a fraternity to take action against a member accused of violating school policy? What implications does Title IX have in such cases? How would the situation differ if applied to a sports team or student government association (SGA) instead of a fraternity? Should you adopt an “all-comers” policy, or is it acceptable for a student organization to set belief or practice standards as membership criteria? Should those standards apply to members or just the organization’s leadership?

Furthermore, can a school deny recognition to student groups that fail to adhere to non-discrimination policies? Could over-inclusive requirements destroy the identities of affinity-based groups?

This workshop will focus on the intricate balance of student organizations’ interests at public and private institutions. It will analyze the various rights that students are granted under the First Amendment while exploring institutional efforts to prevent discrimination and comply with federal and state laws.

Learning Outcomes

After attending this workshop, attendees will be able to:

  • Understand various protections the First Amendment offers as applied to student organizations.
  • Identify different obligations of recognized private organizations (like fraternities and sororities) contrasted with school-sponsored groups (like student government and clubs).
  • Recognize potential areas of conflict between institutional policies and student organization bylaws.
  • Implement best practices to mitigate risks related to associational rights and non-discrimination policies and practices.
  • Understand how Title IX may impact such clubs and organizations.
DEI, First Amendment, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

Behavioral Intervention Team (BIT) Training for Faculty

Classroom faculty and staff are well-positioned to recognize students in distress. Sharing this information is vital to the Behavioral Intervention Team (BIT), as it helps assess risk and develop interventions aimed at student support and mitigation of harm to the individual, institution, and community. However, many teachers, administrators, and staff need guidance and education on what, how, and when to submit a referral to their BIT.

This workshop is designed specifically for faculty members at K-12 and higher education institutions to address how their role supports the BIT. This workshop is interactive, allowing time for discussion, and customized to the specific institution’s Behavioral Intervention Team for seamless integration and enhanced reporting.

After completing this course, participants will be able to:

  • Explain the major components of a Behavioral Intervention Team.
  • Identify behaviors that should be reported to the BIT.
  • Write and submit accurate and actionable referrals.
  • Explain what happens after a referral is submitted to the BIT.
BITA, Case Management, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct, Title IX

Best Practices in Peer Education

Developing or growing a successful, competent peer educator program requires a unique ability to address sensitive subject matters in an engaging and relatable manner. Furthermore, certain skills are needed to train newly inducted peer educators on prevention programming, managing disclosures, and responding to frequently asked questions. Proper training on compliance, confidentiality, and self-care is crucial for new peer educators.

This training program is the culmination of years of award-winning peer educator advising, teaching, and presenting. It offers attendees valuable knowledge and practical takeaways for implementing a successful and effective peer education program. The training covers foundational information on sexual assault, consent, high-risk substance use, and bystander intervention. Additionally, it highlights best practice resources, including websites, campaigns, videos, and more. The program incorporates different learning and presentation styles and settings, such as classroom settings, closed groups, and mandated programs.

Peer-led efforts can be incredibly impactful, but maintaining quality can be challenging. Sustaining these programs long-term can be difficult as student interests fluctuate, students graduate, and new peer leaders must be trained. This training will provide ideas and strategies for creating a sustainable and effective program.

Learning Outcomes:

  • Program designers will understand a set of best practices for peer-led prevention efforts
  • Program designers will explore ways that peer education can be most effective and applications in which it is less so
  • Program designers will learn ideas to sustain a program over the long-term
  • Program designers will explore what program success looks like, how to measure it, and how to maximize it
Title IX

Bias Incident Response Team

Bias incidents, including microaggressions, have become commonplace in colleges and universities. For many, bias reports outnumber all other forms of misconduct combined.

Colleges have responded to this challenge with Bias Incident Response Teams (BIRTs), Bias Assessment and Intervention Teams (BAITs), and teams of various other names and acronyms. Yet, the courts have been hostile to the bias team model, striking down numerous public university team approaches as violative of the First Amendment. Bias teams’ function at the intersection of academic freedom, non-discrimination laws, and campus efforts to enhance inclusion and belonging. Ensuring the team balances free speech, religion, and the right to be free from bias is paramount.

TNG Consultants will train you on how to develop or evolve your team, publicize it to your campus community, implement anonymous reporting, and determine protocols for response that empower team goals without overreach or undue risk of liability.

This training is an excellent opportunity for coalition building among Title IX administrators, non-discrimination administrators, behavioral intervention practitioners, and other stakeholders involved in violence prevention and risk management initiatives.

Learning Outcomes:

  • Understand the value of having a bias incident team.
  • Understand the pitfalls and risks of a team that overreaches.
  • Clarify the mission of a bias team and how to define bias as distinct from discrimination.
  • Learn about litigation impacting the constitutionality of bias teams.
  • Explore various techniques for effective bias incident response and intervention.
ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, First Amendment, Investigators, Mediation/ADR, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

BIT/CARE Team Custom Training and Tune-Up

Is your Behavioral Intervention Team (BIT)/CARE team already functioning well but seeking to fine-tune its practices or address specific areas of improvement? Do you want to provide your team with a targeted training session to enhance effectiveness and address challenges? Our BIT/CARE Team Custom Training and Tune-Up delivers a focused and tailored training experience.

Even high-performing BITs can benefit from periodic evaluations and targeted training to maintain and enhance effectiveness. We designed this training for BITs who are already functioning well but are looking for a tune-up or a targeted presentation to address specific areas of interest or concern.

Led by experienced professionals with expertise in behavioral intervention and threat assessment, student affairs, case management, counseling, and legal compliance, our training team will collaborate closely with your team to identify the specific areas of focus and deliver customized training that meets your needs.

By engaging TNG to provide our BIT/Care Team Custom Training and Tune-Up presentation, your team will receive a targeted and customized training experience that addresses their specific needs and challenges. This will enable them to fine-tune their practices, enhance their skills, and excel in supporting student well-being and safety.

Learning Outcomes:

  • Participants will gain a deeper understanding of their team’s current practices, strengths, and areas of improvement.
  • Participants will acquire new skills and strategies targeted toward the identified areas of improvement or specific topics of interest.
  • Participants will explore and apply best practices in behavioral intervention.
BITA, Case Management, Risk Management/Crisis Communications

Classroom Management: Preventing and Responding to Disruptive Students In and Out of the Classroom

Faculty and staff members are crucial in supporting students throughout their college journey. However, this responsibility can sometimes be overwhelming and complex. In classrooms, we often come face-to-face with students who exhibit emotional and behavioral difficulties, leading to disruptive or even dangerous situations.

Join us for a workshop designed to help you navigate these challenging scenarios, in and out of the classroom. Learn to distinguish between disruptive and dangerous behaviors and gain valuable strategies and resources to respond effectively. Our goal is to empower you with the knowledge and skills necessary to create a safe and productive learning environment for everyone involved, to feel like you have control over your space (classroom, office, etc.), know what to do when things go off the rails, and how to regain control in a situation where you may be at risk of losing it.

Learning Outcomes

  • Participants will distinguish disruptive behavior from dangerous behavior.
  • Participants will distinguish being threatened from feeling threatened.
  • Participants will identify strategies for preventing escalation and de-escalating disruptive behaviors.
  • Participants will identify strategies for safely responding to dangerous behaviors.
  • Participants will understand how to make appropriate referrals corresponding to the behavior.
BITA, Risk Management/Crisis Communications

Clery Act Compliance – Is Your Campus Reporting Crime Accurately?

Join us for a practical session on navigating the Clery Act, a federal law that continues to pose compliance challenges for higher education institutions.

If you want a better grasp on campus safety, this nuts-and-bolts workshop is the perfect place to start. In this training, you’ll get answers to essential questions about the Clery Act crime categories, the geography requirements, timely warning best practices, avoiding double-counting, and navigating the hierarchy rule. You’ll also learn the importance of having a complete and accessible crime log and ensuring that annual reports are distributed correctly to prospective students and employees.

Additionally, you’ll learn how to reconcile annual statistics across different departments and understand the requirements for other important safety considerations, including reporting sex offender information, emergency management, missing students, hate crime reporting, and fire safety disclosures. This training is a must-attend for anyone looking to stay on top of safety protocols and requirements for their campus.

Don’t miss this opportunity to ensure accurate, complete, and correct compliance with the Clery Act.

Learning Outcomes:

  • Understand the Clery Act as a report of crime reporting law, not as a crime tracking law.
  • Explore methods to reconcile statistics across departments to ensure crime reporting accuracy.
  • Devise a self-audit process to ensure that CSAs report as required.
  • Ensure correct crime category cataloging and classification.
  • Learn about some of the trickier Clery Act compliance nuances.
Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, FERPA, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

Counseling Center Program Evaluation/Assessment

College and university counseling centers face numerous challenges, including an increase in the number of students seeking support, longer waiting times, and more acute mental health concerns among their diverse populations. Many counseling centers seek assistance in evaluating their staffing requirements, supervision, the scope of services, data management and confidentiality, and community outreach.

TNG’s comprehensive program review and assessment aims to provide valuable insights into the counseling center’s strengths and areas for improvement. Take those insights and implement them into actionable policies to enhance the quality of services your counseling center provides.

Learning Outcomes:

After completion of a Counseling Center Program Assessment, participants will be able to:

  • Use data to make informed decisions related to staffing, service delivery, scope of service, crisis response, community outreach, etc.
  • Clearly define the counseling center’s scope and identify referral options for clients who may fall outside this specific scope.
  • Illustrate that all policies, procedures, and protocols align with best practices, confidentiality laws, and ethics rules.
  • Formulate a plan for ongoing evaluation of services provided and outreach to the broader community.

·         

Mental Health

Crafting Comprehensive Policies and Procedures for Voluntary and Involuntary Medical Leave and Withdrawal

Educational institutions must objectively assess potential harm before deciding to place a student on involuntary leave or withdrawal. They should evaluate if the risk can be reduced through accommodations or modifications, as recommended by the NABITA Advisory Board (2019). This approach ensures that a student’s direct threat or safety risk is thoroughly considered and addressed.

By initiating accommodations/modifications through the disability services office, institutions may be able to provide the necessary support and allow the student to continue with their studies successfully. If a student is found responsible for violating student conduct policies, the Student Conduct Office or designated administrators may impose sanctions, including separation from the institution. Similarly, Title IX can enforce the same sanctions for policy violations.

After conducting an objective risk assessment, which may involve reviewing medical documentation, an institution may determine that a situation poses a significant and immediate risk beyond what the institution can reasonably accommodate. In these instances, the institution should have a policy that outlines the appropriate official with the authority to initiate the involuntary leave of absence process and the necessary steps to complete the procedure.

As part of TNG’s comprehensive consulting services, we help our clients to develop and implement voluntary and involuntary medical leave and withdrawal policies and the associated procedures for your institution.

Learning Outcomes:

After your institution implements policies and procedures regarding voluntary and involuntary medical leave and withdrawal and trains on them, clients will have policies and procedures in place that will provide the necessary tools for the following situations:

  • Students requiring medical leave or withdrawal resulting from a serious health condition.
  • Involuntary withdrawal or leave for students who cannot continue their studies based on a serious health condition.
  • Involuntary withdrawal or leave for students whose health conditions pose a threat to the health or safety of others.
  • Involuntary withdrawal for students who cannot meet the university’s academic standards.
  • Facilitating return to the institution following medical leave or withdrawal.
ADA/504, BITA, Case Management, DEI, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct

Creation of a Unified Policy and Process For All Discrimination Complaints

Are you unsure about who handles discrimination complaints at your school? Do you wonder which policy applies to each complaint? Are you concerned about whether different groups have more rights in discrimination cases? How are you managing intersectional and mixed-motive complaints, especially those impacted by multiple state and federal legal standards? TNG consultants can help.

Many schools struggle to comply with Title IX, Title VI, Title VII, and Section 504/ADA regarding various types of protected class discrimination. Ensuring equitable processes for staff, students, and faculty is challenging when all functions are administered independently. That’s where we come in.

By centralizing all discrimination complaints under one policy, we can help you simplify the process and ensure equitable treatment for everyone involved. Our approach includes unified policies that address all forms of discrimination for all faculty, students, and staff. How many procedures you have, who administers them, and how they intersect are functions of varying state and federal legal requirements. The goal is to guarantee a thorough, fair, equitable, and efficient civil-rights investigation-based approach.

If you’re tired of dealing with conflicting procedures, let TNG’s experts help you streamline your discrimination complaint management. We’re here to make the process respectful, workable, navigable, and transparent for all parties involved.

Learning Outcomes:

  • Creation of a single, unified nondiscrimination policy
  • Creation of fair grievance procedures to comply with all civil rights laws
  • Dissemination of the policy to the community
  • Training the grievance process team on the policy/grievance procedures
  • Assistance with the policy approval process (i.e., shared governance, board of trustees, school boards, etc.)
  • Structure assessment to determine which office/Coordinator should manage the policy/process
ADA/504, FERPA, First Amendment, Hearing Officers/Advisors, Investigators, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

Criminal Background Checks for Students and Staff: A Law & Policy Update

Legislative actions in several states and policy guidance from the Department of Education have framed the question of whether colleges and universities should (or must) perform criminal background checks (CBCs) on incoming students.

The case of Tiffany Williams v. the University of Georgia, amongst others, shows the potential liability of recruiting students with known criminal histories. Some states and agencies are pushing to “ban the box.” Already, standards of practice for background checks of staff are well-established, and broadening standards for student staff such as RAs are being debated.

This workshop offers an overview of current practices, future prospecting, and associated implications.

Topics include:

  • How to establish a university-wide policy and administer it consistently.
  • How to identify and define sensitive positions.
  • Determining how broad a check to perform – credit histories, state checks, DOJ/FBI 50 state and federal checks.
  • Is it appropriate/necessary to perform CBCs for residential life and other student-staff?
  • What are the implications for performing CBCs on all incoming students? Is this a best practice?
  • What role do sex offender registries play in this issue?
  • Does the undertaking of CBCs create a legal duty for purposes of negligent hiring causes of action (and possibly negligent admission)?
  • What due diligence is required once a CBC is performed?
  • Does the federal update service create a continuing duty of care?
  • Can IHEs recruit/hire those with criminal histories, and what are the ramifications?
  • How do CBCs relate to questions about criminal history on admissions applications?
  • What is the best practice for informing a subject that a CBC will be performed?
  • What is an appropriate records retention policy for CBC results?
  • Is there a difference between an arrest and a conviction with respect to CBCs?
  • If we decide against CBCs for students, are other admission screening options viable?
  • If we decide against admission screening, what liability risk could we be exposed to?
  • Is there a middle ground where some level of screening/check can help to protect a campus but not have a disparate impact on applicants from marginalized groups?
  • If we decide to ask screening questions, what kind of questions should we ask, and what should we avoid?

Learning Outcomes:

  • Understand the trends around Criminal Background Checks in higher education.
  • Explore the intersection of efforts to stop “passing the trash” contrasted with efforts to “ban the box.”
  • Assess best practices with respect to admissions screening, for incoming and transfer students.
  • Understand the risks and liabilities that can come from implementing checks and those that can arise from failing to do so.
  • Reflect on check/screening practices in light of the duty of care.
  • Appreciate disparate impact concerns as they affect applicants of color and applicants from other marginalized groups.
Athletics, Bias Assessment & Response, BITA, Case Management, DEI, Non-discrimination, Sexual Misconduct, Student/Organization Misconduct, Title IX

Critical Incident Debriefing and Case “Hot Wash” Analysis – Learning From Cases to Inform Future Intervention Effectiveness

TNG experts will conduct a full-spectrum “hot wash” analysis of institutional critical incident responses to assist with the identification of structural impediments, evaluate the need for additional or re-allocated staff, discuss the efficiency and effectiveness of responsive steps, and prioritize and plan for future incident responses.

Similar to an emergency response debrief, the “hot wash” analysis brings together key administrators involved in the institutional response in a tabletop-style atmosphere to debrief what went well, what didn’t work as expected, what obstacles arose, and how to adjust and better anticipate challenges to meet response objectives moving forward.

Learning Outcomes:

  • Identify structural impediments to effective response.
  • Evaluate office and individual involvement at various stages of response.
  • Develop institutional objectives for ideal response and resolution.
  • Collaborate on solutions for adjustments to response to meet institutional objectives.
  • Develop layered response practices across a range of critical incidents
Case Management, Clery Act, DEI, Hearing Officers/Advisors, Investigators, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

DEI Solutions

Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

TNG’s DEI solutions:

Interim Senior DEI Administrators – Our team includes leading experts in the DEI field. With decades of experience and research-backed insights, we offer invaluable perspectives on current issues and trends. We seamlessly step into interim DEI roles, on-site or virtually, including senior leadership positions that are typically challenging to fill promptly. Rest assured, we can grasp your needs from day one, ensuring continuous support for your community without any disruption.

Custom DEI Training and Workshops – Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

Climate Surveys – Climate surveys are an essential tool for evaluating the state of diversity, equity, and inclusion. We provide valuable insights into how effective your DEI program is against your institutional goals and identify gaps where your policies and procedures may fall short of being inclusive and accessible to all populations. Then, we offer recommendations to improve.

Programming Based on Climate Survey Results – We turn our precise, actionable recommendations into programming that supports your school-wide, institution-wide, or organization-wide DEI goals. We have experience in roles at all levels within educational institutions, and we know what programs work to reduce bias and discrimination, especially from the lens of cycles of culture change.

Project Management Based on DEI Programming Needs – Do you need to revise or rewrite digital and written materials to comply with state laws? Do you want to revise policy, re-envision your program, or refine your DEI-based mission? Allow our independent consultants to create a project plan for all areas where your policy language may need to be updated to remain compliant with federal and state laws and regulations.

DEI Leadership Coaching – Our team of DEI experts offers senior leadership coaching to help develop strategies for creating a diverse, equitable, and inclusive school, institution, or organization culture[MH14]. We also provide ongoing consulting services to ensure the successful implementation of your DEI initiatives. Access our resource library filled with articles, books, videos, and training materials to educate and empower your community on DEI topics.

DEI

DEI Training and Workshops

Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

Learning Outcomes

  • Develop and enhance existing DEI strategic initiatives
  • Identify specific policies, procedures, and processes necessary for federal and state law compliance
  • Identify and engage critical stakeholders in DEI strategic initiatives
  • Sustain a culture that embodies DEI with appropriate tools and resources for various situations
Bias Assessment & Response, DEI, Non-discrimination

Establishing a High-Quality Case Management Program

Many higher education institutions have implemented Behavioral Intervention Teams (BITs) to aid students and maintain a secure community. For BITs to accurately evaluate risks, it is most effective to designate specific personnel to carry out these interventions. NABITA recommends employing a non-clinical case manager in a case management department to provide personalized support to students overcoming barriers to academic success.

NABITA updated its Standards for Case Management in 2023, providing a framework of best practices to guide this behavioral intervention work. If your campus is considering creating a case management position or department, NABITA can assess your needs and provide guidance to align with our recommendations.

NABITA consultant(s) will work with you to:

  • Define the role of the non-clinical case manager and where this position will be seated organizationally.
  • Develop a policy and procedure manual that will serve as a roadmap for program development and service delivery.
  • Provide training for the case manager and the BIT on how their work is connected.
  • Educate the case manager on how to work effectively 1:1 with students in a positive and solution-focused manner.
  • Prepare the case manager and supervisor to assess and evaluate services and make changes/adjustments as needed.
BITA, Case Management

Faculty Consensual Relationships Policy Development

Consensual relationships can still be ethically questionable. Students today expect protection from sexual or romantic overtures from faculty or staff. Yet, even in this age of rapidly expanding liability, faculty members can resist limitations on their abilities to date students and each other.

Faculty often view these policies as an attempt to take away their power or rights. We share another perspective—faculty can be encouraged to see these policies as strong self-protection. This workshop encourages faculty to take on voluntary restrictions or implement self-governance policies—to great effect! Different policy models are explored, and rational language is proffered.

Considerable attention is given to the important question of what happens if the policy is violated. Extending the policy to staff and Resident Assistants (RAs) while creating exceptions (such as for pre-existing relationships) is all in the details. Sometimes, faculty members believe that there might be penalties for entering into a relationship with a student, when it might be possible to alter the power imbalance or potential to abuse it, instead. This workshop presents ideas for how to devise a policy that focuses on eliminating and mitigating power differential-related risk within romantic liaisons in educational settings.

Learning Outcomes:

  • Participants will explore the need for consensual/ethical relationship policies
  • Participants will understand how the consensual relationship policy enforcement can and should differ from Title IX policy enforcement
  • Participants will appreciate that it’s often logical not to ban the relationship but to address the power differential that makes the relationship ethically questionable
  • Participants will review various policy and enforcement models
  • Participants will explore how broad or narrow the scope of policy should be and how unethical relationships differ from and intersect with Quid Pro Quo Sexual Harassment allegations
Sexual Misconduct, Title IX

Invoking an Involuntary Medial/Mental Health Leave/Withdrawal

Despite training and experience, one of the most challenging decisions an educational professional must make is determining whether a student’s direct threat or safety risk is grounds for an involuntary leave or withdrawal. As this is a complex and sensitive issue, we offer this training session to help administrators navigate the difficulties associated with the decision, the process, and the basis for determination. We train you to recognize direct threats, what to consider when determining direct threats, and the legally sufficient process to initiate an involuntary leave or withdrawal.

Each institution, state, and province may have different guidelines or laws that affect this decision. Therefore, we recommend that all attendees use the information provided in this interactive session in accordance with legal advice from their institution’s legal counsel.

Learning Outcomes:

  • Participants will be able to define a direct threat.
  • Participants will be able to understand the factors to consider when deciding to use involuntary leave/withdrawal.
  • Participants will be able to explain the process for making a direct threat determination.
  • Participants will be able to define the rights of students involved in an involuntary withdrawal process.
  • Participants will be able to describe methods to avoid involuntary actions and the potential pitfalls involved in trying to do so.
ADA/504, BITA, Case Management, Mental Health, Non-discrimination, Risk Management/Crisis Communications

Law 101 Faculty: Avoiding Lawsuits

In an environment where the boundaries of academic freedom are continually tested, how can faculty members effectively manage their responsibilities (such as service, research, and teaching) while avoiding legal pitfalls that could result in litigation?

These situations often leave faculty members advocating for themselves and their peers, defending the relevance of assignments, curriculum, recommended readings, and more that may be challenged. Additionally, faculty must balance maintaining classroom control and ensuring the institution is not exposed to potential liability when addressing controversial readings, technology restrictions, accommodation requests, and similar issues.

This workshop is designed to equip faculty members, graduate teaching assistants, and adjuncts with the knowledge to understand various legal concerns and avoid legal pitfalls. This workshop can also cover a variety of other legal challenges in the classroom.

Institutions can select from the following topics, including:

  • Recent court decisions that apply to college faculty
  • Faculty implications of the Family Educational Rights and Privacy Act (FERPA)
  • Students’ speech rights in class
  • Faculty religious freedom rights
  • Types of assignments that may expose faculty members to legal challenges
  • Defensible policies for the use/restriction of cell phones and laptops during class

Learning Outcomes

  • After this workshop, attendees will be able to:
  • Understand their various reporting obligations and identify institution policies.
  • Recognize signs of retaliation and censorship.
  • Develop classroom policies aligned with best practices.
First Amendment, Non-discrimination, Risk Management/Crisis Communications

Law 101 for Academic Administrators

Academic Administrators often encounter challenging situations, sometimes even facing lawsuits and legal threats from their faculty. This workshop offers a practical and engaging approach to analyzing case studies, which include:

  • Addressing instances where a faculty member disregards institutional policies on pronoun use or information sharing.
  • Managing unfounded complaints lodged against colleagues by insubordinate faculty members. Is disciplinary action warranted?
  • Exploring the feasibility of accommodating remote instruction as a viable workplace alternative when faculty members no longer prefer in-person teaching.

This workshop can be tailored to explore topics including:

  • Legal basics that apply to college administration
  • Title IX implications
  • Employee discipline and termination
  • Academic freedom and the First Amendment
  • Sexual misconduct law and expectations
  • Recommended policy review practices
  • Syllabus review recommendations
  • Appropriate complaint response
  • Preventive law techniques

Learning Outcomes:

  • Understand various laws that are often implicated in day-to-day academic administration.
  • Discuss basic principles of employee legal rights related to discipline and requests for accommodation.
  • Identify risks in their policies and procedures related to potential legal issues.
  • How to more effectively head-off potential conflicts before they turn contentious.
    ADA/504, FERPA, First Amendment, Non-discrimination, Risk Management/Crisis Communications

    Legislation and Litigation Update

    Navigating bills introduced in state legislatures, ongoing litigation working through the courts, and the various laws affecting educational institutions can be challenging, especially when they intersect or conflict. This tailored workshop provides an executive-level overview of recent federal and state updates specific to your state and judicial circuit.

    Delve into a range of topics, including FERPA, Section 1983 actions, First Amendment rights, the Higher Education Opportunity Act, the Clery Act/Violence Against Women Act §304, Individuals with Disabilities Education Act (IDEA), ADA, Bias Response teams, the BIG Act, threat assessments, Title IX, and other pertinent issues. Whether you prefer a comprehensive full-day session or a focused half-day format, our workshop offers the opportunity to explore these subjects in depth, with a focus on key practical takeaways for your administrators.

    Learning Outcomes

    After this workshop, attendees will be able to:

    • Identify key state and federal laws impacting their work.
    • Understand the intersection and overlap between various federal laws.
    • Recognize areas for potential conflict between state and federal laws.
    • Learn how case law and legislation should drive policy and procedure changes – being reactive without being reactionary.
    • Update other team members about best practices for effective risk mitigation based on recent case law.
    ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, FERPA, First Amendment, Investigators, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    MPAC: Mentorship in Professionalism and Appropriate Conduct

    TNG has created the Mentorship in Professionalism and Appropriate Conduct (MPAC) program to replace unproductive and time-consuming sensitivity trainings. Our experts educate individuals 1:1 and equip them with tools to make better choices in the future, to combat the harmful effects of discrimination, harassment, or other inappropriate behavior. MPAC provides a remedy that shows your institution’s dedication to taking problematic conduct seriously and encouraging positive changes in behavior.

    As part of MPAC, TNG’s experts custom-design one or multiple sessions to address the unique situation and dynamics of the case. The material can be presented live or in a hybrid mix of asynchronous and live sessions. Our expert consultants engage in one-on-one, impactful sessions, fostering dialogue and understanding for those who have violated institutional policies. MPAC allows the trainer to develop a rapport with the trainee, leading to deeper engagement and fruitful discussion. Rather than feeling judgmental or disciplinary, MPAC sessions are true mentorship opportunities that invest the trainee as a stakeholder in the outcome.

    MPAC provides direct access to proven training materials and a full debrief from the consultant after the sessions. Perhaps most valuable, MPAC delivers peace of mind that your resolution process is effective and reliable.

    Learning Outcomes:

    • Understand what conduct is prohibited and why
    • Identify problematic behaviors or practices
    • Develop solutions to achieve institutions/trainee’s desired outcome and mitigate future risk
    • Appreciate the need for boundaries
    • Convey both the institution’s belief in the trainee as well as expectations for future conduct
    DEI, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Reducing the Risks of a Lawsuit: What We Can Learn About Our Day-to-Day Practices From Recent Court Cases

    Education institutions face lawsuits that pose significant financial and reputational concerns for administrators, even when many of these cases ultimately settle. This workshop delves into the previous year’s case outcomes with pragmatic, applicable discussions. TNG Consultants can customize this workshop to cater to specific audiences and either provide a broad overview of recent court decisions, trends, and settlement agreements or focus narrowly on cases in your jurisdiction.

    This workshop can be tailored to Chief Executives, Chief Academic Officers, Chief Student Affairs Officers, Chief Human Resource Officers, General Counsel, Academic Deans, Student Affairs Deans, Student and Staff Conduct Administration, Risk Managers, Disability Services, Human Resources Professionals, and Athletics Staff.

    The workshop may cover the following topics:
    • An update and complete synopsis of cases from the last year to now
    • Sexual Harassment and Misconduct, including Title VII, IX, and § 1983
    • First Amendment Issues (Student Organizations, Free Speech/Expression, Freedom of Association, Student Press)
    • Faculty and Employment Issues
    • Liability and Risk Management
    • Student Conduct and Behavioral Issues
    • Search and Seizure Issues
    • Negligence cases

    Learning Outcomes
    Attendees will be able to:
    • Identify “hot button” issues potentially facing their school, district, or institution.
    • Understand potential missteps that led to findings of fault in recent lawsuits.
    • Broadly recognize problematic policies, procedures, and practices that can lead to successful lawsuits.
    • Share information with other stakeholders about recent litigation.
    • Understand three key actions each attendee can take to mitigate risk for the institution/school/district

    ADA/504, Athletics, DEI, Expert Witnesses, FERPA, First Amendment, Mental Health, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    Sexual Assault and Harassment Training for High-Risk Populations

    Calling all coaches, athletic leaders, and student organization leaders! Did you know that one in four student-athletes experiences sexual assault or harassment by an authority figure on campus? Plus, members of fraternities and sororities are significantly more likely than their non-Greek-affiliated peers to experience sexual assault. These are shocking statistics, but we can offer constructive guidance.

    Our specialized training program is designed to equip you with the knowledge and skills needed to prevent and manage the risk of sexual assault and harassment within your team, department, or organization.

    During this training, you’ll learn the settings in which sexual violence becomes more probable, how to recognize inappropriate conduct, when and how to intervene, and ways to provide support for victims and those accused of misconduct. We’ll also delve into best practices for responding to complaints and participating in investigations, given organization complexities, the need to maintain neutrality, and avoid side-taking.

    This comprehensive program also covers legal duties and requirements for reporting, maintaining confidentiality, informal reporting, recordkeeping, and retaliation. We’ll even explore specific concerns for high-risk populations, including false reporting, due process rights, and the unique challenges student leaders and athletes face.

    Learning Outcomes

    • Explain the unique risks and contributing factors that result in specific student populations being at high risk for victimization/perpetration.
    • Identify strategies, techniques, and programs to manage risk and prevent sexual assault and harassment within a team, organization, or group.
    • Assess inappropriate conduct, how and when to intervene, and best practices for responding to complaints and participating in investigations.
    • Articulate the legal duties for confidentiality, informal reporting, record keeping, and retaliation.
    • Explain the specific concerns for high-risk populations, including the increased vulnerability of students with campus prominence. 
    Athletics, DEI, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Sexual Predator Detection and Interdiction

    Sandusky, Nassar, Tyndall, Strauss, Weinstein, Epstein. These sexual predators went undetected in their communities for years. How was that allowed to happen? It’s quite simple, actually. No one was purposefully looking for them, and occasional outcry didn’t create the critical mass necessary for officials to take allegations seriously until so many people cried out that they could no longer be ignored.

    Even after all these cases, it may surprise you to learn that no organization has developed a comprehensive program of Sexual Predator Detection and Prevention for schools and colleges – until now. These days, we all know we need to look for predators and stop them. It’s just a question of knowing where and how to look.

    TNG’s Sexual Predator Detection and Prevention Model has been designed by leading experts to provide schools with a comprehensive framework that gives you powerful tools to make sure that the potential predators in your communities don’t slip through the cracks. Predators are rarely well-hidden, if you know what to look for. TNG’s expert guidance is designed to help you detect predators and empower school and campus communities to limit the venues and opportunities predators have to harm vulnerable targets.

    Our comprehensive model includes twelve essential elements discussed below.

    • Neutralizing predations through supervised interactions
    • Trapping and interdicting a predator
    • Develop a predator interdiction action plan
    • Admissions/hiring screening
    • Integrating the BIT/TAT   
    • Getting and giving references
    • Patient/client Surveys
    • Identifying hot spots/vulnerability assessment
    • Policies and procedures for treating minors
    • Climate surveys
    • Training on identifying grooming behaviors, predatory patterns, and dark personality/sociopathy
    • Engaging the Board of Trustees/Risk Management Committee

    Learning Outcomes:

    • Understand what grooming behaviors look like and how to detect them
    • Recognize patterns of conduct and how they might be harbingers of predatory conduct
    • Understand the elements of a comprehensive safety net program for predator detection
    • Conduct a vulnerability assessment to understand where predators are most likely to target
    • Who should own predator prevention responsibility, institutionally
    • Harden targets to reduce vulnerability
    Athletics, BITA, Case Management, Investigators, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Strategic Programming

    This workshop will introduce the concept and design of a four-year programmatic strategy addressing high-risk student health and safety issues. The goal is to ensure your campus programmatic efforts are developmental, progressive, consistent, and message-reinforcing. 

    We will discuss the importance of having a master calendar and a centralized programming office or committee. Additionally, we will explore programming boards, student activities, and where to situate your campus topic specialists.

    We will cover how to select and prioritize topics and themes. For instance, this year’s strategic focus may be hazing and campus climate, with less emphasis on other issues. Alternatively, alcohol and sexual assault might be the top priorities. We will assess whether certain times of the year are more suitable for programming on specific topics. Furthermore, we will discuss how to develop and implement a progressive curriculum, taking students through an accretive process where one program builds upon the last toward a level of competence that can be assessed and demonstrated. 

    During the workshop, we will explore the value of passive and active programming, online and live programming, and various approaches and prevention models. We will also discuss the need for booster messaging and how to evaluate program effectiveness concerning learning outcomes, attitudinal change, and behavioral change.

    Learning Outcomes:

    • Participants will understand the value of a strategic approach to prevention programming
    • Participants will be able to discuss how programmatic prevention strategies work
    • Participants will be able to identify key elements of an effective prevention strategy
    • Participants will understand common programming pitfalls
    • Participants will be able to differentiate awareness raising, risk reduction, and primary prevention, and identify a variety of effective models
    Bias Assessment & Response, Clery Act, Mental Health, Non-discrimination, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Structuring, Training, and Supervising the Title IX Team Seminar

    Title IX offices with full-time, dedicated staff are a permanent fixture on many campuses. Leading a Title IX team is challenging, even for experienced supervisors. Title IX offices face high staff turnover, burnout, and scrutiny from internal stakeholders, courts, and the media. Ensuring Title IX compliance involves a distinctive blend of procedural and personnel oversight, which is not typically taught elsewhere. The regulations guide what districts and institutions must accomplish but leave the methods up to them.

    Learn the crucial strategies and skills designed for the unique needs of Title IX teamwork because it takes a village to ensure programmatic excellence. Learn best practices for leading a team of direct and indirect reports, peers, students, volunteers, and external contractors. Gain insight for evaluating current Title IX staffing needs, gaps, and opportunities in the context of compliance and exemplary programs.

    After completing this workshop, participants will…

    • Assess the roles needed for Title IX compliance and the specific duties each team member needs to fulfill
    • Evaluate current staffing in the context of Title IX compliance to assess for gaps and benchmark institutional/district/school needs
    • Develop a Title IX Team staffing plan, including a recruitment and hiring/selection process designed for the unique needs of Title IX compliance work
    • Identify opportunities for formal and informal evaluation of Title IX Team members
    • Discuss professional development and training needs and goals with Title IX Team members
    • Review complaints or allegations against Title IX Team members to determine appropriate responsive actions
    Title IX

    Student Suicide: What College and University Administrators Need to Know

    As an administrator in higher education, you are responsible for making decisions regarding the behavior of students experiencing mental health concerns such as suicidality or non-suicidal self-injury. Your task is to provide supportive and appropriate care for these students while ensuring the safety of the broader community. However, this can be a difficult and complex process, as you must navigate ethical, moral, and legal implications while adhering to federal regulations and disability laws.

    In recent years, schools have faced increased pressure from various groups to respond appropriately to the mental health needs of students. It is essential to balance supporting individual students, protecting the community’s safety, and preserving the institution’s reputation and program integrity.

    This workshop will provide practical solutions for everyday challenges that administrators face, with special consideration for how ADA/504 and other case law impact how institutions can/should/must respond. Your team will learn how to support students with mental health issues, including suicidality and non-suicidal self-injury, returning from a behavioral health hospitalization, as well as navigating leaves, involuntary withdrawals, conditions for return, privacy, and confidentiality concerns. Additionally, the role of Behavioral Intervention Teams (BIT) and behavior agreements will be discussed. Balancing individual students’ needs with the community’s safety is delicate, and this workshop will help you navigate these challenges confidently.

    After completing this workshop, participants will be able to:

    • Explain the role of student conduct in addressing behaviors that may violate the code of conduct.
    • Interpret ADA and Section 504 of the Rehabilitation Act about involuntary withdrawal policies, the “direct threat” test, and reasonable accommodations.
    • Identify allowances and limitations to privacy/information sharing of various stakeholders under FERPA, confidentiality laws, and privileges.
    • Utilize the campus Behavioral Intervention Team to mandate assessment and support suicidal students before, during, and after a behavioral hospitalization or leave of absence.
    ADA/504, Bias Assessment & Response, BITA, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications

    Student Suicide: What College and University Administrators Need to Know

    As an administrator in higher education, you are responsible for making decisions regarding the behavior of students experiencing mental health concerns such as suicidality or non-suicidal self-injury. Your task is to provide supportive and appropriate care for these students while ensuring the safety of the broader community. However, this can be a difficult and complex process, as you must navigate ethical, moral, and legal implications while adhering to federal regulations and disability laws.

    In recent years, schools have faced increased pressure from various groups to respond appropriately to the mental health needs of students. It is essential to balance supporting individual students, protecting the community’s safety, and preserving the institution’s reputation and program integrity.

    This workshop will provide practical solutions for everyday challenges that administrators face, with special consideration for how ADA/504 and other case law impact how institutions can/should/must respond. Your team will learn how to support students with mental health issues, including suicidality and non-suicidal self-injury, returning from a behavioral health hospitalization, as well as navigating leaves, involuntary withdrawals, conditions for return, privacy, and confidentiality concerns. Additionally, the role of Behavioral Intervention Teams (BIT) and behavior agreements will be discussed. Balancing individual students’ needs with the community’s safety is delicate, and this workshop will help you navigate these challenges confidently.

    Learning Outcomes:

    • Explain the role of student conduct in addressing behaviors that may violate the code of conduct.
    • Interpret ADA and Section 504 of the Rehabilitation Act about involuntary withdrawal policies, the “direct threat” test, and reasonable accommodations.
    • Identify allowances and limitations to privacy/information sharing of various stakeholders under FERPA, confidentiality laws, and privileges.
    • Utilize the campus Behavioral Intervention Team to mandate assessment and support suicidal students before, during, and after a behavioral hospitalization or leave of absence.
    FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications

    Suicide Prevention: How to See the Warning Signs and Help Those at Risk

    Suicide is a leading cause of death among college students in the United States. We all play an important role in prevention, and peers and non-clinical staff can make a difference. The prevention of suicide involves a comprehensive approach, but the first step is recognizing the warning signs and knowing how to respond and support those in need. This workshop provides participants with foundational information for understanding the warning signs, asking the right questions, and connecting to resources appropriately and quickly.

    After completing this workshop, participants will be able to: 

    • Discuss the terminology related to suicide and non-suicidal self-injury.
    • Identify the warning signs and red flags and know how to “ask the question.”
    • Demonstrate how to make an appropriate and timely referral to increase the chances of someone getting help.
    BITA, Case Management, Mental Health, Risk Management/Crisis Communications

    Surveying and Assessing Campus Climate

    Colleges and universities want to create campus climates where every community member thrives. However, increased incidents and reports of discrimination and harassment can threaten a healthy and safe campus climate. This issue is further compounded by the prevailing trends in higher education, including declining enrollment, rising dropout and transfer rates, as well as protests, demonstrations, and strikes. Shifting campus culture takes time, strategy, and data-informed decision-making.

    HR 2477, also called the “Consolidated Appropriations Act,” requires colleges and universities that receive federal funding to administer a campus climate survey biennially to assess issues related to dating violence, domestic violence, sexual assault, sexual harassment, and stalking. Many states have also passed laws requiring campus climate surveys as a condition for state funding.

    While the Department of Education has yet to release a climate survey tool for compliance purposes, TNG is ready to assist with your campus climate surveying and assessment needs, related to Title IX and more generally. If your campus needs assistance with the development, execution, and analysis of a campus climate survey, TNG’s experts are here to meet your needs.

    Learning Outcomes:

    • TNG’s climate surveying and assessment solutions will educate campus leadership on the culture of their campus climate based on common themes derived from the survey results
    • TNG’s climate surveying and assessment solutions will encompass data-informed change management solutions and recommendations.
    • TNG’s climate surveying and assessment solutions will include a detailed written report that consists of a robust survey analysis and a plan for moving forward.
    DEI

    Tailored Title IX Team Training

    Consider the benefit of having a Title IX expert focus solely on your campus for an entire day!

    With so much information to sift through, it can be difficult to determine priorities. ATIXA certification trainings are great, but they do not speak to the granular topics that your team may need to address campus politics, navigate internal friction, build a coalition, solve problems, and anticipate challenges.

    A TNG consultant can tailor a day with your team to provide the catalyst to move initiatives forward and smooth any challenges facing your campus. During a day-long visit, a Title IX expert from TNG can inspire change, offer training, increase stakeholder involvement, assist with compliance, identify best practices, solve vexing problems, offer a range of solutions, review policy and procedure, and inspire campus leaders to surpass compliance expectations.

    Choose from an a la carte menu to create a day that meets your campus-specific needs. The following topics can be customized to benefit your campus:

    • Appeals Officer Training
    • Investigation Report Review Clinic
    • Title IX Investigator Training Brush-up
    • Hearing Panel Training
    • Title IX Recordkeeping
    • Advocates and Confidential Employees training
    • Intake and First Response
    • Title IX Training for Ras/Housing/Residential Life
    • Designing a Program for Campers and External Programs
    • Prevention Program Assessment
    • Establishing MOUs with Law Enforcement, Outside Agencies, etc.
    • Climate Survey Design, Implementation, and Assessment
    • Communication Protocols for Title IX Cases
    • Forming and Managing a Title IX Team
    • Title IX Deputy Coordinator Training
    • Designing Your VAWA Brochure
    • Case-specific Review and Debrief
    • Protocols for Pregnant and Parenting Students
    • Best Practices for Title IX and LGBTQIA+ Rights
    • Title IX Caseload and Workflow Management
    • Title IX Staffing/Resources Assessment
    • Title IX and Faculty Rights
    • Title IX and BIT Intersections
    • Preparing for Legislation on the Horizon
    • Title IX and the First Amendment
    • And many more…
    Case Management, Clery Act, Hearing Officers/Advisors, Investigators, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Title IX Training for Various Student Populations

    On college and university campuses, student-athletes, fraternity and sorority members, student government leaders, band members, and other affinity groups are unique populations with distinct experiences. To address the risks of sexual harassment and sexual assault within these groups, specialized training is crucial to speak to the unique group dynamics and culture of each team, club, or organization.

    This training focuses on implementing strategic risk management solutions for population-specific student cohorts, considering the vulnerability and responsibility of prominent students on campus. The goal is to educate leaders on how to manage risks effectively, including providing specialized training tailored to these student populations.

    Learning Outcomes

    • Participants will learn how to recognize problematic cultures and conduct specific to unique student populations
    • Participants will understand best practices for addressing problematic conduct within unique student populations
    • Participants will be equipped with tools to strengthen their response and supportive measures for unique student populations
    Athletics, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Appeals Officer Training

    Do appeals frequently happen in your school or workplace on conduct procedures, including Title IX? Who hears appeals, and how are they trained? A poorly executed appeals process can lead to mistakes, frustration, and feelings of unfairness. Having a well-trained pool of appeal officers can enhance your appeal prowess and bring a sense of closure to difficult disciplinary situations for everyone involved. High-quality appeals also prevent unnecessary litigation and can help your decisions to withstand legal scrutiny. Proper training will give your appeal officers the confidence and care to do their job well.

    Our three-hour training will cover all essential elements required for appeals officers under Title IX. Your team will be ready to manage Title IX and other appeals related to misconduct or discrimination. The training will cover topics such as the grievance process, acceptable reasons for an appeal, definitions of sexual misconduct, discrimination, and retaliation, educational programs and activities, appeal procedures, due process rights and procedural errors, written determinations, and issues of bias and conflicts of interest. More extended training options are available with case studies, policy analysis deep dives, and decision-making practice sessions.

    • Understand the definitions of sexual harassment and other forms of sex- and gender-bard discrimination
    • Understand the purpose and structure of an appellate process as different from the initial decision
    • Avoid conflicts of interest as an appellate officer, as well as avoiding and reducing bias in disciplinary outcomes
    • Understand the procedures that are part of an appeal process
    • Be able to articulate the bases for an appeal and distinguish from the overall appeal decision
    • Draft a written appeal outcome letter

    BITA, Case Management, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications

    Behavioral Intervention Team (BIT) Training for Faculty

    Classroom faculty and staff are well-positioned to recognize students in distress. Sharing this information is vital to the Behavioral Intervention Team (BIT), as it helps assess risk and develop interventions aimed at student support and mitigation of harm to the individual, institution, and community. However, many teachers, administrators, and staff need guidance and education on what, how, and when to submit a referral to their BIT.

    This workshop is designed specifically for faculty members at K-12 and higher education institutions to address how their role supports the BIT. This workshop is interactive, allowing time for discussion, and customized to the specific institution’s Behavioral Intervention Team for seamless integration and enhanced reporting.

    After completing this course, participants will be able to:

    • Explain the major components of a Behavioral Intervention Team.
    • Identify behaviors that should be reported to the BIT.
    • Write and submit accurate and actionable referrals.
    • Explain what happens after a referral is submitted to the BIT.
    BITA, Case Management, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct, Title IX

    Best Practices in Peer Education

    Developing or growing a successful, competent peer educator program requires a unique ability to address sensitive subject matters in an engaging and relatable manner. Furthermore, certain skills are needed to train newly inducted peer educators on prevention programming, managing disclosures, and responding to frequently asked questions. Proper training on compliance, confidentiality, and self-care is crucial for new peer educators.

    This training program is the culmination of years of award-winning peer educator advising, teaching, and presenting. It offers attendees valuable knowledge and practical takeaways for implementing a successful and effective peer education program. The training covers foundational information on sexual assault, consent, high-risk substance use, and bystander intervention. Additionally, it highlights best practice resources, including websites, campaigns, videos, and more. The program incorporates different learning and presentation styles and settings, such as classroom settings, closed groups, and mandated programs.

    Peer-led efforts can be incredibly impactful, but maintaining quality can be challenging. Sustaining these programs long-term can be difficult as student interests fluctuate, students graduate, and new peer leaders must be trained. This training will provide ideas and strategies for creating a sustainable and effective program.

    Learning Outcomes:

    • Program designers will understand a set of best practices for peer-led prevention efforts
    • Program designers will explore ways that peer education can be most effective and applications in which it is less so
    • Program designers will learn ideas to sustain a program over the long-term
    • Program designers will explore what program success looks like, how to measure it, and how to maximize it
    Title IX

    Bias Incident Response Team

    Bias incidents, including microaggressions, have become commonplace in colleges and universities. For many, bias reports outnumber all other forms of misconduct combined.

    Colleges have responded to this challenge with Bias Incident Response Teams (BIRTs), Bias Assessment and Intervention Teams (BAITs), and teams of various other names and acronyms. Yet, the courts have been hostile to the bias team model, striking down numerous public university team approaches as violative of the First Amendment. Bias teams’ function at the intersection of academic freedom, non-discrimination laws, and campus efforts to enhance inclusion and belonging. Ensuring the team balances free speech, religion, and the right to be free from bias is paramount.

    TNG Consultants will train you on how to develop or evolve your team, publicize it to your campus community, implement anonymous reporting, and determine protocols for response that empower team goals without overreach or undue risk of liability.

    This training is an excellent opportunity for coalition building among Title IX administrators, non-discrimination administrators, behavioral intervention practitioners, and other stakeholders involved in violence prevention and risk management initiatives.

    Learning Outcomes:

    • Understand the value of having a bias incident team.
    • Understand the pitfalls and risks of a team that overreaches.
    • Clarify the mission of a bias team and how to define bias as distinct from discrimination.
    • Learn about litigation impacting the constitutionality of bias teams.
    • Explore various techniques for effective bias incident response and intervention.
    ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, First Amendment, Investigators, Mediation/ADR, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    BIT/CARE Team Custom Training and Tune-Up

    Is your Behavioral Intervention Team (BIT)/CARE team already functioning well but seeking to fine-tune its practices or address specific areas of improvement? Do you want to provide your team with a targeted training session to enhance effectiveness and address challenges? Our BIT/CARE Team Custom Training and Tune-Up delivers a focused and tailored training experience.

    Even high-performing BITs can benefit from periodic evaluations and targeted training to maintain and enhance effectiveness. We designed this training for BITs who are already functioning well but are looking for a tune-up or a targeted presentation to address specific areas of interest or concern.

    Led by experienced professionals with expertise in behavioral intervention and threat assessment, student affairs, case management, counseling, and legal compliance, our training team will collaborate closely with your team to identify the specific areas of focus and deliver customized training that meets your needs.

    By engaging TNG to provide our BIT/Care Team Custom Training and Tune-Up presentation, your team will receive a targeted and customized training experience that addresses their specific needs and challenges. This will enable them to fine-tune their practices, enhance their skills, and excel in supporting student well-being and safety.

    Learning Outcomes:

    • Participants will gain a deeper understanding of their team’s current practices, strengths, and areas of improvement.
    • Participants will acquire new skills and strategies targeted toward the identified areas of improvement or specific topics of interest.
    • Participants will explore and apply best practices in behavioral intervention.
    BITA, Case Management, Risk Management/Crisis Communications

    Classroom Management: Preventing and Responding to Disruptive Students In and Out of the Classroom

    Faculty and staff members are crucial in supporting students throughout their college journey. However, this responsibility can sometimes be overwhelming and complex. In classrooms, we often come face-to-face with students who exhibit emotional and behavioral difficulties, leading to disruptive or even dangerous situations.

    Join us for a workshop designed to help you navigate these challenging scenarios, in and out of the classroom. Learn to distinguish between disruptive and dangerous behaviors and gain valuable strategies and resources to respond effectively. Our goal is to empower you with the knowledge and skills necessary to create a safe and productive learning environment for everyone involved, to feel like you have control over your space (classroom, office, etc.), know what to do when things go off the rails, and how to regain control in a situation where you may be at risk of losing it.

    Learning Outcomes

    • Participants will distinguish disruptive behavior from dangerous behavior.
    • Participants will distinguish being threatened from feeling threatened.
    • Participants will identify strategies for preventing escalation and de-escalating disruptive behaviors.
    • Participants will identify strategies for safely responding to dangerous behaviors.
    • Participants will understand how to make appropriate referrals corresponding to the behavior.
    BITA, Risk Management/Crisis Communications

    Crafting Comprehensive Policies and Procedures for Voluntary and Involuntary Medical Leave and Withdrawal

    Educational institutions must objectively assess potential harm before deciding to place a student on involuntary leave or withdrawal. They should evaluate if the risk can be reduced through accommodations or modifications, as recommended by the NABITA Advisory Board (2019). This approach ensures that a student’s direct threat or safety risk is thoroughly considered and addressed.

    By initiating accommodations/modifications through the disability services office, institutions may be able to provide the necessary support and allow the student to continue with their studies successfully. If a student is found responsible for violating student conduct policies, the Student Conduct Office or designated administrators may impose sanctions, including separation from the institution. Similarly, Title IX can enforce the same sanctions for policy violations.

    After conducting an objective risk assessment, which may involve reviewing medical documentation, an institution may determine that a situation poses a significant and immediate risk beyond what the institution can reasonably accommodate. In these instances, the institution should have a policy that outlines the appropriate official with the authority to initiate the involuntary leave of absence process and the necessary steps to complete the procedure.

    As part of TNG’s comprehensive consulting services, we help our clients to develop and implement voluntary and involuntary medical leave and withdrawal policies and the associated procedures for your institution.

    Learning Outcomes:

    After your institution implements policies and procedures regarding voluntary and involuntary medical leave and withdrawal and trains on them, clients will have policies and procedures in place that will provide the necessary tools for the following situations:

    • Students requiring medical leave or withdrawal resulting from a serious health condition.
    • Involuntary withdrawal or leave for students who cannot continue their studies based on a serious health condition.
    • Involuntary withdrawal or leave for students whose health conditions pose a threat to the health or safety of others.
    • Involuntary withdrawal for students who cannot meet the university’s academic standards.
    • Facilitating return to the institution following medical leave or withdrawal.
    ADA/504, BITA, Case Management, DEI, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct

    Creation of a Unified Policy and Process For All Discrimination Complaints

    Are you unsure about who handles discrimination complaints at your school? Do you wonder which policy applies to each complaint? Are you concerned about whether different groups have more rights in discrimination cases? How are you managing intersectional and mixed-motive complaints, especially those impacted by multiple state and federal legal standards? TNG consultants can help.

    Many schools struggle to comply with Title IX, Title VI, Title VII, and Section 504/ADA regarding various types of protected class discrimination. Ensuring equitable processes for staff, students, and faculty is challenging when all functions are administered independently. That’s where we come in.

    By centralizing all discrimination complaints under one policy, we can help you simplify the process and ensure equitable treatment for everyone involved. Our approach includes unified policies that address all forms of discrimination for all faculty, students, and staff. How many procedures you have, who administers them, and how they intersect are functions of varying state and federal legal requirements. The goal is to guarantee a thorough, fair, equitable, and efficient civil-rights investigation-based approach.

    If you’re tired of dealing with conflicting procedures, let TNG’s experts help you streamline your discrimination complaint management. We’re here to make the process respectful, workable, navigable, and transparent for all parties involved.

    Learning Outcomes:

    • Creation of a single, unified nondiscrimination policy
    • Creation of fair grievance procedures to comply with all civil rights laws
    • Dissemination of the policy to the community
    • Training the grievance process team on the policy/grievance procedures
    • Assistance with the policy approval process (i.e., shared governance, board of trustees, school boards, etc.)
    • Structure assessment to determine which office/Coordinator should manage the policy/process
    ADA/504, FERPA, First Amendment, Hearing Officers/Advisors, Investigators, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Critical Incident Debriefing and Case “Hot Wash” Analysis – Learning From Cases to Inform Future Intervention Effectiveness

    TNG experts will conduct a full-spectrum “hot wash” analysis of institutional critical incident responses to assist with the identification of structural impediments, evaluate the need for additional or re-allocated staff, discuss the efficiency and effectiveness of responsive steps, and prioritize and plan for future incident responses.

    Similar to an emergency response debrief, the “hot wash” analysis brings together key administrators involved in the institutional response in a tabletop-style atmosphere to debrief what went well, what didn’t work as expected, what obstacles arose, and how to adjust and better anticipate challenges to meet response objectives moving forward.

    Learning Outcomes:

    • Identify structural impediments to effective response.
    • Evaluate office and individual involvement at various stages of response.
    • Develop institutional objectives for ideal response and resolution.
    • Collaborate on solutions for adjustments to response to meet institutional objectives.
    • Develop layered response practices across a range of critical incidents
    Case Management, Clery Act, DEI, Hearing Officers/Advisors, Investigators, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    DEI Solutions

    Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

    TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

    Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

    TNG’s DEI solutions:

    Interim Senior DEI Administrators – Our team includes leading experts in the DEI field. With decades of experience and research-backed insights, we offer invaluable perspectives on current issues and trends. We seamlessly step into interim DEI roles, on-site or virtually, including senior leadership positions that are typically challenging to fill promptly. Rest assured, we can grasp your needs from day one, ensuring continuous support for your community without any disruption.

    Custom DEI Training and Workshops – Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

    Climate Surveys – Climate surveys are an essential tool for evaluating the state of diversity, equity, and inclusion. We provide valuable insights into how effective your DEI program is against your institutional goals and identify gaps where your policies and procedures may fall short of being inclusive and accessible to all populations. Then, we offer recommendations to improve.

    Programming Based on Climate Survey Results – We turn our precise, actionable recommendations into programming that supports your school-wide, institution-wide, or organization-wide DEI goals. We have experience in roles at all levels within educational institutions, and we know what programs work to reduce bias and discrimination, especially from the lens of cycles of culture change.

    Project Management Based on DEI Programming Needs – Do you need to revise or rewrite digital and written materials to comply with state laws? Do you want to revise policy, re-envision your program, or refine your DEI-based mission? Allow our independent consultants to create a project plan for all areas where your policy language may need to be updated to remain compliant with federal and state laws and regulations.

    DEI Leadership Coaching – Our team of DEI experts offers senior leadership coaching to help develop strategies for creating a diverse, equitable, and inclusive school, institution, or organization culture[MH14]. We also provide ongoing consulting services to ensure the successful implementation of your DEI initiatives. Access our resource library filled with articles, books, videos, and training materials to educate and empower your community on DEI topics.

    DEI

    DEI Training and Workshops

    Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

    TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

    Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

    Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

    Learning Outcomes

    • Develop and enhance existing DEI strategic initiatives
    • Identify specific policies, procedures, and processes necessary for federal and state law compliance
    • Identify and engage critical stakeholders in DEI strategic initiatives
    • Sustain a culture that embodies DEI with appropriate tools and resources for various situations
    Bias Assessment & Response, DEI, Non-discrimination

    Invoking an Involuntary Medial/Mental Health Leave/Withdrawal

    Despite training and experience, one of the most challenging decisions an educational professional must make is determining whether a student’s direct threat or safety risk is grounds for an involuntary leave or withdrawal. As this is a complex and sensitive issue, we offer this training session to help administrators navigate the difficulties associated with the decision, the process, and the basis for determination. We train you to recognize direct threats, what to consider when determining direct threats, and the legally sufficient process to initiate an involuntary leave or withdrawal.

    Each institution, state, and province may have different guidelines or laws that affect this decision. Therefore, we recommend that all attendees use the information provided in this interactive session in accordance with legal advice from their institution’s legal counsel.

    Learning Outcomes:

    • Participants will be able to define a direct threat.
    • Participants will be able to understand the factors to consider when deciding to use involuntary leave/withdrawal.
    • Participants will be able to explain the process for making a direct threat determination.
    • Participants will be able to define the rights of students involved in an involuntary withdrawal process.
    • Participants will be able to describe methods to avoid involuntary actions and the potential pitfalls involved in trying to do so.
    ADA/504, BITA, Case Management, Mental Health, Non-discrimination, Risk Management/Crisis Communications

    Legislation and Litigation Update

    Navigating bills introduced in state legislatures, ongoing litigation working through the courts, and the various laws affecting educational institutions can be challenging, especially when they intersect or conflict. This tailored workshop provides an executive-level overview of recent federal and state updates specific to your state and judicial circuit.

    Delve into a range of topics, including FERPA, Section 1983 actions, First Amendment rights, the Higher Education Opportunity Act, the Clery Act/Violence Against Women Act §304, Individuals with Disabilities Education Act (IDEA), ADA, Bias Response teams, the BIG Act, threat assessments, Title IX, and other pertinent issues. Whether you prefer a comprehensive full-day session or a focused half-day format, our workshop offers the opportunity to explore these subjects in depth, with a focus on key practical takeaways for your administrators.

    Learning Outcomes

    After this workshop, attendees will be able to:

    • Identify key state and federal laws impacting their work.
    • Understand the intersection and overlap between various federal laws.
    • Recognize areas for potential conflict between state and federal laws.
    • Learn how case law and legislation should drive policy and procedure changes – being reactive without being reactionary.
    • Update other team members about best practices for effective risk mitigation based on recent case law.
    ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, FERPA, First Amendment, Investigators, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    MPAC: Mentorship in Professionalism and Appropriate Conduct

    TNG has created the Mentorship in Professionalism and Appropriate Conduct (MPAC) program to replace unproductive and time-consuming sensitivity trainings. Our experts educate individuals 1:1 and equip them with tools to make better choices in the future, to combat the harmful effects of discrimination, harassment, or other inappropriate behavior. MPAC provides a remedy that shows your institution’s dedication to taking problematic conduct seriously and encouraging positive changes in behavior.

    As part of MPAC, TNG’s experts custom-design one or multiple sessions to address the unique situation and dynamics of the case. The material can be presented live or in a hybrid mix of asynchronous and live sessions. Our expert consultants engage in one-on-one, impactful sessions, fostering dialogue and understanding for those who have violated institutional policies. MPAC allows the trainer to develop a rapport with the trainee, leading to deeper engagement and fruitful discussion. Rather than feeling judgmental or disciplinary, MPAC sessions are true mentorship opportunities that invest the trainee as a stakeholder in the outcome.

    MPAC provides direct access to proven training materials and a full debrief from the consultant after the sessions. Perhaps most valuable, MPAC delivers peace of mind that your resolution process is effective and reliable.

    Learning Outcomes:

    • Understand what conduct is prohibited and why
    • Identify problematic behaviors or practices
    • Develop solutions to achieve institutions/trainee’s desired outcome and mitigate future risk
    • Appreciate the need for boundaries
    • Convey both the institution’s belief in the trainee as well as expectations for future conduct
    DEI, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Reducing the Risks of a Lawsuit: What We Can Learn About Our Day-to-Day Practices From Recent Court Cases

    Education institutions face lawsuits that pose significant financial and reputational concerns for administrators, even when many of these cases ultimately settle. This workshop delves into the previous year’s case outcomes with pragmatic, applicable discussions. TNG Consultants can customize this workshop to cater to specific audiences and either provide a broad overview of recent court decisions, trends, and settlement agreements or focus narrowly on cases in your jurisdiction.

    This workshop can be tailored to Chief Executives, Chief Academic Officers, Chief Student Affairs Officers, Chief Human Resource Officers, General Counsel, Academic Deans, Student Affairs Deans, Student and Staff Conduct Administration, Risk Managers, Disability Services, Human Resources Professionals, and Athletics Staff.

    The workshop may cover the following topics:
    • An update and complete synopsis of cases from the last year to now
    • Sexual Harassment and Misconduct, including Title VII, IX, and § 1983
    • First Amendment Issues (Student Organizations, Free Speech/Expression, Freedom of Association, Student Press)
    • Faculty and Employment Issues
    • Liability and Risk Management
    • Student Conduct and Behavioral Issues
    • Search and Seizure Issues
    • Negligence cases

    Learning Outcomes
    Attendees will be able to:
    • Identify “hot button” issues potentially facing their school, district, or institution.
    • Understand potential missteps that led to findings of fault in recent lawsuits.
    • Broadly recognize problematic policies, procedures, and practices that can lead to successful lawsuits.
    • Share information with other stakeholders about recent litigation.
    • Understand three key actions each attendee can take to mitigate risk for the institution/school/district

    ADA/504, Athletics, DEI, Expert Witnesses, FERPA, First Amendment, Mental Health, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    Sexual Predator Detection and Interdiction

    Sandusky, Nassar, Tyndall, Strauss, Weinstein, Epstein. These sexual predators went undetected in their communities for years. How was that allowed to happen? It’s quite simple, actually. No one was purposefully looking for them, and occasional outcry didn’t create the critical mass necessary for officials to take allegations seriously until so many people cried out that they could no longer be ignored.

    Even after all these cases, it may surprise you to learn that no organization has developed a comprehensive program of Sexual Predator Detection and Prevention for schools and colleges – until now. These days, we all know we need to look for predators and stop them. It’s just a question of knowing where and how to look.

    TNG’s Sexual Predator Detection and Prevention Model has been designed by leading experts to provide schools with a comprehensive framework that gives you powerful tools to make sure that the potential predators in your communities don’t slip through the cracks. Predators are rarely well-hidden, if you know what to look for. TNG’s expert guidance is designed to help you detect predators and empower school and campus communities to limit the venues and opportunities predators have to harm vulnerable targets.

    Our comprehensive model includes twelve essential elements discussed below.

    • Neutralizing predations through supervised interactions
    • Trapping and interdicting a predator
    • Develop a predator interdiction action plan
    • Admissions/hiring screening
    • Integrating the BIT/TAT   
    • Getting and giving references
    • Patient/client Surveys
    • Identifying hot spots/vulnerability assessment
    • Policies and procedures for treating minors
    • Climate surveys
    • Training on identifying grooming behaviors, predatory patterns, and dark personality/sociopathy
    • Engaging the Board of Trustees/Risk Management Committee

    Learning Outcomes:

    • Understand what grooming behaviors look like and how to detect them
    • Recognize patterns of conduct and how they might be harbingers of predatory conduct
    • Understand the elements of a comprehensive safety net program for predator detection
    • Conduct a vulnerability assessment to understand where predators are most likely to target
    • Who should own predator prevention responsibility, institutionally
    • Harden targets to reduce vulnerability
    Athletics, BITA, Case Management, Investigators, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Strategic Programming

    This workshop will introduce the concept and design of a four-year programmatic strategy addressing high-risk student health and safety issues. The goal is to ensure your campus programmatic efforts are developmental, progressive, consistent, and message-reinforcing. 

    We will discuss the importance of having a master calendar and a centralized programming office or committee. Additionally, we will explore programming boards, student activities, and where to situate your campus topic specialists.

    We will cover how to select and prioritize topics and themes. For instance, this year’s strategic focus may be hazing and campus climate, with less emphasis on other issues. Alternatively, alcohol and sexual assault might be the top priorities. We will assess whether certain times of the year are more suitable for programming on specific topics. Furthermore, we will discuss how to develop and implement a progressive curriculum, taking students through an accretive process where one program builds upon the last toward a level of competence that can be assessed and demonstrated. 

    During the workshop, we will explore the value of passive and active programming, online and live programming, and various approaches and prevention models. We will also discuss the need for booster messaging and how to evaluate program effectiveness concerning learning outcomes, attitudinal change, and behavioral change.

    Learning Outcomes:

    • Participants will understand the value of a strategic approach to prevention programming
    • Participants will be able to discuss how programmatic prevention strategies work
    • Participants will be able to identify key elements of an effective prevention strategy
    • Participants will understand common programming pitfalls
    • Participants will be able to differentiate awareness raising, risk reduction, and primary prevention, and identify a variety of effective models
    Bias Assessment & Response, Clery Act, Mental Health, Non-discrimination, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Structuring, Training, and Supervising the Title IX Team Seminar

    Title IX offices with full-time, dedicated staff are a permanent fixture on many campuses. Leading a Title IX team is challenging, even for experienced supervisors. Title IX offices face high staff turnover, burnout, and scrutiny from internal stakeholders, courts, and the media. Ensuring Title IX compliance involves a distinctive blend of procedural and personnel oversight, which is not typically taught elsewhere. The regulations guide what districts and institutions must accomplish but leave the methods up to them.

    Learn the crucial strategies and skills designed for the unique needs of Title IX teamwork because it takes a village to ensure programmatic excellence. Learn best practices for leading a team of direct and indirect reports, peers, students, volunteers, and external contractors. Gain insight for evaluating current Title IX staffing needs, gaps, and opportunities in the context of compliance and exemplary programs.

    After completing this workshop, participants will…

    • Assess the roles needed for Title IX compliance and the specific duties each team member needs to fulfill
    • Evaluate current staffing in the context of Title IX compliance to assess for gaps and benchmark institutional/district/school needs
    • Develop a Title IX Team staffing plan, including a recruitment and hiring/selection process designed for the unique needs of Title IX compliance work
    • Identify opportunities for formal and informal evaluation of Title IX Team members
    • Discuss professional development and training needs and goals with Title IX Team members
    • Review complaints or allegations against Title IX Team members to determine appropriate responsive actions
    Title IX

    Tailored Title IX Team Training

    Consider the benefit of having a Title IX expert focus solely on your campus for an entire day!

    With so much information to sift through, it can be difficult to determine priorities. ATIXA certification trainings are great, but they do not speak to the granular topics that your team may need to address campus politics, navigate internal friction, build a coalition, solve problems, and anticipate challenges.

    A TNG consultant can tailor a day with your team to provide the catalyst to move initiatives forward and smooth any challenges facing your campus. During a day-long visit, a Title IX expert from TNG can inspire change, offer training, increase stakeholder involvement, assist with compliance, identify best practices, solve vexing problems, offer a range of solutions, review policy and procedure, and inspire campus leaders to surpass compliance expectations.

    Choose from an a la carte menu to create a day that meets your campus-specific needs. The following topics can be customized to benefit your campus:

    • Appeals Officer Training
    • Investigation Report Review Clinic
    • Title IX Investigator Training Brush-up
    • Hearing Panel Training
    • Title IX Recordkeeping
    • Advocates and Confidential Employees training
    • Intake and First Response
    • Title IX Training for Ras/Housing/Residential Life
    • Designing a Program for Campers and External Programs
    • Prevention Program Assessment
    • Establishing MOUs with Law Enforcement, Outside Agencies, etc.
    • Climate Survey Design, Implementation, and Assessment
    • Communication Protocols for Title IX Cases
    • Forming and Managing a Title IX Team
    • Title IX Deputy Coordinator Training
    • Designing Your VAWA Brochure
    • Case-specific Review and Debrief
    • Protocols for Pregnant and Parenting Students
    • Best Practices for Title IX and LGBTQIA+ Rights
    • Title IX Caseload and Workflow Management
    • Title IX Staffing/Resources Assessment
    • Title IX and Faculty Rights
    • Title IX and BIT Intersections
    • Preparing for Legislation on the Horizon
    • Title IX and the First Amendment
    • And many more…
    Case Management, Clery Act, Hearing Officers/Advisors, Investigators, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Appeals Officer Training

    Do appeals frequently happen in your school or workplace on conduct procedures, including Title IX? Who hears appeals, and how are they trained? A poorly executed appeals process can lead to mistakes, frustration, and feelings of unfairness. Having a well-trained pool of appeal officers can enhance your appeal prowess and bring a sense of closure to difficult disciplinary situations for everyone involved. High-quality appeals also prevent unnecessary litigation and can help your decisions to withstand legal scrutiny. Proper training will give your appeal officers the confidence and care to do their job well.

    Our three-hour training will cover all essential elements required for appeals officers under Title IX. Your team will be ready to manage Title IX and other appeals related to misconduct or discrimination. The training will cover topics such as the grievance process, acceptable reasons for an appeal, definitions of sexual misconduct, discrimination, and retaliation, educational programs and activities, appeal procedures, due process rights and procedural errors, written determinations, and issues of bias and conflicts of interest. More extended training options are available with case studies, policy analysis deep dives, and decision-making practice sessions.

    • Understand the definitions of sexual harassment and other forms of sex- and gender-bard discrimination
    • Understand the purpose and structure of an appellate process as different from the initial decision
    • Avoid conflicts of interest as an appellate officer, as well as avoiding and reducing bias in disciplinary outcomes
    • Understand the procedures that are part of an appeal process
    • Be able to articulate the bases for an appeal and distinguish from the overall appeal decision
    • Draft a written appeal outcome letter

    BITA, Case Management, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications

    Bias Incident Response Team

    Bias incidents, including microaggressions, have become commonplace in colleges and universities. For many, bias reports outnumber all other forms of misconduct combined.

    Colleges have responded to this challenge with Bias Incident Response Teams (BIRTs), Bias Assessment and Intervention Teams (BAITs), and teams of various other names and acronyms. Yet, the courts have been hostile to the bias team model, striking down numerous public university team approaches as violative of the First Amendment. Bias teams’ function at the intersection of academic freedom, non-discrimination laws, and campus efforts to enhance inclusion and belonging. Ensuring the team balances free speech, religion, and the right to be free from bias is paramount.

    TNG Consultants will train you on how to develop or evolve your team, publicize it to your campus community, implement anonymous reporting, and determine protocols for response that empower team goals without overreach or undue risk of liability.

    This training is an excellent opportunity for coalition building among Title IX administrators, non-discrimination administrators, behavioral intervention practitioners, and other stakeholders involved in violence prevention and risk management initiatives.

    Learning Outcomes:

    • Understand the value of having a bias incident team.
    • Understand the pitfalls and risks of a team that overreaches.
    • Clarify the mission of a bias team and how to define bias as distinct from discrimination.
    • Learn about litigation impacting the constitutionality of bias teams.
    • Explore various techniques for effective bias incident response and intervention.
    ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, First Amendment, Investigators, Mediation/ADR, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Crafting Comprehensive Policies and Procedures for Voluntary and Involuntary Medical Leave and Withdrawal

    Educational institutions must objectively assess potential harm before deciding to place a student on involuntary leave or withdrawal. They should evaluate if the risk can be reduced through accommodations or modifications, as recommended by the NABITA Advisory Board (2019). This approach ensures that a student’s direct threat or safety risk is thoroughly considered and addressed.

    By initiating accommodations/modifications through the disability services office, institutions may be able to provide the necessary support and allow the student to continue with their studies successfully. If a student is found responsible for violating student conduct policies, the Student Conduct Office or designated administrators may impose sanctions, including separation from the institution. Similarly, Title IX can enforce the same sanctions for policy violations.

    After conducting an objective risk assessment, which may involve reviewing medical documentation, an institution may determine that a situation poses a significant and immediate risk beyond what the institution can reasonably accommodate. In these instances, the institution should have a policy that outlines the appropriate official with the authority to initiate the involuntary leave of absence process and the necessary steps to complete the procedure.

    As part of TNG’s comprehensive consulting services, we help our clients to develop and implement voluntary and involuntary medical leave and withdrawal policies and the associated procedures for your institution.

    Learning Outcomes:

    After your institution implements policies and procedures regarding voluntary and involuntary medical leave and withdrawal and trains on them, clients will have policies and procedures in place that will provide the necessary tools for the following situations:

    • Students requiring medical leave or withdrawal resulting from a serious health condition.
    • Involuntary withdrawal or leave for students who cannot continue their studies based on a serious health condition.
    • Involuntary withdrawal or leave for students whose health conditions pose a threat to the health or safety of others.
    • Involuntary withdrawal for students who cannot meet the university’s academic standards.
    • Facilitating return to the institution following medical leave or withdrawal.
    ADA/504, BITA, Case Management, DEI, FERPA, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct

    Creation of a Unified Policy and Process For All Discrimination Complaints

    Are you unsure about who handles discrimination complaints at your school? Do you wonder which policy applies to each complaint? Are you concerned about whether different groups have more rights in discrimination cases? How are you managing intersectional and mixed-motive complaints, especially those impacted by multiple state and federal legal standards? TNG consultants can help.

    Many schools struggle to comply with Title IX, Title VI, Title VII, and Section 504/ADA regarding various types of protected class discrimination. Ensuring equitable processes for staff, students, and faculty is challenging when all functions are administered independently. That’s where we come in.

    By centralizing all discrimination complaints under one policy, we can help you simplify the process and ensure equitable treatment for everyone involved. Our approach includes unified policies that address all forms of discrimination for all faculty, students, and staff. How many procedures you have, who administers them, and how they intersect are functions of varying state and federal legal requirements. The goal is to guarantee a thorough, fair, equitable, and efficient civil-rights investigation-based approach.

    If you’re tired of dealing with conflicting procedures, let TNG’s experts help you streamline your discrimination complaint management. We’re here to make the process respectful, workable, navigable, and transparent for all parties involved.

    Learning Outcomes:

    • Creation of a single, unified nondiscrimination policy
    • Creation of fair grievance procedures to comply with all civil rights laws
    • Dissemination of the policy to the community
    • Training the grievance process team on the policy/grievance procedures
    • Assistance with the policy approval process (i.e., shared governance, board of trustees, school boards, etc.)
    • Structure assessment to determine which office/Coordinator should manage the policy/process
    ADA/504, FERPA, First Amendment, Hearing Officers/Advisors, Investigators, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Critical Incident Debriefing and Case “Hot Wash” Analysis – Learning From Cases to Inform Future Intervention Effectiveness

    TNG experts will conduct a full-spectrum “hot wash” analysis of institutional critical incident responses to assist with the identification of structural impediments, evaluate the need for additional or re-allocated staff, discuss the efficiency and effectiveness of responsive steps, and prioritize and plan for future incident responses.

    Similar to an emergency response debrief, the “hot wash” analysis brings together key administrators involved in the institutional response in a tabletop-style atmosphere to debrief what went well, what didn’t work as expected, what obstacles arose, and how to adjust and better anticipate challenges to meet response objectives moving forward.

    Learning Outcomes:

    • Identify structural impediments to effective response.
    • Evaluate office and individual involvement at various stages of response.
    • Develop institutional objectives for ideal response and resolution.
    • Collaborate on solutions for adjustments to response to meet institutional objectives.
    • Develop layered response practices across a range of critical incidents
    Case Management, Clery Act, DEI, Hearing Officers/Advisors, Investigators, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    DEI Solutions

    Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

    TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

    Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

    TNG’s DEI solutions:

    Interim Senior DEI Administrators – Our team includes leading experts in the DEI field. With decades of experience and research-backed insights, we offer invaluable perspectives on current issues and trends. We seamlessly step into interim DEI roles, on-site or virtually, including senior leadership positions that are typically challenging to fill promptly. Rest assured, we can grasp your needs from day one, ensuring continuous support for your community without any disruption.

    Custom DEI Training and Workshops – Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

    Climate Surveys – Climate surveys are an essential tool for evaluating the state of diversity, equity, and inclusion. We provide valuable insights into how effective your DEI program is against your institutional goals and identify gaps where your policies and procedures may fall short of being inclusive and accessible to all populations. Then, we offer recommendations to improve.

    Programming Based on Climate Survey Results – We turn our precise, actionable recommendations into programming that supports your school-wide, institution-wide, or organization-wide DEI goals. We have experience in roles at all levels within educational institutions, and we know what programs work to reduce bias and discrimination, especially from the lens of cycles of culture change.

    Project Management Based on DEI Programming Needs – Do you need to revise or rewrite digital and written materials to comply with state laws? Do you want to revise policy, re-envision your program, or refine your DEI-based mission? Allow our independent consultants to create a project plan for all areas where your policy language may need to be updated to remain compliant with federal and state laws and regulations.

    DEI Leadership Coaching – Our team of DEI experts offers senior leadership coaching to help develop strategies for creating a diverse, equitable, and inclusive school, institution, or organization culture[MH14]. We also provide ongoing consulting services to ensure the successful implementation of your DEI initiatives. Access our resource library filled with articles, books, videos, and training materials to educate and empower your community on DEI topics.

    DEI

    DEI Training and Workshops

    Diversity, Equity, and Inclusion (DEI) are more than just words at TNG.

    TNG’s mission is to enhance the holistic safety and well-being of individuals, schools, and organizations by empowering systems-level solutions to reduce the risk of violence, discrimination, and other harm. We prioritize DEI principles because they are crucial to fulfilling our mission.

    Our goal is to create an equitable culture at all levels of your school, institution, or organization. We are committed to providing solutions that ensure all community members know they belong and their input is valued. Our DEI solutions go beyond compliance to improve your ability to attract, retain, educate, and support your diverse populations.

    Our custom DEI trainings are tailored to your needs and goals. We understand that every school, institution, or organization is unique, so we work with you to develop a training program that addresses your community’s challenges and opportunities. We also work with institutions under state restrictions to carefully design and contour trainings that are compliant, while preserving or revising key programmatic elements to ensure they are viable and not prohibited.

    Learning Outcomes

    • Develop and enhance existing DEI strategic initiatives
    • Identify specific policies, procedures, and processes necessary for federal and state law compliance
    • Identify and engage critical stakeholders in DEI strategic initiatives
    • Sustain a culture that embodies DEI with appropriate tools and resources for various situations
    Bias Assessment & Response, DEI, Non-discrimination

    Legislation and Litigation Update

    Navigating bills introduced in state legislatures, ongoing litigation working through the courts, and the various laws affecting educational institutions can be challenging, especially when they intersect or conflict. This tailored workshop provides an executive-level overview of recent federal and state updates specific to your state and judicial circuit.

    Delve into a range of topics, including FERPA, Section 1983 actions, First Amendment rights, the Higher Education Opportunity Act, the Clery Act/Violence Against Women Act §304, Individuals with Disabilities Education Act (IDEA), ADA, Bias Response teams, the BIG Act, threat assessments, Title IX, and other pertinent issues. Whether you prefer a comprehensive full-day session or a focused half-day format, our workshop offers the opportunity to explore these subjects in depth, with a focus on key practical takeaways for your administrators.

    Learning Outcomes

    After this workshop, attendees will be able to:

    • Identify key state and federal laws impacting their work.
    • Understand the intersection and overlap between various federal laws.
    • Recognize areas for potential conflict between state and federal laws.
    • Learn how case law and legislation should drive policy and procedure changes – being reactive without being reactionary.
    • Update other team members about best practices for effective risk mitigation based on recent case law.
    ADA/504, Athletics, Bias Assessment & Response, BITA, Case Management, Clery Act, DEI, FERPA, First Amendment, Investigators, Mental Health, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    MPAC: Mentorship in Professionalism and Appropriate Conduct

    TNG has created the Mentorship in Professionalism and Appropriate Conduct (MPAC) program to replace unproductive and time-consuming sensitivity trainings. Our experts educate individuals 1:1 and equip them with tools to make better choices in the future, to combat the harmful effects of discrimination, harassment, or other inappropriate behavior. MPAC provides a remedy that shows your institution’s dedication to taking problematic conduct seriously and encouraging positive changes in behavior.

    As part of MPAC, TNG’s experts custom-design one or multiple sessions to address the unique situation and dynamics of the case. The material can be presented live or in a hybrid mix of asynchronous and live sessions. Our expert consultants engage in one-on-one, impactful sessions, fostering dialogue and understanding for those who have violated institutional policies. MPAC allows the trainer to develop a rapport with the trainee, leading to deeper engagement and fruitful discussion. Rather than feeling judgmental or disciplinary, MPAC sessions are true mentorship opportunities that invest the trainee as a stakeholder in the outcome.

    MPAC provides direct access to proven training materials and a full debrief from the consultant after the sessions. Perhaps most valuable, MPAC delivers peace of mind that your resolution process is effective and reliable.

    Learning Outcomes:

    • Understand what conduct is prohibited and why
    • Identify problematic behaviors or practices
    • Develop solutions to achieve institutions/trainee’s desired outcome and mitigate future risk
    • Appreciate the need for boundaries
    • Convey both the institution’s belief in the trainee as well as expectations for future conduct
    DEI, Mediation/ADR, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX

    Reducing the Risks of a Lawsuit: What We Can Learn About Our Day-to-Day Practices From Recent Court Cases

    Education institutions face lawsuits that pose significant financial and reputational concerns for administrators, even when many of these cases ultimately settle. This workshop delves into the previous year’s case outcomes with pragmatic, applicable discussions. TNG Consultants can customize this workshop to cater to specific audiences and either provide a broad overview of recent court decisions, trends, and settlement agreements or focus narrowly on cases in your jurisdiction.

    This workshop can be tailored to Chief Executives, Chief Academic Officers, Chief Student Affairs Officers, Chief Human Resource Officers, General Counsel, Academic Deans, Student Affairs Deans, Student and Staff Conduct Administration, Risk Managers, Disability Services, Human Resources Professionals, and Athletics Staff.

    The workshop may cover the following topics:
    • An update and complete synopsis of cases from the last year to now
    • Sexual Harassment and Misconduct, including Title VII, IX, and § 1983
    • First Amendment Issues (Student Organizations, Free Speech/Expression, Freedom of Association, Student Press)
    • Faculty and Employment Issues
    • Liability and Risk Management
    • Student Conduct and Behavioral Issues
    • Search and Seizure Issues
    • Negligence cases

    Learning Outcomes
    Attendees will be able to:
    • Identify “hot button” issues potentially facing their school, district, or institution.
    • Understand potential missteps that led to findings of fault in recent lawsuits.
    • Broadly recognize problematic policies, procedures, and practices that can lead to successful lawsuits.
    • Share information with other stakeholders about recent litigation.
    • Understand three key actions each attendee can take to mitigate risk for the institution/school/district

    ADA/504, Athletics, DEI, Expert Witnesses, FERPA, First Amendment, Mental Health, Risk Management/Crisis Communications, Sexual Misconduct, Title IX

    Service Title 3

    Lorem ipsum dolor sit amet, consectetur adipiscing elit. Sed sit amet lacus ut quam vehicula dignissim. Morbi dignissim ex ut enim hendrerit, ut consequat eros pretium. Sed euismod efficitur ultricies. Maecenas porta, odio a vehicula vehicula, lectus quam faucibus nulla, quis tincidunt velit dui id urna. Fusce vitae ipsum vel velit mattis molestie. Quisque lacus libero, dictum sit amet felis quis, aliquam viverra tortor. Mauris sagittis gravida ornare. Nunc arcu lacus, cursus non lacus at, varius rutrum libero. Fusce a bibendum lectus, eget euismod odio.

    Non-discrimination, Risk Management/Crisis Communications, Student/Organization Misconduct

    Sexual Assault and Harassment Training for High-Risk Populations

    Calling all coaches, athletic leaders, and student organization leaders! Did you know that one in four student-athletes experiences sexual assault or harassment by an authority figure on campus? Plus, members of fraternities and sororities are significantly more likely than their non-Greek-affiliated peers to experience sexual assault. These are shocking statistics, but we can offer constructive guidance.

    Our specialized training program is designed to equip you with the knowledge and skills needed to prevent and manage the risk of sexual assault and harassment within your team, department, or organization.

    During this training, you’ll learn the settings in which sexual violence becomes more probable, how to recognize inappropriate conduct, when and how to intervene, and ways to provide support for victims and those accused of misconduct. We’ll also delve into best practices for responding to complaints and participating in investigations, given organization complexities, the need to maintain neutrality, and avoid side-taking.

    This comprehensive program also covers legal duties and requirements for reporting, maintaining confidentiality, informal reporting, recordkeeping, and retaliation. We’ll even explore specific concerns for high-risk populations, including false reporting, due process rights, and the unique challenges student leaders and athletes face.

    Learning Outcomes

    • Explain the unique risks and contributing factors that result in specific student populations being at high risk for victimization/perpetration.
    • Identify strategies, techniques, and programs to manage risk and prevent sexual assault and harassment within a team, organization, or group.
    • Assess inappropriate conduct, how and when to intervene, and best practices for responding to complaints and participating in investigations.
    • Articulate the legal duties for confidentiality, informal reporting, record keeping, and retaliation.
    • Explain the specific concerns for high-risk populations, including the increased vulnerability of students with campus prominence. 
    Athletics, DEI, Non-discrimination, Risk Management/Crisis Communications, Sexual Misconduct, Student/Organization Misconduct, Title IX