Academic Deans
#	Recommendation/Action	Timetable
3	Strengthen the system for reporting incidents involving graduate students within your school or college. The deans have appointed their deans of student affairs to handle this issue. The exceptions are in Arts and Sciences, where Associate Dean Carol Burke will work on this, and in SHPH, where Sharon Krag, Associate Dean for Graduate Education and Research, will work on this.	Orig. 11/97 Ongoing
15	Educate department chairs and faculty about harassing behavior. It was suggested this would be done in conjunction with the Sexual Harassment Prevention and Resolution Program Director once that person comes on staff. SAIS already mandates that faculty members have formal sexual harassment prevention training.	Orig. 01/98 TBA

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Risk Assessment Team
#	Recommendation/Action	Timetable
16	Train resident advisors, mental health workers and health personnel in recognizing obsessive behaviors. The team will rephrase this recommendation to state in recognizing potentially violent behaviors. Much of this already exists in one form or the other for the individuals listed above. Where it does not, training will be developed.	Orig. 01/98 Ongoing Target AY 98- 99
19	Adopt a formal protocol for dealing with staff and students who are potentially dangerous to others. The team is initiating contact with local and regional experts with regard to this issue.	Orig. 11/97 Ongoing Target AY 98- 99
20	Establish and make use of a risk assessment prevention team. Considering how best this team can be accessed and integrated as part of the total effort.	Orig. 11/97 Ongoing Target AY 98- 99
22	Ensure that FASAP and Counseling Center staff have the professional preparation to meet their responsibilities under the protocol/risk assessment procedures. Initially working on establishing risk assessment protocol. However, they are considering this jointly with recommendation 16. Additionally, currently FASAP has a clinician on staff who spends a significant amount of time performing workplace violence assessments and advising departments on risk. The Counseling Center at Homewood has been involved in similar risk assessments and has worked with clients, security and general counsel s office to implement plans to avoid problems.	Orig. 11/97 Ongoing Target AY 98- 99
30	Identify expertise in post-traumatic stress syndrome and make it available to support trauma victims. They will consult with the leadership of the JHMI Critical Stress Service (CISS). They will coordinate their recommendations with consideration of services currently available through CISS. At the Homewood campus, specialized training has been completed for appropriate student affairs administrators and staff in recognizing the signs of obsessive behavior and in dealing with post-traumatic stress syndrome. Additionally, in June 1996, Dr. John Lion, a nationally known expert on predicting violent behavior, presented a workshop titled, Prevention of Violence. The session was attended by staff of the counseling center, residential life, student health and the Dean of Students offices.	Orig. 10/97 Ongoing Target AY 98- 99

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Human Resources
#	Recommendation/Action	Timetable
1	Revise existing staff conduct codes to include an explicit reference to behavior that causes or threatens to harm others and to supplement the existing list of proscribed behaviors to include persistent, unwanted contact. The Human Resources Policy Sub-Committee has prepared a recommendation to revise the Personnel Policy Manual, Section 9 Standards of Conduct and Performance. The recommendation incorporates the revision suggested by the Campus Violence Committee as well as recommendations from General Counsel and those individuals who reviewed the University s Staff Handbook.	Orig. 09/97 02/98
12	Underline the importance of involving security in addressing issues of domestic/dating violence. FASAP routinely involves security in cases when it is appropriate. Paula Gomes, FASAP Director, is working with a committee to develop a better risk assessment process which will include domestic violence issues.	Current and Ongoing
15	Educate department chairs and faculty about harassing behavior. The search for the Program Director of the Sexual Harassment Prevention and Resolution Program has been re-opened. A copy of the report will be provided to the selected candidate who will be requested to follow through on this recommendation.	Orig. 01/98 TBA
33	Explore the establishment of a dispute resolution mechanism. President Brody approved the recommendation to employ an Ombuds person on a part-time basis and a search is underway. This individual will take a lead role in the establishment of a dispute resolution mechanism. An initial assignment for the Ombuds Person is to convene a committee to explore the introduction of a dispute resolution mechanism at Hopkins.	TBA
36	Send a copy of the Committee s report to the chief human resource officers who responded to the survey. Completed.	Orig. 06/97 Complete

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Human Services
#	Recommendation/Action	Timetable
5	Continue aggressive efforts to reduce alcohol and substance abuse among students, staff and faculty. Responses to staff issues have concentrated in human resources. Annual activities include mailing an information brochure to faculty and staff regarding our policies. FASAP conducts an annual health fair that concentrates on addiction and educational approaches. Services are provided for people with addiction related problems through FASAP and the student mental health programs on the various campuses. There has been some discussion within human resources about the possibility of expanding the role and membership of the Homewood Campus Alcohol and Drug Task Force, which exists through Homewood Student Affairs, to orchestrate programs and services institution wide. Discussions with Student Affairs will commence in Spring of 1998 to explore this possibility.	Ongoing discussions about expanding the Homewood Alcohol and Drug Task Force will take place in the spring of 1998.
9	Expand training about dating violence for faculty, administrative staff, resident advisors, mental health workers, and health personnel. No institution-wide administrative vehicle exists to coordinate these efforts. Responsibility for training faculty, staff and students is spread across the various divisions and human resources. Training and education for graduate students, other than their discipline-centered studies, has not been addressed institution wide. Staff from FASAP, the Office of Human Services, and faculty from the School of Nursing have begun an effort to evaluate the extent that domestic violence constitutes a problem for the university. Mental health workers are trained to detect and evaluate the existence of these problems in clients. Discussions about possible revisions in the FASAP evaluation protocol to be made more specific about the issues of domestic violence and date rape have been held. Meetings and the evaluation efforts will continue in 1998 and will lead to better data upon which education and training programs can be based.	01/98 Continuing through 1998.
17	Address harassment and stalking in training programs for supervisory staff. The Director of Sexual Harassment Prevention position would be filled by January or February 1998. Once the new Director is on board, the Working Group on Sexual Harassment Prevention and Resolution will push for broader educational efforts with special emphasis on groups which have not yet been addressed. Training and education efforts have been ongoing with resources currently available. Fall sessions focused on the faculty of Arts and Sciences and updating skills and information for members of our network of complaint handlers.	01/98 Spring 1998
23	Develop professional resources for evaluation of SAIS students. SAIS has developed a working relationship with local mental health professionals in Washington who now provide services to the students who indicate they have a need for treatment. The organization and volume of services parallels what is available for students on other campuses, but SAIS, like our other divisions, has resource constraints that come into play in this area.	09/97 Completed, fall 1997
25	Train staff in student or employee service offices to ensure that they are prepared to deal with distressed students and employees and that they know how to respond to potentially violent situations. Homewood Student Affairs currently has ongoing efforts which ensure that their staff and student RA s are properly prepared to recognize and refer distressed or impaired students to the Counseling Center. FASAP has developed a training program on violence management for supervisors in the medical institutions. This training is available to the rest of the university, through our Training and Education Center. Additional efforts will be undertaken once the risk assessment process and structure are finalized.	05/98 In place at Homewood Student Services. FASAP program for JHMI which is available for the whole university. Training and Education has courses in place.
27	Develop a research protocol involving more extensive health and behavior screening through FASAP. Several discussions have taken place in the fall concerning methodologies that might be employed. No implementation activities are currently planned because of leadership transition issues and staff shortages in FASAP. Additional discussions will occur in early 1998, and the Implementation Committee will be kept abreast of any specific developments.	11/97

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Provost
#	Recommendation/Action	Timetable
32	Develop a comprehensive crisis management plan for the University. Preliminary planning document developed by Human Resources. Strategy for proceeding with this will be discussed by the President s Advisory and Policy Committee in January, 1998.	05/98 07/98
38	Design a serious study of the effects of the training, monitoring and intervention efforts proposed in this report. (To be done in conjunction with the Implementation Committee and the appropriate experts at SHPH.) In the process of identifying faculty resources to assist in program evaluation. In January, will convene meeting to formulate design for the study which will be carried out in collaboration with the Implementation Committee.	06/97 03/98
41	Reconvene the Committee on Campus Violence in approximately nine months in order to assess the University s progress in implementing these recommendations. Meeting planned for Spring 1998. The Interim Report of the Implementation Committee will be shared with the Committee on Campus Violence.	02/98 04/98

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President
#	Recommendation/Action	Timetable
6	Revise the University s firearms Policy. Done in conjunction with General Counsel. The President sent the updated information to all senior administrative personnel, department heads and directors. It has also been published in the Gazette and on the Web. Additionally, the Dean of Students on the Homewood campus sent a letter to all students informing them of the policy.	Orig. 07/97 Completed.

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