PLAN OF ACTION The purpose of Phase 4 is to implement the recommendations of the Task Force on Gender Equity. By January 1, 2002, a University Ombudsperson should be appointed by the President. The first task of the Ombudsperson should be to propose standardized procedures for lodging gender equity grievances as well as to refer sexual harassment complainants to the appropriate authority. This office should provide advice to complainants regarding appropriate channels and processes, and should ensure confidentiality to the extent that is possible. Until that time, the Associate Vice President for Academic Affairs, the Associate Executive Vice President, and the Director of Human Resources will serve in that capacity as noted in Phase 2. By January 1, 2002, determinations will be made regarding a first round of salary adjustments intended to correct imbalances between men and women due to unwarranted salary differentials at initial appointment. Final adjustments should be addressed by January 1, 2003. By January 1, 2002, the AVP should have completed evaluations of Deans and Chairs that incorporate performance related to gender equity. Detailed results of the evaluations should be communicated to the individual Deans and Chairs, and summary results of such evaluations should be communicated to the departments. The process of replacing Deans and Chairs, if warranted by poor evaluations, should begin immediately thereafter, following the procedures developed by the AVP in Phase 1. By May 1, 2002, the Implementation Task Force should report to the President the progress made in adopting the recommendations of this Task Force. A final report should be made by June 1, 2002. The Implementation Task Force should make interim reports to the Academic Senate in Fall 2001 and Spring 2002.
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