What is my role in the student conduct process?
As a staff member, after confronting an incident, you should
Meet with all involved students to ensure that they understand why their behavior was confronted and documented.
Explain the policies related to the incident and the rationales behind them.
Share your perspective of the incident, ask for each student's perspective, and ask how the students are feeling.
Discuss behaviors and actions, not personalities.
Explain that the students will meet with the assistant/residence/graduate director to determine consequences for their behavior(s) or be referred to the formal student conduct process.
What important things should I remember?
Your assistant/residence/graduate director will decide how to respond to an incident. Please don’t make promises about something that is out of your control.
CAs and HCAs are only informed of the results of an IRC or student conduct hearing if they were physically victimized during the incident or if they are involved in the resulting sanction. Federal law limits the sharing of student conduct information.
Your assistant/residence/graduate director has the responsibility to collect and follow up on all facts and circumstances surrounding an incident.
Confidentiality by all participants is very important throughout the entire student conduct process.
Why as a CA/HCA am I extremely important in IUP’s student conduct process?
You are the “front line” respondent to incidents.
You decide whether to confront an incident.
You decide whether to document an incident.
You can either calm or escalate incidents, depending on your approach.
You write incident reports and therefore control information flow.
You are in the best position to follow up with residents after an incident.
You serve as witnesses in student conduct proceedings and can impact hearing decisions.
How can I maximize my effectiveness in the area of student conduct?
Get to know your residents before an incident occurs.
Be direct and honest about policies and consequences for violating them at floor meetings.
Encourage residents to read the housing license agreement, the student handbook, and “Choices/Changes.”
Confront policy violations without demeaning or insulting residents.
Ensure that residents know why their behavior was confronted/documented.
Talk with residents about an incident, not at them.
Explain that the ARD/GRD/RD will determine consequences for behavior.
Treat information confidentially and avoid gossiping.
Trust that your ARD/GRD/RD will handle follow-up appropriately.
Where does my role as a CA/HCA in student conduct end?
Once you’ve confronted an incident and provided information to the resident(s) and your ARD/GRD/RD, it’s time to let your ARD/GRD/RD do her/his job:
The ARD/GRD/RD investigates an incident and determines the appropriate response.
The ARD/GRD/RD decides if an IRC, a student conduct hearing, or no action is warranted.
The ARD/GRD/RD or hearing officer only communicates the results of an incident if you are physically victimized or involved in the sanction.
How should I write an incident report?
Note specifics of the incident including details about who, what, when, where, and how.
Include only factual information and never speculate or editorialize.
Quote what people say exactly and completely even if the words seem offensive, vulgar, or embarrassing.
Never offer an opinion on what should happen to the student as a result of the incident.
Complete all sections on the incident report form and remember to indicate "a.m." or "p.m." in the time section.
Limit any notation of student ID numbers to the top of the incident report form.
Remember that the accused student is likely to read the incident report and/or obtain a copy.
Keep all information confidential.
If an incident report is poorly written and does not meet the criteria listed above, your supervisor will return it to you and require you to re-write the report.
NATURE OF INCIDENT: (Check all that apply)
STUDENT(S) INVOLVED: (Attach additional sheet if necessary)
DESCRIPTION OF INCIDENT:
On September 13, 2012, while on routine rounds, I , Joanna Blue (RA 2nd fl. Sample Hall), and Bob Brady (RA 7th fl. Sample Hall) heard noise coming from room 234 Sample Hall from the end of the hallway (four doors away). We went to the room and knocked while identifying ourselves as CAs. Adam came to the door after about five minutes and we stated that we could hear the music down the hall and that it was 11:45 p.m. and quiet hours were in effect. Adam turned down the music and I stated that we would be documenting the incident to give to the building director since he had been warned twice before. Adam said, “whatever.” I told him that I was willing to discuss the incident after I finished rounds or tomorrow morning. Adam was compliant throughout the whole incident, although he did not understand why he was being documented.
DISTRIBUTION: One Copy each to G/RD; Associate Director of Res Life, Other G/RD; OSC
As a CA/HCA, what should my goals be for confrontations?
To gather factual information
To confront behavior(s) quickly and directly
To help the resident understand why a change is necessary by providing rationale
To decrease inappropriate behavior and increase appropriate behavior
How do I successfully confront an incident?
Develop a positive, open relationship with residents before a confrontation is necessary.
Always respond to problematic situations/policy violations.
Be assertive, not aggressive or passive.
Be aware of your feelings and keep them in check or find another staff member to handle the situation.
Be clear, honest, direct, and non-judgmental.
Be specific when defining the problem/issue.
Deal with present behaviors only, not past behaviors.
Never make a deal with a student.
Confront individuals (not groups) by isolating a key person.
Focus attention on behaviors, not personality, values, or other personal characteristics.
Request assistance as necessary (other CAs, HCA, G/RDs, etc.).
Never swear, yell, make accusations or threats, adopt an aggressive attitude, or otherwise escalate the problem.
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