By: Edward G. Whipple, Ph.D., Interim Vice President for Campus Life, Lake Forest College
I am in my second year as the Interim Vice President for Campus Life at Lake Forest College, which marks my thirtieth year in a vice president role for student affairs. Our institution is a small, private liberal arts college with an enrollment of 1,800 students situated north of Chicago, Illinois. This summer, I encountered an urgent staffing gap when our Title IX Coordinator, who had served for four years, resigned.
Our outgoing coordinator proposed hiring a TNG consultant as an Interim Title IX Coordinator. At that time, I was familiar with ATIXA and our coordinator’s training and membership in the association, but I was not aware of TNG. Choosing to investigate this option, we met with TNG. I discovered that the same expert faculty conducting ATIXA’s trainings are available for interim management services at my institution. I was thoroughly impressed with TNG’s professionalism and diligent follow-up. Clearly, there is a widespread demand for their expertise across the country. Within 24 hours, I signed the contract.
The Importance of an Interim Title IX Coordinator
It was immediately apparent that hiring an interim coordinator would save us. Our TNG consultant, Erin Agidius, J.D., provided invaluable support on policy development, website management, and educational initiatives. Whereas I perceived everything as critical, she promptly prioritized our concerns. Her professionalism and calm demeanor lowered the temperature on our campus after the departure of our coordinator. She met with key personnel, helped our staff involved in Title IX work, and became a partner with crucial offices. Though this approach might not work for every campus, we were eager for guidance, and she understood what needed to be done.
Our most pressing need was implementing the 2024 regulations by the August 1st compliance deadline. A testament to her expertise was her deep understanding of the new policies. She advised us to implement ATIXA’s One Policy, One Procedure (1P1P) Model, a comprehensive template that we used for issues related to equal opportunity, harassment, and anti-discrimination. This replaced our faculty-created bias policy. Implementing a new policy could have been extremely disruptive. Instead, her ability to clearly explain these changes directly to our faculty senate and staff, as well as during a voluntary all-campus education meeting, minimized the drama and reactions that typically accompany such external decisions. Given the changing national political landscape, it is now more important than ever for senior leaders to adapt swiftly to potential changes in federal rules and regulations. Erin offered valuable guidance and agility, establishing a solid foundation for us to navigate these shifts effectively in the future.
Cost-effectiveness and Broader Impact
Erin set a high bar, and while we may not find another like her, we are currently looking for a coordinator. Both the President and I hold her in high regard. She is an integral part of our team, establishing benchmarks we strive to uphold. As I mentioned to our search committee chair, we don’t need a duplicate; we need someone with the potential to excel like her, akin to a TNG consultant. Erin’s involvement in the interview process is crucial, as she meets with candidates one-on-one. If the candidates do not meet our expectations, we will continue our partnership with TNG.
Suggestions for Vice Presidents
Many vice presidents avoid Title IX due to its complexity. I was once in that position until Erin showed me a different perspective. I wish I had known about TNG earlier. To help my colleagues across the country, I’m sharing my insights on effectively conveying the benefits of hiring an external Title IX consultant to faculty and staff:
- Emphasize the expertise and qualifications of TNG consultants. Highlight their backgrounds in higher education, Title IX, and related legal areas. This can help establish their credibility and the value they bring.
- Explain how a consultant can provide an objective, external perspective. They are not embedded in campus politics and can offer a fresh look at policies, procedures, and educational needs.
- Discuss the consultant’s ability to quickly assess the institution’s needs and priorities. Mention how they can triage tasks and set institutional standards, providing a solid foundation for an incoming internal Title IX Coordinator.
- Emphasize the cost-effectiveness of hiring a consultant, especially compared to the potential costs of non-compliance and lawsuits. Explain that the investment is worthwhile to ensure the institution meets its Title IX obligations.
- Highlight the consultant’s role in facilitating the smooth implementation of new regulations or federal guidance. Demonstrate how their expertise helps minimize disruption.
- Share positive feedback from the president and other campus stakeholders about the consultant’s work. This can help build trust and buy-in from faculty and staff.
- Offer opportunities for the consultant to directly engage with faculty and staff, such as presentations or Q&A sessions. This can help them understand the consultant’s knowledge and approach.
The key is to emphasize the consultant’s qualifications, their ability to provide an objective and efficient assessment, and the overall value they bring to the institution in terms of compliance, risk mitigation, and supporting the campus community.
Don’t underestimate the cost of getting it wrong. Investing in a strong interim coordinator is far cheaper than a lawsuit. Without TNG, this could have been disastrous.
Need leadership and guidance during a crisis, vacancy, or transition? Reach out to TNG’s team of consultants—the same expert faculty who lead ATIXA’s trainings—today.