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["Item #","Issue To Review","Location of Documentation\n(include link if needed)","Goal","Action Plan","Action Taken","Next Steps","Key Department","Key Contacts","Status\n(Open, Pended, Closed)","Priority","Start Date","Projected Completion Date","Actual Completion Date","Future Review Needed?"]
[1,"SIU Workflow","Z Drive","Process Improvements, additional documentation, any updates needed","Review SIU Workflow and determine if any improvements to the process are needed","Reviewed SIU Workflow documentation. ","Determine if any process changes are needed. May need to update the flow based on request for contract data that will be needed for Ingenix to do their reviews. 3.23.09 Will request process flow be updated at the Ingenix meeting on 3.25.09. Process will include the request for contract information as needed to correctly calculate overpayments. 4.3.09 Requested updated process flow from Judy.....","Corporate Compliance","Kevin, Jonathan, David Beachler, Judy Bender","Pended","Medium"]

{"sheet":"SWIM Initiatives 2022","index":2,"n_rows":22,"n_cols":13,"rows_kept":22,"cut":false,"hidden":false,"merged":[]}
["Initiative #","Areas of intervention","Initiative","Start Date","Projected Completion Date","Actual Completion Date","Initiative Source","Goal","Updated","Action Plan","Action Taken","Responsible Parties","Status\n(Open, Pending Completed)"]
[1,"Leadership","Promote more women/URM into leadership positions","2018-02-11","2023-01-01",null,"SWIM","Increase women into Chair positions at YSM to 40 % by January 1, 2023. ","2022-02-23","Establish term limits for some departments--basic science departments; CDO play a more significant role in choosing search committee. Proposed that CDO choose the majority of the members of the search committee, including the chair; add members of SWIM/SWIM liaison to Chair search Committiiees;  improve mentoring process to ensure more women and URM are in line for leadership postions within departments.  Establish Clear plan for following up on metrics in the  DEI Stratetic Plan.","Request was made to Dean Alpern.  These were turned down, instead offered to show the composition of current search committees.  These are on the dean's website.  CDO will now be involved in choosing search committees with Dean Alpern, but will not choose members (FAC):  is this policy carried over with Dean Brown? Dean Brown has stated other items are in the DEI Strategic Plan.","Dean Brown, CDO","Open"]
[2,"Leadership","Increase representation of women on search committees;  increase transparency of search committee procedures as they relate to Affirmative Action and Diversity.","2015-04-01","2023-01-01",null,"SWIM","Increase women into Section Chief and Vice Chair positions.  40 % by January 1, 2023.","2022-02-23","Include active searches and committee membership on the Dean's website.  DEI oversight on Chair/leadship search committees.  Establish Clear plan for following up on metrics in the  Diversity Action plan. Establish clear guidelines and rules for search committee processes across all leadership search committees.","1) Formal request written to Dean Alpern and discussed in 2/2/15 meeting.  2) Dean Alpern increased representation of women on two senior search committees.  3) Keep faculty search site updated. 4)  There is still no process in place for appointing new vice chair or section chief leadership positions.","Dean Brown, CDO","Open"]
[3,"Leadership","Recruit women/URM faculty to leadership positions: equal representation at chairs and section chief level","2018-12-01","2020-01-01",null,"SWIM","Increase women into Section Chief and Vice Chair positions.  40 % by January 1, 2020.","2022-02-23","National search committees should be formed for all positions; or process for choosing Section Chief and Vice Chair positions,  Establish Clear plan for following up on metrics in the  Diversity Action plan.","1) Formal request written to Dean Alpern and discussed in 12/4/18 meeting.  No clear answer yet.","Dean Brown, CDO","Open"]
[4,"Leadership","Recruit women/URM faculty and bring in leaders to improve climate:   including startup packages, retention and retention packages, academic vs. teaching time,  clinic responsiblities leadership","2015-07-01","2019-01-19",null,"SWIM","1. Goal of 40% women/URM chairs  2. Evaluate current search firm's success in recruiting women/URM faculty/staff leadership; Emphasize to search firm that we would like to recruit URM and women to open Chair position as priority. 3 Transparency in chair appointment process and other associated institutes with YSM. 4.  Add experts in URM and women recruitment to committees or to the process.","2022-02-23","Develop ongoing list all active chair, dean and senior leadership searches.   Search committees should be formed for all positions-including basic science; or process for choosing positions should be open.Follow up to see if progress has been made in these here, especially with regard to success  in recruiting URM and women.   ","Addition of CDO to choosing search committee for chair positions (FAC).  The extent to which has influence remains unclear.","Dean Alpern, CDO, SWIM","Open"]
[5,"Leadership","Chief Diversity Officer/Deputy Dean for Diversity and Inclsion","2015-04-01","8/31/15 open search ","1/17 Dr. Latimore arrived at @ YSM","Ad Hoc Task force on Gender Equity & SWIM",{"$nulls":4},"SWIM, Dean Alpern","Completed"]
[6,"Leadership"," 1. Increase female representation on YMG Executive Board and at-large members so that governing committees have minimum of 40% women.\n2) SWIM submitted 18 names of highly qualified Female faculty willing to serve \n ","2015-03-01","2015-09-01","2015-07-27","SWIM","1. Committee appointments to YMG  decided by nominating committee rather than one person; 2.Diversify YMG and YMG/YNHH/NEMG boards, YMG governing committees, so proportional representation of women and URM.  Recommend that this July, new at-large members  be primarily women (7+1) in contrast to previous year (1:7)",null,"Include in initial discussion with Dean Alpern (2/2/15).  ","Dean Alpern and Paul Taheri (CEO, YMG)  met with SWIM as per request. Dr. Taheri  agreed to discuss this issue with the board of YSM;  Drs. Robert and Kavathas provided to Drs. Hines/Taheri materials for 18 faculty willing to serve as at-large members to be selected in July","Dean Alpern, Paul Taheri, Roberta Hines, SWIM","Completed"]
[7,"Leadership","Recruit new Associate Dean for Faculty Affairs; Associate Dean for Scientific Affairs",null,null,2017,"SWIM","SWIM involved/represented in replacing these important positions ",null,"Include committee membership on the Dean's website","Dean has created three positions and filled them. Linda Bockenstedt, Brian Smith and Michael Crair ","CDO","Completed"]
[8,"Leadership","Faculty senate (Faculty Advisory Committee)","2015-01-01","2016-01-01",null,"SWIM","Establish senate.  ",null,"The Dean has established FAC instead of a Senate.   Senate/Council membership should be included on the Dean's website. ","FAC","Dean Alpern, Faculty","Completed"]
[9,"Climate","Comprehensive Sexual Harassment Policy for Yale School of Medicine (YSM) proposed by the Committee on the Status of Women in Medicine (SWIM).","2017-10-11","2020-02-11",null,"SWIM","1. increase Title IX program; 2. Provide employees at YSM written guidance on policies and procedures; 3. Open conduit to the University Wide Committee on Sexual Misconduct; 3 Exclude faculty found guilty of some types of sexual harassment from positions of power (thesis commitees, etc); 4. Develop a system of monitoring the individual’s conduct in the workplace for individuals found guilty of sexual misconduct. 5. Establish \"sentinels\" that can observe joint forums (faculty meetings or scientific joint meetings and are expert in psychology to analyse the impact of those individuals on the health of the groups that still interact with the offenders).","2022-02-23","Recent discussion:  all but one Title IX officer is now a dean, or working in the dean's office at YSM, and one at YSPH.  While we counsel women they can seek Title IX officers anywhere at Yale, we still think that one more, not in the deanery, would benefit the women at YSM.  The request to add one more, not a dean was turned down.  Further, we would request some salary support for those who sign on.","Discussed with Stephanie Spangler,  Dean Alpern and David Post.  Dean has agreed to increase number of Title IX officers at YSM, who will be coordinated by Darin Latimore.  Cindy Crusto and Darin Latimore are Title IX officers at YSM, Rosemarie Fisher is the only Title IX officer not a dean or associated with the dean's office.  Jody Sindelar is at YSPH.  ","SWIM, Dean Brown, Darin Latimore","Continuing"]
[10,"Climate","Include SWIM as in the DEI Strategic plan in meaningful way","2022-02-07","2023-01-01",null,"SWIM","Strategy: Enhance Collaboration with Committee on the Status of Women in Medicine (SWIM) Action\n1.Engage with SWIM on Gender Equity goals:  Consultation with SWIM on goals outlined in Strategy 2.   2. Quarterly meetings with SWIM Executive Committee, Dean of YSM, deputy dean for DEI, associate dean for Gender Equity.  3. Engage SWIM to provide input into resources offered through the Office of Academic and Professional Development so that women faculty have equitable access to all new services and programs. \n4. Engage SWIM to give input into methods for recruitment and advancement of women into leadership and senior positions at YSM. 5. Engage SWIM to bring issues of concern from the female faculty through their liaison program. 6. Provide data from Strategies 1-3 to SWIM  Metric:  1.Surveys of SWIM and SWIM liaison membership satisfaction with the experience of women at YSM. 2. Track the number of women faculty who consult with SWIM individually about A&P process and experience of women at YSM. 3. Promotion rate for female faculty relative to male faculty.  4. Recruitment, retention, and advancement of women into leadership and senior positions at YSM. 5. Monitor composition of female faculty in individual departments and change over time.\n6. Surveys of SWIM and SWIM liaison membership satisfactionwith Gender Equity","2022-03-09","Recent discussion:   Under consideration:  Action:Engage SWIM to provide input into resources offered through the Office of Academic and Professional Development so that women faculty have equitable access to all new services and programs..Metrics: Track the number of women faculty who consult with SWIM individually about A&P process and experience of women at YSM.\n3.\tPromotion rate for female faculty relative to male faculty. \n4.\tRecruitment, retention, and advancement of women into leadership and senior positions at YSM.","Dean Laimore reviewed the proposal with Dean Brown.  Only those listed in column J were accepted for conssideratioin; Liz and Nina met with Dean Latimore.  As of 3/9/22, consideration by legal advisors to YSM.  Concerns with \"Privacy\". ","Dean Brown, CDO","Continuing"]
[11,"Climate","Conditional Endowed Chairs","2018-02-11","2018-09-01",null,"SWIM","Faculty found guilty of sexual misconduct or other serious violation risk losing their endowed chairs. This change should be added to the current faculty handbook, and explained to faculty in writing when faculty are awarded the Endowed Chair. ","2022-02-23",null,"Formal request written to Stephanie Spangler.  Issue discussed with Dean Alpern.   One individual has lost his Emeritus Chair (YU).  We are told that Dr. Spangler is working on language to include in new letters at YU level.  We do not know if this language is in letters yet.",null,"Completed"]
[12,"Climate","Examine screening procedures to avoid hiring faculty/admin/staff with history of harassment.","2016-02-03","2022-10-01",null,"SWIM","Yale consider a policy whereby faculty found guilty of harassment not be hired.","2022-10-01","This is currently in place in YNHH.  Collaboration could be considerred.","SWIM proposed this policy to the Dean of YSM as part of Comprehensive Sexual Harassment Policy for Yale School of Medicine (YSM) (10/2018)","Dean Alpern, CDO, Faculty","Pending"]
[13,"Climate","Provide information for targets of harassment.  ","2017-10-01","2018-10-01",null,"SWIM","Clarify process or steps an individual could take when concerned about harassment at YSM. ","2018-02-23",null,"1. Co Chairs met with Linda Bockenstedt, Linda Mayes and Merle Waxman.  Requested short explanations to be posted on Dean's website and other places.  2. 11/2018:  Email from Mary Hu describing a  \"Sexual Misconduct Website\" https://medicine.yale.edu/sha/ .  We are worked with the dean's office to make this more accessible to YSM faculty, students and employees.  Directions to this website are difficult to find. ","Dean Brown, OAPD","Completed"]
[14,"Climate"," ALL A&P YSM committee membership should be transparent","2015-07-01","2015-10-01","2015-08-01","SWIM","1. ALL A&P YSM committee membership should be transparent and available on faculty affairs/dean's website.","2022-02-23",null," A&P committee membership published on Dean's website; this should also be available on faculty affairs/Provost website.","Dean Alpern","Completed"]
[14,"Recuitment, rentention","  Consistent procedures across search committees","2022-05-01","2023-05-01",null,"SWIM","Establish written guidelines for search committees across YSM, including guidelines for tracking and oversigh","2023-05-01",null,null,null,"Open"]
[15,"Retention and support","Improve Climate for promotion for women: Identify characteristics that negatively impact women and withhold promotion","2015-07-10","2023-05-01",null,"SWIM","Improve method to support women and maternity/paternity issues","2022-02-23",null,null," SWIM, FAC, WFF, YU","Open"]
[16,"Equity","Salary Equality","2015-06-01","2023-05-01",null,null,"Provide intra-departmental equity; discussion regarding unpaid work primarily given to women in many department.  How can we measure this, account for and correct this.","2022-02-23",null,null,"SWIM, Dean Brown, Dean Crusto, Dean Latimore","Open"]
[17,"Equity","Salary Equality: salary transparency","2022-03-10","2022-10-01",null,null,"Provide wage range for faculty positions at YSM.  Wage range defined as applicable to each postion. https://www.cga.ct.gov/2021/ACT/PA/PDF/2021PA-00030-R00HB-06380-PA.PDF","2022-03-10","Request discussion regarding legal concerns with privacy at YU and YSM and transparancy with publishing salary ranges.https://oir.yale.edu/data-browser/faculty-staff/faculty/faculty-salary-benefits/university-faculty-salary-benefits-w107",null,"SWIM, Dean Brown, Dean Crusto, Dean Latimore","Open"]
[18,"Equity","Transparency in resource allocation:  including startup packages, academic vs. teaching time,  clinic responsiblities leadership opportunities","2015-07-01","2022-10-01",null,"SWIM","Develop a method","2022-02-23","Request dean require Dept Chairs to develop a method to provide this transparency.https://www.cga.ct.gov/2021/ACT/PA/PDF/2021PA-00030-R00HB-06380-PA.PDF",null,null,"Open"]
[19,"Equity","Improve Climate: Establish a transparent mediation process","2015-10-01","2022-10-01",null,"SWIM","Clarify the current mediation processes for disputes.  Review the processes.  SWIM to propose this policy to the Dean of YSM ","2022-02-23","Include mediation process on the Dean's website","Link to all separate types of mediation processes should be on the Dean's website","Dean Brown CDO","Pending"]
[20,"Equity","Improve Climate for promotion for women: Transparency in Promotion Process for Faculty Advancement ","2015-07-01","2022-10-01",null,"SWIM","Improve mentoring system within departments.  Each Department must provide a statement and a list of initiatives that department are doing to provide mentoring for younger faculty.","2022-02-23","Provide mentoring/sponsorship programs available for faculty within department;  have chairs present these programs to faculty and SWIM",null,null,"Open"]

{"sheet":"Nina-Liz 2020-2022 Brown Era","index":3,"n_rows":22,"n_cols":13,"rows_kept":22,"cut":false,"hidden":false,"merged":[]}
["Initiative #","Areas of intervention","Initiative","Start Date","Projected Completion Date","Actual Completion Date","Initiative Source","Goal","Updated","Action Plan","Action Taken","Responsible Parties","Status\n(Open, Pending Completed)"]
[1,"Leadership","Promote more women/URM into leadership positions","2022-05-01","2024-06-01",null,"SWIM","Increase women into Chair positions at YSM to 40 % by June 1, 2024. ","2022-05-01","Establish term limits for some departments--basic science departments; members of SWIM/SWIM liaison to Chair search Committiiees;  Establish Clear plan for following up on metrics in the  DEI Stratetic Plan.","Request made to Dean Brown. Request was made to Dean Brown.  Dean Brown has stated other items are in the DEI Strategic Plan.  ","Dean Brown, CDO, SWIM, MORE","Open"]
[2,"Leadership","Increase representation of women on search committees;  increase transparency of search committee procedures as they relate to Affirmative Action and Diversity.","2022-05-01","2023-01-01",null,"SWIM","Increase women into Section Chief and Vice Chair positions to  40 % by by June 1, 2024.","2022-05-01","Establish Clear plan for following up on metrics in the  Diversity Action plan. Establish clear guidelines and rules for search committee processes across all leadership search committees."," Request made to Dean Brown. There is still no process in place for appointing new vice chair or section chief leadership positions.","Dean Brown, CDO, SWIM, MORE","Open"]
[3,"Leadership","Recruit women/URM faculty to leadership positions: equal representation at chairs and section chief level","2022-05-01","2024-06-01",null,"SWIM","Increase women into Section Chief and Vice Chair positions to 40 % by by June 1, 2024.","2022-05-01","Process for choosing Section Chief and Vice Chair positions made transparent.   Establish Clear plan for following up on metrics in the  Diversity Action plan.","Request made to Dean Brown. Request made to Dean Brown.  ","Dean Brown, CDO","Open"]
[4,"Leadership","Recruit women/URM faculty and bring in leaders to improve climate:   including startup packages, retention and retention packages, academic vs. teaching time,  clinic responsiblities leadership","2022-05-01","2023-06-01",null,"SWIM","1. Goal of 40% women/URM chairs  2. Evaluate search firm's success in recruiting women/URM faculty/staff leadership; 3 Transparency in chair appointment process and other associated institutes with YSM. ","2022-05-01","Search committees should be formed for all positions-including basic science; or process for choosing positions should be open.Follow up to see if progress has been made in these here, especially with regard to success  in recruiting URM and women.   ","Request made to Dean Brown. Request made to Dean Brown.  ","Dean Brown, CDO, SWIM, MORE","Open"]
[5,"Climate","Comprehensive Sexual Harassment Policy for Yale School of Medicine (YSM) proposed by the Committee on the Status of Women in Medicine (SWIM).","2022-02-23","2023-06-01",null,"SWIM","Increase access to Title IX officer at YSM independent of the deanery.  ","2022-05-01","The request to add one more, not a dean was turned down.  Further, we would request some salary support for those who sign on.","Request made to Dean Brown. ","Dean Brown","Open"]
[6,"Climate","Include SWIM in the YSM DEI Strategic plan in meaningful way","2022-02-07","2023-01-01",null,"SWIM","Strategy: Enhance Collaboration with Committee on the Status of Women in Medicine (SWIM) Action\n1.Engage with SWIM on Gender Equity goals:  Consultation with SWIM on goals outlined in Strategy 2.   2. Quarterly meetings with SWIM Executive Committee, Dean of YSM, deputy dean for DEI, associate dean for Gender Equity.  3. Engage SWIM to provide input into resources offered through the Office of Academic and Professional Development so that women faculty have equitable access to all new services and programs. \n4. Engage SWIM to give input into methods for recruitment and advancement of women into leadership and senior positions at YSM. 5. Engage SWIM to bring issues of concern from the female faculty through their liaison program. 6. Provide data from Strategies 1-3 to SWIM  Metric:  1.Surveys of SWIM and SWIM liaison membership satisfaction with the experience of women at YSM. 2. Track the number of women faculty who consult with SWIM individually about A&P process and experience of women at YSM. 3. Promotion rate for female faculty relative to male faculty.  4. Recruitment, retention, and advancement of women into leadership and senior positions at YSM. 5. Monitor composition of female faculty in individual departments and change over time.\n6. Surveys of SWIM and SWIM liaison membership satisfactionwith Gender Equity","2022-03-09","Under consideration:  Action:Engage SWIM to provide input into resources offered through the Office of Academic and Professional Development so that women faculty have equitable access to all new services and programs..Metrics: Track the number of women faculty who consult with SWIM individually about A&P process and experience of women at YSM.\n3.\tPromotion rate for female faculty relative to male faculty. \n4.\tRecruitment, retention, and advancement of women into leadership and senior positions at YSM.","Dean Laimore reviewed the proposal with Dean Brown.  Only those listed in column J were accepted for consideration;  As of 3/9/22, consideration by legal advisors to YSM.  ","Dean Brown, CDO","Continuing"]
[7,"Climate","Examine screening procedures to avoid hiring faculty/admin/staff with history of harassment.","2022-05-01","2023-01-01",null,"SWIM","Yale consider a policy whereby faculty found guilty of harassment not be hired.","2022-05-01","This is currently in place in YNHH.  Collaboration could be considerred.","Request made to Dean Brown. ","Dean Brown, CDO, Faculty","Pending"]
[8,"Recuitment, rentention","  Consistent procedures across search committees","2022-05-01","2023-05-01",null,"SWIM","Establish written guidelines for search committees across YSM, including guidelines for tracking and oversight","2022-05-01","Establish a committee to write these guidelines that includes those with experience in DEI, gender equity, recruitment and retention strategies.","Request made to Dean Brown. ",null,"Pending"]
[9,"Retention and support","Improve Climate for promotion for women: Identify characteristics that negatively impact women and withhold promotion","2022-05-01","2023-05-01",null,"SWIM","Improve method to support women and maternity/paternity issues","2022-05-01",null,null," SWIM, FAC, WFF, YU","Open"]
[10,"Equity","Salary Equality","2022-05-01","2023-05-01",null,null,"Provide intra-departmental equity.","2022-02-23","Request discussion regarding unpaid work primarily given to women in many departments.  Measure this, account for and correct this.","Request made to Dean Brown. ","SWIM, Dean Brown, Dean Crusto, Dean Latimore","Pending"]
[11,"Equity","Salary Equality: salary transparency","2022-05-01","2023-05-01",null,null,"Provide wage range for faculty positions at YSM.  Wage range defined as applicable to each postion. https://www.cga.ct.gov/2021/ACT/PA/PDF/2021PA-00030-R00HB-06380-PA.PDF","2022-05-01","Request discussion regarding legal concerns with privacy at YU and YSM and transparancy with publishing salary ranges.https://oir.yale.edu/data-browser/faculty-staff/faculty/faculty-salary-benefits/university-faculty-salary-benefits-w107","Request made to Dean Brown. ","SWIM, Dean Brown, Dean Crusto, Dean Latimore","Pending"]
[12,"Equity","Transparency in resource allocation:  including startup packages, academic vs. teaching time,  clinic responsiblities leadership opportunities","2022-05-01","2023-05-01",null,"SWIM","Develop a method","2022-05-01","Request dean require Dept Chairs to develop a method to provide this transparency.https://www.cga.ct.gov/2021/ACT/PA/PDF/2021PA-00030-R00HB-06380-PA.PDF","Request made to Dean Brown. ",null,"Pending"]
[13,"Equity","Improve Climate: Establish a transparent mediation process","2022-05-01","2023-01-01",null,"SWIM","Clarify the current mediation processes for disputes.  Review the processes.  SWIM to propose this policy to the Dean of YSM ","2022-05-01","Include mediation process on the Dean's website","Link to all separate types of mediation processes should be on the Dean's website","Dean Brown CDO","Pending"]
[14,"Equity","Improve Climate for promotion for women: Transparency in Promotion Process for Faculty Advancement ","2022-05-01","2022-10-01",null,"SWIM","Improve mentoring and create a sponsoring system within departments.","2022-05-01","Provide mentoring/sponsorship programs available for faculty within department;  have chairs present these programs to faculty, SWIM and MORE with metrics.",null,"Dean Brown, CDO, SWIM, MORE","Open"]
[null,"Leadership","Chief Diversity Officer/Deputy Dean for Diversity and Inclsion","2015-04-01","8/31/15 open search ","1/17 Dr. Latimore arrived at @ YSM","Ad Hoc Task force on Gender Equity & SWIM",null,"2022-02-23",null,null,"SWIM, Dean Alpern","Completed"]
[null,"Leadership"," 1. Increase female representation on YMG Executive Board and at-large members so that governing committees have minimum of 40% women.\n2) SWIM submitted 18 names of highly qualified Female faculty willing to serve \n ","2015-03-01","2015-09-01","2015-07-27","SWIM","1. Committee appointments to YMG  decided by nominating committee rather than one person; 2.Diversify YMG and YMG/YNHH/NEMG boards, YMG governing committees, so proportional representation of women and URM.  Recommend that this July, new at-large members  be primarily women (7+1) in contrast to previous year (1:7)","2022-02-23","Include in initial discussion with Dean Alpern (2/2/15).  ","Dean Alpern and Paul Taheri (CEO, YMG)  met with SWIM as per request. Dr. Taheri  agreed to discuss this issue with the board of YSM;  Drs. Robert and Kavathas provided to Drs. Hines/Taheri materials for 18 faculty willing to serve as at-large members to be selected in July","Dean Alpern, Paul Taheri, Roberta Hines, SWIM","Completed"]
[null,"Leadership","Recruit new Associate Dean for Faculty Affairs; Associate Dean for Scientific Affairs",null,null,2017,"SWIM","SWIM involved/represented in replacing these important positions ","2022-02-23","Include committee membership on the Dean's website","Dean has created three positions and filled them. Linda Bockenstedt, Brian Smith and Michael Crair ","CDO","Completed"]
[null,"Leadership","Faculty senate (Faculty Advisory Committee)","2015-01-01","2016-01-01",null,"SWIM","Establish senate.  ","2022-02-23","The Dean has established FAC instead of a Senate.   Senate/Council membership should be included on the Dean's website. ","FAC","Dean Alpern, Faculty","Completed"]
[null,"Climate","Conditional Endowed Chairs","2018-02-11","2018-09-01",null,"SWIM","Faculty found guilty of sexual misconduct or other serious violation risk losing their endowed chairs. This change should be added to the current faculty handbook, and explained to faculty in writing when faculty are awarded the Endowed Chair. ","2022-02-23",null,"Formal request written to Stephanie Spangler.  Issue discussed with Dean Alpern.   One individual has lost his Emeritus Chair (YU).  We are told that Dr. Spangler is working on language to include in new letters at YU level.  We do not know if this language is in letters yet.",null,"Completed"]
[null,"Climate","Provide information for targets of harassment.  ","2017-10-01","2018-10-01",null,"SWIM","Clarify process or steps an individual could take when concerned about harassment at YSM. ","2018-02-23",null,"1. Co Chairs met with Linda Bockenstedt, Linda Mayes and Merle Waxman.  Requested short explanations to be posted on Dean's website and other places.  2. 11/2018:  Email from Mary Hu describing a  \"Sexual Misconduct Website\" https://medicine.yale.edu/sha/ .  We are worked with the dean's office to make this more accessible to YSM faculty, students and employees.  Directions to this website are difficult to find. ","Dean Brown, OAPD","Completed"]
[null,"Climate"," ALL A&P YSM committee membership should be transparent","2015-07-01","2015-10-01","2015-08-01","SWIM","1. ALL A&P YSM committee membership should be transparent and available on faculty affairs/dean's website.","2022-02-23",null," A&P committee membership published on Dean's website; this should also be available on faculty affairs/Provost website.","Dean Alpern","Completed"]