1. Scope of Work. Michigan State University is seeking an external consultant to conduct a comprehensive and multifaceted assessment of the university’s culture, structure, and policies regarding RVSM. Stakeholder engagement will be an integral component of this process. Consultant should engage diverse and broad range of communities, including survivor populations at each stage of the process. Consultant should also work with the Collaborative Advisory Board to ensure broad and effective engagement with all stakeholder groups. This work shall include: (1) conducting a review of prior/past practices, structures, and culture for responding to incidents of RVSM and for preventing RVSM incidents; (2) conducting a review of the institution’s current practices, structures, and culture for responding to incidents of RVSM and for preventing RVSM; and (3) providing recommendations for how current practices, structures, and culture should be revised/reformed and for any new initiatives that should be implemented to ensure a safe, respectful campus environment. Each of these three areas of work are detailed below. (1) Review of prior/past practices, structures, and culture for responding to incidents of RVSM and for preventing RVSM In assessing historical accountability, the consultant shall begin with a review of prior/past documents including those listed below (but not exclusive to those listed below) to identify underlying problems and root causes that contributed to institutional failures in the Nassar case (specifically) and in other past incidents of RVSM (generally). a. Prior/past RVSM reviews, investigations, assessments, and evaluations b. Prior/past lawsuits and settlements related to RVSM c. Prior/past federal resolution agreements pertaining to RVSM d. Prior/past RVSM policies and procedures (e.g., Title IX) e. Prior/past policies and procedures related to law enforcement investigations of sexual assaults and other crimes f. Prior/past university structures, workgroups, and committees tasked with developing and implementing institutional responses to RVSM g. Prior/past services and resources for survivors h. Prior/past prevention and training, including those for health care professionals and athletics staff i. Prior/past policies regarding annual reviews, employee misconduct, and discipline for all university employees, including those represented in collective bargaining agreements, those in executive management, and those in the tenure stream j. Prior/past policies related to student conduct and related discipline k. Past/prior policies regarding the code of conduct and responsibilities of the Board of Trustees The consultant must work with the Collaborative Advisory Board to ensure that all outreach efforts are conducted in a trauma-informed manner. Moreover, to the maximum extent possible, this review should rely on existing documentation. If additional information is necessary to address the focal aims, the consultant must make every effort to develop expeditious, cost-effective methods for obtaining those data. (2) Review current practices, structures, and culture for responding to incidents of RVSM and for preventing RVSM The consultant shall review current documents including those listed below (but not exclusive to those listed below) to assess the strengths and areas for improvement in the institution’s policies, structure, and culture for responding to and preventing RVSM. l. Institutional and unit-level (as applicable) strategic plans for RVSM m. RVSM campus climate surveys n. Current RVSM policies and procedures (e.g., Title IX) o. Current policies and procedures related to law enforcement investigations of sexual assault and other crimes p. Current university structures, workgroups, and committees tasked with developing and implementing institutional responses to RVSM q. Current services and resources for survivors
