Acknowledgement and Thanks

The Coalition Assessment team would like to thank the men and women of Radford University for being active participants in the visit of the Coalition Assessment Team. Through our meetings with various constituents, we developed a strong impression of the fraternity and sorority community, and campus community as well. The entire team appreciated the opportunity to meet for an extensive amount of time with President Penelope Kyle. We also valued the upper-level insight Vice President of Student Affairs, Dr. Mark Shanley, was able to provide about the institution and student life on campus. We had robust meetings with other faculty, staff, and administrators, and appreciate the time each individual made for this important project. We valued the candor we received in each interview, and believe it will show in this report. We would like to especially thank our campus hosts, Ken Bonk and Robert Marias, for coordinating a smooth schedule for our visit. The opportunity to meet with such a variety of Student Affairs staff, and a number of students and advisors, was extremely helpful. In particular, we thank the leaders of each chapter and council who participated in the interviews for their openness and concern for the community. The team was impressed with the level of caring and support the community is fortunate to have at so many levels. There is a clear personal commitment on the part of many constituents to see the campus and fraternity/sorority community continue to develop. The decision to host a Coalition visit is one such effort to improve transparency and communication at all levels. The Coalition is made up of five interfraternal partners including: the Association of Fraternity/Sorority Advisors, National Association of Latino/a Fraternal Organizations, National Pan-Hellenic Council, National Panhellenic Conference, and the North-American Interfraternity Conference has identified five areas to review when assessing a campus fraternity and sorority community. Those areas are:

Developing Positive Interpersonal Relationships Leadership Development Build/Strengthen Social IQ, Citizenship, Service Learning Advance Academic Interest/Graduation of Membership Effective Campus Interface to and Support of Fraternity Sorority Community

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

The following is a comprehensive overview of what the assessment team learned before and during the visit. The report is divided into four sections: Basic Summaries, Areas of Strength, Areas of Improvement, and Recommendations, utilizing the five areas outline herein. Please review the information, use it to guide Radford University in your strategic initiatives, and, for the greatest impact, we urge the Blue Ribbon Committee to address the issues raised in this Coalition Assessment Project Report, creating a strategic plan and turning this report into an actionable timeline. If we can be of any assistance during that process, please do not hesitate to contact us at any time. Sincerely, Marc Katz, Team Lead Christopher Hanes Sharrell Hassell-Goodman

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Section 1: Basic Summaries

This summary of information represents the perspective of the Coalition Assessment Team members. It is based upon pre-assessment information and data provided by the University, as well as information gained from constituent interviews during the on-site visit. These summaries are reflections of strengths or limitations detailed later in this document. The assessment includes input from a variety of sources who are involved with, and who can impact, the health and viability of the fraternity/sorority community at the University. As such, the following should be considered reliable information but not statements of fact. It is the perspective of an objective, third-party team of professionals engaged by the University to assess the health of the fraternity/sorority community during a specific, snapshot point in time. It was the impression of the Coalition Assessment Team that fraternities are the social outlet on campus for students of all ages, with excessive amounts of alcohol being offered and served at these events. Students were not familiar with on-campus alternatives for social activities for those under 21 years of age other than off-campus parties. It was the impression of the Coalition Assessment Team that the fraternities and sororities at Radford do not follow national organizations alcohol policies, and that Fraternity chapter funds are being indirectly used for alcohol. The University maintains a One Strike Policy with regard to eligibility for fraternity and sorority membership which states if students are found guilty of one alcohol or drug violation they are not eligible for recruitment into a fraternity or sorority until the next semester or year (depending when the incident occurs). The One Strike Policy is not a written policy, even though the University enforces it. Fraternities and sororities operate under a deferred recruitment schedule. The IFC, Panhellenic and the NPHC councils are working together more than in the past. There appears to be a problem with hazing and the council leadership does not know how to pass information down to chapters to curb this issue. The University does not currently provide housing for any student organizations. Fraternity and sorority housing at the University is not regulated by the University and appears to be substandard. There is a lack of understanding on the part of fraternity and sorority members of how current housing affects the reputation and liability of the fraternity/sorority members and their chapters. Fraternity and sorority students feel a lack of respect from faculty and other students, although support for the fraternity and sorority community is strong throughout all levels of the administration. Fraternity and sororities do not see themselves as values-based organizations and are not seen as values-based organizations by others. Fraternities and sororities are not educated/advised on the expectations of the University and national fraternities and sororities.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Frequent turnover in professional staff has hindered the development of the fraternity/sorority community. African American students are not engaged in the opportunities for fraternity and sorority life. NPHC members feel left out, uninvited/uninvolved and their overall membership is small. University staff and administration would like to see a vibrant NPHC community. There is evidence of violence in the University and fraternity community. Fraternity and sorority student leaders recognize the need for change in the community but feel it is happening too quickly. Many leaders are not on board with how change in the community is happening. Social fraternities are treated differently than non-social fraternities in the way that they are advised by University staff, in how their judicial cases are adjudicated, and in the application of certain policies such as the One Strike Policy. Fraternity and sororities are not represented in the leadership of other student organizations. Fraternity and sorority life is not well branded, and is not appealing to current student leaders. Faculty and staff would like to see fraternities and sororities more involved in University life. Sororities have a GPA higher than all-campus average, and the Panhellenic GPA was higher than the all-womens GPA. The fraternities have a GPA that is lower than both the all-campus average and the all-mens average (Fall 2011). Fraternities and sororities only organize and participate in one major community-wide service event annually. Faculty, staff and fraternity and sorority students all appreciate the experience and vision of the current fraternity/ sorority advisor. Fraternity members expressed a concern that some chapters struggle with a lack of funds. Fraternities and sorority members are proud to wear letters on campus. There are several layers of supervision between the fraternity/sorority advisor and the university conduct administrator. The fraternity/sorority advisor currently adjudicates all fraternity/sorority conduct cases. The City passed an ordinance restricting fraternity/sorority chapters ability to display letters/flags with their names/letters other than for very short periods of time.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Section 2: Strengths of the Community Based on Five Target Areas

The following strengths of the fraternity/sorority community were identified based upon information gathered by the Coalition Assessment Team during the on-site interviews. Openness and frankness were encouraged through the confidentiality of individual interviews, and it is the aggregate content reported here. While the University and the fraternity/sorority community certainly possess strengths not included, this section represents those both perceived and real that were reported multiple times by University stakeholders. As such, they serve as the basis for themes addressed in Section 4, the recommendations, of this report. Developing Positive Interpersonal Relationships 1. The IFC, Panhellenic and the NPHC councils are working together more now than they have in the past. 2. The IFC and Panhellenic Council have each recently revised their respective bylaws. 3. Panhellenic chapters work well together and support each other. 4. By attending the Association of Fraternal Leadership and Values annual conference together, IFC and Panhellenic officers strengthened the relationships between the councils and encouraged council members to work together. Leadership Development 1. There has been an increase in the offering of leadership development programs on campus over the past twelve months. 2. Most fraternity and sorority chapter presidents, as well as the presidents of the governing councils, are juniors and seniors. 3. The Greek Affairs office has recently coordinated the establishment of a chapter of the Fraternal Values Society. 4. A Greek 101 class is taught by the fraternity/sorority advisor to educate fraternity and sorority members on what it means to become a member of a Greek-letter organization. Build/Strengthen Social IQ, Citizenship, Service Learning 1. Fraternities and sororities participate in one campus-wide philanthropic event each year. 2. Two chapters were recognized in the past year by their inter/national organizations for their philanthropic and service efforts. 3. Members of the fraternity/sorority community have completed an average of seven hours per year, and the community as a whole has completed over 5,000 hours of hands-on service.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

4. The community appears to understand the importance of philanthropy and has raised over $28,000 for various charities. Advance Academic Interest/Graduation of Members 1. Sororities have a GPA higher than the all-campus average, and the Panhellenic average was higher than the all-womens average in Fall 2011. 2. Fraternity/sorority council officers acknowledge the need to improve academic performance within all facets of the community. 3. Twenty of 21 fraternity/sorority chapters have active faculty advisors. Those chapters with faculty advisors utilize them to assist with academic performance. 4. Upper-level university administrators expressed strong support of developing academic programs and plans to assist fraternity and sorority members to increase academic achievement. Effective Campus Interface to and Support of the Fraternity/Sorority Community 1. Support for the fraternity/sorority community is strong and sincere at all levels of the University administration, with stakeholders throughout the University willing to offer support and education for fraternity and sorority members. 2. There are stakeholders throughout the University willing to offer support and education for fraternities and sororities. 3. The upgrade of the fraternity/sorority advisor by the University to an Assistant Director level position has been a positive change, and the fraternity/sorority chapters are gaining more direction and support from this office. The fraternity/sorority community has a great deal of support from the fraternity/sorority advisor. 4. University administrators would like to maintain a strong and vibrant NPHC community. 5. The University President supports the fraternity/sorority community and would like to see it grow. 6. Current Radford city leaders are supportive of fraternity and sorority life at Radford. 7. There is strong support by some senior University officials for the exploration and development of campus-based sorority and fraternity housing. 8. The fraternity/sorority community has support from university departments to develop plans and programs for alumni and parents, as well as wellness initiatives for fraternity/sorority members.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Section 3: Limitations of the Community Based on Five Target Areas

As with the strengths of the fraternity/sorority community identified in the previous section, the following limitations were identified based upon information gathered by the Coalition Assessment Team during the on-site interviews. These limitations represent the aggregate content of the interviews information, perceived and real, relayed by at least two University stakeholders in two different settings. As such, the following also serve as the basis for themes addressed in Section 4, the recommendations, of this report. Developing Positive Interpersonal Relationships 1. Fraternity and sorority members do not associate membership in a fraternity or sorority with being a part of a values-based organization and only associate their membership as a social outlet. 2. Fraternity/sorority members do not seem to understand the purpose and principles on which their respective organizations were founded. Fraternity and sorority members identify their chapters as social clubs and they appear to lack a moral compass. The purposes of values based principals are disconnected from chapters. 3. Sorority members do little programming until right before formal recruitment, which is extremely competitive. 4. There is a lack of understanding by sorority members of the long term impact of raising Total for the chapters. 5. There is evidence of violence between members in the fraternity community. 6. There is little interaction between the NPHC students and the other two councils. 7. There are limited opportunities for interested male students to join NPHC organizations on campus. One NPHC fraternity exists on campus, but its joint relationship with Virginia Tech does not allow maximum involvement opportunity for men at Radford. 8. There is a lack of membership intake conducted within the NPHC community and there is a lack of alumni and graduate advisory support for chapters of NPHC. 9. There appears to be a lack of diversity of membership in the fraternity/sorority community. 10. There appears to be a lack of diversity education and training in the fraternity/sorority community. 11. Many fraternity and sorority student leaders are antagonistic of the recent changes to Universitys policies and procedures enacted by the new fraternity/sorority advisor and refuse to move beyond traditions and ways of the past. Some of these students are not supportive of changing the current culture of the fraternity/sorority community.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

12. The fraternity and sorority community has a lack of understanding of how they are connected to the academic mission, policies, and expectations of both the institution and their inter/national organization. 13. Some members of the university community dont see the purpose of fraternities/sororities at Radford outside of providing a social outlet for students. Community leaders and some University administrators indicate that some fraternities are not good neighbors, due to frequent noise, alcohol and party complaints. 14. Hazing seems to exist in several chapters, with alcohol and physical/mental hazing being the most mentioned type. 15. Chapters and members do not confront each other about risky behaviors, as such behavior is seemed to be acceptable by many chapter members, and they are not holding each other accountable for their actions. 16. Members of fraternities and sororities do not appear to interact much with the greater campus community, including a lack of support for University athletics and low participation in nonfraternity/sorority campus activities. Leadership Development 1. The team was not able to locate current established learning outcomes specific to the fraternity/sorority experience at Radford. 2. Fraternity and sorority leaders are not involved in leadership positions in other student organizations on campus, outside of the fraternity/sorority community. 3. Fraternity and sorority leadership development is targeted at new members with limited participation from initiated members of the chapters, except when participation is required by the governing councils or the University. 4. There is a lack of leadership and transition training and support for chapter and council officers. Therefore, some chapter and council leaders struggle to understand the responsibilities and available resources associated with their positions. 5. There is a lack of participation by members of the fraternity/sorority community in leadership programs offered by the University. 6. Some Resident Advisors (RAs) in the residence halls cease being RAs after joining fraternities and sororities. 7. There is a lack of senior class leadership in many fraternity/sorority chapters. 8. Fraternities seem to have a lack of standards for membership.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Build/Strengthen Social IQ, Citizenship, Service Learning 1. There appears to be a general lack of caring or awareness among fraternity and sorority chapters to the adherence to state, university or inter/national organizations alcohol policies. 2. Fraternity parties are open to all students without the use of guest lists or checking of identification, and common containers of alcohol are generally used, all in violation of the inter/national organizations policies. 3. Common containers and kegs are often present at fraternity parties. 4. Many fraternity/sorority students believe that being a leader and having a social life are mutually exclusive. 5. Based on independent data, student alcohol usage at Radford is above the national average. The majority of underage drinking on campus is happening in the fraternity and sorority community. 6. Fraternity and sorority members appear to gain a sense of identity and pride from attending and hosting social events. 7. Overall, drinking and alcohol at fraternity and sorority parties are a problem, and it was the impression of the Coalition Assessment Team that members do not understand how to drink responsibly and properly manage events. 8. It was the impression of the Coalition Assessment Team that there is a general lack of risk management education within and to the fraternity and sorority community. 9. Fraternity and sorority social life at Radford is sometimes referred to as resembling an Animal House culture. The assessment team consistently heard this specific comment from all levels of the University community during assessment interviews. 10. The Holiday Food Drive (also known as Fill the Truck) is the only campus-wide fraternity/sorority philanthropic event held each year. 11. Chapters and their members seem to have lost sight of the true mission of their inter/national organization; this prevents them from articulating these values to the greater University community. Because of this, the fraternities especially seem to operate solely as social clubs. Fraternity and sorority members have a lack of understanding of the true meaning social responsibility and interaction. 12. There is a lack of positive communication with campus or city police either on campus or in the off-campus area that the fraternity and sorority houses are located. 13. There is very little hands-on service and service learning being done in the fraternity/sorority community at Radford.

RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

14. The fraternity/ sorority community has not made a connection with understanding the concept of an engaged responsible citizen by exhibiting behaviors that are contributing positively to the Radford University community and beyond. 15. Students often return to residence halls intoxicated after attending fraternity and sorority events, which cause additional problems for housing staff and poses a danger to other residents. 16. There is little support between the sororities on one hand and the fraternities on another hand for support of each others philanthropic projects, unless there is a social component to the project. Advance Academic Interest/Graduation of Members 1. Some faculty members and administrators see membership in fraternities and sororities as a distraction to academics, especially during the new member education period. 2. Faculty members are sometimes discouraged by other faculty and heads of departments from becoming faculty advisors for fraternities and sororities. 3. The all-fraternity GPA is lower than the all campus and all-mens GPA (Fall 2011). 4. The all-sorority GPA is lower than the all-womens GPA (Fall 2011). 5. Programming often takes precedence in the lives of Radford fraternities and sororities over the academic success of their members. 6. The University does not currently track the graduation rate of fraternity/sorority chapters and their members. 7. Fraternity/sorority community members do not see lack of performance in academics as an issue. 8. Fraternity and sorority leaders are not enforcing academic standards of low performing members. Effective Campus Interface to and Support of the Fraternity/Sorority Community 1. The University maintains a One Strike Policy with regard to eligibility for fraternity and sorority membership which states that if students are found guilty of one alcohol or drug violation they are not eligible for recruitment into a fraternity or sorority until the next semester or year (depending when the incident occurs). While it is strictly enforced and followed, it is not a written policy, and is not applied to any other type of student organization. 2. Social fraternities are treated differently by the University administration than non-social fraternities (e.g., pre-med, music, etc.). The Universitys One Strike Policy does not apply to non-social fraternities and sororities, even though they host social events and conduct membership recruitment, and non-social fraternities and sororities are not advised by the Assistant Director even though they are similar in many ways to social fraternities and sororities.

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3. Current off-campus housing for fraternities and sororities is substandard to other housing offered on campus, which allows social events to get out of control, and does not promote healthy living-learning environments. 4. Fraternity and sorority members are concerned with potential restrictions that would be placed upon them should the University pursue on-campus chapter housing. 5. The perception among many affiliated students is that there is a lack of on-campus programming to serve as an alternative to fraternity/sorority parties. At the same time, staff described several such programs to the team, including the Radford After Dark program, athletics and others. 6. Fraternity and sorority members do not take advantage of support and programs offered by the University departments like the Office of Alumni Affairs and Advancement, Student Health, Sexual Violence and Prevention, and Academics. 7. There are several layers of supervision between the fraternity/sorority advisor and the university conduct administrator. The fraternity/sorority advisor currently adjudicates all fraternity/sorority conduct cases. 8. Current staffing in the Greek Life office is thin and as such there is an imbalance in the work load placed upon the current staff. 9. While the current campus-wide judicial procedures are clear, the current judicial process with regard to fraternity/sorority conduct issues is not written down, nor has it been made clear to the fraternity/sorority members. 10. There appears to be a lack of tracking and follow up regarding behavior change after judicial sanctioning of members and/or chapters. 11. The fraternity/sorority community currently conducts deferred recruitment. 12. The intent card process currently utilized by the University makes it difficult to manage a students ability to join fraternities and sororities. It seems to be cumbersome on the part of the student and university staff tasked with its maintenance. 13. Some alumni advisors feel the fraternity/sorority advisor does not communicate enough with them to assist them in their advising of the chapters. 14. Some fraternity/sorority students claim they feel a lack of empowerment by council leadership. 15. Fraternities and sororities are not permitted to display their letters/flags, except for very short and specific periods of time, on their off-campus houses due to the passing of a city ordinance. 16. Fraternity/sorority chapters and councils do not market themselves at any time except during the formal recruitment period and they only market through fraternity and sorority sponsored parties.

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17. The fraternity/ sorority community does not communicate information related to membership intake to the Assistant Director for Student Activities - Greek Life. This lack of information creates confusion and does not allow the Assistant Director to support chapters efforts. 18. There is no consensus among chapters, advisors and the Fraternity/Sorority Professional with regard to the growth of the sorority community.

Section 4: Next Steps for the Community Based on Five Target Areas
Following are recommendations for enhancing the fraternity/sorority community at the University. These recommendations will provide a starting place for the Blue Ribbon Committee and others involved in strategic planning to begin implementing a course of action that can help ensure that the fraternity/sorority experience aligns with institutional priorities in providing meaningful educational engagement outside of the classroom. While the team gave great attention to each of these recommendations, two issues stand out as principle concerns: risk management, and inequitable treatment of fraternities/sororities among other student organizations on campus. These recommendations are not in priority order; the Blue Ribbon Committee should prioritize these according to the institutions vision, staffing and budget constraints, and goals for the fraternity/sorority community. A great deal of leadership will be required from all stakeholders to accomplish these goals. While most recommendations identify a person, group or office to handle responsibility, it is important to note that the person, group or office is encouraged to delegate that responsibility to a more appropriate entity. The leadership for specific recommendations should be assigned to the individual that is most able to accomplish the goal, versus being assigned by title. This should be a priority task for the Blue Ribbon Committee to consider, in conjunction with key University administrators. Students, chapters and councils, as a whole, should actively seek these leadership roles as well. Developing Positive Interpersonal Relationships Fraternity/sorority members do not seem to understand the purpose and principles on which their respective organizations were founded. Fraternity and sorority members identify their chapters as social clubs and they appear to lack a moral compass. The purpose of values-based principles appears to be lost on some chapters. The Assistant Director for Student Activities - Greek Life should consider continuing to send fraternity and sorority council officers to regional and national conferences and programs sponsored by the North American Interfraternity Conference (NIC), National Panhellenic Conference (NPC), National Pan-Hellenic Council (NPHC), and Association of Fraternal Leadership and Values (AFLV). A listing of such programs is found in Appendix A to this report. The Radford NPHC should affiliate with their corresponding NPHC Graduate Council for mentorship and guidance in the appropriate council operations. While the council is currently recognized and financially active, it should work toward this being a consistent

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state. This should include increasing the number of NPHC chapters on campus, and the attendance of its leadership at the NPHC National Conference. Fraternity and sorority members do not associate membership in a fraternity or sorority with being a part of a values-based organization and only associate their membership as a social outlet. There is a general lack of caring or awareness to the adherence to state, university or inter/national organizations alcohol policies. Many fraternity and sorority student leaders are antagonistic of the recent changes to universitys policies and procedures enacted by the new fraternity/sorority advisor and refuse to move beyond traditions and ways of the past. Some of these students are not supportive of changing the current culture of the fraternity/sorority community. Council leaders, along with the Assistant Director for Student Activities - Greek Life, should consider organizing a Greek Summit which would be an ongoing year-long process, with several components to occur throughout the year, to review the overall fraternity/sorority program. These experiences would be geared to councils, current chapter leadership as well as rising chapter leaders. Utilizing the Council for the Advancement of Standards (CAS) assessment tool could be useful here. a. The purpose of the Greek Summit should be to balance individual, organizational, and institutional purpose and principles, create a values, vision, and mission statement for the fraternity/sorority community, and create a strategic plan to promote the purpose and principles of the respective organizations and the institution as a whole. b. The Greek Summit Steering Committee should hire a third party, from outside of the Radford community, to facilitate events within the Summit. c. The Greek Summit Steering Committee should partner with local, regional, and inter/national fraternity and sorority staff and volunteers to help support and facilitate the Greek Summit. There is evidence of violence between members in the fraternity community. Chapters are not confronting each other for risky behavior, as such behavior is seemed to be acceptable to chapter members, and they are not holding each other accountable for their actions. A combination of efforts should be employed here to help improve safety, eliminate bystander behavior, and enhance neighborhood relations. First, education/programming should continue to be provided. Panhellenic should invite the National Panhellenic Conferences Something of Value Program to the University to address values and risky behavior occurring in the Radford Panhellenic Community (see Appendix A). Additionally, if the budget allows, a Response ABILITY workshop should be considered, as well, since it appears that some of the lack of confrontation stems from bystander behavior. Second, accountability should be fostered. Council and chapter judicial boards should be trained and prepared to enforce council and chapter policies in ways that support peer-

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to-peer accountability, and to reduce the caseload of the Assistant Director for Student Activities Greek Life. Finally, staff should build collaborative relationships with staff in the student conduct office, public safety, and the counseling office (conflict resolution, mediation) to provide the best services and programs possible for students well-being. Hazing seems to exist in several chapters, with alcohol and physical/mental hazing being the most mentioned type. All councils should identify and host on-going educational programs to address the entire fraternity/sorority community on the topic of hazing, hazing alternatives, personal and organizational liability, mental and physical health, or other related topics. These should also be discussed at the Greek Summit. That said, education alone will not entirely address or solve the issue of hazing. Chapter and council judicial boards must be trained and prepared to hold members and chapters accountable for hazing behaviors. This is an excellent opportunity to partner with the inter/national headquarters of both the fraternities and sororities so that the students are aware the inter/national organizations do not support or condone such behavior. There is little interaction between the NPHC students and the other two councils. The IFC, Panhellenic and the NPHC councils are working together more now than they have in the past. Participation by both IFC and Panhellenic officers at AFLV strengthened the relationships between the councils and encouraged council members to work together. Direct, intentional opportunities for engagement on a regular basis are recommended; a one-time retreat or program will not appropriately address this issue. The fraternity and sorority councils should consider holding monthly joint meetings in an effort to increase communication and collaboration. The Assistant Director for Student Activities Greek Life could host these meetings, initially, or provide opportunities for the council presidents to meet with him directly, as a group, on a regular basis to facilitate improved interpersonal relations and communication. Councils should also be encouraged to co-sponsor cross-council events and attend other councils meetings. There is a lack of understanding by sorority members of the long term impact of raising Total for the chapters. Panhellenic, with the assistance of the Assistant Director for Student Activities - Greek Life, should invite their NPC Area Advisor to campus to facilitate a discussion about Total and the long term impact of increasing Total with sororities and their chapter advisors. A great deal of data collection and communication is required before any decision to raise or lower Total, and this should not be done without NPC supervision. That said, models from other Panhellenic communities could be studied to determine the general impact on programming, recruitment, expansion, housing, finances, etc.

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There are current limited opportunities for interested male students to join an NPHC organization on campus. The Assistant Director for Student Activities - Greek Life should contact the Executive Directors of each of the NPHC fraternities to seek interest in establishing a chapter on the Radford campus. Joint or city-wide chapters are valid in many cases, but Radfords student population would support NPHC chapters at Radford.

There appears to be a lack of diversity education and training in the fraternity/sorority community. The Blue Ribbon Committee, with its diverse staff and administrator composition, should support the Assistant Director for Student Activities - Greek Life in partnering with Center for Diversity and Inclusion to find ways to create educational opportunities for fraternity and sorority members. A one-time retreat will not suffice; ongoing education, encounters, and collaboration over time will facilitate improved communication, appreciation for diversity, and application in everyday individual life.

Leadership Development The team was not able to locate current established learning outcomes for the fraternity/sorority experience at Radford. The Assistant Director for Student Activities Greek Life should research and establish, with input from students about their own fraternity/sorority experience, learning outcomes designed to challenge the community and focus on future development. CAS (Council for the Advancement of Standards) guidelines can help in the creation of such statements. The Blue Ribbon Committee can and should be utilized in this process to insure the outcomes are inclusive of the institutions academic mission and goals. Fraternity and Sorority leadership development is targeted at new members with limited participation from initiated members of the chapter. There is a lack of leadership training and transition programs for officers. There is a lack of participation in University leadership programs by members of the fraternity/sorority community. In addition to continuing the Greek 101 class, the Assistant Director for Student Activities - Greek Life should consider developing and implementing a leadership development series to encourage continuous development of Fraternity and Sorority members beyond New Member Education. We would encourage the University to consider granting academic credit for this series. a. As part of this series, the Assistant Director for Student Activities - Greek Life should consider bringing in outside speakers/presenters/facilitators to discuss topics such as risk management and values based recruitment.

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b. As part of this series, the Assistant Director for Student Activities - Greek Life should consider bringing in campus based speakers/presenters/facilitators to discuss topics such as health, alcohol and substance abuse, hazing prevention, safety, time management, study skills, and diversity. The fraternity and sorority councils, and individual fraternities and sororities, should consider holding officer elections within the same time period (e.g., during the month of November). In addition, the Assistant Director for Student Activities - Greek Life should consider hosting an officer training and transition retreat for the councils and chapters so they collaborate on training and transition (e.g., a weekend in January). The Greek Affairs office has recently coordinated the establishment of a chapter of the Fraternal Values Society. The Assistant Director for Student Activities - Greek Life should consider offering ongoing support of the newly established chapter of the Fraternal Values Society. Fraternity and sorority chapter leadership should also encourage chapter members to apply for membership in the Fraternal Values Society, and a selection process should ensue that insures that members are invested and personally committed to a valuesbased community. FVS should design new community traditions, whether that includes recognition activities, regular debates or roundtables focused on fraternal values, or fundraisers to sponsor values-focused speakers or activities. There is a lack of knowledge of positional responsibilities and implementation tools by leadership of the chapters. There is a lack of senior class leadership in many fraternity/sorority chapters. Fraternities seem to have a lack of standards for membership. The Assistant Director for Student Activities - Greek Life should work with chapter and council leadership to design a transition workshop or ongoing series of programs designed to help officers understand their positional responsibilities as well as role in the greater fraternal movement. University staff might consider creating a Resource Day, wherein representatives from various departments (i.e. campus health, recreation, activities, athletics, etc.) are invited to host booths and give brief presentations about programs and services they can provide to benefit and support fraternity/sorority leaders in their positions. Students will meet and engage with staff they might not otherwise occur (and likewise for staff) and have a better understanding of the Universitys support system. The institution should continue to support students attendance at various local, regional, and inter/national leadership programs and conferences. Often, fraternity/sorority inter/national headquarters offer scholarships for students to attend these programs. The Coalition Partners recommend several such programs, which can be found in Appendix A to this report.

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Fraternity and sorority leaders are not involved in leadership positions on campus, other than in their own organizations or within the fraternity/sorority community. Fraternity and sorority members should find opportunities within the campus community to become leaders in other organizations, not limiting themselves to fraternity/sorority leadership opportunities. Chapter incentives should be developed, and students who are involved elsewhere should be recognized by the fraternity/sorority advisor and/or councils in a public forum to encourage such extension of leadership.

Some Resident Advisors (RAs) in the residence halls cease being RAs after joining fraternities and sororities. The Assistant Director for Student Activities Greek Life should coordinate a partnership with the Housing Office to open a line of communication to find ways to encourage members of fraternities and sororities to continue their positions as RAs after joining fraternities and sororities and encourage them that their membership in fraternal organizations should not cause participation in other campus activities to cease.

Build/Strengthen Social IQ, Citizenship, Service Learning It was the impression of the Coalition Assessment Team that many students are returning to residence halls intoxicated after attending fraternity and sorority events. Fraternity and sorority members have a lack of understanding of the true meaning social responsibility and interaction. Members of fraternities and sororities do not seem to interact much with the rest of the campus or to really be connected to the University; lack of support of University Athletics and lack of participation in leadership of non-fraternity/sorority activities are examples of this. There is a sense of identity and pride for fraternity and sorority members coming from alcohol/parties. The Assistant Director for Student Activities - Greek Life should consider partnering with local, regional, and inter/national Fraternity and Sorority staff and volunteers to develop and implement a risk management education program for all members. Policies and best practices from the Fraternal Information and Programming Group (FIPG) should be a central resource in this process. A program such as Ladder of Risk or some similar workshop that breaks down each policy for better understanding should be implemented. In addition, education on social host laws and liability should be provided. The University President, Vice President of Student Affairs, Dean of Students/Provost, Director of Student Activities, and the Assistant Director for Student Activities - Greek Life should consider creating a task force that that includes fraternity and sorority leaders to create a plan outlining how the University and Fraternity and Sorority Community can work together to productively increase responsible social aspects of campus life. This task force should include both city and campus community stakeholders.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

The fraternity and sorority councils should consider working together to host nonalcoholic events and programs that promote fraternity/ sorority life on campus and engage non-affiliated students (e.g., during welcome week, Greek Week, homecoming, etc.). The IFC, Panhellenic Council and NPHC should consider partnering with other organizations on campus and campus media to get the word out to students about nonalcoholic events, programs, and service opportunities sponsored by fraternity and sororities. In collaboration with public safety officials, the Assistant Director for Student Activities Greek Life should consider hosting an annual public safety forum with local and campus police/public safety. In addition, a crisis management process should be developed and circulated to all chapters. This should be developed in consultation of existing Fraternity/Sorority crisis management plans, as well as all local safety statutes. Both city and campus public safety officials should consider attending IFC, Panhellenic Council and NPHC meetings once per month (or a monthly joint meeting if implemented) to discuss issues of concern. There is very little hands-on service and service learning occurring in the fraternity/sorority community at Radford. The Holiday Food Drive (also known as Fill the Truck) is the only campus-wide fraternity/sorority philanthropic event held each year. There is little support between the sororities on one hand and the fraternities on another hand for support of each others philanthropic projects, unless there is a social component to the project. The governing councils should consider creating and leading one campus-wide and one city-wide service project each academic year. This would be in addition to the one campus wide philanthropic event they currently participate in each year (ie: Holiday Food Drive). Furthermore, chapters should collaborate to support each service opportunity sponsored by the other individual fraternities and sororities. Working together to combine similar philanthropic and service events reduces over-scheduling and increases the input and output of the event. Chapters should also be encouraged to partner with non-Greek service-oriented student organizations to conduct hands-on service in the community; this will also encourage greater collaboration and communication with non-affiliated students. If incentives and recognition will encourage greater participation, the Assistant Director should determine the best and most relevant ways to do so. Advance Academic Interest/Graduation of Members Many faculty members and administrators see membership in fraternities and sororities as a distraction to academics, especially during the new member education period. The fraternity GPA is lower than the all campus and all-mens GPA (Fall 2011). The sorority GPA is lower

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

than the all-womens GPA (Fall 2011). Fraternity and sorority leaders are not enforcing academic standards for low performing members. A task force comprised of chapter faculty advisors should be established with the charge to create an academic plan of action for the fraternity/sorority community to improve the academic performance of fraternity/sorority members. Improving chapter academics begins with the individual member. Undiagnosed learning disabilities and other challenges cannot be overcome with traditional incentives and recognition. The Assistant Director for Student Activities Greek Life should partner with staff in the Universitys Learning Assistance and Resource Center to identify or design workshops or services for fraternity/sorority members. Each chapter should create an individualized academic/ scholarship plan that includes standards and reinforcements for academics. As a core value in all fraternal organizations, and a reason for our existence on college campuses, academics must be valued, appreciated, and tended to on a regular basis. Representatives from each of the council leadership should meet with the Provost and establish a program to increase the academic achievement of members of the fraternity/sorority community. Chapters should consider recruiting potential members that exceed the minimum grade point average requirement for memberships. Academics should be at the core of making membership decisions, and chapters should make an effort to determine students current academic standing (with permission) before offering bids of membership. While potential members grades are verified through the intent card process, the team did not gather that many chapters use this data to make strategic and informed membership decisions. Chapters must use this data as well as active members grades to create annual plans, goals that emphasize individual and organizational development. The process of using intent cards to verify grades appears sufficient, although the overall process could be streamlined electronically or online. The IFC, Panhellenic Council and the NPHC should each increase efforts to recognize academic achievement of fraternity and sorority members, including members conducting research, and recognize such accomplishments. The IFC, Panhellenic Council and NPHC should each enforce NIC, NPC and NPHC academic standards and hold chapters accountable for their academic performance. Likewise, chapter officers and advisors should be encouraged to review and enforce their own policies related to academic performance. Councils and Greek Life should partner with honoraries (i.e., Gamma Sigma Alpha and Order of Omega) to develop innovative academic incentives for the fraternity and sorority community.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Faculty members are discouraged from becoming engaged faculty advisors to fraternities and sororities by Deans and heads of various departments. The University President and Vice President for Students Affairs should work together with Academic Department Chairs to encourage Academic Departments to increase faculty involvement with fraternity and sorority organizations. Fraternity and sorority councils should partner with various academic colleges to recognize faculty at the university who have contributed to the success of the university and fraternity/ sorority community. A job description for faculty advisors should be created and/or reviewed (if one currently exists) to insure that all current and prospective advisors fully understand the role and responsibilities associated with the position.

The University does not currently track the graduation rate of fraternity/sorority chapters and their members. Beginning with the fall semester 2012 the University should begin to track the graduation rates of fraternity and sorority members and compare that rate to the graduation rate of all Radford University students. The Assistant Director for Student activities Greek Life can and should conduct this research in collaboration with institutional research staff, the Registrar, and other academic support staff. This data should be shared along with fraternity/sorority grade data.

Effective Campus Interface to and Support of the Fraternity/Sorority Community The current judicial process with regard to fraternity/sorority conduct issues is not written, nor has it been made clear to the fraternity/sorority members. There appears to be a lack of tracking and follow up regarding behavior change after judicial sanctioning of members and/or chapters. The Assistant Director for Student Activities - Greek Life should create an environment in which the judicial process for fraternity/sorority community is written, distributed and clearly understood within the fraternity/sorority community. Incidents relating to fraternity/sorority matters and incidents relating to their members in fraternity/sorority events should be dealt with by a self-governing judicial body, and those dealing with individual behavior should be handled at the campus judicial level. Information regarding judicial matters should be shared with inter/national offices. The Assistant Director for Student Activities - Greek Life and representatives from each council should collaborate with student conduct staff to create training and education for understanding and implementing self-governance throughout the fraternity/sorority community. Each council should have a functioning, trained judicial board in place to adjudicate violations of council policies at the chapter level.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

The Assistant Director for Student Activities - Greek Life and representatives from IFC, Panhellenic and the NPHC should each develop a chapter and council standards/ judicial board training on understanding the university judicial process. The University maintains a One Strike Policy with regard to eligibility for fraternity and sorority membership which states if students are found guilty of one alcohol or drug violation they are not eligible for recruitment into a fraternity or sorority until the next semester or year (depending when the incident occurs). While strictly adhered to, this policy is not written. This policy is only enforced against social fraternities and not against membership in any other campus organization. The Vice President of Student Affairs should work with the Judicial Affairs Office to determine if the One Strike Policy is appropriate and relevant to all student organizations. Administrators should determine why the University maintains different standards for students that are members of a social fraternity versus students in other student organizations (including, without limitation, non-social/professional fraternities) and determine if such a policy is a fair process. The Coalition Assessment Team feels this policy is unfair to fraternity/sorority members as it encourages different punishments for similar offenses and should be abolished. Student Organization policies (and adjudication of violations) should be applied equally across all organizations. At a minimum, if this policy is to continue after review, it should become a written policy and distributed to all students. Social fraternities are treated differently by the University administration than non-social fraternities (e.g., pre-med, music, etc.). The Vice President of Student Affairs should examine the differential treatment occurring in the University community as to how matters of conduct are handled between social and non-social fraternities. The fraternity/sorority community currently conducts deferred recruitment. The NIC does not support deferred recruitment (see Appendix B); please contact NPC for information about deferred and fall recruitment. The team recommends that, in time, administrators, students, and advisors investigate alternative formats to meet industry standards, and provide opportunities for students to join fraternities and sororities without restrictions on time and manner. This process should take into consideration statistics on membership and retention, as well as benchmarking models at peer institutions. The intent card process utilized by the University makes it difficult to manage a students ability to join fraternities and sororities. The institution should consider streamlining this process, as well as the conduct review process, through an on-line and/or electronic system. The assessment team is not supportive of any process that restricts or encumbers the recruitment process. The

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Assistant Director for Student Activities - Greek Life should work with the Office of Student Activities to: 1. create training for chapter new member educators and membership intake chairman on hazing prevention and alternative new member programming. 2. create a plan of action to file intake/new member/associate/pledge programs on file with the Greek Life office. 3. consider working with membership intake chairmen and new member educators to create ways in which they are effectively utilizing and implementing their inter/national processes. Current off-campus housing for fraternities and sororities is substandard to other housing offered on campus and allows social events to get out of control. The University Housing Office, Office of Student Activities, University Police and City of Radford Council Members work to create a plan of action to address off campus fraternity and sorority housing. Within this, consider ways to develop better relationships between fraternities and sororities and residents in the City of Radford. Alternative venues for social activity should be identified and vetted; at the same time, chapters that host social events must understand their individual and organizational liability as hosts. There is a lack of social outlets on campus for students under 21 years of age other than offcampus fraternity/sorority parties. This is a common misperception among Radford students interviewed by the team. Although current programs do exist for students to socialize on campus, such as the Radford After Dark Program, the SGA, RHA, R-SPACE, and athletics, students did not reference these options in interviews with the team, leading the team to draw two possible conclusions: that students truly are not aware of these options, or that students know about them and do not care or still wish to attend parties. To address the first, the team recommends utilizing various media, such as a community newsletter, flyers in chapter facilities, announcements at chapter and council meetings, Facebook, Twitter, and announcements on the Greek Life website, staff should increase exposuremore than normalto make students aware of on-campus opportunities. The second conclusion is an issue of campus culture. The Blue Ribbon Committee should engage other staff and student organizations in assessing the attractiveness of these existing programs, attitudes regarding alcohol and partying, and suitable alternatives to increase student safety and promote healthy socialization. The fraternity/sorority community should be actively involved in this process, as well, to show commitment to healthy living, effective risk management, and partnerships with campus constituents.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

There is strong support by senior University officials for the exploration and development of campus-based sorority and fraternity housing. Current off-campus housing for fraternities and sororities is substandard to other housing offered on campus and allows social events to get out of control. Utilizing current off campus fraternity and sorority facilities for social events causes a strain between city of Radford residents and fraternity and sorority members. The University President should create a committee, reporting back to the University President and including students, staff, chapter advisors, and community members, to explore the possibility of creating on-campus fraternity and sorority housing. This committee would include members from the university administration (including university housing), undergraduate fraternity and sorority members, chapter advisors, and representatives from the fraternity/sorority inter/national offices. Models of similar housing arrangements at peer and other similar institutions should be carefully reviewed to understand all benefits and challenges of such an arrangement.

The fraternity and sorority community does not market itself at any time except during the formal recruitment period and only through fraternity and sorority sponsored parties. The fraternity and sorority councils should work with the University Marketing Department and Office of Alumni Affairs to develop a marketing plan to redefine how fraternity and sorority life is showcased at Radford in an effort to increase support and recruitment of potential members and increased alumni relations development. Both printed and electronic means of promotion should be considered, as well as means to promote the community through social media and presence at University events.

The fraternity and sorority community does not communicate to the Assistant Director for Student Activities - Greek Life information about membership/intake/new member processes, such as when they are recruiting or for what period of time. This lack of information creates confusion and does not allow the Assistant Director the ability to support chapters new member efforts. The Assistant Director for Student Activities - Greek Life should work with each of the fraternity and sorority councils to create a policy whereby, prior to the commencement of each recruiting/membership period, each chapter would deliver their intake/new member/ associate/ pledge programs to the Greek Life office. The Assistant Director for Student Activities - Greek Life should work with membership intake chairmen and new member educators to better understand and create ways in which they are effectively utilizing and implementing their inter/national processes and programs.

Some alumni/ae advisors feel the fraternity/sorority advisor does not communicate enough with them to assist them in their advising of the chapters. The Assistant Director for Student Activities - Greek Life, in conjunction with inter/national organizations, should create a training program for chapter and faculty advisors. This would include a review of their roles as active faculty and chapter advisors, a review of University and inter/national Fraternity/Sorority resources

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

available to them, as well as a discussion about appropriate and effective means of communication. The Assistant Director for Student Activities - Greek Life should also find opportunities to communicate directly with chapter and faculty advisors (in lieu of through chapter leadership) to find ways to partnership on matters concerning the community. University Development office expressed strong support for developing plans and programs with fraternity and sorority alumni and parents. Representatives from each of the council leadership should meet with the Office of Development and establish a program to increase the fraternity/sorority alumni participation in the University and fraternity/sorority community. The Assistant Director of Student Activities Greek Life has to go through several administrative levels of the University to deal with conduct issues impacting fraternity and sorority chapters. This is not as much an issue of titlesthough we recommend a changeor supervision as it is about equitable relationships and voice on matters related to fraternity/sorority conduct. The University President and the Vice President for Student Affairs should review and evaluate if the current reporting structure for fraternity/sorority life is effective for making the necessary changes to the fraternity and sorority community. Currently, the Assistant Director of Student Activities Greek Life is not tied to the conduct office under the Dean of Students, which results in, at times, poor communication and collaboration on sensitive issues related to fraternity/sorority chapters. The position should be more closely aligned with that department in order to improve communication and advocacy during these times. To accomplish this goal the Coalition Assessment Team recommends that the Assistant Director of Student Activities - Greek Life position be changed to a Director level position reporting directly to the Vice President of Student Affairs. It is the Teams belief that this change would allow concerns impacting fraternity/sorority life to be expedited in a more efficient manner, putting the Director at an even level with others in Student Affairs and better positioned to give and receive feedback and have a voice in judicial matters. This will also allow for fraternity and sorority community needs to be managed while creating positive change in community. The new Director would be able to collaborate more directly and make greater connections within other levels reporting to the Vice President of Student Affairs. In addition, he will be able to offer more resources and support to the students as a function of those relationships. This change in position will allow him to become a stronger advocate for the community with university leadership and to improve the state of the fraternity and sorority community. In addition to a closer alignment with the conduct office under the Dean of Students, the team recommends a weekly or biweekly meeting of key offices related to student conduct, safety, housing, and activities. This will allow for a timely review of pertinent issues and cases, while allowing collaboration and communication that promotes student well-being and advocacy.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Current staffing of the Greek Life office is thin and as such there is an imbalance in the work load placed upon the current staff. The current staffing structure of the Greek Life office should be evaluated. It is the recommendation of the Coalition Assessment Team that another full time fraternity/sorority professional staff member be added to this office reporting to the Assistant Director of Student Activities - Greek Life. It would be optimal if this individual had a Masters degree and recently graduated from such a Masters program. In addition, the Coalition Assessment Team would recommend that two Graduate Assistants be hired in this area. The Team would encourage that the candidates currently be pursuing their Masters degree in student affairs and, since this is not offered at Radford, the University should explore recruiting such students from Virginia Tech. Graduate Assistants will provide and increase needed advisory support for chapters and councils, while allowing the Assistant Director/Director to focus on higherlevel issues and opportunities.

Disclaimer This assessment report is for educational purposes. It is intended for use solely as a development guide to assist in strengthening Greek letter organization systems. It is not intended to address any particular organization. This assessment report, by its nature, includes assessments the sources of which would be deemed hearsay in a court of law as the assessment includes as bases for it a variety of statements and opinions by varying sources, the underlying truth of which were not necessarily verified or attempted to be verified or supported as part of the assessment process. The names of persons who were sources of information for this report have been purposely not included in this report. Documents leading up to the compilation of this report will be destroyed pursuant to the respective document retention policies of each of the organizations participating in this assessment report.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

Appendix A Coalition Recommended Leadership Programs

A. Regional Leadership Conferences (SEIFC, SEPC, NGLA, etc.) i. These are hosted by inter/national organizations and umbrella associations once or twice a year. ii. Greek Life staff should collect the dates and locations of each and make it a point to meet with the campus leaders and ensure they are attending. iii. The institution should research funding opportunities to help offset the costs associated with traveling to/from these leadership conferences for all councils. B. National Conventions and Leadership Schools i. These are hosted by the inter/national organizations on an annual or biannual basis. ii. Student Life staff should collect the dates and locations of each and make it a point to meet with the campus leaders and ensure they are attending. C. Undergraduate Interfraternity Institute (UIFI) i. Hosted by the North-American Interfraternity Conference (NIC). ii. Ideal for fraternity and sorority presidents and governing council officers. iii. Eleven sessions are held annually each summer in Bloomington, Indiana. iv. The Assessment Team recommends all governing council presidents and a mixture of fraternity and sorority presidents attend UIFI each year. v. Scholarships are provided by many inter/national fraternities and sororities, plus 100 scholarships are provided by the NIC. vi. www.nicindy.org D. The LeaderShape Institute i. Ideal for fraternity and sorority presidents and governing council officers. ii. Funding could be allocated to enable students to attend the national session and/or AFLV LeaderShape session. iii. www.leadershape.org E. IMPACT i. Hosted by the North-American Interfraternity Conference. ii. A campus-based fraternity and sorority leadership institute. iii. Ideal for current chapter and governing council presidents and upcoming leaders. iv. Recommended that Radford consider hosting this in the coming academic year to challenge chapters and the community to raise their standards and elevate behavior. v. www.nicindy.org F. NPC Something of Value i. The Something of Value program is a values-based approach to risk management education for collegians. ii. The day-long program is led by a traveling team of NPC representatives and an attorney with NPC affiliation.

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RADFORD UNIVERSITY Coalition Assessment Project / Final Report March 20-21, 2012

iii. Action plans are developed to address campus concerns and collegians are empowered to follow-through. iv. http://www.npcwomen.org/college-panhellenics/programs/something-ofvalue.aspx G. NPC Consulting Team Visit i. The NPC consulting team program provides valuable assistance and has proven to be a significant resource to College Panhellenics and advisors. ii. A team of two to four members, likely including the College Panhellenic Area Advisor, and representatives from the College Panhellenics Committee and/or Alumnae Panhellenics Committee, conduct a review of all aspects of Panhellenic operation. iii. Requests are sent using a standard form found on the NPC website to the Area Advisor. iv. Cost includes transportation, food, and lodging for the team members, and a consulting fee of $125 per chapter. v. https://www.npcwomen.org/college-panhellenics/c-a-programs/ctv.aspx H. Advance Panhellenic! i. In partnership with CAMPUSPEAK, Advance Panhellenic! is an opportunity for your College Panhellenic leaders to gather for meaningful conversations. ii. This workshop aims to strengthen the leadership roles of participants by providing the tools they need to be a successful student organization. Advance Panhellenic! helps develop guidelines and tips for leadership, transitions, programming, community building, public relations and recruitment. iii. http://www.campuspeak.com/index.php?/workshops/ap/ I. NIC Futures Quest i. Exclusive program designed for NIC member fraternities and their new members. ii. Held each year in December and January (Friday-Sunday) in Indianapolis. iii. Many inter/national NIC fraternities will provide scholarships for their newest members to attend. iv. www.nicindy.org NIC IFC Academy i. Exclusive program designed for Interfraternity Council governing officers. ii. Held annually in the spring in Indianapolis. iii. www.nicindy.org

J.

K. National Pan-Hellenic Council regional and national conventions / www.nphchq.org i. Exclusive programming for NPHC and member organizations ii. National exposure to issues impacting NPHC chapters L. National Association of Latino Fraternal Organizations annual conference and/or convention / www.nalfo.org

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i.

This is the national gathering of Latino Fraternal Organizations which is ideal for Latino culturally based fraternity and sorority leaders ii. Attend regional vice-chair developed conferences iii. Attend NALFO Business Meetings, which occur twice a year

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Appendix B: Position Statement on Recruitment

[The North-American Interfraternity Conference (NIC), through its President & CEO, takes a position on each of the critical issues within the fraternity industry.]

In the 1800s the word rush described the various activities used by fraternity men to entice freshmen to join their chapters. Today the word recruitment is more accurate in describing a carefully crafted plan of action by the more successful chapters in communicating the benefits of fraternity membership to potential new members. Recruitment is a deliberate process that should involve every member of the chapter with an emphasis on traditional fraternity values. There are common terms requiring a universal understanding: Continuous Recruitment/24-7 recruitment is a constant process that happens every day, regardless of the time of year and regardless of whether or not school is in session. Rationale: friendships are developed continuously; therefore recruitment is a continuous process of the establishment of mutual friendships. NIC Position: support Summer Recruitment coordinated either by an IFC or individual chapter and occurs when the campus is not in session. Events can take place on the campus, in a chapter house, or at another designated location. Rationale: Recruiting practices that bring chapter members to the potential new member are ideal for building individual friendships. Summer recruitment can and should involve the potential new members parents as well. NIC Position: support Delayed Recruitment a coordinated recruitment process conducted after the beginning of the first academic period, usually between four and eight weeks after the first day of classes. Rationale: potential new members will be introduced to fraternities after they have had a chance to begin their classes. NIC Position: although this recruitment period is supported we strongly recommend campuses adopt a continuous recruitment plan in order to allow the potential new member to decide when it is right for him to join.

North-American Interfraternity Conference April 20, 2009

Appendix B: Position Statement on Recruitment

Deferred Recruitment potential new members are required by the campus to wait a certain amount of time or complete a designated number of credits before being allowed to join a fraternity. In many cases, this is second semester, but there are campuses that require sophomore credits. Rationale: this allows the student(s) to become acclimated to the college setting allowing a less stressful transition from high school. NIC Position: the NIC does not support deferred recruitment. Independent research shows that membership in a fraternity leads to higher campus retention rates than non-fraternity men and the graduation rate among fraternity men is higher than non-fraternity men. Formal Recruitment a designated and coordinated rush period, usually organized and handled by the IFC. In most cases, potential new members are required to register for rush, attend a certain number of rush events, and cannot accept a bid until a designated date. Rationale: the process seems to promote a fair approach, allowing all chapters to meet the men going through rush. This process is easier for a chapter, who waits for the men to come to them. NIC Position: the NIC supports formal recruitment when used in conjunction with continuous and summer recruitment. What is each seeking to accomplish? The continuous and summer recruitment efforts recognize the reality of friendships. There is no set time to make a friend or for mutual interests to begin with an investment of time and dedication to similar goals. Delayed recruitment is designed to allow the new freshmen to get to know the fraternities before deciding which to join. Formal rush is a desire of fraternity men to do a minimum amount of work and a universitys belief that this type of recruitment is better organized and will result in more men joining. Deferred recruitment is usually born out of frustration on the part of the college/university administrators in dealing with dysfunctional behavior on the part of some fraternity men and the misplaced belief that this will change a campus culture that is centered on the consumption of alcohol.

North-American Interfraternity Conference April 20, 2009

Appendix B: Position Statement on Recruitment

There are several concerns voiced by both Greek professionals and IFC leadership: Fewer Men Joining - The campus, as well as the individual chapters, have a tendency to measure success in terms of number of men pledged. Number of men pledged/new members is not an accurate measuring tool. Meaningful filters and predictors of future success are high school GPA, membership and leadership position in clubs, membership in National Honor Society, high school sports participation and involvement in philanthropic and community service projects. Coaches Restrict Joining - Many team coaches were not a member of a fraternity when an undergraduate. Consequently, they do not relate to what a fraternity is really about, instead listening and believing in the inaccurate stereotype(s). The way to counter this is to have a plan to recruit the scholar-athlete and included in that plan should be meetings with their coach to address their fears. A coach may view fraternity membership as an exercise in fun and games, punctuated by hazing and drinking. Coaching is his livelihood and his family is depending on his contract to either be renewed (extended) or his moving on to a higher paying position. Either way, a winning record leads to success in employment and he wants nothing to interfere. Fewer Legacies - The person being recruited has a member in his immediate or extended family who was/is in a fraternity. Each inter/national fraternity should capture this data from its alumni annually and disseminate this information to their appropriate chapter for use in recruitment. Deferred Recruitment - Deferred recruitment can generate, and usually does, strong feelings on each side of a discussion. There is only anecdotal data that non-fraternity men enjoy higher GPAs than non-fraternity men during the semester of their new member period. It should also be noted that there have been no studies conducted since the NIC Standards were enacted in 2004, which includes shortened new member programs. Deferred recruitment is a broad-brush punitive action applied against all current members and their respective chapters whether or not involved in activities resulting in disciplinary actions against the chapter. It represents a double standard since it does not apply to all student organizations.

North-American Interfraternity Conference April 20, 2009

Appendix B: Position Statement on Recruitment

The NICs position is that on a typical campus: a) fraternity membership leads to a higher retention rate than the general male undergraduate population, which is in the best interests of a college/university, b) fraternity membership leads to a higher graduation rate than the general male undergraduate population, which is in the best interests of a college/university, c) fraternity membership leads to a higher proportion compared to the general male alumni population, of contributions to a college/university educational foundation following graduation, which is in the best interests of a college/university, d) fraternity membership leads to higher amounts of philanthropic and community service activities than the general male undergraduate population, which bring credit to the college/university, and furthermore: 1) deferred recruitment is a double standard that does not apply to all student organizations including sports teams that have lower retention rates, lower graduation rates and are involved in actions that result in disciplinary actions such as expulsion from the college/university and incarceration by some individuals, 2) deferred recruitment is a punishment inflicted on all without regard to whether members in a given chapter have done something wrong, 3) deferred recruitment does not change an alcohol based campus culture, 4) deferred recruitment denies a basic human emotion, the establishment of friendships, 5) deferred recruitment denies the research that shows that fraternity membership leads to higher retention rates and higher graduation rates, 6) deferred recruitment does not accomplish anything other than deny a person a basic right guaranteed by the United States Constitution in the Bill of Rightsthe right to mutual association. In conclusion: The NICs member fraternities are sympathetic to the concerns of colleges and universities in dealing with the multiple challenges associated with alcohol and its relationship to dysfunctional behavior. We are also dedicated to high academic achievement. We favor cooperative/partnering actions that will lead to positive change in a campus culture. Deferred recruitment is not such an action.

North-American Interfraternity Conference April 20, 2009