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Action Plan Implementation

October 23, 2001

To: CFS Leadership and Advisors
From: Martin W. Redman, Dean of Residential Life
Re: Annual Action Plan Implementation

The fall term has gotten off to an excellent start! The CFS system has decided upon a new governance structure, namely the Greek Leadership Council. Greek Week has concluded and organizations have submitted updated codes of conduct and priority lists for the academic year. Quite a few accomplishments for the first four weeks of the term and I am confident the rest of the year will be as successful.

Dean James Larimore recently wrote to each of you regarding his approval of the Six Guiding Principles, Organizational Action Plans and requested the submission of priority lists for the year. As you know, the priority lists are a transitional step between our current structure and the Annual Action Plan Reviews, which will go into effect during the 2002-2003 school year. The action plan format ideally provides each organization with an opportunity to distinguish itself from other groups while remaining committed to the fundamental set of principles and standards that form the basis of College recognition. As we prepare for this transition, I wanted to inform you of what will be expected in your Action Plans, what issues still need resolution, and what steps we will take to bring closure to this process.

The Dean of the College and I have reviewed the GLSC Report and have reached conclusions regarding various recommendations. For example, one recommendation was the creation of a minimum 2.30 GPA for participation in a Greek organization. The rationale for this recommendation was to clearly emphasize the importance of scholarship within the Greek community. While this is a worthy goal, we believe that any student in good standing should be eligible to participate in a CFS organization. As a result, we are not accepting this particular recommendation as a standard for all groups.

Dean Larimore and I have approved a number of items that will need to be incorporated into Organization Action Plans or acted upon by governing councils. Together, these shared objectives will help create a vibrant and healthy Greek community, while at the same time providing the opportunity to create strategies of implementation that honor the unique culture of each organization.

  • Each organization and governing council will expand the duties of the scholarship chair. (scholarship principle)
  • The council governance must modify its leadership structure, so that executive officers in parallel positions are collaborating. (leadership principle)
  • Individual organizations will be required to have an established active advisor or advisory board. (leadership principle)
  • New Member programs will be specified in full detail in the Annual Action Plan. (leadership principle)
  • Each organization and council will expand or establish the position and duties of Service/ Philanthropy Chair. (service principle)
  • CFS organizations must not tolerate any form of hazing. (brotherhood/ sisterhood principle)
  • CFS organizations must create a social atmosphere that minimizes high-risk behavior [alcohol abuse, drug use, hazing, and sexual assault]. (accountability principle)
  • The College administration must consistently enforce existing guidelines and rules. (accountability principle)
  • The College administration must clearly communicate the guidelines that organizations must follow. (accountability principle)
  • All ORL/ CFS judicial policies and procedures must be completely reviewed and rewritten. (accountability principle)
  • Each CFS organization must have a Code of Conduct. (accountability principle)
  • Each CFS organization must create an Internal Adjudication Board, whose responsibility will be to enforce the Code of Conduct. (accountability principle)
  • CFS organizations and members should report policy violations that occur within the CFS community. (accountability principle)
  • Organizations must develop Annual Action Plans that include a section on each of the six Guiding Principles: scholarship, leadership, service, brotherhood/ sisterhood, inclusivity, and accountability. (general)
  • ORL and other campus units will provide training to refine members' leadership and organizational skills. (general)
  • Communications to alumni will be designed so that they clearly communicate that the shifts in the CFS community are part of a larger process of returning to the founding concepts of Greek letter organizations. (public relations)

I am creating an ad hoc seven to nine member working group to recommend resolution on the outstanding issues In order to move the transition to annual action plans forward in a timely fashion. The group will be facilitated by Professor Robert Binswanger and will include several staff members and representatives of the Greek community. This group will provide recommendations to Dean Larimore and me for our approval. Dean Carney will be in touch with the Greek Leadership Council today regarding the student membership of this group. It is my hope that the working group will investigate and make final recommendations on each of the following items no later than November 15:

  • Parliamentary procedure, such as Robert's Rules of Order, should be used at all council meetings. Some form of rules governing meetings must be recommended. (leadership principle)
  • Organizations should provide study spaces, access to technology, and quiet time to assist members in meeting their academic goals. How can this be defined and be made applicable to all groups? (scholarship principle)
  • Organizations are encouraged to work with ORL in establishing a pilot program with Graduate Advisors and/ or House Directors living in CFS houses. This program could replace the Board of Trustee directive to require Undergraduate Advisors in the CFS physical plants. If this pilot program is not recommended then concepts as to how to implement UGA's in CFS facilities should be addressed. (scholarship principle)
  • Organizations and governing councils will work to develop a Faculty Mentor/ Liaison program. What would such a program look like? How would success be measured? If not this concept, then how can we engage faculty or staff as resources? (scholarship principle)
  • The Dartmouth CFS community will implement a consistent values-based recruitment strategy as a means to cultivate interest among the broadest spectrum of potential members. What would a values-based recruitment strategy look like? How would success be measured? (inclusivity principle)
  • The recruitment process will be collaborative among the councils so as to ensure that all interested students receive an invitation to join one of the CFS organizations. Is this truly feasible? What obstacles will need to be overcome to adopt such a strategy? (inclusivity principle)
  • CFS organizations should conduct all business of the organization in an alcohol-free environment. Business should be conducted in an alcohol-free environment. What obstacles need to be overcome to implement such a strategy? Some method needs to be defined which creates a separation between the business of the organization and social activity. (accountability principle)
  • CFS organizations need to begin offering an informational program to alumni during times of high alumni involvement (Homecoming, Winter Carnival, Green Key, Commencement / Reunion, etc.) to communicate the values, goals, ambitions, and Action Plans of their organizations. In addition to programs at these times, how else can chapters communicate these items to their alumni? What other methods can be developed which provide information to alumni and also encourage their active participation in assisting a chapter's successful implementation of the action plan? (public relations)

I am confident that the ad hoc group will carefully consider these items and make recommendations that will enable each organization to achieve excellence.

On a final note, I would like to update you on the status of facility audits and physical plant standards. Woody Eckels and Bernard Haskell will complete the final conversations with those corporation officers that have not yet completed this process during the next several weeks. Once completed, each organization will have an understanding of their physical-plant needs. Shortly thereafter, a physical-plant standards document will be developed and distributed to corporation officers for their review and comment. During the winter term, we expect to finalize this process so that whatever standards are adopted will be incorporated into the first year Action Plans.

I am convinced that while these objectives are ambitious, they will help guide your efforts to build a healthy and vibrant Greek community that strives for excellence, and is guided by the principles of Scholarship, Leadership, Service, Inclusivity, Brotherhood/Sisterhood and Accountability. The Office of Residential Life looks forward to working with your organization and all CFS organizations to achieve these outcomes.

Cc/Deans James Larimore, Cassie Barnhardt, Deborah Carney

Note: The GLSC Report can be read on the College web site at the location below. You will note that the report is divided into two major sections. The first section constitutes the committee's thoughts and recommendations while the second section offers a wonderful array of concepts and ideas that an organization may choose to employ as part of their Organizational Action Plan. http://www.dartmouth.edu/~sli/documents/greeklife0106.html.

Last updated: 3/19/04