Job Summary
PEAR's Mission: We partner with communities across U-M to equip employees to prevent sexual and gender-based misconduct through engagement, education, and skill-building to foster inclusive, equitable, and thriving environments.
The PEAR team provides presentations, workshops, professional development, and resources for the prevention of sexual and gender-based misconduct for employees across U-M's Ann Arbor, Flint, Dearborn campuses, and Michigan Medicine. PEAR also consults with faculty and staff leaders to support units in holistically responding to sexual and gender-based misconduct within their communities. In addition to supporting the creation of unit level sexual and gender-based harassment and misconduct prevention efforts, PEAR works closely with other units to provide comprehensive prevention programs for U-M.
This PEAR Assistant Director plays a key leadership role in developing and delivering comprehensive, trauma-informed education, trainings, and consultations to promote a culture free from sexual and gender-based misconduct across the University of Michigan. This position will also provide requested holistic community support following an incident of sexual misconduct; this includes consultations with leaders, community interventions, and tailored workshops.
Reporting to the Director of PEAR, this position will assist in managing department operations, developing strategic initiatives, fostering strong campus relationships, and strengthening University-wide prevention efforts that promote a respectful and supportive environment for all members of the University community.
Responsibilities*
PEAR Operations and Communication:
- Partner with the Director to sustain and enhance PEAR's infrastructure, ensuring delivery of comprehensive sexual and gender-based misconduct prevention programs for U-M employees.
- Assist with budget management, oversee office correspondence and requests for assistance, and help manage daily operations.
- Assist the Director in developing strategic plans for prevention and outreach programs for faculty and staff that are informed by evidence and consistent with best practices.
- Assist the Director in maintaining our case management database in partnership with ECRT colleagues.
- Oversee the PEAR's websites, brochures, and other materials.
- Work with campus partners to develop and manage related strategic communications and media relations.
Policy and Prevention Training: The PEAR Assistant Director will provide sexual and gender-based misconduct prevention trainings and consultations for schools, colleges, and administrative units in Ann Arbor.
- Work with Title IX Coordinator and PEAR colleagues to prepare and offer trainings on prevention, policy, and reporting obligations.
- Provide and assist in creating research-based, effective, and engaging training on preventing sexual and gender-based misconduct. This includes a public health informed approach, including primary, secondary, and tertiary prevention strategies.
- Provide training and presentations on the U-M Sexual and Gender-Based Misconduct (SGBM) Policy and the procedures. This includes training on employee reporting obligations under the U-M SGBM Policy and strategies on how to support those who may disclose to an employee with reporting obligations.
- Ensure that PEAR trainings support compliance with University policies campus-specific procedures, practices and culture; as well as federal, state, and local legal requirements pertaining to sexual and relationship violence, including Title IX and Clery Act.
- Amplify existing prevention programs designed to cater to diverse communities and identities using the ARC3 2024 climate survey data.
- Develop and amplify online training, offering interactive, self-paced modules on sexual and gender-based violence prevention, intervention strategies, and evolving federal compliance requirements.
- Provide holistic support in the form of consultations, customized trainings, and interventions such as circles or focus groups designed to assist communities and groups who are responding to incidents of sexual harm in their communities.
- Collaborate with campus partners to co-facilitate circles when appropriate.
- Provide ongoing support, training, and individual consultation with staff and faculty leaders across the University to address questions related to creating safe and supportive spaces, free from sexual misconduct.
University-wide Initiatives and Assessment: Work collaboratively and creatively with campus partners in creating and maintaining prevention strategies and resources for U-M employees.
- Lead the development of PEAR resources for units, managers, and others who seek to create unit-specific prevention planning.
- Collaborate with the PEAR team in developing resources to aid department and unit leaders in creating and maintaining spaces free from sexual and gender-based misconduct, such as leadership toolkits, resource guides, communication templates.
- Partner with the Director in establishing a PEAR liaison program where designated faculty and staff from school/college/departmental level serve as prevention liaisons for their units.
- Support with planning of special events, sponsored or co-sponsored by PEAR such as the biennial U-M Conference on Ending Sexual Harassment and Gender-Based Violence.
- Lead efforts to seek input from community members to support the development, delivery, and enhancement of programs to meet the needs of diverse communities at U-M.
- Lead the development of assessment tools to measure the effectiveness of programs and utilize community feedback to identify trends, inform PEAR's prevention strategies for continuous improvement and targeted interventions.
Additional Duties:
- Represent PEAR on campus committees and task forces.
- Assist/provide trainings to units outside portfolio as needed.
- Attend weekly PEAR staff meetings and regular ECRT meetings.
- Attend regular individual meetings with direct supervisor.
- Foster strong collaboration with campus partners on prevention related work such as Sexual Assault Prevention and Awareness Center (SAPAC), Ethics, Integrity, and Compliance Office (EICO), Center for Research on Learning and Teaching (CRLT), Organizational Learning (OL), Staff Human Resources (HR), Academic HR, Wolverine Wellness, Department of Public Safety (DPSS), Office of the General Counsel, Office for Government Relations, Rackham Graduate School, Student Life, and others.
- Meet regularly with Assistant Directors at ECRT and SAPAC
- Assist with PEAR annual report and other reports as requested.
- May supervise PEAR staff or interns.
- Other duties as assigned.
Required Qualifications*
- Master's degree required. Degree preferred in fields of social work, higher education, leadership, public health, or related field.
- Minimum of 6 years of professional experience.
- Experience designing and implementing effective trainings and workshops.
- Specialized knowledge in creating and providing prevention education and programs related to sexual and gender-based misconduct.
- Specialized knowledge in campus sexual and gender-based misconduct policies (e.g. Title IX, VAWA, Clery Act).
- Effective leadership, management, administrative, conflict resolution, and team-building skills.
- Experience and demonstrated ability to manage programs and resource development.
- Knowledge of assessment and evaluation, especially related to learning outcomes, learning environments, campus climate assessment, and program evaluation.
- Experience with effective management of fiscal resources.
- Experience with and training in Restorative Practices.
- Experience working with diverse and marginalized communities.
- Experience building and sustaining dynamic collaborative working relationships with a wide range of campus and community partners.
- Strong oral and written communication skills.
- Ability to handle sensitive topics with professionalism, discretion, and a trauma-informed approach.
Modes of Work
Positions that are eligible for hybrid or mobile/remote work mode are at the discretion of the hiring department. Work agreements are reviewed annually at a minimum and are subject to change at any time, and for any reason, throughout the course of employment. Learn more about the work modes.
U-M EEO Statement
The University of Michigan is an equal employment opportunity employer.