Title IX

A learning and working environment that reflects our Mission

Calumet College of St. Joseph is committed to providing a community in which the learning and working environment reflect our Mission. This environment is free from all forms of gender-based discrimination or harassment because such behavior violates an individual’s fundamental rights and personal dignity. Calumet College of St. Joseph’s considers gender-based discrimination to be a serious offense and has zero tolerance. This policy covers all forms of gender-based discrimination and harassment connected to the college, whether the matter involves students, faculty, staff or volunteers. This policy also applies to sexual misconduct, including sexual assault, sexual exploitation and relationship violence by students, faculty, staff, or visitors/guests of the college.

In compliance with Title IX of the Education Amendments of 1972 and other federal, state and local equal opportunity laws and in accordance with our mission, the College has developed these policies and procedures that prohibit gender-based discrimination in all of its forms. The policies and procedures have been developed to affirm our commitment and to provide recourse for those individuals whose rights have been violated. This policy is intended to define community expectations and to establish a mechanism for determining when those expectations have been violated.


The following people have been designated to handle inquiries regarding the Title IX discrimination, harassment and sexual misconduct policies:

Title IX Coordinator
Dionne Jones-Malone – Vice President of Student Engagement and Retention
Room 101A
(219) 473-4305

Title IX Deputy Coordinator
Andy Marks – Director of Enrollment
Room 117A
(219) 473-4295

Title IX Deputy Coordinator
Paula Shreve – Director of Human Resources
Room 609
(219) 473-4328

Title IX Deputy Coordinator
Christopher Artim – Financial Aid Counselor
Room 105
(219) 473-4314

Title IX Deputy Coordinator
Jacqueline Cruz – Coordinator of Public Safety Programs
Room 113
(219) 473-4209

Title IX Deputy Coordinator
Sally Lobo-Torres – Director of Advising
Room 100A
(219) 473-4291

Deciding whether or when to report sexual misconduct is a personal decision. Should an individual wish the details of an experience be kept confidential as they seek information related to the reporting and investigative process; interim protection strategies; or counseling or medical support; please speak with a Confidential Source. The following people have been identified as a confidential source:

Rev. Kevin M. Scalf, C.PP.S.

Director of Mission Effectiveness
Room 626
Room 101A
(219) 473-4351

Keli Burns

Assistant Director of Enrollment
Room 110
(219) 473-4223

Michelle Concepcion

Assistant Director of Student Financial Services
Room 104
(219) 473-4387

John Mackowicz

Director of Academic Disability Services
Room 181
(219) 473-4349

The following training has been completed by our Title IX officers:

Training Materials for Title IX Personnel: § 106.45(b)(1)(iii) & § 106.45(b)(10)(i)(D)

  • The Title IX Rule requires schools’ Title IX personnel to be unbiased and free from conflicts of interest.
  • Title IX personnel include the Title IX Coordinator, any investigator, any decision-maker, and any person who facilities an informal resolution (such as mediation).
  • Schools must ensure that Title IX personnel receive training as follows:
    • On Title IX’s definition of “sexual harassment”
    • On the scope of the school’s education program or activity
    • On how to conduct an investigation and grievance process
    • On how to serve impartially, including by avoiding prejudgment of the facts at issue
    • On how to avoid conflicts of interest and bias
    • Decision-makers must receive training on any technology to be used at a live hearing, and on issues of relevance of questions and evidence, including when questions and evidence about a complainant’s sexual predisposition or prior sexual behavior are not relevant
    • Investigators must receive training on issues of relevance to create an investigative report that fairly summarizes relevant evidence
  • All materials used to train Title IX personnel:
    • Must not rely on sex stereotypes,
    • Must promote impartial investigations and adjudications of formal complaints of sexual harassment,
    • Must be maintained by the school for at least 7 years,
    • Must be publicly available on the school’s website; if the school does not maintain a website the school must make the training materials available upon request for inspection by members of the public.
  • Under the Title IX Rule, students, employees, the Department, and the public will be able to examine a school’s training materials, providing a necessary safeguard to improve the impartiality, reliability, and legitimacy of Title IX proceedings. This requirement will improve the overall transparency and integrity of a school’s Title IX policies and procedures.
  • Schools must publish training materials that are up to date and reflect the latest training provided to Title IX personnel.

Listed below are trainings and educational material used to train University employees involved with the Title IX process. This list is updated regularly to comply with regulations and to reflect the ongoing training that is taken.

2020, CUPA-HR     Title IX Final Rule Released: What you Need to Know Now
2020, Barnes & Thornburg     Title IX Changes: Key Considerations for ICI
2020, Barnes & Thornburg     Title IX Coordinator Training
2020, Barnes & Thornburg     Title IX Investigator Training
2020, Barnes & Thornburg     Title IX Decision Makers and Advisors Training
2020, D. Stafford & Associates     Title IX Regulations: Policy Implications and Practical Application

File a Title IX Concern

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