Case Resolution Officer

Position Number: 41090687

Payroll Title: Ethics and Compliance Professional 3

Job Code: 006232

Job Open Date: 8/4/25

Application Review Begins: 8/19/25; open until filled

Department Code (Name): SHGO (Title IX and Sexual Harassment Policy Compliance)

Percentage of Time: 100%

Union Code (Name): 99 (Non-Represented)

Employee Class (Appointment Type): Staff (Career)

FLSA Status: Exempt

Classified Indicator Description (Personnel Program): PSS

Salary Grade: 23

Pay Rate/Range: The budgeted salary range that the University reasonably expects to pay for this position is $90,000 to $95,000/year. Salary offers are determined based on final candidate qualifications and experience; the budget for the position; and the application of fair, equitable, and consistent pay practices at the University. The full salary range for this position is $88,000 to $161,000/year.

Work Location: Phelps Hall - 3219

Working Days and Hours: Monday-Friday 8am-5pm, additional hours as needed

Benefits Eligibility: Full Benefits

Type of Remote or Hybrid Work Arrangement, if applicable: Hybrid (Both UC & Non-UC locations)

Special Instructions: For full consideration, must include a resume and a cover letter as part of your application.

Department Marketing Statement:

Located on the shores of the Pacific Ocean, UC Santa Barbara offers a dynamic environment where academic excellence and social engagement unite to spark creativity and discovery. The mission of the Title IX Compliance & Discrimination and Harassment Prevention Office (Title IX/DHP Office) is to ensure all UCSB community members fulfill the campus' commitment to create and maintain a work and academic environment free of discrimination and harassment, including sexual harassment and sexual violence. This work presents ample opportunities to implement and enhance the campus principles of equal opportunity, engage in innovative solutions, and contribute their efforts in the response and prevention of discrimination and harassment. #LI-KA1

Benefits of Belonging:

Working at UC means being part of this vibrant institution that shines a light on what is possible. People make UC great, and UC recognizes your contributions by making this a great place to work. Excellent retirement and health are just one of the rewards. Learn more about the benefits of working at UC

Brief Summary of Job Duties:

Using independent judgment, while maintaining an experienced level of professionalism and initiative, and adhering to a strict policy of confidentiality, the Complaint Resolution Officer provides direct analytical, caseload management and complaint handling to support the the Title IX Compliance & Discrimination and Harassment Prevention Office (Title IX/DHP Office).The Case Resolution Officer serves as the primary contact and intake person for all assigned cases of harassment and discrimination pursuant to the University's Sexual Violence and Sexual Harassment (SVSH) Policy and the University's Anti-Discrimination Policy. The Case Resolution Officer acts with the requisite interpersonal sensitivity to deal effectively with the campus community, colleagues and external partners. Initiates response processes by conducting initial investigative outreach to parties, conducts informational sessions and intakes, responds to advisor and/or support people's procedural inquiries, conducts the initial assessment for all assigned cases, and assumes responsibility for case trajectory and preliminary determinations. Is charged with developing the investigative response for cases proceeding in that process, and for engaging in effective communication with the parties and campus partners throughout the investigation process, and is responsible for maintaining investigative timelines per the University's policies. Assists in the preparation and distribution of final reports, including consultation about case analysis and preliminary findings. Oversees and maintains complaint filing system for assigned cases. Assists in unique, sensitive and confidential projects assigned by office leadership.

Required Qualifications:

• Bachelor's Degree in related area and/or equivalent experience/training.
• 2+ years of experience working with laws and regulations related to harassment and discrimination in the educational and employment settings or of substantially similar laws and regulations.
• 4+ years of experience with conducting analysis and developing recommendations.
• Effective written and oral communication skills. Ability to build rapport while maintaining neutrality. Ability to effectively communicate with advisors and support people. Able to diffuse contentious interactions. Ability to provide effective support for parties. Effective listening skills and ability to memorialize high volumes of information shared verbally.
• Ability to gather and organize information, conduct analysis, and develop recommendations in the completion of assignments; critical thinker.

Preferred Qualifications:

• Juris Doctor (JD) Degree or Advanced Degree in a related area and/or equivalent experience and training.
• 2+ years of experience working with complex populations in a higher education or similar setting.
• 2+ years of experience interacting with constituents that are diverse in characteristics such as age, education level, race, gender identity & expression, ability, and socioeconomic backgrounds, in a culturally-competent manner.
• Intermediate knowledge of: best practices & methodologies for conducting investigations, including interviewing, gathering and analyzing evidence, and writing investigation reports; laws and regulations related to harassment and discrimination in the educational and employment settings, or of substantially similar laws and regulations.
• Basic understanding of the relevance of trauma in the context of sexual violence (for example, the neurobiology of trauma and trauma-informed investigation techniques) and discrimination and harassment.
• Proficient in all computer applications and systems used in the course of performing the duties of the position.

Special Conditions of Employment:

• Within 6 months of hire, the CRO must complete 16 hrs. of comprehensive training on the following topics: 2.5 hrs. of UC Policies, procedures & related requirements; 5.5 hrs. of case resolution skills, techniques & best practices; 2.5 hrs. of legal requirements, including Title IX and its implementing regulations & guidance documents, VAWA and Clery, privacy-related laws, CANRA, relevant state law, and key court cases; 2.5 hrs. of complexities and considerations related to sexual violence and sexual harassment in the post-secondary setting; 2 hrs. of effectively working with parties and witnesses, including the relevance of trauma in the sexual violence and sexual harassment context and cultural competency; and University and community-based referral resources available to complainants and respondents.
• Upon completion of the above training requirement, the CRO will complete 10 hrs. of continuing education relevant to their job function annually between July 1 & June 30.
• The CRO has the discretion to select trainings to meet this requirement, but must meet the hours requirements below at least every two years.
• 1.5 hrs. of changes, updates and current issues related to UC policies and procedures and related requirements, including the SVSH Policy; UC's investigation and adjudication frameworks for students, faculty and staff respondents; and guidelines & templates issued by the Systemwide Title IX/DHP Office; 4 hrs. of Case resolution skills, techniques and best practices, including, for example: for those who conduct investigations, interviewing techniques, scoping, application of the preponderance of the evidence standard, and report-writing (such as documenting factual findings, credibility assessments, and policy analysis); for those who conduct Alternative Resolutions, resolution methods and approaches; for all, record-keeping & documentation; 1.5 hrs of Changes, updates & current issues related to legal requirements, including Title IX & its implementing regulations guidance documents, VAWA & Clery, privacy-related laws (for example, FERPA & HIPAA), CANRA, relevant state law, & key court cases; 1 hour of Complexities & considerations related to sexual violence & sexual harassment in the postsecondary setting; 1 hour of Effectively working with parties and witnesses, including the relevance of trauma in the SVSH context, understanding sexual assault and, for example, cultural competency; 1 hour of Refresher and updates on university and community-based referral resources available to complainants and respondents.
• Satisfactory conviction history background check
• UCSB is a Tobacco-Free environment

Misconduct Disclosure Requirement:

As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegation or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.

"Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer. For reference, below are UC's policies addressing some forms of misconduct:

UC Sexual Violence and Sexual Harassment Policy

UC Anti-Discrimination Policy

Abusive Conduct in the Workplace

Job Functions and Percentages of Time:

Complaint Resolution Process (85%): Implements and maintains the University's policies and procedures by independently evaluating and simultaneously responding appropriately to multifaceted claims under the applicable University policies enforced by this office. Assumes considerable risk and liability in the event of audit and/or litigation. Is charged with the assumption of responsibility to provide appropriate resources and transparent reporting information for parties who may be at immediate risk as a result of their participation in reporting and/or engaging in response processes including complainants, respondents, witnesses and other reporting parties. Promptly assesses new complaints for potential policy violation(s) and formulates response(s) based on their own initial assessment determinations comprised of procured documentation and similar, historical patterns related to the allegations. Independently performs investigations in complex and/or high profile complaints. Conducts interviews with complainant(s), respondent(s), reporting parties and witnesses. Charged with deescalating contentious situations and responding to parties needs, whether directly or via referral, throughout the process. Reviews and interprets relevant data and documentation as they pertain to the alleged claims. Ensures appropriate interaction with and notification of all relevant internal parties at UCSB and/or external representatives in relation to filed complaints and investigations. Makes determinations about safety measures and reasonability of accommodations and is charged with implementing both for parties. Makes probable cause determinations, prepares written factual findings and determines resolution recommendations, assesses potential liability and campus impact. Produces resultant documentation with a view to its potential discoverability in legal and quasi-legal proceedings. When making referral to campus and/or external resources, directly interacts with noted resources to ensure continuity of service and/or support. Acts as primary liaison in joint investigations with other campus resources. Oversees the administrative management of complaint records and regularly updates the complaint database. Serves as a witness when cases progress to a hearing through adjudication and/or in litigation, and assumes the liability of speaking on behalf of this office when providing on-the-record responses to inquiries submitted by relevant parties and external hearing officers. Is responsible for responding to external agency queries related to assigned cases e.g. procuring documentary evidence and participating in depositions.

Policy Advisement for Campus (10%): Maintains experienced knowledge of relevant federal and state laws, university policies, local campus procedures, department case history and political environments relevant to Title VI, Title VII, Title IX, the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and other applicable laws and regulations. Reviews campus discrimination and sexual harassment complaint processes and suggests updates to campus stakeholders in an effort to comply with updated policies and definitions of discrimination, sexual harassment and sexual violence. Advises campus departments and individuals on complaint and investigation policies, procedures and best practices. Assists this office staff in advising campus leadership on the following policies: -UC Policy On Sexual Harassment/Sexual Violence -UC Non-Discrimination Policy Regarding Academic & Staff Employment -UC Staff Personnel Policy 12 Non-Discrimination In Employment -UC Staff Personnel Policy 70 -APM 35 Affirmative Action And Non-Discrimination In Employment -APM 015 Faculty Code Of Conduct -UC Non-Discrimination Policy Statement For UC Publications Regarding Student-Related Matters -UCSB's Athletics Department Gender Equity Policy -Published "Dear Colleague Letters" from the Office of Civil Rights

Legal Research & Analysis (5%): Conducts extensive research on state and federal laws regarding discrimination, harassment, sexual violence, and sexual harassment laws and regulations. Keeps abreast of relevant new legislation and legal practices. Reviews both campus and UC policies and recommends appropriate updates and revisions. Responsible for ensuring assigned cases adhere to applicable regulations under state and/or federal law.

UC Vaccination Programs Policy:

As a condition of employment, you will be required to comply with the University of California Policy on Vaccinations Programs. As a condition of Physical Presence at a Location or in a University Program, all Covered Individuals* must participate in any applicable Vaccination Program by providing proof that they are Up-to-Date with any required Vaccines or submitting a request for Exception in a Mandate Program or properly declining vaccination in an Opt-Out Program no later than the Compliance Date (Capitalized terms in this paragraph are defined in the policy.). Federal, state, or local public health directives may impose additional requirements.

For more information, please visit University of California Policy on Vaccinations - https://policy.ucop.edu/doc/5000695/VaccinationProgramsPolicy

*Covered Individuals: A Covered Individual includes anyone designated as Personnel or Students under this Policy who physically access a University Facility or Program in connection with their employment, appointment, or education/training. A person accessing a Healthcare Location as a patient, or an art, athletics, entertainment, or other publicly accessible venue at a Location as a member of the public, is not a Covered Individual.

Equal Employment Opportunity:

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

Reasonable Accommodations:

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