Annual Security and Fire Safety Report 2023

Sections in this Report

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NOTE ON GENDER-INCLUSIVE LANGUAGE: Portions of this Annual Security and Fire Safety Report utilize they/them/their as singular pronouns.

Letter From the Director of Public Safety & Chief of Police

Sincerely,

David G. Tedjeske
Director of Public Safety & Chief of Police

Villanova University Department of Public Safety: Who We Are and What We Do

Villanova University has devoted significant resources to providing a safe campus for its community members. The Department of Public Safety, located in Garey Hall, is responsible for providing law enforcement services and for maintaining the security and safety of the campus community. The Department of Public Safety consists of approximately 75 Officers, including both sworn Police Officers and non-sworn Public Safety Officers who provide on-campus coverage 24 hours a day, seven days a week. To provide the greatest breadth of coverage, the Officers patrol the campus on foot, on bicycle and in vehicles. 

Emergency call boxes are located throughout the campus and parking lot areas in order to provide emergency assistance to the Villanova community. Call boxes offer a direct link to Public Safety to report an emergency, such as a suspicious person or circumstance, a medical emergency, or to request a safety escort. See the map at the end of this brochure for the call
box locations. 

Villanova University’s Police Officers have law enforcement authority and responsibility for enforcing Federal and State laws, University Policies and for making arrests. Villanova Police Officers have the responsibility and authority for patrolling the Campus Area and responding to calls for service, including reported crimes, as defined in a Memorandum of Understanding (MOU), between the Radnor Township Police Department and the Villanova University Police Department described below.  Villanova non-sworn Public Safety Officers do not have arrest authority and have no legal authority upon which to enforce criminal laws; however, they do have the authority to enforce University Policies. The University supports and encourages the making of prompt, accurate reports to the University. 

Villanova University’s Campus Security

Residence Halls 

In 2022, the University housed approximately 5,000 undergraduates in 31 campus facilities. Accommodations ranged from traditional residence halls to halls with apartment units. First-year students were assigned housing and roommates by the Office for Residence Life. Upper-class students participated in a housing selection process and chose their room assignment and could also select roommates. Changes in room assignments were made upon reasonable request, as space permitted.

Access to Residence Halls 

Students living in residence halls are provided with card access to operate the lock on their own room door. Key access is available as an emergency backup. Outside main entrances to all residence halls, except for Friar Hall, Dobbin Hall, Austin Hall, Corr and St. Mary’s, are locked 24 hours a day, seven days a week with access controlled by a computerized card access (Wildcard) system. Windows are equipped with locks operable by room occupants. The residential portions of Friar Hall, Dobbin Hall, Austin Hall, St. Mary’s, and Corr Halls are locked and controlled through the Wildcard system 24 hours a day, seven days a week. However, the outside entrances to these buildings are unlocked to accommodate access to office space, instructional facilities, dining facilities and recreational facilities. An on-campus restaurant, The Refectory, is located on the ground floor of Friar Hall and is open to the public. An exterior door to Dobbin Hall is unlocked during business hours for access to a walk-in IT support center for students, faculty and staff. Some exterior doors are designated as “exit only” or “emergency exit only” and are locked to the outside.

Communicating About Security Matters

Villanova University encourages accurate and prompt reporting of all crimes and emergencies to the Villanova University Department of Public Safety or appropriate police agency including when the victim elects not to, or is unable to, make such a report. Other campus offices to whom crimes may be reported include the Dean of Students Office and the Title IX Coordinator; however, those offices should not be used to report emergency situations where an immediate response may be required.  The reporting of crimes to the Department of Public Safety aids in providing timely warning notices to the community, when appropriate, and to ensure inclusion of reportable incidents in the annual crime statistics. In addition, the Department of Public Safety will assist victims with making reports to the appropriate police department, if the crime occurred outside the jurisdiction where Villanova Police Officers can respond to and document the crime. 

The Department of Public Safety provides a variety of services to the University community, including:

• Proactive patrols of all buildings and campus grounds
  On-campus safety escort service, which provides vehicle or walking escorts to visitors and campus community members call (610) 519-4444
• Response to medical and other emergencies 
• Courtesy transports to the Student Health Center or local hospital
• Emergency mass notification using the NOVA Alert system, which is used to send emergency notification alerts to cell phones and email accounts
• Fire and intrusion alarm monitoring and response 
• Security patrols in and around selected residence halls 
• Crime prevention programs 
• Courtesy vehicle jump-starts and lockout assistance 
• Lost and found 
• Special event coverage 

Additional safety tips and information regarding the services provided by the Department of Public Safety are available on the Public Safety website.

Voluntary and Anonymous Reporting-In General 

Villanova University permits victims or witnesses to report crimes to certain persons designated by the University as “Campus Security Authorities” (CSAs) (see “Policy on Preparing the Annual Security and Fire Safety Report” on page 34) Reports may be made to CSAs on a voluntary, anonymous basis. A full list of CSAs can be accessed at the Campus Security Authorities Master List.

In addition, the University has established a hotline administered by EthicsPoint, a third-party provider, available 24/7 to report crimes and other misconduct on an anonymous basis. 

The hotline allows a student or employee to report any instance of misconduct in the academic or workplace setting. The hotline may be accessed at the Ethics Point website or by calling (855) 236-1443. While anonymous reporting is available on this hotline, the University’s ability to investigate or respond to anonymous reports may be limited. 

Voluntary and Anonymous Reporting-Sexual Misconduct

Reporting options for cases of alleged violations of the University Sexual Misconduct Policy may be accessed in full. A summary of those options is below. 

If a Complainant reports an incident of sexual misconduct and chooses not to file a formal complaint, supportive measures will remain available to the Complainant. In such cases, the University must weigh the Complainant’s choice against its obligation to provide a safe, non-discriminatory environment
for all students and employees, including the Complainant.  Although rare, there may be times when the University cannot honor a Complainant’s request and the Title IX Coordinator may determine that filing a formal complaint is necessary in order to provide a safe, non-discriminatory environment for all community members. 

When weighing such a request by the Complainant, the Title IX Coordinator or Deputy Title IX Coordinator(s) will consider a range of factors, including but not limited to, the following: 

• The risk that the Respondent will commit additional acts of sexual or other violence, such as: 
  • A pattern of alleged sexual misconduct by the same Respondent; 
  • Whether the Respondent has a history of arrests or records from a prior school indicating a history of sexual and/or physical violence; 
  • Whether the Respondent threatened further sexual violence or other violence against the Complainant or others; 
  • Whether the sexual violence was committed by multiple perpetrators;
• Whether the Complainant’s allegations involved force, use of weapons or similar factors; 
• Whether the Complainant is a minor; 
• Whether the University possesses other means to obtain relevant evidence of the alleged sexual violence (e.g., security cameras, eye-witnesses or physical evidence); 
• Whether the Complainant’s report reveals a pattern of perpetration (e.g., alcohol or other drug facilitated sexual violence) at a given location or by a particular group. 

If none of these factors is present, the University will likely be able to respect the Complainant’s request to not file a formal complaint.

However, the presence of one or more of these factors could lead the Title IX Coordinator to file a formal complaint allowing the University to investigate and, if appropriate, pursue the grievance process and/or involve the law enforcement agency with jurisdiction. In such cases, the University will inform the Complainant and will share the University’s reasoning for proceeding with a formal complaint. The Complainant may still decide whether and how much they want to be involved in any next steps. The University will only share information with those needing to know in order to conduct the investigation and facilitate the University’s response to the report of sexual misconduct. 

The University may consolidate formal complaints alleging sexual misconduct against more than one Respondent, or by more than one Complainant against one or more Respondents, or by one party against the other party, where the allegations of sexual misconduct arise out of the same facts or circumstances. 

Voluntary Confidential Reporting

Villanova University cannot guarantee that the identity of the reporting person, the victim or others involved in an incident will remain confidential, except for reports made to pastoral or professional counselors acting in their official capacity. Victims of crime who do not wish to pursue action within the University system or the criminal justice system are still encouraged to make a report with Public Safety. In most incidents, a formal action will not be taken without the consent of the complainant. In addition, a person’s identity will only be shared with University and/or law enforcement officials with a bona fide need to know. Crime victims’ names are not publicly disclosed except through court documents (in cases where an arrest is made).   

Professional and Pastoral Counselors 

By law, Campus “Pastoral Counselors” and Campus “Professional Counselors”, when acting as such, are not considered to be a Campus Security Authority and are not required to report crimes for inclusion in the annual disclosure of crime statistics. As a matter of policy, the Professional Counselors at Villanova University are encouraged, if and when they deem it appropriate, to inform persons being counseled of the procedures to report crimes on a voluntary basis to the Department of Public Safety. 

PASTORAL COUNSELOR 

An employee of an institution, who is associated with a religious order or denomination, recognized by that religious order or denomination as someone who provides confidential counseling and who is functioning within the scope of that recognition as a Pastoral Counselor. 

PROFESSIONAL COUNSELOR 

An employee of an institution whose official responsibilities include providing psychological counseling to members of the institution’s community, and who is functioning within the scope of their license or certification. 

Crime Prevention and Security Awareness Programming 

One of the essential components of any successful crime prevention program is an informed public. It is the intent of Villanova University to inform students of good crime prevention and security awareness practices. 

Both the Office for Residence Life and the Department of Public Safety provide the University community with educational materials on safety and crime prevention in brochures and on their departmental websites. Security and safety programs, including videos and discussions, are presented to students and other interested community members by professional staff members of both departments. 

The Department of Public Safety offers a wide variety of security awareness and crime prevention programming for students and employees. Topics include personal safety awareness, theft prevention, sexual assault awareness, internet safety, alcohol education, Active Shooter Awareness Training, and the Rape Aggression Defense (RAD) self-defense course. Anyone interested in having a Public Safety Officer speak to their classroom or group should contact them at 610-519-5800. Public Safety works collaboratively with other offices on campus to offer programs geared towards specific groups such as residence hall students, peer educators and members of Greek organizations. (See also Sexual Assault, Sexual Harassment and Other Sexual Misconduct Prevention and Education Efforts on pages 35-37.) 

During the 2022-2023 academic year, Public Safety offered approximately 25 crime prevention and security awareness programs. Topics such as active shooter preparedness, personal safety, residence hall security and sexual assault prevention are some examples of programs offered during the prior academic year. 

Public Safety provides crime prevention and security awareness information during new employee orientation, which is held monthly, and will provide programming tailored to any department upon request. On average, between four and seven security awareness and crime prevention programs are offered through Public Safety on a monthly basis. All crime prevention and security awareness programs encourage students and employees to be responsible for their own security and the security of others. Participants in these programs are asked to be alert, security-conscious, involved and are advised to call the Department of Public Safety to report suspicious behavior. 

Any student or employee seeking information on attending crime prevention programming should contact the Department of Public Safety at (610) 519-5800. 

Public Safety Officers participate in Resident Assistant (RA) training annually to ensure that RAs are fully aware of safety issues and resources available to Villanova students. Specific policy issues and problems are routinely addressed at residence hall floor meetings conducted by RAs. Public Safety Officers are available to attend floor meetings at the request of an RA to discuss safety concerns. Through these efforts, community members are encouraged to care for themselves, as well as for each other. Additional details concerning student or residence hall regulations are included in the Student Handbook (the “Blue Book”), which is available to all students on the University’s website. Additional details regarding employee policies are included in Human Resources employment policies, available to all employees on the University’s website; for faculty, there is a separate Faculty Handbook, available on the Office of the Provost website.

Timely Warning Notices—Safety Alerts 

In order to aid in the prevention of similar crimes, the Director of Public Safety & Chief of Police or his designee, at their discretion and in consultation with responsible authorities when time permits, will develop and issue campus-wide timely warnings which are called Safety Alerts. The purpose of Safety Alerts is to notify members of the community about crimes that have occurred on or within the Clery Geography of Villanova University (on campus or on non-campus property or public property) where it is determined that the incident may pose a serious or ongoing threat to members of the University community. Safety Alerts will typically be issued for the following crimes: murder/non-negligent manslaughter, robbery, and major cases of arson. Alerts for the crimes of aggravated assault, motor vehicle theft, burglary, sexual assault, domestic violence, dating violence, stalking and other Clery crimes are considered on a case-by-case basis and depend upon a number of factors. These include the nature of the crime, the continuing danger to the campus community—such as whether the perpetrator was apprehended—and the possible risk of compromising law enforcement efforts. For example, if an assault occurs between two students who have a disagreement, there may be no on-going threat to other Villanova community members and a Safety Alert would not be distributed. Safety Alerts in response to sexual assaults will be considered on a case-by-case basis depending on when and where the incident occurred, when it was reported, and the amount of information known by the Department of Public Safety. Sometimes these offenses are reported long after the incident occurred; thus, there is no ability to distribute a “timely” warning notice to the community. 

Even though not required by law, Safety Alerts may also be posted for other crime classifications and locations, at the sole discretion of Villanova University. Safety Alerts will be distributed to the community as soon as pertinent information is available, in a manner that withholds the names of any victims as confidential and with the goal of aiding in the prevention of similar occurrences. es.

Communicating Safety Alerts 

The Director of Public Safety & Chief of Police or his designee has primary responsibility for developing the Safety Alerts unless described otherwise in the charts below. All Safety Alerts will be sent by the Director of Public Safety & Chief of Police or his designee through the campus email system to all Villanova assigned email accounts. All Safety Alerts will be posted on the Department’s website for at least 30 days. Supplemental methods for disseminating Safety Alerts may include, but are not limited to, posting of flyers, use of social media and news media announcements. The method(s) used will depend on the severity, location, type of incident and the ongoing nature of the threat. A list of current Safety Alerts is available on the Department of Public Safety’s website. 

Villanova University is not required to issue a Safety Alert with respect to crimes reported to a pastoral or professional counselor or for crimes outside the Clery Geography of Villanova University. 

Safety Advisories 

When a pattern of less serious crimes occurs in a limited geographical area, which in the University’s judgment does not represent a serious or ongoing threat requiring the issuance of a campus-wide Safety Alert, the University may post Safety Advisories in only the affected area(s). Such notices targeted to specific areas are not always posted on the Department’s website or distributed by means other than posting flyers in the affected area. Safety Advisories are distinct from Safety Alerts and, therefore, are not required to conform to the same standards or procedures as Safety Alerts, which are considered “timely warnings” under the Clery Act. Safety Advisories targeted to a specific area of the campus will be used only for less serious crimes against property, such as theft or vandalism; however, there may be some circumstances where, in the discretion of the Director of Public Safety & Chief of Police, a campus-wide Safety Alert may be warranted for a continuing pattern of such property crimes. 

Daily Crime Log 

The Department of Public Safety also maintains a chronological log of all reported crimes for the past 60 days, which is available for public inspection at the Public Safety front desk in Garey Hall from 8 a.m. to 5 p.m., Monday through Friday excluding holidays. Logged entries older than 60 days, will be made available within two business days upon request to Mrs. Debra Patch, Deputy Chief of Police/Associate Director for Administration, by email or by phone at (610) 519-6983.

Emergency Preparedness Procedures

University Crisis Response 

Villanova has an extensive Emergency Management Plan in place that includes procedures to promote a rapid response to an unanticipated emergency or threatening situation. This Plan outlines incident priorities, campus organizations and specific responsibilities of particular departments or positions. The University Emergency Management Group* is responsible for developing emergency response and continuity of operations plans for departments and personnel, as appropriate. The Department of Public Safety coordinates and provides resources and guidance for the development of these plans. 

The University views all incidents affecting campus safety as serious and time critical, and routinely examines the Emergency Management Plan and devises new measures to respond to various incidents as quickly and effectively as possible. When a serious incident occurs, the first responders to the scene are usually the Villanova University Department of Public Safety, the Villanova University EMS agency (VEMS), the Radnor Police Department and/or the Bryn Mawr Fire Company. These agencies respond and work together to manage the incident. Depending on the nature of the incident, other Villanova University Departments and other local emergency response agencies or State or Federal agencies could also be involved in responding to the incident. 

If a situation arises on or around campus that could potentially threaten the health or safety of University community members, senior officers of the University and members of Public Safety are immediately summoned as part of Villanova’s crisis response procedure. University Police Officers and Public Safety Officers, supervisors and administrators are trained in crisis response and have the authority to take immediate action in response to an imminent crisis, using the Emergency Management Plan and departmental procedures as a guideline. These actions may include: 

These actions may include: 

• Deployment of additional University Police Officers and Public Safety Officers 
• Summoning of Local, County or State emergency responders and/or emergency management officials 
• Enhanced patrol of the campus 
• Closing of roads and entrances onto campus 
• Securing of campus buildings and residence halls 
• Evacuation of campus buildings and residence halls 

In the event of an emergency on or off campus, the University community’s physical and emotional well-being is critically important. Villanova provides full-service counseling services to students through the University Counseling Center, located in the Health Services Building, as well as access to Campus Ministry staff, who are trained to provide crisis and grief counseling. Further information about these resources can be found at the Counseling Center webpage. 

Full-time employees can take advantage of counseling services offered through Health Advocate, the University’s Employee Assistance Program, at 866- 799-2728.

*The Emergency Management Group (EMG) is led by the Executive Vice President. Other members of the EMG include the Vice President for Facilities Management, Provost, Vice President for Student Life, Vice President and General Counsel, Vice President for University Communication and Marketing, Vice President and Chief Information Officer, Director of Public Safety & Chief of Police and Director of Environmental Health and Safety. Several other University officials serve on the EMG when the situation dictates. These include the Vice President and Director of Athletics, Director of the Student Health Center, Vice President for Human Resources, Associate Vice President for Student Life and Dean of Students, Director of Insurance and Risk Management and Director of Dining Services.

Emergency Communication and Support 

All emergencies should be immediately reported to Public Safety by calling 610-519-4444. Villanova has developed a process to notify the campus community in cases of emergency. While it is impossible to predict every significant emergency or dangerous situation that may occur on campus, the following identified situations are examples which may warrant an emergency (immediate) notification after confirmation: report of a violent individual with a deadly weapon; bomb/explosives (threat); severe weather; terrorist incident; civil unrest; natural disaster; hazardous materials incident and structural fire. 

In the event of an emergency, Villanova University will provide immediate notifications to the appropriate segment(s) of the University community upon the confirmation of a significant emergency or dangerous situation involving an immediate threat to the health or safety of students, employees and visitors. An effective University-wide communications process is vital to provide the greatest safety possible for the University community. As part of its Emergency Management Plan, the University has adopted a formalized procedure for issuing emergency alerts to the campus community. When on-duty Public Safety officers become aware of a situation that may warrant the issuing of an emergency alert, the on-duty Public Safety Supervisor confirms there is a significant emergency. In situations where an imminent threat is present, the Public Safety Supervisor or his/her designee has the ability and authority to issue an alert without futher consultation with any other University official. The Public Safety Supervisor develops the content of the notification message and determines the appropriate segment(s) of the campus community who will receive the notification. A threat is imminent when the need for action is instant, overwhelming and leaves no moment for deliberation Such situations would include, but are not limited to, a hazardous materials incident requiring sheltering in place or evacuation, an active shooter on or near campus, or a shooting incident on or near campus.

Depending on the size and scope of an incident or emergency, Villanova University may establish an Emergency Call Center, where members of the University community and general public can call for information about the incident. The Emergency Call Center can be ready to help the University respond to an issue or crisis 24/7, 365 days a year; can simultaneously activate 20 geographically dispersed call centers; and can handle up to 3,000 calls per hour. 

In situations lacking the presence of an imminent threat, the Public Safety Supervisor should contact the Director of Public Safety & Chief of Police or his designee. The Director of Public Safety & Group prior to an alert being issued. The University, based on the judgments of members of the Public Safety Department and/or the University Emergency Management Group, will endeavor to immediately notify the campus community (or appropriate segments) upon the confirmation of a significant emergency or dangerous situation involving an immediate threat to the health or safety of students or staff occurring on campus.

If time permits, the Department of Public Safety and Office of University Communication and Marketing will collaborate to determine the content of the message and will use some or all of the systems described below to communicate the threat to the Villanova Community or to the appropriate segment of the community,
if the threat is limited to a particular building or segment of the population. 

The University will, without delay, and taking into account the safety of the community, determine the content of the notification and initiate the notification system to the appropriate segments of the campus community, unless issuing a notification will, in the professional judgment of responsible authorities, compromise efforts to assist a victim or to contain, respond to or otherwise mitigate an emergency. The University will endeavor to make such notification sufficiently specific so as to enable recipients to take an appropriate response to the threat. 

The communication tools may include some or all of the following methods: 

• NOVA Alert: Important emergency alerts, notifications and updates are sent to all registered devices, including cell phone (via SMS/texting); email account (work, home, other); and smartphone/mobile devices. Students and employees may opt into the NOVA Alert system when entering cell phone information into the University’s records management system, Novasis. 
• Building Fire Alarm Systems: Used to notify occupants of a building of the need to evacuate. 
• Villanova Website: Critical information is posted on the Department of Public Safety homepage and may be viewed both internally (students, faculty and staff) and externally (parents, alumni and other constituents). Through this website, the University will provide updates to the community as needed. 
• Email: Broadcast emails are sent to Villanova students, faculty and staff, as well as alumni, if appropriate. 
• Telephone: Broadcast voicemails may be sent to faculty and staff and can be accessed both on and off campus through individual voicemail accounts; emergency phones are located in every wing and on every floor in all residence halls. Critical information is posted on the Villanova Emergency Hotline, (610) 519-4505; this information is accessible to any constituent, including parents. 
• Personal Interaction and Connection: Public Safety personnel and other University staff may make personal contact or have face to face communication with people in buildings on campus. 

Students and University employees can register for NOVA Alert and can check the website for information and updates. To sign up for Nova Alert, log into the My Nova portal and search “Nova Alert” for the Nova Alert sign up page. The Nova Alert system allows users to provide two cell phone numbers for receiving text messages as well as six voice phone numbers, two email addresses, and one TTY device. Students, faculty and staff can also update their cell phone and Nova Alert information through the My Nova portal. The Office of University Communication and Marketing, in consultation with the Emergency Management Group, is responsible for developing and disseminating emergency information to the surrounding community. 

The methods used to communicate to the surrounding community may include press releases to local media outlets, announcements made on the University website and email messages to local neighborhood groups and associations. 

Follow up information for immediate notification to the community may be distributed using some or all the systems (except fire alarms) listed in the Emergency Notification Distribution Matrix below.

In situations where the University has issued an emergency notification pursuant to its procedures, a Safety Alert (timely warning) is not required even if the situation would otherwise require a Safety Alert.

Off-Campus Emergencies 

Public Safety officials receive text message alerts from the Delaware County Office of Emergency Management regarding incidents in Delaware County that could imminently impact the safety of the Villanova University community. When appropriate, the Department of Public Safety notifies the University community of off-campus threats that could also represent a serious or continuing threat to students, employees and visitors. 

Emergency and Evacuation Procedures 

The emergency evacuation procedures are tested at least twice each year. Students and employees are encouraged to learn the locations of the emergency exits in buildings in order to be better prepared in the event an emergency evacuation is needed. Department of Public Safety staff on the scene will communicate information to students regarding the developing situation or any evacuation status changes. 

The purpose of evacuation drills is to prepare building occupants for an organized evacuation in case of a fire or other emergency. At Villanova University, evacuation drills are used as a way to educate and train occupants on fire safety issues specific to their building. During the drill, occupants practice drill procedures and familiarize themselves with the location of exits and the sound of the fire alarm. 

Villanova’s emergency and evacuation procedures can be found in the Emergency Procedures.

The following is a brief description of these procedures: 

BUILDING EVACUATION 

• All building occupants are required to evacuate when the fire alarm sounds or upon the order of an authorized University official such as Public Safety or Police Officer. 
• If time permits, stabilize lab procedures, turn off stoves and ovens, and unplug or disable any device that could make a dangerous situation even worse. 
• Move to the closest exit and proceed down the EXIT stairwell in a safe and orderly manner. Take personal belongings with you. DO NOT use elevators. Know more than one way to exit buildings. 
• Each building has a designated evacuation location which is 12 reviewed during fire drills. Report to this location. If you do not know the designated location, remain at least three hundred (300) feet outside of the building and wait further instructions. Do not leave the area so that first responders can account for all building occupants. Keep roadways open and beware of approaching emergency vehicles. Notify emergency responders of anyone trapped, especially anyone with a physical disability who cannot evacuate.

LARGE-SCALE EVACUATION 

• If evacuation of part or all of the campus is necessary, monitor NOVA Alert, email and the University website for additional information. 
• Those in need of transportation will be directed to areas to await transport to an off-campus site. 

EVACUATION PROCEDURES FOR PEOPLE WITH DISABILITIES 

Pre-Planning is important. If you may need assistance evacuating in an emergency, you should pre-plan and contact the Office of Disability Services at (610) 519-4095. Disability Services works with the Department of Public Safety regarding the living arrangements and class schedules of students with disabilities. Employees with disabilities should contact the Public Safety Office directly for assistance in pre-planning assistance that may be needed during emergency evacuations. 

• Evaluate your need to identify yourself as someone who requires assistance during an evacuation. Some people who may need assistance have no visible disability. 
• Be prepared to give clear and concise information on how best to assist you. If you have any difficulty speaking, consider using a carry-with-you preprinted message. 
• Establish a personal network consisting of people who are regularly in the same area as you. Do not depend on any one person as they may not always be available. Assess your own abilities and communicate your capabilities and limitations to those in your network. 
• Determine all of your evacuation options and prioritize them. Consider the pros and cons of each: 
  • Be carried—You have a chance to get out but you and/or your helpers may be injured in the process. 
  • Evacuation chairs—Evacuation chairs are safer than being carried and you don’t have to wait for the fire department to reach you. These take practice to use safely, however, and the device has to be nearby. 
  • Areas of Refuge—Areas of refuge are fire resistant spaces where people unable to use stairs can call for help by way of two-way communication devices. An area of refuge is a good option if you feel that you may be injured if you evacuate using the stairs; however, they are typically not available in older buildings and you may be overcome by smoke before getting help from rescue personnel. 
  • Use of elevators—Elevators are useful in non-fire emergencies; however, they are shut down automatically if the fire alarm is activated. The elevator shaft can also become a chimney for smoke and the power can go out, leaving the elevator stuck between floors. 

EVACUATING PEOPLE WITH DISABILITIES 

• Attempt to rescue persons with disabilities during an evacuation only when a person with a physical disability is in immediate danger and cannot wait for professional assistance. 
• If the building has an Area of Refuge, assist the person with a disability to that area. If possible, at least one person should wait with the person with a disability. For buildings that do not have an Area of Refuge, the person should be moved to the nearest stairwell, or to a room with the door shut which is well clear of any hazardous area. 
• Ask others leaving the building to notify emergency responders that a person with a physical disability needs assistance in evacuating. Give the specific location. 
• If waiting for rescue is not an option, two physically capable occupants of the building should be invited to volunteer to assist a person with a disability in evacuating. Ask how the person with a disability can best be assisted or moved, and whether they require any special considerations or items that need to come with the person. Keep in mind that you may need to clear debris in order to safely evacuate. 
• Do not use elevators unless told to do so by emergency responders.

The University’s Relationship With Local Police

Villanova University Policies

Drug and Alcohol Policy

Weapons Policy

Sexual Misconduct

Campus and Community Resources, Confidential and Non-Confidential, for Sexual Misconduct

Villanova University Policy Regarding Students or Employees with Criminal Records

Missing Students

Child Abuse Reporting and Minors on Campus

Policy on Preparing the Annual Security and Fire Safety Report 

Sexual Misconduct Prevention and Education Efforts

Drug and Alcohol Policy 

The University’s Department of Public Safety employs both sworn Police Officers and non-sworn Public Safety Officers. Through its sworn Police Officers, the University’s Department of Public Safety is responsible for the enforcement of Local and State underage drinking laws and enforcement of Federal and State drug laws and can arrest individuals for violations of Local and State laws regarding alcohol and drugs. In addition, both Police and Public Safety Officers enforce the Code of Student Conduct, and violations will be referred to the Dean of Students Office for potential action. The policies and sanctions are set forth more fully in the Code of Student Conduct, available online in the Student Handbook. 

Drugs 

The use of narcotics, dangerous drugs and controlled substances without a prescription on University premises, as elsewhere, is illegal. Villanova University prohibits the unlawful manufacture, distribution, dispensation, sale, possession or use of any drug by any of its employees or students in its workplace, on its premises, or as part of any of its activities. The University may also, under appropriate circumstances in the University’s discretion, discipline its employees or students in response to the unlawful manufacture, distribution, dispensation, sale, possession or use of any drug outside its workplace or off its campus premises. 

Alcohol 

The possession, use, sale or furnishing of alcohol on Villanova University’s campus is governed by Pennsylvania State law, and the enforcement of these laws is at the discretion of the University and local police. The University’s Department of Public Safety and Resident Assistants refer students suspected of violations to the Dean of Students Office for disciplinary action. 

Villanova University policies permit the lawful keeping and consumption, in moderation, of alcoholic beverages on its property or property under its control by persons of legal drinking age (21 years or older). Students who are 21 years of age or older are permitted by the University to possess and consume a moderate amount of certain types of alcoholic beverages in their own residence hall rooms/apartments (and in another on-campus residence hall room/apartment where at least one resident has attained the age of 21) and designated areas in other University facilities. Alcohol with 15% or greater alcohol by volume is prohibited in University residence halls, regardless of age. Legal-aged students are also permitted to allow legal-aged guests to possess and consume a moderate amount of certain types of alcohol in their residence hall room/apartment provided the legal-aged resident is present and assures compliance with all University policies as outlined in the Code of Student Conduct

The University policies prohibit: 

• Students who are under the age of 21 from possessing, consuming, purchasing, attempting to purchase or transporting alcoholic beverages on or off the campus and from permitting anyone (except current roommates who have attained the legal age) from possessing or consuming alcoholic beverages in their on-campus residence hall rooms/apartments. 
• The intentional and knowing selling or intentional and knowing furnishing of alcoholic beverages to persons under the age of 21 or to persons obviously inebriated on property owned or controlled by the University or as part of any of its activities. 
• The consumption of alcoholic beverages by any University employee where the consumption adversely affects job performance and/or endangers the physical well-being of other persons and/or oneself. This includes employees who report for work under the influence of alcohol. 
• The consumption of alcoholic beverages by any University employee during his/her normal working hours regardless of the effect on job performance unless the consumption occurs in the course of an authorized business or special University function that includes alcoholic beverages or the consumption is otherwise approved by the University. 
• The consumption of alcoholic beverages or possession of open containers of alcoholic beverages in public places, including hallways, lounges, buildings, outdoor spaces or anywhere on University grounds without authorization from appropriate University officials. 
• With respect to students, beer kegs in any condition, beer balls, any similar type of common source and their equivalents in volume of beer and/or alcohol content in the residence halls or on campus without authorization; or the use or possession of paraphernalia specifically associated with the consumption of alcohol (e.g., funnels, beer-pong tables, any item associated with drinking games, etc.). 
• With respect to students, the use or possession of grain alcohol, caffeinated alcoholic energy drinks, powdered alcohol, alcoholic punch, gelatin shots or alcohol with 15% or greater alcohol by volume in the residence halls or on campus. 
• Driving on campus or in the local community while under the influence of alcohol, or illegal drugs or controlled substances. 
• Students or student organizations from organizing non- University sponsored events (e.g., ticket parties or list parties) that result in underage drinking, misbehavior or criminal activity, regardless of whether the non-University sponsored event is hosted at a third-party vendor.

In addition, to the extent that the Villanova community serves society by developing and sustaining this environment, and confidently expects its membership to comport themselves in a manner that assures continuance and enhancement of the University, the University reserves the right to exercise discretion in taking disciplinary action against employees or students involved in off-campus activity. 

Students with substance misuse concerns may obtain information and seek support services from the Dean of Students Office, Campus Ministry, the Office of Health Promotion and the University Counseling Center. All incoming freshmen are required to satisfactorily complete an online alcohol education program called AlcoholEdu® for College and all students have the option to complete an online prescription drug course every academic year.

Information and support services for University employees with substance misuse concerns are available from the Human Resources Department, the University’s Employee Assistance Program, the Office of Health Promotion and the Villanova Center for Campus Ministry. The University contracts with Health Advocate for the delivery of the EAP+Work/Life services to full-time University employees. 

In compliance with the Drug Free Schools and Communities Act, Villanova University publishes information regarding the University prevention programs related to drug and alcohol misuse prevention which include standards of conduct that prohibit the unlawful possession, use and distribution of alcohol and illegal drugs on campus and at institution-associated activities; sanctions for violations of federal, state and local laws and University policy; a description of health risks associated with alcohol and other drug use and misuse; and a description of available counseling, treatment, rehabilitation and/or re-entry programs for University students and employees. A complete description of these topics, as provided in the University’s annual notification to students and employees, is available online at the University’s Policy on Drug- Free Schools and Workplace or visit the websites for the departments listed above, which are accessible through the University’s main website.

Weapons Policy 

Villanova University Police Officers carry firearms in their official capacity. Officers are also equipped with pepper spray, a collapsible baton, and handcuffs. Non-sworn Public Safety Officers do not carry firearms or any other weapon. Outside law enforcement personnel who are authorized to possess weapons may do so within the scope of their authority. No other persons are permitted to possess weapons on University property, even if such weapons are legally registered and regardless of whether an individual has a permit to carry a concealed firearm. 

Sexual Misconduct 

Villanova University seeks to foster and maintain a community of mutual respect and concern for all its members. There can be no greater violation of the terms of that community, or of the essential dignity of any member of it, than an act of sexual assault, sexual harassment, dating violence, domestic violence, stalking or other sexual misconduct described in the University Sexual Misconduct Policy.

Villanova University prohibits the offenses of domestic violence, dating violence, sexual assault and stalking (as defined by the Clery Act) and reaffirms its commitment to maintaining a campus environment that emphasizes the dignity and worth of all members of the University community. Toward that end, Villanova University issues this statement of policy to inform the campus community of our programs to address domestic violence, dating violence, sexual assault and stalking as well as the procedures for institutional action in cases of alleged dating violence, domestic violence, sexual assault, or stalking, which will be followed when such incidents are reported to a University official. 

By Policy, sexual misconduct includes sexual harassment, sexual assault, sexual exploitation, dating violence, domestic violence and stalking, as those terms are defined by applicable Federal and State law. These acts constitute the deepest affront to University standards and are prohibited. Villanova University issues this statement of policy to inform the campus community of our programs to address sexual misconduct as well as the procedures for institutional disciplinary action in these cases regardless of whether the incident occurs on or off campus. See the University Sexual Misconduct full policy. 

Definitions 

There are numerous terms used by Villanova University in our Policy and Procedures. 

SEXUAL ASSAULT—Having or attempting to have sexual intercourse or sexual contact with another person without consent. This includes sexual intercourse or sexual contact achieved by the use or threat of force or coercion, where a person is incapable of giving consent because of their age or their temporary or permanent mental or physical incapacity. Sexual Assault includes rape, fondling, incest and statutory sexual assault, defined as follows: 

RAPE—Attempted or Actual Penetration(s): Causing or attempting to cause non-consensual penetration, no matter how slight, of the vagina or anus with any body part or object, or oral penetration of a sex organ of another person. 

FONDLING—Non-Consensual Sexual Contact: The non-consensual touching of the private body parts of another for the purpose of sexual gratification. This can include causing the other to touch the Respondent's private body parts. 

INCEST—Incest is sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law. 

STATUTORY RAPE (STATUTORY SEXUAL ASSAULT)—Statutory sexual assault is sexual intercourse with a person who is under the statutory age of consent. In Pennsylvania, individuals under 13 years of age can never consent to intercourse; individuals younger than 16 years of age can never consent to intercourse with a partner more than four years their senior. 

SEXUAL EXPLOITATION—Sexual exploitation is an act or omission to act that involves taking non-consensual or abusive sexual advantage of another, either for personal advantage or to benefit or advantage anyone other than the Complainant. Examples of sexual exploitation include but are not limited to the following: 

• Creating images, photography, video, written or audio recording of sexual activity, undressing and/or nudity or distribution of such without the knowledge and consent of all parties involved
• Engaging in sexual extortion by threatening to distrubute real or perceived to be real images, photography, video, written or audio recordings of sexual activity, undressing and/or nudity in exchange for anything of value
• Voyeuristic behaviors, such as observing or facilitating observation of sexual activity, undressing, and/or nudity of another person without the knowledge and consent of that person 
• Engaging in sexual behavior while knowingly exposing another individual to a sexually transmitted infection (STI) or human immunodeficiency virus (HIV) without full and appropriate disclosure to the other person of all health and safety concerns
• Engaging in or attempting to engage others in any sexual behavior in exchange for something of value
• Intentionally, knowingly, or surreptitiously providing drugs or alcohol to a person for the purpose of sexual exploitation
• Exposing another person to sexually explicit or lewd material without the person’s advanced knowledge and consent. 

STALKING—Stalking is a pattern of repeated and unwanted attention, harassment, contact, or any other course of conduct directed at a specific person that would cause a reasonable person to fear for their safety, or the safety of others, or suffer substantial emotional distress. The course of conduct means two or more instances including but not limited to unwelcome acts in which an individual directly, indirectly, or through third parties, by any action, method, device or means follows, monitors, observes, surveils, threatens or communicates to or about a person, or interferes with a person's property. This includes cyber-stalking, a particular form of stalking in which electronic media such as the internet, social networks, blogs, cell phones, texts, or other similar devices or forms of contact are used to pursue, harass, or make unwelcome contact with another person. Substantial emotional distress means significant mental suffering or anguish.

SEXUAL HARASSMENT—Sexual harassment is unwelcome conduct of a sexual nature whether verbal, non-verbal, graphic, physical, electronic or otherwise including but not limited to:

• Sexual advances
• Non-consensual kissing
• Requests for sexual favors
• Quid pro quo: When an employee explicitly or implicitly conditions the provisions of an employment or academic aid, benefit, or service of the University on an individual’s participation in unwelcome sexual conduct
• Hostile environment: Unwelcome conduct that a reasonable person would find so severe, pervasive, and objectively offensive that it denies a person equal access to a University education program or activity 

DATING VIOLENCE—Dating Violence is an act of violence or the threat of violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the Complainant. The existence of such a relationship is determined based upon the length of the relationship, the type of the relationship and the frequency of interaction between the persons involved in the relationship.  It includes physically, sexually and/or psychologically abusive behavior that arises in the form of a direct violent act, or indirectly as acts that expressly or implicitly threaten violence. Dating Violence also occurs when one partner attempts to maintain power and control over the other through one or more forms of abuse, including sexual, physical, verbal, financial or emotional abuse.

DOMESTIC VIOLENCE—Domestic Violence is an act or threat of violence committed by a current or former spouse or intimate partner, or by a person with whom the Complainant shares a child in common. Domestic Violence also includes a crime of violence against a person who is cohabitating with or has cohabitated with the Complainant as a spouse or intimate partner, by a person similarly situated to a spouse of the Complainant under domestic or family violence laws of the Commonwealth of Pennsylvania, or by any other person against an adult or youth Complainant who is protected from that person’s acts under the domestic or family violence laws of the Commonwealth of Pennsylvania. Includes physically, sexually and/or psychologically abusive behavior that arises in the form of a direct violent act, or indirectly as acts that expressly or implicitly threaten violence. Domestic Violence also occurs when one partner attempts to maintain power and control over the other through one or more forms of abuse, including sexual, physical, verbal, financial or emotional abuse.

SEXUAL MISCONDUCT—The term Sexual Misconduct is a comprehensive term that encompasses any unwelcome conduct of a sexual nature and includes dating violence, domestic violence, sexual assault, sexual exploitation, sexual and gender-based harassment and stalking. 

RETALIATION—Retaliation includes, but is not limited to, intimidation, threats, coercion, or discrimination against any individual for the purpose of interfering with any right or privilege secured by Title IX or its regulations, or because they have made a report or complaint of sexual misconduct or participated or refused to participate in criminal proceedings or University processes under this policy. Retaliation may be committed by any person or group of people, not just a Respondent or Complainant. It may be committed against the Complainant, Respondent, or person or group of people involved in the investigation and/or resolution of an allegation of sexual misconduct. Retaliation could occur before, during or after an investigation, University proceedings, and/or resolution. 

ADVISER OF CHOICE: Parties participating as a Complainant or Respondent in this process have equal right to be accompanied by an adviser of choice to any grievance proceeding or related meeting under this Policy. Parties must be accompanied by an adviser to any hearing. If a party does not have an adviser of choice at the time of the hearing, the University will provide an advisor to that party, free of cost, for the purpose of conducting cross-examination. The adviser is not an advocate and any restrictions on adviser participation will be applied equally to both parties.

COERCION—Coercion includes the use of pressure and/or oppressive behavior, including expressed or implied threats of harm or severe and/or pervasive emotional intimidation, which (a) places a person in fear of immediate or future harm or physical injury of themselves or another person, or (b) causes a person to engage in certain sexual activity, that they want to stop, or that they do not want to go past a certain point of sexual interaction, continued pressure beyond that point can be coercive.

COMPLAINANT— The person who reports that they have been the subject of sexual misconduct as defined in University policy and/or under Title IX as applicable.

CONSENT—Consent is an explicitly communicated, mutual agreement in which all parties are capable of making a decision. Consent is the informed, voluntary, and freely given agreement to participate in agreed-upon sexual acts. Consent can be given by words or actions, as long as those words or actions create mutually understood clear permission regarding agreement to engage in the sexual activity. Consent cannot be obtained through physical force, intimidation or coercion; where there is a reasonable belief of the threat of force; by taking advantage of another person's mental or physical incapacitation; or any other factor that would compromise someone's ability to exercise their own free will to choose whether to have sexual contact. 

In evaluating whether consent has been freely sought of given, the University will consider the presence of any force, threat of force or coercion; whether the Complainant had the capacity to give consent; and, whether the communication (through words and/or actions) between the parties would be interrupted by a reasonable person (under similar circumstances and with similar identities) as an agreement to engage in a particular sexual act.

The following further clarifies the meaning of consent: 

• Consent to one form of sexual activity does not imply or constitute consent to engage in all or other forms of sexual activity. 
• Consent may not be inferred from silence, passivity, lack of resistance or lack of an active response alone. A person who does not physically resist or verbally refuse sexual activity is not necessarily giving consent. 
• If at any time it is reasonably apparent that either party is hesitant, confused, or unsure, both parties should stop and discuss what, if any, consent is present before continuing sexual activity.
• Consent on a prior occasion does not constitute consent on a subsequent occasion.
• Consent to an act with one person does not constitute consent to an act with any other person. 
• Consent may be withdrawn or modified by either party at any time. Once withdrawal of consent has been clearly expressed through words or actions, sexual activity must cease. 
• A person who is physically incapacitated from alcohol or other drug consumption (voluntarily or involuntarily), or is unconscious, unaware, or otherwise physically impaired is considered unable to give consent. For example, a person who is asleep or passed out cannot give consent. 
• Engagement in a previous or current intimate relationship do not automatically give either initial or continued consent to sexual activity. Even in the context of a relationship, there must be mutually understandable communication that clearly indicates consent to engage in sexual activity. 

DEPUTY TITLE IX COORDINATOR—Deputy Title IX Coordinators are appointed employees from various departments to function as a Title IX Coordinator, when needed, including receiving reports of alleged sexual misconduct, discussing with the Complainant and/or the Respondent the availability of supportive measures and providing information regarding the University's policies and procedures. Deputy Title IX Coordinators are knowledgeable and trained in Federal and State laws that apply to matters of sexual misconduct, as well as University policy and procedure. The list of Deputy Title IX Coordinators can be found in the “Title IX Notice” of Non-Discrimination Policy in Appendix B of the full policy. 

DISCLOSURE—Disclosure occurs when a person shares with another individual that they have experienced sexual misconduct. Making a disclosure is not the same as filing a formal complaint. (See the full Policy for more information.) 

FORCE—Force is the use or threat of physical violence or intimidation to overcome a person's freedom of will to decide whether to engage in sexual contact.

FORMAL COMPLAINT—A document filed by a Complainant or signed by the Title IX Coordinator alleging sexual misconduct against a Respondent and requesting that the University investigate the allegation of sexual misconduct.

INCAPACITATION—Incapacitation is the inability, temporarily or permanently, to give consent, because the person is mentally and/or physically impaired due to: illness, disability, voluntary or involuntary alcohol or other drug consumption, and/or being unconscious, asleep, or otherwise unaware that the sexual activity is occurring. Incapacitation means a person cannot understand the fact, nature or extent of the sexual activity because they lack the physical and mental capacity to make informed, reasonable judgments about whether or not to engage in sexual activity. For example, a person may be incapacitated if they demonstrate that they are unaware of where they are, how they got there, or why or how they became engaged in a sexual interaction. Additional indicators of incapacitation may include, but are not limited to, lack of control over physical movements, (ie. clumsiness, difficulty walking), poor judgment, difficulty concentrating, slurred speech, vomiting, combativeness, emotional volatility, being unaware of circumstances or surroundings, being passed out, or inability to communicate for any reason. 

PREPONDERANCE OF THE EVIDENCE—The standard of proof used by decision-makers in determining responsibility for reported policy violations. The standard of proof is met when the decision-maker determines that it is more likely than not that the Respondent is responsible for the alleged sexual misconduct.

REPORT—A formal record regarding an allegation of sexual misconduct. 

REPORTING PERSON—Refers to the person who is reporting that they are aware of or have witnessed sexual misconduct involving ones' own self or another person, as defined in the policy. This person may also be the Complainant. 

RESPONDENT—The person who is reported to have committed conduct that could constitute sexual misconduct. 

RESPONDENT RESOURCE COORDINATOR (RRC) TEAM—The University has designated the RRC team to provide assistance to any student accused of sexual misconduct. The RRC may meet with the Respondent to assist with: accessing emotional support; connecting with on campus or community resources outlining available supportive measures; and assisting with other questions and concerns to address the matter under this policy. Members of the RRC are available 9 am to 5 pm, Monday-Friday and can be reached by emailing or calling 610-519-8807. Members of the RRC Team do not act as legal counsel and do not serve as advisors in University disciplinary proceedings.

RESPONSIBLE EMPLOYEE—All employees (except for confidential resources) are Responsible Employees, meaning that they are required to report any and all incidents of sexual misconduct to the Title IX Coordinator or a Deputy Title IX Coordinator (as outlined in the Title IX Notice), regardless of where or when the incident occurred and whether or not the “Responsible Employee” witnessed the incident or learned of it through the Complainant, Respondent or a third party. 

SAFETY ALERT—A Safety Alert is a campus-wide warning intended to provide members of the University community with timely information about certain serious crimes. Safety Alerts are part of the University’s compliance responsibilities to issue timely warnings under the Clery Act, a Federal campus crime disclosure law. Safety Alerts do not contain identifying information about the reporting person. 

SEXUAL ASSAULT RESOURCE COORDINATOR (SARC) TEAM—The University has designated the SARC team to provide assistance to any student who has experienced sexual misconduct. The SARC may meet with the person to assist with: obtaining information about safety, accessing emotional support;connecting with on campus and community resources, outlining available supportive measures, and assisting with other questions and concerns to address the matter under the Policy. Members of the SARC are available 9 am to 5 pm, Monday to Friday, and can be reached by emailing SARC@villanova.edu or calling 484-343-6028. Members of the SARC Team do not act as legal counsel and do not serve as advisers in University proceedings. 

SUPPORTIVE MEASURES—Following a report of sexual misconduct, the University will offer the Complainant and/or Respondent non-disciplinary, nonpunitive individualized services as appropriate and as reasonably available to involved parties, without cost. Supportive measures are designed to restore or preserve equal access to the University's education program or activities, including employment, without unreasonably burdening the other party, including measures designed to protect the safety of all parties and the University’s employment and educational environment and/or deter further acts of misconduct. Supportive measures cannot fundamentally alter the University's policy. More information about Supportive Measures can be found in the full Policy. 

TITLE IX CASE MANAGER—The Title IX Case Manager is a University resource who serves as a neutral main point of contact for those involved in sexual misconduct reports. The Title IX Case Manager is responsible for receiving reports from community members and ensuring that all parties receive adequate information, support and resources. The Title IX Case Manager also serves as Senior Deputy Title IX Coordinator.

TITLE IX COORDINATOR—The Title IX Coordinator oversees the University’s centralized review, investigation, and resolution process for matters arising under the policy and coordinates the University’s compliance with Title IX, its implementing regulations and other applicable federal and state laws. The Title IX Coordinator is a University resource who is responsible for the prompt and equitable resolution of all reports, investigations and informal and formal resolutions under this policy. The Title IX Coordinator maintains records consistent with applicable law and University policy to track any trends or patterns of sexual misconduct, evaluate the scope of the issue and formulate appropriate campus wide responses. The Title IX Coordinator coordinates supportive measures, ensures that the investigative and resolution processes are neutral and impartial, and acts to assure that employees or external professionals involved in the Title IX processes are free from conflicts of interest and/or potential bias. Concerns of bias or a potential conflict of interest by any other administrator involved in the resolution process should be raised with the Title IX Coordinator.

TITLE IX INVESTIGATOR—The Title IX Coordinator will assign an experienced and trained Investigator to complete administrative fact-finding investigations of the formal complainant. The investigator may be the designated Title IX Investigator, another University employee or an external professional, as determined by the Title IX Coordinator.

Procedures to Follow if an Incident of Sexual Misconduct Occurs—Accessing University Resources for Help and Support 

Should an incident of sexual misconduct occur, the University has both reporting procedures and support resources in place  so that a person experiencing an incident of sexual misconduct does not need to face the effects of such an incident alone.  The first concern is for the safety, health and well-being of those affected. Confidential and private options for support and reporting are available as set forth on pages 20-21. The University has also adopted grievance procedures to identify, investigate, adjudicate and address reports of sexual misconduct. 

The University strongly encourages reporting of the incident to the Title IX Coordinator, a Deputy Title IX Coordinator, Residence Life, Department of Public Safety and/or to law enforcement. Students can make these reports with the assistance of a member of the Sexual Assault Resource Coordinator (SARC) team who can provide assistance or support to any student who has experienced sexual misconduct. A member of the SARC team is available Monday through Friday, 9am to 5pm.  An individual does not have to decide whether to request any specific action by the University at the time the report is made, nor is there a time limit on reporting. Villanova is committed to supporting the rights of a reporting person or complainant to make an informed choice among options and services available both on and off campus. 

Medical Treatment and Preservation of Evidence 

The University encourages people who have experienced sexual misconduct to seek immediate medical treatment and to make a prompt report to law enforcement in order to address immediate safety and health concerns, allow for the preservation of evidence and initiate a prompt investigative and remedial response.

The medical exam is also important in order to properly collect and preserve evidence. There is a limited window of time (typically 72 to 96 hours) following an incident of sexual assault to preserve physical and other forms of evidence for proof of a criminal offense. In the event of a report immediately following an incident of sexual assault, the person is encouraged to not shower, bathe, douche, brush teeth, drink or change clothing prior to seeking medical treatment. Similarly, any clothing or bedding should remain untouched pending collection by law enforcement. Whether or not a person has chosen how to proceed at the time of the medical examination, taking the step to gather evidence will preserve the full range of options to seek resolution through the pursuit of a criminal investigation or the University’s complaint processes. 

Victims of sexual assault, domestic violence, stalking and dating violence are encouraged to also preserve evidence by saving: text messages, social media posts, other communications, pictures, phone logs or other documents.  This evidence could be useful to investigators, police or University decision-makers. The preservation of this type of evidence is important and may assist in obtaining a protection order and/or proving that a criminal offense, such as dating violence, domestic violence or stalking, has occurred. 

Please note that under Pennsylvania law, a medical provider may be required to notify law enforcement of a reported sexual assault under most circumstances. Although the medical provider will provide information to law enforcement, the reporting person may decline to speak with a law enforcement officer or participate in a criminal prosecution. 

Bryn Mawr Hospital offers medical treatment and collection of evidence. In Pennsylvania, evidence may be collected even if the individual chooses not to make a report to law enforcement.  In addition, victims can undergo a “Jane Doe” or "John Doe" rape examination at Bryn Mawr Hospital to collect evidence without having their identity disclosed to the police.   

Campus and Community Resources, Confidential and Non-Confidential, for Sexual Misconduct 

ON-CAMPUS RESOURCES: Please note that “confidential” sources will generally not provide information to Public Safety or law enforcement, but will encourage the reporting person to contact Public Safety to report the incident and pursue an investigation.

*Confidential means the person will not report the incident to Public Safety or the Title IX Coordinator except, in some cases, as an incident without identifying information (to comply with Clery reporting requirements on crime statistics). Other resources are private, meaning the report and names may be shared but only with University employees who are involved in the investigation or resolution of such incidents or as required by law. 

** Sexual Assault Resource Coordinator (SARC) The University has designated the Sexual Assault Resource Coordinator team to provide assistance to any student who has experienced sexual misconduct. The Sexual Assault Resource Coordinator may meet with the person to assist with: obtaining information about safety; accessing emotional support; connecting with on campus and community resources; outlining possible supportive measures; and reviewing the person’s options to address the matter under the University’s Sexual Misconduct Policy. The University’s Sexual Assault Resource Coordinator can be reached at 484-343-6028 and is available 9am to 5pm, Monday-Friday. Members of the SARC Team do not act as legal counsel do not serve as advisors in University disciplinary proceedings.

*** Excerpt from Policy on confidentiality of reports to the Sexual Assault Resource Coordinator (SARC) and Nurses and Nurse Practitioners at the Student Health Center

2. Nurses and Nurse Practitioners at the Student Health Center and the Sexual Assault Resource Coordinator (SARC) team. The University has designated these employees to provide assistance and support to any student who has experienced sexual misconduct. These people are considered responsible employees and are required to share disclosures of sexual misconduct with the Title IX Coordinator, but generally only report that an incident occurred without revealing any personally identifying information about the person, if requested by the reporting person. These reports to the Title IX Coordinator will include the name of the Respondent (if shared), general nature of the incident, date, time of day and location as well as the other information needed to assess whether an ongoing threat is present in order to evaluate whether a timely warning should be issued.

+ Title IX Coordinator The University has appointed Ms. Ryan Rost as its Title IX Coordinator. The Title IX Coordinator oversees the University’s centralized review, investigation and resolution process for matters arising under the Sexual Misconduct Policy and coordinates the University’s compliance with Title IX, its implementing regulations, and other applicable Federal and State laws. The Title IX Coordinator is a University resource who: can discuss with Complainants and Respondents the availability of supportive measures with or without the filing of a formal complaint; will consider the Complainant and Respondent’s wishes with respect to available supportive measures; will explain to the Complainant the process for filing a formal complaint; and can explain to the Respondent the process following the filing of a formal complaint. The Title IX Coordinator is responsible for the prompt and equitable resolution of all reports, investigations, and informal and formal resolutions under this Policy. The Title IX Coordinator coordinates supportive measures, ensures that the investigative and resolution processes are neutral and impartial, and acts to assure that employees or external professionals involved in the Title IX processes are free from conflicts of interest and/or potential bias. Concerns of bias or a potential conflict of interest by any other administrator involved in the resolution process should be raised with the Title IX Coordinator. See the full Policy for the complete Title IX Notice of Non-Discrimination.

OFF-CAMPUS COMMUNITY RESOURCES

Procedures the University Will Follow When Sexual Misconduct is Reported 

The University has procedures in place that serve to be sensitive to those who report sexual assault, domestic violence, dating violence and stalking. These include, but are not limited to, informing people about: their right to file criminal charges; the availability of on and/or off campus counseling, health, mental health, victim advocacy, legal, visa, immigration and other services and additional remedies to prevent contact between a Complainant and a Respondent. These remedies can include academic, living, employment and transportation arrangements and protective orders if reasonably available. The University will make such accommodations, if the Complainant requests them and if they are reasonably available, regardless of whether the person chooses to report the crime to law enforcement. Students and employees should contact the Title IX Coordinator, Title IX Investigator and/or a Deputy Title IX Coordinator. 

Confidential Counseling and Support 

Students or employees wishing to obtain confidential assistance or access to campus resources without making a report to the University may do so by speaking with professionals who are obligated by law to maintain confidentiality. These professionals are: counselors in the University Counseling Center, members of the clergy who are serving as Pastoral Counselors, or representatives of the Employee Assistance Program. See pages 22-23 for contact information. Nurses and Nurse Practitioners at the Student Health Center may talk with an individual privately and generally only report that an incident occurred without revealing any personally identifying information about the reporting person. 

Please note that the University also has a Faculty Ombuds who, except in certain required instances such as immediate threat of serious harm, will not report instances of sexual misconduct to the Title IX Coordinator.

Reports made to other employees must be shared with the Title IX Coordinator, which may prompt a University investigation and steps to address the safety and security of the University community. See the Sexual Misconduct Policy for additional information about confidentiality.

Making a Report 

Any person may report an incident of sexual misconduct and has several reporting options. Complaints may be pursued through the criminal process, through the University grievance process, through both or through none. See pages 22-23 for contact information for the Department of Public Safety and/or Title IX Coordinator or Deputy Title IX Coordinators. University personnel will assist the reporting person in notifying those authorities upon the person’s request.

The victim may also decline to notify law enforcement as well as campus authorities. 

When a student or employee reports to the University that they have experienced sexual misconduct, whether the incident occurred on or off campus, the University will provide the student or employee a written explanation of their rights and options. When an incident of sexual misconduct is reported, the University may designate an investigator of its choosing. 

Administrative investigations of sexual misconduct formal complaints involving a student: The Title IX Investigator or their designee will typically oversee the administrative investigation of sexual misconduct formal complaints where the Respondent is a current student. 

Administrative investigations of sexual misconduct formal complaints involving a University employee: Human Resources and/or the Title IX Investigator or their designee will typically oversee the investigation of reports of sexual misconduct formal complaints involving a Respondent who is a current University employee (faculty or staff). 

Criminal investigations: The Director of Public Safety & Chief of Police or their designee oversees the criminal investigation of all sexual misconduct reports conducted by the Department, regardless of the Respondent’s affiliation with the University. 

However, pursuant to the MOU with the Radnor township Police Department, reported cases of rape where the offender’s identity is not known to the victim are investigated by the Radnor Township Police Department.   

For administrative (non-criminal) investigations, the University will provide to a party whose participation is invited or expected, written notice of the date, time, location, known participants and purpose of all hearings, investigative interviews, or other meetings, with reasonably sufficient time for that party to prepare to participate. 

Normally, investigations will include live interviews with the parties, witnesses, and collecting relevant documentation, electronic, or other available evidence. Students, faculty and staff deemed relevant to the matter may be asked to participate in an investigation, and when asked, they are expected to find time to meet and share information with the investigator. A criminal investigation may also include the collection of physical and/or forensic evidence which could be shared with the administrative investigator and included in the Investigative Report. 

EVIDENCE REVIEW

Prior to the conclusion of the administrative investigation, the parties will have an equal opportunity to inspect and review the evidence obtained through the investigation, that is directly related to the allegations raised in a formal complaint, including the evidence upon which the University does not intend to rely in reaching a determination regarding responsibility and inculpatory or exculpatory evidence, whether obtained from a party or other source, so that each party can meaningfully respond to the evidence prior to conclusion of the investigation. Both parties will have the opportunity to meaningfully respond to the evidence. Parties and advisors are not permitted to disseminate any of the evidence subject to inspection and review or use such evidence for any purpose unrelated to the University's grievance process.

Parties are not prohibited from discussing the allegations under investigation with others including with a caregiver, friend, other source of emotional support, an advocacy organization, or their adviser; however, parties may not discuss or disseminate the allegations or information obtained through the evidence review in a manner that constitutes retalliation under the Policy.

The parties will have ten (10) business days to inspect and review the evidence and submit a written response by email to the investigator. The investigator will consider the parties’ written responses before completing an Investigative Report. In their written responses to the evidence, the parties may offer additional comment or feedback on the facts as gathered, clarify information previously shared, suggest additional witnesses, or identify any other relevant information or evidence to assure the thoroughness, sufficiency, and reliability of the investigation. 

INVESTIGATIVE REPORT

Following the conclusion of the Evidence Review period, the investigator will produce a written investigative report that fairly summarizes the relevant information that was gathered during the investigation. The report will include both inculpatory and exculpatory information. The investigator will provide the parties access to the Investigative Report at least ten (10) business days prior to any hearing for each party’s review and written response. The investigator will share all evidence gathered during the investigation, the Investigative Report, and any written responses from the parties, with the University authorities empowered to act on violations of University policy.   

Supportive Measures

Following a report of sexual misconduct, the University will offer and provide non-disciplinary, non-punitive individualized services as appropriate and as reasonably available to involved parties.

Supportive measures are designed to:

• Protect the safety of all parties and campus community;
• Deter further acts of misconduct; 
• and restore or preserve equal access to Villanova’s education program or activity without unreasonably burdening the other party.

Supportive measures are available to a Complainant or Respondent without fee or charge regardless of whether a formal complaint is filed or a report to a police department is made. 

The University may impose (and a person may request) additional supportive measures that can be tailored to achieve the goals of the University's Sexual Misconduct Policy, even if not specifically listed below so long as they do not have the effect of fundamentally altering University policies. The range of supportive measures includes, but is not limited to: 

1. NO CONTACT ORDER—The Complainant or Respondent may request, or the University may impose, communication and contact restrictions to prevent further potentially harmful interaction. These communication and contact restrictions generally preclude in person, telephone, electronic or third-party communications. A person may also seek a protection/anti-harassment order from the local court of the Commonwealth of Pennsylvania. This is a civil proceeding independent of the University. If a court order is issued the University will, to the extent possible, assist the protected person in benefiting from the restrictions imposed by the court. 
2. CAMPUS SAFETY ESCORT—The University may provide Campus Safety escorts to involved parties and will endeavor to honor reasonable requests for Campus Safety escorts. 
3. ACADEMIC, EMPLOYMENT, LIVING, OR TRANSPORTATION ARRANGEMENTS—Complainants and Respondents may request reasonable changes in their own academic, employment, living or transportation arrangements after a report of sexual misconduct. Upon request, the University will inform the Complainant or Respondent of the options and will grant the request if those changes are reasonably available. In some instances, the University may initiate changes in a party's academic, employment or living arrangementsbased on its own determination that such a supportive measure is necessary and will not unreasonably burden the other party.  
4. EMOTIONAL OR MENTAL HEALTH SUPPORT—The University will assist in providing counseling services through the University Counseling Center (for students), UWIll Telehealth Counseling (for students), Health Advocate (for employees) or will assist in providing a referral to off-campus support agencies. 
5. EMERGENCY REMOVAL OR ADMINISTRATIVE LEAVE—To provide for the safety of any person or the broader campus community, or for any other lawful purpose, the University may remove a Respondent from a Villanova education program or activity on an emergency basis. The University will undertake an individualized safety and risk analysis to determine whether an immediate threat to the physical health or safety of any community member or other individual arising from the allegation of sexual misconduct justifies the removal. The University will provide the Respondent with written notice of any removal and an opportunity to challenge the removal as outlined in the Sexual Misconduct Policy. 

Further, Villanova University complies with Pennsylvania law in recognizing orders of protection. Any person who obtains an order of protection from Pennsylvania or any reciprocal state should provide a copy to the Department of Public Safety and the Title IX Coordinator. A Complainant may then meet with Public Safety to develop a safety action plan, which is a plan for Public Safety and the victim to reduce risk of harm while on campus or coming and going from campus. This plan may include, but is not limited to: escorts, special parking arrangements or changing classroom location, etc. The University cannot apply for a legal order of protection, no contact order or restraining order for a victim from the applicable jurisdiction(s).

All accommodations or protective measures will be maintained as private to the extent that maintaining such privacy would not impair the ability of the University to provide them. Villanova University will maintain statistics for purposes of Clery Act reporting and disclosures will be made without inclusion of identifying information about the victim, as defined in 42 USC 1395 (a) (20).

Whether or not a report results in a formal complaint and investigation, the University will remain ever mindful of the well-being of those involved and take ongoing steps to provide supportive measures and prevent retaliation. The University will take action to assist those involved consistent with their wishes, to the extent possible. A variety of supportive measures are available to those involved as outlined above and in the Sexual Misconduct Policy.

Resolution of Formal Complaints

SPECIAL PROCEDURES FOR SEXUAL MISCONDUCT PROCEEDINGS

Villanova University’s special procedures for sexual misconduct proceedings involving students (non-law), law students, faculty and staff are set forth in more detail as outlined in the linked documents shown in the chart at the top of this page:

These procedures are designed to provide for a prompt, fair and impartial response for the resolution of such complaints and remedies for the reporting person in the event an incident of sexual misconduct is determined to have occurred.

As outlined in the full Sexual Misconduct Policy, when a formal complaint is made, a written Notice of Allegations will be sent to the Complainant(s) and Respondent(s).  Such notice will occur as soon as practicable after Villanova receives a formal complaint, absent extenuating circumstances.  An investigation by a trained investigator will commence as set forth in the Sexual Misconduct Policy and the parties will be provided with options for informal resolution as outlined in the Sexual Misconduct Policy and formal resolution as outlined below.

At the conclusion of the investigation, the investigator will share all evidence submitted during the investigation, the Investigative Report, and any responses with the appropriate University office as identified in the applicable Special Procedures outlined above.  Upon receipt of the Investigative Report, the University will designate the appropriate University official (“Official”) who will serve as the primary point of contact for Complainants, Respondents, and their advisors during the Formal Resolution process. The Official will oversee the implementation of the formal resolution procedures and issue sanctions if the Respondent is found responsible or admits responsibility for violations of policy.

The Complainant and Respondent will meet with the Official separately to discuss next steps in the formal resolution process and review the relevant Procedural Rights. This meeting will take place promptly after the matter has been referred to the Official. 

If a Complainant or Respondent fail to respond to notice of a meeting with the Official, the resolution process may proceed in their absence.

If a Respondent chooses to withdraw or resign from the University subsequent to the filing of a formal complaint, the University may elect to continue with the grievance procedures in their absence and may take appropriate steps to restrict access to campus and/or University programs, place appropriate holds on student records, or other appropriate steps.

If the Complainant and/or the Respondent intend to have their Advisor (as defined below) accompany them to any meetings with the Official, they must provide the name and contact information of the Advisor to the Official at least three (3) business days prior to the initial meeting. If the same Advisor accompanies the party to subsequent meetings, additional notification is not required.  Any change in Advisor must be communicated in advance of any scheduled meetings.

The University does not permit unauthorized observers, as determined by the University, to attend or participate in any meetings, hearings or other proceedings as part of the resolution process. Additionally, unauthorized recording of any such meetings and/or proceedings is strictly prohibited.

Procedural Rights

    i. Rights of the Respondent 

1. The right to choose whether or not to participate in the grievance procedures, with the understanding that findings may be made and sanctions/discipline/corrective action may be imposed with or without such participation; 

2. The right to notice of the allegations;

3. The right to notification of the grievance procedures; 

4. The right to review all directly related evidence and the investigative report; 

5. The right to a prompt and impartial response and resolution of complaints; 

6. The right to be presumed not responsible until found otherwise; 

7. The right to have the University bear the burden of proof by a preponderance of the evidence; 

8. The right to present relevant statements, materials and witnesses during grievance procedures; 

9. The right to have an Advisor of choice throughout the process or appointed by the University, free of charge, for the purposes of conducting cross-examination of the other party and witnesses during a hearing; 

10. The right to have available at the hearing all relevant evidence and the investigative report; 

11. The right to have an Advisor conduct live cross-examination of any witnesses and/or the Complainant; 

12. The right to written notification of: 

a. any finding of responsibility 

b. findings of fact supporting the determination 

c. statement of and rationale for the result as to each allegation 

d. any disciplinary sanctions/discipline/corrective action imposed

e. any remedies provided to the Complainant

13. The right to be free from retaliation regardless of participation in the University’s grievance process; and 

14. The right of appeal consistent with these Special Procedures.

    ii. Rights of the Complainant 

1. The right to choose whether or not to participate in grievance procedures, with the understanding that findings may be made with or without such

2. The right to notice of the allegations;

3. The right to notification of the grievance procedures; 

4. The right to review all directly related evidence and the investigative report; 

5. The right to a prompt and impartial response and resolution of the complaint; 

6. The right to have the University bear the burden of proof by preponderance of the evidence; 

7. The right to present relevant statements, materials and witnesses during the grievance procedures; 

8. The right to have an Advisor of choice throughout the process or appointed by the University, free of charge, for the purposes of conducting cross-examination of the other party and witnesses during a conduct hearing.; 

9. The right to have available at the hearing all relevant evidence and the investigative report; 

10. The right to have an Advisor conduct live cross-examination on any witnesses and/or the Respondent

11. The right to written notification of: 

a. any finding of responsibility 

b. findings of fact supporting the determination 

c. statement of and rationale for the result as to each allegation 

d. any disciplinary sanctions/discipline/corrective action imposed 

e. any remedies provided 

12. The right to be free from retaliation for filing a complaint or participating in the University’s grievance process; and 

13. The right of appeal consistent with the provisions of these Special Procedures.

Informal Resolution Process 

The informal resolution (IR) process is a voluntary, structured process involving the Complainant and Respondent (and their advisors, as applicable) to resolve the allegations following the filing of a formal complaint and prior to a formal hearing.  The University’s investigation into the Formal Complaint may continue during the informal resolution process.  While the informal resolution process is intended to be flexible and provide a full range of possible outcomes, the University must maintain prompt timeframes for resolution of formal complaints.  At any time after the filing of a formal complaint and prior to a formal hearing, either the Complainant or Respondent may provide written notification to the Title IX Coordinator requesting informal resolution in lieu of formal resolution.

The parties are not required to attempt informal resolution, and informal resolution is not appropriate for all types of alleged conduct.  Informal resolution is not permitted for any complaint of sexual misconduct made by a student against an employee.  In all other cases, the University shall determine if the matter is eligible for informal resolution.  Factors that the University may weigh in considering the eligibility of a formal complaint for informal resolution include, but are not limited to: a pattern of alleged sexual misconduct by the same Respondent; whether the Respondent has a history of arrests or records indicating a history of sexual and/or physical violence; whether the allegations involved violence, use of weapons or similar factors, or; whether there is an ongoing threat of harm or safety to the Villanova community.  The determination that a matter is not eligible for informal resolution is not subject to appeal.

If the University has determined the matter is eligible for informal resolution, and both parties consent to the process in writing, the matter will be referred to the appropriate University official or third party engaged by the University to facilitate the process.  All related communications will go through the facilitator.  Both parties and the facilitator will have an opportunity to offer proposals to become part of the final agreement.  The informal resolution process does not require the parties to confront each other or be present in the same room.  The parties may consult with an advisor before and during the informal resolution process, and the advisor may accompany the Complainant or Respondent to any meetings in connection with the process. 

If, at any time prior to signing a written resolution agreement, either party does not agree with the proposed terms, or no longer wishes to continue negotiations, the party may withdraw, without penalty, from the informal resolution process.  If either party withdraws from the informal resolution process, the informal resolution process will end, and the matter will proceed to a hearing under the University’s formal resolution process. The University reserves the right to discontinue the informal resolution process if: information becomes available which makes the matter ineligible for informal resolution; there are health or safety concerns that have not been adequately addressed; an acceptable resolution cannot be reached between the parties within a reasonably prompt timeframe; the facilitator believes that one or both parties are not operating in good faith; or under other appropriate circumstances. The determination to discontinue the informal resolution process is not subject to appeal.  In such cases, the matter will proceed to a hearing under the University’s formal resolution process.

The Facilitator and both parties must all agree to the outcome(s) of the informal resolution agreement. The facilitator will draft the agreement based upon the parties’ verbal or written agreement to the negotiated outcome(s). Separately, both parties will then be offered the opportunity to sign the informal resolution agreement. If either party refuses to sign this agreement, the IR process will be considered unsuccessful, and the matter will proceed to a hearing under the University’s formal resolution process. Once the parties sign the informal resolution agreement, the matter will be considered resolved and will not be eligible for further informal or formal resolution.  A signed resolution agreement is binding on both parties and is not subject to appeal.  Alleged violations of the terms of the informal resolution agreement, retaliation, or other violations will be considered a new and separate matter and will not reopen the original matter.

Any agreed upon resolution reached by the parties is subject to the University’s final approval.  This includes any resolution reached by the parties without the University’s active participation or involvement.

Acceptance of Responsibility 

At any point following a formal complaint, a Respondent has the option to accept responsibility.  Following the acceptance of responsibility, the Respondent will be sanctioned/disciplined accordingly by the Official utilizing the sanctioning considerations outlined below. Acceptance of responsibility may be rejected by the Official. The Official will provide all parties written notice of the sanction(s)/discipline/corrective action imposed. Acceptance of responsibility does not waive the right to appeal as outlined below.  

Formal Resolution 

Formal Resolution hearings are designed to determine responsibility for alleged violations. As such, the procedures are governed by University policies consistent with federal and state law.

The Official will facilitate the administrative needs of the hearing and will be present during the hearing to provide assistance.  

i. Notice and Participation 

The Official will provide the Complainant and Respondent with a written notice of the hearing. The notice will include: the specific policy violations that will be the subject of the hearing; the date, time, and location of the hearing; the name of the Hearing Decision-Maker(s); how to challenge participation by the Hearing Decision-Maker(s) on the basis of conflict of interest or bias; and information regarding procedural steps consistent with these Special Procedures and the Sexual Misconduct Policy.

The Complainant and Respondent are expected to cooperate fully during the hearing. If either party fails to appear at a scheduled hearing, the hearing may proceed without them.

ii. Consolidation Options 

In situations involving a formal complaint against multiple Respondents, where the allegations against each Respondent arise from the same set of facts or circumstances, the Official, in consultation with appropriate University officials, will determine whether the hearing concerning each Respondent will be conducted either separately or jointly.

In situations involving multiple formal complaints pending against the same Respondent, the University has discretion to consolidate the hearings where the incidents arise out of the same facts or circumstances. The University also has discretion, but not the obligation, to solicit and consider the input of the parties regarding the consolidation of hearings. If, during the course of the hearing, further violations of University policy become apparent, the decision-maker may recommend that such alleged violations be investigated and resolved as a separate case.

iii. Hearing Decision-Maker/Hearing Panel

The hearing will be conducted by a fair and impartial Hearing Decision-Maker (for student cases) or Hearing Panel (for employee cases), who will conduct an objective evaluation of all relevant evidence, including both inculpatory and exculpatory evidence. For student cases, the Hearing Decision-Maker may be a Villanova University faculty or staff member, or an external professional, as determined by the Official. Form employee cases, the Hearing (Board) is generally composed of a chair of the Board, who is normally an attorney (Chair) and three trained faculty/staff members (see Special Procedures above which include separate details regarding Board composition depending on the role of the Respondent).

Any individual serving as a Hearing Decision-Maker or Hearing Panel member will be free from conflicts of interest and bias for or against either party, and trained on the definitions of sexual misconduct, including sexual harassment, the scope of the University’s education program or activity, how to conduct a hearing, how to serve impartially, by avoiding prejudgment of the facts at issue, conflicts of interest, and bias; and how to serve as an informed and impartial decision-maker.  Training for Hearing Decision-Makers or Hearing Panel members will include training content provided to investigators, as well training on any technology to be used at a live hearing and on issues of relevance of questions and evidence.

The Complainant and/or the Respondent may challenge the Hearing Decision-Maker or Hearing Panel membership if they believe that an actual conflict of interest or bias exists. The party making this challenge must submit a written request to the Title IX Coordinator with specific and verifiable information or documentation. All objections must be raised within five (5) business days of receiving notification of the appointed Hearing Decision-Maker/Hearing Panel. The Title IX Coordinator will make the determination whether to replace the Hearing Decision-Maker or member of the Hearing Panel. The Complainant and Respondent may not contact the Hearing Decision-Maker/Hearing Panel members or have third parties contact the Hearing Decision-Maker/Hearing Panel members, prior to the hearing.

iv. Hearing Procedures 

Hearing Decision-Maker or Hearing Panel members shall ask questions, run the hearing, make determinations on procedural issues, make findings of responsibility, make findings of fact supporting any determination of responsibility, and compile a written Determination Regarding Responsibility including a statement of and rationale for the result as to each allegation.   

All hearings shall be held in an appropriate venue as determined by the Official and shall be private. The Official can provide for the hearing to occur virtually with technology that enables the parties to appear remotely from separate locations.  The University does not permit unauthorized observers, as determined by the University, to attend or participate in any meetings, hearings, or other proceedings as part of the resolution process. Additionally, unauthorized recording of any such proceedings is strictly prohibited. 

The University will create and maintain a transcript of the hearing which, when complete, will be made available to the parties and their advisors.

Disruptive, threatening, intimidating, or uncivil behavior by the parties or their advisors will not be tolerated. Violations will normally result in a warning being issued by the Hearing Decision-Maker, Chair of the Hearing Panel or the Official. Repeated violations may result in offending party being asked to leave the hearing and the hearing may continue in their absence.

v. Advisors 

A Complainant, and/or a Respondent participating in a Formal Resolution Hearing must be accompanied by an Advisor.  This can be an Advisor of their choosing or, if the party does not have an Advisor or their Advisor is unavailable, a University-appointed Advisor provided free of charge for the sole purpose of facilitating cross-examination of the other party and witnesses. The Advisor may, but need not be, an attorney.   If the party’s Advisor of choice for the hearing is different from the Advisor attending previous meetings with the Official, the party must inform the Official of the change.  This notification must be in writing, a minimum of five (5) business days in advance of the hearing and include the name and contact information for the Advisor.

A party’s Advisor of choice may provide support and advice to their advisee at any meeting and/or hearing. With the exception of the advisor’s cross-examination during a hearing, they may not speak on behalf of their advisee or otherwise participate in, or in any manner delay, disrupt, or interfere with meetings and/or hearings. The Advisor will offer no testimonial evidence or answer questions on behalf of their advisee; the Advisor may not conduct direct examination of their advisee; and the advisor may not present opening or closing remarks. The Advisor, and not the Complainant or Respondent, will conduct cross-examination of any witness in compliance with the hearing’s procedures and the University’s policies and procedures.

Advisors may ask to suspend any meetings, interviews, or hearings briefly to provide consultation; the University retains the discretion to deny such requests if they are excessive, burdensome, or otherwise unreasonable.  The University may remove or dismiss advisors who do not abide by the restrictions on their participation or who are otherwise disruptive.  An advisor may be asked to meet with the Title IX Coordinator in advance of any meetings or hearings to receive and acknowledge the University’s overview of the policy, expectations of the role, privacy considerations, and appropriate decorum. 

An advisor should plan to make themselves reasonably available for all meetings and hearings.  Villanova will not intentionally schedule meetings or hearings on dates where the advisors for all parties are not available, provided that the advisors act reasonably in providing available dates and work collegially to find dates and times that meet all schedules.  Villanova’s obligations to investigate and adjudicate in a prompt timeframe applies to matters governed under the University’s Sexual Misconduct Policy and the University cannot agree to extensive delays solely to accommodate the schedule of an Advisor.  Villanova will not delay a meeting or hearing under the Sexual Misconduct Policy for more than five (5) business days due to the unavailability of an advisor and may offer the opportunity to obtain a different advisor or utilize one provided by Villanova. An advisor is entitled to review all information gathered in the investigation that is directly related to the allegations (as part of evidence review), to access to the investigation report, and to cross-examine the other party and all witnesses during the hearing.  

vi. Presentation of Evidence at the Formal Resolution Hearing 

The Complainant and the Respondent, may present: 

- opening and closing statements concerning the alleged violation(s); 

- relevant documentation gathered during the investigatory process; 

- relevant witnesses identified during the investigatory process.

The Respondent and the Complainant and their advisors may review all evidence and the investigative report provided to the Hearing Decision-Maker/Hearing Panel prior to the commencement of the hearing and have all evidence and the investigative report available to them during the hearing.  

Formal rules of evidence shall not apply. In the Hearing Decision-Maker/Hearing Panel’s discretion, evidence, shall be permitted if it is relevant, reliable, not unduly repetitious, and it is the sort of information on which responsible persons are accustomed to rely in the conduct of serious affairs.  

During the hearing, the parties and witnesses will provide information to and answer questions from the Hearing Decision-Maker/Hearing Panel.  Except for cross-examination by the Advisor, the Respondent, the Complainant, the Advisors and the witnesses will direct their comments and/or questions only to the Hearing Decision-Maker/Hearing Panel. The Hearing Decision-Maker/Hearing Panel may consider statements of all parties and witnesses, regardless of their participation in the hearing.  Before any questions are answered, the Hearing Decision-Maker or Chair of the Hearing Panel will determine if the question is relevant.  Questions that are determined to be irrelevant, duplicative of those already asked or harassing in nature and tone may be disallowed.

In general, the following types of evidence and questions are not relevant:

- Evidence and questions about the Complainant’s sexual predisposition or prior sexual behavior unless:

       - Such questions and evidence are offered to prove that someone other than the Respondent committed the conduct alleged by the Complainant, or 

       - The questions and evidence concern specific incidents of the Complainant’s prior sexual behavior with respect to the Respondent and are offered to prove consent. 

- Evidence and questions that constitute, or seek disclosure of, information protected under a legally recognized privilege. 

- Any party’s medical, psychological, and similar records unless the party has given voluntary, written consent. 

In addition, credible evidence regarding other reports of, or findings of responsibility for, similar conduct by the Respondent may also be deemed relevant to prove motive, intent, absence of mistake, pattern or another material fact.  Similarly, prior or subsequent conduct of a Complainant, even when it involves conduct that may violate University policy, may be considered when relevant.

Any party seeking admission of prior sexual history and/or evidence of other misconduct, or seeking to challenge such evidence, must do so in writing: by advising the investigator during the investigatory process; and/or by advising the Official at least three (3) business days in advance of the hearing. The written notice shall set forth the evidence the party is seeking to introduce and the relevancy of such information.

The Hearing Decision-Maker or Chair of the Hearing Panel will make the determination as to the admissibility of this information or questions and will instruct all parties accordingly regarding any limit in scope or admissibility.

vii. Closing Statements and Deliberations

After all statements and materials have been presented, the Complainant and the Respondent may present final comments to the Hearing Decision-Maker/Hearing Panel. Subsequently and in private, the Hearing Decision-Maker/Hearing Panel will deliberate to determine by a preponderance of the evidence whether the Respondent has violated University policy.

After the Hearing Decision-Maker/Hearing Panel has reached a determination as to responsibility, the Official will determine the appropriate sanction/discipline/corrective action, as outlined below.

viii. Determination Regarding Responsibility 

The Official will simultaneously provide the written Determination Regarding Responsibility to all parties. The Determination will include: 

1. Alleged violations of the Sexual Misconduct Policy; 

2. A description of the procedural steps taken from the filing of the formal complaint; 

3. Findings of fact supporting the determination; 

4. Conclusions regarding which section(s), of the Sexual Misconduct Policy if any, the Respondent has or has not violated. 

5. For each alleged violation: 

a. A statement of, and rationale for, a determination regarding responsibility; 

b. A statement of, and rationale for, any disciplinary sanctions/discipline/corrective action determined by the Official (as outlined below) imposed on the Respondent; and 

c. A statement of, and rationale for, whether remedies designed to restore or preserve equal access to Villanova’s education program or activity will be provided by the University to the Complainant; and 

d. Procedures and the permitted reasons for the parties to appeal as outlined below, including the name of the Appeal-Decision Maker

Appropriate documentation will be maintained as required to allow the University to comply with applicable law.

SANCTIONS 

After the finding or admission of responsibility, the appropriate University Official will impose sanctions after considering the following: 

1. The nature of the violation and the circumstances surrounding it, including the actual or potential impact on the individuals involved and/or the community as a whole; 
2. Statements made or evidence presented in the investigative report and/or hearing 
3. Prior disciplinary record of the Respondent;
4. Disciplinary precedent; and
5. Students (non-Law) only—Guidelines in the Code of Student Conduct. The University official imposing sanctions may consult with other University officials as they deem appropriate. 

STUDENT (NON-LAW) SANCTIONS FOR VIOLATIONS OF THE CODE OF STUDENT CONDUCT 

Non-Reportable Disciplinary Sanctions 

The following non-reportable disciplinary sanctions provide notice to a student that their conduct is in violation of University policies, and therefore unacceptable. Continuation of similar conduct or future violations will result in more severe sanctions, which may impact a student’s disciplinary standing at the University. Non-reportable disciplinary sanctions are not disclosed to external third-parties, except when required by law. 

• Conduct Notice 
• Conduct Warning 
• Probationary Warning

Reportable Disciplinary Sanctions 

The following reportable disciplinary sanctions typically are the outcome of serious or repeated violations of the Code of Student Conduct. These sanctions impact a student’s disciplinary standing at the University, as well as impose other restrictions and/or conditions of membership. Reportable disciplinary sanctions are disclosed to authorized external third-parties for a stated period of time, in accordance with the Student Conduct and Concern Records Policy. Typically, family/ legal guardian(s) are notified when a student is issued a reportable sanction. 

• Disciplinary Probation 
• Disciplinary Probation with Loss of Privilege 
• Suspension 
• Expulsion 

Housing Sanctions

• Housing Probation 
• Loss of Campus Residency 
• Additional Housing Measures 

Additional Disciplinary Measures 

• Fines 
• Exclusion from University Property, University Buildings, University Events or Programs, Student Organizations, Intramural or Club Sports, and/or Extracurricular Activities for a stated period of time. 
• Community Service 
• Family/Legal Guardian Notification 
• Dean of Students Hold on Records 
• Educational Measures 
• No Contact Directive 
• Withholding a Degree 
• Other Administrative Measures, as appropriate

LAW STUDENT SANCTIONS FOR VIOLATIONS OF POLICY 

• Exclusion from the Law School 
• Suspension from the Law School 
• Reprimand to be included in the student’s Law School academic file and/or noted on the student’s transcript 
• Reprimand not included in the student’s Law School academic file and not noted on the student’s transcript 
• Suspension or denial of specified Law School or University privileges or offices 
• Appropriate compulsory service to the Law School community or outside community 
• Counseling or other treatment as appropriate 
• Other Administrative Measures, as appropriate 

FACULTY DISCIPLINARY ACTION FOR VIOLATIONS OF POLICY 

• Other Administrative Measures, as appropriate
• Restrictions on Work, such as no thesis advising, no off-campus travel with students, no independent studies 
• Restrictions on Communication, such as no email or other contacts with the complainant 
• Non-renewal or non-reappointment
• Loss of rank of position
• Rescinding Awards 
• Suspension with Pay 
• Suspension without Pay 
• Dismissal 
• Other Administrative Measures, as appropriate 

STAFF CORRECTIVE ACTION FOR VIOLATIONS OF POLICY 

• Other Administrative Measures, as appropriate 
• Letter of reprimand/warning
• Verbal warning 
• Written warning 
• Completion of mandatory conditions 
• Suspension without pay 
• Activity termination 
• Demotion in rank or pay 
• Termination of employment 
• Ban on University re-employment 

Sanctions may be escalated depending on severity of the situation and/or imposed in combination with one another. 

APPEALS 

The appropriate University official (see links to Special Procedures on page 25 which include separate details regarding University officials who hear appeals depending on the role of the Respondent) will review appeals for a new hearing or a review of sanction. This person may consult with other University officials as they deem appropriate. All decisions made by the person reviewing the appeal are final, including whether or not an appeal is procedurally permitted. 

During the appeal process Respondents may be subject to certain restrictions. 

EMPLOYEES - GROUNDS FOR APPEAL

The Respondent and the Complainant may request an appeal based only on one or more of the following grounds:

APPEAL FOR A NEW HEARING:

1. Procedural Irregularity--A material procedural defect in the original hearing that affected the outcome.

2. New Evidence--New material evidence that was not available, through no fault of the appealing party, at the time of the original hearing that could have affected the outcome; or

3. Conflict of Interest or Bias--The Title IX Coordinator, investigator(s) or decision-maker(s) had a conflict of interest or bias for or against an individual party, or for or against complainants or respondents in general, that affected the outcome.

APPEAL FOR REVIEW OF SANCTION: 

The parties may appeal that that sanction imposed were disproportionate to the violation.

PROCESS TO APPEAL

The Respondent and the Complainant may request an appeal within five (5) business days from the time of notification of determination.

Appeals must be submitted to the University official as outlined in the Special Procedures in writing and:

• Be from and signed by the Complainant and/or Respondent;
• Consist of a concise and complete statement no more than eight (8) single spaced pages (including attachments) utilizing 12-point font;
• Set forth the grounds for appeal

If the Appeal is not based on appropriate grounds, it will be denied. If the appeal is based on appropriate grounds, the University official will notify both parties of the filing of the appeal. Each party will be given the opportunity to review and respond, in writing, to the other party's appeal. This response must be submitted within five (5) business days of the filing of an appeal.

      1. If the appeal is determined to be based on appropriate grounds and alleges a Procedural Irregularity or New Evidence, this appeal will be resolved prior to addressing Appeals for Review of Sanction. The University official will review the appeal promptly and notify the parties of the outcome.

      2. Subsequent to resolution of Appeals for Procedural Irregularity and New Evidence (if submitted), if the appeal is determined to be based on appropriate grounds for Review of Sanction, the University official will accept as final and binding the previous decision that the Respondent has violated the Sexual Misconduct Policy. Each party will be given the opportunity to separately meet and discuss their appeal and/or their response to the other party's appeal with the University official. Each party may be accompaniedby their advisor. The voluntary meeting will normally be scheduled within ten (10) business days of the original appeal being filed.

The University official will normally advise the parties of the final results of the grievance process within five (5) business days of the last voluntary meeting.    

STUDENTS - GROUNDS FOR APPEAL 

The Respondent and the Complainant may request an appeal based only on one or more of the following grounds:

APPEAL OF THE DETERMINATION AS TO RESPONSIBILITY: 

1. Material Procedural Irregularity that affected the outcome of the matter; 
2. New Relevant Evidence that was not reasonably available at the time of determination regarding responsibility or dismissal was made, that could affect the outcome of the matter; or 
3. The Title IX Coordinator, investigator(s), or decision-maker(s) had a Conflict of Interest or Bias for or against an individual Complainant or Respondent, or for or against Complainants or Respondents in general, that affected the outcome of the matter. The appeal must specify the basis on which the party believes there is an actual conflict of interest or bias that affected the matter.

APPEAL FOR REVIEW OF SANCTION: 

          4. The sanction(s) imposed were disproportionate to the violation(s).

PROCESS TO APPEAL 

As part of the written Determination of Responsibility, the Conduct Review Administrator will provide the parties with the name of the Appeal Decision Maker to whom appeals are submitted.  The Respondent and the Complainant may request an appeal within seven (7) business days from the time of notification of determination and access to the hearing transcript. Appeals must be submitted to the Appeal Decision-Maker in writing and:

• Be from and signed (physical or electronic) by the Complainant or Respondent;
• Consist of a concise and complete statement no more than eight (8) single spaced pages (including attachments) utilizing 12-point font;
• Set forth one or more appropriate grounds for appeal as listed above.

If the appeal does not articulate appropriate grounds for appeal, it will be denied and both parties notified. If the appeal does articulate appropriate grounds for appeal, the Appeal Decision-Maker will notify both parties of the filing of the appeal. Each party will be given the opportunity to review and respond, in writing, to the other party’s appeal. This response must be submitted within five (5) business days of the notice of the filing of an appeal.  Any written response to an appeal will also be shared with the other party.  No further written submissions will be permitted.

The Appeal Decision-Maker will promptly review the written appeal submissions and responses (if any) and any other materials relevant to the appeal, which may include: the investigative report, hearing transcript, and the Determination of Responsibility, and notify the parties of the outcome.

1. Appeals based on appropriate grounds of a Material Procedural Irregularity, New Relevant Evidence, or Conflict of Interest or Bias, will be resolved, as outlined below, prior to addressing any Appeals for Review of Sanction.

         a.  Material Procedural Irregularity – if found, and depending on the nature of the procedural error, the matter may be heard by a new Hearing Decision-Maker or the Appeal Decision-Maker may remand the matter to the original Hearing Decision-Maker for further deliberation to remedy the error ;

         b.  New Relevant Evidence – if found, the matter will be remanded to the original Hearing Decision-Maker for reconsideration in light of the new evidence;

         c.  Conflict of Interest or Bias – if found, the matter will be remanded for further deliberation consistent with the appellate finding.

Remedies for appeals based on the grounds listed above do not include automatic dismissal of the case or a unilateral determination of responsibility by the Appeal Decision-Maker. 

1. Appeals for Review of Sanction will be heard subsequent to the resolution of any Appeals for Material Procedural Irregularity, New Relevant Evidence, or Conflict of Interest or Bias (if submitted). If the appeal is determined to be based on appropriate grounds for Review of Sanction, the Appeal Decision-Maker will accept as final and binding the previous decision that the Respondent has violated the Code of Student Conduct. Each party will be given the opportunity to separately meet and discuss their appeal for review of sanction and/or their response to the other party’s appeal with the Appeal Decision-Maker. Each party may be accompanied by their advisor who may not participate in the discussion. Parents and guardians are permitted to participate in this discussion. The voluntary meeting will normally be scheduled within ten (10) business days of the original appeal being filed.

Within approximately ten (10) business days, the Appeal Decision-Maker will issue a written decision notifying the parties of the result of the appeal and rationale for the result.

Sexual Misconduct Prevention Education Efforts 

Villanova University is committed to the prevention of sexual misconduct through regular and ongoing education and awareness programs. Incoming undergraduate students and new employees receive primary prevention and awareness programming, and returning students and current employees receive ongoing training and related programs. Throughout the year, programs and campaigns designed to promote a healthy campus culture and strategies to prevent sexual misconduct are presented by a variety of campus resources including New Student Orientation, Health Promotion, the Title IX Office, student community advocates, other Villanova students and Public Safety. These programs include safe and positive options for bystander intervention and risk reduction. The University also promotes participation of student groups in all of its health promotion and prevention efforts through training provided in Residence Life, Athletics, ROTC and the Office of Fraternity and Sorority Life, among others. Prevention programs stress the added risks involved when the use of alcohol and/or illegal drugs is present. As part of their new student orientation, first year students complete the online Sexual Assault Prevention for Undergraduates (SAPU) course, and also attend a sexual misconduct prevention program facilitated by trained New Student Orientation Staff members, in conjunction with the Office of Health Promotion and Title IX Coordinator. During the orientation program and in the online course, new students are encouraged to download the NOVANow app which includes the Sexual Assault Villanova University Resource (SAVUR) channel. Flyers about sexual misconduct and resources are posted in residence hall bathrooms and other University buildings. The ongoing educational programs at the University review strategies for prevention and risk reduction and inform students of options and resources should such an incident occur. The University engages in comprehensive, intentional, and integrated programming, initiatives, strategies, and campaigns intended to end misconduct that: 

• Are culturally relevant, inclusive of diverse communities and identities, sustainable, responsive to community needs, and informed by research, or assessed for value, effectiveness, or outcome; and 
• Consider environmental risk and protective factors as they occur on the individual, relationship, institutional, community and societal levels. 

Educational programming consists of primary prevention and awareness programs for all incoming students and new employees and ongoing awareness and prevention campaigns for students and employees that: 

a. Identifies domestic violence, dating violence, sexual assault, sexual harassment, stalking and retaliation as prohibited conduct; 

b. Uses definitions provided by the Department of Education and State law outlining behavior that constitutes domestic violence, dating violence, sexual assault, sexual harassment, stalking and retaliation; 

c. Defines what behavior and actions constitute consent to sexual activity in the Commonwealth of Pennsylvania and/or using the definition of consent found in the Sexual Misconduct Policy if State law does not define consent; 

d. Provides a description of safe and positive options for bystander intervention. Bystander intervention means safe and positive options that may be carried out by an individual or individuals to prevent harm or intervene when there is a risk of dating violence, domestic violence, sexual assault, sexual harassment, stalking or retaliation. Bystander intervention includes recognizing situations of potential harm, understanding institutional structures and cultural conditions that facilitate violence, overcoming barriers to intervening, identifying safe and effective intervention options, and taking action to intervene;

e. Information on risk reduction. Risk reduction means options designed to decrease perpetration and bystander inaction, and to increase empowerment for victims in order to promote safety and to help individuals and communities address conditions that facilitate violence. 

f. Provides an overview of information contained in the Annual Security Report in compliance with the Clery Act.

How to be a Pro-Social Bystander 

Bystanders play a critical role in the prevention of sexual and relationship violence. They are “individuals who observe violence or witness the conditions that perpetuate violence. They are not directly involved but have the choice to intervene, speak up, or do something about it.” We want to promote a culture of community accountability where bystanders are actively engaged in the prevention of violence without causing further harm. We may not always know what to do even if we want to help. Below is a list of some ways to be a pro-social bystander. If you or someone else is in immediate danger, dial 911 (off campus) or 610-519-4444 (on campus). This could be when a person is yelling at or being physically abusive towards another and it is not safe for you to interrupt. 

1. Watch out for your friends and fellow students/employees. If you see someone who looks like they could be in trouble or need help, ask if they are okay. 
2. Confront people who seclude, hit on, try to make out with, or have sex with people who are incapacitated. 
3. Speak up when someone discusses plans to take sexual advantage of another person. 
4. Believe someone who discloses sexual assault, abusive behavior, or experience with stalking. 
5. Refer people to on or off campus resources listed in this document for support in health, counseling, or with legal assistance.

Risk Reduction 

No person is EVER to blame for experiencing sexual misconduct. There is no mistake in judgment or "poor decision" that can make a person "deserve" to be victimized by another person. Sexual misconduct impacts victims and the campus community. For these reasons, Villanova University engages in risk reduction strategies, emphasizing the collective responsibility of our campus community to reduce the risk of sexual assault and sexual misconduct within our community. As a part of that effort, every employee and most students are required to complete sexual violence prevention education, which includes bystander intervention which empowers community members to take a role in preventing and interrupting incidents of sexual misconduct. 

Risk reduction involves changing or modifying behaviors and actions in an effort to prevent harm against an individual or group of individuals. Risk reduction is intended to increase empowerment in order to promote safety. While only perpetrators are responsible for their actions, being equipped with, and using strategies to reduce risk for yourself and others is an active way to prevent and address sexual misconduct. 

The following are some risk reduction strategies which are drawn heavily from Rape Abuse and Incest National Network (RAINN), the nation’s largest            anti-sexual assault organization: 

INCREASING ON AND OFF CAMPUS SAFETY The following tips may reduce your risk for many different types of crimes, including sexual violence: 

• Know your resources. Who should you contact if you or a friend needs help? Where should you go? Locate resources such as the Student Health Center, Public Safety, and a local sexual assault victim service provider such as the Delaware County Victim Assistance Center (DCVAC). Notice where emergency phones are located on campus, program Public Safety’s emergency number into your cell phone, and download the NovaSafe app for easy access. Download the Nova NOW app for easy access to the Sexual Assault Villanova University Resource (SAVUR) resource channel.
• Stay alert. When you are moving around on or off campus, be aware of your surroundings and walk with a purpose. Consider inviting a friend to join you or asking Public Safety for a security escort. If you are alone, only use headphones in one ear to stay aware of your surroundings. 
• Be careful about posting your location. Many social media sites use geolocation to publicly share your location. Consider disabling this function and reviewing other social media settings. 
• Think about Plan B. Spend some time thinking about back-up plans for potentially sticky situations. Make sure your phone is charged; but if your phone dies, try to have a few numbers memorized to get help. Do you have emergency cash in case you can’t use a credit card? Do you have the address to Villanova’s campus or your residence hall memorized? 

SAFETY IN SOCIAL SETTINGS 

It is possible to relax and have a good time while still making safety a priority. Consider these tips for staying safe and looking out for your friends in social settings: 

• Make a plan. If you are going to a party, go with people you trust. Agree to watch out for each other and plan to leave together. If your plans change, make sure to touch base with the other people in your group. Do not leave someone stranded in an unfamiliar or unsafe situation. 
• Protect your drink. Do not leave your drink unattended and watch out for your friends’ drinks if you can. If you go to the bathroom or step outside, take the drink with you or toss it out. Drink from unopened containers or drinks you watched being made and poured. It is not always possible to know if something has been added to your or someone’s drink.
• Know your limits. Keep track of how many drinks you have had and be aware of your friends’ behavior. If one of you feels extremely tired or more drunk than you should, you may have been drugged. Leave the party or situation and find help immediately. 
• Create a distraction. If you want to exit a situation immediately and are concerned about frightening or upsetting someone, it’s okay to create a distraction. You are never obligated to remain in a situation that makes you feel uncomfortable, pressured, or threatened. You can also help a friend leave a situation that you think may be risky by making an excuse for them to leave. Some reasons you could use are needing to take care of another friend or family member, an urgent phone call, not feeling well, and having to be somewhere else by a certain time. 
• Be a good friend. Trust your instincts. If you notice something that doesn’t feel right, it probably isn’t. 

HOW TO RESPOND IF SOMEONE IS PRESSURING YOU 

Perpetrators of sexual violence often use tactics, such as guilt or intimidation, to pressure a person into something they do not want to do. It can be upsetting, frightening, or uncomfortable if you find yourself in this situation. Remember that it is not your fault that the other person is acting this way—they are responsible for their own actions. The following tips may help you exit the situation safely: 

• Remind yourself this is not your fault. You did not do anything wrong. It is the person who is pressuring you who is responsible. 
• Trust your gut. Do not feel obligated to do anything you do not want to do. It does not matter why you do not want to do something. Simply not being interested is reason enough. Do only what feels right to you and what you are comfortable with. 
• Have a code word. Develop a code with friends or family that means “I’m uncomfortable” or “I need help.” It could be a series of numbers you can text or a phrase you say out loud. This way you can communicate your concern and get help without alerting the person who is pressuring you. 
• Say whatever you need to say to get to safety. If you are concerned about angering or upsetting this person, you can lie or make an excuse to create an exit. It may feel wrong to lie, but you are never obligated to remain in a situation that makes you feel uncomfortable, scared, or threatened. Whatever you need to say to stay safe is okay—even if it may seem embarrassing at the time. 
• Think of an escape route. If you had to leave quickly, how would you do it? Locate the windows, doors, and any others means of exiting the situation. Are there people around who might be able to help you? How can you get their attention? Where can you go when you leave?

Villanova University Policy Regarding Students or Employees with Criminal Records 

Universities encompass a widely diverse population. It is possible that some members of this population have committed past crimes of which the University may or may not be aware. 

Background investigations are conducted, as a matter of University policy, for all new faculty and staff hires and for existing employees who work with minors. Although background checks are not performed on student applicants, the University’s applications require prospective students to disclose whether they have ever been convicted of a misdemeanor, felony or other crime. If an applicant discloses a criminal conviction, the Office of University Admission gives it careful consideration in the admissions process. 

When information concerning criminal conduct is brought to the University’s attention, it is given appropriate consideration. Pursuant to the University’s Drug-Free Workplace Policy, any employee who is convicted under a criminal drug statute for a violation occurring in the workplace is subject to disciplinary procedures and may be required to participate in a drug abuse assistance or rehabilitation program. 

When the University becomes aware of currently enrolled students who are charged with and/or convicted of a criminal offense, they are subject to the University’s disciplinary process. Students are subject to the full range of disciplinary sanctions provided in the Code of Student Conduct. 

The Campus Sex Crimes Prevention Act, a Federal law, requires institutions of higher education to advise the campus community as to where information concerning registered sex offenders may be obtained. In Pennsylvania, information about sexually violent predators is accessible at the Pennsylvania State Police Megan's Law website. 

As part of its Augustinian Catholic mission, Villanova has a program in a local Pennsylvania prison to educate inmates. A select few of these students are admitted to the University as part-time commuter students for the purpose of completing their education upon release. These students are subjected to a rigorous application and vetting process before a special admissions committee that includes criminologists, sociologists, a Public Safety representative and the Dean of Students. For Fall Semester 2022, it is anticipated that no such students will be enrolled on-campus.

Missing Students 

The University has adopted a missing student notification policy whereby students can register confidential contact information for a person to be notified by the University in the event the student is officially reported as missing. Students may provide a missing student contact by going to myNOVA and searching for the "view and update personal information" task item. From the personal information page, select "add emergency contact" and from the "select relationship" drop-down, indicate "missing person contact" as the relationship and complete the contact information fields associated with this relation.

This information will be confidential, accessible only to authorized campus officials and law enforcement personnel and may not be disclosed outside of a missing person investigation. 

All reports of missing students (missing for 24 hours) should be made to the Department of Public Safety. Missing student reports must be referred immediately to the Department of Public Safety as per Federal law. After investigating the missing person report, should the Department of Public Safety determine that the student is missing and has been missing for more than 24 hours, these procedures will be followed within 24 hours (regardless of whether the student has identified a contact person, is above the age of 18 or is an emancipated minor): Public Safety will notify the Radnor Township Police Department (and/or the appropriate law enforcement agency in the jurisdiction where the student went missing) and the student’s missing person contact no later than 24 hours after such determination. The local law enforcement agency will not be notified in cases where the local law enforcement agency was the entity that made the determination that the student is missing. If the student is under 18 years old and is not emancipated, the student’s parent or guardian will be notified, in addition to any designated confidential contact. 

If a student has been determined missing for more than 24 hours, in addition to the above notifications, specific procedures to follow include: checking card access activity, speaking to the missing student’s friends, contacting the student’s Resident Assistant(s), checking with emergency health care providers and taking such other investigative actions as are appropriate under the circumstances. The University will implement these procedures in less than 24 hours if circumstances warrant a faster implementation.

Child Abuse Reporting and Minors on Campus 

All Villanova University faculty and staff who come into direct contact with a child as part of their employment are mandated reporters which means that they have a duty to report suspected child abuse, regardless of when or where the alleged abuse occurred. In addition, all Villanova University students and volunteers who accept responsibility for a child as an integral part of a program, activity or service sponsored by Villanova are also mandated reporters. Instances of suspected child abuse must be reported to the Department of Human Services (DHS). Upon making the report to DHS, a report must also be made to the Director of Public Safety, or the Executive Vice President. The Villanova University Child Abuse Reporting policy underscores our commitment to the protection and safety of minors who visit our campus and provides detailed information as to who must report, what must be reported, and how and when to report suspected child abuse. See the Villanova University Child Abuse Reporting Policy.

The University has also adopted the Minors in Villanova University Programs policy which outlines various protocols designed to protect the safety and well-being of minors participating in University programs. Questions about this policy can be referred to the University Compliance Office. See the Minors in Villanova University Programs Policy.

Policy on Preparing the Annual Security and Fire Safety Report 

The University has advised and trained individuals who are deemed “Campus Security Authorities” by the Federal Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act of their duty to report all Clery Act crimes to the Department of Public Safety for inclusion in the annual disclosure of crime statistics. This includes but is not limited to the Dean of Students and the Associate Dean of Students; all other Deans; all Athletic Directors, coaches and other personnel with responsibility for athletic teams; and all persons identified as having significant responsibilities for student and campus activities. By law, Campus “Pastoral Counselors” and Campus “Professional Counselors”, when acting as such, are not considered to be a Campus Security Authority and are not required to report crimes for inclusion in the annual disclosure of crime statistics. As a matter of policy, the Professional Counselors at Villanova University are encouraged, if and when they deem it appropriate, to inform persons being counseled of the procedures to report crimes on a voluntary basis to the Department of Public Safety. Crime statistics are maintained by the Department of Public Safety and are collected from Campus Security Authorities, the Dean of Students Office, the Radnor Township Police Department, and other local police for buildings owned or controlled by Villanova University and used for educational purposes in their respective jurisdictions. 

Each year, representatives from the Department of Public Safety, the Office of the Vice President for Student Life, the Office of University Communication and Marketing, the Dean of Students Office, the Office of the Vice President and General Counsel, the University Compliance Office, the Facilities Management Office, the Office of Residence Life and the Department of Human Resources review the current campus security report and provide information to update the report and compile the crime statistics for the most recent calendar year. 

The information in this brochure is provided as a part of Villanova’s continuing commitment to safety and security on campus in compliance with the Pennsylvania Uniform Crime Reporting Act and the Clery Act. Concerns, questions or complaints related to this document or the applicable statutes should be directed to the Director of Public Safety & Chief of Police either by mail at Villanova University, 800 Lancaster Avenue, Villanova, PA 19085, or by telephone at (610) 519-5800. 

HIGHER EDUCATION OPPORTUNITY ACT (HEOA) VICTIM NOTIFICATION

 Villanova University will, upon written request, disclose to the alleged victim of a crime of violence or a non-forcible sex offense, the report on the results of any disciplinary proceeding conducted by the institution against a student who is the alleged perpetrator of such crime or offense. If the alleged victim is deceased as a result of such crime or offense, the next of kin of such victim shall be treated as the alleged victim for purposes of this paragraph.

SEXUAL MISCONDUCT PREVENTION AND EDUCATION EFFORTS 

Villanova University is committed to the prevention of sexual misconduct through regular and ongoing education and awareness programs. Incoming students and new employees receive primary prevention and awareness programming, and returning students and current employees receive ongoing training and related programs.   

Throughout the year, programs and campaigns designed to promote a healthy campus culture and strategies to prevent sexual misconduct are presented by a variety of campus resources including New Student Orientation, Health Promotion, the Title IX Coordinator, student community advocates and other Villanova students, and Public Safety. The University also promotes participation of student groups in all of its health promotion and prevention efforts, through training provided in Residence Life, Athletics, ROTC, and the Office of Fraternity and Sorority Life, among others. The following are ongoing health promotion and prevention campaigns and programs currently offered or planned for this academic year. Additionally, the University has also established a campus-wide Sexual Violence Prevention Advisory Committee who assesses the University’s efforts and provide recommendations on enhancing these efforts to better serve our community. 

Individuals involved in the implementation of this Policy receive training as required by the Clery Act and Title IX. 

Villanova University Crime Statistics for Federal Reporting Purposes 2020–2022

JEANNE CLERY DISCLOSURE OF CAMPUS SECURITY POLICY AND CAMPUS CRIME STATISTICS ACT 

The Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act requires the release of statistics for certain criminal incidents, arrests and disciplinary referrals on campus to all students and employees. The law requires that these statistics be shown in specific geographic categories. The following statistics are provided in compliance with the specific time periods, crime classifications, geographic categories and arrest data mandated by Federal law. Please note that these statistics use Federal crime classifications which vary from the crime classifications under state law, which are also published in this brochure. The statistics reported below reflect the number of incidents reported to the University’s Department of Public Safety and/or Campus Security Authorities. They do not indicate actual criminal prosecution or student disciplinary action, or the outcome of either.

1. The Clery Act requires crime statistics to be shown by the following geographic categories: on-campus (including dormitories or other student residential facilities); on-campus dormitories or other student residential facilities; non-campus buildings or properties; and public property. The non-campus category consists of buildings or properties owned or controlled by the University that are used in direct support of, or in relation to, the University’s educational purposes, are frequently used by students, and are not within the same reasonably contiguous geographic area of the University’s campus. Non-campus properties also include certain foreign locations, where the University has a written agreement to own or control housing or classroom space.

* Hate crimes describe the number of reported crimes that (i) are listed above, (ii) involve larceny-theft, simple assault, intimidation, or destruction, damage of or vandalism of property, or (iii) relate to other crimes involving bodily injury to any person that manifested evidence that the victim(s) were intentionally selected because of their actual or perceived race, gender, religion, sexual orientation, disability, national origin or gender identity.

* Unfounded are considered false or baseless reports. Crime statistics contained in the chart do not reflect crimes later determined to be unfounded.

Villanova University Crime Statistics for Pennsylvania Reporting Purposes

THE PENNSYLVANIA UNIFORM CRIME REPORTING ACT 

The Pennsylvania Uniform Crime Reporting Act mandates the release of crime statistics and rates to matriculated students and employees, and, upon request, to new employees and applicants for admission. The index rate is calculated by multiplying the actual number of reported offenses by 100,000 (a theoretical population for comparison purposes) and dividing that product by the number of the University’s Full Time Equivalent (FTE) students and employees. The FTE is calculated using a State required formula. The University’s FTE Population was 12,280 in 2020, 12,232 in 2021 and 12,209 in 2022. The statistics reported below reflect the number of incidents reported to the University’s Department of Public Safety (but do not include reports from other campus security authorities, referrals from campus disciplinary authorities or reports from local law enforcement). They do not indicate actual criminal prosecution or student disciplinary action, or the outcome of either. Please note that the State crime classifications for which the University is reporting these statistics vary from the crime classifications under Federal law, which are also published in this brochure. 

*Index per 100,000

Campus Fire Safety

Fire Drills 

Mandatory fire drills are conducted in accordance with local ordinances. In 2022, fire drills were conducted twice. These drills are jointly supervised by personnel from the Office of Residence Life, the Department of Public Safety, the Department of Environmental Health and Safety and the Office of Facilities Management. In addition, mandatory fire drills are conducted once each year in the academic and office buildings. 

Campus Fire Safety 

Villanova University is committed to fire safety in its residence halls and elsewhere on campus. All 32 residence halls are equipped with fire alarm monitoring, sprinkler systems, smoke and heat detectors, fire extinguishers, emergency lighting systems, emergency exit doors and evacuation plans and/or placards. 

The following is a description of the fire safety systems found in each on-campus residential facility.

The street address for each on-campus residence facility is 800 Lancaster Avenue, Villanova, PA 19085.
(1) Partial Sprinkler System is defined as having sprinklers in the common areas only 
(2) Full Sprinkler System is defined as having sprinklers in both the common areas and individual rooms. 

Fire Safety Policies 

The Code of Student Conduct contains various policies for fire safety as follows: 

ELECTRICAL APPLIANCES 

Because of their potential contribution to accidental fires and unsanitary health conditions and in an effort to conserve energy, the following electrical appliances are restricted or prohibited in all University residences. Students found in violation of these policies will be subject to immediate confiscation and disposal of the appliance(s), and referral for disciplinary action. 

• Hot plates, toaster ovens, space heaters and any appliance with an open heating element are prohibited. 
• All lamps and appliances should be UL approved. Halogen lamps are prohibited. 
• Only Villanova University supplied air conditioners are permitted in University residence halls. Students requiring air conditioning due to documented medical necessity should contact the Office for Residence Life. 
• Refrigerators are restricted to one 5-cubic foot unit per room. 
• Extension cords/multiple-plug attachments should be UL approved, unfrayed and without splices or taps. 
• Extension cords/plugs should not be placed under carpets, tacked or stapled. 
• Major appliances should not be plugged into extension cords. 
• Plug adapters should be UL approved and not rated less than 125 volts/15 amperes. Residents should employ the prudent use of surge protectors to protect property from unexpected electrical damage. 
• Heavy drawing appliances (irons, hair dryers, televisions, refrigerators, microwaves) should be plugged directly into socket outlets and unplugged when not in use. Extension cords are not to be used with these items.
• Powered personal transportation devices like electric scooters, electric skateboards, one-wheels, and e-bikes are not permitted in any campus building.

ALARMS 

Students may not disregard a fire alarm or refuse to evacuate a building in which an alarm is sounding, regardless of its nature (drill, false alarm or actual alert). Residents who fail to evacuate a building in a voluntary and timely manner will be subject to disciplinary action as outlined in the Code of Student Conduct. 

CANDLES/OPEN FLAMES 

Candles (of any type or form, whether decorative or functional), open flames, potpourri burners and the use of incense are all prohibited in University residence halls and apartments. Prohibited items will be confiscated and not returned. Violations may result in disciplinary action as outlined in the Code of Student Conduct. 

EQUIPMENT 

Tampering with or misuse of fire safety equipment (extinguishers, fire hoses, smoke detectors, alarms, sprinklers, exit signs) is considered to be exceptionally dangerous behavior in a residential community and represents a serious breach of community safety standards. Students found responsible for tampering with or misusing fire safety equipment will be subject to disciplinary action as outlined in the Code of Student Conduct. When individuals responsible for activating a false fire alarm or damaging a fire extinguisher fail to claim direct responsibility for that behavior, cannot be identified by Residence Life staff and are not identified by the residents of the building in which the vandalism occurred, the penalties in question may be assessed against the entire hall. 

FIRE DOORS 

Fire Doors must not be propped open. 

HOLIDAY DECORATIONS 

Due to potential fire hazards, the use of holiday decorations must adhere to the University’s guidelines. No live trees, wreaths or garlands (treated or untreated) are permitted. Decorative lights must be UL approved and may not be placed on the outside of doors, windows or buildings. It is against policy to leave decorative lights on when no one is present in the room to attend to them. Decorative lights may not be hung from ceilings, nor may they obstruct doors or windows. Decorations should be flame retardant and must not be placed on the exterior of room doors; near or over electrical outlets; on or near light fixtures, fire safety equipment, or radiators or heating vents/units. All holiday decorations must be removed before vacating the room for breaks. 

SMOKING 

All residence halls and apartments are smoke free. Smoking and vaping are strictly prohibited in all areas (public areas and student rooms) of these buildings. In accordance with University policy, smoking and vaping are permitted outside of residence halls, provided the person is 25 feet from an entrance or exit, air intake ducts or windows.

Fire Emergency and Evacuation Procedures 

In the event of evidence of a fire, a report should be made immediately by calling the Department of Public Safety at 4444 or 9-4444 from an on-campus telephone or (610) 519-4444 from a non-University telephone. If a member of the Villanova community finds evidence of a fire that has been extinguished, and the person is not sure whether Public Safety has already responded, the community member should immediately notify Public Safety to investigate and document the incident. This report should include the location and nature of the fire. Once the fire has been reported, the Department of Public Safety will initiate the emergency actions required. 

A visible fire or the presence of smoke provides sufficient cause to evacuate a building. In the event of a fire or hazardous materials emergency within a campus building, it is necessary, as well as safest, for occupants to evacuate. University policy calls for total evacuation of the building or area affected. 

A Fire Emergency exists whenever: 

• A building fire evacuation alarm is sounding. 
• An uncontrolled fire or imminent fire hazard occurs in any building or area of campus. 
• There is the presence of smoke or the odor of burning of any material. 
• There is an uncontrolled release of combustible or toxic gas or other hazardous material, or a flammable liquid spill.

STUDENT HOUSING FIRE EVACUATION PROCEDURES IN CASE OF A FIRE: 

• The fire alarm system may be used to evacuate a building(s) if there is a potential threat to the health and safety of that segment of the community. 
• Activate the building fire alarm if it is not already sounding. Pull a fire alarm station on the way out. If the building is not equipped with a fire alarm, knock on doors and shout on your way out. 
• Leave the building by using the nearest exit. 
• Know more than one way out of the residence hall. 
• Crawl if there is smoke. Cleaner, cooler air will be near the floor. Get Low and Go. 
• Before opening any doors, feel the metal knob. If it is hot, do not open the door. If it is cool, brace yourself against the door, open it slightly, and if heat or heavy smoke are present, close the door and stay in the room. 
• Go to the nearest exit or stairway. If the nearest exit is blocked by fire, heat or smoke, go to another exit. Always use an exit stairway, not an elevator. Elevator shafts may fill with smoke or the power may fail, leaving you trapped. Stairway fire doors will keep out fire and smoke, if they are closed, and will protect you until you get outside. Close as many doors as possible as you leave. This helps to confine the fire. Total and immediate evacuation is safest. Only use a fire extinguisher if the fire is very small and you know how to do it safely. Do not delay calling emergency responders or activating the building fire alarm. If you cannot put out the fire, leave immediately. Make sure the fire department is called—even if you think the fire is out. 
• If you get trapped, keep the doors closed. Place cloth material (wet, if possible) around and under door to prevent smoke from entering. 
• Be prepared to signal your presence from a window. 
• Signal for help. Hang an object at the window (jacket, shirt) to attract the fire department’s attention. If there is a phone in the room, call 911 or 4444 or 9-4444 from an on-campus phone, or (610) 519-4444 from a cellular phone, and report that you are trapped. Be sure to give your room number and location. If all exits from a floor are blocked, go back to your room, close the door, seal cracks, open the windows if safe, wave something out the window and shout or phone for help. 
• If you are on fire, stop, drop and roll, wherever you are. Rolling smothers fire. 
• Cool burns. Use cool tap water on burns immediately. Don’t use ointments. If skin is blistered, brown or charred, call for an ambulance. 
• Be aware of obstacles. Storage of any items in the corridors, such as bicycles, chairs, desks and other items is prohibited in all exit ways, including stairwells. Blocked exits and obstacles impede evacuation, especially during dark and smoky conditions. 
• If you are a person with a disability (even temporarily), you should do the following: 
  • Learn about fire safety 
  • Plan ahead for fire emergencies 
  • Be aware of your own capabilities and limitations. 
  • Be aware of “areas of refuge” in the buildings you frequent. 

More detailed procedures for evacuation of campus buildings are set forth in the Emergency Procedures.

Fire Safety Education 

Fire safety education is accomplished by various methods throughout the school year. Floor plans, evacuation routes, evacuation assembly locations, drill procedures and fire safety policies are reviewed by Resident Assistants at the first floor meeting at the beginning of each academic year. Laminated floor plans and evacuation routes are publicly posted on each floor of each residence hall. The University celebrates Fire Prevention Week to promote Campus Fire Safety, and hands-on fire extinguishing training is offered periodically, during which employees and students have an opportunity to extinguish a fire. In addition, the Department of Environmental Health and Safety provides information and safety brochures for Campus Fire Safety.

Daily Fire Log 

The Department of Public Safety maintains a chronological log of all reported crimes for the past 60 days, which is available for public inspection at the Public Safety front desk in Garey Hall. In addition to crimes, the log also contains all actual fires reported or discovered within University-owned residence halls for the past 60 days. Log entries older than 60 days will be made available within two business days upon request to Mrs. Debra Patch, Deputy Chief of Police/ Associate Director for Administration, by email or by phone at (610) 519-6983.

Plans for Future Improvements in Fire Safety 

Villanova completed upgrades of its sprinklers and fire safety systems over the past several years. At this time, there are no specific plans for future improvements. However, Villanova will continually review its prevention strategies (education, inspections, fire drills, and device maintenance), and will continue to upgrade fire safety systems throughout the campus as necessary.

Fire Statistics

The following sets forth information about all fires that occurred in on-campus residential units during calendar year 2022.

Reportable fires are “any instance of open flame or other burning in a place not intended to contain the burning or in an uncontrolled manner.”

The street address for each on-campus residence facility is 800 Lancaster Avenue, Villanova, PA 19085.

“Reportable fires are “any instance of open flame or other burning in a place not intended to contain the burning or in an  uncontrolled manner.” 

The street address for each on-campus residence facility is 800 Lancaster Avenue, Villanova, PA 19085.

The following sets forth information about all fires that occurred in on-campus residential units during calendar year 2021.

“Reportable fires are “any instance of open flame or other burning in a place not intended to contain the burning or in an  uncontrolled manner.” 

The street address for each on-campus residence facility is 800 Lancaster Avenue, Villanova, PA 19085.

*Cupola Hall renamed Hovnanian Hall in December 2021. ** As of the Fall 2022, St. Rita's Hall is no longer a residence hall

The following sets forth information about all fires that occurred in on-campus residential units during calendar year 2020.

“Reportable fires are “any instance of open flame or other burning in a place not intended to contain the burning or in an  uncontrolled manner.” 

The street address for each on-campus residence facility is 800 Lancaster Avenue, Villanova, PA 19085.

*Arch Hall renamed McGuinn Hall in December 2020. **Chapter Hall renamed Dobbin Hall in October 2020. 

Villanova University Information

Villanova University was founded in 1842 by the Order of St. Augustine. To this day, Villanova’s Augustinian Catholic intellectual tradition is the cornerstone of an academic community in which students learn to think critically, act compassionately and succeed while serving others. Villanova prepares students to become ethical leaders who create positive change everywhere life takes them. Undergraduate and graduate degrees are offered in the University’s six colleges—the College of Liberal Arts and Sciences, the Villanova School of Business, the College of Engineering, the M. Louise Fitzpatrick College of Nursing, the College of Professional Studies and the Villanova University Charles Widger School of Law. 

The Rev. Peter M. Donohue, OSA, PhD, became Villanova’s 32nd president in 2006. Villanova is located on a 254-acre campus in the suburbs, 12 miles west of Philadelphia. The Villanova community is made up of 6,750 full-time and 87 part-time undergraduate students; 2,521 graduate and law students; 782 full-time and 198 part-time faculty (FTE); 1,787 full-time and 44 part-time staff (FTE); and 17 college visitors and Diocesan scholars. Approximately 5,300 undergraduates reside on campus. (Student and faculty numbers are based on the Fall Semester 2022, Full-Time Equivalent data conducted in the previous calendar year.) 

Campus Map

Public property on this map is delineated by green highlighting. Most non-campus locations are not shown on this map. Non-Campus location are those buildings or properties owned or controlled by the University that are used in direct support of, or in relation to, the University’s educational purposes, are frequented by students, and are not within the same reasonably contiguous geographic area of the University’s campus. One non-campus location is shown on this map. The Villanova Center, identified as building 66, is a privately owned business complex. The University leases office space that houses the Office of Human Resources, Finance, and other administrative offices. Those areas within the Villanova Center that leased by the University are considered non-campus property for Clery reporting purposes.

• Official Campus Map PDF
  
• Interactive Virtual Tour Map