The President, in his/her sole discretion, may organize the internal auditor or a special committee to investigate such incidents or alleged incidents as he/she deems appropriate.

1. SCOPE OF INVESTIGATION
   
   1. The investigation shall be by and among current campus personnel only unless significant evidence clearly demonstrates a need for broader investigation. Any investigation beyond the department in which the incident or alleged incident originated should be undertaken only after notice to the President.
      
   2. The purpose of an investigation shall be to determine whether there has been conduct in violation of institutional standards.
      
2. CONFIDENTIALITY
   The fact of an investigation itself shall not be a secret. However, the committee should function with a low profile. Nothing said or done in committee meetings should be disclosed outside the meetings. The final report of the committee should be disclosed only to the President.
   
3. INVESTIGATORY PROCEDURES
   
   1. Function The function of the committee shall be that of investigation only, not discipline or grievance.
      
   2. Evidence and Testimony
      
      1. The committee shall collect evidence and testimony. Any public accounts such as newspaper articles or court records should be reviewed.
         
      2. The committee should then interview people, one at a time. With at least one business day's advance notice, those people may be accompanied by witnesses or advisers. Anyone may be interviewed more than once. Each person shall be informed that their statements will be confidential; although, those statements might be put into a report to the President, they will not be attributed to anyone, unless the person testifying requests that his/her name be used. Only if the institution decides to initiate some sort of disciplinary proceeding which requires witnesses, will the person be asked to come forward.
         
      3. Interviews should begin with the individual who is under investigation. Then other personnel in that department should be interviewed to the extent reasonable to complete the investigation or as directed by the President. People in other departments or students may be interviewed. However, people should be interviewed about other departments only if there is significant evidence (including testimony) of an infraction and then only after notice to the President.
         
      4. The committee shall seek firsthand information. Hearsay (one person's report of what another person said) should be characterized as that and should generally be used only to ask the other person to come forward and be heard. No one will be "under oath," but all should be counseled about the value to the institution, its students, and employees of speaking fairly, accurately, and honestly.
         
   3. Report to the President
      
      1. The committee shall deliver a report to the President. The report should be in writing and signed by all the committee members. (Majority and minority reports would be acceptable, if necessary.) It should summarize, analyze, and briefly state the conclusions based on the facts, and make recommendations. The report should not mention any names, either of those who were interviewed (unless the person being interviewed expressly requests that his or her name be included) or of anyone else. Letters ("A," "B," etc.) could be substituted for names. The committee chair should keep a complete version of the report showing all names. If no further action is taken with respect to the report (such as further investigation or discipline of an employee), all versions of the report are to be destroyed at the earliest time permitted by law.
         
      2. The recommendations should indicate only either that no further action should be taken or that the institution should examine the need for disciplinary proceedings or organizational changes or both.
         
      3. The report will not be binding on the President of the institution.