Document 2154730

Delta Upsilon
Proposal for Partnership
Clarkson
University
Delta Upsilon International
Fraternity
8705 Founders Road
Indianapolis, IN 46268
Phone: (317) 875-8900
www.deltau.org
December 17, 2010
Mr. Jason Enser
Associate Dean of Students
Clarkson University
8 Clarkson Avenue
Potsdam, New York 13699
Dear Mr. Enser:
Three years ago today, a memo from Dean Stimeling made official the decision by the Recognition Review
Panel to revoke Delta Upsilon’s recognition for a period of at least three years, after which period we
would have the right to petition for the permission to re-establish an active chapter.
Please consider this packet Delta Upsilon International Fraternity’s proposal to partner with Clarkson
University to establish an undergraduate chapter with the membership, education, and multi-faceted
support that enables it to promote the missions and visions of Delta Upsilon and Clarkson University.
Much has happened in Delta Upsilon since our Clarkson Chapter lost recognition in 2007. Here are only
a few:
• The Fraternity celebrated its 175th Anniversary in 2009 and the President’s Task Force—comprised
of some of the very best minds in leadership development and student affairs—began its work to
position Delta Upsilon as the quintessential Greek partner on college and university campuses for
many years to come.
• I and the senior leadership team I brought on board are now three-and-a-half years into improving
and enhancing our leadership-development opportunities.
• We are now assessing the degree to which our student and alumni members are learning from our
programs, and making adjustments to increase that learning.
• Hundreds of alumni who were previously inactive are now engaged at various levels in the
organization.
• We added a new, masters-level position to our staff to focus fully on addressing behavioral issues
within chapters before they develop into cultural or long-term problems.
• We have closed eight chapters and reorganized four more for not living up to the Four Founding
Principles, and started six new chapters with the right students, right support, and right reasons for
existing.
We hope that you will take the time to truly consider re-establishing a positive relationship with Delta
Upsilon. We look forward to the opportunity.
If you have questions or would like additional information, please do not hesitate to contact me at (317)
875-8900 ext. 213 or [email protected].
Interfraternally,
Justin J. Kirk
Executive Director
Our Fraternity
Vision statement
Delta Upsilon is the premier men’s fraternity
committed to Building Better Men for a global society
through service, leadership development and lifelong
personal growth of our diverse membership.
Delta Upsilon mission
Building Better Men
Founded
•
•
•
•
November 4, 1834
Williams College, Williamstown,
Massachusetts
Founded as the first non-secret fraternity
Sixth-oldest general men’s college fraternity
(Fourth oldest still in existence)
Fraternity Mot to
Dikaia Upotheke: Justice, Our Foundation
Fraternity Headquarters
Delta Upsilon International Fraternity
8705 Founders Road
Indianapolis, IN 46268
Phone: (317) 875-8900
Delta Upsilon History
On the evening of November 4, 1834, 30 students - ten men from
each of the three classes (freshmen, sophomores, and juniors) at
Williams College - “all good men and true,” met in the Freshman
Recitation Room in West College and formed the Social Fraternity
known today as Delta Upsilon International Fraternity. A new era
had begun.
The late 1960s meant social upheaval and fraternities were among
the institutions questioned about their relevancy. DU strongly
emphasized the personal aspect of fraternity, rather than just its
rituals and formalities. This was a strong argument for starting
so many new chapters, with 18 chapters chartered from 1968 to
1971.
The first 30 years were trying for the Social Fraternity, which
adopted the name “Anti-Secret Confederation” (ASC) once an
alliance was formed with other non-secret groups from Union
College, Middlebury College, and Amherst College. The formation
of the ASC led up to the Convention of 1864, which was critical
for the young Fraternity. Delegates from three of its seven chapters
were in attendance, but a fourth delegate was needed to establish
quorum and enact legislation. Just as the group was about to
discuss the formal disbanding of the ASC the delegate from the
Rutgers Chapter arrived, completing the quorum. The Convention
moved forward with its important discussion and legislation and
officially adopted the name “Delta Upsilon,” which had already
been in use by several of the chapters.
Until 1969 Delta Upsilon rented office space in New York City
to serve as the organization’s headquarters. In 1969, Delta
Upsilon moved to Indianapolis, Indiana to service the Fraternity’s
membership more efficiently. With a gift from an alumnus
from the Pennsylvania chapter, Lester E. Cox, the Fraternity
Headquarters was built in the College Park area of Indianapolis,
Indiana.
The Convention of 1879 saw another important change for Delta
Upsilon. The Fraternity had always been anti-secret, actively
opposing the secret societies on college campuses. Though this
was a hotly debated subject, the delegates felt that it was an
outdated principle and chose to adopt a principle of non-secrecy,
working in harmony with the secret societies while keeping the key
elements of the organization’s founding.
By the following year, DU had grown to 15 chapters in the
northeast. In 1898, DU became an International Fraternity,
installing its first Canadian chapter at McGill University in
Montreal, Quebec. After a strong period of growth around the
turn of the century, the Fraternity was incorporated in the State of
New York in 1909.
The chapters which had been established were consistently solid.
Due to this strength the Fraternity did not lose any chapters
through World War I or the Great Depression. In 1949, through
the vision and generosity of Hugh E. Nesbitt, an alumnus from the
Ohio State Chapter, the Delta Upsilon Educational Foundation
(DUEF) was founded to provide educational scholarships to DU
members. Over time, the DUEF expanded its purpose to include
funding for educational programs such as the Leadership Institute
and the Presidents’ Academy.
During the 1970s through the 1990s, issues such as drug use,
alcohol abuse, sexism, racism, hazing, and other social issues
came out into the open and were discussed, and actively attacked.
While these are problems throughout society, Delta Upsilon has
attempted to combat these issues in our chapters.
The new millennium is presenting new challenges, which must be
faced. Membership recruitment and education are a continued
focus. Delta Upsilon continues to address tough social issues,
risk management and loss prevention, and embrace more diverse
demographics in an ever changing college environment. Delta
Upsilon has more than 175 years of experience in the fraternity
world and is planning its strategies for the years and decades to
come. Delta Upsilon has always been a leader and will continue as
it builds the 21st century fraternity.
Administrative
Struc ture
Administrative Staff
Justin Kirk, Executive Director
[email protected], Ext. 213
Brandy Cole, Director of Operations
[email protected], Ext. 205
Jana Cole, Executive Assistant
[email protected], Ext. 200
Educational Services
Staff
Andy Bergman, M.A.,
Assoc. Executive Director of Educational Services
[email protected], Ext. 206
Zach Thomas, Communications Consultant
[email protected], Ext. 207
Chapter Services Staff
Eric Chamberlain, CAE,
Assoc. Executive Director of Chapter Services
[email protected], Ext. 208
Ian Areces, Director of Chapter Performance
[email protected], Ext. 215
Laura Whitney, M.A., Director of Loss Prevention
[email protected], Ext. 203
Aaron Clevenger, M.A., Part-time Chapter
Development Coordinator
Dominic Greene, M.A., Part-time Chapter
Development Coordinator
Todd Sullivan, M.A., Part-time Chapter
Development Coordinator
Matt Tokarz, Leadership Consultant
[email protected], Ext. 209
Communic ations Staff
Jean Lloyd, Director of Communcations
[email protected], Ext. 211
Finance/Membership
Services Staff
Mary Ellen Watts, Senior Staff Accountant
[email protected], Ext. 210
Roslyn Riall, Membership Records Coordinator
[email protected], Ext. 202
Foundation Staff
David R. Schumacher, Executive Director
[email protected], Ext. 212
Craig S. Sowell, Director of Development
[email protected], Ext. 224
Fraternity Struc ture
Undergraduate Convention
The Undergraduate Convention is the undergraduate voting body
of Delta Upsilon’s bicameral legislature. The Convention consists
of one delegate from each chapter in good standing. Each chapter
selects a delegate for the convention, held each summer.
Assembly of Trustees
The Assembly of Trustees is the alumni voting body of Delta
Upsilon’s bicameral legislature. The Assembly consists of one
delegate from each alumni chapter in good standing. Each chapter
selects a delegate for the convention, held each summer.
Bylaws and Constitution
The Fraternity’s bylaws and constitution are constructed of the
Fraternity’s general laws. These documents outline the purpose
and functions of DU. Amendments and additions to these
governing documents can only be introduced and voted upon and
passed by both the Convention and Assembly.
Board of Direc tors
The Board of Directors manages the affairs of the Fraternity and
serves under the Assembly. The members of Board are volunteers
who serve two year terms. The Board’s officers are elected by
the Assembly every two years. Two undergraduate members are
elected to the Board yearly by the Undergraduate Convention.
Undergraduate Advisory Board (UGAB)
The UGAB consists of 13 undergraduate members, one from each
province. Members of the UGAB vote on any fee changes and
serve as focus group of DU’s undergraduate membership.
Province Governors
Province Governors are Fraternity volunteers appointed by the
Chairman of the Board. The Province Governor’s role is to solicit,
promote and encourage alumni interests in and support for
chapters, colonies, and the Fraternity as a whole.
Executive Direc tor and IHQ Staff
The executive director is hired by the Board and serves as the chief
operating officer of the Fraternity, running day-to-day operations.
The staff is hired by the executive director to help the Fraternity
advance its mission and achieve the strategic plan set by the Board.
Chapters and Colonies
Undergraduate and alumni chapters are chartered by the
Fraternity to enhance the development of both undergraduate
and alumni members. Undergraduate chapters consist of eight
officers: president, vice president of administration, vice president
of finances, vice president of recruitment, vice president of loss
prevention, vice president of academic excellence, vice president
of external relations and vice president of member education.
Each undergraduate officer position overlooks relevant committee
chairmen. The alumni chapter also has coordinating advisory roles
who serve to guide the undergraduate officers as needed. Colonies
are established by the Board of Directors with the intent to
become an undergraduate chapter.
Chapters and Colonies
Each active chapter and colony has an associated alumni chapter to
support the needs and interests of both undergraduate and alumni
members who attend or attended the academic institution at which
the chapter is established as well as alumni from varying chapters
who also live in the area.
Alberta, University of Alberta, Edmonton,
Alberta
Arizona State, Arizona State University,
Tempe, Ariz.
Arlington, University of Texas at
Arlington, Arlington, Texas
Boise State Colony,
Boise State University Boise, Idaho
Bradley, Bradley University, Peoria, Ill.
Bucknell, Bucknell University, Lewisburg,
Pa.
Cal Poly, California Polytechnic State
University, San Luis Obispo, Calif.
Chattanooga, University of Tennessee at
Chattanooga, Chattanooga, Tenn.
California, University of California,
Berkeley, Calif.
Carthage, Carthage College, Kenosha, Wis.
Central Florida, University of Central
Florida, Orlando, Fla.
Chicago, University of Chicago, Chicago,
Ill.
Colgate, Colgate University, Hamilton,
N.Y.
Cornell, Cornell University, Ithaca, N.Y.
Culver-Stockton, Culver-Stockton College,
Canton, Mo.
DePauw, DePauw University, Greencastle,
Ind.
Embry-Riddle, Embry-Riddle Aeronautical
University, Daytona Beach, Fla.
Florida, University of Florida, Gainsville,
Fla.
Georgia Tech, Georgia Institute
ofTechnology, Atlanta, Ga.
Grand Valley, Grand Valley State
University, Allendale, Mich.
Guelph, University of Guelph, Guelph,
Ontario
Hamilton, Hamilton College, Clinton, N.Y.
Houston, University of Houston, Houston,
Texas
Illinois, University of Illinois, Champaign,
Ill.
Indiana, Indiana University, Bloomington,
Ind.
Iona, Iona College, New Rochelle, N.Y.
Iowa State, Iowa State University, Ames,
Iowa
Kansas, University of Kansas, Lawrence,
Kan.
Kansas State, Kansas State ,University,
Manhattan, Kan
Kent State, Kent State University, Kent,
Ohio
Lafayette, Lafayette College, Easton, Pa.
Lehigh, Lehigh University, Bethlehem, Pa.
Louisville, University of Louisville,
Louisville, Ky.
Manitoba, University of Manitoba,
Winnipeg, Manitoba
Massachusetts, University of
Massachusetts, Amherst, Mass.
Miami, Miami University, Oxford, Ohio
Michigan, University of Michigan, Ann
Arbor, Mich.
Michigan Tech, Michigan Tech University,
Houghton, Mich.
Minnesota, University of Minnesota,
Minneapolis, Minn.
Missouri, University of Missouri,
Columbia, Mo.
Nebraska, University of Nebraska, Lincoln,
Neb.
North Carolina, University of North
Carolina, Chapel Hill, N.C.
North Carolina State, North Carolina
State University, Raleigh, N.C.
North Dakota, University of North
Dakota, Grand Forks, N.D.
North Dakota State, North Dakota State
University, Fargo, N.D.
North Florida, University of North
Florida, Jacksonville, Fla.
Northern Illinois, Northern Illinois
University, DeKalb, Ill.
Northwestern, Northwestern University,
Evanston, Ill.
Ohio, University of Ohio, Athens, Ohio
Ohio State, The Ohio State University,
Columbus, Ohio
Oklahoma, Oklahoma University,
Norman, Okla.
Oregon State, Oregon State University,
Corvallis, Ore.
Pace, Pace University, Pleasantville, N.Y.
Pacific, University of the Pacific, Stockton,
Calif.
Pan American, Pan American University,
Edinburg, Texas
Pennsylvania, University of Pennsylvania,
Philadelphia, Pa.
Pennsylvania State, Pennsylvania State
University, State College, Pa.
Pittsburgh (Colony), University of
Pittsburgh, Pittsburgh, Pennsylvannia
Purdue, Purdue University, West
Lafayette, Ind.
Rochester, University of Rochester,
Rochester, N.Y.
Rutgers, Rutgers University, New
Brunswick, N.J.
San Diego, San Diego State University,
San Diego, Calif.
San José, San José State University, San
Jose, Calif.
South Carolina, University of South
Carolina, Columbia, S.C.
St. Norbert, St. Norbert College, De Pere,
Wis.
Swarthmore, Swarthmore College,
Swarthmore, Pa.
Technology, Massachusetts Institute of
Technology, Boston, Mass.
Toronto, University of Toronto, Toronto,
Ontario
Tufts, Tufts University, Medford, Mass.
Virginia, University of Virginia,
Charlottesville, Va.
Virginia Tech (Colony), Virginia
Polytechnic Institute and State
University, Blacksburgh, Va.
Washington, University of Washington,
Seattle, Wash.
Washington State, Washington State
University, Pullman, Wash.
Webster, Webster University, St. Louis,
Mo.
Western Illinois, Western Illinois
University, Macomb, Ill.
Western Ontario, University of Western
Ontario, London, Ontario
Western Reserve, Case Western Reserve
University, Cleveland, Ohio
Wichita, Wichita State University,
Wichita, Kan.
Wisconsin, University of Wisconsin–
Madison, Wis.
International
Programming
Annual Conferences
Delta Upsilon hosts two annual conferences
for undergraduates. The Leadership Institute,
held in a different city each year, hosts our
Undergraduate Convention, Assembly of
Trustees, and numerous educational tracks for
undergraduate members. Leadership Institute
topics include membership recruitment,
loss prevention, DU history and values, and
community service. The Winter Educational
Conference is held every January at a substancefree campsite near Indianapolis. The Presidents’
Academy and Recruitment Symposium allow
the presidents and vice presidents of recruitment
from each chapter to work together in large
and small facilitation groups to discuss the
challenges faced in running a chapter or a
successful recruitment strategy.
SERVICE AND PHILANTHROPY
Delta Upsilon International Fraternity is
partnered in service with the Boys and Girls
Clubs. It is our belief that undergraduate
members gain more from the act of service
than from simply raising money to donate
to philanthropy. We ask that our members
volunteer their time to the Boys and Girls Clubs
and other service-oriented charities for the
betterment of those they are helping and for
personal growth.
BOYS AND GIRLS CLUBS
A vast majority of our chapters are located in
cities or towns near a Boys and Girls Clubs
branch. Brothers can assist in coaching sports
teams, chaperoning a field trip or dance,
coordinating teen programs or tutoring
club members. Chapters can also contribute
=donations raised by the chapter through
fundraisers, philanthropy events, or other
programs throughout the year.
Additionally, our chapters are required
to participate in at least one additional
philanthropy event per semester, such as another
organization’s event or campus-run event.
Chapters must also incorporate a service event
involving the entire membership. In recent
years, the Fraternity has participated in large
service projects at annual conferences helping to
greatly benefit the Boys and Girls Clubs while
offering the enriching opportunity to members
and attendees. Delta Upsilon also coordinates
annual service opportunities for members during
Fraternity programming such as our annual
Leadership Institute or abroad through our
Global Service Initiative.
LEADERSHIP DEVELOPMENT
OPPORTUNITIES
Delta Upsilon has a full slate of educational leadership conferences
to help develop and grow our chapters and members. All of these
conferences are funded in whole, or in part, by generous donations
from the Delta Upsilon Educational Foundation.
Leadership Institute
The Delta Upsilon Leadership Institute is an annual, three-day
educational conference for undergraduate and alumni members
of the Fraternity. The mission of the Leadership Institute is to
develop within each chapter of Delta Upsilon a defined level
of excellence based on effective team building and functioning,
definition of team members’ responsibilities, and team productivity
within the current environment.
Educational programming elements emphasize the Leadership
Institute mission and assist both undergraduate and alumni
members in building the 21st century fraternity. Alumni events
include the Assembly of Trustees, one element of DU’s bicameral
legislative bodies, and educational programs for alumni volunteer
advisors and house corporation officers. Program elements for
undergraduate leaders include highly focused workshops designed
to help members advance chapter operations and the aims of
the International Fraternity. In addition, the Undergraduate
Convention affords collegiate brothers the opportunity to actively
participate in the Fraternity’s legislative process.
Presidents’ Academy
Delta Upsilon’s annual Presidents’ Academy is an intensive,
three-day leadership development program for chapter and colony
presidents. The conference program is designed to assist chapter
and colony presidents to lead the Fraternity into the 21st century.
The Presidents’ Academy features excellent, interactive sessions
on leadership, chapter management, and effecting positive change.
Facilitators and featured speakers include experts in education,
business and industry, law, insurance, and politics.
Recruitment Symposium
On an annual basis the Fraternity sponsors the Recruitment
Symposium. This intensive, three-day leadership development
program for vice presidents of membership recruitment. The
conference program is designed to assist chapters and colonies
in developing and implementing successful recruitment
philosophies and strategies, which address a constantly changing
campus environment. The Recruitment Symposium features
interactive sessions on year-round recruitment, learning
and teaching recruitment skills, and member motivation.
Facilitators and featured speakers include experts in the fields
of education, business and industry, law, insurance, and politics.
The Recruitment Symposium is held in conjunction with the
Presidents’ Academy.
EMERGING LEADERS PROGRAM
The Charles Evans Hughes Delta Upsilon Emerging Leaders
Program enables our newest brothers to develop leadership
skills and dissect the philosophies of our Fraternity’s heritage
through activities and discussions. By cultivating future chapter
leaders early in their Delta Upsilon experience, the Fraternity
creates greater potential for both personal and chapter success.
This hands-on experience brings a different perspective as each
attendee retraces the footsteps of our Founders during a retreat
to our founding site at Williams College in Williamstown,
Massachusetts.
Global Service Initiative
For the first time, in 2010 Delta Upsilon offered our members
an opportunity to get involved beyond their own campus
communities and really make an impact through service. In
the spring of 2010 members of Delta Upsilon participated in
the inaugural Global Service Initiative. Students from across
the continent joined together to assist in service projects, in
Negril, Jamaica. Working together to make a difference in three
communities and share in their brothers’ experiences, DU
members applied the founding principles throughout this servicebased learning environment.
Advisors’ Academy
Regional Leadership Seminar
Advisors from across the continent gather for a weekend of
advisor-focused workshops and time to work with the students
they advise. In conjunction with the Presidents’ Academy and
the Recruitment Symposium, the addition of the Advisors to
the action planning and strategic planning greatly enhances
transparency between the alumni advisors, the undergraduate
leadership and the chapter services staff. Participants
strengthen personal relationships with students and gain a
better understanding of today’s student while increasing their
awareness of available resources. Delta Upsilon’s advisors gain an
understanding of the Fraternity’s goals and direction and increase
their ability to be an effective advisor.
Each spring Delta Upsilon facilitates thirteen Regional Leadership
Seminars (RLS). These are opportunities for chapters in a
geographical area to attend sessions on chapter programming,
recruitment, and hear speakers on a wide range of topics affecting
Greek life today. RLS is also a great forum to exchange ideas
by interacting with members from a wide range of chapters and
diverse backgrounds.
Membership
Education
Throughout each member’s undergraduate
experience in Delta Upsilon, opportunities for
ongoing education are strongly encouraged and
offered by both the chapter and the International
Fraternity. Regular and annual workshops, as
well as conferences and seminars facilitated by
the Fraternity further supplement the learning
opportunities offered to all of our members.
All new and current members are responsible
for knowing the chapter’s organizational
structure. All members are also encouraged
to participate and develop skills by holding a
secondary position overseen by a member of the
executive board. To ensure the executive officers
are aware of their responsibilities, Delta Upsilon
has employed the Chapter Excellence Plan
(CEP). The CEP is an online tool that allows
Delta Upsilon staff to track the progress of our
chapters and give quick feedback to chapter
submissions. The CEP contains operational
criteria specific to each executive position, and
the officer must submit proof the criteria has
been met. If the officer has questions regarding
his duties, he can immediately refer to a number
of online resources available at www.deltau.
org, including examples of submissions for each
criterion, and soon, newly revised chapter officer
manuals.
Diversity, time management, and a wide array
of other topics are all contained within The
Cornerstone, Delta Upsilon’s handbook for all
topics relating to the college man’s experience. A
copy of The Cornerstone is provided to each new
member when a chapter reports new members to
Headquarters. All information included in The
Cornerstone is aimed to be in conjunction with
Delta Upsilon’s mission of Building Better Men.
Associate member educ ation
Delta Upsilon uses a big brother program, in which each associate
member is assigned an undergraduate member as a personal
mentor. The big brother will ensure the new member maintains
an academic focus through the new member education period,
as well as ensure the new member adheres to the signed honor
code. The big brother will also assist in teaching the new member
about the Fraternity’s history and the Four Founding Principles
while fostering a healthy relationship for the duration of their
undergraduate membership.
All new and current members are also responsible for knowing
the history of Delta Upsilon. The organization’s history is found
in new member and colony manuals, as well as The Cornerstone.
Current and new members are encouraged to run for executive
board positions. Delta Upsilon also requires attendance from each
chapter at each of our leadership training seminars: Leadership
Institute in the summer; Winter Educational Conference in the
winter; and Regional Leadership Seminars in the spring. All new
and current members are responsible for being aware of and paying
all dues and fees in a timely manner. A sample of a fraternity
budget and its explanation are included in new member and colony
manuals. Each chapter of Delta Upsilon must send out a minimum
of two alumni newsletters each school year (one per semester), and
are responsible for keeping an up-to-date alumni list with e-mail
and mailing addresses.
Colony Plan for Ac ademic
Excellence
Being a top academic preforming colony and chapter takes
planning, preparation, support, and practice. To that end, having
an effective and functional Scholarship Plan. Here are a few things
that are important in any academic plan:
Academic Standards
The colony’s minimum cumulative GPA requirement is 2.5/4.0
and all officers must hold at least a 2.6/4.0 in order to hold
office. In order to become a chapter, A colony is required to have
a cumulative GPA above the campus all-men’s average. Other
standards and requirements are outlined in the colony bylaws.
Establish Study Hours
The Academic Excellence Plan should also establish colony study
hours. “Study hours” time for all colony members to gather
and prepare for upcoming class deadlines, write papers, review
important course materials, etc. This environment provides
support for members who are struggling in a particular area and
gives them an opportunity to work with those who do well in that
subject.
Outline the Vice President of Academic
Excellence’s position description
As outlined in the colony’s bylaws, the vice president’s position
should be reviewed within the plan. In addition, if the colony
has an active scholarship committee, a committee overview and
member selection should be outlined.
Discuss the procedures if a member does
not meet academic standards
The colony must outline what steps will be taken if any particular
member falls below the minimum grade requirement. The
procedures should provide constructive consequences for that
individual that provides them with the time and resources
necessary to improve their GPA and remain a member of the
organization.
Outline what educational training the
colony will receive on scholarship
The plan should also include a tentative outline of what kind
of scholarship and academic training will be provided it the
membership. This can include, but is not limited to, workshops
with professors and other campus officials on proper study
methods, university requirements, etc.
RISK MANAGEMENT
AND STANDARDS
In addition to the director of loss prevention,
the Fraternity employs trained leadership
consultants to assist our chapters and colonies.
Staff are trained in many areas including
membership recruitment, finances, membership
education, and risk management. They
spend the academic year visiting chapters and
colonies to assist them in all areas of fraternity
operations.
• Delta Upsilon is a Member of FIPG, Inc.
• Member of FRMT, Ltd. (Fraternity Risk
Management Trust, Ltd.)
• Loss Prevention Policy sets expectations
for issues including alcohol and drugs;
hazing; sexual abuse; physical abuse; fire,
health, and safety; and education.
• Each chapter and colony required to elect
a vice president of loss prevention.
• Fraternity employs a full-time staff
member, the director of loss prevention,
whose primary focus is loss prevention
and risk management education.
• $1 million liability insurance policy with
a $10 million umbrella for a total of $11
million of liability insurance coverage per
incident.
• Chapters are given incentives to complete
GreekLifeEdu, an online educational
program that empowers students to make
well-informed decisions and provides
simple strategies to help keep them and
their friends safe.
• Fraternity produces several resources,
that focus on loss prevention and risk
management.
• All infractions of the Fraternity’s Loss
Prevention Policy are taken very seriously,
and dealt with in a timely manner.
• The Alcohol-Free Housing Policy shall
prohibit any alcoholic beverages on
the property and premises in which
an Undergraduate Chapter is housed
whether owned, rented, or leased by that
Chapter, or any alumni organization
affiliated with or related to that Chapter.
All new Fraternity colonies, recolonizations, and reorganizations shall
implement the Alcohol-Free Housing
Policy.
Alumni Advisory Board
While all chapters and colonies of Delta Upsilon are required to
have a functioning alumni advisory board in place, those chapters
that have been determined to operate at levels below our minimum
chapter standards will receive additional assistance in identifying
and putting into place an active and supportive alumni advisory
board. Through resources at the international headquarters,
interested alumni will be located and solicited for their time, effort,
and involvement.
Chapter Mentors
Associate members of DU are assigned a big brother to guide
them through their orientation to the Fraternity and the college/
university. This same philosophy is applicable at the organizational
level. Colonies and chapters experiencing difficulty with minimum
chapter standards will be assigned chapter mentors. Chapter
mentors are selected from among the most successful DU chapters.
Chapter mentors are given specific communication/interaction
requirements for supporting the efforts of the colony that they are
mentoring.
Loss Prevention Policies
Delta Upsilon is a non-secret, non-hazing fraternity. All members
are responsible for ensuring all activities occurring with or
sponsored by the Fraternity are within the anti-hazing policies of
Delta Upsilon. Delta Upsilon’s anti-hazing policies are found in
the new member and colony manuals, as well as The Cornerstone.
Educ ation on Risk
Management and Hazing
GreekLifeEdu
Since June 2001, Delta Upsilon Fraternity has partnered
with Outside the Classroom to offer GreekLifeEdu - a nonopinionated, science-based course that aims not to preach but
rather to teach the facts about alcohol, hazing and sexual assault.
It is a Web-based prevention program using the latest prevention
techniques and science-based research to educate students about
alcohol consumption, hazing and sexual assault. GreekLifeEdu
will empower our members to make well-informed decisions and
help them better cope with the behavior of their peers. It offers a
confidential, personalized experience for each student. The course
includes:
•
•
•
•
4 modules of content featuring videos, discussion boards,
blogs, interactive activities and more
Helpful tools, like a BAC calculator and map of US laws
Safe partying strategies and tips for helping a friend
Answers to students’ most common questions about hazing
and sexual assault
ResponseAbility Program
Responsibility is a program which addresses bystander behavior:
when we see something happening that we know is not right
and we say or do nothing. The training focus discusses several
behaviors relatable to college campus such as hazing, drug/alcohol
abuse, racism, homophobia, eating disorders, sexual assaults, and
other inappropriate and unhealthy behaviors.
The program uses actual undergraduates with real examples to
help members relate to bystander intervention. This program is
designed to empower and train students on ways to transform
values into action by intervening when others exhibit these
behaviors. Each chapter should have the ResponseAbility program
within their library.
International Conferences
All international programming curriculum includes an
educational session on accountability and explanation of loss
prevention policies. Depending on the program, it includes:
interactive case studies, large and small group discussions on
policy implementation, presentation on insurance policies, and
training on appropriate response/reporting techniques. The
educational programming mentioned above (GreekLifeEdu and
ResponseAbility) is also integrated into the curriculum. This
allows the men to understand the resources more clearly and
effectively implement them to the chapter.
Required Loss Prevention
Plan
Each colony and chapter is required to create
and implement a sound Loss Prevention Plan.
This includes: risk management practices, loss
prevention policies, educational programming,
and a crisis management plan. The chapter is
to submit it to the Chapter Excellence Plan
annually and evaluated by a professional
staff member. Delta Upsilon also provides
an insurance and crisis management plan for
each chapter to adapt to their campus-specific
resources.
Reporting an Incident and
International Standards
Commit tee
If an incident occurs, the men should refer to
the Loss Prevention Plan on communication
and report the incident immediately. Reporting
mechanisms include: online (http://www.
deltau.org/membersresources/reporting/
incidentreportform), direct call to International
Headquarters, email or fax. It is Delta Upsilon’s
policy that we respond to all reported incidents
within 48 hours.
In the event that an incident violates Delta
Upsilon International Loss Prevention policies,
the chapter will meet (or conference call) with
the International Standards committee to
determine the status of the chapter, identify the
support and needs of the men, and provide both
punitive and educational sanctions to help them
succeed.
Policy Compliance
Delta Upsilon strives to assist our campus
partners with membership experiences. Our
Director of Loss Prevention will help a colony
comply with Delta Upsilon, university as well
as department policies and procedures and all
local and state laws through the utilization of
proactive coaching and standards accountability.
These areas will be enhanced through ongoing
training and to create a standards conduct board
at the onset of the colony’s inception.
Our Partnerships
Colonization Efforts: past five
years
2007: Northern Illinois (chartered 2010)
2008: San Antonio (colonized 2008; suspended operation 2009)
2009: Embry-Riddle (chartered 2010)
2010: Grand Valley State (chartered 2010); Chattanooga
(chartered 2010); Boise State (colony, expected to charter in 2011)
Future Partnerships
Installation Objec tives
After colonization, Delta Upsilon will implement an aggressive
plan to establish the colony as a chapter. Below are the
requirements which must be met for the colony to become fully
recognized as a chapter.
•
Colony GPA must be at or above the campus’ all-men’s
average and a written comprehensive scholarship program
must be implemented. The colony shall also have established
minimum GPA requirements for membership, initiation,
and to hold office.
•
Colony membership number must remain at a sustainable
level (usually, at least 35 members) and will be carefully
tracked throughout the expansion/colonization process.
Factors to be considered will include the median fraternity
size on campus, past recruitment results of the colony,
alumni support and strength, and cohesiveness of the colony.
The colony is expected to implement a year-round written
recruitment plan that includes dates, events, and objectives
for recruitment activities.
•
Colony must implement sound fiscal practices and remain
current on all financial obligations to the university, IFC,
the Fraternity, and all local vendors. A budget must also be
submitted to Delta Upsilon International Headquarters.
•
Must strictly observe the Fraternity’s loss prevention policies
and implement a written loss prevention program.
•
Must attend all regional and international leadership
programs including Leadership Institute, Winter
Educational Conference, and their Regional Leadership
Seminar. Campus and IFC programs are also strongly
encouraged.
•
Must complete all necessary administrative requirements
for Delta Upsilon International Headquarters and the
university. This includes biographical reports from members,
membership rosters, conference registrations and officer
updates.
Spring 2011: Elon; Iowa State
Fall 2011: Delaware
Spring 2012: Kentucky
Fall 2012: James Madison
Colonization Requirements
When Delta Upsilon is invited to establish a colony on a campus
we charge our new members first with establishing a colony. It
is Delta Upsilon’s goal to colonize a group three to four weeks
after the initial on-campus recruitment effort. Delta Upsilon’s
colonization requirements are as follows:
• The petitioning group must have a minimum of 20
members, and should have the realistic potential to be at or
above the all-fraternity average in membership size within
two years.
• The group shall have a list of goals and objectives developed
with the Fraternity’s principles and philosophy in mind.
•
The group is encouraged to apply for university recognition
with the intent of affiliating with Delta Upsilon.
•
The group shall have an advisor and meet with this person
on a regular basis.
•
The petitioning group should be meeting on a weekly basis
and should be developing a budget and dues system which
covers the Fraternity’s insurance and fees.
•
•
Members should be familiar with Delta Upsilon’s
foundation, philosophy, and history.
Must conduct regular officer and colony retreats to establish
goals and strategies.
•
•
The group should have a positive working relationship with
the greek advisor.
Colony must have at least two alumni/faculty advisors who
meet regularly with the group.
•
•
If allowed, the group shall be encouraged to meet and
participate in IFC meetings and activities and should uphold
all standards and regulations prescribed by the IFC.
Colony must develop and implement a sound new member
and membership education program that meets the
vital needs of its members and supports the Fraternity’s
principles.
•
The group should establish a positive relationship with
a nearby chapter selected by the Fraternity to serve as a
mentor chapter.
•
Must organize at least two alumni and/or parent events
each year and shall distribute at least two alumni/parent
newsletters.
•
The group must complete and submit the Colony
Application supplied by the Fraternity.
•
Colony must sponsor or be involved in at least two service/
philanthropic projects each year, with one being sponsored
solely by the colony.
Partnership Strategy
Phase one: 6 Months Prior
• Contact local alumni
• Meet with greek advisor, IFC, student
activities office and other appropriate
parties
• Expectations agreement with student
activities office
• Develop code of conduct for colony
• Request recommendations/referrals (from
faculty, staff, student activities, etc.)
• Outline founding father repository
• Develop contact lists (clubs and
organizations, student leaders, etc.)
• Secure on-campus workspace and
resources, lodging and location for
colonization ceremony
• Secure meeting space for info sessions,
tabling, events, etc.
• Begin marketing (listserv, newspaper,
advertising, etc.)
• Identify potential alumni advisors/faculty
advisor/academic advisor
• Prepare an interest group website and
Facebook group
• Outline day-to-day goals and tasks
• Customize the founding father packet
• Gather informational session and tabling
materials
• Submit press release to campus media
Phase T wo: 5 Weeks
Week 1
• Meet with 10+ student organizations
• Host 2-3 recruitment tables
• Host one principle-related activity
• Build names list to 250+
• Meet with 2-3 students per day
• Recruit 10 members
Week 2
• Meet with 5+ student organizations
• Host 2-3 recruitment tables
• Host two informational sessions
• Host one principle-related activity
• Build names list to 500+
• Meet with 2-3 students per day
• Recruit 10 members
Week 3
• Host two informational sessions
• Host one principle-related activity
• Reduce names list to around 300
• Meet with 3-5 students per day
• Recruit 10-15 members
• Invite friends, family, staff, etc., to
Colonization
Week 4
• Host two informational sessions
• Host one principle-related activity
• Reduce names list to around 150
• Meet with 3-5 students per day
• Recruit 10-15 members
Week 5
• Host one principle-related activity
• Host an alumni meet-and-greet
• Meet with 3-5 students per day
• Recruit 10-15 members
• Hold first group meeting
• Exit meeting with student activities
office
Phase Three: 6-12 Months
Colonization
• Public ceremony on campus
Transition (1 week)
• IHQ recruiters depart; chapter
development coordinator arrives
• New colony begins to develop
• Goals are established
• Installation (chartering) time line
is set
• Colony retreat held
• Officer elections and installations
held
Colony Education (8 weeks)
• First official advisory board meeting
• Colony officers and advisors
implement associate member
education program
Colony Success (4-10 months)
• Colony development plan
implemented by headquarters staff,
advisors, and officers
• Colony achieves installation
requirements
• Public Installation Ceremony,
including member Initiation, is held
• Members attend Leadership
Institute to receive charter in front of
hundreds of DUs
Colony Fee Summary
Colony Manual
Delta Upsilon’s fee structure is one of the
most competitive amongst men’s college
fraternities. For a glimpse of the fees
assessed to a colony and its members,
please review the information provided
below.
The Fraternity’s Colony Manual serves
as a resource for all colony members
throughout the colony process. In
conjunction with The Cornerstone, the
manual provides resources necessary to
building a successful organization. The
manual discusses eight core topics of
Fraternity life, with a new topic being
discussed each week.
Individual colony members are responsible
for the following fees:
• Initial Colony Member Fee - $100
(one-time fee due at the time one
becomes a colony member).
• Colony Member Fee - $80.00 per
term (due two academic terms after
colonization).
• Initiation Fee - $200 (one time fee
due at time of Initiation after colony
has become a chapter).
The colony, as a group, is responsible for
the following fees detailed above:
• Insurance Assessment (due two
academic terms after colonization).
• Educational Conferences Assessment
(due two academic terms after
colonization).
• Chapter Installation Fee of $750
(due at the Installation ceremony).
In addition to these fees, Delta Upsilon
colony members set their own local
dues structure to cover costs such as
Interfraternity or Greek Council dues,
intramural sports fees, social function costs,
educational costs, and office supplies needs.
Dues assessed to each member of a Delta
Upsilon colony vary from group to group
depending on what other money the colony
wishes to collect for its own operations.
Typically, dues range from $300-$400 per
member for one semester. Generally, this
money is more than enough to cover the
fees detailed above and any monetary needs
the colony may have locally.
Each colony is also placed on a colony
assistance program provided by Omega
Financial until chartered. The program
helps the colony maintain an easilymanaged, reliable structure for collections
while also allowing review and feedback
by Headquarters’ staff. Delta Upsilon’s
partnership with Omega Financial offers a
valued service at a reduced cost.
Week One:
Principles and History
Week Five: Academic Excellence
and Governance
Week Two Obligations and
Structure
Week Six: Fraternity Life
Week Three:
Recruitment
Week Seven: External Relations,
and Service Learning
Week Four: Loss Prevention
Week Eight: Ritual
The colony manual provides a weekly
meeting agenda and questions/topics for
group discussion and learning. The manual
is designed to help individual members
take time for personal learning while
allowing for group discussion and debate
on various topics.
Partnership Commitment
Delta Upsilon recognizes the foremost
importance of developing an ongoing
relationship with entire Clarkson University
community. The Fraternity is committed to
perpetuating student growth through leadership
development and personal enrichment to benefit
the entire CU community.
Colony Development
• The Fraternity is committed to providing
the following resources and staff support
during the colony period:
• Provide staff on location prior to and
during the colonization period
• Develop a specific time line of the
expansion process while on campus
• Select and train an alumni advisory board
• Recruit a minimum of 20 men before
colonization; 40 (or campus average) men
before chartering
• Assist colony members in setting up
financial plan, such as their bank account
and colony budget
• Coach colony members on recruitment
strategies, and assist in future planning
• Train new officers and provide continued
support throughout and following the
colony period
• Provide ongoing communication between
the campus and Greek community, the
colony and the Fraternity
Communit y Enrichment
As part of Delta Upsilon’s commitment to
Clarkson University. the Fraternity understands
the equal importance of recruiting leaders within
the community and developing leaders for the
community in return. Members are encouraged
to extend their involvement through campus
activities. Each DU chapter is required to
participate in Greek, campus and local service
events, provide faculty and alumni programming
and offer educational experiences that are open
to the public as well.
Chapter Servicing Philosophy
DU International recognizes that not all chapters need
the same type of support, and that the type of support a
given chapter needs in a given year is not necessarily what it
needed in the past, or what it will need in the future. With
this recognition, the headquarters does not participate in the
traditional chapter-servicing model of providing every chapter
with one three-day visitation by a recently graduated leadership
consultant each semester/year.
Rather, our approach contains the following facets:
• Each chapter is assigned a primary staff liaison at the
headquarters. The liaison proactively communicates with that
chapter’s undergraduate and alumni leaders and advisors on
all issues pertinent to all chapters, as well as specific areas of
relevance to that particular chapter. Most of the education,
guidance, and support provided by the liaison is via phone
and electronic communication.
• When electronic and phone support are insufficient to
adequately address the needs of the chapter, pertinent
headquarters staff (often including the executive director)
collaborate and decide which staff and/or volunteers are best
suited to travel to the chapter and address its specific needs.
Sometimes, exactly what a chapter needs is a “traditional”
three-day visit by a leadership consultant; sometimes, it’s a set
of weekend workshops conducted by one of the headquarters’
full- or part-time, masters-level staff; sometimes, one
chapter meeting led by the director of chapter services or the
executive director is what is most helpful; occasionally, a 7-or
10-day trip by a leadership consultant is required to make a
significant impact.
• Partnership with the key constituents--campus professionals
and local-alumni advisors--is the cornerstone of our approach
to servicing our chapters. When we work together to create
and achieve a shared vision, almost anything is possible. In
cases where we do not, very little meaningful change can
happen.
Chapter Excellence Plan
The Chapter Excellence Plan (CEP) is Delta Upsilon’s way of
ensuring each chapter is both operationally sound and firmly
rooted in the Four Founding Principles. Each chapter officer
is responsible for documenting chapter activity relative to his
office by submitting information to the CEP website, a public
site located at http://cep.celect.org. The key elements of the
CEP include:
Operations-based Standards
Efficiency in certain operations is generally understood to
be required for overall chapter success. Such areas include:
academic performance, chapter management, membership
education, membership recruitment, and financial
management.
principles-Based Standards
Delta Upsilon remains committed to upholding the Fraternity’s
Four Founding Principles: the Promotion of Friendship, the
Development of Character, the Diffusion of Liberal Culture,
and the Advancement of Justice. For each principle, there are
a number of activities which, when completed by the chapter,
demonstrate a commitment to upholding that principle. The
activities range from relevant workshops and seminars to
organization of and participation in philanthropic events.
Balance
Exactly half the CEP points a chapter can earn during the
academic year are tied to chapter operations and half are tied to
our Four Founding Principles. This is a clear expression of the
International Fraternity’s belief that without sound operational
management, the very existence of a chapter is threatened, and
without activities firmly rooted in our Four Founding Principles,
the existence of a chapter is not worthwhile. The International
Fraternity recognizes that many of our undergraduate members
are “over-programmed” on their campuses, leaving precious little
time to focus on academics, work, healthy relationships, and other
pursuits that lead and individuals to be well-rounded members of
society. With that in mind, a fundamental concept behind the CEP
is that chapters will not be rewarded for “overdoing” it. A limited
number of points are available for each standard; chapters are not
able to accumulate points towards the overall goal by repeating one
or two favorite activities again and again.
Online Reporting
As each chapter activity is planned, the appropriate officer
uploads the agenda and other materials related to the activity
to the CEP website, for review by a full-time staff member who
DU Headquarters employs to review each submission and offer
immediate feedback. Chapters receive points for planning the
activity ahead of time, and then additional points for completing
the activity. This real-time, online reporting system allows
Headquarters additional insight into the activities, opportunities,
and needs of each chapter.
Transparency
In keeping with the Fraternity’s endeavor to remain transparent,
the online CEP is open to anyone. All chapter members, alumni,
advisors, and other interested parties can view the progress and
submissions of any Delta Upsilon chapter. This allows other
chapters to view some of the best practices in given areas, as
well as exchange and share programs and philanthropic ideas.
Additionally, the CEP home page allows anyone a real-time
“snapshot” view of where a particular DU chapter ranks in
comparison to all other DU chapters.
The Awards Program
At the end of the academic year, the Fraternity’s Awards
Committee considers the CEP and other criteria and determines
the chapters who achieved excellence in each of the 12 major
operational areas. From these, seven chapters are chosen as
finalists for the Sweepstakes Award, the highest honor a chapter
can achieve. Of these seven, one is chosen as the Sweepstakes
Award winner. Also presented is the Most Improved Chapter
award, given to the chapter whose CEP score has improved most.