Services

Fractional leadership

Senior civil rights coordination without a full-time hire. We hold the role, carry the portfolio, and are accountable for the record while we have it.

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At a glance

How a role is engaged

UnitA role, not a project or an hourly pool.
BasisA flat monthly retainer, quoted after scoping and fixed for the term.
LevelDeputy, full role, or director, depending on what the role has to hold.
SectorPriced separately for higher education, PK-12, and workplaces.

Published rates

The roles we hold, and what they cost

A flat monthly retainer for a named practitioner, quoted after scoping and fixed for the term.

A full-time coordinator is a salary, benefits, training, and a search, and it is the right answer when the caseload justifies it. Below that line, institutions have generally had two options: leave the role thin, or buy a consultant who advises and leaves.

We price the third option. You engage a role rather than a project, at a monthly retainer, held by a named senior practitioner who is accountable for the record while they hold it.

PK-12

Districts, charters, and independent schools.

Title IX Coordinator$5,000–$7,750 a month
Deputy Title IX Coordinator$3,000–$4,750 a month
ADA and Section 504 Coordinator$5,000–$7,750 a month
Title VII and EEO Officer$3,000–$4,750 a month
Civil Rights Compliance Officer$5,000–$7,750 a month
Director of Civil Rights Compliance$7,750–$11,250 a month
Chief Compliance Officer, fractional$7,750–$11,250 a month

Higher education

Colleges, universities, and systems.

Title IX Coordinator$7,000–$10,500 a month
Deputy Title IX Coordinator$4,000–$6,500 a month
ADA and Section 504 Coordinator$7,000–$10,500 a month
Title VII and EEO Officer$4,000–$6,500 a month
Civil Rights Compliance Officer$7,000–$10,500 a month
Clery Compliance Officer$4,000–$6,500 a month
Director of Civil Rights Compliance$10,500–$15,500 a month
Chief Compliance Officer, fractional$10,500–$15,500 a month

Workplaces

Employers, including institutional HR functions.

ADA and Section 504 Coordinator$7,000–$10,500 a month
Title VII and EEO Officer$7,000–$10,500 a month
Civil Rights Compliance Officer$7,000–$10,500 a month
Director of Civil Rights Compliance$10,500–$15,500 a month
Chief Compliance Officer, fractional$10,500–$15,500 a month

Monthly retainer for a named practitioner. A role appears in a sector only where the framework reaches it.

Terms

What the fee covers, and what it does not

What the retainer buysA named senior practitioner in the role, not a pool. Intake and case movement, supportive measures, process oversight, policy and instrument work, reporting, and the meetings the role has to be in. Scope is written into the agreement as a defined caseload and a defined set of obligations rather than a number of hours.
What sits outside itInvestigations of individual matters, certified training, and expert witness work are engaged and priced separately, because a role that also investigates its own intake is a conflict rather than a saving. Travel, and any filing or platform fees, are billed at cost.
Range, and where you land in itThe spread reflects institution size, caseload volume, how many frameworks the role carries, and whether staff report into it. We quote a figure after a scoping conversation, not a range, and the figure holds for the term.
Why we do not sell hoursCompliance does not arrive evenly. An hours package means a quiet month is wasted and a serious one runs out, and it turns every difficult week into a conversation about the meter. We commit to availability, presence, and a caseload instead, and we hold to those whatever the month looks like.
Term and rate protectionInitial term of twelve months with automatic renewal. Termination for convenience on 60 days' notice, or 30 days for monthly flat-fee work. Signing an agreement locks the rate for the term and earns 15 percent off general services. That discount does not stack on the PK-12 schedule, which is already set for the sector.
Sector differencesPK-12 is published on its own schedule. Workplaces are quoted on the higher education schedule. A role appears in a sector only where the framework reaches it, which is why Title IX is absent from workplaces and the Clery Act appears only under higher education.
Our practitioners are not for hirePractitioners are not available for permanent placement. If the role is working, you extend or renew instead, at reduced rates for longer commitments. We would rather keep the standard than sell you the person holding it.

What each level commits to

Three levels, defined by what the role holds

We sell a role rather than a block of hours, so this is what the role holds rather than how long it takes.

Level 01

Deputy

Capacity beside a coordinator who holds the role.

AvailabilityReachable every business day. Urgent intake acknowledged same business day.
PresenceIn your case review, and in any meeting where an open matter is decided.
CapacityUp to six active matters at a time.
BackupA named second practitioner who knows your file.

Level 02

Full role

The coordinator role itself, held by a senior practitioner.

AvailabilityReachable every business day. Urgent intake acknowledged within four business hours.
PresenceIn your standing weekly meeting, and in leadership meetings where the portfolio is discussed.
CapacityUp to twelve active matters at a time.
BackupA named second practitioner, briefed on every open matter.

Level 03

Director

Program ownership across frameworks, with staff reporting in.

AvailabilityReachable every business day, and out of hours where a matter requires it.
PresenceIn cabinet or executive meetings, board reporting, and the supervision of your own coordinators.
CapacityPortfolio level rather than matter level, with deputies added as volume requires.
BackupA named second practitioner and a documented continuity plan.

How an engagement runs

From scoping to handover

Three phases, and what each one actually involves.

Before the role is held

Scoping conversationWe look at the portfolio, the open matters, the calendar, and who is currently carrying what. You get a level, a scope, and a figure, or an honest answer that you do not need us.
Agreement and conflictsScope, rate, term, and reporting line in writing. We run a conflicts screen against the institution, the open matters, and counsel before anything is countersigned.
Standing upSystem access, background screening, and mandatory reporting obligations are in place before a single matter is touched. Your community is told who holds the role and how to reach them.

While we hold it

Intake and case movementReports come to a named person who answers them. Supportive measures are offered and documented, and matters move rather than waiting for a gap in someone else’s week.
Oversight and supervisionWe supervise or conduct investigations, advise leadership, sit in the meetings the role has to be in, and correct the process where it is not holding.
Reporting you can act onA written picture of what is open, what moved, what is at risk, and what needs a decision from you. Monthly at minimum, and immediately when something changes.

When it ends

HandoverA documented program rather than a pile of files: procedures, instruments, intake pathways, the open matters, and where each one stands.
Support through the transitionWe brief the incoming coordinator and stay reachable while they find their footing, so the institution does not lose the process along with the person.

The argument for the model

Why fractional rather than a report

A consultant delivers findings and leaves. A fractional coordinator holds the obligation, which means the process improves while it is being used rather than after the next complaint. That is the whole argument for the model, and it is also its limit: if what you need is a one-time assessment, say so and we will scope that instead.

Read the questions we get

Scoping

Tell us what the role has to hold.

A scoping call looks at the portfolio, the open matters, and who is carrying what, and ends with a level, a scope, and a figure.