Title IX Reporting

Assisting colleges and districts with reporting requirements for sex-based offenses.

Title IX Sex Discrimination Legislative Reports

Pursuant to section 66282.1 of the California Education Code, starting September 1, 2026, and annually thereafter, all community college districts in California are required to submit information on specified activities undertaken to prevent, address, and respond to incidents of sex-based discrimination, including sexual harassment, on a campus-by-campus basis. The resources on this page are provided by the California Community Colleges Chancellor’s Office to assist colleges and districts in preparing and submitting this annual report.

This issue is overseen by Deputy Chancellor Rowena Tomaneng, interim Vice Chancellor of Student Services. Questions may be addressed to the Chancellor’s Office Title IX inbox at TitleIX@CCCCO.edu.

Webinar Recording: Annual Title IX Reporting Requirements

California Community Colleges face new sexual harassment reporting Requirements; What you need to know. Watch the webinar that introduces the new Title IX requirements and our consultant partners at TNG, who oversee the Association of Title IX Administrators.

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New Reporting Tool Available

In partnership with TNG Consulting, the Chancellor’s Office is pleased to offer this reporting tool for districts to upload statutorily mandated data pursuant to this report. The tool requires users to establish a free account.

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Frequently Asked Questions

Each Community College District governing board must prepare and submit an Annual Report regarding reports and complaints of sexual harassment. The Annual Report must be submitted to the Chancellor’s Office and posted on the district’s public website.

Each Community College District is required to submit its Annual Report to the Chancellor’s Office on or before September 1 of each year. The first Annual Report is due September 1, 2026.

Yes. In addition to submitting the Annual Report to the Chancellor’s Office, Districts must post the report on their public website.

Yes. The Annual Report must be presented during a meeting of the District governing board that is open to the public.

The initial Annual Report should include data covering the period between January 1, 2025, and June 30, 2026 (18 months). Each subsequent Annual Report should include data from July 1 – June 30 (12 months). For example, the Annual Report due September 1, 2027, will include data from July 1, 2026 – June 30, 2027.

The report must include:

  • The number of sexual harassment reports received;
  • The number of sexual harassment complaints received;
  • The number of complaints currently under investigation;
  • The number of complaints in which a final investigative report was completed;
  • The length of time taken to commence an official investigation after a sexual harassment complaint is filed;
  • he length of time taken from the commencement of an investigation to the completion of a final investigative report;
  • The number of hearings conducted;
  • The number of appeals filed;
  • The outcomes of hearings and appeals; and
  • Information identifying any categories of employees who are exempt from receiving or handling reports or complaints of sexual harassment, or who are exempt from any institutional obligation to report such information to the Title IX Coordinator or other official with authority to respond.

The report generation tool provided by the Chancellor’s Office will prompt Districts to disaggregate each category into subsets as specified in the statute, many of which are specific to the length of time involved in different phases of the complaint resolution process.

The statute references other Education Code definitions of sexual harassment, that track California law, but do not precisely align with federal definitions. Yet, the California definitions arguably encompass the federal “Big Five” Title IX offenses (sexual harassment, stalking, sexual assault, dating violence, and domestic violence) because the California definitions are broader. Thus, districts will report offenses beyond the scope of the Big Five offenses. The applicable definition of sexual harassment is:
“Sexual harassment” means unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature, made by someone from or in the work or educational setting, under any of the following conditions:

  1. Submission to the conduct is explicitly or implicitly made a term or a condition of an individual’s employment, academic status, or progress.
  2. Submission to, or rejection of, the conduct by the individual is used as the basis of employment or academic decisions affecting the individual.
  3. The conduct has the purpose or effect of having a negative impact upon the individual’s work or academic performance, or of creating an intimidating, hostile, or offensive work or educational environment.
  4. Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through the educational institution.

Sexual harassment under CA law also encompasses the offenses of sexual violence, sexual battery, and sexual exploitation, as defined below:

  1. “Sexual violence” means physical sexual acts perpetrated against a person without the person’s affirmative consent, as defined in paragraph (1) of subdivision (a) of Section 67386. Physical sexual acts include both of the following:
    1. Rape, defined as penetration, no matter how slight, of the vagina or anus with any part or object, or oral copulation of a sex organ by another person, without the consent of the victim.
    2. Sexual battery, as defined in paragraph (2).
  2. “Sexual battery” means the intentional touching of another person’s intimate parts without consent, intentionally causing a person to touch the intimate parts of another without consent, or using a person’s own intimate part to intentionally touch another person’s body without consent.
  3. “Sexual exploitation” means a person taking sexual advantage of another person for the benefit of anyone other than that person without that person’s consent, including, but not limited to, any of the following acts:
    1. The prostituting of another person.
    2. The trafficking of another person, defined as the inducement of a person to perform a commercial sex act, or labor or services, through force, fraud, or coercion.
    3. The recording of images, including video or photograph, or audio of another person’s sexual activity or intimate parts, without that person’s consent.
    4. The distribution of images, including video or photograph, or audio of another person’s sexual activity or intimate parts, if the individual distributing the images or audio knows or should have known that the person depicted in the images or audio did not consent to the disclosure.
    5. The viewing of another person’s sexual activity or intimate parts, in a place where that other person would have a reasonable expectation of privacy, without that person’s consent, for the purpose of arousing or gratifying sexual desire.

No. For purposes of Education Code section 66282.1, the term “Title IX office” should be interpreted broadly to include the District office or department responsible for receiving, reviewing, investigating, or otherwise responding to reports and complaints of sexual harassment, regardless of its official name. In some Districts, these responsibilities may reside within Human Resources or another office. Districts should report all data associated with the office or offices that perform these functions, even if not formally designated as the “Title IX Office.”

No. The statute separately requires Districts to report the number of reports received and the number of complaints received. Where a report does not result in an investigation, it should still be counted. “Complaint” is not defined in the statute but should align with the definitions of “complaint” in District policy, regulations, and state/federal law.

SB 1166 does not define “report.” However, because Education Code section 66282.1 requires reporting on both sexual harassment “reports” and sexual harassment “complaints,” and distinguishes between the two, “report” should be interpreted to include any allegation of sexual harassment made to the Title IX Coordinator (or representative) even if the student/employee chose not to file a “formal complaint” or no official investigation has otherwise been commenced. 

Reports that result in a complaint should be double counted. Accordingly, a matter that begins as a report and later becomes a complaint should be reflected in both categories because the statute requires Districts to report both the number of reports received and the number of complaints received.

All reports and complaints should be reported during the reporting period in which they are received. If a report or complaint remains under investigation at the end of the reporting period, it should also be included as a complaint currently being investigated. The resolution of the complaint would then generally be reflected in a subsequent Annual Report. Thus, reporting can and will span multiple reporting years under the statute.

Any complaint that is pending investigation as of June 30, the end of the reporting period, must be included in that year’s Annual Report, regardless of whether it was also reported in a previous Annual Report. A complaint should continue to be reported in the category of “complaints currently under investigation” in subsequent Annual Reports until the investigation is completed.

No. Education Code section 66282.1 does not impose any geographic limitation on the incidents that must be reported. If a report or complaint is otherwise reportable under the District’s sexual harassment policy, it must be included in the Annual Report regardless of where the alleged conduct occurred, including conduct alleged to have occurred during a study abroad program or outside the United States. Whether the alleged conduct falls within Title IX jurisdiction is not determinative for purposes of the Annual Report.

The statute defines a final investigative report as the final report containing the summary of relevant evidence provided by the Title IX investigator to the complainant and respondent.

No. The statute requires reporting the length of time from the beginning of an investigation to the completion of the final investigative report. Accordingly, hearing and appeal timelines are excluded.

Yes. The statute requires separate reporting of both the number of hearings and appeals, as well as the outcomes of those proceedings.

Districts should report the outcome of each appeal using one of the standardized outcome categories included in TNG’s report generation tool rather than providing a narrative summary of the appeal. The reported outcome should reflect the final disposition of the appeal, such as whether the investigation was reopened upon appeal, the hearing was reopened upon appeal, the initial finding or sanction was reversed, or the initial finding or sanction was upheld.

Yes. These appeals should be noted as “appeal denied on procedural grounds.” This section is reflected in TNG’s report generation tool.

Yes. Districts should take an inclusive approach to reporting appeals. Because the statute requires reporting the number of appeals requested by either the complainant or respondent, dismissal appeals should be included in the Annual Report. To promote consistency in reporting, Districts should report these appeals using three separate categories: (1) the number of dismissal appeals, (2) the number of dismissal appeals resulting in reinstatement of the complaint, and (3) the number of dismissal appeals resulting in the dismissal being upheld, as reflected in TNG’s report generation tool.

No. The report must identify personnel exempt from being responsible employees. It does not require Districts to identify every individual involved in receiving reports, conducting investigations, or making determinations regarding responsibility.

Education Code section 66281.8 identifies categories of employees who are generally considered responsible employees while exempting certain individuals, including licensed therapists, victim advocates, and employees acting in professional roles for which confidentiality is required by law. In addition, AB 1491 requires each campus to designate a point of contact for the needs of lesbian, gay, bisexual, asexual, pansexual, transgender, gender-nonconforming, intersex, and two-spirit faculty, staff, and students. That position is also exempt from being a responsible employee.

No. Districts are not required to identify exempt employees by name. Instead, Districts should identify the titles and departments of employees who are exempt from the authority to receive or respond to reports or complaints of sexual harassment, as well as those employees who are required to report such information to the Title IX Coordinator or other appropriate institutional official. Reporting positions or job titles, rather than individual names, provides the required information while avoiding the need to update the report each time personnel changes occur.

Districts should maintain records throughout the academic year regarding reports, complaints, investigations, hearings, appeals, outcomes, and those employees who are exempt from being responsible employees. Maintaining contemporaneous records will help to ensure accurate reporting and reduce the burden of compiling data at the end of the reporting period.

Yes. Education Code section 66282.1 requires the governing board to prepare and submit the Annual Report. It also requires that the report be presented at a public meeting of the governing board (along with publishing on the district’s website). While the governing board will, practically speaking, not actually compile the data or prepare the report, this language indicates that the Legislature’s intent is that the board approve the report prior to submission. Districts may satisfy these requirements by placing the Annual Report on the agenda of a regularly scheduled public governing board meeting, presenting a brief overview of the report, receiving any public comment as required, and obtaining board approval prior to submission. The presentation and approval may occur during the same meeting.

Reports should be submitted to the Chancellor’s Office by using the following email address: TitleIX@CCCCO.edu.