INTRODUCTION This document is the final report of the SIPB Ad Hoc Committee on interpersonal and behavioral issues. On April 6th, 1998, the SIPB created the committee to consider these issues, solicit input from SIPB affiliates, and produce a report summarizing the feeling of the SIPB as a whole. The seven members of the committee were selected by the SIPB EC (Executive Committee) from a pool of volunteers. The committee consisted of three voting members of the SIPB (including two members of the SIPB EC), four associate members of the SIPB, and the SIPB Chairman as an ex-officio member. To accomplish its primary goal of producing a report that summarizes the feelings of SIPB affiliates regarding interpersonal and behavioral issues, the committee initially sent out a free form survey (see Appendix B) and received 41 responses. Based on these responses, the committee tried to determine areas of consensus, and sent out a second survey (see Appendix C) to gather more input. This survey consisted of 36 multiple choice questions and garnered 75 responses from SIPB members, prospectives, and guests. As a secondary goal, the committee tried to form a candidate policy based on the input received. The committee managed to produce a proposed policy for an informal process (see Appendix A), but did not complete work on a proposal for a formal process for resolving interpersonal and behavioral issues. The remainder of this report is based on input received by the committee through the two surveys and through personal correspondence with affiliates. It is broken down into sections discussing the environment of the SIPB office, the scope of what the SIPB may formally take action on, and approaches for informally and formally resolving problems. The committee believes that this report reflects the feelings and beliefs of the SIPB, it is important to remember that the type of input solicited did not lend itself to generating precise conclusions. OFFICE ENVIRONMENT There are a number of views about what the SIPB office atmosphere should be like. The one view with the clearest consensus is that users should always feel comfortable and willing to come into the office whenever it is open. The SIPB office is here to provide services to users, and if users do not feel comfortable using those services, then there is a problem. For example, people in the office should be polite to users, keep the volume at a reasonable level, and be careful not to engage in behavior or use language which would make users feel uncomfortable. This is not to say that anything which might make any possible person uncomfortable should be absolutely forbidden, but that people in the office should be aware of the culture of the MIT community and should act appropriately within that environment. There is also a consensus that as long as the office remains accessible to users, it should have a social atmosphere; anything else would not be acceptable to many members and prospectives. Some behavior which is not appropriate on Wall Street or even in E40 may be appropriate in the SIPB office, as long as it does not impact the priority of keeping the office friendly to users. There is contention regarding whether the current atmosphere of the office is or is not acceptable. It may be that there would have been more agreement if people had considered both their satisfaction with the environment and the external image the SIPB presents with its office environment. A slight majority of people believe that the office should have a professional atmosphere. It seems that most people believe that the office should be professional with respect to its external image but not necessarily with respect to its internal operation. One aspect of the office environment which needs to be addressed in particular is public displays of affection (PDA) in the office. There does not seem to be a consensus on this issue. Many SIPB members, prospectives, and guests feel PDA is a problem, and most of the others do not care. However, among the current student members, there was a clear consensus that there should be less PDA in the office. Also, a significant number of those who feel it is a problem feel strongly about this issue. Opinions varied on how much PDA should be considered acceptable. Some people object to any amount of PDA, while others don't object to mild PDA, but object to "having to run the gauntlet of several tightly locked couples in order to get to a machine or find someone willing to answer a question." The complaints about PDA fall into two general categories. The first relates to how such behavior influences the public perception of the SIPB. PDA makes the SIPB appear unprofessional. Also, many users may feel unwilling to come and ask questions, and prospectives may be unwilling to come into the office to log in. One respondent noted: Some prospectives, who later commented that they thought [the level of physical intimacy] was just something you had to put up with to be in SIPB, left and never came back. The second category deals with the perceived rules of interaction in the office. There is no apparent line between what is acceptable behavior in the office and what is not. This can be a problem for someone who feels that their personal space is being invaded, but thinks he or she can't do anything about it because behavior of that nature is accepted in the office. It can also be a problem for someone who invades someone else's space because there are no apparent space boundaries in the office. Public displays of affection are also a particular concern for some women. One respondent described the office as a "sexual environment", where activities like kissing, hugging, backrubs, and fondling are permitted: A sexual environment scares away women. They tend to have more problems with unwanted sexual advances in other sexual environments like bars and clubs (ie: wolf whistles and the proverbial drunk guy who tries to follow you home), and so they tend to be more intimidated by sexual environments than men. Another responded: Women in particular have commented to me -- then and now -- that their friends saw SIPB as a place where all the women were in some way required to be in some physical relationship with the male members. Having an office which is a "sexual environment" may cause additional problems: A sexual environment does not define a clear line between what is acceptable and what is not. This can cause an inexperienced or unlucky person to unintentionally harass someone. [...] I believe that the SIPB office as an environment has already sexually harassed many people! These harassed people include its own prospectives, members, users with questions, and students on their way to the w20 cluster who happened to glance left. In addition, the SIPB should be aware that a number of current or former prospectives think that it would be hypocritical for the SIPB to discipline an affiliate for harassment given the level of PDA in the office. INFORMAL RESOLUTION OF PROBLEMS There seemed to be widespread agreement that, whenever possible, interpersonal and behavioral issues should be resolved informally or outside of the SIPB altogether. Ideally, people would informally work out problems with each other. If they are unable to or are unwilling to informally resolve the problem among themselves, or if someone has a problem with a behavior in the office, there is strong agreement that the issue should be brought up with a designated contact before being brought up in front of the membership. This designated contact should work to resolve the issue informally if possible and/or appropriate. The designated contact could be a single individual (such as the chair) or a small group (such as the EC). The designated contact must not have any authority to pass judgement or take action, but instead, they should discuss the situation with all the involved parties and try to resolve it amicably. The designated contact has the leeway to use his or her best judgement in determining what course to take, whether or not to disclose identities, etc. Because the designated contact has no formal authority, he or she must make an effort to give the accused party the chance to hear the accusations against him or her and the chance to respond to these accusations. If the target of a complaint is not provided with enough information to change his or her behavior or to otherwise address the issue, it is unlikely that a resolution can be reached. If the people involved feel more comfortable with someone who is willing to help but is not a designated contact, such as another member, a mutual friend, or the MIT mediators, this is also reasonable. Informal processes can bring about a number of possible resolutions. The issue might be a misunderstanding, and an explanation may be all that is necessary. People may not realize that what they are doing is making users, members, or prospectives uncomfortable, and may be willing to change their behavior. People who cannot get along may agree to arrange not to be in the office at the same time. These are only some examples of informal resolutions to interpersonal problems which can be done in private without forcing the SIPB to make a formal decision. SCOPE OF THE SIPB'S MANDATE FOR FORMALLY ADDRESSING ISSUES If informal resolution does not solve a problem, then formal intervention by the SIPB may be appropriate. There was consensus that the SIPB clearly has the right and the responsibility to deal with situations which interfere with the SIPB's ability to further its goals, and this includes behavior in the office which affects the office environment. There was strong agreement that the SIPB should not get involved with one-on-one disputes between its members which do not affect the SIPB's ability to further its goals. Between the issues which the SIPB believes it should deal with and those it believes it should not, there is a middle ground which has significant support, but does not have clear consensus: the SIPB should avoid taking formal action in situations where the SIPB would have to evaluate the truth of statements, without substantial evidence, in order to reach a decision. This clearly rules out situations where it is one person's word against another's, but allows the SIPB to deal with situations involving open behavior in the office (such as excessive volume or rudeness). There is agreement that the SIPB also has the right to deal with situations where someone makes a significant number of people feel uncomfortable. A more contentious issue is whether the SIPB has the responsibility to take action in these situations. Many members think that the SIPB should not unconditionally avoid being involved in any interpersonal or behavioral issues. However, there is enough disagreement that closer examination is warranted. Upon further consideration, it is likely that a less absolutely worded statement would have garnered more support than a blanket statement that "The SIPB should not get involved in any interpersonal or behavioral issues." Such a statement might be restrictive in terms of location, such as: "The SIPB should only get involved in these issues when events take place in the office," or the statement could be more utilitarian: "The SIPB should only get involved in interpersonal or behavioral issues that directly impact the ability of the Board to further its goals." In general, people seem to agree that there are behavioral issues which the SIPB can and should address formally. However, there is dissension about whether there should or should not be a policy which describes acceptable behavior, either in general terms or as a list of specific behaviors. Although many members and prospectives agree that the SIPB should not handle issues of harassment internally, there is still significant contention on this issue. Some felt that this was an issue of capability: if the SIPB is not capable of handling issues of harassment internally, it should not attempt to do so. Others felt that it was an issue of scope: harassment issues were more properly handled outside the SIPB by particular other authorities responsible for dealing with such issues. Still others felt the SIPB's handling of harassment issues would never be viewed as fair and impartial by observing parties, regardless of how fair or impartial that handling was. Many of members, prospectives, and guests feel that issues of harassment, if handled internally, should be handled in an open fashion. Others felt that issues of harassment should be handled in a manner that protects the privacy of both the accuser and the accused. Most people feel that although handling harassment issues externally from the SIPB was important, it might be necessary for the SIPB to take interim actions while external proceedings are pending. This is very much related to the question of whether the SIPB should avoid dealing with issues for which an outside authority exists to deal with the situation. There also seemed to be a large amount of contention over this issue. Overall, those in favor of the SIPB avoiding issues which could be handled by outside authorities seem to feel that any outside authorities who would deal with such a situation are far better equipped than the SIPB could possibly be. FORMAL PROCESSES FOR RESOLUTION OF PROBLEMS For issues which the SIPB decides need to be handled formally, there needs to be a specific, formal process. Although the exact form of this process is unclear, there are some properties which it is generally agreed that it must have. There is strong consensus that before the SIPB takes action against someone, they must be given the chance to respond to any claims, concerns, or accusations made about them. There is strong consensus that the SIPB should give affiliates a warning and a chance to change their behavior before taking action against them. There is also consensus that the SIPB should aim to resolve problems of this nature in a timely fashion. These restrictions are not meant to prevent the SIPB from acting to protect itself when necessary. A number of people believe that if a person is caught in the act of stealing equipment from the SIPB, or if someone violently attacks someone physically in the SIPB office, the SIPB is not required to give the person a warning before banning them from the office. There was agreement that if an outside authority, such as the Deans, the Campus Police, or the courts is in the process of dealing with an issue, the SIPB may take interim action until that authority makes a decision on the matter. The SIPB does not generally agree on how to treat student status, membership status, and contribution level to the SIPB when considering interpersonal and behavioral issues. There was a mild tendency towards treating everyone equally without giving preference to any group. Although there is some strong dissent, many people feel that any formal process should be open; the SIPB cannot make binding decisions both secretly and fairly. Even if the decisions are made fairly, a closed process may lead to an external perception of unfairness. Although privacy cannot be given to the parties in a formal, open process, it can be maintained in an informal process. To quote one affiliate, "If [the dispute] is too private, embarrassing, or inappropriate, then it should not be brought up in SIPB at all, but instead taken up with the appropriate resources on campus." It appears that a closed, private, informal process and an open, formal process may be an acceptable approach. ================================================================ APPENDIX A --- PROPOSED POLICY FOR AN INFORMAL PROCESS Of all the issues on which the committee received input, the one which obtained the most consensus was that interpersonal and behavioral issues should be resolved informally whenever possible. Although defining a policy for informal resolution is somewhat of a contradiction, there is a need for a policy to create a framework for informal resolution to proceed smoothly. The committee suggests the following policy motion for SIPB to discuss and adopt: INFORMAL POLICY The SIPB shall have an informal process for resolving interpersonal and behavioral issues among its affiliates (members, prospectives and guests). The SIPB Chairman shall serve as the primary contact point for informal resolution of these types of issues, unless the Chairman and the Vice Chairman reach a public agreement that the Vice Chairman shall fulfill this role. Any SIPB affiliate that has an interpersonal or behavioral issue that affects the SIPB is encouraged to discuss the issue with the contact person. The contact person has a wide-range of options for dealing with the issue, including, but not limited to, talking to affiliates affected by the issue, talking to third-parties, waiting for additional unsolicited input, encouraging dialogue between members, or making use of other MIT resources. If a SIPB affiliate feels that they cannot approach the main contact person due to a perceived conflict of interest, or if the affiliate still wants to pursue an informal process and feels that the main contact point has not made a reasonable attempt to deal with the issue, the affiliate should contact any SIPB officer. That officer should proceed with informal resolution of the issue, while keeping the main contact point informed of what is happening, unless the officer feels that doing so would be inappropriate. ================================================================ APPENDIX B --- FIRST AHC SURVEY The following survey was sent out to sipb-all, sipb-minutes, and sipb-soc. About 41 responses were received. SURVEY TEXT The ad hoc committee is soliciting the opinions of SIPB affiliates on how SIPB should deal with interpersonal and behavioral issues. We have included a few questions about what we see as important issues. We strongly encourage everyone to give us feedback. These questions are suggestions, so feel free to skip them or go outside their scope. To respond, you may email or contact any of the members of the committee individually (cat elliot jhawk magdalen marc nygren shabby srz). We will keep your feedback anonymous upon request. We will accept input until 6PM on Friday 4/17, but would prefer responses over this weekend. Some questions to consider are: What do you think the atmosphere in the SIPB office should be like? What aspects of the current office atmosphere need to be changed? What sorts of personal issues among affiliates does the SIPB as an organization want to do something about? What kinds should it avoid? What sorts of actions are appropriate for the SIPB to take in such cases? When and how should these actions be applied? What decision making process should the SIPB use to determine when to take which actions? What factors should or should not be considered in the decision making process? If SIPB were considering action against you, what steps would have to be taken to make you feel you'd been fairly treated? What other questions do you think we should be asking, and how would you answer them? ================================================================ APPENDIX C --- SECOND AHC SURVEY The SIPB Ad Hoc Committee sent this survey to sipb-all, sipb-minutes, and sipb-soc. About 75 responses were received. The responses were processed by perl scripts written for the purpose. SURVEY TEXT To: ... The SIPB Ad Hoc Committee has put together a second survey in order to more accurately judge the views of the SIPB community regarding office atmosphere and regarding interpersonal and behavioral issues. These survey questions are based on feedback we received through the first survey. Members, prospectives, former prospective, guests, and others are all encouraged to reply. For your convenience, a version of this survey may be filled out on the web at: http://www.mit.edu/sipb/ahc/ You may also fill out this survey and email your responses to sipb-committee@mit.edu. Web responses are preferred, however, as they easier for us to tabulate. Please respond by 23:59 on Sunday, April 26 (i.e., this Sunday at midnight). When emailing in surveys, please fill in the {...:} blocks put your answers in the following form: {QUESTION:ANSWER} For example, to answer "3" to question 42, you'd put: {42:3} 1. Email address (will only be used to determine uniqueness of surveys and will be removed to preserve anonymity): {1:_____} 2. Membership status: a) member b) prospective c) other ______ {2:} {2other:___} (fill in if you chose "c" for 2) 3. Student status: a) student b) former-student c) non-student {3:} For the remaining questions, please rank the degree to which you agree with the statement on a scale of 1-5: 1 is strongly disagree 2 is disagree 3 is neutral 4 is agree 5 is strongly agree 4. There should be less PDA (public displays of affection) in the SIPB office. {4:} 5. Users should always feel comfortable and willing to come into the office. {5:} 6. The office should have a professional atmosphere. {6:} 7. The office should have a social atmosphere. {7:} 8. The office should always be kept at a reasonable volume (both music and talking). {8:} 9. It is reasonable for different behavioral standards to apply in different parts of the office. {9:} 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). {10:} 11. The atmosphere of the SIPB office is fine as it is. {11:} 12. The SIPB should have policies describing acceptable behavioral standards for the office. {12:} 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. {13:} 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. {14:} 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. {15:} 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. {16:} 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. {17:} 18. The SIPB should not handle determining the truth of allegations. {18:} 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). {19:} 20. The SIPB should not handle issues of harassment internally. {20:} 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. {21:} 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. {22:} 23. The SIPB should not handle disputes which require privacy. {23:} 24. The SIPB should not get involved in any interpersonal or behavioral issues. {24:} 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. {25:} 26. Interpersonal and behavioral issues should be handled informally whenever possible. {26:} 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. {27:} 28. Before the SIPB takes action against an affiliate, the person should be given a warning. {28:} 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. {29:} 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. {30:} 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. {31:} 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. {32:} 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. {33:} 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. {34:} 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. {35:} 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. {36:} 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. {37:} SURVEY RESULTS FOR ALL RESPONDENTS 2. Membership status (a = member, b = prospective, c = other) Question: 2 Answer: a b c Responses: 75 Count: 52 20 3 3. Student status (a = student, b = former-student, c = non-student) Question: 3 Answer: a b c Responses: 75 Count: 37 35 3 4. There should be less PDA (public displays of affection) in the SIPB office. Question: 4 Answer: 1 2 3 4 5 Responses: 72 Count: 4 3 25 24 16 5. Users should always feel comfortable and willing to come into the office. Question: 5 Answer: 1 2 3 4 5 Responses: 75 Count: 1 0 1 15 58 6. The office should have a professional atmosphere. Question: 6 Answer: 1 2 3 4 5 Responses: 75 Count: 4 16 15 33 7 7. The office should have a social atmosphere. Question: 7 Answer: 1 2 3 4 5 Responses: 75 Count: 0 0 13 50 12 8. The office should always be kept at a reasonable volume (both music and talking). Question: 8 Answer: 1 2 3 4 5 Responses: 75 Count: 1 4 14 31 25 9. It is reasonable for different behavioral standards to apply in different parts of the office. Question: 9 Answer: 1 2 3 4 5 Responses: 75 Count: 8 12 13 36 6 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). Question: 10 Answer: 1 2 3 4 5 Responses: 75 Count: 3 10 10 41 11 11. The atmosphere of the SIPB office is fine as it is. Question: 11 Answer: 1 2 3 4 5 Responses: 72 Count: 8 22 27 14 1 12. The SIPB should have policies describing acceptable behavioral standards for the office. Question: 12 Answer: 1 2 3 4 5 Responses: 74 Count: 7 11 23 27 6 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. Question: 13 Answer: 1 2 3 4 5 Responses: 75 Count: 9 20 19 23 4 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. Question: 14 Answer: 1 2 3 4 5 Responses: 75 Count: 6 11 14 29 15 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. Question: 15 Answer: 1 2 3 4 5 Responses: 74 Count: 1 4 10 29 30 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 16 Answer: 1 2 3 4 5 Responses: 75 Count: 1 2 12 33 27 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 17 Answer: 1 2 3 4 5 Responses: 74 Count: 0 0 7 23 44 18. The SIPB should not handle determining the truth of allegations. Question: 18 Answer: 1 2 3 4 5 Responses: 74 Count: 3 12 17 21 21 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). Question: 19 Answer: 1 2 3 4 5 Responses: 74 Count: 2 9 7 26 30 20. The SIPB should not handle issues of harassment internally. Question: 20 Answer: 1 2 3 4 5 Responses: 74 Count: 4 9 19 19 23 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. Question: 21 Answer: 1 2 3 4 5 Responses: 73 Count: 4 15 20 23 11 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. Question: 22 Answer: 1 2 3 4 5 Responses: 75 Count: 1 5 15 38 16 23. The SIPB should not handle disputes which require privacy. Question: 23 Answer: 1 2 3 4 5 Responses: 74 Count: 4 14 21 22 13 24. The SIPB should not get involved in any interpersonal or behavioral issues. Question: 24 Answer: 1 2 3 4 5 Responses: 75 Count: 8 31 19 11 6 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. Question: 25 Answer: 1 2 3 4 5 Responses: 75 Count: 0 2 15 24 34 26. Interpersonal and behavioral issues should be handled informally whenever possible. Question: 26 Answer: 1 2 3 4 5 Responses: 75 Count: 1 1 9 27 37 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. Question: 27 Answer: 1 2 3 4 5 Responses: 75 Count: 2 2 7 29 35 28. Before the SIPB takes action against an affiliate, the person should be given a warning. Question: 28 Answer: 1 2 3 4 5 Responses: 74 Count: 2 5 4 29 34 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. Question: 29 Answer: 1 2 3 4 5 Responses: 74 Count: 2 5 8 30 29 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. Question: 30 Answer: 1 2 3 4 5 Responses: 75 Count: 5 16 12 23 19 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. Question: 31 Answer: 1 2 3 4 5 Responses: 74 Count: 6 7 6 21 34 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. Question: 32 Answer: 1 2 3 4 5 Responses: 75 Count: 1 0 7 30 37 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. Question: 33 Answer: 1 2 3 4 5 Responses: 74 Count: 7 19 11 23 14 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. Question: 34 Answer: 1 2 3 4 5 Responses: 75 Count: 9 15 15 24 12 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. Question: 35 Answer: 1 2 3 4 5 Responses: 73 Count: 10 15 24 21 3 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. Question: 36 Answer: 1 2 3 4 5 Responses: 72 Count: 15 23 23 10 1 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. Question: 37 Answer: 1 2 3 4 5 Responses: 74 Count: 2 6 41 16 9 SURVEY RESULTS FOR STUDENT MEMBERS 2. Membership status (a = member, b = prospective, c = other) Question: 2 Answer: a b c Responses: 21 Count: 21 0 0 3. Student status (a = student, b = former-student, c = non-student) Question: 3 Answer: a b c Responses: 21 Count: 21 0 0 4. There should be less PDA (public displays of affection) in the SIPB office. Question: 4 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 6 13 2 5. Users should always feel comfortable and willing to come into the office. Question: 5 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 1 4 16 6. The office should have a professional atmosphere. Question: 6 Answer: 1 2 3 4 5 Responses: 21 Count: 1 3 7 10 0 7. The office should have a social atmosphere. Question: 7 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 5 14 2 8. The office should always be kept at a reasonable volume (both music and talking). Question: 8 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 4 11 5 9. It is reasonable for different behavioral standards to apply in different parts of the office. Question: 9 Answer: 1 2 3 4 5 Responses: 21 Count: 1 4 2 10 4 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). Question: 10 Answer: 1 2 3 4 5 Responses: 21 Count: 1 3 4 9 4 11. The atmosphere of the SIPB office is fine as it is. Question: 11 Answer: 1 2 3 4 5 Responses: 21 Count: 2 9 8 2 0 12. The SIPB should have policies describing acceptable behavioral standards for the office. Question: 12 Answer: 1 2 3 4 5 Responses: 20 Count: 2 2 4 9 3 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. Question: 13 Answer: 1 2 3 4 5 Responses: 21 Count: 3 6 6 5 1 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. Question: 14 Answer: 1 2 3 4 5 Responses: 21 Count: 1 4 1 10 5 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. Question: 15 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 3 9 8 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 16 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 5 9 6 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 17 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 4 4 13 18. The SIPB should not handle determining the truth of allegations. Question: 18 Answer: 1 2 3 4 5 Responses: 21 Count: 1 2 6 4 8 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). Question: 19 Answer: 1 2 3 4 5 Responses: 21 Count: 0 3 2 9 7 20. The SIPB should not handle issues of harassment internally. Question: 20 Answer: 1 2 3 4 5 Responses: 21 Count: 1 3 3 6 8 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. Question: 21 Answer: 1 2 3 4 5 Responses: 21 Count: 2 3 7 8 1 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. Question: 22 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 2 15 3 23. The SIPB should not handle disputes which require privacy. Question: 23 Answer: 1 2 3 4 5 Responses: 21 Count: 1 1 6 8 5 24. The SIPB should not get involved in any interpersonal or behavioral issues. Question: 24 Answer: 1 2 3 4 5 Responses: 21 Count: 4 7 7 2 1 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. Question: 25 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 5 8 7 26. Interpersonal and behavioral issues should be handled informally whenever possible. Question: 26 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 1 10 10 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. Question: 27 Answer: 1 2 3 4 5 Responses: 21 Count: 1 1 3 10 6 28. Before the SIPB takes action against an affiliate, the person should be given a warning. Question: 28 Answer: 1 2 3 4 5 Responses: 20 Count: 1 2 2 9 6 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. Question: 29 Answer: 1 2 3 4 5 Responses: 20 Count: 1 0 3 10 6 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. Question: 30 Answer: 1 2 3 4 5 Responses: 21 Count: 1 5 2 11 2 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. Question: 31 Answer: 1 2 3 4 5 Responses: 20 Count: 3 3 2 4 8 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. Question: 32 Answer: 1 2 3 4 5 Responses: 21 Count: 0 0 1 9 11 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. Question: 33 Answer: 1 2 3 4 5 Responses: 21 Count: 3 6 4 5 3 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. Question: 34 Answer: 1 2 3 4 5 Responses: 21 Count: 3 5 4 7 2 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. Question: 35 Answer: 1 2 3 4 5 Responses: 20 Count: 3 3 6 7 1 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. Question: 36 Answer: 1 2 3 4 5 Responses: 20 Count: 4 8 5 3 0 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. Question: 37 Answer: 1 2 3 4 5 Responses: 21 Count: 0 1 10 6 4 SURVEY RESULTS FOR STUDENT NON-MEMBERS 2. Membership status (a = member, b = prospective, c = other) Question: 2 Answer: a b c Responses: 16 Count: 0 13 3 3. Student status (a = student, b = former-student, c = non-student) Question: 3 Answer: a b c Responses: 16 Count: 16 0 0 4. There should be less PDA (public displays of affection) in the SIPB office. Question: 4 Answer: 1 2 3 4 5 Responses: 16 Count: 3 0 6 2 5 5. Users should always feel comfortable and willing to come into the office. Question: 5 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 0 2 14 6. The office should have a professional atmosphere. Question: 6 Answer: 1 2 3 4 5 Responses: 16 Count: 1 5 2 6 2 7. The office should have a social atmosphere. Question: 7 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 1 11 4 8. The office should always be kept at a reasonable volume (both music and talking). Question: 8 Answer: 1 2 3 4 5 Responses: 16 Count: 0 2 3 4 7 9. It is reasonable for different behavioral standards to apply in different parts of the office. Question: 9 Answer: 1 2 3 4 5 Responses: 16 Count: 3 2 3 6 2 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). Question: 10 Answer: 1 2 3 4 5 Responses: 16 Count: 1 1 3 8 3 11. The atmosphere of the SIPB office is fine as it is. Question: 11 Answer: 1 2 3 4 5 Responses: 16 Count: 2 4 6 4 0 12. The SIPB should have policies describing acceptable behavioral standards for the office. Question: 12 Answer: 1 2 3 4 5 Responses: 16 Count: 0 2 8 6 0 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. Question: 13 Answer: 1 2 3 4 5 Responses: 16 Count: 0 4 6 6 0 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. Question: 14 Answer: 1 2 3 4 5 Responses: 16 Count: 1 1 5 6 3 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. Question: 15 Answer: 1 2 3 4 5 Responses: 15 Count: 1 0 2 6 6 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 16 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 3 6 7 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 17 Answer: 1 2 3 4 5 Responses: 15 Count: 0 0 1 4 10 18. The SIPB should not handle determining the truth of allegations. Question: 18 Answer: 1 2 3 4 5 Responses: 16 Count: 0 4 3 6 3 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). Question: 19 Answer: 1 2 3 4 5 Responses: 16 Count: 0 1 1 4 10 20. The SIPB should not handle issues of harassment internally. Question: 20 Answer: 1 2 3 4 5 Responses: 16 Count: 0 2 3 5 6 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. Question: 21 Answer: 1 2 3 4 5 Responses: 15 Count: 1 2 3 4 5 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. Question: 22 Answer: 1 2 3 4 5 Responses: 16 Count: 1 0 5 8 2 23. The SIPB should not handle disputes which require privacy. Question: 23 Answer: 1 2 3 4 5 Responses: 16 Count: 0 4 5 3 4 24. The SIPB should not get involved in any interpersonal or behavioral issues. Question: 24 Answer: 1 2 3 4 5 Responses: 16 Count: 0 6 4 3 3 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. Question: 25 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 2 2 12 26. Interpersonal and behavioral issues should be handled informally whenever possible. Question: 26 Answer: 1 2 3 4 5 Responses: 16 Count: 0 1 2 4 9 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. Question: 27 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 1 7 8 28. Before the SIPB takes action against an affiliate, the person should be given a warning. Question: 28 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 0 4 12 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. Question: 29 Answer: 1 2 3 4 5 Responses: 16 Count: 0 1 1 4 10 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. Question: 30 Answer: 1 2 3 4 5 Responses: 16 Count: 0 3 5 3 5 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. Question: 31 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 2 5 9 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. Question: 32 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 4 5 7 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. Question: 33 Answer: 1 2 3 4 5 Responses: 16 Count: 0 2 2 8 4 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. Question: 34 Answer: 1 2 3 4 5 Responses: 16 Count: 1 0 4 6 5 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. Question: 35 Answer: 1 2 3 4 5 Responses: 16 Count: 1 4 6 4 1 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. Question: 36 Answer: 1 2 3 4 5 Responses: 16 Count: 5 3 6 2 0 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. Question: 37 Answer: 1 2 3 4 5 Responses: 16 Count: 0 0 11 4 1 SURVEY RESULTS FOR NON-STUDENT MEMBERS 2. Membership status (a = member, b = prospective, c = other) Question: 2 Answer: a b c Responses: 31 Count: 31 0 0 3. Student status (a = student, b = former-student, c = non-student) Question: 3 Answer: a b c Responses: 31 Count: 0 30 1 4. There should be less PDA (public displays of affection) in the SIPB office. Question: 4 Answer: 1 2 3 4 5 Responses: 28 Count: 1 2 10 8 7 5. Users should always feel comfortable and willing to come into the office. Question: 5 Answer: 1 2 3 4 5 Responses: 31 Count: 1 0 0 7 23 6. The office should have a professional atmosphere. Question: 6 Answer: 1 2 3 4 5 Responses: 31 Count: 2 6 4 14 5 7. The office should have a social atmosphere. Question: 7 Answer: 1 2 3 4 5 Responses: 31 Count: 0 0 6 21 4 8. The office should always be kept at a reasonable volume (both music and talking). Question: 8 Answer: 1 2 3 4 5 Responses: 31 Count: 1 1 5 12 12 9. It is reasonable for different behavioral standards to apply in different parts of the office. Question: 9 Answer: 1 2 3 4 5 Responses: 31 Count: 4 5 4 18 0 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). Question: 10 Answer: 1 2 3 4 5 Responses: 31 Count: 1 5 1 20 4 11. The atmosphere of the SIPB office is fine as it is. Question: 11 Answer: 1 2 3 4 5 Responses: 29 Count: 4 7 13 4 1 12. The SIPB should have policies describing acceptable behavioral standards for the office. Question: 12 Answer: 1 2 3 4 5 Responses: 31 Count: 4 6 8 11 2 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. Question: 13 Answer: 1 2 3 4 5 Responses: 31 Count: 6 10 6 6 3 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. Question: 14 Answer: 1 2 3 4 5 Responses: 31 Count: 3 5 6 10 7 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. Question: 15 Answer: 1 2 3 4 5 Responses: 31 Count: 0 2 2 12 15 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 16 Answer: 1 2 3 4 5 Responses: 31 Count: 1 1 3 15 11 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 17 Answer: 1 2 3 4 5 Responses: 31 Count: 0 0 1 12 18 18. The SIPB should not handle determining the truth of allegations. Question: 18 Answer: 1 2 3 4 5 Responses: 30 Count: 2 5 7 8 8 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). Question: 19 Answer: 1 2 3 4 5 Responses: 30 Count: 2 4 3 12 9 20. The SIPB should not handle issues of harassment internally. Question: 20 Answer: 1 2 3 4 5 Responses: 30 Count: 3 4 10 6 7 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. Question: 21 Answer: 1 2 3 4 5 Responses: 30 Count: 1 10 7 9 3 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. Question: 22 Answer: 1 2 3 4 5 Responses: 31 Count: 0 3 5 13 10 23. The SIPB should not handle disputes which require privacy. Question: 23 Answer: 1 2 3 4 5 Responses: 31 Count: 3 9 9 8 2 24. The SIPB should not get involved in any interpersonal or behavioral issues. Question: 24 Answer: 1 2 3 4 5 Responses: 31 Count: 4 16 5 4 2 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. Question: 25 Answer: 1 2 3 4 5 Responses: 31 Count: 0 1 6 11 13 26. Interpersonal and behavioral issues should be handled informally whenever possible. Question: 26 Answer: 1 2 3 4 5 Responses: 31 Count: 1 0 5 11 14 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. Question: 27 Answer: 1 2 3 4 5 Responses: 31 Count: 1 1 3 8 18 28. Before the SIPB takes action against an affiliate, the person should be given a warning. Question: 28 Answer: 1 2 3 4 5 Responses: 31 Count: 1 3 2 14 11 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. Question: 29 Answer: 1 2 3 4 5 Responses: 31 Count: 1 4 4 12 10 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. Question: 30 Answer: 1 2 3 4 5 Responses: 31 Count: 4 8 4 6 9 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. Question: 31 Answer: 1 2 3 4 5 Responses: 31 Count: 3 4 2 10 12 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. Question: 32 Answer: 1 2 3 4 5 Responses: 31 Count: 0 0 1 13 17 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. Question: 33 Answer: 1 2 3 4 5 Responses: 30 Count: 4 11 5 6 4 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. Question: 34 Answer: 1 2 3 4 5 Responses: 31 Count: 5 10 6 7 3 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. Question: 35 Answer: 1 2 3 4 5 Responses: 30 Count: 3 8 9 9 1 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. Question: 36 Answer: 1 2 3 4 5 Responses: 29 Count: 5 10 11 2 1 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. Question: 37 Answer: 1 2 3 4 5 Responses: 30 Count: 2 3 17 5 3 SURVEY RESULTS FOR NON-STUDENT NON-MEMBERS 2. Membership status (a = member, b = prospective, c = other) Question: 2 Answer: a b c Responses: 7 Count: 0 7 0 3. Student status (a = student, b = former-student, c = non-student) Question: 3 Answer: a b c Responses: 7 Count: 0 5 2 4. There should be less PDA (public displays of affection) in the SIPB office. Question: 4 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 3 1 2 5. Users should always feel comfortable and willing to come into the office. Question: 5 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 2 5 6. The office should have a professional atmosphere. Question: 6 Answer: 1 2 3 4 5 Responses: 7 Count: 0 2 2 3 0 7. The office should have a social atmosphere. Question: 7 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 4 2 8. The office should always be kept at a reasonable volume (both music and talking). Question: 8 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 2 4 1 9. It is reasonable for different behavioral standards to apply in different parts of the office. Question: 9 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 4 2 0 10. It is reasonable for different behavioral standards to apply at different times of the day (for example, late at night vs. mid-day vs. right before meetings). Question: 10 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 2 4 0 11. The atmosphere of the SIPB office is fine as it is. Question: 11 Answer: 1 2 3 4 5 Responses: 6 Count: 0 2 0 4 0 12. The SIPB should have policies describing acceptable behavioral standards for the office. Question: 12 Answer: 1 2 3 4 5 Responses: 7 Count: 1 1 3 1 1 13. The SIPB should have policies describing what specific behaviors are and are not acceptable in the office. Question: 13 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 6 0 14. The SIPB has the *responsibility* to consider action in situations where someone is making a significant number of people in the office uncomfortable. Question: 14 Answer: 1 2 3 4 5 Responses: 7 Count: 1 1 2 3 0 15. The SIPB has the *right* to take action in situations where someone is making a significant number of people in the office uncomfortable. Question: 15 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 3 2 1 16. The SIPB has the *responsibility* to consider action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 16 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 3 3 17. The SIPB has the *right* to take action in situations where someone is interfering with the SIPB's ability to further its goals. Question: 17 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 3 3 18. The SIPB should not handle determining the truth of allegations. Question: 18 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 1 3 2 19. The SIPB should not get involved with one-on-one disputes between its affiliates (members, prospectives, guests, friends, and users). Question: 19 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 1 1 4 20. The SIPB should not handle issues of harassment internally. Question: 20 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 3 2 2 21. The SIPB should not deal with issues for which there is an outside authority for dealing with the situation. Question: 21 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 3 2 2 22. If an outside authority is dealing with an issue that directly affects the SIPB, the SIPB may take interim action until the higher authority decides the issue. Question: 22 Answer: 1 2 3 4 5 Responses: 7 Count: 0 1 3 2 1 23. The SIPB should not handle disputes which require privacy. Question: 23 Answer: 1 2 3 4 5 Responses: 6 Count: 0 0 1 3 2 24. The SIPB should not get involved in any interpersonal or behavioral issues. Question: 24 Answer: 1 2 3 4 5 Responses: 7 Count: 0 2 3 2 0 25. If the SIPB is handling interpersonal or behavioral issues, it should deal with them in a timely manner. Question: 25 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 2 3 2 26. Interpersonal and behavioral issues should be handled informally whenever possible. Question: 26 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 2 4 27. Interpersonal and behavioral issues should be brought up with a designated contact (such as the chair) before being brought in front of the membership. Question: 27 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 4 3 28. Before the SIPB takes action against an affiliate, the person should be given a warning. Question: 28 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 2 5 29. Before the SIPB takes action against an affiliate, the person should be given a chance to change his/her behavior. Question: 29 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 4 3 30. If the SIPB is going to take action against someone, the issue must be first discussed in an open meeting. Question: 30 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 3 3 31. Before the SIPB takes action against someone, they must be given the opportunity to respond to any claims, concerns, or accusations made about them. Question: 31 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 2 5 32. The SIPB may apply different standards for denying people membership in an election than for denying people access to the office. Question: 32 Answer: 1 2 3 4 5 Responses: 7 Count: 1 0 1 3 2 33. The SIPB should treat members and prospectives equally when considering interpersonal and behavioral issues. Question: 33 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 0 4 3 34. The SIPB should treat students and non-students equally when considering interpersonal and behavioral issues. Question: 34 Answer: 1 2 3 4 5 Responses: 7 Count: 0 0 1 4 2 35. The SIPB should consider the degree to which someone furthers the goals of the SIPB when considering interpersonal and behavioral issues. Question: 35 Answer: 1 2 3 4 5 Responses: 7 Count: 3 0 3 1 0 36. In general, the SIPB appears to do a reasonable job of handling interpersonal and behavioral issues. Question: 36 Answer: 1 2 3 4 5 Responses: 7 Count: 1 2 1 3 0 37. The SIPB is not adequately responsive to prospectives' concerns about behavioral and interpersonal issues. Question: 37 Answer: 1 2 3 4 5 Responses: 7 Count: 0 2 3 1 1