So, where does cyberbullying fit in? Cyberbullying or bullying done electronically is extremely difficult for adults to detect. The reason why is that cyberbullying lurks in the virtual shadows created by Facebook and cellphones. Unless you are a fan of somebody and can monitor their Facebook account or have access to their cellphone, you cannot definitively prove that cyberbullying is actually happening.
The Forms of Cyberbullying
Sexting is the texting of sexually explicit messages or transmitting sexually explicit photos via cellphone. The problem with all these electronic forms of bullying is that once they are transmitted they are archived on a server or servers somewhere in cyberspace. Put another way, if you send a nude photograph of yourself to a lover via your cellphone, how do you know that it hasn't been forwarded to somebody else. What if you have a fight with that lover and he decides to take revenge. Well, it's not a pretty picture.
Teens, and girls in particular, seem to be more susceptible to this form of bullying. That's because they take cellphones and other forms of electronic communication for granted. Many girls feel that sexting
1. Conduct a Rigorous Situation Assessment
Know the Board's Appetite for Change
Be sure to scope the Board's appetite for change. After all, the Board will ultimately be asked to approve the strategic plan and the allocation of resources to support its implementation. If the Board doesn't buy into your plan, then the strategic planning process could come to an inglorious end, when presented to that very same unsuspecting Board by the soon-to-be ex-Head. With the Board on your side, at least you can do some proper advance preparing and lobbying on issues you know the Board finds difficult to accept.
Document the Way Things Work Today
Don't assume that you - or anyone else, especially the Board - understands the way things actually happen at the school.
- Prepare a detailed description of every major functional area.
- Include everything from the administrative functions through to the academic functions.
- Identify who is responsible for the functional activity, the activities being managed, the way the activities are managed, staffing, and budget.
Intramural elections are exempt
Putting up posters and holding rallies for student council president are not generally considered a violation of the 'no politicking' provisions of the law. Internal or with in the bounds of the school community activities are acceptable. Read Rules for Exempt Organizations During an Election Year for further guidance.
Politicking for local, state and federal issues and candidates forbidden
In an election year where emotions are running high and record numbers of young people are being drawn into the process, you need to be very careful that your school complies with the law. Make sure you state your policy clearly in the school's handbook. Enforce that policy. The last thing you need is for somebody to file a complaint with the IRS and put your tax-exempt status in jeopardy.
Prove your 'no politicking' policy in your Form 990 filing
Schedule A of Form 990 gives you a place to document your 'lobbying' activites or lack thereof. Remember: your school's membership in NAIS and other regional independent school organizations can be construed as 'lobbying'. Generally the amount spent on memberships is relatively insignificant when compared to your overall expenditures. Just be certain to
Step 1: Initial Meeting
During our first meeting with the client, we review your organization regarding the position to be filled. We also seek to understand the organization's environment, which includes learning about the culture, norms, philosophy, history, work atmosphere, and personalities of the people and community this person will work for and with, as well as coming to know what causes individual success or failure at this organization and thoroughly understanding the vision of the organization. If confidentiality allows, we spend time with the supervisor and peers of the position in order to determine the management's style and personality. Since our goal is to find someone in whom the community will have confidence, both in ability and in style, this part of the process is crucial.
Step 2: Position Profile
HEG next prepares a Position Profile that describes the client organization, details the nature of the position, the key issues facing the new leader, and the qualities and experience possessed by the ideal candidate. This document, once approved by the client, serves as the primary instrument to communicate the opportunity during