Name Carolyn Gassmann

EPPSP Group 39
Butler University

The Experiential Program for Preparing School Principals

STANDARD:
21: Review your corporation’s anti-bullying program/policy. To help respond to bullying
behaviors and create a safe learning climate that allows all students to thrive, review the anti-
bullying program/policy in place for prevention, training, and enforcement. Evaluate the extent
to which the plan not only clearly communicates the policy to staff, students, and stakeholders
but also effectively educates/trains them on appropriate responses. (ELCC 3.3)

Summary:
The MSD of Lawrence Township Anti-Bullying Policy begins by stating that it is
committed to providing a safe, positive, and nurturing educational environment for students to
learn and achieve.” It makes known that it commits to promoting positive relationships among
members of the school community. This plan applies to students and staff, and defines bullying
behavior as such that causes physical, psychological, and emotional harm to individuals and
interferes with their ability to learn and participate in school activities.

The plan goes on to define where and when the policy applies—when a student is on school
grounds during, before, and after school, off school grounds at a school activity, and traveling to
or from a school activity on district-provided transportation.

It continues by noting an array of forms of bullying, including harassment, threats, intimidation,

stalking, physical violence, sexual harassment, sexual violence, theft, public humiliation,
destruction of property, or retaliation for asserting or alleging an act of bullying. It then states
that “bullying is prohibited by Metropolitan School District of Lawrence Township.”

From there, consequences for bullying are defined as suspension, expulsion, and/or
prosecution. Before continuing they state that bullying through any technological means is also
prohibited. After this, various terms relating to bullying are defined to create clear guidance for
staff, students, and families.

After defining key terms, the plan goes on to explain the ways staff members are educated on
bullying, report any situations, investigate, and intervene. All district staff members must
complete yearly anti-bullying prevention training, in accordance with Indiana law. Additionally,
anyone who is aware of a conduct violation regarding bullying must immediately report the
situation to the appropriate administrative official. When appropriate, this staff member should
also take the report to the Department of Child Services and/or law enforcement. The district will
take appropriate action if a staff member is aware of a bullying situation and does not report it.
Once a situation is reported, the principal or other administrators will appropriately investigate
the reports. Information and data will be immediately gathered. Some means of gathering this
data include witness interviews, requests, for written witness statements, record identification
and review, and an assessment of whether bullying occurred. Once the investigation occurs, the
school district intervention will occur as appropriate. Potential interventions include separating
the bully and the target, follow-up school counseling for the target, bullying education for the
bully, and prompt disciplinary action against the bully. It is made clear that these steps are not
meant to penalize the target of the bullying.

Finally, the plan explains the role of parents in the process. They state that parents are
encouraged to assist in the process of minimizing bullying. Parents must notify an appropriate
school official if they request assistance in a bullying situation. Parent notifications will occur in
an expedited manner, within two days of receiving the report. Parents of students who are
disciplined for bullying will be involved in the disciplinary process.

Reflection:
Thinking about this bullying plan from an administrative perspective, one particular area that
draws my attention is that of Education. As a staff member, we are required to complete yearly
online training to ensure that we are always current on how to identify, report, and discipline any
suspected acts of bullying.

While this online training is time-effective, clear, and concise, it is something that staff members
may potentially not take as seriously due to it taking place online. As a future administrator, I
believe that it is important to spend time in one or more in-person staff meetings to discuss
bullying protocol. This way, all staff members can effectively be on the same page in regards to
exactly what to do if/when a situation occurs. It also allows for the streamlining of bullying
response protocol and procedures, so that parents and families can receive appropriate and
timely information regarding their child’s situation.

Continuing to think about bullying education, I believe it is critical to educate families and
students on bullying prevention and response. Teaching at the elementary level, I see the very
basics of bullying prevention as part of students’ curriculum. They get an introduction to what
bullying is and why it is unacceptable. However, it is not something that is frequently reviewed
with them throughout the year. I believe that educating them young on the importance of being
kind to others and the severity of bullying consequences could help to mitigate occurrence as
students move from elementary, to middle school, high school, and beyond. Additionally as
critical as educating children is educating families on bullying. As a future administrator, I feel
strongly about bridging the gap between home and school for students. Educating families on
ways to speak with their children openly about kindness and bullying prevention can help
achieve this goal and also continue to mitigate the bullying occurrence at all grade levels.

Artifacts:
https://www.ltschools.org/MediaLibraries/ltschools.org/Documents/District/Board/PoliciesSeries7

/7-312-Anti-Bullying.pdf