Professional Development as a Recruitment, Engagement, and Retention Strategy Guidance from the Literature

1. Professional Development as a Recruitment, Engagement, and Retention StrategyGuidance from the Literature Prepared for the National Extension & Research Administrators’ Conference Anchorage, Alaska / May 24, 2011 Gae Broadwater State Specialist for Program & Staff Development Land Grant Program Kentucky State University 502-597-6325 gae.broadwater@kysu.edu

2. The Challenge • Documented in numerous professional fields • Intersects with diversity – racial, ethnic, age • Diminishes effort and impact • Puts investments at risk • Acknowledged as universal problem • Recognized by ECOP in 2005

3. What Employees and Former Employees Say they Want • Emphasis on professional development • Preparation for realities of job • Opportunities for personal growth • Career advancement opportunities • Recognition for contributions • Relationship building

4. Strategies that Meet the Challenge • Mentoring • Development • Clear Expectations • Feedback • Innovation • Engagement • ERG’s – Employee Generational Groups

5. References • Dwyer, K., and N.L. Dwyer. (2010). Managing the baby boomer brain drain: The impact of generational change on human resource management. A Change Factory White Paper, www.changefactory.com.au • Frankel, B. (2011). Why you need generational ERGs. DiversityInc.com. • Kroth, M., and Peutz, J. (2010). Workplace issues in extension. Journal of extension, 48(1). • Lynch, D., and Worden, J.M. It’s all about the people. Phi Delta Kappan, 92(3), 53-56. • Pinkovitz, W.H., Moskal, J., & Green, G. How much does your employee turnover cost? Madison, WI: UW Extension Center for Community & Economic Development. http://www.uwex.edu/ces/cced/economies/turn.cfm#calc • Safrit, R. D., and Owen, M.B. (2010). A conceptual model for retaining county extension program professionals. Journal of extension, 48(2). • Strong, R., and Harder, A. (2009). Implications of maintenance and motivation factors on extension agent turnover. Journal of extension, 47(1).

6. Diane CraigResearch AnalystUniversity of FloridaInstitute of Food and Agricultural Sciences • High turnover among agents and training/ socialization deficiencies • Delphi study to determine what competencies and skills are required at key stages of early career • Revised training program • New mentoring program • New faculty guidebook

7. The value of NAEPSDPNational Association of Extension Programand Staff Development Professionals to the WVU Mentoring Program Pat Gruber WVU Extension Service

8. Spring 2009WVU moves forward to develop a Mentoring Program For new county faculty hires, entering positions located off campus Pat Gruber WVU Extension Service

9. Beginning the Process • Design a Mentor Program for new county hires as an integral part of our West Virginia new faculty “Onboarding” • Identify states with mentoring programs • Identify contacts within the states Pat Gruber WVU Extension Service

10. WVU Extension Process • Begin West Virginia new faculty interviews 35 new hires 2006-2009 interviewed First training January 2010 May 2011 54 trained mentors 35 county faculty hired between 2008-2011 have assigned mentors Pat Gruber WVU Extension Service

11. State Contact Phone Conversations • Suggestions of process • Strengths and weaknesses • How the process flowed • Suggestions for West Virginia Pat Gruber WVU Extension Service

12. Had there been a NAEPSDP in 2009 • Immediate group to contact • Educational opportunities related • Networking opportunities Pat Gruber WVU Extension Service

13. If there were a NAEPSDP in 2009 I could have more easily found a positive and successful “Mentor or two” from among colleagues within our national Extension Service programs. Pat Gruber WVU Extension Service

14. Professional Development for Extension ProfessionalsLinda Marie MantonUniversity of CaliforniaDivision of Agriculture and Natural ResourcesExecutive Director of Staff Personnel

15. Reorganization and Staff Development Funding • Reorganization of ANR in 2010 • Development of Training Coordination • Training Coordination Advisory Committee • Funding provided to academics and support staff • Training Modules • Required trainings • Optional trainings

16. Camtasia Relay • Capture and Publish Their Lectures or Presentations • Supports a Wide Variety of Video Formats • Lecture or presentation • Multiple playback devices and portable media devices • Two Parts to Camtasia Relay • Recorder—software program (Windows or Mac) • Server—processes and publishes all presentations

17. More About Camtasia Relay • Why Camtasia? • Deploy access to all of our staff and academics without individual expense • Individual can download the Camtasia Recorder software on their own computer • Simplicity was a key factor • Record presentation without an internet connection • Upload later into a formatted file to the server

18. Professional Development to Ensure Successful Promotion and Retention of Non-Tenure Track Academic Faculty Julie N. Middleton, Ph.D. Director of Organizational Development Presented to the National Extension and Research Administrative Officers’ Conference May 24, 2011 Anchorage, Alaska

19. How Does Promotion Contribute to Retention? • Communicates to employees that they are valued • Provides an incentive to remain • Facilitates career progression • Improves morale • Ensures faculty outcomes • Results in faculty feelings of success

20. New Promotion System • Preview of first dossiers: • Format was not followed. • Materials were not organized. • Documentation for assessing criteria was difficult to find. • It was difficult to assess the true impact of body of work. • Key forms were eliminated. • Some faculty were modest about accomplishments. • Strengths were not emphasized.

21. Who Should Receive Professional Development for Promotion? • New faculty • Faculty employed 3 to 5 years • Faculty interested in applying for promotion • Faculty ready to participate in the promotion process • Reviewers • Promotion committee • Supervisors and other administrators

22. Modes for Professional Development • Face-to-face • Adobe Connect • Moodle or Blackboard • Statewide conferences • Website (tips, resources) • FAQ • Open-door policy

23. Content of Professional Development • Overview of promotion system (guidelines, process) • Factors to be considered for promotion (degree, experience) • Incentives • Factors in making decision to apply • Role of the faculty member, supervisor, committee • Criteria to be considered for promotion • Documentation required

24. Content of Professional Development • How to write an effective CV • Tips for summarizing accomplishments • Format of promotion packet (checklist) • Selection of internal and external reviewers • Mistakes often made • Sample dossiers • Use of technology, if appropriate • Names of committee members

25. Missouri’s Criteria I. Extension Activities (Extension Scholarship) • Transfers or applies knowledge • Documents impact • Exhibits creativity and innovation • Generates revenue • Contributes to eXtension • Engages diverse audiences

26. Missouri’s Criteria II. Professional Activities and Service • Professional development • Leadership roles and workshops • Local, state or national presentations • Leadership in associations • University, local, state or national service

27. Criteria: Assistant Extension Professional

28. Criteria: Assistant Extension Professional

29. Criteria: Assistant Extension Professional

30. Criteria: Assistant Extension Professional

31. Criteria: Assistant Extension Professional

32. Results Dossiers that are easy to review: • Fewer questions • Fewer requests for additional information • Strengths emphasized • Program impact apparent • Professional service readily identified • Successful recommendations at the level of the promotion committee

33. NAEPSDP Visit the website at http://www.naepsdp.org