Competency in the City

Transcription

1 Competency in the City Western Center for Metropolitan Extension & Research National Urban Extension Leaders (NUEL) 21 July 2016 * Webinar Julie Fox, Ph.D., The Ohio State University, Assoc. Chair, Dept. of Extension

2 Priority How Positioning Extension attracts, develops, retains, and structures competent individuals and teams for urban communities Programs Call Strategic to Action Analysis: Personnel Specific professional development activities must Personnel Similar core set of competencies as Extension be created to address the needs of Extension professionals personnel in urban in other areas. geographic settings + Partnerships Opportunities Intensified degree for regular to which and consistent a variety of communication personnel apply among related urban competencies staff

3 So What s Different for Extension Personnel Working in the City?

4 Today s Focus What s Unique About the City? And the personnel connection Who s Working/Influencing Work in the City? Competencies: Individual Individual/Team/Organizational Identify Identify, Develop, Assess, Recognize So What?

5 What s unique about cities? Demographics Personnel Reflect Constituency

6 What s unique about cities? Complexity Retain Personnel in Competitive Environment

7 What s unique about cities? Urban-Suburban-Rural Interdependencies Connected Personnel

8 What s unique about cities? Percent of Personnel Per Capita Number and Types of Human Resources

9 Personnel: Who s Working/Influencing Work in the Cities? Types of Positions: Urban Extension individuals and teams Administrators (county, regional, state) Educators Program Personnel (assistants, coordinators, directors) Project Personnel (full-time, part-time, term, temp., virtual) Specialists, engaged scholars (faculty, students work, intern, capstone/studio, service, ) Support units (Admin, Professional Develop & Evaluation, Grants/Contracts, Advancement, HR, business office, Communications) Consultants/hot shots Other Volunteers

10 Competency To attract, develop, retain, and structure competent Extension individuals and teams for urban communities start with COMPETENCIES Competency: a set of observable performance dimensions, including: Individual knowledge, skills, attitudes, and behaviors (KSAO, Mirable, 1997) Collective team processes & organizational capabilities (Athey & Orr, 1999) Competency Model: collective set of competencies that define the requirements for effective performance in a specific job, profession or organization (Campion, Fink, Ruggeberg, Carr, Phillips, & Odman, 2011) Urban Extension Competency Focus Areas

11 Competency: Foundation McClelland 1973 (Individual) Prahalad & Hamel, 1990 (Organizational)

12 Competencies: Extension Developing a Competency Model for a 21st Century Extension Organization (Cochran, 2009)

13 Competencies: Extension The Skills and Attributes of 21 st Century Extension Professionals (Hibberd, Blomeke, & Lillard, 2013)

14 Competencies/Models: Faculty & CED State Specific Application Examples: University of Florida Competency Assessment and Professional Development Plan (urban needs assessment) (Amy Harder, NAEPSDP Recording) Level / Importance Alignment

15 Competencies/Models: Extension Single Competencies Cultural, Facilitation,

16 Competencies/Models: Extension Others: Program/Audience Specific

17 Competencies/Models: Extension Position-Specific Competencies (beyond program-specific) Administrators (management, leadership) Project Personnel (full-time, part-time, term, temp., virtual) Specialists, engaged scholars Support units Consultants/hot shots Other Volunteers

18 Initial Competency Review General Cochran (2009) 21 st Century Extension Program-Specific Ritsos & Miller 85 Personal Interpersonal The Business of Extension Areas of Expertise Continuous learning Flexibility and change Professionalism self-direction Communication Diversity Interpersonal relationships Teamwork and leadership Customer service Knowledge of Extension Resource management Technology Problem-solving Personal standard of excellence Communication Diversity Teamwork Extension program & teaching Subject expertise Translate research results Professionalism Communication Program planning, development, evaluation Other Entrepreneurial Spirit Competency-specific Professionalism Organizational Skills Public Relations Program planning, execution, evaluation

19 Competencies/Models: Urban Extension Urban Extension Competency Focus Areas: Next Steps 1. Literature Review Ritsos & Miller, NUEL Endnote File literature gathered by Western Center Fellow (Reumenapp) Nested Boolean Searches: Cooperative Extension AND ( Urban OR Metro) University Extension AND ( Urban OR Metro) Search Indexes: ProQuest particular attention to ERIC and dissertations. OCLC/First Search particular attention to ERIC and WorldCat EBSCO Host particular attention to AGRICOLA and Urban Abstracts Personnel Professional Development Competency Knowledge, Skills, Abiitiles Web of Science particular attention to CAB Abstracts and Social Science Citation Index Google Scholar

20 Competencies/Models: Urban Extension Urban Extension Competency Focus Areas: Next Steps 2. Practice - Position Description Review Administrators (county, regional, state) Educators Program Personnel (assistants, coordinators, directors) Project Personnel (full-time, part-time, term, temp., virtual) Volunteers

21 Competencies/Models: Urban Extension Urban Extension Competency Focus Areas: Next Steps 3. Survey Research NUEL Professional Development Committee (integrated with research efforts of other NUEL Action Teams) Universities with existing urban Extension programs Recruiting, hiring, onboarding process practices and barriers Professional development programs training, mentors, etc. Personnel positions and funding models

22 Competencies/Models: Urban Extension Urban Extension Competency Focus Areas: Next Steps 4. Competency-based Framework Development (CFD) with extension/eduworks (DACUM: Developing a Curriculum, job analysis) Taps into the knowledge of practitioners Systematic process facilitated online. Based on a combination of: skills identification methods instructional systems design & curriculum design (professional development)

23 Competencies/Models: Urban Extension Urban Extension Competency Focus Areas: Next Steps 5. Key Informant Interviews Administrators (Structure) leadership and investment strategy HR Professionals (Model) efficiency and speed in implementation Professional Development Leaders (Framework and Focus Areas) - specific professional development activities to address the unique needs of Extension personnel working in or influencing work in urban areas County Extension Director & Educator Opportunities for regular and consistent communication among urban staff

24 Competencies: Urban Extension Urban Extension Competency Focus Areas: Next Steps 6. Resources to integrate into existing practices Administrators HR Professionals Professional Development Leaders County Extension Director & Educator + Academic Programs in Extension Education

25 Competency Model Competency-based human resource applications represent an integrated framework for maximizing the human capital of an organization (Moutlon, 2003)

26 Recruitment & Selection Clarify Type of Human Resource Position Description Recruitment Strategies Competency Focus: What want to hire for? What willing to develop?

27 Assessment Type of Position Assessment Purpose Formative? End of project, year,? Type of Feedback Self Others (internal/external) Tools (competency framework development)

28 Professional Development Type of Position (level of investment) Individual & Team Stage of Development (competency levels) Learning Method/s Tool for Professional Dev. Leaders Content and Unique Context

29 Performance Management Type of Position Purpose

30 Reward Compensation Type of Position Recognition, Reward & Retention

31 Succession Planning Complexity Connections

32 Competency Model Urban Extension Competency Focus Areas within the Competency Model

33 Team Competencies Process & Flow Opportunity ID and Evaluation Program/Project Personnel (and other resources) Partnerships Positioning

34 Organizational Competencies / Capabilities Cross-company core competencies that drive integrated business execution and management alignment Structure Competency Model Framework and Focus Areas

35 So What? Quick Review What s Unique About Extension Personnel the City? Demographics Personnel Reflect the Constituency Complexity Retain Personnel in a competitive environment Urban-Suburban-Rural Interdependencies Connected Personnel Percent of personnel per capita - Number and Toes of Human Resources Who s Working/Influencing Work in the City? Variety pf Professionals Competencies Foundation, Extension-Specific, Program-Specific, Competency-Specific, Urban So What? Integration into YOUR work

36 So What? Value to individuals AND state/national Regardless of priorities, the effectiveness of the Extension programs greatly depends on the delivery approach and competencies of the Extension agent (Rasmussen, 1989). The answer to whether CES will stay important, in major part, lies within the competency of each of the Extension professionals (Bull, Cote, Warner, & McKinnie, 2004). Improve how Extension attracts, develops, retains, and structures competent individuals and teams for urban communities (NUEL 2015).

37 Want to know more? NUEL Professional Development Committee: Western Center: OSU Extension in the City,

38 L A N D G R A N T U N I V E R S I T I E S C O M M U N I T I E S A C T I O N Comments & Questions? Contact & Resources fox.264@osu.edu