Survey on Agent Training and Support

Transcription

1 Page 1 of 15 THIS IS A COPY FOR REVIEW/PRINTING PURPOSES ONLY Please print this page as a means of reference. It may be helpful to determine your responses prior to going online to complete the survey. I. Agent Support Please indicate the degree to which you agree or disagree with the following statements. 1. I can easily connect to and stay on the Internet for as long as I need. Agree 2. Multiple people in my office can easily connect to the Internet at one time. Agree Strongly Don't Know / Strongly Don't Know / 3. An up-to-date directory of specialists, grouped by program area, containing their areas of expertise and their phone, fax, and address would be beneficial. Agree Strongly Don't Know / 4. updates on current, fast breaking topics are beneficial. Agree Strongly Don't Know / 5. As an agent, I have experienced a lack of program support from specialists. Agree Strongly Don't Know / 6. As an agent, I have experienced a lack of program support from specialists because they are overworked. Agree Strongly Don't Know / 7. As an agent, I have experienced a lack of program support from specialists because UK lacks expertise in the areas I need. Agree Strongly Don't Know / 8. As an agent, I have experienced a lack of program support from specialists because they are pre-occupied with teaching concerns.

2 Page 2 of 15 Agree Strongly Don't Know / 9. As an agent, I have experienced a lack of program support from specialists because they are pre-occupied with research concerns. Agree Strongly Don't Know / 10. As an agent, I have experienced a lack of program support from specialists because they lack the resources they need. Agree Strongly Don't Know / 11. The searchable College of Agriculture CD is a resource that should be continued. Agree Strongly Don't Know / 12. Agents have good, program specific educational materials available to them to quickly answer questions. Agree Strongly Don't Know / 13. Agents have good, program specific educational materials available to them to develop programs. Agree Strongly Don't Know / 14. College of Agriculture agents, faculty, administration and staff should contribute to meeting the Cooperative Extension Service's commitment to youth through 4-H. Agree Strongly Don't Know / 15. Each department in the College of Agriculture should designate a contact for that department's work with youth audiences through 4-H. Agree Strongly Don't Know / H specialists do currently get enough subject matter support from department specialists in the Colleges of Agriculture and Human Environmental Science. Agree Strongly Don't Know / 17. I support employing an individual with experience in writing for youth audiences to assist specialists/associates in the preparation of youth educational materials. Agree Strongly Don't Know /

3 Page 3 of Training for agents in Agriculture & Natural Resources and Family and Consumer Sciences should include ideas for working with youth audiences so they can provide project training to county 4-H volunteers. Agree Strongly Don't Know / 19. Extension should develop materials tools to specifically market the 4-H program. Agree Strongly Don't Know / 20. All Extension employees (county, area, state) do understand the mission of the Cooperative Extension Service and they personally contribute to its fulfillment. Agree Strongly Don't Know / II. Methods of Agent Input for Training and Support Needs We want to know what systems you feel should be used for gathering input regarding in-service trainings and the development of resources to support issues. Please rank in order the following methods that could be used by agents for providing input and feedback on trainings and support (1 = most desirable method to 6 = least desirable). Agent advisory committees by subject matter, (i.e. Agronomy, Nutrition, Youth development, tourism, etc.) meeting face-to-face Agent advisory committees by program area, (i.e. FCS, 4-H, Ag and Natural Resources, Rural and Economic Development), meeting face-to-face Agent advisory committees (by subject matter) meeting by teleconference Agent advisory committees (by program area) meeting by teleconference Annual survey of agents via area staff meetings Annual survey of agents via III. Training Curriculum for Agents

4 Page 4 of 15 To what extent do you agree or disagree with the following? Please check the appropriate box. 1. It would be beneficial to have a multiple-year schedule of in-service training to be offered so agents can better develop their professional development plan. 2. The current sign up period for training should be changed from once to twice per year (i.e. every 6 months). 3. Agent training offerings designed and designated as basic, intermediate, or advanced, would be beneficial. 4. Basic level training sessions in topics or areas key to each program area need to be scheduled on a regular basis. 5. Specialists from different departments should develop trainings that integrate subject matter (For example: Beef IRM, Wildcat Way to Wellness). 6. Specialists from different program areas should develop trainings that integrate content across program areas. (For example: Home based business ANR and FCS) Agree Agree Strongly Strongly Does Not Does Not 7. Trainings for agents should be separate from trainings for clients, government agencies, other educators, and business representatives. Agree Agree Agree Agree Agree Strongly Strongly Strongly Strongly Strongly Does Not Does Not Does Not Does Not Does Not IV. Training Methods Please indicate the extent to which you agree or disagree with the following statements.

5 Page 5 of When appropriate for the topic, I would enroll in in-service training I need when delivered by: a. The Internet Agree Strongly Does Not b. Satellite Agree Strongly Does Not c. Interactive video (also called compressed video) Agree Strongly Does Not d. chat rooms with other Extension professionals Agree Strongly Does Not e. Conference calls Agree Strongly Does Not f. CD-ROM self-instructional packages Agree Strongly Does Not g. Reading materials Agree Strongly Does Not h. Cassette tapes Agree Strongly Does Not i. Workbooks Agree Strongly Does Not j. Video tapes Agree Strongly Does Not 2. More in-depth trainings are needed (For example: Tobacco Short Course)

6 Page 6 of 15 Agree Strongly Does Not 3. In-service training should equip agents to present the material in their home counties 4. Departments (including research faculty) should provide some means of updates, at least annually, regarding new and emerging research results and activity for county agents (For example: Agricultural Economics Update). 5. Training and development opportunities that should be a part of the State Extension Conference include: a. Time for agents to meet with specialists and/or program staff about training and support needs Agree Agree Agree Strongly Strongly Strongly Does Not Does Not Does Not b. Agent sharing sessions of successful programs Agree Strongly Does Not c. Professional development opportunities such as motivational speakers and workshops Agree Strongly Does Not d. Subject matter training Agree Strongly Does Not e. Annual updates of issues and trends by Extension Specialists or Departments Agree Strongly Does Not f. Research updates by research faculty Agree Strongly Does Not V. New Agent Orientation and Training and related issues

7 Page 7 of Please indicate if the following topics should be included in New Agent Orientation and by what time period after employment. (If this question does not apply to you, then skip to question 2.) a. History and tradition of Extension b. Land Grant System c. Program development process (designing, implementing and evaluating programs d. How to conduct a situation analysis, needs assessment, asset inventory (county, area, state) e. Evaluation theory and application, including communicating impact f. Development of Plan of Work g. Setting program priorities h. Designing programs to achieve specified outcomes i. Review of Extension Manual - policy and procedures j. Review of Civil Rights laws and expectations related to each k. Overview of funding sources and related accountability l. Reporting expectations, processes and procedures m. Overview of Rural and Economic Development (Community Development) programs and

8 Page 8 of 15 personnel n. Description of the CES mentoring program o. Principles of learning theory p. Teaching methods and techniques q. Leadership development theory and practice r. Conflict management s. Group dynamics t. Working with volunteers u. Working with councils and boards v. Club organization and management w. Risk management (insurance, safety practices, etc.) x. Youth protection y. Diversity z. Information management (publications, office filing, electronic information etc.)

9 Page 9 of 15 aa. Supervising employees bb. Crisis management - dealing with crisis situations cc. Management of office facilities - buildings and grounds dd. Being a professional ee. Marketing Extension and Extension Programs ff. Developing and managing county budgets gg. Fringe benefits overview, liability, worker's compensation hh. Overview of College of Agriculture developed and/or supported computer programs, such as CATPAWS and Pegasus 2. Currently orientation and core training consists of four 3-day sessions (over an 18 month period). Please indicate the extent to which you agree or disagree with the following: a. I believe this format is acceptable. Agree Strongly Does Not b. I believe the number of training sessions should be reduced and the length of each increased c. I believe the number of training sessions should be increased and the length of each reduced Agree Agree Strongly Strongly Does Not Does Not 3. To better prepare new agents to meet the demands of their jobs, they should spend 4 to 6 weeks with experienced agents before they are placed in their counties.

10 Page 10 of 15 Agree Strongly Does Not 4. I would be willing to serve as a trainer agent with a new agent working under my supervision for 4 to 6 weeks. Agree Strongly Does Not 5. Family and Consumer Science and Ag and Natural Resource agents currently help 4-H agents by providing training to 4-H volunteers in project areas related to their subject matter. Agree Strongly Does Not 6. If you provide in-service training for agents, what barriers have you encountered in doing so (check all that apply)? Please skip to question 7 if this does not apply. a. Too much competition for the time of targeted personnel to attend. b. Too many job responsibilities. c. Expense of using outside resource people. d. Low attendance. e. Too time consuming to plan. f. Lack of office support. g. Inadequate facilities. h. Lack of knowledge of participants needs. i. High rate of "no shows" compared to registration. j. Process for listing In-service Training events. k. Lack of understanding of how to use appropriate distance learning technologies. 7. To aid in Community Development, agents should develop personal skills in: a. Collaboration and partnering Agree Strongly Does Not b. Community volunteerism. Agree Strongly Does Not c. Community structures, systems and processes Agree Strongly Does Not

11 Page 11 of 15 d. Community capacity building Agree Strongly Does Not e. Community asset mapping Agree Strongly Does Not f. Fund development Agree Strongly Does Not g. Community youth development Agree Strongly Does Not h. Small Business Development Agree Strongly Does Not i. Assisting Government Officials Agree Strongly Does Not j. Tourism Agree Strongly Does Not k. Feasibility Studies Agree Strongly Does Not VI. Professional Development and Accountability 1. Agents should be required to attend an annual update session that covers information needed most often for recommendations and program operation. Agree Strongly Don't Know / 2. In-service training selection should be based on the need of the agent and the county.

12 Page 12 of 15 Agree Strongly Don't Know / 3. Participation in in-service training and updates should be determined in collaboration between an agent and their Area Program Director. Agree 4. Agents should be tested for mastery of content at the end of a training or update to motivate agents to participate fully and stay focused during training. Agree 5. Agents should be provided monetary compensation for completing a 'certified agent program' with high expectations similar to academic course work. Agree 6. A relevant Extension Agent's Masters Degree curriculum should be designed so it is easily accessible from all parts of the state. Agree 7. Future agents should be required to complete a Masters Degree after a suitable time in order to continue their employment as an Extension agent. Agree 8. The best incentives for completion of agents' in-service training are: a. Improved annual performance ratings Agree Strongly Don't Know / Strongly Don't Know / Strongly Don't Know / Strongly Don't Know / Strongly Don't Know / Strongly Don't Know / b. Monetary compensation Agree Strongly Don't Know / c. Recognition of achievement Agree Strongly Don't Know / d. Certificates of completion Agree Strongly Don't Know / e. Achieving 'certified agent' status

13 Page 13 of 15 Agree Strongly Don't Know / f. Gaining knowledge and skills applicable to my county Agree Strongly Don't Know / VII. Issues Related to Extension Specialists Please indicate the degree to which you agree or disagree with the following statements. 1. A major role of Extension Specialists is to provide in-service training and support for County Extension Agents. Agree Strongly Don't Know / 2. Extension Specialists receive adequate "credit" within their departments for conducting relevant and high quality agent in-service training. Agree Strongly Don't Know / 3. Extension Specialists receive adequate "credit" within their departments for agent support (field days, troubleshooting visits, telephone calls, s, etc.). Agree Strongly Don't Know / 4. The College of Agriculture places too much emphasis on (and rewards Extension Specialists for) high profile, producer and leader-oriented Extension programs at the expense of agent in-service training and support. Agree Strongly Don't Know / 5. All new Extension Specialists should participate in the College of Agriculture's Specialist Orientation Program. Agree Strongly Don't Know / 6. Newly hired Extension Specialists should spend time in a county office to learn the role, services, and activities of County Extension Agents.

14 Page 14 of 15 Agree Strongly Don't Know / 7. Training effectiveness suffers because specialists have not been trained on methods for conducting effective agent in-service trainings. Agree Strongly Don't Know / 8. Extension Specialists are adequately trained on developing effective informational resources for County Extension Agents. Agree Strongly Don't Know / 9. Extension specialists actively seek input from County Extension Agents on the in-service trainings they offer. Agree Strongly Don't Know / 10. Trainers (specialists or agents) should be evaluated on their effectiveness at the end of each in-service training session. Agree Strongly Don't Know / 11. Merit evaluations for Extension Specialists should reflect their willingness to provide assistance (telephone, etc.) to agents. Agree Strongly Don't Know / 12. Merit evaluations for Extension Specialists should reflect their willingness to provide quality in-service training to agents. Agree Strongly Don't Know / VIII. Comments Please indicate how long you have worked for UK: Make selection Please add any general comments you wish to make regarding the issue of agent training and support:

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