6. RECOMMENDATIONS FOR EACH JOB GROUP

            The following section contains BRC preliminary recommendations for learning options management for each of the six major jobs groups within NCCE. 

Agents

Pre-service learning opportunities

• Strengthen the undergraduate curriculum for Extension agents in the department of Agricultural and Extension Education at NC State University and at NC A&T State University.  Continue to offer Extension internships undergraduate majors in Extension education.
• Provide opportunities for undergraduates to shadow Extension agents and county Extension Directors.
• Promote Cooperative Extension Career Day educational programs in high schools statewide.
• Promote career opportunities in Extension through 4-H and FFA programs.

Orientation Training

• Develop competency-based orientation training.
• Use personal assessment tools to measure levels of competency.
• Offer technical competency-based training.
• Formalize and strengthen the mentoring process. 
• Emphasize training on-line so that access to training can begin the first day on the job.
• Complete basic competency training within the first twelve months on the job.
• Provide orientation training through a variety of delivery modes.

Leadership Institutes

• Offer leadership development institutes that would be based upon competencies at the advanced, Level III, proficiency or beyond.

External Training Opportunities

• Provide scholarships for participation in advanced training opportunities such as NELD and SELD.
• Encourage participation in professional organizations. 
• Encourage and reward participation in certification programs.
• Maintain an inventory (on-line) of external learning opportunities.

In-Service Training

• Structure in-service training around the core competencies emphasizing Level II and III.
• Offer in-service training through a wide variety of learning options including on-line training and face-to-face training.

Graduate Education

•  Continue the expectation for a masters degree.
• Expect participation in advanced level training at least once every five years.  Consider Continuing Education Units (CEU’s) and Professional Development Units (PDU’s) as acceptable in lieu of graduate education.
• Identify appropriate graduate programs in colleges and universities throughout the state.

Specialists

Pre-Service

•   Develop a NCCE web site with basic knowledge of the organization, programs and job group responsibilities.
• Provide literature, videos and other marketing information on NCCE to potential specialists.
• Offer opportunities for participation in Extension career day programs.
• Encourage potential specialists to participate in graduate course work about Cooperative Extension.
•  Promote opportunities for shadowing with specialists on the job.

Orientation

• Develop a formal mentoring program for specialists which includes shadowing with an experienced specialist.
• Require specialists to spend time in the counties.
• Offer job-sharing opportunities with county faculty.
• Develop multi-delivery systems including on-line learning options and assessment tools which can be initiated the first day on the job.

Leadership Institutes

• Continue regularly scheduled institutes that are focused upon advanced competency levels for leadership.
• Develop institutes that include partnerships with other states and with businesses.

In-Service Training

• Offer competency-based in-service training opportunities.
• Use multi-delivery systems including on-line education.
• Maintain an on-line inventory of learning opportunities, both formal and informal Graduate Education
• Encourage participation of specialists in appropriate distance education classes.
• Continue to emphasize retooling of specialists with a personal and organization focus.

Administrators

Note –  The recommendations below are intended primarily for county extension directors, but also have relevance for other administrators.

Pre-Service

•  Encourage participation in leadership development institutes.
• Provide mentoring, internships and shadowing opportunities for potential administrators.
• Identify, assess and develop potential administrators.

Orientation

• Develop comprehensive orientation program for CEDs with multiple delivery options emphasizing accessibility on-line, etc.
• Develop a formal mentoring process.
• Provide a comprehensive one-year training module focused on administrative leadership competencies.

Leadership Institute

•  Provide leadership institutes at the advanced competency Level III (for experienced CEDs).  Institute a certification program for advanced training.

External Training

•  Provide information on external learning opportunities, establish clear criteria for the selection and use of organizational funds in supporting external training.

In-Service Training

• Base training on competency assessments, professional development plans and career development plans.
• Develop a comprehensive curriculum focusing on administrative competencies.
• Use multiple delivery options.

Graduate Education

• Promote opportunities available throughout the state, including resources within the UNC system and other institutions.
• Offer degrees available through distance education with minimum or no NCSU residency requirements.
• Continue to develop on-line and other distance education opportunities for graduate education.

Secretaries

Pre-Service

•  Provide on-line web based information on NCCE and the role of various job groups.
• Provide on-line information on benefits and knowledge of the organization.
• Partner with community colleges to promote internships for secretaries in NCCE.

Orientation

• Provide a competency-based orientation program on-line.
• Include innovative interactive opportunities such as monthly chatrooms for new secretaries.
• Develop a mentoring program.

Leadership Institutes

• Develop opportunities for professional secretary institutes and other comprehensive advanced training opportunities.

External Training

• Encourage opportunities for advancement within and outside NCCE.
• Encourage secretaries to pursue training in community colleges.
• Encourage and support training with competitive scholarships, etc.

In-Service Training

• Encourage secretaries to participate in any available, accessible and appropriate organizational training opportunities.
• Provide competency-based training for secretaries offered through multiple delivery.
• Encourage secretaries to participate in appropriate training with agents, specialists and other job groups.

Graduate Education

• Promote the participation of secretaries in one course per semester as for faculty.
• Cooperate with professional secretarial associations for certification training and other advanced learning opportunities

Program Assistant/Associates/Technicians

Pre-Service

•  Offer shadowing and mentoring opportunities.
•   Promote the development of structured internships.
• Make information available on the web.

Orientation

• Offer a comprehensive competency-based structured orientation program for program assistants/associates/technicians.
•  Use electronic infrastructure to enhance access.

Leadership Institutes

• Encourage participation of program assistants/associates/technicians in leadership institutes.
• Include advanced leadership training in in-service opportunities.

External Training

• Encourage participation in professional associations.
• Offer administrative approval for participation in external training.
• Seek opportunities for scholarships and other financial support.

In-Service Training

• Encourage and support participation of program assistants/associates/technicians in any available in-service training including training designed for agents, specialists, etc.
• Design and establish competency-based in-service training specifically for program assistants/associates/technicians.
• Work toward involving program assistants/associates/technicians in annual conference and other organizational learning opportunities.

Graduate Education

•  Advanced Education – Provide and market advanced learning opportunities appropriate for program assistants/associates/technicians.
• Assign overall leadership for personal, professional development of program assistants/associates/technicians to a state level training and development leader.

Volunteers

Pre-Service

• Involve all pre-service volunteers in an application and screening process.
• Develop a video and on-line information on volunteer roles and opportunities.
• Encourage on-line learning for knowledge of the organization’s extension, mission, vision, and goals, etc.
• Encourage potential volunteers to serve in an assistant volunteer role.
• Encourage certification programs for volunteers such as the master gardener program.

Orientation

• Offer intensive, comprehensive and quick access to basic orientation training.
• Use multiple delivery options such as on-line job description, videos, etc.
• Develop a competency-based orientation training program.

Leadership Institutes

• Offer advance leadership development institutes for volunteers particularly for members of the advisory leadership system.
• Seek external funding for regional institutes by partnering with foundations, corporations, etc.

External Training

• Market opportunities to participate in relevant, external learning opportunities.
• Maintain an on-line inventory of external learning options.

In-Service Training

• Invite and encourage volunteers to attend and participate in regular staff develop opportunities.
• All training should be open to volunteers and volunteers should be trained against the identified competencies.