7.    RECOMMENDATION FOR COMPONENTS OF THE

CURRENT STAFF DEVELOPMENT PROGRAM

The following section contains recommendations for continuing or modifying existing structures and processes within the current staff development and training program.

Pre-Service Training

• Pre-Service training should emphasize the competencies necessary for entry into NCCE.  It should include internships, undergraduate curricula tailored for jobs in Extension.  Pre-college experiences such as FFA, 4-H and job fairs should be used to communicate career opportunities in Extension. 
• Develop departmental seminars, work study experiences on campus, and a structured recruiting system that targets potential extension employees. 
• Develop opportunities for easy transition from other careers outside of Extension into the organization.  (Make entry into NCCE user- friendly for highly qualified potential employees and volunteers).

Orientation Training

• Orientation should begin with access to on-line information the first day on the job and be completed within the first year.
• Orientation training should be competency-based, timely, accessible through a variety of delivery methods with emphasis on on-line delivery. 
• Tailor training to individuals needs.
• Offer learning options that are sequenced, self-paced and allow for interaction with mentors and others in the organization.

In-Service Training

• In-Service Training should be competency-based, practical and timely.   It should be self-directed, with supervision, and work placed focused.  It should feature opportunities for immediate application on the job.  In-service training should be individualized with definite criteria and expectations for ensuring high quality participation.  Appropriate in-service training experiences should be recognized and rewarded.

Leadership Institutes

• Leadership Institutes should be continued as an effective way to provide advanced level training.  There should be a variety of institute opportunities with some programs designed for specific job groups and others open to all groups.  Establishing partnerships with other state Extension programs and with business and industry should be considered as a way to strengthen the institute concept and to assist in funding.

Graduate Education

• Graduate education should be encouraged, supported, and rewarded. Specific graduate courses should be designed for Extension employees and volunteers.   Some of these can be delivered through the Department of Agricultural and Extension Education.  However, other departments in the College of Agriculture and Life Sciences, other colleges, and NC A&T State University should be encouraged and promoted as partners in providing graduate education for Extension employees and volunteers.  Graduate courses at other institutions should also be explored as appropriate learning options.

Annual Conference

• Annual Conference should be redesigned as an opportunity for organizational development and celebration.  Annual conference should not be used for delivery of in-service training.  It should be used for team building, organizational problem solving and to address emerging issues. Sharing successes, helping to determine strategic directions and organizational planning are other appropriate matters to be addressed in annual conference.  Annual conference should be completed in not more than three days.

Mentoring Programs

• Mentoring programs should be continued and strengthened within NCCE.  Mentoring programs should be competency-based and available to all new employees and volunteers in the organization.  Mentoring programs should also be available for those individuals who have career track goals that lead to a different job group.  Mentoring opportunities should be based on an assessment of competencies and the motivation to move to higher levels of competence.