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Professional Development |
| Orientation on the Web Session 1 - Welcome to the NDSU Extension Service Session 2 - Who We Are and What We Do Session 3 - Policies and Procedures Session 4 - Information Technology Session 6 - The Land-Grant University Session 7 - Program Development and Educational
Design Session 9 - 4-H Youth Development Session 10 - Personalizing Your Programs Session 11 - Professional Development Session 12 - Working with Differences Session 13 - Balancing Work and Personal Life Session 14 - Organizational Management Session 15 - Volunteer Management Contacts If there’s anything that can be done to make your first year with the NDSU
Extension Service better, please contact your supervisor (district director,
assistant director or department chair) or Deb Gebeke, Assistant Director, Staff Development. |
In 1994, two researchers named Rennekamp and Nall published their findings for adapting professional development efforts to include an Extension Model. They suggested basing professional development efforts around four categories: Entry, Colleague, Counselor, and Advisor. An excerpt of their publication (Journal of Extension, 32(1)) states: “Professional development must be an intentional process. Understanding the career levels will help those in charge of professional development so they can meet the needs of all staff. Trends are toward shorter tenure in a career path so people must maximize their early career potential. Some individuals benefit from following the model in a stepwise fashion, others may move among stages depending on prior experience and the career track of the organization.” Entry When an individual first enters the profession or a new job within the profession. Motivators: understanding the organization’s structure, function and culture; attaining a base level technical skills; exercising directed creativity and initiative; moving from dependency to independence; exploring personal/professional dynamics; building relationships with professional peers. Colleague Individuals have been accepted as members of the professional community and independently contribute their expertise to solving problems and carrying out programs. Colleagues seek to build at least one area of expertise for which he or she is noted and often shares that expertise on committees and through other special assignments. Motivators: developing an area of expertise; becoming an independent contributor in problem solving, developing a professional identity; gaining membership in the professional community; expanding creativity and innovation. Counselor Professionals who have reached this stage are ready to take on responsibility, either formal or informal, for developing others in the organization (Mentors). Counselors often chair committees or take on leadership roles in professional associations. Rather than being independent contributors they understand the need for an interdependent role and accomplish much of their work through others. They are boundary-spanners and often have extensive networks both within and outside the organization. Motivators: acquiring broad-based expertise; attaining leadership positions in professional circles; developing networks with other organizations; stimulating thought in others; counseling other professionals; coaching and mentoring relationships. Advisor Individuals who play a key role in the future of the organization by ‘sponsoring’ promising people, programs and ideas. The advisor has often developed a distinct competence in several areas of expertise and often has a regional or national reputation. Advisors have a thorough understanding of the Extension organization and can be a catalyst for positive change. They exercise formal and informal influence in the decision-making process. Motivators: becoming involved in strategic organizational planning, achieving the respect of others in the organization; engaging in innovation and risk-taking; understanding complex relationships. Continuing professional development is key to both the individual and the organization. A good program is the best way to meet the demands and expectations of the workplace. All Extension staff need continuing education to address their needs including: managing time and resources, motivating clients, determining how to build ‘involved communities’ and volunteers to carry out programs and evaluate them, preparation of newsletters/brochures/news articles, understanding behavior of people, interpersonal communications, and tips to complete paperwork efficiently. As an NDSU Extension Service staff member you will have several opportunities for professional development and it will be important for you to take advantage of each opportunity. A complete list of professional development opportunities is available on the web and below is an overview of the methods used to provide professional development. Web-based training Videoconferencing Mentoring A variety of technical and
subject-matter training may be offered on the NDSU campus. Schedules vary
and topics vary. This is not always easy for out-state staff to utilize.
If you see something that is of importance, talk to your supervisor to see
if you might be able to attend, or if there is a similar alternative in your
area. Subject-Matter Conferences NDSU Professional Development Grants: Chapman
Grants SARE Professional Development Opportunities in Sustainable Agriculture Staff Resource Library Next Session |