Research with a diverse array of organizations in the public and private sectors has documented a common set of trends affecting organizations and their human capital in the 21st century. Similar trends have been identified as important for Extension organizations and the Cooperative Extension System. It is important to determine if such trends…

As states face tough economic times, extension organizations are increasingly emphasizing the importance of evaluation data to show program value. However, little is known about the evaluation skills and abilities of extension professionals expected to collect such data. This knowledge would help inform professional development opportunities…

The National Research Council's (NRC) Report (1988), Understanding Agriculture: New Directions for Education, called on secondary agricultural education to shift its scope and purpose, including students' supervised agricultural experiences (SAEs). The NRC asserted that this shift should create opportunities for students to acquire supervised…

With increased budget cuts and a shortage of funding sources, Cooperative Extension must have a reliable group of proficient volunteers to carry-out organizational goals. Developing an understanding of volunteer abilities will assist extension agents in preparing and utilizing volunteers. Self-efficacy theory provided the theoretical framework of…

The purpose of this research was to investigate collaboration between agricultural science teachers and Extension agents in Texas from the perspective of successful collaboration. Programs, leaders, and participants in both agricultural education and Extension can be impacted positively through collaboration. However, successful collaboration…

Developing leadership within any type of volunteer organization can be a difficult task; however fostering commitment long term has been a proven key component to the sustainability of such organizations (Collins, 2001). Extension professionals rely heavily on their professional organizations to offer stability and professional development on a…

Extension has enhanced the lives of U.S. citizens through adult education in a myriad of ways. However, as budgets get tighter, accountability becomes increasingly more important. Over the years, Extension has reported low level impacts rather than the long-term successes that those working within the system know are occurring. Without enhanced…

The majority of funding for Extension comes from local, state, and federal dollars; therefore the primary driver for evaluation is accountability for public funds. Evaluation has always been a part of Extension program implementation; however, these efforts have historically been considered a necessary component rather than a priority. The need…

The purpose of this study was to investigate the developmental experiences of high-school-aged 4-H youth volunteering as counselors at Louisiana 4-H summer camps. A total of 288 counselors from 10 different camping sessions participated in the study. The Youth Experiences Survey 2.0 and the Developmental Experience Survey measured the personal…

There are many competencies necessary for success as a 4-H agent. The 4-H Professional Research, Knowledge, and Competencies (PRKC) Model organizes competencies into six domains: (a) Youth Development, (b) Youth Program Development, (c) Volunteerism, (d) Partnerships, (e) Organizational Systems, and (f) Equity, Access and Opportunity (National 4-H…

A control group of 13 extension agents received traditional inservice training; 13 others used an interactive website. No posttest differences were found based on training method or level of computer anxiety at the knowledge level of Bloom's taxonomy. At the application level, the traditional group had higher scores. (Contains 27 references.) (SK)

4-H youth development agents (n=81) identified the importance and frequency of use of the phases in the GEMS (Generate, Educate, Motivate, Sustain) model of volunteer administration. The greatest discrepancy between importance and frequency was in sustaining volunteer involvement. Areas for agents' professional development were identified.…

Responses from 314 of 422 extension faculty showed a variety of levels of job stress, primarily from time pressures and overcommitment. Those who used formal planning and time management techniques had lower stress scores. Time with family was a common coping mechanism. (Contains 19 references.) (SK)

Louisiana 4-H agents (n=91) rated camps as having the highest educational value of 4-H activities. They recommended some activities be eliminated and tended to invest more time in activities that have higher educational value. (SK)

Ohio State University extension agents who chose either the faculty (n=29) or administrative and professional (n=58) track were surveyed. Agents in the faculty track tended to be male and younger. Administrative track agents were not influenced by salary. Scholarship of application was the most influential distinction between faculty and…