Tested two formats of remarriage educational program on cooperative extension agents. Agents (n=119) were randomly assigned to written format group, audiotape format group, or control group and were mailed pretest-posttest packets. Analysis of pretest-posttest scores for three groups indicated significant increase in scores for written format…

In 11 North Carolina counties, extension agents interviewed 7 clients per county; 31 new agents were also interviewed. Results show that "doing" is clearly the most preferred learning mode of both groups. Combinations of learning modes were even greater learning enhancers than individual modes. Seeing, doing, and discussing were the most…

A Namibian project to train agricultural extension staff considered three approaches to curriculum development: content, product, and process. Use of participatory approaches brought new dimensions to the final product, but they cannot become an alternative to working with trainees on their own agenda. (SK)

Surveys sent to 233 extension agents in New York received 112 responses; 21% had natural resources as a primary responsibility. There was greater interest in water resource topics than in forest management topics; rankings differed by agents' programming responsibilities. Several new areas were identified for which there is no current Extension…

Internet inservice training was offered to 150 county Extension agents representing six southeastern states, who used Web-based materials, an online pretest/posttest, and listserv discussions. Questionnaire responses indicated that most agents were very receptive to this method. Pretest/posttest scores show that the training resulted in a…

A survey of 208 Ohio county extension agents revealed a somewhat high level of customer orientation, commitment to customer service, and positive attitude toward continuous quality improvement. Paraprofessionals had higher customer orientation than professionals or support staff; women's customer orientation was higher than men's. (SK)

Responses from 61 of 67 Ohio State University extension agents who left between 1990-94 showed they were primarily female (66%), white (90%), and untenured (98%). They were most likely to leave due to other priorities, insufficient pay, family obligations, too many work responsibilities, or the opportunity to make more money elsewhere. (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…

To help build the capacity to serve culturally diverse communities, Pennsylvania extension professionals developed Diverse Issues, a quarterly newsletter. The newsletter is mailed to Extension professionals across the state. Responses from 136 extension personnel indicated that the newsletter has increased the knowledge, awareness, and…

An Iowa extension survey of 869 farming clients who received one-on-one consultations showed that nearly half made operational changes and/or saved money using on consultants' recommendations. Only 2% were not satisfied with the information received. Although extension largely uses group methods, the substantial effectiveness of individual…

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)

Interviews with 16 extension leaders and focus groups with 61 county faculty/chairs were used to assess Oregon State University Extension's climate toward diversity. Findings revealed dimensions that were supportive (openness, awareness, commitment), defensive (restrictive academic criteria, language barriers, lack of financial resources), and…

Cooperative extension has a long-term history of delivering family life education. Further, the organization has developed numerous research-based resources and undertaken statewide initiatives in marriage and couples education. Most promising of all is the work of a group of extension specialists to create a practical, research-based curriculum…

The literature on competency-based human resource (HR) management provides a strong case for moving from a jobs-based to a competency-based approach to human resources. There is agreement in the literature (Dubois, Rothwell, Stern, & Kemp, 2004; Lucia & Lepsinger, 1999) on the benefits of using competencies throughout HR systems and impact…

The purpose of this study was to demographically describe 4-H volunteer leaders' competencies for effective delivery of 4-H youth development programs. As a subset of the data, occupation, level of education, college major of the volunteer leaders, staff and faculty were gathered as the primary focus of the article. The study was descriptive and…