This study indicates extension staff is better tuned to motivations of volunteers initially than to their ongoing needs. Volunteer staff say they value the intrinsic rewards of knowing they're doing a good job. They want training to continue to increase their competence. (CT)

Discusses two teaching models for dealing with public policy issues. The Advocacy Model is used in taking a stand on policy issues and the Alternative-Consequences Model is used if the educator believes that he/she should not take a stand. (JOW)

Autobiographical account of an adult educator and his experiences in seeking an education as well as jobs. (GB)

Gives statistical tables on the effectiveness of subject matter specialists. (GB)

This study explores the effectiveness of Kolb's Learning Styles Inventory in identifying learning styles and implications for inservice education programs for county extension agents in Kentucky. The authors also attempt to validate the use of the inventory as a framework for designing and conducting adult education programs. (Author/SK)

In South Carolina, Georgia, and Alabama, 32 extension agents used inservice training materials on the World Wide Web and engaged in discussions via a listserv. Postprogram responses from 16 were strongly favorable of this type of training for certain topics. (SK)

Research on stress, burnout, and family-work balance among extension agents in several states identified factors influencing stress. Effective stress management techniques were derived from successful extension workshops. Also needed are systemic changes in policies and in practices that contribute to high stress. (SK)

Indiana's Community Systemwide Response Initiative trains teams of extension personnel and juvenile justice in community needs assessment and action planning to address juvenile issues. Interviews and focus groups showed that participants valued the partnerships, which resulted in community action and increased services for youth and families. (SK)

Rapid Rural Appraisal is a technology transfer method in which a multidisciplinary team collects qualitative data, forms hypotheses, and facilitates action to improve social and environmental conditions. A trial with horticulture farmers showed its usefulness in involving them as stakeholders; it worked best with well-trained teams. (SK)

Interviews farmers in Moshavim, Israel, to examine the need for efficient written communication channels between agricultural extension services and small farmers. Identifies the main problems as a weak distribution system and the necessity for authors of extension pamphlets and brochures to consider the special needs of small farmers. (KEH)

A survey of 343 administrators, county agents, specialists, and secretaries in Mississippi Cooperative Extension received 295 responses showing that 43 percent of agents and secretaries felt that administrators were responsible for keeping them current with computer technology by providing training opportunities and released time; and most…

In a study of performance appraisal, extension agents (n=588) perceived the process to have several limitations or deficiencies. They suggested the following: supervisors conducting evaluations should be trained and retrained; agents should be evaluated on the range of duties they perform; and the process should promote personal and professional…

Assessment of a participatory rural appraisal project in Ethiopia indicated that decentralization of extension in sub-Saharan Africa is an opportunity for farmers and extension agents to collaborate. The congruence of experiential learning and participatory approaches can contribute to the transformation of "top-down" extension…

Interviews with Cornell Cooperative Extension faculty, staff, and administrators (28 campus-based and 39 county staff) revealed both similarities and differences in views of engagement. County staff view their jobs as the critical link between community needs and university resources; campus staff view themselves as implementers of programs.…

A national survey of Extension employees identified the most critical work/life challenges as a heavy workload, evening and weekend commitments, and lack of control or job autonomy. Only 40% were aware of benefits and programs offered concerning work/life balance. Recommendations included reducing the workload and time requirements of county-based…