County Extension Agents Presents Research Posters During 2010 AgriLife Conference

Congratulations to Joe Mask,County Extension Agent-Agriculture and Natural Resources in Fort Bend County and Billy Zanolini, County Extension Agent-Agriculture and Natural Resources in Madison County. They both had posters presented during the 2010 Texas AgriLife Extension Conference Graduate Student Poster Contest.

The titles of these posters are below:

Mask, J. 2010. "A collaborated effort between Agriculture, Family and Consumer Science,and 4-H to Educate Urban Citizens about the Importance of Agriculture."


Zanolini, B. 2010. "Effects of the 4-H Livestock Ambassador Short Course on Senior 4-H Youth & the Perceived Impact on Long Term Life Skills and Career Development."

This is an excellent example of scholarly work that many of our agents are involved with. District Extension Administrators and County Extension Directors should encourage County Extension Agents to make scholarly contributions that will advance the body of knowledge related to Extension programs and will enhance their dossier as it relates to Texas AgriLife Extension Service Career Ladder.

Content for this article was contributed by Dr. Chris Boleman, 4-H and Youth Development Program Director- Texas AgriLife Extension Service.

Texas AgriLife Extension Service Program Excellence Academy - Key Component to Effective On-Boarding

Professional development for County Extension agents is essential to Texas Agrilife Extension Service's County Programs administrative priorities related to improving recruitment and retention. It has been historically recognized that professional development is essential to the success of Extension. Prawl, Medlin, and Gross (1984) reported that Extension faculty training and development is critical because the effectiveness of educational programmatic outreach efforts is linked to the abilities of the Extension agent.

Program excellence is predicated on the fundamental principle that agents have the capacity to effectively identify issues, prioritize these issues, develop sequential learning experienced designed to address these issues, evaluate program efforts and utilize the results of these evaluations to refocus and redirect programming efforts to ensure program relevance.

In order to more effectively equip agents to implement the program development process that is paramount to effective programming, an innovative professional development activity will be implemented statewide entitled the Texas AgriLife Extension Service Program Excellence Academy. The first of two sessions will be held on April 26-30 at the Texas 4-H Conference Center in Brownwood. This professional development course focuses on principles, theories, techniques, and applications for program development within educational programmatic environments. Program development strategies, focusing educational programming in relation to issues identified by clientele, and program planning to assist people and organizations succeed will be the focus of this course.

It is expected that by the time a county Extension agent has completed the Texas AgriLife Extension Service Program Excellence Academy, the agent will be able to...

• Define and use terminology associated with Extension Program Development.
• Demonstrate the core competencies critical for agents as they are related to the program development process.
• Understand the importance and necessity of planning and program development within programmatic environments.
• Use planning and program development principles, theories, techniques, and applications to assist Texas Agrilife Extension Service achieve strategic objectives.
  

The basic premise of this academy will be to take the Texas Agrilife Extension Service Program Development Model and break it down into manageable components. A variety of teaching delivery methods will be utilized including two face to face classroom sessions which will be 4.5 days in length, online self directed lessons, and assignments that will be assigned to support and add value to agents county programs.

Resources that will assist middle managers in the on-boarding process can be found at the Texas AgriLife Extension Service, New Agent On-boarding Web Site. This web site includes...

• On-boarding flowcharts and time-lines.
  
• District Extension Administrator and County Extension Director Orientation Agendas.
• 4-H Regional Program Director Orientation Agenda.
• 4-H Specialist Orientation Agenda
• Agriculture and Natural Resource Regional Program Director Orientation Agenda.
• Family and Consumer Science Regional Program Director Orientation Agenda.
• District Extension Administrator and County Extension Director Task Check List.
• First Step Journal.
• New Agent Study Guide.
• New Agent Note Pages.
• Mentoring In Extension Guidelines.
• Extension Fundamentals educational letter series.
  

These resources can be obtained at;

http://extensiononboarding.tamu.edu

These systematic trainings are designed to provide the sequential learning experience that will enable new agents to...

1. Gain knowledge of the organization.
2. Gain knowledge of organizational processes.
3. Develop skills.
4. Adopt best practices.
5. Refine best practices.
   

Quality time in effectively on-boarding new agents that could potentially result in increased retention should be viewed as an investment in the future of Texas AgriLife Extension Service.

Reference

Prawl, W., Medlin, R., & Gross, J. (1984). Adult and continuing education through the Cooperative Extension Service. Extension Division, University of Missouri, Columbia.

Agents Should Complete On-Line Modules Before Attending Extension Foundations

Texas AgriLife Extension Service has launched a new strategy for on- boarding recently hired County Extension Agents. One of the critical elements of this new on- boarding system is a series of new online learning modules designed to establish a knowledge base prior to them attending Extension Foundations.

Those agents that will be participating in Extension Foundations on April 19-23, should have completed the following training modules prior to their attendance:

• Texas AgriLife Extension: Our History and Roots
• Professionalism in Texas AgriLife Extension Service
• Introduction to Program Development in Texas Extension
• TExAS Accountability System
• INVEST: Volunteerism
• Cash Management
  

To find these courses, Count Extension Agents should follow the instructions for logging in under the "First Time Here?" section at http://pdc.extension.org/. Some of the courses require an access key, which is the word "texas."

These modules are critical in establishing a foundation for future sequential learning experiences that will be offered to new agents through Texas AgriLife Extension Service newly established on- boarding system. District Extension Administrators and County Extension Directors should ensure that all new agents complete these modules prior to their attendance of Extension Foundations in April.

District Recruiting Plans Due February 1, 2010

There is nothing more important to the future of Texas AgriLife Extension Service than establishing systematic plans that are focused on recruiting and retaining a diverse and competent workforce that will better position Texas AgriLife Extension Service to address the needs of a diverse clientele.

To ensure that Texas AgriLife Extension Service begins developing a comprehensive approach in implementing strategies to more effectively recruit a more diverse applicant pool, each District Extension Administrator should develop a recruiting plan for 2010 by February 1, 2010 which includes the following;

• List of Career Fairs at Colleges and Universities including dates of these events.
• List of Recruiting Teams in District.
• List of various student groups at Colleges and Universities and their advisers and how recruiting efforts will be established with these groups. These student organizations should include organizations such as Minorities in Agriculture, Natural Resources and Related Sciences, Collegiate 4-H , Collegiate FFA, Block and Bridle, or Family and Consumer Science clubs that can provide an excellent opportunity for middle managers to develop relationships with potential applicants.
• Recruiting and retention goals.
• Outline of recruiting strategies in District/County within each of the domains outlined in the recruiting model discussed by Dr. Romero during the AgriLife Conference. These domains include outreach/recruitment, educational development, and professional development. It is important that District Extension Administrators have innovative strategies to interface with students in all of these domains to enhance our capacity to recruit underserved populations.
  

District Extension Administrators should take some time to think of new venues and strategies that focuses on interfacing with new organizations, Colleges, Universities, etc. As an example, it is important for District Extension Administrators and County Extension Directors to work with the advisers of the Block and Bridle clubs at Colleges and Universities, but it is imperative that we work with advisers of groups such as Minorities in Agriculture, Natural Resources and Related Sciences. In addition, District Extension Administrators may need to be developing recruiting efforts at Community Colleges in the Districts, particularly those designated as Hispanic Serving Institutions.

Remember, the deliberate steps taken today to establish innovative recruiting strategies focused on recruiting a more diverse workforce will shape the future of Texas AgriLife Extension Service.

Reference

Romero, E. W. (2009). The undergraduate recruiting and educational pipeline. Unpublished model, AgForLife, LLC.

Summer Internship Program Announced

Research shows that connecting college students to meaningful internship opportunities with employers increases the chance that they will stay in that career field after graduation. Texas AgriLife Extension Service is currently accepting applications from students interested in participating in our Internship Program in the summer of 2010. The Notice of Vacancy has just been released on GreatJobs.

District Extension Administrators and County Extension Directors should ensure that this opportunity is announced to various students, student advisers, and University Administration. Interested students should create an application in GreatJobs ( http://greatjobs.tamu.edu ) and apply to posting # 04671. Students should attach a current resume and cover letter to their application.

Interested students can go directly to the job posting at https://greatjobs.tamu.edu/applicants/Central?quickFind=185373


In addition, students should be directed to the County Programs Internship Program Website at http://extensionintern.tamu.edu/. This site contains valuable information about the program including the intern job description, information on how to apply, and frequently asked questions about the program.

Any interested student should create the on-line application and apply to this posting to be considered.

Content for this article was provided by Dan Bogart, Manager of Human Resource Services- Texas AgriLife Extension Service.

Recruiting- Spring Career Fairs

The lifeblood for Extension is having the right people in the right place. Recruiting the future County Extension Agent will require a systematic and innovative approach. In 2010, District Extension Administrators and County Extension Directors should focus on the following in regard to recruitment and retention;

• Career Fairs at Universities-Career Fairs are excellent venues to interact with potential agents and the utilization of District recruiting team members who can provide students with first-hand accounts of the benefits of working for Extension.
• Development of meaningful relationships with college and university student organizations- Student organizations such as Minorities in Agriculture, Natural Resources and Related Sciences, Collegiate 4-H , Collegiate FFA, Block and Bridle, or Family and Consumer Science clubs can provide an excellent opportunity for middle managers to develop relationships with potential applicants.
• Recruiting Teams- One of the most creative strategies for recruiting a diverse workforce is to utilize the resources within your District/County – your current agents.
• Facebook and On-line Recruiting- Whatever the future holds in regards to Texas AgriLife Extension Service developing a high performing workplace, the key will be to recruit, develop and retain the best agents. Our success may be directly linked to our ability as mid-managers to provide technology in the workplace that matches the way they run the rest of their lives. With an audience of more than 250 million and according the Neilson's online June 2009 report on Internet usage people now spend more time (4:39 hours/month) on average on Facebook than any other of the top 10 web brands.
• Internship Programs- Research shows that connecting college students to meaningful internship opportunities with employers increases the chance that they will stay in that career field after graduation.
  
• Former and/or Collegiate 4-H Club members- This is a network of young people who already have a knowledge and appreciation for Extension. This network of students can become ambassadors for Extension and should be utilized in informal and formal recruiting efforts among their friends.

When recruiting at Career Fairs and Fairs District Extension Administrators and County Extension Directors should...

• Involve County Extension Agents who are members of the District Recruiting Team. These individuals are the face of Extension and students will relate more to someone who is doing the job they are interested in then they will a middle manager.
  
• Distribute current recruiting materials.
• Have list of current vacancies in the state for students who may be searching for a position.
• Obtain name, phone, numbers, and email addresses for participants who may have interest in Extension as career.
• Provide prospective applicants with address for Texas AgriLife Extension Service Website (http://texasextension.tamu.edu/).
• Provide prospective applicants with instructions of how they can follow Texas AgriLife Extension on Twitter (http://twitter.com/txextension).
• Provide prospective applicants with address for Texas AgriLife Extension Service Facebook page (http://www.facebook.com/agrilifeextension).
  
• Be prepared to discuss internship programs with Extension.
• Be prepared to discuss Texas AgriLife Extension Service salary and compensation package.
  
• Set up interviews with prospective applicants.
  
• Schedule time with faculty members and/or Career Placement Center Director to ensure that a positive relationship is developed or maintained. These individuals have tremendous influence on students long after we have left campus.
  
• Followup with prospects that have been identified as top prospects. Also, send email addresses to County Programs office where a followup from the Associate Director for County Programs can send a followup letter to prospects.
  

Attached is a link to a video that can be utilized to advertise spring career fairs at Colleges and Universities:

http://www.youtube.com/watch?v=CG_XjqHl1AM

This video can be embedded in an electronic post card or attached to an email that is sent to students who are invited to visit with you during a career fair. As an example, this video may be embedded in an electronic post card to students who are members of student organizations (Minorities in Agriculture, Natural Resources and Related Sciences student organization, Collegiate 4-H , Block and Bridle, etc.) at the College or University that is hosting the career fair. Also, Universities or Colleges hosting these career fairs may also use this on their web sites as an invitation from Texas AgriLife Extension Service.

Remember, the next generation of Extension Agents are looking for a career with an organization that is progressive, exciting and innovative. District Extension Administrators and County Extension Directors should utilize career fairs and expositions to project a image of Texas AgriLife Extension Service where prospective applicants leave these events thinking this is the kind of organization I would like to be part of.

Extension Agents' Role with Fair Boards

From time to time, we as mid managers are questioned about an Extension Agent's role and responsibility with the County Fair Board and/or Junior Livestock Show Board. Recently, I received an inquiry concerning an agent serving on the Fair Board or even as President of the Fair Board. To address this inquiry, I drafted to following response which may benefit you in the event you receive a similar inquiry.

The Texas AgriLife Extension Service asks its County Extension Agents to not serve on County Fair Boards or Jr. Livestock Show Boards for two primary reasons:

1. Our mission as an agency is to provide high quality and relevant educational programs which address the needs of the local citizens. So, our County Extension Agents' role in a county is to provide education and advise to 4-H members, 4-H families, agriculture producers, consumers, homeowners, etc. With this in mind and during a county fair, our agents should be helping and advising 4-H youth and families with their livestock projects and other projects. There are a lot of youth involved in a county fair. So, the agents' time should be focused on helping 4-H youth and families before and during the fair and not on the procedural processes and functions in planning, conducting and managing a county fair.
2. As you know, the agenda items and decisions for a Fair Board can be controversial at times and can cause disagreements across a county and between groups such as communities; 4-H and FFA; etc. In the educational role of an agent, he or she must remain non-biased and impartial and has the responsibility to work with all people. Serving on a Fair Board can undermine an agent’s effectiveness across a county. Also, when an agent serves as an officer or elected member of a Fair Board, the line between the agent’s official duties and volunteer duties can become blurred. A perceived conflict of interest involving the agent and/or the agency, and additional issues of personal and organization liability can be the result. Therefore, we ask that an agent not serve in this role. We do allow our agents to serve as an advisor to the board and we would hope that the board would have the Ag Science teachers serve as advisers to the board as well.
   

Hopefully, this will be of some benefit to you if needed.

The content of this article was provided by Dale A. Fritz, Ph.D., District Extension Administrator-Texas AgriLife Extension Service.

Regional Program Interpretation Summits Extremely Successful- Now Implementation of Plans are Critical!

On January 8, 2010 the last of four very successful Regional Program Interpretation Summits was conducted. These Summits have focused on involving our District Extension Administrators, County Extension Directors, Regional Program Directors and County Coordinators from urban initiative and population center counties to develop systematic interpretation program interpretation plans. These plans focused on the guiding principles of the 2010 County Programs Interpretation Initiative which includes the following;

• Interpretation is a continuous process, not just an event conducted prior to a legislative session or county budget hearings.
• Interpretation is systematically communicating programmatic outcomes.
• Interpretation is integrally linked to evaluation.

The following are some of the various components that are systematically linked to our comprehensive interpretation initiative:

• Involvement of elected officials in Extension "Showcase Events". This showcase events should be those that truly showcase Extension's effectiveness such as Family Summits, the B.I.G. Conference, Water Conferences, Youth Summits, the South Texas Farm and Ranch Show, Health Conferences, etc.
  
• District Judges and Commissioners Conferences hosted by District Extension Administrators.
• Utilization of the Extension Making a Difference Newsletters that communicates Texas AgriLife Extension's public value. This newsletter will be published on an annual basis.
  
• Utilization of an Urban Capacity Program Highlight report for County Commissioners and key stakeholders.
• Formal interpretation events with elected officials conducted annually that communicates Texas AgriLife Extension's public value.

During these Summits some excellent and innovative ideas were generated which will certainly strengthen our interpretation efforts as we begin to set the stage for the next legislative session. However, these Summits and the plans developed are just "processes without productivity" if we don't execute the plans that were developed!

All District Extension Administrators and County Extension Directors should commit considerable time to ensure that these plans are implemented and are successful. Some of the methods that could be implemented on the District or County level to assist in monitoring the implementation of these plans include...

• Development of a Program Interpretation Calendar which includes the elected officials name, date of interpretation effort, interpretation venue (formal event, interpretation mail out, involvement of elected official in educational event, etc.), Interpretation focus (interpreting water issue, diabetes issues, community economic development, youth issues, etc.), agent in charge of event and location of event, etc.
  
• Development of systematic plans to monitor these interpretation efforts including review of interpretation materials to ensure quality control (these materials must communicate programmatic outcomes), participation in events (District Administrators should provide overall leadership to interpretation efforts), monitoring reports, bi-monthly centra conferences to provide coordinated efforts to interpretation events being conducted.

Remember when middle managers and agents are empowered to provide significant leadership in interpreting Extension Programs - a higher level of accountability accompanies this empowerment.

2010 National 4-H Congress

After a very successful trip to the 2009 National 4-H Congress it is that time for applications for 2010. National 4-H Congress is the flagship event of the National 4-H Program. Each year 4-Hers come from around the U.S. as well as Puerto Rico to attend Congress and participate in fun and exciting leadership opportunities. During this 5 day event community leaders, speakers, and educators present the most current and timely information available. The 2010 National 4-H Congress will take place November 25 - 30th in Atlanta, Georgia. The cost for youth to participate is $1400. Online applications will open on 4-H CONNECT starting February 1, 2010 and close on April 16, 2010. The Texas 4-H and Youth Development Program strongly encourages all youth between the ages of 14 and 18 to apply. For more information on attending National Congress please see the following document or go online at http://texas4-h.tamu.edu/youth/natcongress/index_youth_natcongress.php .

All District Extension Administrators and County Extension Directors should ensure that all County Extension Agents are aware of this opportunity.

Content for this article was provided by Kyle Merten, Extension Associate- Texas AgriLife Extension Service.

Role of County Coordinators

There is very few decisions that are made by District Extension Administrators which impacts county programs more than the appointment of a county coordinator. The reason this decision is so important is that the county coordinator can foster teamwork, enhance our capacity to interpret program outcomes, and establish an environment that fosters open communication.

Any discussion regarding a county coordinator must begin with what a county coordinator is not. A county coordinator is not the following;

• Supervisor of other County Extension Agents in the office.
• Automatically appointed annually. Appointment of county coordinator is not a lifetime appointment.
  
• Automatically appointed based on agent tenure.
  

When District Extension Administrators consider the appointment of a county coordinator the following should be considered;

• Does agent demonstrate the capacity to develop and submit reports associated with county programs to District office and State County Programs office? These reports must be complete and submitted in a timely manner.
• Does agent have the capacity to serve as the liaison to the District Extension Administrator and county commissioners' court?
  
• Does agent demonstrate the ability to foster teamwork?
• Does the agent have an appreciation for the total Extension Program? It is critical that our county coordinators know, understand, and appreciate the total Extension program if they are to effectively provide leadership in program interpretation, budget development, and in providing overall support of co-workers.
  
• Does the agent have the ability to solve problems? County coordinators must have the capacity to solve problems- not create them!
• Does the agent have the ability to provide leadership in developing a county interpretation plan that interfaces with a district interpretation plan?

The elements that county coordinator's should provide leadership to can be divided into five broad categories; personal management, fiscal management, office management, interpretation, and professional relationships.

While county coordinators do not supervise other agents in an office there are some personnel management responsibilities that they should provide leadership to include;

• Working with county faculty to develop job responsibilities for county support staff, para-professionals, interns, and county program assistants.
• Working with county faculty to develop position descriptions for county support staff, para-professionals, interns, and county program assistants.
• Reviewing performance appraisals for county support staff, para-professionals, interns, and county program assistants. The actual performance appraisal conferences may be conducted by the faculty member who is designated as the supervisor, but the county coordinator is ultimately responsible for ensuring that formal and productive performance appraisals are conducted.
• Providing leadership for coordinating efforts in all aspects of EEO programs including documentation and coordination of special compliance reports.
• Providing leadership in establishing an environment that fosters productivity in the workplace.

Some of the elements associated with fiscal management that county coordinators provides leadership to is as follows;

• Serves as liaison with county commissioners' court in all matters related to county budgets.
• Responsible for coordinating county faculty and staff input in developing a county budget.
• Responsible for accountability of all funds provided to and expended in support of Extension programs.
• Responsible for providing leadership in assessing fiscal resources needed to support Extension programs.
• Provides leadership to ensure that all Texas AgriLife Extension policies related to cash management are complied with in terms of working with support staff, interns, para-professionals, and program assistants. All agents have the responsibility of ensuring that Texas AgriLife Extension Service cash management policies are complied with in terms of support groups in the county.
  

Some of the elements associated with office management that county coordinators provides leadership to is as follows;

• Establishes an environment that fosters productivity, trust, and respect in the workplace.
• Responsible for working with county commissioners' court, county Extension faculty, and others to assure adequate office space.
• Arranges for orientation and training of support staff, interns, para-professionals and program assistants.
  
• Maintains complete records.
• Arranges for county Extension faculty and support staff to develop plan for equitable and efficient utilization of support staff time.

Some of the elements associated with interpretation that county coordinators provides leadership to is as follows;

• Provides leadership in working with county Extension faculty in developing a systematic program interpretation plan for county commissioners' court and elected officials that communicates programmatic outcomes.
• Provides leadership in working with county Extension faculty to interpret County Extension programs.

Some of the elements associated with professional relationships that county coordinators provides leadership to is as follows;

• Provides leadership for maintaining positive relationship with leaders in the community.
  
• Provides leadership for maintaining positive relationship with District Extension Administrator and District office staff.
• Provides leadership to ensure positive relationship with community groups and organizations.

The success of the Extension program at the county level is the responsibility of the total Extension faculty and staff. In order to achieve the highest level of success District Extension Administrators should expect that the county coordinator provide the leadership that fosters the teamwork that will ultimately result in effective programs and efficiently managed Extension offices.

2010 Professional Development Opportunities Provided by Extension Veterinary Medicine Program Unit

The following are professional development opportunities for County Extension Agents from the Extension Veterinary Medicine Program Unit:

Foreign and Emerging Animal Diseases Train-the-Trainer Curriculum for Educators Online Course

Web delivery through Extension Online Courses at http://agrilifevents.tamu.edu

The Foreign and Emerging Animal Diseases Handbook is a reference for training federal, state and local educators and officials, as well as private veterinarians, in emergency preparedness and response. Each module includes a scenario, text document, PowerPoint presentation, video presentation and knowledge check questions. After Extension agents complete the entire course, a post test will be administered and a Certificate of Completion will be awarded upon passing the course.


Proper Use of Drugs in Market Show Animals

Web delivery through Extension Centra Symposium at http://webconference.tamus.edu/main/tce/index.jhtml?default=true

To help agents understand the proper usage of drugs in food animals through reading and following drug labels for approved animal species, drug doses, drug administration routes and drug elimination times. The information will be for education of youth in show livestock and poultry projects to assure the youth are in compliance of Show rules and FDA regulations.

Online Centra classes will be repeated quarterly:

• January 11 at 9:00-10:00 am

• April 12 at 9:00-10:00 am

• July 12 at 9:00-10:00 am

• October 11 at 9:00-10:00 am

Beef Herd Health Management Calendar CD

Web delivery through Extension Centra Symposium at http://webconference.tamus.edu/main/tce/index.jhtml?default=true

To help enhance professional development of Extension agents, an instructional classroom will be created to show agents about the different aspects of the calendar as well as to help enhance their knowledge of herd health.

Online Centra classes will be repeated quarterly:

• January 25 at 9:00-10:00 am

• April 19 at 9:00-10:00 am

• July 26 at 9:00-10:00 am

• October 18 at 9:00-10:00 am

Local Animal Issues Plan Development and Model Template

Web-delivery through Extension Centra Symposium at http://webconference.tamus.edu/main/tce/index.jhtml?default=true

To assist new Extension agents in developing and understanding their involvement with
their local animal issue committees, we will conduct classes to help answer questions about writing and developing plans and give guidance as is needed.

Online Centra classes will be repeated quarterly:

• February 15 at 9:00-10:00 am

• May 17 at 9:00-10:00 am

• August 16 at 9:00-10:00 am

• November 15 at 9:00-10:00 am

4-H Veterinary Science Curriculum Orientation

Web delivery through Extension Centra Symposium at http://webconference.tamus.edu/main/tce/index.jhtml?default=true

To help Extension agents start veterinary science projects within their county, there will
be online orientation workshops.

Online Centra classes will be repeated quarterly:

• February 8 at 9:00-10:00 am

• May 10 at 9:00-10:00 am

• August 9 at 9:00-10:00 am

• November 8 at 9:00-10:00 am

All District Extension Administrators and County Extension Directors should ensure that all County Extension Agents are aware of these professional development opportunities.

Content for this article was provided by Floron C. Faries, Jr., Professor and Extension Program Leader for Veterinary Medicine- Texas AgriLife Extension Service.

2010 County Programs Administrative Priorities

The role of a District Extension Administrator and County Extension Director is very complex and demanding. It is easy for middle managers to spend their time putting out fires and at the end of day not feeling that they are getting anything accomplished. One thing that can be done to ensure that we focus on administrative functions that will move Texas AgriLife Extension Service to a higher level is establishing and focusing on administrative priorities.

In Fort Davis on November 16-19, 2009 during our EXCEL Conference the following Administrative Priorities were identified;

• Improve Recruitment and Retention
• Reinforce Accountability and Interpretation
• Increase and Diversify Funding
• Increase Capacity to Allocate Resources to Maximize County Program Effectiveness
• Target Program Outreach and Expansion
• Increase Capacity to Monitor and Coordinate Programmatic Functions
• Strengthen Efforts Related to Emergency Preparedness and Education
• Support Greater Utilization of Technology
• Strengthening Branding and Marketing

These priorities provide District Extension Administrators and County Extension Directors with the foundation for the development of specific administrative initiatives that support or interface with statewide initiatives such the South Region's Extension Making a Difference Program Interpretation initiative, a future Recruiting a Diverse Workforce Initiative, etc.

The following administrative priorities represents core administrative functions to ensure Extension's capacity to implement educational programs at the county level;

• Improve Recruitment and Retention
• Reinforce Accountability and Interpretation
• Increase and Diversify Funding
• Increase Capacity to Allocate Resources to Maximize County Program Effectiveness

The following administrative priorities represents administrative functions to ensure program quality at the county level;

• Target Program Outreach and Expansion
• Increase Capacity to Monitor and Coordinate Programmatic Functions
• Strengthen Efforts Related to Emergency Preparedness and Education
• Support Greater Utilization of Technology

The Strengthen Branding and Marketing priority represents an on-going administrative function that is an integrated element of all the other eight priorities. Remember, these priorities provides middle managers with board goals that can serve as the foundations for initiatives that support or interface with statewide initiatives and that will enhance our effectiveness in 2010.