In response to “other”, one individual responded that they were “Ready for retirement but would like to continue in an Advisor role if there were such a position.” Another individual commented that “expertise, leadership and problem-solving opportunities a re not available beyond administration” in their experience. The data along with the open-ended comments suggest need for greater consideration of how we prepare Extension employees to become more active in leadership positions and contributing to the future and success of the Extension organization in the latter career stages. This is particularly evident when we consider the small number of individuals assuming leadership roles within the 1994 Land-grant institutions. Comparison Across Years of Service and Career Stages Differences associated with years of service, the range of service in terms of minimum and maximum years of service by Land-grant institution type are evident as well (Table 8). Although the number of respondents is smaller for the 1994 institutions, again, the years of service at each career stage remain much lower than for the other institution types.
Table 8 Mean years of service, minimum and maximum years of service and standard deviations for respondents based on career stage and Land-grant institution type.
1862 Mean Years
1890 Mean Years
1994 Mean Years
1862 Min- Max
1862 SD
1890 Min- Max
1890 SD
1994 Min- Max
1994 SD
Early or Entry
2.31
0.5-14
2.18
3.20
1-9
3.49
2.13
1-4
1.36
Colleague Counselor
10.01 15.56 20.97 18.74
0.4-42
8.51 9.74
10.52 13.67 19.69 23.50
1-30 1-37
8.08 9.36
12.63
1-29
10.56
1-53
0.50
.5
NA
Advisor
1-50 10.04 1-40 12.29
2-50
13.80
13.40
2-27
10.26
Other
19-28
6.36
2.50
2-3
0.71
Only one respondent in this category.
13
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