There is a need for helping mid-late career employees from burnout. It appears, newer employees do not put forth the number of hours or commitments or have as deep of a passion that the mid-later career employees.
Think of combining 4-H and FCS professional organizations meeting since they partner on various initiatives and often have overlapping programming.
Training decision makers (government officials, Land-grants leaders, etc.) about the need for hiring, retaining, and developing qualified human resources should be a priority if Extension is to remain relevant over the next decade.
We need leadership to get professional development around and espouse values related to equity, diversity and inclusion!
Would micro-credentialing help demonstrate skill mastery? Digital badges could help create a career lattice with national value without changing jobs (unless that is a desired goal).
Survey limitations
This survey does not accurately reflect the diversity of activities present within CED/CRD programs. Particularly, it focuses on 'community development' without regard to the 'economic' development component of many programs that focus on business vitality, tourism, economic impact assessments, applied economic and business/management research, and economic planning and policy work. This makes this survey highly problematic.
This survey is way too long and the response items for a particular question seem to overlap. Too hard to distinguish and answer meaningfully. I eventually gave up.
This survey is way too wordy. I'm already tired of reading the same things over and over and over and over...... and trying to decide what answers to include. No thanks.
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