M.Ed. Extension Cohort Project Researching Relevant Professional Development

New Staff Training Summary Kari Fruechte, Extension Educator

In completing this course, a group of Extension Educators worked with Sue Damme to revise and present "New Staff Training" to a group of new employees of the University of Minnesota Extension Service. Six members of the cohort met by conference calls and over ITV to accomplish the task of planning a 2 = day training in January, and then again in May. We have also mapped out a plan for one-day trainings for new employees to be held on campus so they can connect with colleges and faculty shortly after they are hired. Sue Damme originally inspired those of us who joined this group at the October meeting of the cohort in St. Paul. I think from my perspective, I was interested because when I attended my own new staff orientation, I was looking for something different than what I received. I felt it would be beneficial to have county staff involved in the planning and presenting. I also thought the idea of beginning a concrete mentoring program would be a worthwhile project. I went into this project a bit uncertain of how it would fit into the cohort program. As we knew more about it, it seemed to fit very well into the requirements of this class. We began by researching evaluations done at past orientations, and doing phone interviews with most recent new hires. We put that information together with our assumptions, and seemed to come up with a new staff training that pleased most participants. One assumption I had as we began this project was the value of county staff input into the entire training. I was a little concerned that six of us could work effectively together through conference calls and because of our diverse backgrounds. As it turned out, our different teaching and learning styles seemed to meet the needs of our audience. The conference calls actually accomplished the work that needed to be done, and we were able to keep our sessions flexible enough to adjust, as we needed. I felt our varied experiences really added to the sessions, and as county staff we could be credible to the people just beginning positions that we held. I also thought the structure of time in our schedule would work fairly well. I think that proved to be true. Participants liked the mix of large group discussion, small group discussion, panel discussion and activities. The two short days were easy to work with, and the full day was varied enough that it didn't appear to get too long. The one delivery method that we questioned, a conference call with staff from St. Paul, was evaluated low by new staff. Even though we anticipated that, I'm not sure how we could have changed it. The other piece that I would have changed was the panel discussion with state staff. We could have done the moderating a little differently to make sure the questions didn't get prolonged. I have since served as a moderator for a panel where we had a strict time code enforced, and that went very well. Going in to this project, I assumed we could improve the new staff orientation by adding county staff as instructors and facilitators. I think we accomplished that. The staff development unit at the University seems committed to continuing that delivery, and working with staff as they "graduate" from those trainings. Looking toward the May training, we are still committed to working as a cohort group to continue the learning. We have chosen new topics and each taken pieces to work on. Several of us are working in teams and mixing our experience and expertise. I think the next assumption we will need to tackle is how to continue the trainings without all of us, as we probably can not all continue to keep coming. Letting go of a project that is going well is sometimes hard because we want to make sure our groundwork is carried on. I think Sue Damme will work hard to see that that happens, and maybe we can still serve as resources at the trainings occasionally.

-- Anonymous, April 21, 1999

Answers

Thanks for the summary. It it is so nice to hear that when you notice something should and could be changed, you do it! Bravo. (I'm talking about the panel discussion with State staff.)

I am pondering your new challenge of continuing your work with a differenct combination of participants...or a reduced slate of folks. Yes, letting go is hard, but I think even harder is letting go and keeping a connecting thread so that needed expertise and experience can be immediately grabbed when needed! Good luck.

-- Anonymous, April 23, 1999