a) We discussed mentoring at our last ESP Board meeting here in Indiana and we believe there is a role through ESP. ESP could provide training for mentors, (helping to alleviate District Director responsibility for some of this), conceptualize a mentoring plan, and work with District Directors to assist in providing mentoring.2. Describe any ways that ESP could collaborate with a state that has an existing/structured mentoring program. (Please describe in 25 words or less)b) (1) Financial support, (2) How to information for implementation and evaluation, (3) Training and providing a cadre of retired administrators and faculty/staff to serve as mentors, (4) E mentoring system, (5) Mentor matching service if states didn't have a system in place.
c) Develop a system that helps ESP members report Extension impact electronically to stakeholders and internal interested ESP members at all levels.
d) (1) Serve as liaison between administration and the other associations, (2) Maintain mentor profiles/records for selection and progress, (3) Sponsor educational programs on mentoring.
e) On the national ESP website provide links to state's websites that describe their mentoring programs. Also on the national ESP website, feature states who are doing an outstanding job with mentoring programs. Testimonials from mentors/mentees could be included.
f) Leadership in conducting program, identify mentors, serve as mentors, training mentors.
g) ESP should serve as a library for all states seeking to implement mentoring programs. In other words, have available information or where it could be obtained from states that have implemented this program.
h) ESP members in mentoring roles would be valuable to educators/agents new to Extension. I believe this relationship should begin within the first 3 months. Maryland requires employees to pass a two year review prior to starting the tenure process.
i) Perhaps, ESP could setup, within each state, a mentor program for incoming Extension professionals. We talk about doing this at the Academic level but with little results. However, if a member of ESP would volunteer to mentor a new hire, that could help the new hire and introduce them to ESP early in their career.
j) In my experience, most of the provided for staff is of a either subject matter oriented or geared to a specific task, the worker is expected to perform. I think there is a role for mentoring in the area of "Extension professionalism."
k) ESP is made up of "seasoned" professionals....we could offer guidance to new agents in all areas of professional development.
l) At the national meeting, I have a session on mentoring programs that would provide examples from various state chapters.
m) State and District Officers appoint a committee in their district to share ESP with nonmembers and new employees.
a) Perhaps in states with a plan, ESP could recruit mentors from tenured staff ranks as well as retirees who might be interested.3. What are some helpful strategies that ESP could implement in those states that do not offer mentoring programs? (Please describe in 25 words or less)b) (1) Provide a fellowship/stipend for mentoring program, (2) Provide opportunities (logistical, etc.) for shadowing and travel experiences to other states, counties, etc. I am not referring to funding but offering sites and personnel for mentoring experiences that involve travel study, (3) using retirees as mentors.
c) Collect structured mentor program successes and share in the ESP newsletter. This gives other states new ideas.
d) (1) Assist with updating mentor list, (2) Assist with publicity of mentor program.
e) Help pair states with a mentoring program with those that don't have a mentoring program.
f) Volunteer members to be mentors.
g) ESP could communicate by sharing which states have mentoring programs and highlight the states' programs in ESP Connection. ESP could also serve as a support for state mentoring programs.
h) Provide an extension mentoring guide and share information regarding states with successful mentoring programs.
i) Successful programs could be shared in a newsletter.
j) Maybe a structure or format for setting up a mentor program. Some hints on what works, what doesn't?
k) Work through Administration. Help them understand that mentoring beyond subject matter training has value beyond its cost.
l) Request that the lead person of that state's program share with our Task Force or present at our national meeting. Mentoring between states.
m) Should encourage that state to get the word out to other states on how their program works.
n) Provide a scholarship for someone in a chapter to visit and learn of their mentoring program.
a) I believe that my answers in number one pertain here too---but I would think that states without a mentoring plan would welcome a group that is willing to take on this important responsibility. From question one: (ESP could provide training for mentors, (helping to alleviate District Director responsibility for some of this), conceptualize a mentoring plan, and work with District Directors to assist in providing mentoring).4. What other recommendations, resources or comments do you offer that would help mentoring programs in Extension? (Please describe in 25 words or less)b) (1) Tips and strategies for mentoring, (2) Web based information on mentoring that helps states implement or evaluate a program, (3) Web based sharing of mentoring programs, (4) Web based e-mentoring system (electronic on-line communities) for participants, (5) Mentor matching service if someone wanted a mentor from another state, discipline, etc.
c) Encourage chapters to start a mentoring program within their organization and offer monetary incentives to existing states that are willing to help another state get started - ie. through awards and recognition within the ESP framework.
d) Workshops at annual meetings to present the advantages of mentoring and how to mentor.
e) I'm not sure what the procedure for doing this might be but try to get on the agenda for the national and regional directors meetings to highlight mentoring programs.
f) ESP members can offer to be mentors for new professionals. Sponsor professional development workshops.
g) Sharing successful state mentoring programs in the Connection would offer food for thought to states seeking to implement this type of program.
h) Share successful strategies with those states.
i) ESP members in mentoring roles would be valuable to educators/agents new to Extension. I believe this relationship should begin within the first 3 months. Maryland requires employees to pass a two-year review prior to starting the tenure process. Also offering speakers to address memberships at state meetings.
j) Let us know about the success stories. Perhaps mentor training with certificates. Maybe a certificate of appreciation for the mentor?
k) There is value in connecting new workers with especially successful seasoned workers. In the past, this was accomplished when new workers worked under the tutelage of seasoned workers. "You are an Extension worker first and perform a defined role second."
l) Training at regional or national meetings. Book of guidelines/suggestions to follow for starting a mentoring program.
m) Professional development grants, so those states without a mentoring program can develop one.
n) Send a narrative description of existing mentoring programs. 3 to 5.
a) Using the ESP network to share mentoring plans and mentoring structures across all fifty states.5. Tell us about yourself:b) I think a mentoring program for new or "want-to-be administrators" might be a neat project. We often struggle to find good candidates - maybe this would help prepare people or help them know that administration isn't for them before they get into it. The same could be said for someone with a goal to become a specialist. Matching a person with someone currently employed or a recent retiree could be a great support. Marketing the mentoring concept to administrators, staff, etc.
c) Many of our national associations (4-H, Ag and FCS) already offer mentoring programs within those groups. They are excellent resources for models.
d) There must be support from administration for the mentoring program - both in terms of time for mentors and in start-up funding for the program.
e) No others to add to the above.
f) ESP plays a vital role to ALL State Extension programs. ESP should serve as the HEART of the information source for states. Therefore, the National ESP should be the library for all.
g) I think Tom Gallagher, Oregon State University Extension has written an excellent mentoring guide.
h) Extension crosses all disciplines, and, at least in our state, we view ourselves as special and unique members of the University system. I think we can use this to our advantage in that we are mentoring (is that a word?) our fellow Extensionist... like helping out family?
i) Choosing the right mentors.....
j) Advertise as much as possible the successful mentoring programs and their benefits.
Arizona, Ed Martin, Associate Specialist, Maricopa Ag. Center, 37860 W. Smith-Enke Road, Maricopa, AZ 85239, PH: 520-568-2273, E-MAIL: edmartin@ag.arizona.eduCSREES (these are my ideas - I will ask some of our members to send you their thoughts.), Anna Mae Kobbe, National Program Leader, 1400 Independence Avenue, SW, Mail Stop 2225 PH: 202-720-2920, E-MAIL: akobbe@reeusda.gov
Florida, Celia Hill, FCS Program Leader, 3406 Palm Beach Boulevard, Lee County Extension, Fort Myers, FL 33916, PH: 941-461-7512, E-MAIL: cbh@gnv.ifas.ufl.edu
Idaho, Gary Fornshell, Past-President, Extension Educator, 246 3rd Ave. East, Twin Falls, ID 83301, PH: 208-734-9590, E-MAIL: gafornsh@uidaho.edu
Indiana, Janet Gordon, State Program Leader--4-H/Youth, 1161 AGAD, Purdue University, West Lafayette, IN 47907, PH: 765-494-8422, E-MAIL: jrgordon@purdue.edu
Iowa, Phil Hufferd, Retired Farm Management Specialist, 3018 Rainbow Dr, Cedar Falls, IA 50613, PH: 319-268-0826, E-MAIL: phufferd@peoplepc.com
Kansas, Stacey M. Warner, Leader, Extension Operations, 121 Umberger Hall, Manhattan, KS 66506-3405, PH: 785-532-5790, E-MAIL: swarner@oznet.ksu.edu
Kentucky, Carla Durbin, County Extension Agent for 4-H/Youth Development, P. O. Box 265, Calhoun, KY 42327, PH: 270-273-3690, E-MAIL: cdurbin@uky.edu
Maryland, Judy Pugh, Extension Educator FCS, Rm. 7 Courthouse, 129 East Main Street, Elkton, MD 21921, PH: 410-996-5280, E-MAIL: jp43@umail.umd.edu
Mississippi, Grenell Rogers, ESP President/Extension Home Economist (Beginning July 1, 2002 (Title Change) – Area Extension Agent – Family Resource Management), 106 Felix Long Drive, Starkville, MS 39759, PH: 662-323-5916, E-MAIL: grenellr@ext.msstate.edu
Oregon , Ann Schauber, Diversity Leader, OSU Extension, 307 Ballard Hall, Corvallis OR 97331, PH: 541-737-2315, E-MAIL: ann.schauber@orst.edu
Pennsylvania, Nancy Crago, Senior Extension Educator, 400 N Lexington Street, Pittsburgh, PA 15208, PH: 412-473-2540, E-MAIL: nxa3@psu.edu
South Carolina, William M. Hair, 4-H Agriculture Specialist, PO Box 8204, Columbia, SC 29202, PH: 803-256-4262, E-MAIL: whair@clemson.edu
Tennessee, Sudie W. Alston, Tennessee Omega Chapter, Extension Agent, 5565 Shelby Oaks Drive, Memphis, TN 38134, PH: 901-544-0243, E-MAIL: salston1@utk.edu
I believe Mark has given you Anne Sortor's name. Anne is my District Program Leader and had begun a mentoring program in the Western District.