The National ESP Board appointed an ESP Mentor Task Force, fall 2001, to explore roles that ESP can play in developing mentoring projects and programs with ESP Chapters and States. This task was deemed timely in light of the current economy constraints and the reductions in workforce, known to many as the "revolving door syndrome" impacting Cooperative Extension nationally. The unique mission of ESP provides great potential for the Fraternity to provide mentoring foundations and resources to members and the system. Mentor programs serve as organizational anchors for keeping outstanding professionals in CES from recruitment to successful retention and enhanced career development.
METHODOLOGY:
Surveys were sent to Chapter presidents to secure current status of ESP chapter involvement in mentoring efforts. During the 2002 Joint Council of Extension Professionals (JCEP) Regional Leadership meetings, chapter leaders received additional information on this effort. Presidents were asked to identify State Cooperative Extension Staff Development Leaders and contacts for a follow up survey.
A comprehensive electronic survey entitled, "ESP SURVEY ON MENTORING EXTENSION PROFESSIONALS" was developed and sent to CES Staff Development/ Personal and Organizational states who identified leaders and contacts to provide information on the following areas: mentor training, recruitment, matching, mentor tenure, job descriptions, successful guidelines, checklists utilized, administrative and financial supports and materials developed. The survey was divided into three critical areas (1) Characteristics of Mentoring Programs, (2) Training and Resources and (3) Roles ESP Could Fulfill In Mentoring Extension Professionals. ESP Chapter Presidents were surveyed only on the "Roles ESP Could Fulfill in Mentoring Extension Professionals."
DEFINITIONS:
Mentee and Protégé: Name given to the individual being counseled, guided, coached, influenced or taught by a tenured and professionally skilled mentor in an area of expertise.
RESPONSE RATE:
Thirty-six (36) persons were identified by Chapter ESP Presidents as the state Staff Development, Personal and Organizational Development or Extension Personnel liaison for participation in the comprehensive mentor program survey. Of those that were identified, 53% (19) responded from 16 states. Fourteen chapter presidents completed Part III, "Roles ESP Could Fulfill in Mentoring Extension Professionals."
I. Characteristics of Mentoring Programs
Mentoring programs are prevalent in Cooperative Extension. Of states reporting, 86%, (17) of (19), conduct some type of mentoring. Over 55% (11) states indicated that mentors are primarily selected and matched by regional and county administrators with a combination of other selection options. Priority elements for selection of mentors reported include the following qualities:
The general time commitment for a productive working relationship was one year as reported by over half, 55% (11), of the respondents. Most states reporting have Implemented some mentor program from 1-15 years with the highest number being 4 to 6 years in operation. Nearly 85% (16) states indicated that the mentees/proteges are mostly new county/regional extension professionals, followed by County Directors/Executive Directors and Coordinators.
II. Training and Resources
Training for mentors was offered by 50% (9) of the states surveyed with two thirds of these (6) offering formal or structured training programs. The hourly time for training indicated a wide range from one to forty hours. Most states offered four to twelve hours of training. Training for mentors was generally conducted by State Cooperative Extension staff with a variety of support instructors from within the agency. Trainers utilized a variety of training resources of which some were developed in-state and others obtained from other states.
Some of the reported core content areas included in training sessions listed from high to low were as follows:
Some of the reported learning results and outcomes expected from the mentor training listed from high to low are as follows:
Numerous resources were identified for training consideration which include the Mentor Program Handbook (Oregon State University); useful tools by Dr. Linda Phillips-Jones -- The Mentoring Program Guide, What Every Manager Should Know About Mentoring, The Mentoring Program Coordinators Guide, The New Mentors and Proteges; Managers as Mentors by Chip R. Bell; the National Mentoring Institute; and the NCSU Mentor Network (Dr. Alan Reiman).
Several states post mentoring resources, tools and general information on a website. Those states include the following:
III. ROLES ESP COULD FULFILL IN MENTORING EXTENSION PROFESSIONALS
Part III, "Roles ESP Could Fulfill in Mentoring Extension Professionals", respondents included both ESP Chapter Presidents (14) and State Staff Development/Personal and Organizational Development Liaisons (19). All respondents shared suggestions and ideas in response to the following questions: 1. Roles for ESP in Mentoring Programs:
2. Ways ESP could collaborate with a state that has an existing/structured mentoring program :
3. Strategies the ESP could implement in those states that do not offer mentoring programs:
IV. KEY RECOMMENDATIONS FROM THE TASK FORCE TO THE NATIONAL EPSILON SIGMA PHI EXTENSION FRATERNITY BOARD
V. FUTURE IMPLICATIONS
The reality of actions taken to implement key recommendations noted in the Task Force report are anchored in the outstanding and futuristic leadership and support of the national ESP Board. The continuity of programmatically and financially keeping the mentor effort in the Board's short and long range goals for the next two to three years will assure the implementation and completion of several priority goals. Many of the national committees, in concert with an implementation team, can foster and mobilize results. Many of the respondents listed in the report have the mentoring foundation to move to the desired next steps of delivering training materials, resources, modules and success strategies that are noteworthy for a "National ESP Extension Mentoring Clearinghouse and Resource Center".
VI. ACKNOWLEDGEMENTS
The appointed National ESP Mentor Task Force extends appreciation to the Board for this opportunity. ESP can and will continue to exemplify professionalism in hallmarking excellence in Extension professionals and in the Cooperative profession.
Sincere appreciation is extended to State Evaluation Specialist and Program Leaders in New York, North Carolina and Missouri who reviewed the mentor survey instrument for validity and reliability.
Appreciation is extended to computer genius, Donna Duer, Program Assistant in the Personal and Organizational Development Unit (North Carolina Cooperative Extension at NCSU) for programming the electronic mentor survey.
Appreciation is also extended to Mary Ann Lofgren, Administrative Program Assistant in Personal and Organizational Development also at NCSU, for special assistance to the task force in survey data management and general support.
ESP Mentor Task Force Members: Bernadette G. Watts, North Carolina, Chair Barbara Eshelman , New York Soneeta Grogan, Missouri Alan Ladd, Kansas Mary Ellen Blackburn, Georgia