Support Team Roles and Responsibilities

Each new faculty should have a support team comprised of the following:

Regional Director| Orientation Staff| Program Director |Regional Mentor
Program Coach(es) |State Specialist Mentor |County Program Director

The team will be identified and agreed upon by the Regional Director, Program Director and Orientation Coordinator before the new faculty arrives. Following are the roles and responsibilities of each member of the support team.

Regional Director

Expected Outcomes
New faculty will:

• assess their core competencies and develop a plan for needed training

• understand their role and expectations

• demonstrate knowledge of MU Extension, its processes and systems

• design, implement, and evaluate quality programs with  documented learner impact

• build and nurture positive relationships with Regional Director, colleagues and the public

• develop, promote and conduct programming appropriate to diverse audiences.

Responsibilities

• Work with the new faculty member to assess the core competencies and determine additional training needs

• Develop a supportive relationship with each new faculty member

•  Meet with the new faculty member to provide direction and assistance in the following areas:

Get To Know MU Extension
· Explain regional assignment
· Discuss roles and relationships of staff (state, region,
  county, Regional Director)
· Explain funding of MU Extension

Our Processes and Systems
· Explain procedure for reimbursement of expenses
· Review performance expectations including:
     - Position description
     - Plan of work
     - Individual development plan
     - Reporting requirements
     - Performance appraisal system
  · Introduce MU Extension technology
    - Role of TCRC
     - Technology availability
     - Specialist’s use of technology
  · Explain penalty mail regulations.

Program Development/Evaluation
 · Explain outcomes based program development and the
   program logic model 
 · Explain the difference between program and activity
 · Introduce county plans of work
 · Discuss regional programming/multi-disciplinary
   programs
 · MU Extension "Strategic Directions for the 21st Century"
 · Confer about evaluation strategies
 · Suggest program resources available
 · Discuss night meetings.

Get To Know Your Community and Region
· Review role of extension councils
· Provide tips on working with the news media
· Make suggestions on developing community contacts.

Relationship Building
· Discuss relationships with Regional Director, office
   secretary, CPD, regional mentor, state specialists,
   extension council
· Confer about balancing work and family
· Discuss importance of partnerships.

Professional Development
· Review orientation components
· Assess core competencies
· Explain PIEs and PDEs
· Make recommendations for professional development
· Explain purpose of Community Development Academy.

Diversity
· Review MU Extension diversity policy
· Make suggestions for developing programs and
  marketing to a diverse audience.

Orientation Staff

Expected Outcomes

New faculty will:

• experience a warm welcome from MU Extension

• develop a support network

• identify resources available to develop their full potential as a member of the MU Extension team.

Responsibilities

• Provide support to the Regional Director for the overall orientation of new faculty in  University of Missouri Extension.

• Work with the Program Director and Regional Director to contact, appoint, and consult a support team for each new faculty member.

• Cooperate with the Regional Director and Program Director to develop a schedule for the first two weeks of a new faculty’s orientation.

• Develop a supportive relationship with each new faculty member.

• Take the new faculty member through his/her beginning orientation process.

• Maintain responsibility for the following:

First Day - Meet New Faculty

•  Welcome new faculty, introduce them to MU Extension

• Introduce them to the MU Extension website and the staff resources page

• Provide basic information about MU Extension to new faculty with back-up information and resources in a notebook

• Review the orientation schedule

• Arrange meeting with benefits staff

• Arrange for faculty identification card

• Have lunch with Program Director

• Meet communication staff –  to develop news release.

• If time allows, tour of MUC campus

Follow-up Communication

• Schedule follow-up visit and meet with new faculty in their headquarters offices
• Communicate with Dr. Henderson, Director of off-campus operations, Regional Director and Program Director regarding the new faculty member's progress.
• Evaluate orientation process with new faculty and members of the support team.

Cohort Training and Support

• Facilitate cohort group trainings as provided in the orientation plan.
• Coordinate communication among cohorts who have started their MU Extension careers in the same six-month period, through e-mail and/or teleconferences.

Mentor Training

• Develop and facilitate training for new faculty mentors.

Program Director

Expected Outcomes
New faculty will:

• recognize available program resources and professional development opportunities

• gain an understanding of priority programming in their area of responsibility.

Responsibilities

• When requested, assist the Regional Director in identifying appropriate support team members

• Have lunch with the new faculty on the first day to welcome him/her and to share vision of MU Extension and role of the regional specialist.

• Assist new faculty in becoming familiar with resources available to help them in the development of their program

• Provide counsel and direction to the new faculty in the following areas:

Program Development/Evaluation
· Make available the list of priority programs and a copy
  of the statewide program plan for their content area;
  discuss the implications
· Provide list of state specialists who might serve as
  program resources.
· Explain educational resources (notebooks, websites,
  printed materials, etc.) available.

Professional Development
· Discuss professional associations, memberships, etc.
· Note PIEs and PDEs available to support his/her
  program effort.
· Share other professional development opportunities
  that you believe would enable them to better fulfill
  their role.

State Specialist Mentor

• learn program resources available from academic departments
• understand the role of state specialists in the MU Extension program
• establish a supportive relationship with campus resource person.
     

Responsibilities

• Establish contact with new regional specialist within the 1st two-week period (if  possible, have lunch with them on their 1st day of employment)
• Help them feel comfortable and willing to communicate freely
• Schedule a time for the new specialist to visit the campus department and to become familiar with resources available to them for work in their field
• Identify priority programs and support available to new faculty in developing and evaluating those programs

• Encourage communication between the new faculty member, their regional mentor, and their Regional Director

• Make a personal visit during the first six months of the new specialist's tenure

• Provide assistance as needed with promotional materials, mass media, teaching materials and presentations.

• Communicate with the new faculty member, their regional mentor and Regional Director about professional development experiences

• Confer with the new faculty on:

Program Development/Evaluation  
· Identify the named programs and share resources
  available to assist new faculty in implementing,
  marketing and evaluating these programs
· Assist the new faculty member in the program
  development process
· Recommend other field specialists the new faculty
  member might contact who have similar interests.   

Relationship Building  
· Introduce the new faculty to other state specialists
  available to assist them in their program effort
· Provide needed support in answering questions and
  making recommendations for programming.  

Professional Development  
· Make recommendations for professional development
  to enhance the new faculty member’s subject-matter
  competencies.

Regional Mentor

Expected Outcomes
New faculty will feel strong support as they learn their new job responsibilities.  The regional mentor is concerned about the whole person, not just the program aspect of the job.

Responsibilities

•  Establish a personal relationship to help open levels of
  communication
       1.  The mentor should contact the new staff member within
            a week of employment, by phone or in writing.  
       2.     The mentor should meet personally with new employee
            during their first two weeks of employment, or as soon  
            thereafter as possible.
  

• Assist the new colleague in developing a strong relationship
  with other MU Extension employees and community leaders.
  

•  Assist in the program development process (this will include program design, budgeting, implementation, evaluation, and reporting).
  

• Assist in preparation of performance expectations, individual development plan, and reports (PRLLS and MPPRS).
  

• Counsel as events and activities are planned, publicized and implemented.
  

• Visit the mentee monthly during the first three months, and as agreed upon during the two-year orientation period.
  

• Assist the regional director and orientation coordinator in the identification of additional needed orientation experiences.
  

• Work as a team member with the state specialist mentor, campus program director, system program director, regional director and orientation coordinator toward the common good of the mentee.
  

• Review mentoring tips in the MU Extension Regional Faculty Mentoring Handbook, available on the S drive at http://uoeshare.ext.missouri.edu/share/UMSystem/Orientation.
  

Program Coach

Expected Outcomes
New faculty will:

• design, implement, and evaluate quality programs with documented learner impact

• utilize educational resources provided by program coaches.  

Responsibilities

• Assist the new faculty member in learning how to develop and present programs. 

• Provide an opportunity over 2-3 days for the new faculty member to observe you in your job role.

• Share program resources and experience related to some of the following:

Program Development/Evaluation  
· Share copies of your current job description and
  position description and explain how these are
  developed
· Discuss your typical workweek in the office; include
  time spent in the office, prep time for meetings,
  one-on-one visits, etc.
· Discuss how you develop a program, what steps you
  take, and how you evaluate the outcome.
· Plan your time so that the new staff member can
  observe you working with a group, including how you
  present yourself, how you have prepared. After the
  meeting, talk about what went on and what 
  follow-up is required.  
· Describe your philosophy of extension work. What is
  your role as an extension educator who is able to
  assist people with their highest-priority needs in any
  problem vs. your role as a specialist in an  academic
  area?
· Explain why you like working for University of Missouri
  Extension and why it’s a good career choice.

Our Processes and Systems  
· Discuss the fiscal resources that support your
  programs. How are you able to generate funding to
  assist with your program efforts, including fees for
  services, grants and contracts, endowments, etc.  
· Explain which sources you use to find various kinds of
  information, including other regional staff, faculty on
  the UM and LU campuses, Extension Publications, web
  pages and other electronic sources. Do you have to
  know the answers to all questions?  
· Detail which media or delivery modes you use to get
  information to clients about your programs. Do you use
  newsletters, newspapers, radio, TV, flyers, video, web
  pages, satellite downlinks, individual and group
  meetings, interactive video, other?

Relationship Building
· Talk about the importance of establishing professional
  relationships with other high-quality faculty. How do
  you develop relationships that are mutually beneficial
  and which help you fulfill goals important in your
  county plans of work?
· Visit about how you relate with your regional director.
  What are keys to effective communication?
· Note the importance of building strong relationships
  with various community groups, i.e. county
  commissioners, county office holders, extension
  council members, business leaders, agencies, others.
  How do you go about building these relationships?  
· Discuss the need to be a self-starter. How do you
  meet the demands of your job within a flexible time
  frame and little supervision? When is it appropriate to
  say no?

County Program Director

Expected Outcomes
New faculty will:

• feel welcome in the county and region

• understand county program, policies, practices and             procedures

• research the area where he/she will be working.

Responsibilities

• Arrange to welcome the new faculty member to the office, introducing him/her to the office staff and to their personal office space.

• Meet with the new faculty member to explain policies and procedures and provide overview for the following:

Welcome and Get Acquainted
· Hold an office conference when the new faculty
  arrives to help him/her get acquainted with co-workers
  and secretary(ies)
· Find time to introduce new faculty to office holders in
  the courthouse and if appropriate, city hall
· Take new faculty to the media and give them a news
  release on the new person. If you have a newspaper
  column or weekly radio or TV show, this to is a good
  way to introduce a new co-worker.  

Our Processes and Systems
· Check to see that the new person has adequate
  supplies and materials to get his/her job or work
  completed
· Review office policies and procedures, travel vouchers
  and other items you feel are needed    
· Make sure that someone introduces him/her to our
  e-mail system and work out any other local computer
  arrangements, sharing printers, etc.
· Review clerical support and expectations of working
  with support staff
· Discuss the county budget, funding sources.

Program Development/Evaluation
· If appropriate invite your new co-worker to one or
  more of your programs and invite other specialists in
  the assigned counties to do the same
· Make sure he/she a copy of the county plan of work.

Get To Know the Community and Region
· Invite the new person to attend extension council 
  meetings, give them a list of council meeting dates as
  well as a list of council members
· Go on a tour of the community, visiting with key
  leaders and volunteers
· Make suggestions on developing community and
  regional contacts.

Meet Our New Faculty

About Orientation

NEW FACULTY GUIDES

Cohort Dates

Your Support Team

Get To Know University
of Missouri Extension

Frequently Asked Questions

Cohort Training

Get to Know Your
Community & Region

Program Development
& Evaluation

Program Development Aids

Reporting
(2-22-07 -- This topic is being updated)

Technology Tools

Professional Development
Professional
Associations

Diversity

SUPPORT TEAM GUIDES
Support Team Roles
and Responsibilities

Mentor Handbook