The first week in May is historic.
On May 8, 1914, the Smith-Lever Act was enacted that established outreach units at Land-grant universities across the nation. On May 8, 2014, a convocation in Washington, DC will commemorate this national policy and all the associated successes of taking knowledge to the people.
Learn more about plans to celebrate this important milestone.
As a member of the University Promotion and Tenure Committee, I spent significant time in the last month reading and discussing promotion and tenure dossiers for OSU faculty.
Undergirding all conversations about the more than 70 candidates was the question of scholarship. For faculty responsible for outreach and engagement, scholarship is demonstrated in diverse ways—unlike the conventional peer-refereed publications expected of researchers. To qualify, scholarship must meet three criteria—1) original intellectual work 2) validated by peers, and 3) communicated. I am glad to report that faculty conducting engaged scholarship are recognized with career advancement. It is clear, though, that work remains to better define how peers are selected and how communication helps to implement associated innovations.
Two weeks ago at the Vice Provost Awards for Excellence luncheon, Dave, Deb and I distributed plaques and checks to several outstanding examples of engaged work. Congrats to all of this year’s recipients!
IN THE NEWS
- Learning to talk the talk – online (Military Advanced Education)
- As antibiotics ban nears, organic orchards have new tools to fight fire blight (phys.org)
- OSU develops flower-identifying app (Portland Tribune)
- Coast to coast | Ecampus graduate Colby Mangini (G.I. Jobs Magazine)
- Portland workshop focuses on ethics and responsibility (Beaver Nation PDX Newsletter)
QUESTION OF THE MONTH
Q. The new Leadership Development Program for Executives is for faculty. Are there thoughts for a strategic talent pipeline for staff? Both for movement within the classified system and also from classified to professional faculty? If we could increase retention of our many talented and dedicated staff, we would also better capitalize on the investment the Division has made in their hiring, training, and development.
A. What a great question! In fact, professional development, skill building and career advancement for division staff are critical to our collective success. While there are some campus-wide programs that include classified staff, we need to consider unique options for Outreach and Engagement, and I invite input and suggestions from all.
Should we consider a special internal development program? What should it contain? How about a job exchange or shadowing program that allows people to experience another setting? Maybe we should design an annual office tour that would spend a day on the road visiting off-campus division facilities. Internships? Your ideas are welcome.
Regarding leadership training and mentoring: This recent article about possible negative effects of mentor programs for first-year teachers caught my eye. Of course, this was just one study and is not the same population or context as the new O&E leadership program. However, I think it is a good reminder of what to look for and strive for in the mentoring and leadership programs we choose to offer, support, and participate in.
Leadership and professional development for classified staff is a great idea! Especially if it is combined with clarity about the possibilities and pathways to grow professionally at OSU.
I had the privilege of participating in the Extension Family and Community Leadership (FCL) program a number of years ago as a staff person and also a Volunteer Trainer. I found the experience to be very valuable for personally as well as professionally. I participated in about 6 State Training Institutes (STI) held at Ka-Ne-Ta located on the Warm Springs Reservation. These experiences enhanced my abilities to grow professionally and awaken even more realization of my diverse perspective in working with the people accessing Extension programs. I was in a classified position at the time in the Lane County Extension office and I am now in a Professional faculty position on campus. I recall many Extension staff attending STI and commenting on how useful it was to their everyday work. A few of the staff who were pivitol in keeping FCL going with vitality are still on staff, however, they may be retired or close to it. I would hope this effort would call upon their expertise and institutional memory to get Leadership Training going again as part of Outreach and Engagement for all of the staff including support staff who are at the front line interacting daily with the people of Oregon. It takes a team approach to run an Extension office and to respond to the community in a useful way that sustains involvement with OSU.
Great observations! Many remember the popular (and successful) Extension Family and Community Leadership (FCL) program. We also depend upon effective functioning of teams. More ideas needed–watch for movement on this topic.