2016 Call for Positions
On December 14, 2016 UC ANR Vice President Humiston announced the the release of 26 CE positions from the 2016 call for a new round of hiring over the next two years. This new release continues the commitment for hiring to exceed projected turnover, thus achieving the goal of academic growth. And, as funding becomes available, UC ANR will consider additional positions.
January 12, 2016 solicited proposals for Cooperative Extension (CE) advisor and specialist positions in the ANR Update. The call identified positions for strengthening and expanding the UC ANR network to address programmatic gaps and emerging needs. Below this public webpage displays all 138 new CE position proposals (there is a search tool to assist in finding proposals).
The online submittal process was open from January 12 – May 5 (5:00 PM) to allow as much time as possible for internal consultation and external input from UC ANR stakeholders in all program areas. Submissions were accepted from the following official submitter groups:
- Strategic Initiative Leaders
- Program Team Leaders
- County and Multicounty Partnership Directors List
- Executive Associate Deans
The Review Phase was completed May 5 – August 1. All proposals were reviewed. The program area and unit reviews were conducted by the Program Teams; geographic groups of County/Multicounty Partnership and Research and Extension Center Directors, and the UC ANR affiliated colleges and school. These groups prioritized and provided rationale for the position proposals under their purview. This input was used to inform UC ANR Program Council’s recommendations and ultimately the UC ANR Vice President’s decisions. More information about the review process is available in the review orientation.
The public comment period was open Jan. 12 through July 11, 2016. Comments can be viewed by clicking the position links below. Comments were reviewed by the review groups, Program Council and the Vice President.
- 2016 Position Proposal Review Template (for use by approved review groups only; others use the public comments feature)
- 2016 CE Position Proposal Criteria
- 2014-2015 CE Advisor and Specialist Hires and 2016 Recruitments
- For CE programmatic footprint information refer to the Taxonomy and Personnel System
- 2016 CE positions flowchart(complete process and timeline)
If you have any questions, contact Katherine Webb-Martinez at (510) 987-0029 or firstname.lastname@example.org.
2016 URS Call for Positions
136 Volunteer Development Specialist
The Volunteer Development Specialist is an applied social scientist focused on conducting research on emerging and contemporary issues affecting volunteerism and volunteer management, and provides academic leadership to all UC ANR volunteer programs. The specialist will conduct, facilitate and disseminate research related to volunteerism and volunteer management to academics, staff and volunteers within ANR volunteer-based programs, including the 4-H Youth Development Program (YDP), Master Gardeners (MG), and Master Food Preservers (MFP). This position will also be responsible for building the capacity of academics and staff to engage, educate, and support volunteer efforts. The specialist will have a Ph.D. in education, volunteer management, leadership, or a related social science discipline. (S)he must have a demonstrated program of research related to volunteerism and volunteer management, including a focus on recruitment and/or working with diverse volunteers.
This position will be housed in the UC ANR, Youth, Families, and Communities Statewide Program
Proposed Area of Coverage
State of California
- Volunteer Development Specialist (pdf), uploaded 04/08/2016 by Fe Moncloa
To truly honor the volunteers it is important for state personel to come to where the volunteers are, not vice-versa.
The rersearch component sounds interesting , and I can see the value of adding in new ideas and data to the current mix. It takes a special person, however, who can suggest new ways of doing things without disregarding the old, tried and true methods---when that happens the volunteer of course feels like his.her work is not appreciated. This then breeds discontent and even distrust of the UC staff .
There is no question that new information can help volunteers; but these people are already busy to the max and it is important the new ideas are not perceived as more work. I think more important than a 'demonstrated body of research on volunteerism' would be a "demonstrated body of experience as a volunteer, and as a manager of volunteers". Research will come, but the ability to work with this special group of people needs a clear knowledge and understanding of what ia involved to be a volunteer,....an understanding of what motivates them and keeps them on task which I contend cannot be totally understood from research---- you have to live it.
This position could help address several worthwhile improvements to volunteerism within 4-H.
1) better support for episodic volunteering
2) broader inclusion of expert (e.g. technical) mentors in youth programming
3) conversion of program graduates (4-H'ers) into volunteers
In terms of volunteer development, this position could more effectively advocate for and bring awareness to volunteers of research-proven methods for positive youth development, balanced with historical and local context.
In 4-H, volunteers are critical to success; support for high quality volunteer development would be a big plus.
Creating positive relationships is key to 4-H. Ensuring the professional development of those who work with youth and with adults is also necessary. This position will help assist in reaching under-served and unserved audiences to reflect the demographics of the state.
This position will support the strategic 4-H themes of extraordinary learning learning experiences and exceptional people. By having a dedicated staff, this position ensures positive youth development is reflected in all 4-H experiences. This position will also enhance opportunities of growth with new audiences as the older youth and adults who serve in those roles will reflect the audiences to be served as volunteers. 4-H's Promise to America's Youth of reaching one in five youth by 2025 will be a goal achieved through this position.
I am concerned, though, about the described "academic leadership" focus of the position. I would suggest including "administrative leadership" as well. While some "research" is necessary for the position to understand fully the issues, challenges, and best practices of ANR volunteer programs, the focus of the position should be be more on "building the capacity of academics and staff to engage, educate, and support volunteer efforts." This is where the impact will be felt.
Thanks for considering this.
As mentioned in other comments; this person must have hands-on volunteer management experience and needs to be in the field to understand the issues faced by the coordinators. Unlike most 4-H volunteers, MGs & MFPs are involved because it’s important to them, not to their children. (I was a 4-H mom/project leader for many years.) For most volunteers it's a passion and they all live their passions differently; it’s a very personal experience. From what I’ve seen, the majority of MGs & MFPs are retired professionals. It’s a challenge to get a diversity in ages, and once we get younger members, to keep them involved for multiple years.
Based on the position description, I feel this specialist will benefit the MG and MFP Programs in the following ways:
• Provide an impartial review of existing programs to identify strengths & weaknesses.
• Provide guidance to new MFP Programs. In 2010 there were 3 MFP Programs; there are now 10 with many counties receiving requests to start a program.
• Provide resources for programs experiencing growing pains.
• Provide professional development opportunities for staff throughout the year through a variety of delivery methods, including on-site visits.
• Provide a resource for acquiring funding for staffing new and existing programs. County budgets continue to be cut, impacting the funds to support Program Coordinators. Volunteer Program Coordinators and County Directors need to look outside of the standard funding sources; this position will provide guidance to do so.
UCCE Central Sierra
I think the position should stress the dissemenation of these best practices, based on existing current research, and assist the UC ANR leadership of volunteer programs in the implementation of the best practices.
Also, I doubt if someone with a PhD is really necessary and maybe not even desirable for a position that is more about helping to implement best practices instead of research. I see a conflict between being a researcher and a leader.
Hope you find my input helpful.