ANR Employees
University of California
ANR Employees

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.

2016 approved CE 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:

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.

Relevant documents:

If you have any questions, contact Katherine Webb-Martinez at (510) 987-0029 or


2016 URS Call for Positions

This proposal has been formally submitted for the 2016 cycle.

Position Details

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.

Proposed Location/Housing

This position will be housed in the UC ANR, Youth, Families, and Communities Statewide Program

Proposed Area of Coverage

State of California


Associated Documents



I am a big fan of a UC specialist who will travel to the counties to do this training....if this position includes travel across the state I am all for it. It if does not include travel, then in my opinion it will not be effective. The person selected will be spending all time on research, and little to none on hands on field experience . Having sessions at forums and leadership days is not the same as coming to the counties personally .

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, understanding of what motivates them and keeps them on task which I contend cannot be totally understood from research---- you have to live it.
Posted Jun 20, 2016 6:28 PM by Vicky Bosworth
NB: My experience with these organizations is limited to 4-H, so my comments are specific to our needs.

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.
Posted Jul 2, 2016 10:40 PM by Curtis Ullerich - Vice Chair, California 4-H Management Board; Santa Clara County All Star Advisor
As the Director, 4-H Nat'l HQ, Division Youth & 4-H, USDA NIFA, professional development of staff, paid and unpaid as volunteers is critical to the 4-H model of positive youth development.
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.
Posted Jul 11, 2016 5:16 AM by Lisa Lauxman
I am a volunteer for both MG and MFP and have just finished a term as the volunteer coordinator for my MFP group. I can see the value in doing research on volunteers in general and specifically on attracting and retaining good volunteers. I believe that it is important for this person to have experience as a volunteer and also for them to get out and observe volunteers at work. I think it would be great if this person could also help explain the necessary rules etc. of the UCCE system. I'd also love to see more information on tried and true motivators for volunteers. I volunteer for other organizations that do not track hours and the recognition you get is what you give yourself, I find that I like the recognition (even if it is mostly from my fellow MGs and MFPs) for my time and effort (I am about 80 hours away from my Gold MG badge).
Posted Jul 11, 2016 1:44 PM by Linda Driver
The qualifications for this position are far too restrictive. There are many individuals with extensive experience in the area of volunteerism that may not meet the requirements of this position. There should be a broad review of individuals who have provided effective leadership in the Master Gardener programs that would be beneficial to the expansion and success of programs important to the future success of Ventura County agricultural programs.
Posted Jul 11, 2016 3:07 PM by Anthony Hepton
As a UCMG volunteer program coordinator, I believe this position could be very helpful to both the UCMGP statewide and local staff, but only if it's success is measured by it's ultimate impact on the local UCANR volunteer programs. These local volunteer programs have proven to be extremely valuable to the UCANR mission and recent additions of staff positions at the statewide offices have given us some of the additional structure and support needed to be successful. But additional guidance in Volunteer Management is greatly needed and it is very good to see this recognized.

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.
Posted Jul 11, 2016 3:17 PM by Trink Praxel
I’ll comment as a Coordinator for both Master Food Preservers and Master Gardeners. The majority of a coordinators’ time is spent recruiting, training & retaining volunteers, with lots of personality/conflict management thrown in for good measure. We get some training, but each of the MG & MFP Programs are implemented locally to meet their community needs, so there isn't (and won't be) a one-size-fits all solution.

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.

Sue Mosbacher
UCCE Central Sierra
Posted Jul 11, 2016 3:34 PM by Sue Mosbacher
Volunteering is a behavior that has been studied by sociologists for years. In my experience too much time is spent studying and analyzing a problem, developing an improvement plan, and then no time is spent on actually implementing the plan. I believe that a search of the existing research will provide a list of best practices groups should use to attract and keep motivated volunteers.

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.
Posted Jul 11, 2016 4:26 PM by Marsha Meeker
As volunteer coordinator for the UC Master Gardener program in Napa County, I believe volunteer programs play a key role as part of UC outreach and extension. Going forward there are challenges to the current format of traditional volunteering, finding and keeping volunteers. To keep newer, younger generations of volunteers engaged and create a more divers populations of volunteers we need to re-think all parts of the process and programs. A person who could address this issue while helping programs develop and transition by providing training and implementation of new methods would be critical. I agree that a PhD without practical experience will not be the best type of person to fill this role.
Posted Jul 11, 2016 7:26 PM by Yvonne Rasmussen
For more than 40 years, volunteerism has been study by both nationally known youth and adult serving organizations. This information is available for review online. Perhaps more time should be spent on how to support existing UC ANR leadershp of volunteer serving programs. New proposed position does not require a PhD, the person needs a good understanding of volunteer management practices with years of experience working with both paid and unpaid volunteers. If research is the focus, they will be lost in developing charts, surveys and reports. I would prefer we hire someone able to visit counties and support existing youth and adult serving volunteer programs.

Hope you find my input helpful.
Posted Jul 11, 2016 8:04 PM by Leah Haynes

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