Here's a summary from 2018 discussions:
Extension and Delivery - Establishing my program.
- How to define my clientele Needs Assessment
- How to define and reach out to under-served groups
- Reach - how to reach the under-served
- Affirmative action and cultural competence - who are they and how best outreach to them (methods - not why we need it, but how to implement it)
- How do I deal with racist clientele (misogynists)?
- What systems can be used to track clientele - how should we manage our data records with any vulnerability in mind (e.g., hacking or legal subpoenas)
- What are all the work committees (work groups and program teams) to know how to get involved
- Where do I go for information and training resources (Learning and Development portal)
- How to focus my work
- How to manage cross-county commitments (%, supervisors, etc.)
- What is the logic model; how to make one (and why)?
Orientation/on boarding process
- Orientation checklist - onboarding checklist
- Email, insurance, access, legal aspects, etc..
- ANR culture - dress codes, lunch breaks, overtime, vacation
- Health and benefit, retirement and investment options (selection among options)
- Time sheets and travel, travel card and p-cards - what are they and how apply?
- Mentor options
- Supervisory information (e.g., policies, programs, software, etc,)
- Budgeting best practices (e.g., salary savings)
- How use Kuali financial system (to be replaced?)
Navigating ANR - the Bureaucracy
- List of acronyms
- Who does what and the point people
- Org Chart
- What are all the admin committees including
- How do campus-county-UCOP fit together
- Logos and branding (UCCE, UC ANR, UCOP, UC system - UC Davis, UC Berkeley, etc.)
Annual Academic Evaluation and Expectations
- See Annual Evaluation on the Orientation page
- Review process and expectations
- Let people know about the e-Book
- The confines of my expectation
- How do I know if I am being successful
- Making people aware that annual evaluations and program review requirements change every year (updated on first page of e-Book)
- Expectations and changes across years
- Impact versus outcome
What New Advisors felt was working well (2018)?
- Talking with other Advisors
- Checklists (for example, Orientation Guides)
- (Advice from peers: participate in as many as possible.)
- Having a mentor
- Program teams and workgroups provide opportunity to meet face-to-face with peers
- HR responsiveness to needs brought up by counties/advisors during in-person field visits
- Statewide conference: networking; getting context from leadership about what is happening (example, Glenda’s lunch brief talk).
- Zoom meetings to see leadership with opportunity to ask questions