4-H & Families

Learning and Development: Measuring outcomes, professional development, new website

Writing strong impact statements

October 16, CE San Diego County Office
October 26, ANR Building, Davis
Workshop desired outcomes: Participants will gain understanding and practice organizing program activities into themes for the merit and promotion process. They will also define their program outcomes and impacts, using logic models and UC ANR's condition changes and public values. Participant will write impact statements about their programs for merit and promotion efforts, for UC Delivers and other communications. Register now

Led by:
Katherine Webb-Martinez, Assoc. Dir., PP&E
Vikram Koundinya, Evaluation CE Specialist
Chris Greer, Area IPM Advisor

Practical methods to measuring outcomes
October 15, CE San Diego County Office
October 25, ANR Building, Davis

Workshop desired outcomes: Participants will gain understanding of and experience in defining outcomes and identifying measurable indicators for their programs. They also will acquire an understanding of evaluation data collection approaches and methods used by UCCE progress on outcomes evaluation plans/efforts. Register now

Led by:
Katherine Webb-Martinez, Assoc. Dir., PP&E Vikram Koundinya, Evaluation CE Specialist
Chris Greer, Area IPM Advisor
Whitney Brim-DeForest, Rice Advisor
Darren Haver, Water Resources/Water Quality Advisor and REC/County Director

Exploring partnerships to address economically vulnerable populations
eXtension Zoom Wednesday, Oct. 3 at 10 a.m.
A New Anchor Partnership Program Between Extension and Everyday Democracy
Engaging people across their community in dialogue and community change with an equity lens can directly address issues of economic vulnerability and poverty. Everyday Democracy, a national organization leading in the field of dialogue and deliberation to promote stronger communities, has recently partnered with several state Extension programs with its new “Anchor Partners” Project. This webinar will explore this new partnership program and the role it can play in in addressing structural racism, engaging all different kinds of people in public dialogue, and linking dialogue to action and positive change, specifically for those who are economically-vulnerable. Find more information here. Register here https://extension.zoom.us/j/250738699. 

UC Women's Initiative for Professional Development (UC WI): More than professional development

Alison Smith, Agricultural Technician, Hopland REC

The UC Women's Initiative for Professional Development was a wonderful experience from start to finish. I was a bit skeptical at first about how much I would get out of it, but it far exceeded any expectations I had. It is so much more than simply a professional development and networking program. 

The program designed in collaboration with CORO encompasses leadership skills, team building, negotiation strategies and network building tools along with professional development. 

It sounds cliché to say it was a transformative experience, but it truly was. As a group of professional women from across UC, we bonded and connected despite the differences in our locations, titles, ages or experience.  The UCWIP made me consider the future of my career when I never had before. I had never thought much about my own career development or searching out mentors and sponsors. I now am actively spending time thinking about the future of my career and steps I can take to constantly improve myself as a team member, speaker, workshop leader, etc. I am building the tools to advance my career, my self-worth as a part of UCANR and my team here at Hopland REC. 

To learn more about the program and to apply (by Oct. 12, 2018), read the next article. 

Apply for UC Women's Initiative for Professional Development

It's time again! Nominations are now open through Oct. 12, 2018, for the 2019 UC Women's Initiative for Professional Development (UC WI).

UC WI aims to cultivate a vibrant, professional network of women across the UC system. It's designed for mid-career women, including academics and staff, who demonstrate the potential to advance their careers within UC.

As in the past, ANR will be sponsoring women (academics and staff) to participate in the 2019 program. Six regional cohorts (three in the north and three in the south) will be offered. Each cohort program is comprised of four sessions:

• First session of each cohort is 1.5 days, remaining sessions are 1 day each
• Final session of each cohort program will be a combined north and south capstone event that allows participants to make systemwide connections

The experiential program requires full, active participation; only UC ANR employees who can commit to this will be selected. More details about the expectations and logistics are included on the nomination form. 

• When prompted for the FAU (account code) enter “999”
• There is space on the form to add a narrative for each nominee or upload it onto the form itself.
• Nominations should include name and supervisor consent.

If you are interested in participating in this program, please talk to your supervisor. Supervisors are asked to send in nominations by close of business Oct. 12, 2018. Late or incomplete nominations will not be considered. 

The program is a collaboration between the UC Systemwide Advisory Committee on the Status of Women and UC Human Resources, and is delivered by CORO, a nonprofit leadership-development organization that has worked with UC for the past decade. UC President Napolitano supports and partially funds the program. ANR will cover registration fees and reimburse travel expenses and half the lodging for those selected.

Apply by Oct. 12, 2018, at https://www.surveygizmo.com/s3/4458932/2019-UCWI-Nomination-Form.

If you have questions about the program, please contact Jodi Azulai.

New academic and staff administrative employee orientation

Goals are to provide opportunities to:

• Learn about the ANR's Vision and Mission.
• Learn about ANR structure and individual programs and units.
• Interact with ANR leadership and directors.
• Meet and network with new colleagues from around the state.
• Get answers to burning questions about health benefits, AggieTravel and more.

Who Should Attend: All UC ANR Employees (academics, staff and affiliated staff on campuses, counties and RECs) who have not participated in an administrative orientation in the past. Priority will be given to those hired by ANR within the past year. Register here

Newly designed ANR Learning & Development website

Why does the ANR Learning & Development website have a new look?

UC ANR Strategic Plan Needs Assessment indicated that ANR employees have strategic learning needs, represented by three buckets:

Extension Delivery

Building Support

Office, Team and Personal Management

In addition, the new landing page includes the latest training opportunities, including the WebANR Café Thursday topics and a suggestions link. Check out the new website and please send us your suggestions! 

When your boss suffers from short-term memory loss

Short of writing down every word, how do you communicate with a boss who repeatedly gives input or instruction “on the fly,” but then later cannot recall what he or she approved or instructed? Often this input comes up rapidly or in response to other issues.

Signed,
Dealing with Short-Term Memory Lapses 

Find out what advice Justine Hale from Crucial Skills sends to “Dealing” here.

How to manage someone who is really defensive

The job of any manager is to get the absolute most out of their people. To achieve that, yes, you should recognize your employees' strengths and build them up. But, you also need to address their weaknesses, so they don't hold your employees back. The problem? Some people get really, really defensive when you point out a weakness of theirs. And...read more here and take the Lynda.com course “Coaching Employees through Difficult Situations.”

The best people managers develop their employees and themselves

Being an effective and professional people manager takes many skills and considerable development and the best people managers develop both their employees and themselves. 

One of the ways ANR people managers have been developing themselves is by completing UC People Management Series Certificate modules and participating in monthly facilitated networking calls to review what they've learned, ask other supervisors for advice, and share successes. Participants enjoy scenario-based role-playing, excellent tools, a fun and challenging group assignment and networking.

A new cohort will form in January 2019. If you are interested in participating, please fill out this survey. Supervisors who complete the series will be eligible to apply for the 2019 systemwide UC People Conference and preference will be given to networking cohort participants. See what our current and past participants say about the networking cohort experience:

Russell Hill, Associate 4-H Youth Advisor, UCCE Merced

“The information provided could not have been timelier! Each call and each module have improved my skills to support the staff I supervise.” 

Kim Delucchi, Office Manager, Confidential Assistant IV, UCCE Stanislaus

“The perfect companion piece to the People Management Program are the monthly networking calls. They are a time to share and delve further into the skills learned from the modules and to discover real-life opportunities to use those skills. It is interesting to learn what your peers are dealing with as supervisors, brain-storm ideas on how to handle current situations, and find support in a confidential, caring, and nurturing environment. The networking calls provide lasting take-aways and are a chance to share your successes and challenges.”

UC seeks employee comments on policy updates

The University seeks comments from employees on four presidential policies that have been revised.

Employee Comment: Protection of Administrative Records Containing Personally Identifiable Information

The University invites comments on the Draft Revised Presidential Policy BFB-RMP-7, Protection of Administrative Records Containing Personally Identifiable Information, as described below:

The policy is proposed to be revised. The revised policy includes the following key issues:

• Combines and updates BFB-RMP-7, Privacy of and Access to Information Responsibilities; BFB-RMP-11, Student Applicant Records; and BFB-RMP-12, Guidelines for Assuring Privacy of Personal Information in Mailing Lists and Telephone Directories
• Incorporates the UC Statement of Privacy Principles and Values
• Clarifies the roles of Privacy Officials, Records Management Coordinators and Information Practices Coordinators

The policy proposal is posted here.

If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.

Employee Comment: Sexual Violence and Sexual Harassment (SVSH)

The University invites comments on the Draft Revised Presidential Policy on Sexual Violence and Sexual Harassment, as described below.

The policy is proposed to be revised and includes the following key revisions:

• A fuller explanation of what the policy covers, such as acts committed by and against third parties, and how the Title IX offices will evaluate reports to decide whether to initiate a resolution process;
• Changes to the definitions of conduct prohibited by the policy, including sexual assault, relationship violence, and retaliation;
• Enumeration of the specific procedures UC will use to investigate and adjudicate reports;
• A more detailed description of the informal (Alternative Resolution) process, and parties' rights in that process;
• Addition of a 30- to 60-day timeframe for Alternative Resolution, and extension of the timeframe for the Formal Investigation process from 60 days to 90 days;
• Provision for the Title IX officer to initiate investigations despite the absence of an identifiable, individual respondent or, alternatively, the lack of a specific complainant;
• Revisions to the Frequently Asked Questions, including the removal of certain questions; and
• References in several places to guidelines developed by the Systemwide Title IX Office. CSA recommended that we better define and codify some of our policy-related practices, and agreed that could be done in separate guidelines, if referenced in the policy.

The policy proposal is posted here.

If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.

Employee Comment: Use of Vehicles and Driver Selection

The University invites comments on the Draft Revised Presidential Policy BFB-BUS-46. 

• The key issues addressed by the proposed revisions to the policy include:
• The inclusion of the California Department of Motor Vehicles (DMV) Negligent Operator Treatment System (NOTS) as a standard for eligibility to drive on behalf of the University.
• Implementation will apply to all drivers on University business – not solely employees.
• Establishment of Vehicle Collision Review Committees to review collisions, determine preventability, and promote driver safety awareness.
• Establishment of guidelines for drivers involved in preventable collisions including training, suspension, and potential revocation of driving privileges.

The policy proposal is posted here.

If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.

Employee Comment: Principles of Accountability with Respect to Financial Transactions

The University invites comments on the Draft Revised Presidential Policy on the Principles of Accountability with Respect to Financial Transactions. The policy is a codification of an existing UCOP financial policy that is currently posted on the Office of the Chief Financial Officer website.

The key issues are:

• Existing finance policy was rewritten to follow the 2013 Committee on Sponsoring Organizations of the Treadway Commission (“COSO”) Integrated Control-Integrated Framework;
• Policy provides an overview of financial accountability, financial management, data integrity, and compliance associated with financial transactions throughout the University. Campuses in turn should develop policies and procedures to ensure these financial transaction accountability principles are met;
• There is a chart of functions and responsibilities for key areas and roles within the campus, and
• There are financial principles that all employees with financial transaction authority redelegated to them should adhere.

The policy proposal is posted here.

If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Tuesday, Nov. 13, 2018. 

Rustici rangeland and cattle research proposals due Nov. 7

Russell L. Rustici Rangeland and Cattle Research Endowment funding is available to University of California personnel to support problem-solving research that will benefit California range cattle producers. The goal of this program is to promote collaboration and strengthen the network among research faculty, Cooperative Extension specialists, county-based Cooperative Extension advisors and range cattle producers, and to ultimately provide practical answers to critical issues and challenges facing the industry.

It is anticipated that three or four research proposals will be awarded with a total annual budget typically not exceeding $60,000 per year. Matching funds from other sources that provide leverage will be favorably considered. Funding will also be available to support outreach and extending knowledge activities with budgets not to exceed $10,000 per project.

Research grants run from Jan. 1, 2019, through Dec. 31, 2020 or 2021 (not to exceed two years).

Requests for outreach/extending knowledge activities are accepted year-round (not to exceed two years).

Research priorities are refined in regular consultation with representatives from the range cattle industry. Specific issues identified in a recent review are listed below. While the overall interest in the broader existing priority areas remains, cross-cutting proposals which target the specific needs below are also encouraged.

Research priorities for 2019 call (not in order of priority):

• Improving cattle health, genetics, productivity, and quality
• Managing rangelands for multiple ecosystem services
• Enhancing the productivity and profitability of rangeland cattle operations

Research proposals are due Wednesday, Nov. 7, 2018, to rusticiresearch@ucdavis.edu. For more information, visit http://rangelands.ucdavis.edu/rustici/research-endowment or email rusticiresearch@ucdavis.edu 

ANR to close for winter holidays

To help with planning, I am writing to confirm this year's winter holiday closure schedule. ANR units – including Research and Extension Centers, BOC Kearney, UCCE county offices and the Second Street Building in Davis – will be closed from Monday, Dec. 24, 2018, through Tuesday, Jan. 1, 2019, except for essential services. ANR offices will reopen on Wednesday, Jan. 2, 2019. The closure schedule will be the same for ANR employees at UCOP.

UC holidays will be observed on:

Monday, Dec. 24 and Tuesday, Dec. 25;

Monday, Dec. 31, 2018; and Tuesday, Jan. 1, 2019. 

December 26, 27 and 28, 2018, will be curtailment (closure) days. Employees will be given the option of using accrued vacation, compensatory time off (CTO), or leave without pay for the curtailment days. In the event an employee has not accumulated a sufficient amount of vacation time before December to cover the three days, arrangements can be made to allow those individuals to borrow against future vacation time. 

We understand some UCCE county offices and research and extension centers may need to adjust the closure schedule to accommodate local needs. We ask that all UCCE county offices and RECs confirm their local schedules by completing this short survey no later than Tuesday, Nov. 6. Please complete this survey even if your office is following the ANR closure schedule.

http://ucanr.edu/survey/survey.cfm?surveynumber=21866

Vice Provost Mark Lagrimini has the authority to approve alternative schedules for offices or individual employees at UCCE offices or the RECs. Mark will review your survey submissions and contact you with any questions or concerns. For administrative units, requests to work during the closure days will be reviewed by AVP Tu Tran.

Thank you for your cooperation. I hope you enjoy the winter break.

John Fox
Executive Director, Human Resources

 

 

Final position proposals due Sept. 15 for 2018 Call for Cooperative Extension positions

On Aug. 1, phase 2 of the Cooperative Extension Positions Call process ended and phase 3 began. During phase 2, the Program Teams reviewed the 40 phase 1 proposals and submitted six additional proposals. All submitted proposals are posted on the 2018 Call for Position web page: http://ucanr.edu/2018callforpositions.

Phase 3:

• The statewide programs and institutes are now reviewing all 46 proposed positions to determine if there are any positions they feel are of higher priority.
• If so, they can propose up to two additional CE advisor positions and two additional CE specialist positions by Sept. 15 – keeping in mind that the more proposals there are at the end, the lower the probability of being approved for recruitment.
• The proposals that did not make the phase 1 final 40 can be picked up during these subsequent phases. They can be found on the proposal ideas web page. New proposals are not limited to these ideas.

After Sept. 15, Program Council will review all the feedback and make recommendations to the vice president.

“We thank the ANR network for actively engaging in this participatory process to strengthen and rebuild CE positions statewide,” said Wendy Powers, associate vice president.

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