Overview Listening sessions Internal Communications Task Force Structured for Success

Listening sessions June-October One per region Three per location Stakeholders County and ISU Staff Extension Councils

Impacting ability to thrive

Programming response Workforce Housing Child care Continuing education and certification College and career readiness for youth Housing Community assessment of housing stock, workforce, and commuting Education and assessment on P&Z impact on housing First-time home buyers education and certification Child care Certification & CEUs for licensed child care providers Education and training for child care staff

Programming response Mental health Farm economy Iowa Concern 24/7 phone hotline, live chat capabilities, and website New state specialist positioned hired to start May 1 Building capacity among staff and partners on mental health first aid Community-based opioid addiction prevention strategies Farm economy Farm financial associates for analysis of business planning Production efficiency, business management, and marketing education Identifying and understanding emotional stress among farmers

Three Reoccurring Themes from Staff and Councils Organizational Structure Communication Leadership

Comments from stakeholders Expand its influence beyond the perception of assisting only farmers and 4-H Increase awareness of programming for urban families, youth, and communities of all sizes Bridge the urban-rural divide and better understand the role of agriculture and food production in Iowa Make 4-H accessible and appealing to all youth, and empower youth with leadership and life skills

Comments from staff Insurance and career opportunities Better communication and collaboration throughout the system Increased programming capacity at the county and field staff level More professional development for staff and volunteers, offered online and across the state More agile program response that works across disciplines and boundaries Insurance and career opportunities

Comments from councils Marketing ISU Extension and Outreach Expanding accessibility to programming, multiple delivery methods and formats, more content personnel Help with needs assessment and program selection Increased campus support for IT and hiring, retaining, training, and managing staff

Staff and Councils observations What we do well Staff are loyal to the mission and are passionate problem solvers striving to help people. Trusted brand, unbiased research-based programming with depth and breadth Embedded in the communities that we serve Relevant, responsive, and fiscally responsible

Staff and Councils observations What we should do better Local needs assessment and program selection, marketing, delivering, evaluation and reporting To hire, onboard, train, support, and reward staff to improve retention Consistency, communication, and collaboration across counties, regions, and program units Share ideas, successes, and resources more effectively Understanding and serving underrepresented communities; cultural competency training Balancing staffing with expectations

Staff: strategies for positive impact Engaging, impactful, low- or no-cost, multi-county programs Competitive and equitable staff salaries and health benefits for county staff. Clarification and consistency of position descriptions and supervision Career path options and tuition assistance growth and retention Value professional development for staff, councils, and volunteers Area-wide staff meetings to improve communication, collaboration, and sharing across counties and regions. Continue listening to staff, councils, and stakeholders.

Councils: strengthen partnership Timely communication, transparency, and more connections between campus and counties and putting faces with names. More communication about programming priorities and opportunities and sharing best practices and programs across counties and regions. Strategies to support low resource counties and programming for underserved audiences.

Councils: assist members Better define our responsibilities, time, and expectations Succession planning, recruitment, & retention of members. Onboarding, mentoring, training, and support for newbies Provide better explanation of programs available, their evaluation, and which are priorities. Support for doing “director” activities Strategies for recruiting, retaining, and paying (including health benefits) staff.

Next steps Regional Directors share local notes Additional needs assessment Information into action Low fruit Additional analysis Program planning

Tuition assistance Available to all ISU Extension and Outreach staff VPEO covers 50% of tuition up to ½ the ISU tuition rate For-credit classes from ISU or other institutions Consistent with your Extension career path. Must have supervisor approval, on your own time B or better to receive reimbursement. I encourage Program Leaders and Councils to also participate 3-year pilot starting this semester

Internal Communication Task Force Committed committee 10 month analysis 215 page report Data collection and analysis Electronic survey Community conversations Internal interviews

Respondents County ISU Council Employer 141 117 37 Is internal communication different today than before the reorganization of 2009?

Structure and organization Does ISU Extension and Outreach’s structure cause communication barriers? Do you believe role confusion exists within our organization

Issues we must address Do you believe local and state priorities are aligned? Please select the response that most aligns with your level of trust in the organization.

Next steps Executive report April 8 Leadership team responsibility Evaluate and prioritize recommendations Share findings with Structured for Success One immediate step

Area-wide, all-staff meetings Face-to-face with structured agenda Meet 3 quarters plus annual conference ISU pays travel after 1st 50 round trip miles Not a new organization or administration Goals Build relationships and trust Improve program planning Campus go to counties

PROPOSED AREA MAP 20 22 20 23 Counties Field Staff 16 26 21 15 23 26

Structured for Success Met 7 times since September Hewitt, Bain, Heronemus, Tranel, David, Donahoe, Gieselman, Maloy, Dodds and Lawrence Meeting notes and brief video summary of each meeting September is goal of 2-4 models with strengths and weaknesses to begin discussions

Structured for Success Progress report Gathering information about Iowa and other states Staffing and HR Program development, delivery, local presence Responsibilities for important functions Budget, demographics, funding sources, advisory councils…. May 22 is a day long meeting to analyze data collected