2. Overview Listening sessions Internal Communications Task Force
Structured for Success

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

4. Impacting ability to thrive

5. 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

6. 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

7. Three Reoccurring Themes from Staff and Councils
Organizational Structure
Communication
Leadership

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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.

14. 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.

15. 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.

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

17. 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

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

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

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

21. 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.

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

23. 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

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

25. 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

26. 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