B. Positively encourage training and re-direction among current employees as needed and appropriate. C. Establish a system by which the work of individuals may be temporarily re-directed so that they may devote themselves to developing curricula and providing learning opportunities in critical areas. D. Define and communicate organizational and individual expectations for professional development relative to the job description for each position at the time of hire for all new employees and transfer for current employees. E. Encourage individuals to pursue graduate degrees, professional certification programs and other types of professional development such as industry internships, intrastate and interstate employee exchanges, etc. 4. Development of New Employee Training.
New employees are the future of the organization.
The consistency, fairness, humanness and supportiveness in which entry level professionals are employed and introduced to their job responsibilities will ultimately effect their performance as tenured faculty members. The job orientation for new Extension professionals should be flexible, efficient, responsive to the employees' personal and professional needs, and impervious to budgetary and political forces. An intensive training program will be devised for entry level employees that includes an initial pool of selected and trained mentors and the number of new employees needed to replace terminating faculty. Appropriate training strategies will also be developed for other personnel including new employees with equivalent work experience, specialists, and administrative and support staff. B. Develop preliminary job description for entry level employees in training positions.