1. WELCOME PR Training Peggy Mauk October 12, 2006 Ayres Suites, Ontario Central Coast and South Region Linda Manton October 17, 2006 Kearney Agr. Center Central Valley Region Kim Rodrigues October 25, 2006 Putah Creek Lodge No. Coast & Mountain Region

2. Purpose of PR Process Tool for candidate to measure accomplishments Excellent professional history record Assist candidate in establishing goals Evaluate progress against position description Comprehensive document Bench mark for establishment of balanced program. (End)

3. Performance Level for Academic Ranks Assistant Rank Entry level Demonstrate ability to assess needs and set priorities, plan, organize, implement and evaluate Positive AA commitment Evidence of professional competence and activity and dedication to continue professional improvement All four criteria need NOT BE equally developed Emphasis will be on extending knowledge and applied/creative activity.

4. Performance Level for Academic Ranks Associate Rank Reserved for academics who demonstrate significant potential for a productive CE career Must have demonstrated an ability to set program priorities Relate and interact well w/ colleagues/clientele Demonstrated initiative and leadership in total program development and delivery Positive AA commitment and effort Becoming a career staff employee & demonstrate movement towards balanced program.

5. Performance Level for Academic Ranks Full Rank Must have developed an excellent program in the four criteria and AA Successful in terms of positive contributions to their discipline, intellectual development, program growth, depth, clientele and colleague respect, AA accomplishment and professional improvement Program results show excellence in education Should include peer reviewed publications and county and/or statewide publications for clientele Expected to have demonstrated long range planning leadership w/in their program area.

6. Performance Level for Academic Ranks Full Rank, Step VI Documented evidence of an outstanding program which shows a balance of significant and continuous growth in the four criteria Within the criteria there must be demonstrated effort and commitment in AA Evidence that the candidate’s influence has continued to grow and that s/he is widely recognized in his/her specialty.

7. Performance Level for Academic Ranks Full Rank, Step VII, VIII, IX Reserved for persons who have made exceptional contributions to a major program area, resulting in significant benefits to the people of CA and contributing favorably to the prestige of UC and UCCE Evidence of continuing superior ability, professional attainment and growth in the individual’s field Also demonstrate peer leadership, originality, and ability to work effectively with others.

8. Performance Level for Academic Ranks Full Rank, Step VII, VIII, IX Show strong evidence of a well-balanced program w/ outstanding performance in all four criteria areas and AA Advancement to Step IX is reserved for persons of the highest distinction whose work has been nationally recognized and acclaimed Strong evidence of a wide scope of recognition and highly meritorious service.

9. Reporting CD Responsibilities for County Directors & Other Administrators/Managers Performance in Extending Knowledge and Info Leadership, management, and organizational skills should include: –Development, motivation and evaluation of staff –Evidence of efforts related to local and regional issues –Relationships with Co. government and agencies –Activity in cross-discipline or regional programs.

10. Reporting CD Responsibilities for County Directors (Administrators/Managers) Performance--Applied Research/Creative Activity Accomplishments related to administrative innovations should include such areas as: –Leadership w/ staff/programs to reach new audiences –Procurement and management of budget resources –Procurement and management of facilities –Techniques of personnel evaluation –Public relation efforts –Creative staffing –Leadership in encouraging applied research in all subject areas addressed by CE.

11. Reporting CD Responsibilities for County Directors (Administrators/Managers) Professional Competence and Activity There should be evidence of: –Leadership in professional societies and groups –In local boards and advisory groups –Staff involvement in professional development –Also include recognition by colleagues/clientele for administrative leadership provided.

12. Reporting CD Responsibilities for County Directors (Administrators/Managers) University and Public Service There should be evidence of: –Activity on Regional and/or Division Committees and workgroups –Contributions to county, community, regional, and statewide activities.

13. Reporting CD Responsibilities for County Directors (Administrators/Managers) Affirmative Action There should be evidence of: –Efforts of CD and of Staff in reaching underrepresented clientele –Outreach programs and of training provided –Initiating innovative programs which effectively impact underserved and minority issues –Describe staff efforts regarding parity/compliance. END

14. Program Review Process Promotion is an Advancement –Assistant to Associate (must cover entire career) –Associate to Full Title (must cover the entire period since promotion to the Assoc level) –Full Title from Step V to VI (entire career for Self- statement and since promotion to Full Title for the four criteria and AA) Full Title to VII, VIII, IX are merits Acceleration –May be Requested for Merit or Promotion that occurs earlier than normal. (accelerated merit is since end of evaluation period resulting in last salary action)

15. Program Review Process Vice President Appeals Ad Hoc Associate Vice President (final decision) Senior Administrative Council Ad Hoc All Cases Regional Director Prepares Recommendation All Cases CD and SSPP Director Prepares Recommendation All Cases Promo/Acceleration Candidate Prepares PR Dossier

16. Senior Administrative Council (SAC) Roles RD Does Complete Evaluation of All Merit, Promotion and Acceleration Dossiers Process Used by SAC PL Who is Knowledgeable of Subject Area Presents Packet and Makes Recommendation RD Adds Comments/Defends Discussion by All SAC Members Recommendation by PLs and Appropriate RD Made to AVP AVP makes decision.

17. Program Review Process Vice President Appeals Ad Hoc Associate Vice President (final decision)

18. Definite Appointments & Term Reviews Ad Hoc Committees 2 nd Cycle1 st Cycle3 rd Cycle  Unless negative by CD or RD which triggers appointment of Ad Hoc com. Merit Term Review only Period since last salary action Promotion Promotion & Term Review Entire period in rank Acceleration Acceleration & Term Review For merit: since last merit, For promotion: since last promotion

19. A Good PR is… ACCURATE. Use facts, not feelings. BRIEF. Make every word work. CLEAR. Say what you mean. SPECIFIC. Use Examples. PROFESSIONAL. A document that is professional looking and accurately represents your program. (End)

20. 2006-07 Timeline for Merit, Promotion, and Acceleration Actions Oct.CD Requests Letters of Evaluation for Accelerations, Promotions and merits for Full VII, VIII, IX >Letters submitted on line by 1/10/07 11/1Deadline for Request of Optional Regional Mentoring Review 2/1Completed Dossier Submitted Online (no extensions) 2/7CD Completes Review so Dossier Ready for Access Online by RD and Personnel Committee 3/1CD and SP Director Completes their Evaluation of Candidate On Line so RD can access

21. Timeline Merit/Promotion/Acceleration Actions (continued) 3/29Online the RD Adds Recommendations to Evaluations and Signs AprilPersonnel Committee Review and Evaluation of Ad Hoc Reports Mid-May SAC Review All Dossiers and Makes Recommendations to AVP 6/11Final Decision Made by AVP By 7/1Final Decision Provided to RD/CD/SP Director. Reports from CD, RD, Ad Hoc Committee, SAC Available on On-Line Program Review Web site. END

22. 2005-06 Merit & Promotion Outcomes

23. 2005-06 Merit and Promotion Approvals* Prom-Acc25%(4)43%(7) Prom-Norm80%(20)69%(16) Merits-Acc89%(9)72%(18) Merits-Norm90%(78)85%(48) TOTAL76%(89) * Preliminary data for 2005--appeals are still pending

24. Merit and Promotion Approvals 200020012002 Prom-Acc80%(5)50%(10)50%(4) Prom-Norm79%(24)63%(16)65%(20) Merits-Acc73%(11)67%(15)70%(20) Merits-Norm90%(63)88%(49)93%(54) 200320042005 2006* Prom-Acc25%(4)100%(3)42%(12) 43%(7) Prom-Norm80%(20)78%(23)76%(17) 69%(16) Merits-Acc89%(9)75%(8)67%(12) 72%(18) Merits-Norm90%(78)91%(56)93%(41) 85%(48) * Preliminary data for 2006--appeals are still pending

25. Other Actions Retroactive 1 year –3 Cases Off Scale –5 Cases Extra Acceleration –1 Case

26. Merit and Promotion—County Directors for 2006 Salary Action Non- County DirectorsCounty Directors TOTAL% SUCCESSTOTAL% SUCCESS Promotion - Acc425%367% Promotion - Norm1155%5100% Merit - Acc1275%667% Merit - Normal4283%6100% OVERALL6974%2090%

27. Merit and Promotion—County Directors and Other Advisors 1999-2006 Salary Action Non- County DirectorsCounty Directors TOTAL% SUCCESSTOTAL% SUCCESS Promotion - Acc3152%1155% Promotion - Norm10273%2387% Merit - Acc6274%2070% Merit - Normal34188%7293% OVERALL53682%12685%

28. Measuring our Success Outputs, Outcomes and Impacts

29. How do we know how well we’re doing? We measure: Outputs (products we create) Outcomes (changed knowledge, attitudes, skills, behavior/practices) Impacts (social/health, economic, environmental/physical benefits to individuals, organizations, populations, communities)

30. What is the process? Identify the problem Determine what to do Products or services Changes in Knowledge, Attitudes, Skills, Behavior Ultimate Social/Health, Economic, Environ/Phys Benefits activities outputs outcomes impacts the need

31. Outputs What did we produce? New knowledge/understanding New methodologies and models Research publications Educational publications Workshops Classes Oral presentations to various audiences

32. Outcomes What did the participants learn and what did they do differently as a result of the program? Increased knowledge Changed attitudes/intentions -- New decisions made as a result of information we delivered Increased skills Changed behavior New practices adopted

33. Impacts What ultimate benefit was realized -- by a group, community, population, or society at- large. What was the change in condition? –10% decrease in incidence of food-borne illness in the general county population –Average reduction of 20% in monthly spending on food by participants completing the program –Total annual savings of $300,000 in costs for hand weeding for growers who participated in the program –25% reduction in average shallow groundwater nitrate concentration on ranchland in the county –8,000 additional acres of ag land protected in land trusts

34. Invasive Species: Yellow Star thistle Yellow star thistle causing loss of rangeland and ecosystem damage Conduct research on prevention & control; Develop educational programs New techniques for preven./control Research pubs Educational pubs Workshops for ranchers/land mgrs Ranchers/mgrs gain knowledge of recom- mended methods for prevention & control Ranchers/mgrs adopt recommended prevention/control practices for Yellow star thistle Improved health of ecosystems and native species Reduction in acres of rangeland lost to Yellow star thistle activities outputs outcomes impacts issue

35. Food Safety: Food borne Illnesses Every year there are XX deaths from botulism in the U.S. Conduct research on safer food processing practices Develop curriculum for training of food processors Improved methods for pathogen control Workshops for food processors Research & educational pubs Food processors adopt new practices In their operations Consumers have increased knowledge on safe handling of food at home Reduction in number of deaths from botulism Increased consumer confidence in safety of processed foods activities outputs outcomes impacts issue