MU Extension new employee orientation

New faculty development objectives

New faculty development will consist of orientation and cohort training. Objectives of new faculty development are to develop and retain effective, positive, successful employees, and to have employees who:

  • Feel welcome and valued

  • Understand University of Missouri Extension

  • Understand and successfully implement the program development process

  • Know how to access information and resources

  • Develop internal and external relationships

  • Feel well-supported

  • Demonstrate the core competencies

  • Know their communities

  • Maintain a positive attitude.

Our guiding principles

  • We respect the talents and skills of each new employee. Accordingly, each individual’s new faculty development will be uniquely designed to meet his/her needs.

  • New faculty development will involve the new faculty member as a co-learner.

  • New faculty development will model the principles of adult education, professionalism, diversity and recognize different learning styles.

  • New faculty development will establish collegial relationships that provide a support system for new employees.

  • New faculty development will include formal and informal, as well as group and individual experiences.

  • New faculty development will strive for balance between structure and flexibility.

Responsibility for new faculty development

Your new faculty development team consists of an orientation coordinator, a cohort coordinator, your regional director, mentor, regional program coach and state program specialist. The regional director is responsible for the successful orientation of each faculty member in his/her region.

New faculty development leadership

Regional directors, in cooperation with the orientation staff and support team, ensure that each new faculty member participates in an effective, successful orientation process.

New faculty development

The new faculty development process focuses on developing understanding and strengthening competencies in the following seven areas:

  1. Organizational structure: New faculty understand MU Extension, its mission, vision, organization, funding and history.

  2. Program development/evaluation:  New faculty effectively design, implement, evaluate and report on educational experiences.

  3. Processes and systems: New faculty access resources and use systems to support and report programming, performance and professional development.

  4. Professional development: New faculty enhance their core competencies and become proficient in developing and managing a successful program effort.

  5. Community knowledge: New faculty know the area where they will be working the history, culture, politics, local expectations for position, key leaders, demographics, county plans and community issues.

  6. Relationship building: New faculty establish relationships that will provide a support system for them.

  7. Diversity: New faculty work effectively as a diverse workforce and with diverse audiences.

New faculty development components

New faculty development is learner-centered and tailored to the individual development of each new faculty member. A support team will be appointed for each new faculty member. In addition, orientation may include cohort training sessions, campus consultations, monthly teleconferences, e-mail list serves, county and regional consultations, in-service education, Web-based training modules and written resources.

Support team
Each new faculty should have a support team comprised of the following:

  • Regional director - supervisor and responsible for the overall orientation
  • Orientation coordinator - provide welcome and follow-up support
  • Program director - provides leadership for the statewide program
  • Regional mentor - resource and support in all aspects of the job
  • Program coach(es) - train in program development and management
  • State specialist mentor - resource and support in program development
  • County program director - orient to the local office and region
  • County secretary - backup support in developing program in county
  • County council representative - orient to the county and community.

The team will be identified and agreed upon by the regional director, program leader and orientation coordinator before the new faculty arrives.

Community Development Academy
All new faculty are encouraged to participate in the Community Development Academy professional development experience during their second year of employment. Enrollment for CDA can be completed in WebApps in the ISE registration section.