Cooperative Extension Policy and Procedural Manual

A negotiated, written Memorandum of Understanding (MOU) is necessary when a reservation-specific Extension Agent position and program is approved. Assistance in formulating such an agreement is available from the Assistant Dean, American Indian Programs.

• See this example of a generic MOU

• Actual example of Navajo Nation MOU

Memorandum of Understanding - Northern Arizona University

Program Goals and Organization Cooperative Extension programs targeted in the areas of agriculture and natural resources address the following goals for CSREES: Goal 1, an agricultural system that is highly competitive in the global economy and Goal 4, greater harmony between agriculture and environment. Working groups and state program initiatives are used to address these goals, as determined by state and county faculty, clientele, and Extension administration.

Programs in natural resources include energy conservation, forestry, marketing, trade and economics, natural resource education, noxious weeds, range management, water resources, watershed, and wildlife.

Programs in animal science include agricultural literacy, animal behavior, animal health, animal nutrition, aquaculture, beef, diary, horse, marketing, trade, and economics, meat science, and other species.

Programs in crop production include agricultural literacy, commercial horticulture, cotton, cross-commodity issues, marketing, trade and economics, plant protection, and vegetable crops.

Programs in home horticulture and pests include home and urban horticulture and the master gardener program.

Program Goals and Organization Cooperative Extension programs targeted in the areas of family, consumer and health sciences address the following goals for CSREES: Goal 2, a safe and secure food and fiber system; Goal 3, a healthy, well-nourished population; and Goal 5, enhance economic opportunity and quality of life for Americans. Working groups and state program initiatives are used to address these goals, as determined by state and county faculty, clientele, and Extension administration.

FCHS programs addressing healthy lifestyles include disease prevention, food safety, nutrition education (Extension Food and Nutrition Program and Food Stamp Food and Nutrition Program), and physical activity.

FCHS programs addressing family development include family care (parenting, child care, and grandparents raising grandchildren), consumer science, financial management, and workforce preparation.

4-H Youth Development Program

Goals and Organization

4-H is the youth development program of Cooperative Extension and addresses NIFA Goal 5 - to enhance economic opportunity and quality of life for Americans.

4-H is an experiential learning program. In Arizona, 4-H membership is limited to youth who are between the ages of 5 and 19.

4-H is directed by the Cooperative Extension System in each U.S. State and territory and thus must conform to certain federal and state statutes. See Arizona 4-H Policies and Procedures for details.

More than 200 years ago, concern was expressed about the rights of the individual. The Bill of Rights in the Constitution was designed to protect individual rights. Human differences were recognized and legislation was passed to protect individual rights.Congress passed the first Civil Rights Act on April 9, 1866, granting all citizens of the United States the same rights as previously enjoyed by white citizens by stating:

"All citizens of the United States shall have the same rights, in every State and Territory, as is enjoyed by white citizens thereof to inherit, purchase, leases, sell, hold and convey real and personal property.

" The Civil Rights Act of 1875 providing Negroes full equality in the use of theaters, hotels, and public conveyances was later declared unconstitutional. After the adoption of the Thirteenth Amendment abolishing slavery, Congress introduced and adopted the Fourteenth Amendment containing the famous statement:

"No State shall make or enforce any law which shall abridge the privileges or immunities of citizens of the United States, nor shall any State deprive any person of life, liberty, or property, without due process of law; nor deny to any person within its jurisdiction the equal protection of the laws.

" The Fifteenth Amendment adopted several years later stated in part:

"The rights of the citizens of the United States to vote shall not be denied or abridged by the United States or by any State on account of race, color, or previous condition of servitude.

" As our nation grew and became more complex, an increasing proportion of key decisions were made through the political processes. The law became a very influential part of our lives. The southern states began to enact segregative legislation. In 1896 the court, in the case of Plessy vs. Ferguson (163 U.S. 537), confirmed a Louisiana law requiring racial segregation on common carriers. This ruling held that separate, but equal, accommodations did not violate the equal protection clause of the Fourteenth Amendment.

The "separate but equal" doctrine was extended to cover schools, parks, hotels, places of amusement, restaurants, and all types of transportation facilities. Many legal statutes evolved from this decision; and twenty-nine states enacted legislation covering racial discrimination in places of public accommodation.

In 1957 the first civil rights legislation passed by Congress since the Reconstruction period prohibited action to prevent persons from voting in federal elections. It also created a Civil Rights Commission and set up a Civil Rights Division in the Department of Justice. The Civil Rights Act of 1960 strengthened provisions of the 1957 Act for court enforcement of voting rights and required that voting records be preserved. It also contained limited criminal penalty provisions relating to obstruction of federal court orders aimed primarily at school desegregation orders.

The burden of proof of compliance with Civil Rights legislation rests with the Arizona Cooperative Extension as a whole and with faculty, staff, and volunteers as individuals. Careful adherence to compliance requirements and documentation of efforts are a must for all Extension personnel.

The Civil Rights Performance Plan and Annual Desk Audit provide specific guidelines for compliance and is based on a 2003 audit by CSREES-USDA.

 Names, addresses, and telephone numbers of the state AAO and other EEO counselors will be provided to new employees. These names are published at least once a year to keep current employees informed. Other complaint procedures are reviewed with faculty periodically, including the normal procedures available to employees of the University of Arizona.

 The definition of sexual harassment and the University policy affecting faculty, staff, and students (which extends to Extension clientele) can be found at University of Arizona Policy web site.

 For position descriptions of Appointed Personnel see Appendix A.

For definitions, policy, and procedures related to the category of Academic Professional within the University, see University Handbook for Appointed Personnel (UHAP).

Nearly all CALS appointed personnel in this category are Cooperative Extension agents, specialists or research scientists. Where there are exceptions to these appointments, consult UHAP for guidance. Most specialists have split appointments of Extension and research. A number of agents have responsibility for two or more programs. The type of professional personnel appointment shall be indicated on the Notice of Appointment by use of one of the following designations: "continuing eligible", "continuing."

Mentoring new agents is important to Extension because of the complexity of our organization. There are faculty on and off campus, chairs for state-wide initiatives and for working groups, county staff, program staff, and administrators. Administrative, budget, and academic authority flow through different channels. Leadership, decision making, communication, motivation and control are dispersed, as are our county Extension offices across the state.

The Arizona Cooperative Extension Mentor Program is designed to assist new extension agents be successful and navigate the Cooperative Extension system. Mentors are selected jointly by Extension Administration and the county director. Mentors are assigned within the first month of hire. The program term is for twelve months. Travel expenses for both parties are paid by Extension Administration.
The following are some expectations Extension has for new agents and their mentors.

The mentor will:

• Represent the University of Arizona

• Help the new agent understand the role of an extension faculty member

• Encourage the new agent to work within the system

• Assist with understanding the extension education process and program development

• Provide advice on/critique of program plans of work

• Make referrals to appropriate faculty and staff within the Arizona system, or elsewhere as needed

• Be a good listener and provide counsel

• Serve as a sounding board, advisor, and coach

• Provide a confidential point of view in a safe environment

The new agent will:

• Make initial contact with the mentor

• Receive orientation from his/her county director

• Meet on site, in either or both counties, and by phone, with mentor at least twice during the year

 Professional development and improvement opportunities are central to the Cooperative Extension educational organization. Each Extension faculty member needs a professional development plan to upgrade skills resulting in enhanced educational program development and delivery. Funds are available to support educational experiences and professional development opportunities both in- and out-of-state. These funds are limited and will not be granted in an amount to fully cover costs of the educational program. Such funding support can be viewed as seed money to be supplemented by the personal funds of the individual.

The Vice Provost provides promotion and continuing appointment information for the University of Arizona as a part of their Provost guidelines.

As a "land grant" The University of Arizona is dedicated to serving the people of Arizona and responding to the critical needs of the day. While all universities engage in research and teaching, the nation's more than 100 land-grant colleges and universities have a third critical mission -- extension (outreach or engagement). Faculty guidelines can help document one's involvement as part of the engaged university and can identify ways to measure excellence. The College of Agriculture and Life Sciences by virtue of its mission as a founding component of this land grant institution, the University of Arizona, faces issues related to faculty evaluation that differ from other UA colleges. See "A Common Sense Guide for New Faculty and Administrators."

To ensure that Extension faculty are viewed as educators who do not represent any particular group or endorse any particular commercial product or brand name, faculty members should not wear or use items bearing a company logo.

This policy extends to the use of shirts, hats, briefcases, and other such items that might be obtained as gifts from chemical companies, water companies or other businesses. Their use and the use of materials supplied by advocates of a particular ideological orientation may convey to the public that the faculty member, personally, or Cooperative Extension, corporately, endorses the product or position.

The University of Arizona Graduate College issued a 1989 policy for the participation of academic professionals holding continuing or continuing-eligible positions on graduate committees.It states:

"Academic professionals, continuing or continuing-eligible, can direct graduate student research and serve on thesis and dissertation committees if the following conditions are met.

• That they have active and productive research programs. That they are recommended for approval as graduate advisors by their departmental Promotion and Tenure Committee with concurrence of the Unit Head. That they are approved by their college Promotion and Tenure Committee with concurrence of the Dean, with the Graduate College having final approval.

• Those academic professionals approved for directing graduate research will have their approval reviewed every five years by the Graduate College.

" All relevant paperwork must be forwarded to the Graduate College. The names of the individuals approved will be kept on file in the Graduate College and no additional paperwork will be required when they are assigned to thesis and dissertation committees.

Religious Observance and Practice Per the Arizona Board of Regents: No employee, agent, or institution under the jurisdiction of the Arizona Board of Regents shall discriminate against any student, employee, or other individual, because of such individual's religious belief or practice or any absence thereof. Administrators and faculty members are expected to reasonably accommodate individual religious practices. A refusal to accommodate is justified only when undue hardship would result from each available alternative of reasonable accommodation.No administrator or faculty member shall retaliate or otherwise discriminate against any student, employee or prospective employee because that individual has sought a religious accommodation pursuant to this policy.

It is the responsibility of the president of each university, and the executive director of the Board as to the central staff, to take such actions as are necessary to insure that the intent of this policy is implemented. In implementing this policy, the president of each university shall insure that the policy is included in the university catalog and in such other publications as will assure that all members of the university community are advised of its existence, and the manner in which information regarding its implementation may be obtained.

Personnel files for appointed faculty are maintained in the College of Agriculture and Life Sciences by the Agricultural Administrative Services Office. Official employment files for such faculty are held at the University of Arizona Faculty Services office.Information specific to those appointed faculty having a federal appointment and relating to the factors influencing federal benefits and federal retirement is maintained in the Agriculture Administrative Services Office.

Faculty members may review these employment records to verify completeness by making an appointment to do so.

"Documentation" refers to a written record, often in memo form, of important information in a person's employment history (e.g., personnel status changes, important incidents which reflect on an employee's job performance, and disciplinary actions). It is equally as valuable in a volunteer's job related history.Documentation may consist of a supervisor's informal, hand-written notes, which will be retained in the supervisor's working file. Or, it may consist of a more formal, type-written memo which is to become a permanent part of the employee's personnel file. Either way, documentation is discoverable. In the event of legal action, it will in all likelihood be subpoenaed. Therefore, it must be appropriately drafted and maintained.Follow these guidelines when preparing documentation (especially disciplinary actions):

• Document promptly, while memories are fresh. Focus on job-related standards and stick with facts. Seek to be accurate and specific. Write descriptive examples of behaviors; include dates, times, numbers or other information which supports your evaluation. Comments should directly apply to the employee's job responsibilities. Evaluations of personal traits may be viewed as unfair and lead to legal problems. Describe behaviors, not conclusions. For example, don't write: "John seemed hostile to the customer" (a conclusion). Instead, write: "John raised his voice and refused to listen to the customer's objections" (a series of behaviors). Behaviors should be directly observed. Hearsay is rarely appropriate in a performance document. An exception might occur if enough evidence from key people is collected. For example, "8 out of 9 participants reported that Mary would not take their questions."

• Record the employee's side of the story in the documentation. This will demonstrate that the document is a neutral rendition of the facts and may show your concern for fairness.

Appointed personnel currently employed by Cooperative Extension may be considered for lateral position moves within Arizona when four conditions are met:

• the move is rational in a programmatic sense,

• the prospective host county indicates a desire for the individual to join the county faculty,

• the individual desires the move, and

• there will be no salary adjustment made as a result of the move, though consideration may be given to an allowance for moving expenses.

Personnel desirous of consideration for lateral moves should contact the Director of Extension.

The Federal Administrative Handbook for Cooperative Extension Work stipulates in its Chapter III - Financial Operations the restrictions on the use of federal dollars as relate to salaries of Extension personnel.It states: Federal funds may not be used to pay salaries or wages for activities other than those specified in the acts authorizing Extension programs. When a person is employed jointly by the State Extension Service and a division of the University, Federal funds will be charged only for Extension's fair share of the salary cost.The percentage used to compute the actual payroll charge to Federal funds for each individual should be reviewed prior to the end of each fiscal year to assure that it coincides with the percentage of time actually spent by the employee on Extension programs and adjustments made accordingly.

In addition, Federal and offset funds may not be used for salaries or expenses relating to the offering or conducting of college courses of instruction for credit. Such funds may be used for non-formal (not for credit) education offerings conducted by Extension personnel for their clientele.

Refer to UHAP, Sections 10.01, 10.03, 10.04, and 10.07. There are medical and life insurance options available to personnel with federal appointments. Current offerings and enrollment information is available from the CALS Administrative Services Office.

University employees are automatically covered by the provisions of the Arizona Worker's Compensation Law. For details of coverage, see UHAP, Section 10.04 and the CALS Federal Benefits Eligible Employees information on the CALS Administrative Services website.

Employees must immediately report any job related accident, injury, illness or death that happens during working hours to their immediate supervisor. To comply with state law on reporting claims, the supervisor is required to fax or deliver the completed Supervisors Report of Employee Injury form (located through the "Insurance Forms On-Line" section of the Risk Management & Safety website) immediately to UA Risk Management & Safety for injuries that require medical care (FAX: 621-3706). Reports for all other incidents must be delivered to UA Risk Management & Safety within three business days. Verbal notice of the injury or death may be made by calling 1-800-837-8583. Early notification speeds up processing of claims but does not replace the required written report.

Since April 1996, worker's compensation insurance covers 100% of medical expenses for on-the-job injuries. Employees must use a preferred care provider.

The Arizona Department of Administration, Risk Management & Safety Section, has established a network of medical providers that are contracted to provide worker's compensation medical services to state employees at fixed rates. This program is called the Community Care Network (CCN). As long as employees seek initial treatment from a CCN member, the state will cover these medical expenses even if the worker's compensation claim is subsequently denied. If an employee seeks treatment at a non-CCN provider, they will be personally responsible for any costs incurred if their claim is denied. Arizona law allows public employees to obtain medical treatment for on-the-job injury from any provider they wish. However, the state and university realize significant savings if employees obtain treatment from a preferred provider within the CCN.

Extension personnel assigned to campus and to Tucson need to know that the university has designated the Campus Health Service as its physician for initial treatment of employee injuries and illnesses. The Campus Health Service is a part of CCN. They will refer out special needs for evaluation or treatment. Employees needing emergency treatment should go the nearest emergency room for treatment and advise them that they are there for a work-related injury. Most Tucson hospitals are members of CCN.

The UA Department of Risk Management & Safety may require completion of additional forms. State coverage includes medical and hospital expenses, some compensation for disability and death benefits to dependents.

Special Course Fees The Arizona Board of Regents policy with regard to special registration fees for eligible employees, their spouses, and eligible dependents when enrolling in courses of study at any of the three State Universities is described in UHAP, Section 10.09.

The Human Resources Department has responsibility for the administration of this fee waiver program. Fee waivers are processed at the lobby of the University Services Building, 888 N. Euclid, Tucson. Mailed waiver forms should be sent to Human Resources, University Services Building Room 100A, PO Box 210158, Tucson 85721-0158.

Please note that pre-registration for courses and filing deadlines for the fee waivers exist. Contact Human Resources (621-3662) well in advance of filing for current information and procedures to follow.

• February - County Extension Board develops county budget for next fiscal year.

• March - County Extension Board reviews and approves proposed budget for next fiscal year.

• July-August - State fiscal year begins on July 1. University administration allocates state and federal funds to each county.

• November-December - University reviews and analyzes the College budget requests for next fiscal year. The budget is submitted to the Governor's Office and the Joint Legislative Budget Committee.

• January - Recommendation of the request budget for next fiscal year by the Governor's office and the JLBC is made to the State Legislature

• Cycle then repeats.
  
  

The University of Arizona, an agency of the State of Arizona, participates in a statutory program of liability coverage for its departments and employees in types and amounts as provided under A.R.S. 41-621 et. seq. This protects all University of Arizona employees and faculty (including participating volunteers acting under the direction of a University employee) while participating in official university activities that have been approved by the Cooperative Extension Agent or designee in person, by phone or by letter.

While all activities carry a certain amount of risk, it is recommended that Extension faculty provide a risk analysis prior to conducting Extension sanctioned activities. Each county Extension office should have a risk management plan to provide employees, volunteers, and participants with a safe working environment. There are some activities, such as skiing, shooting sports education and horse shows, that carry a higher degree of risk for injury than other activities. These higher risk activities require a greater responsibility for preparation on the part of specialists, agents, support staff, volunteers, and 4-H club members. A separate plan should be developed for each activity where risks may be anticipated.

If a U of A employee sees an unsafe condition, The University of Arizona will be held liable if it is ignored and someone is hurt or properties are damaged. All serious accidents should be reported to the U of A Department of Risk Management and the State Cooperative Extension Office. An Accident Insurance Claim Form from Risk Management and a form used for reporting any suspected or observed incidents of Child Abuse or Neglect Report Form are available.

Faculty members of Cooperative Extension have an opportunity to become members of several professional associations. These associations function independently of Cooperative Extension and are not supported organizationally nor financially by Extension. The University of Arizona policy for dues for professional organizations can be found in the FRS Manual 9.10, Table 1, Section 6.

Arizona Agriculture Extension Association (AAEA). Membership is open to any University of Arizona College of Agriculture and Life Sciences employee with Cooperative Extension involvement, who is on active duty or temporary leave, upon payment of dues as specified in Article IV, constitution of the Arizona Agriculture Extension Association, as amended July, 1998.

Arizona Association of Extension 4-H Agents (AzAE4-HA). Membership is open to any Cooperative Extension faculty member who is involved with 4-H youth related programming. This includes Agents, Specialists, and Administrators. One may select to be a member of the State Association only or both the State Association and the National Association of Extension 4-H Agents. The membership year is from the Annual Meeting (national) to the Annual Meeting (normally from November to November).

Association of Natural Resource Extension Professionals (ANREP). Membership is open to all Extension professionals who are involved in natural resources education. Currently ANREP is a national organization with state chapters being formed. The membership year for the national association is from January 1 through December 31.

Epsilon Sigma Phi, National Extension Fraternity (ESP). Membership is open to Cooperative Extension Agents, Specialists, and Administrators who have completed at least five years of professional service in Cooperative Extension. Dues paid through the local chapter include membership in the National organization. Membership year is from December 1 through November 30.http://https://cals.arizona.edu/neafcs/AZ.html

Awards for the College of Agriculture and Life Sciences or Arizona Cooperative Extension for which Extension faculty and staff are eligible are listed below. Abstracts of nomination or application criteria are included. Detailed information is distributed annually when the awards are announced. For further information, refer to "contact person" related to each award.

Cooperative Extension Faculty of the Year - Given annually and funded by the UA Foundation, Friends of Agriculture, this award of a plaque and $1,000 recognizes an Arizona Extension faculty member demonstrating outstanding achievements and contributions through quality Extension programming, innovation, problem-solving research, outreach efforts and grant awards. Any faculty who is involved in Extension educational efforts and who has not received this award in the past is eligible. Nominations may be made by Department Heads/School Directors, County Extension Directors, Extension faculty or staff. Selection will be made by a committee whose membership represents a faculty member (possibly a former winning candidate), staff member and Extension Administrator who will serve as Chair. Published criteria will be used to evaluate nominations. Contact person: Director, Cooperative Extension, 520-621-7145.

Outstanding Staff in Cooperative Extension - An annual recognition, this award of $500 is sponsored by the UA Foundation, Friends of Agriculture. It recognizes and honors unusual dedication and outstanding contributions by a classified staff member in Cooperative Extension. Any non-probationary classified staff member, irrespective of length of service to the College of Agriculture and Life Sciences, who has not received this award in the past is eligible for nomination. Administrative heads, faculty, staff, or student in the College of Agriculture and Life Sciences may nominate. A committee of selected Extension faculty and staff, along with the Associate Dean of CALS Administrative Services (serving as chair), will review all nominations and base selection on published criteria. Contact person: Director, Cooperative Extension, 520-621-7145.

Extensionist of the Year ‐ This award recognizes a resident of the State of Arizona, not currently an employee of Cooperative Extension, who has contributed time and talent through their affiliation with Cooperative Extension programs to citizens of their community and the state. Letters of nomination from faculty and staff in Extension should state the nature and extent of the service that the individual has performed and how it has benefited the community, the state and its citizens. The award is presented annually at a statewide conference. Contact person: Director, Cooperative Extension, 520-621-7145.

Outstanding Team Award (College of Agriculture and Life Sciences) ‐ This annual award funded by the UA Foundation, Friends of Agriculture recognizes excellence in programmatic effort (teaching, research, extension or a combination) within the College of Agriculture and Life Sciences. A team is defined as two or more individuals to include any combination of faculty, academic professionals or staff. Emphasis is placed on effort during the past year, but can include contributions to the same program during the previous five years. Significant contributions in either the academic or service effort to the college, campus community, state or national scene are considered. Interdisciplinary team efforts are the prime focus of the awards but efforts within a discipline are considered. Nominations may be made by any administrative head, faculty, staff or student in the College of Agriculture and Life Sciences. Nominees must be employees of the College of Agriculture and Life Sciences as faculty, academic professionals or non-probationary classified staff, irrespective of length of service. The award is $500 per person (maximum of $2500). Selection will be made by a committee comprised of three faculty, one staff, one student and the Vice Dean, serving as Chair, who will review all nominations and make their recommendation to the College Executive Council who will make the final selection. Contact person: Vice Dean, College of Agriculture and Life Sciences, 520-621-7201.

Arizona Cooperative Extension may offer Continuing Education Units (CEUs) for professional development opportunities. CEUs are a nationally recognized and respected method of granting non-degree credit. Each CEU is equal to ten instructional contact hours. Fees are required.

Since early 1992 the College of Agriculture and Life Sciences has been actively pursuing the preservation of items that will document its rich history. To this end a group of alumni, retired faculty and active faculty have launched the Archives Program of the College of Agriculture and Life Sciences.Contents of the Archives include photographs, recorded oral histories of individuals, letters, manuscripts, documents, drawings, and other artifacts which describe the history and contributions made by the College as a whole and by the individual faculty members. All current faculty are encouraged to contact the Archives before disposing of valuable historical information found within local unit offices. Donations of personal papers are also welcomed. For further information contact the College of Agriculture and Life Sciences Alumni Office, 520-621-7190.

Also see the UA General Administrative Policy Relating to Historic Preservation Activities

Extension employees may participate in political activity as citizens, but must not allow their interest in a particular party candidate or political issue to affect the objectivity of or the performance of their Extension duties and responsibilities. Employees shall not use, directly or by implication, the name of the University or their affiliation with the University in the endorsement of political candidates, initiatives, referendums, or in supporting or opposing a position on other political issues.

Appointed personnel who desire to campaign for public office or who are elected to public office should request an appropriate full or partial leave of absence (see UHAP, Section 8.04.04). The President shall determine the extent of the leave for a given case after review of recommendations by the appropriate dean or director and vice president.

The Collaborative Institutional Training Initiative (CITI) Course in the Protection of Human Research Subjects is the designated online method for compliance with human subjects training requirements for the University of Arizona. All individuals involved in human subjects research must be certified via the CITI course. Effective January 1, 2007, Verification of Human Subjects Training Forms submitted for new projects, continuing review of existing projects, or personnel changes, may not contain training dates more than two years old. CITI is a modular-based, on-line system that is customized to meet the needs of both Behavioral and Biomedical researchers. To access the system, go to www.citiprogram.org and register with a user name and a password of your choosing. You can visit as many times as needed to review all of the required modules and take the quizzes and can complete the training a little at a time, or all at once. This program also allows for collaborators, not affiliated with the University of Arizona, to take the training on-line so they can be part of your research team. If you have any questions related to the CITI course or the deadline, contact the Director of the Human Subjects Protection Program (520-626-5925).

Cooperative Extension offices, which are based in county owned or leased facilities, are responsible for the implementation of all policies and procedures of the University of Arizona. Offices promote Extension educational opportunities in the program areas of Agriculture & Natural Resources; Family, Consumer & Health Sciences; 4-H Youth Development; and Community Resource Development with individuals, groups, firms and organizations. The County Extension Director is responsible for maintenance of physical plant and facilities and for the development of resources for planning, design or construction of additional facilities as may be appropriate. Faculty and staff are accountable for all University and/or Extension property assigned to the county. The county office observes all Equal Employment Opportunity/Affirmative Action guidelines in the process of employment and/or termination of positions at the county level. The County Extension Director develops an Affirmative Action program that actively involves minorities and protected classes in planning and implementation of county programs that are relevant to their needs and thus encourage their participation.

Some counties may have satellite offices. Criteria for satellite offices are:

• Office serves a separate geographic population of the county

• Office is staffed by a paid employee and open to the public a minimum of 20 hours per week.

• Extension publications, space for clientele consultation, and computers are available

• All Extension program areas are represented.