(Revised September 2001) Section 2.E
When an opening occurs for a county extension education director, the area extension education director meets with the extension council to decide the subject matter specialty and the procedures for the interviewing process. A vacancy announcement is prepared by the AEED and personnel office. It is posted for 30 days or until position is filled. Screening of applicants is a function of ISUE administration. Qualified candidates are interviewed on campus by the AEED and a central administration representative. Council interviews the accepted list and makes a selection. Offer of employment is extended by appropriate AEED.
When an opening occurs for a county paid employee, the county extension education director meets with the extension council or personnel committee to determine office needs and to review procedures for the interviewing process. A vacancy announcement is prepared by the CEED and is advertised until the position is filled. The CEED and/or the personnel committee screens the applicants and qualified candidates are interviewed. Offer of employment is extended by the CEED.
See Section 8.C--County-Paid Staff
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A formal resignation should be a letter which states intent of resignation and last day of employment. ISUE/Council employed personnel should send a letter to county council and area director. Council employees should send a letter of resignation to county council to be acted upon at a regular or a special meeting.
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County extension council should establish a disciplinary policy consistent with the university's disciplinary policy--see P & S Handbook, Summary dismissal, pg. 21.
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The council establishes a personnel policy that governs county-paid staff. See Section 8.C--County-Paid Staff for details.
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The council, along with the area extension education director, appropriate field staff, and the appropriate campus-based program director, plays a key role in providing input to county-based staff and the county director. Council input is critical to this process. The Area Extension Education Director conducts the evaluation process.
The area director and program director evaluate field specialist performance. Input from council members is encouraged and may be forwarded to the area director prior to February 1. Comments are confidential and shared in summary form with the individual field specialist.
The CEED has responsibility for annually reviewing performance of county paid staff. Councils should include performance review procedures in the county personnel handbook. See Section 8.C--County-Paid Staff.
Section 2.E Return to top
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