(Revised April 2003) Section 7.C
Iowa State University is committed to partnering with public and private agencies and organizations anytime that this enhances serving the public interests. Partnering needs to increase efficiency, improve the product, and reduce service duplicates.
ISUE Staff Criteria for Partnering:
Co-sponsor: ISUE and A & O jointly assess need, develop program, promote program; reimbursement is negotiated. Hosting of these events can be by either or both partners.
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Periodic requests for lists of clientele, or other mailing lists are received by extension staff members.
Policy statement
"No list of names of farmers, businessmen, or firms that may be available in the department shall be given directly or indirectly to any person, firm or association unless the furnishing of such lists is a necessary part of the official work of an agency, or unless authorized by the immediate supervisor, or the USDA Director of Information."
Section 7.C Return to top
Cooperative relationships may already exist or may develop between the Iowa Extension Service and other special interest organizations whose purpose is to promote a specific issue or aspect of life and strengthen community and public understanding of it. These relationships can contribute to the objectives and goals of both groups. The special interest groups are often involved in organizational development; support for local and federal legislation; promotion of ideas, concepts and products; education; and leadership development.
USDA regulations that address this issue are based upon the principle that services of the government shall be made available to all people on an equal and impartial basis and the belief that cooperative extension can operate as a public agency in the best interests of all the people and without cause for any serious charge of discrimination in services rendered only when it is not closely associated with any specialized organization. The Iowa Extension Service supports this concept.
It is general policy of the Iowa Extension Service to allow relationships with special interest organizations. However, they should be approached with care and an awareness of the potential for conflict of interest or other impropriety, either real or perceived. (See Iowa Code, 176A.9, Appendix A of this handbook.)
The relationship between Iowa Extension Service staff and these organizations should center primarily on how county staff can assist the organizations through educational programs. County staff should also strive to be the link with Iowa State University and its many educational and research resources.
With regard to relationships with special interest organizations, Iowa Extension Service staff shall not:
1. Accept the use of free office space or contributions for salary or traveling expense.2. Advocate that any particular organization is better adapted for carrying out the work of the USDA and the Iowa Extension Service than any individual citizen, groups of citizens or organizations.
3. Advocate that the responsibilities of any federal agency should carry out its responsibilities through any particular organization.
4. Advocate that the responsibilities of any state or local agency should carry out its responsibilities through any particular organization.
5. Directly or indirectly solicit membership in any organization.
There are no specific implementation procedures. If questions arise, contact your county director, area director or the vice provost of the Iowa Extension Service. County staff are encouraged to ask questions before they become involved with special interest groups.
Section 7.C Return to top
Policy number: P.9
Issued: JANUARY 1980, Effective: JANUARY 1980
Revised: SEPTEMBER 1, 1994, Effective: SEPTEMBER 1, 1994
Background: Opportunities may become available for extension staff members to participate in non-extension activities for which they will receive compensation.
Staff members may participate in professionally broadening experiences of this type with the following limitations:
1. If the additional occupation or activity does not create a conflict of interest between the staff member's role with the extension service and any other person, agency or organization.
2. That such activities and occupations do not conflict in terms of time requirements with the staff member's official extension duties. Some examples are:
a. Consulting work. Defined as providing technical assistance and counsel to individuals, agencies and/or organizations, including as an expert witness in a court of law. Cooperative Extension staff members should not undertake such activities for compensation within the boundaries of the State of Iowa. Consulting outside Iowa is permitted within the limits imposed by 1 and 2 above.b. Speaking engagements. These should not be undertaken for compensation when dealing in subject matters appropriate to the individual's specialty or job description as an extension staff member and as part of a program which would normally be an official extension function. Such presentations are construed to be a part of the normal educational services rendered to Iowa clientele by the extension service.
c. Judging activities. Extension will provide travel and subsistence expenses and official time for judging activities in the staff member's assigned area. No additional reimbursement will be provided. Extension staff members may collect a fee and expenses for services on official time for a reasonable number of judging dates outside his/her assigned area. In these circumstances, no travel and subsistence expenses will be chargeable to the university. Additional judging dates can be accepted outside his/her assigned area if annual leave is taken.
d. Farm and investment management. The management of business operations and other investments should be under- taken strictly on the staff member's personal time. Personal time is interpreted to mean vacation and leave-without-pay. These types of activities must also fall within the general limitations enumerated in 1 and 2 above. If an employee's activity appears to conflict with the staff member's job (time or job assignments), it will require the approval of the vice provost for extension or designee.
3. Consulting outside the United States may be approved:
a. When recommended and approved by the immediate supervisor and other points of approval in university administration.b. Fourteen consecutive days including travel time are allowed.
c. Time beyond 14 days will be annual leave or leave-without-pay, if approved.
Staff members undertaking additional compensation activities should secure approval from their immediate supervisor for dates and time, clients to be served, subject matter and type of activity, before confirming such arrangements. The supervisor will counsel with the staff member as to the content of this policy and how it applies to the situation for which approval is requested.
Staff members are required to report consulting work and additional external occupations annually to their area extension education director or appropriate administrative head.
Section 7.C Return to top
It is Extension's position that it should be neutral in litigation among its clientele, and therefore, Extension personnel should not agree to act as expert witnesses in Iowa.
When Extension staff members are asked to examine an issue that involves several parties with different viewpoints, staff should indicate as soon as possible in the conversation that they will not testify as an expert witness regarding this matter. Furthermore, staff should state that they are required to maintain confidentiality about the situation and will only provide an analysis of the situation to the parties directly involved. Consequently, Extension staff members should never provide a copy of their analysis to an attorney or insurance company representative; rather they should direct the representatives to their client for the information from Extension.
When Extension staff members are asked to appear as an expert witness in court in Iowa, the staff member should decline unless their service as such a witness has been approved by their supervisor. The staff member should respond to the request in the following manner: "It is the policy of the ISU Extension Service that staff members should not serve as an expert witness." Normally testimony will be allowed only if the staff member has been appointed as a friend of the court (juris amici), by the court.
If a subpoena is issued or a lawyer informs you that a subpoena will be issued, the Extension staff member should contact their supervisor(s) who will then contact University Legal Services (515-294-5352). Staff should not encourage the issuance of subpoenas, as this may require the University's counsel to appear and seek to void the subpoena.
In determining whether an Extension staff member should appear, a determination should be made whether the staff member is asked to appear as a fact witness or expert witness. Litigants have a greater right to the evidence of fact witnesses. However, when the fundamental reason for seeking the staff member's testimony is his or her expertise, normally the staff member should not appear. If the request is made on behalf of a public agency, Extension will be more willing to provide assistance.
When expert testimony is approved, Extension staff will provide objective, unbiased testimony. Extension staff should carefully follow the instructions of the court and be mindful to avoid discussing the case with the parties to litigation without the court's and the other party's knowledge. The university may collect reimbursement for the lost time for providing the service, but the Extension staff member may not accept any fees personally. Witness fees should be returned to the University.
Policy created in cooperation with the ISU Legal Services Office. Policy approved by Extension Administrative Team on May 8, 2000.
ISU Extension
Staffing Plans to support Program Initiatives by Unit
FY03-04
ISU Extension through partnerships will continue to develop relevant and timely programming for the citizens of Iowa. Through ongoing needs assessment, organizational and program priorities are continuously monitored and adapted. Each program area has set goals for their respective area. Future Talk done in 2002 assisted in the refining of state and county priorities. Future Talk summary is at the end of this document.
In order to accomplish the program priorities and increase organizational agility, reinvestment of resources in human resources, technology and research base is required. ISU Extension will continue to invest in professional development of staff in emerging program priorities. The amount of reinvestment in each area is dependent on all Extension staff continuing to be successful in grants/contracts and revenue generation.
Each program/administrative area has set the following goals for investment in staff to achieve program goals for FY03-FY04:
Agriculture and Natural Resources:
The eventual goal is to have 80% of the field specialist positions invested
in basic, fundamental programs and services (livestock, crops, commercial horticulture,
agriculture engineering and farm management) and to have 20% of the positions
invested in emerging short term ANR issues. Staffing goals for FY03 include:
2 additional FS in Commercial Horticulture
2 new FS positions in Emerging Issues which may include but are not limited to needs identified locally such as entrepreneurship, technology, small scale agriculture, urban agriculture, value added agriculture, home horticulture, etc.
Families:
The staffing goal is to have a minimum of 6 FTE in Families field specialists
within each of the areas. Currently we are below that in NW and SW-so this is
the first priority. We are hiring in NW and recruiting in SW in the near future.
On campus, the priorities are to fill the Food Safety position and begin to
rebuild a second faculty position in Resource Management. New faculty positions
will be funded through revenue generation/grants/contracts.
Youth:
The 4-H youth development program has the following goals. The 4-H program development
fee was initiated to support the development and delivery of 4-H programs in
Iowa. Staff plays a strong role in developing and maintaining relationships
throughout the state. The goal will be to reinstate some of the lost positions
due to budget reductions.
Communities:
Goals within the communities unit include having two Communities' field specialists
per administrative area. A new position on campus will be in the global information
systems (a system that helps communities coordinate resources). Adding additional
human resources to the Communities unit will enable more direct delivery with
local communities.
Center for Industrial Research and Service (CIRAS)
Plans the use of supplemental funds to include:
Area Directors:
With funds available from salary savings, revenue generation and or travel expense
recovery, the area directors will invest in system priorities. These may include
specialized training, financial support for program efforts and/or the development
of new multi-county projects. Area directors are working closely with staff
and councils in their area to prioritize program needs and a method of supplying
start up funds for programs that meet those priority needs.
|
State Summary of Future Talk Results
Updated and Clarified November 11, 2002 |
|
| 1 | Financial Mgt. for Adults and Youth |
| 2 | Environmental Issues |
| 3 | Health, Nutrition, Obesity, Physical Activity, Food safety |
| 4 | Changing Demographics |
| 5 | Strengthen 4-H clubs |
| 6 | Value-Added Ag |
| 7 | Youth Development-Life Skills |
| 8 | Conservation aspects of the Farm Bill |
| 9 | Communication/Relationships in Families - Positive Family Relationships |
| Emerging Issues/Looking for program in this area: | |
| 10 | Bioterrorism |
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Revised April 29, 2003. Content questions? Ask the
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Comments or suggestions? Contact the committee,
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