In 1980, Borich presented a new model that allowed errors in an individual’s judgment of self-proficiency to be offset by considering the perception of a group. The model relied upon the calculation of means for competency items measured with ordinal scales, an approach subject to debate in modern times. The purpose of our study was to explore the use of a novel approach we developed, the Ranked Discrepancy Model (RDM), as an alternative method to the Borich model for determining training needs. Data obtained from an online survey of extension professionals employed by a land-grant university in the United States was used to compare the training needs identified by applying the Borich model with those identified by applying the RDM. A very strong and statistically significant correlation existed between the scores derived from using both models, demonstrating a high level of consistency between models. Researchers conducting competency research should consider adopting the RDM given its suitability for delivering results that closely resemble findings from the Borich model while providing improved rigor in methods and increased detail about training needs.

With structural changes in work arrangements, employee retention becomes more important for organizational success. Guided by the Ability, Motivation, Opportunity (AMO) framework, this study investigated the factors affecting remote workers’ job satisfaction and personal wellbeing in Utah. From a sample of n = 143 remote workers, the study used a correlational design to identify the significant predictors of job satisfaction and personal wellbeing. It mapped the relationships between significant predictors of job satisfaction and personal wellbeing and explored the role of human resources (HR) policies and organizational culture in a remote work environment. Results showed intrinsic motivation, affective commitment, opportunity, and amotivation affected employee job satisfaction, while self-efficacy, amotivation, and job satisfaction affected personal wellbeing. A structural equation model (SEM) showed that remote workers with higher levels of self-efficacy, lower amotivation, and higher job satisfaction were likely to have greater personal wellbeing compared to others. When exploring the role of HR, findings showed that HR bundles and organizational culture indirectly affected job satisfaction but had a direct effect on the most important predictors of job satisfaction and personal wellbeing. Overall, results demonstrated the interconnectivity of HR practices, AMO factors, job satisfaction, and personal wellbeing.

Extension was forced to rapidly adjust its efforts and program delivery methods to respond to clientele needs during the COVID-19 pandemic of 2020. The pandemic presents a range of unique challenges to Extension including revisions to resource allocations and shifts in programmatic focus. Guided by a needs assessment framework, this paper assesses the rapid response of Utah State University (USU) Extension to meet residents needs during COVID-19. This correlational study gathered data from 199 Extension professionals (n = 199) at USU Extension. Findings show Extension professionals had good capacity to implement outreach activities related to online education, engaging residents, and external partnerships. Further, Extension took rapid actions in several areas in response to COVID-19, including providing online learning activities for youth, and conducting online classes in place of traditional face-to-face classes. Findings show professionals’ outreach capacity was positively related to the total number of actions taken in response to COVID-19. Extension professionals addressed COVID-19 topics such as telehealth, temporary homeschooling kids, and stress management. This study demonstrates the adaptability of Extension to an unpredictable event and provides a framework to assess response. Findings are geared towards effective resource allocation to support Extension’s role in meeting residents’ needs during COVID-19.

Purpose: The effectiveness of new extension approaches hinges on farmers’ willingness to adopt innovative ways to interact with extension. Therefore, this study explored farmers’ willingness to use mobile text messaging for two-way interactions with Ministry Extension officers. Design/Methodology/Approach: Guided by the Unified Theory of Acceptance and Use of Technology (UTAUT), this study followed a correlational design and survey data were conveniently collected from 200 farmers of Trinidad. Findings: Findings showed most farmers of the sample knew how to send and receive text messages, and many owned Internet-enabled smartphones. In addition, most farmers were willing to communicate with extension officers through text messages. Practical Implications: Ministry Extension should revisit and revise their policies of communicating with farmers. Administrators should encourage extension officers to use SMS to respond to farmers’ requests and information needs. Theoretical Implications: While the UTAUT provided an appropriate framework for understanding farmers’ use of text messaging, researchers should tailor the moderator variables to the country’s context. Originality/Value: This study is the first to look at farmers’ willingness to use two-way information communication technologies in Trinidad. Results showed there is potential for Ministry Extension to use text messaging to communicate with farmers.

Generative artificial intelligence (AI) systems capable of generating human-like text, images, and ideas from existing data based on user-defined prompts, will inevitably impact Extension, including increasing efficiency, productivity, and performing tasks previously exclusive to humans. There are ethical and risk-related considerations surrounding the use of generative AI, including concerns about bias and unintended consequences. It is important for Extension to consider these implications and take steps to ensure that generative AI is used in a responsible and transparent manner. Extension must ensure that educators and staff have the necessary knowledge and skills to effectively utilize and integrate this technology.

Barriers to the successful implementation of diversity, equity, and inclusion (DEI) education and outreach initiatives are being documented across higher education institutions as DEI policies and protocols are gaining attention. Despite growing attention to promote DEI in higher education institutions, there remains a need to examine barriers preventing DEI efforts in a systematic way, particularly in Extension education contexts to formulate strategies to promote DEI. We present an expert, consensus-based framework to identify the most salient barriers to successful DEI implementation in Extension. We also discuss opportunities for Extension practitioners to overcome salient barriers with tailored mitigation strategies.