Extension agents serve important roles in communities but often begin their careers lacking skills crucial for success. We aimed to understand the professional development needs of Florida early-career Extension agents beyond the first year as perceived by eight county Extension directors (CEDs). Through semistructured interviews, CEDs indicated that building community relationships, managing volunteers, communicating effectively, and other Extension-related skills are areas for which early-career Extension agents need professional development. These results suggest a need for additional development opportunities beyond the first year, with a professional development model that is continually adapted as an Extension professional's skill set changes. Our findings have implications for those involved in Extension practice and research beyond Florida.

The onboarding needs of Extension agents is a topic continuously discussed and researched, yet overwhelmed agents persist, suggesting that there is still a missing link. We undertook a study to determine the competency training needs of newly hired agricultural agents in Florida. Two assessments were performed. First, we asked University of Florida’s County Extension agents and Directors in Agriculture, Horticulture and Natural Resources to identify main agriculture skills and competencies for new Extension. Second, we then classified those competencies into main domains and asked the same cohort to rank the competencies within each domain, in order of most important to least important. Data were collected via an online surveys, with 65% and 51% response rates, respectively. Agents needed training in specific agricultural competencies related to every-day work activities such as soil sampling, diagnostic skills, educational resource utilization, and relationship building. Although we assume that, based on job requirements, newly hired agents will enter Extension with such knowledge, results suggest an agriculture specific training is needed to meet the onboarding needs of new agents. Our study identified the priority needs for developing an onboarding program that establishes a level of standard knowledge. Those findings will serve to enhance onboarding training for new Extension professionals.

The objective in this study was to explore factors that shape how residents manage their home landscapes, and we applied Rogers’ (2003) Diffusion of Innovations to understand fertilizer practices and implications for Extension programming to address non-point source pollution. Data were drawn from a statewide survey of 1,197 Floridians. We identified the extent to which Floridians were using 10 residential fertilizer best practices, how Floridians’ perceived characteristics of fertilizer innovations related to adoption, and evaluated how the educational needs pertaining to fertilizer use differed among non-innovative and innovative individuals. Respondents were most engaged in practices such as reading fertilizer packages and labels to apply the correct amount and least engaged in soil testing to inform fertilizer applications as well as asking their landscape professional about training. Floridians perceived the five characteristics of fertilizer best practices at a moderate level overall, and of these, characteristics, compatibility, trialability, and relative advantage predicted adoption. Innovative individuals were more interested in learning from colleagues, neighbors, and public organizations such as Cooperative Extension and government organizations. They were also more interested in learning by visiting an Extension office or through social media than those who were non-innovative. This study may inform policy- making such as local landscape ordinances and planning of Extension behavior change programs.

Extension agents serve a critical role in the land-grant mission as they disseminate research to local clientele in the form of educational programs. However, Extension agents face a myriad of challenges, such as the changing scope of clientele and programming, nature of the job, and burnout. Much research focuses specifically on new agent challenges within the first year, however, few studies have focused on early career Extension agents after the initial onboarding process is complete. We used a phenomenological approach to explore the challenges of early career Extension agents, which yielded eleven major themes, such as a lack of understanding Extension, the nature of the job and understanding their role, and personal pressure. Another major theme was the lack of Extension knowledge of early career Extension agents which could stem from the lack of formalized Extension education programs and professional development programs targeted to early career agents. Social capital theory could be used to better understand the social networks of early career Extension agents, how these networks form over time, and what type of impact social networks have on new Extension agents.

With agriculture as the second largest economic industry in Florida, the state's Extension agents need subject matter expertise necessary for disseminating the latest in agricultural research information to agricultural producers. Using an exploratory sequential design coupled with a Borich model, we determined the professional development needs of Florida Extension agents working in integrated pest management (IPM). Through our needs assessment, we identified 16 IPM competencies and found that the highest priority relative to needed professional development was for the competency "determining pest thresholds." Extension personnel can use the list generated to assess perceptions of importance and ability level regarding IPM competencies among Extension professionals in their states.

Needs assessments are an important tool for informing organizational development efforts in Extension. The purpose of the study reported here was to identify problems faced by county units within UF/IFAS Extension during county program reviews. The findings were drawn from the reports created after five county units experienced program reviews in 2011. External problems with the potential to affect program quality were more numerous than internal problems. The persistent and widespread nature—beyond the counties studied—of the identified problems should create a sense of urgency within the Extension system to develop innovative and collaborative solutions.