2021-2022 brought a few more challenges as it relates to operations and budgets across the state. Kentucky Extension took an 11.8% reduction in recurring state funds (4 February, 2021, Extension Updates, Stephenson) which effected many aspects of Extension including programming and hiring. The reduction didn’t stop extension from offering resources and programming throughout the state since, we, extension were considered essential to operate during the pandemic. As extension employees were transitioning into new aspects of their lives such as retirement, promotions, etc., many position were being available while some positions have been vacant for months or even years. Kentucky Extension administers and leaders were noticing the impact of employee shortage, so new hiring procedure and policies were implemented across the state which resulted in many postings and opportunities to bring in new people valuable employees in counties and communities.  

Here in Campbell County, since early 2021, we have hired four positions and currently two more pending. As support staff contact, I work closely with our area director as well as our office staff and agents throughout the hiring process for the hourly paid staff positions. The process includes, seeking district board approval, working with our office bookkeeper to post the position in our local papers once University HR sends approval, following all UK HR hiring policy and procedures as related to new hires which outlines phone interview and face to face interview practices. This process is timely and as county contact, this process has reduced the time allocated to my programming, though realizing time and leadership overall positively affects each program and helps streamline programming throughout the county. As contact for our new employees, there are many benefits such as, mentorship, leadership, supervision, and advocacy. Creating a positive and welcoming atmosphere is a priority of mine in this position to retain valuable employees. I enjoy mentoring new hires while learning their personalities, listening to their new job ideas, goals, and being available to listen about their concerns and strategize an action plan to overcome those difficulties.

In addition to the leadership and mentoring role in the office, I also accepted the role with a one year commitment as a new agent mentor, which I was assigned to the new horticulture agent in Kenton County on October 15, 2021. Being a mentor before in 2016, I knew some of the responsibilities that were ahead of me. Being a team player, listening and communicating effectively, encouraging, maintaining confidentiality and being flexible are all personal characteristics that give me the desire and strive to be a strong and effective mentor and leader to our extension family members.