An Evaluation of the Retention of Texas A&M AgriLife Extension County Agents and Onboarding Practices
Abstract
The Texas A&M AgriLife Extension Service (AgriLife Extension) serves all 254 counties in Texas, so it is important attention is paid to the hiring and retention of best fit county agents to keep turnover low. This mixed methods study examined various factors that affected agents joining, staying, or leaving AgriLife Extension, as well as employee opinions on where training topics are covered. This was done with the intent to better understand how the agency can recruit, prepare, and retain effective county agents.
Study results showed agents choosing to work for AgriLife Extension often did so for the variety in work duties, ability to serve and have relationships in the community, and the flexibility in scheduling. Work/life balance and compensation were found as the reasons most likely to cause agents to leave. Paperwork and hours were identified as the biggest surprises to the county agents. Regional trainings were preferred over state-wide trainings on most topics. Conclusions were made to establish a recruiting presence for the agency and ensure consistency across the state. Opportunities need to be available to build relationship internally and with clients and regional trainings should be held. Further research is suggested to measure the efficacy of regional trainings and the ideal training implementation timeline.
Citation
Mears, Grace DeKoyer (2017). An Evaluation of the Retention of Texas A&M AgriLife Extension County Agents and Onboarding Practices. Master's thesis, Texas A & M University. Available electronically from https : / /hdl .handle .net /1969 .1 /173174.