Section 1. Vision

The BPSU-Extension and Training Services is a proactive player in the transformation of lives of the clientele toward resilient, self-reliant, productive and sustainable community by 2030.

Section 2. Mission

To actively lead in the delivery of programs, facilitate transfer of appropriate technologies and disseminate relevant, innovative and transformative knowledge gearing towards productivity enhancement, self –reliance, quality of life, and people empowerment in attaining a resilient and sustainable community development.

Section 1. Gender Responsive Research Program

Research programs must be gender-responsive by ensuring that it promotes gender equality through gender equity. These programs must be evaluated using gender-sensitive guidelines and tools.

Section 2: Goal

The Office of the Extension and Training Services is directed by a goal: To help uplift the socio-economic conditions of rural and urban communities.

Section 3. Objectives

To realize the stated goal for the Office of Extension and Training Services, the Objectives are:

3.1. Adopt communities as pilot areas for development;

3.2. Share knowledge, skills and technology development for socio economic upliftment;

3.3. Build the capabilities of individual and groups of clienteles for self reliance and direction;

3.4. Establish linkages that will intensify the distribution of socio-economic progress;

3.5 Inculcate and preserve values supportive to regional and national growth.

Section 4. Strategies

4.1. Benchmark standards on Extension and Training Services;

4.2. Conduct high quality extension and training programs in priority areas that will contribute the biggest impact in the communities;

4.3. Expand community collaboration and partnership for community based extension and training;

4.4. Disseminate information on extension and training activities for a wide scale sharing of outputs,

4.5. Establish partnership and collaborative programs with other agencies and HEI’s in the country and abroad;

4.6. Develop a feedback, monitoring and evaluation mechanism to appropriately resolve field problems.

With the new set of mandates of directives, the BPSU Office of Extension and Training Services could be of help in improving the socio-economic conditions of marginalized people or communities towards an ideal, progressive and livable community based on the following identified thrusts:

Section 1. Social and Behavioral Sciences

The University places emphasis on extension projects that are sensitive to addressing social issues like social inequity and social inequality through problem focused approach that may lead to a multi-disciplinary solutions encompassing social and behavioral change. Community extension projects that address the needs of indigenous and other disadvantaged socio-cultural groups are given focus and priority. It involves researches generated by the University as sound basis of programs that will be introduced in the community.

Section 2. Engineering and Technology

The University always keeps itself abreast on current innovations on technology and asserts its right to make full use of it in the academe and in the community. Hence, the University places great emphasis on extension projects that modify, improve and develop technological gadgets, principles and theories through its dynamic application in the community and in the academe wit purpose of making learning and individual lives richer and easier.

Section 3. Health and Health-Related Discipline

A healthy community of humans and globally competitive professionals, the University assists in the improvement of human life through health-related extension programs that address the current and emerging healthcare needs of the people in both the academe and the community. The provision of quality care is realized through activities that conforms itself to the promotion of health, prevention of illness, curative aspects and rehabilitation of health.

Section 4. Agriculture, Fisheries and Natural Resources

Agricultural and natural resources extension program are based on Research and Development Thrust of the University, partnership and tie-ups with local, regional, national and international Research, Development and Extension Services Consortium.

The University Research, Extension and Training Council is one of the advisory councils of the Office of the President which advises the President on issues affecting research, extension and training activities of students, faculty and staff. In addition, members of the URETC serve as reviewers of research, extension and training expenditures, plans, fund applications and incentives. The URETC also recommends appropriate policies, standards, and rules relating to the planning, implementation, and evaluation of university research, extension and training programs.

Section 1. Functions

1.1. Periodically review every two years the university research, extension and training thrusts/directions;

1.2. Serves as a forum for discussion of research, extension and training issues; 1.3. Inform the university administration on matters requiring decisions or action;*

1.4. Recommend allocation of funds for research, extension and training programs; *

1.5. Review and recommend any amendment to improve the established policies and guidelines for research, extension and training;*

1.6. Perform such other powers and functions as may be prescribed by the Board and by applicable laws and regulations.*

Section 2. Composition

The University Research, Extension and Training Council shall be composed of the following:

2.1. University President as Chairperson;

2.2. Vice-President for Research, Extension and Training as Vice Chairperson;

2.3. Vice President for Academic Affairs as member;

2.4. Campus Directors as members;

2.5. Director for Research and Development as member;

2.6. Director for Extension Services as member;

2.7. Deans of various colleges as members;

2.8. Campus Chairpersons** of RET as members.

Section 3. Meetings and Quorum of the University Research, Extension and Training Council

The following rules shall govern the meetings and quorum of the University Research and Extension Council:

3.1. The Council shall meet at such time as the President may determine, provided that that there shall be at least one (1) regular meeting every six (6) months. A special meeting maybe called by the President as maybe deemed necessary or upon the written request of the

Vice-President for Research, Extension and Training Services or at least one-fifth of the members of the Council.

3.2. The University President shall be the Presiding Officer of the Council. In the President’s absence, the Vice-President for Research, Extension and Training Services shall preside.

3.3. The Secretary of the University and of the Board of Regents shall be the Ex-Officio Secretary of the Council. He/She may designate his/her staff to act as Secretary of the Council.

3.4. Attendance in all meetings shall be required of every member of the Council and only for meritorious and justifiable reasons shall a member be excused from attendance.

3.5 A quorum of the Council shall consist of a majority of all its members who are holding office at the time, excluding those on official travel or leave, and a majority vote of all members present shall be required to dispose a question or decide an issue.

Section 4: URETC Committees and Their Functions.

The URETC shall create such committees, standing or special, as it may deem necessary for the speedy disposition of its functions. The University President shall be an ex-officio member of every standing or special committee of the Council.

The Office of Extension and Training Services (OETS) is under the direct supervision of the Office of the Vice President for Research, Extension and Training Services. The OETS is the arm which is tasked to implement extension and training policies and programs promulgated by URETC. It shall spearhead programs and projects in accordance with the approved plan of the Council. Moreover, it shall work in tandem with the Research and Development Office and office of the Production and Business Enterprise.

It exists to advise and make recommendations to the University President through the Vice President for Research, Extension and Training Services.

Section 1. Composition

The Office of Extension and Training Services shall be composed of the Director for Extension and Training Services; RET division heads for the campuses; Training Specialists, Technical staff and Support Staff. The support staff shall assist the Director in project identification, design, development, implementation, monitoring and evaluation.

Section 2. The Vice President for Research, Extension and Training Services There shall be a Vice-President for Research, Extension and Training Services, who shall be designated by the University President and confirmed by the Board of Regents. His/Her term of office shall be co-terminus with the term of the University President, unless sooner revoked, subject to periodic performance evaluation.

The Vice President for Research, Extension and Training has the following duties and responsibilities:

2.1. Assist the President in issuing orders, regulations, and other issuance relative to research, extension and training services;

2.2. Coordinate, monitor and provide for a system of continuing evaluation of Vice-President for Research, Extension and Training Services;

2.3. Exercise direct supervision over the offices of Research and Development, Extension and Training.

2.4. Recommend the release of budget for the operation of the office and suggest other plans and activities related to existing programs;

2.5. Serve as member ex-officio of all research, extension, and training units and sub-committees;

2.6. Work in coordination with other Vice-Presidents in carrying out the plans and programs for research, extension and training;

2.7. Support and encourage the Director and Campus Chairperson for Extension and Training in the achievement of their duties by:

2.7.1. Providing orientation for newly-designated Director and Campus

Chairman;

2.7.2. Maintaining continuous communication with the Director to be aware of problems, concerns and activities;

2.7.3. Monitoring reports and working with the Director and Campus Chairperson on all problems identified in the reports;

2.7.4. Communicating directly with other organizations and offices when appropriate;

2.7.5. Functioning as additional resource to extension activities and projects.

2.8. Coordinate, promote and maintain relationships with the community, linkages and other stakeholders to strengthen institutional collaboration;

2.9. Recommend for approval to the Office of the President policies, and research, extension and training programs and services as proposed by the University Research, Extension and Training Council;

2.10. Evaluate and report to the President the performance regarding research, extension and training throughout the entire University;

2.11. Review and approve all proposals for external funding routed through the Research and Development Office;

2.12. Direct implementation of plans for research, extension and training programs which are geared towards the development of the University and the country;

2.13. Promote and carry out close working relations and linkages with appropriate government agencies and non-government organizations;

2.14. Act as Vice Chairman of the University Research, Extension and Training Council; and

2.15. Perform other tasks as may be assigned by the President.

Section 3. Director for Extension and Training Services.

The Director of Extension and Training Services shall be designated by the University President and confirmed by the Board of Regents. His/her term of office shall be co-terminus with the term of the University President, unless sooner revoked, subject to periodic performance evaluation.

Powers and Duties of the Director of Extension and Training Services:

3.1. Coordinate with the RET division Heads** in the campus(es);

3.2. Supervise and evaluate those in-charge of the sub-units under Extension and Training;

3.3. Plan, direct, coordinate, consolidate and evaluate extension and training programs, including budgetary requirements and the performance of the extension and training staff ;

3.4. Propose policies on extension and training programs and services subject to the review and endorsement of the Office of the Vice President for Research, Extension and Training Services to the Governing Board through the URETC;

3.5. Coordinate extension and training activities with the various academic units;

3.6. Plan, organize, and supervise the conduct of conferences, seminars, workshops and other

employee and student development programs related to extension and training;

3.7. Spearhead the activities for scientific, technical extension and training publications and papers that summarize progress and achievements;

Section 4. Chairperson of RET**

Powers and Duties of the RET Chairpersons:

4.1. Propose and implement RET programs, projects and activities relevant to Campus area of specialization which may include consultancy and advisory services, RET training modules for professionals and stakeholders, techno validation and demonstration of researched-based extension and training, resource generation;

4.2. Maintain coordination with the Campus Director by constantly informing and discussing with the latter of the program, activities, needs and concerns of the RET unit in the campus;

4.3. Screen RET proposals from employees and students for endorsement to the proper Director through the Campus Director;

4.4. Consolidate RET proposals progress and completion reports for submission to proper officials and offices through the Campus Director; 4.5. Supervise and conduct periodic monitoring and evaluation of RET programs and staff in their respective campus;

4.6. Prepare the administrative and financial documents for the operation of the office;

4.7. Represent higher officials in pertinent activities when designated.

Section 5. Administrative Support Staff

The Administrative Support Staff of the Office of Extension and Training Services shall perform the following:

5.1. Encodes correspondence, letters of communications, reports and other documents needed.

5.2. Assists in the reproduction of needed documents;

5.3. Assists in filing of incoming and outgoing communications, memoranda,

orders and the like;

5.4. Assists the personnel during trainings and/or workshops;

5.5. Perform other duties that may be assigned by to him/her.

Section 6. The Technical Working Staff

In order to facilitate proper channeling and coordination of work, activities and the like, the technical working staff shall:

6.1. Recommend for approval the project proposals for extension and training to the Campus Chairperson;

6.2. Assist the extensionists and trainers in the generation of proposals and other pertinent documents;

6.3. Follow-up proposals to different colleges;

6.4. Coordinate and evaluate the different projects and programs undertaken per area;

6.5. Perform other related tasks that may be assigned as the need arises.

Faculty members are encouraged to develop and submit extension and training proposals. However, in the approval and allocation of research funds, the following guidelines shall be applied:

3.1. Extension and training assignments and assistance are awarded to academic teaching faculty, with priority given to full-time permanent faculty members. 3.2. The College Dean or RET Chairperson may recommend casual faculty members as extension/training proponents, and in meritorious cases, they may likewise be considered as principal proponents, provided that the duration of the extension/training undertaking or grant shall not go beyond the period of their temporary appointment.

3.3. Part-time members of the faculty, upon recommendation of the College Dean, maybe considered as co- proponents and in meritorious cases, they may be considered as principal proponents, provided that they must have taught at BPSU for at least one year.

3.4. Permanent Faculty members with Plantilla Appointment regardless of the faculty rank are expected to be involved in extension and training and are eligible to become proponents.

3.5 Visiting or exchange faculty members may qualify as proponents but only for the duration of their approved appointment.

3.6 For group and inter-disciplinary extension and training works, the principal proponent must be a permanent full-time faculty member.

• Agriculture and Fishery and Marine Biodiversity Conservation

• Basic Education and Cultural Development

• Health and Nutrition

• Smart Analytics and Engineering Innovations

• Food Production and Security

• Skills Development and Technology-Based Enterprises

• Environment, Disaster Prevention, Preparedness and Resiliency

• Agriculture and Fishery and Marine Biodiversity Conservation

• Basic Education and Cultural Development

• Health and Nutrition

• Smart Analytics and Engineering Innovations

• Food Production and Security

• Skills Development and Technology-Based Enterprises

• Environment, Disaster Prevention, Preparedness and Resiliency

The OETS chiefly supports the conduct of extension and training programs and activities in the University. In order to promote the significance and potential for extension and training, the following services are offered:

5.1. Formulate and recommend a well-organized and strategic extension and training programs;

5.2. Cultivate the value of volunteerism, advocacy, community engagement and social responsibility among the members of the BPSU community;

5.3. Develop and strengthen the capabilities and competencies of the service communities and stakeholders;

5.4. Facilitate the transfer of research and development initiatives and knowledge management to empower the service communities and stakeholders;

5.5. Promote equal access to information and services through deliberate social marketing strategies and innovative and sustained advocacy;

5.6. Strengthen the linkages and partnerships among extension service providers, the service communities and stakeholders;

5.7. Conduct special community development programs and projects;

5.8. Conduct technology promotion, marketing, and utilization through exhibits, technology for a, technology clinics, trainings, symposia and conferences;

5.9. Implement extension cum research activities aimed to improve extension and training delivery;

5.10. Document, assess, monitor and evaluate extension and training activities for comprehensive data management and analysis as well as for input to re planning;

Section 1. Campus-Based.

The campus-based program is characterized by service-learning activities undertaken by students in partner communities as part of the course requirements on field exposures. The students will be under the guidance and close supervision of the faculty.---technology incubator---for adaption---viable techno-demo projects

Section 2. Community-Based.

The community-based (com-based) program is extended by the university to outside clients by directly immersing with people in the actual setting.

This extension program is motivated by the following principles such as helping people to help themselves, learning by doing, and teaching by example or teaching through demonstrations.

Section 3. Instruction-Related.

These are extension programs/projects based on the expertise of BPSU faculty members which has direct relation with knowledge and skills in classroom instruction.

Section 4. Research-Related.

These are extension programs/projects are based on research outputs of BPSU faculty researchers.

Section 5. Production-Related.

These are extension programs/projects based on production outputs of BPSU Entrepreneurial and Auxiliary Services.

Section 6. Human Resource Development - Related.

These are extension programs / projects based on faculty expertise in the areas of leadership and management.

Section 1. Demand – Driven.

Extension services implemented in response to a request or demand from local communities for training and other related activities. These are not extension services that result from local extensive researches but are developed to respond to the clamor of local communities.

A BPSU personnel maybe appointed for extension service duly recognized as extensionist of any organization (public or private) provided that his functions / responsibilities are incorporated in the MOA / MOU therein.

Section 2. Revenue – Driven.

Extension services implemented in response to a dwindling national government budgetary subsidy. Extension programs are placed in the office of Auxiliary Services. Extension programs usually short-term skills training programs are then offered for a fee. In this manner, the extension programs generate extra income for the University.

Section 3: Other extension activities shall be included but not be limited to:

3.1. Consultancy and Technical Services

3.2. Professional Services (Trainers / Speakers/ Lecturers / Assessors / Evaluators/Advisers)

This is awarded to projects that is not supported by Organized Groups of Local Government Units, Government Agencies and Non-Government Agencies to enable the delivery of extension services and creative work that will lead to the pursuits of other funding sources for the development of the program.

Projects funded by BPSU includes pilot community extension activities like technology transfer; application and commercialization; packaging of information, education, communication materials; capability building, education and nutrition; and environment management; travels to attend seminars, training, conferences (local, regional, national and international); supplies, equipment's and other extension related services.

This is awarded to extension activities conducted by BPSU Faculty, Staff and Stakeholders based on the needs assessment and is technically and financially supported by local and international non-government institutions, foundations, thrusts, charities, and government agencies such as DOST, NEDA KR2, DENR, PhilRice, DA, DA-Bar, CHED, DILG, CLARRDEC, CLIERDEC, PCARRD and other technical and financial supporters of viable researches.

Section 1. Local External funding.

Within the university, the faculty and staff involved in Extension must have good working relationship. The extension program should in itself be a unifying mechanism to ensure that all the efforts of its manpower are in concert to create impact to target communities.

The university must likewise establish a viable linkage with the provincial government since the province is considered as the immediate impact zone of all the extension programs and activities.

The municipal / local government units within the province can very well serve as partners in the technology development process – from technology generation to commercialization.

Section 2. National External Funding.

National government agencies involved in the RET like the Department of Agriculture (DA), Bureau of Agricultural Research (BAR), Bureau of Fisheries and Aquatic Resources (BFAR), Bureau of Post Harvest Research and Extension (BPRE), Philippine Carabao Center (PCC), National Irrigation Administration (NIA), Philippine Rice Research Institute (PhilRice), DA-Agricultural Training Institute (DA-ATI), Department of Science and Technology (DOST), Philippine Council for Agriculture, Forestry and Natural Resources Research and Development (PCARRD), PCAMRD, PCIERD, Department of Environment and Natural Resources (DENR), Department of Education (DepEd) can be tapped either as collaborating or funding agencies. Regional offices of the national agencies can be consulted and partnerships can be established.

Section 3. International External Funding.

Offshore linkages can also be established to provide opportunities to work with their international counterparts / agencies. Innovations and technologies generated as a result of this collaborative undertaking may find significance not only in the Philippines but for other countries as well.

Section 1. Needs Assessment Analysis.

This is an activity of carefully and critically examining in details the situation, conditions, nature/trends and quality of the community. This includes human, physical/natural and institutional resources. Needs assessment analysis will provide the baseline data of the program to be implemented.

Section 2. Community and Experts Match Making.
Based on the result of the needs analysis, the community will be matched to the experts of the university who will greatly answer the needs of the target adapters.

Section 3. Organization of Experts.
Experts will be organized in a manner in which holistic development of the target adapters will be addressed. Experts can come from the different college or department of the university.

Section 4. Coordination with different agencies and institutions.
Once experts for the program is determined, coordination with government or private agencies and institutions, local government unit and barangay unit will be established to avoid any communication problem and to have a smooth operation in the program development and implementation.

Section 5. Organization for Planning.
This is the representation and participation of legitimate people who are to be involved in local planning. Representative will include different stakeholders of the university, like the administration, faculty and staff, student and alumni, LGU representative, target community adapters representative, government and private agencies and institution representative.

Section 6. Establishment of Linkage.
Linkage is important in program development of extension because it will provide support in funding and in implementation. Establishment of linkage can be done thru MOAs or MOUs.

Section 7. Program Planning Process.
This is basically a Decision-Making Process on what to do, when to do it, how to do it, who will do it, why and how much is needed. It is forecasting future activities (Sanders, 1966). To ensure the effectiveness, efficiency, success, the steps to follow are:

A. Identifying target community and people;

B. Resource assessment;

C. Problem identification and prioritizations;

D. Objectives formulation;

E. Actions to be undertaken;

F. Strategies of implementation;

G. Identifying people to be involved;

H. Duration;

I. Estimating budget needed and source.

J. Monitoring and feedback planning procedure;

K. Target and output assessment;

L. Outcome assessment;

M. Sustainability program.

Section 8. Planned Program.
In order to make programs and projects operational and ready for implementation, a detailed work and financial plan must be prepared to guide planners and implementers on what to do and how much resources is needed to do it. Plan of work and finances can be done by program, by committee, by unit depending on the magnitude of the plan. The work and financial plan can also be annual, semiannual, quarterly, monthly, weekly or daily.

The plan must be written for approval by legal bodies, for funding and submission to higher authorities.

Section 9. Program Launching.
Program launching is critical in disseminating the extension program to the different stakeholders of the university, members of the community, local government unit and partner agencies and institutions. This activity is raising an awareness on what the university can offer in terms of community development. Additional activity that could be done is thru media broadcasting, electronic promotions and IEC distributions.

Section 10. Execution of Work Plan.
This is the stage of putting plans into action or reality. Implementers must know how to prepare the following: expected target outputs, requirements / resources needed, technical aspect, financial requirements, date of completion and alternative actions to the situations.

Section 11. Monitoring.
Regular supervision and monitoring is needed to determine the progress of the program. Any delayed action in implementation may significantly jeopardize the whole project. Re-planning of activities can be done based on the monitoring output.

Section 12. Appraisal of Accomplishments.
This is basic in all plans, programs and projects. Plans are prepared to be implemented and evaluated when project is going on and project completed.

Section 13. Sustainability Plan.
This is an activity where the outcomes of the program are utilized to have a long term effect in the community adapters. Impact assessment will be done in this stage to determine the change in the quality of life of adapters.

To facilitate the processing of project proposals, the following system is henceforth adopted:

2.1. The proposal shall follow the prescribed/appropriate format for project proposals (Appendix) which can be obtained from the appropriate department/college of any campus of the university;

2.2. All proposals to be submitted to the University Director for Extension and

Training Services must have the endorsement of the Department Head/

College Dean through the Chairperson of Research, Extension and Training

Services and respective Campus Director of the university;

2.3. The extension and training proposals upon receipt of University Extension and Training Services Office shall be endorsed to the technical evaluation committee for evaluation and critiquing which composed by University Extension Director, Chairperson of Research, Extension and Training Office of the proponents, Heads of Technology Promotion Unit, Training Services Unit and Applied Communication Unit.

2.4. Proposals may be submitted any time, preferably January of each year; 2.5. A researcher/extension worker or a team of researchers/extension workers may be allowed to conduct at any one time a maximum of two University funded projects;

2.6. A researcher/extension worker with an approved project proposal shall enter into a contract or a Memorandum of Agreement with the funding unit before funds shall be released for his/her project;

2.7. Any major deviation must be approved by the Vice President for Research, Extension and Training Services upon the recommendation of the Director of Extension and Training Services or their equivalent bodies;

2.8. Implementation of the approved proposals shall be on the semester immediately following approval subject to the availability of funds;

SECTION 1. EXTENSION PROPOSAL

I. IDENTIFYING INFORMATION. Brief description of the extension program/ project to be implemented.

1. Program/Project Title: The title could convey what the whole program/ project is about and what is the program/project’s main goal is. If it is an extension program, the project/s that is inclusive could have a different title/s.

2. Proponents: Indicate the members of the extension program/project and their role.

3. Implementing College/Department: Indicate the university college/ department that will spearhead the extension program/project and the collaborating college/department, if any.

4. Collaborating Agencies: Indicate the government or private agencies or institutions and local government unit that will support the extension program/project in any aspect.

5. Beneficiaries: The number of target adapters of the extension program/ project.

6. Duration: Indicate the specific target date to start the extension program/ project from the needs assessment analysis of the community to the specific target date to end the program/project including the impact assessment of the program/project.

7. Location: Indicate the venue where the extension program/project will take place during its implementation.

8. Budget: Indicate the total budgetary requirement in the extension program/ project. Include the budget requirements for the inclusive projects if it is an extension program.

9. Source of Fund: Indicate what government or private agency or institution the budget will came from.

II. RATIONALE/BACKGROUND. The explanation of the basis for an extension program/project and its importance.

III. OBJECTIVES. The result that the extension program/project sought to achieved. Proponents of the extension program/project should formulate different levels of objectives from a macro to a micro perspective.

IV. EXPECTED OUTPUTS. Physical output or changes in the target group which are features of the goals. Examples are number of people trained, number of technology transferred, jobs created, increase in awareness, etc.

V. PROJECT COMPONENTS/CONTENTS

1. Community Analysis. A clarification why the activities are relevant and important in the community through highlighting the situation in the community.

2. Problem Analysis. Identify the focal problem of the target community, its causes and its effects in the current situation of the community. This will state the predicament in the community that the extension program/project can intervene.

3. Description of the Target Group. Describe the actual numbers, age, gender and the quality of life of the target adapters.

4. Partnership. Brief presentation of the tasks, areas of responsibility and resource sharing of the collaborative partners and implementers.

5. Duties and Responsibilities of the Project Team Members. Briefly describe the role, task and responsibility of each member of the extension program/ project.

VI. TECHNICAL ASPECTS

1. Conceptual Framework. Graphical representation of the flow of the activities in an extension program/project. It will include activities from needs assessment analysis, implementation, monitoring and evaluation, feedback analysis and re-planning to sustainability program.

2. Activities and Interventions. Specify the detailed activities of the extension program/project such as where is it to be conducted, the strategy for implementation, specific dates of implementation and who will implement the activity and who will be its participants.

3. Capacity Building. Identify the support for the development of knowledge and expertise for the target group.

4. Indicators. Describe activities carried out to achieve the desired results or objectives of an intervention; they show what is done and how well it is done. Examples of process indicators include training sessions or educational programs prepared and presented to transfer knowledge or skills.

5. Risk Analysis and Risk Management. Identify the risk that could obstruct or complicate the implementation of the project and how the program/project team will handle such situations.

6. Sustainability. Identify which parts of the project the target group can realistically be expected to carry on when the university’s support ends.

VII. MONITORING AND EVALUATION PLAN. Designed to provide constant feedback on the progress of a project, the problems it is facing, and the efficiency with which it is being implemented. Re-planning of activities will be included in this plan if any problem is to be encountered during the implementation.

VIII. PROMOTIONAL ACTIVITIES. Production of IEC materials such posters, leaflets, pamphlets and the like will be included in this activity. Media promotions through newspaper, radio interviews and social media is encouraged to disseminate the extension program/project to the different stake holders of the university, to the community and to the different partner agencies or institutions.

IX. WORK AND FINANCIAL PLAN. Tabular or chart representation of all the activities of the extension program/project from beginning to end that will include the specific target dates, budget requirements and the people involve.

X. BREAKDOWN OF THE BUDGETARY REQUIREMENTS. List of all the materials and equipment’s with corresponding estimated price needed for all the activities inclusive of the extension program/project.

XI. REFERENCES. Research and theoretical basis of the extension program/ project.

SECTION 2. TRAINING PROPOSAL

I. IDENTIFYING INFORMATION. This part includes the following: Title; Proponent; Collaborating Organizations; Venue; Duration / Batches; Implementing Agency; and Participants.

II. RATIONALE. The justification of the training should be explicitly stated here. Why the training is important or necessary should be included.

III. PROGRAM/PROJECT OBJECTIVES. The intended outcome of the training program should be stated, both in general and specific terms. Use behavioral objectives as much as possible.

• General objective is a concise statement of the broad aim or intent of the training program.

• Instructional or performance / behavioral statement of what the training participants should be able to do, feel, think or know at the end of the training program. This should be written for each lessons or teaching learning activity.

• Specific and Behavioral objectives are said to be sound if they are specific, measurable, attainable, realistic and time-bound (SMART): Specific – means that the objectives should state exactly what visible activity can the participant perform as a result of the training. Measurable – the result of the training must be observable in terms of what the trainee can perform. Indicators measurable using numbers or other means may be used.

Attainable – the tasks or activities that sum up the desired behavior after the training should be those that the participants can actually perform because they are within human capability and field of experience of target participants.

Realistic – this means that the statement of the objectives takes into consideration the realistic existing in the organization, the present level of learning of the participants and the level by which learning can be increased given their own conditions and the amount of the training available for the program.

Time-bound – statement must set how much time is available in learning a particular topic / activity or how soon the behavior can be successfully observed and measured.

IV. TRAINING CONTENTS. Once the organizational and expressed needs of the trainees are determined, the following suggestions can be useful; in identifying the program/project contents:

• Consider what behavioral outcomes are expected of a participant as a result of the training;

• Select the most important topics taking into consideration the time frame, available facilities, resources and manpower;

• Breakdown major topics into more specific component in terms of behavioural outcome;

• For each specific component, list the skills that should be developed.

Training Methods. In choosing method, consider the following assumptions:

• Participants have varied background knowledge and experiences;

• Learners learn best if they participate actively;

• The more senses are involved in a learning situation, the more effective the learning will;

• There is no one best method. A combination of methods is better to bring the best results.

VI. SCHEDULE OF ACTIVITIES. Consider the following in preparing the schedule:

• Expected outputs for each topic

• Time allotment

• Duration of the training

• Budget

VII. PREPARING AND REPRODUCING TRAINING MATERIALS

• Type of trainees

• Budget

• Other resources

• Audio-visual equipment

VIII. MONITORING AND EVALUATION. Provides monitoring and evaluation scheme for the three phases of the training process.

IX. BUDGET ESTIMATE. Training budget is the translation of a training course into monies according to component or activity and according to schedule of activities.

As soon as confirmation regarding implementation of the training program is received, the following activities must be done:

a. Signing of Memorandum of Agreement, if necessary;

b. Sending official invitation letter to participants with enclosed tentative program;

c. Designating the training management staff;

d. Requisition and procurement of supplies and materials;

e. Getting information from the resource person;

f. Encoding and reproduction of training designs;

g. Preparing / printing and production of training materials like:

• Registration / Participant’s profile forms;

• Resource person’s profile forms;

• Input papers of resource persons;

• Audio-Visual Aids;

• Evaluation instrument (Pre-test, on-going evaluation, instrument, summative evaluation form);

h. Making final arrangements / checking of:

• Training venue, classroom and other instructional facilities;

• Lodging facilities and catering services;

• Documentation / secretariat facilities and equipment;

• Transformation;

• Coordinating with the resource persons

Major final outputs for the extension program/project will be monitored and evaluated based on:

• No. of persons trained by length of training

• % of adapters utilizing the technology in viable or profitable enterprises

• % of trainees who rate services as good or better

• % of requests responded to within 3 days

• % of trainees who rate timeliness as good or better

1. Efficiency. This measures the use of resources viz-a vis outputs, outcomes and impacts and adherence to approved accounting and auditing rules.

2. Effectiveness. This measures the achievement of objectives which shall focus on such outcomes and impacts as:

a. Changes in behavior: knowledge, attitudes, skills of target populations

b. Changes in socioeconomic and environmental conditions

c. Changes in productivity and profitability of farms and enterprises

d. Changes in organizational effectiveness and governance of organizations and local governments

e. Improvements in human and security/reduction of casualty

f. Improvements in processes and resource use efficiency

g. Improvement in infrastructure and energy

h. Improvement in environmental sustainability

3. Academic outcomes and impacts. Academic outputs and impacts are important because these make the extension of the university unique from the rest of the extension services providers.

a. Scholarly publications and presentations in scientific/professional for a

b. Inputs to curricular and instructional programs

c. Inputs to research methodologies and agendas.

4. Significance. The extension program/project greatly contributed to the regional/national development, advancement of the discipline and achievement of the university extension agenda.

Scientific productivity, in the form of intellectual contributions to the advancement of science and ultimately communicated in written form, is considered to be fundamentally important to one’s scientific career advancement. Thus, publication is a major output of an extensionist.

Section 1. Print Media

Print media are the most common means to promote extension output as these reach wide audiences. These publications usually carry a copyright or an ISBN/ ISSN. Included under the printed media are the different publications produced such as brochures, leaflets, information bulletins, newspapers, comics used to disseminate technologies and other valuable information to intended clienteles. To avoid confusion, the different publications can be described as follows:

a. Primer – is a pamphlet of more than four (4) pages containing essential information on a technology package;

b. Leaflet – is a single-sheet printed material containing brief information on a specific information that is not necessarily a step-by-step procedural instruction to follow.

c. Brochure – thin, unbound book containing a specific topic; more detailed

than a leaflet;

d. Booklet – consist of up to 20 pages joined at the spine, longer than a brochure;

e. Hand-outs – supplement to lectures, contains some topics/important information discussed in a lecture;

f. Newsletter – a regularly issued publication, keeps people abreast to what is happening in their field of interest;

g. Factsheet – contains useful information/instructions about a specific subject matter; one page, continuous publication;

h. Photonovel – generic for printed material in comics format; includes illustration and text; a subtle way of putting a message wherein a developmental message is incorporated in the story;

I. Newspapers – this print material provides a valuable channel for transmission of educational information where they exist and where rural people receive and read them;

j. Wall Newspaper – this material is similar in size and appearance to posters. Usually, the wall newspaper is posted at busy and strategically located bulletin boards or walls or reading center, schools or barangay halls;

k. Flyer – is a single sheet printed material summarizing information on technology package or component technology. It bears illustration and brief text, preferably in the audience’s dialect. Flyer is used as reference for further technical assistance and for use as advance hand-out information. A flyer bears print only on one side;

l. Poster – is a single-sheet visuals containing photographs and captions to highlight a recommendation or promote awareness. The poster is intended to attract initial attention or provide constant reminder about a recommendation of message;

m. Bulletin – is a semi-technical publication on a package of technology intended for extension farmers and enterprising producers. This can be in English and necessary translation can be made.

Section 2. Broadcast and Other Media

2.1 Electronic Media

The Office of Extension Services also promotes its activities through the Worldwide web. The internet is a viable medium for information dissemination on a global scale. The creation of blogs, web pages, social networks are encouraged for further diffusion of extension activities.

2.2. Symposia, Convention and Workshops

Symposia, convention and workshops are other venues to promote extension programs/projects sponsored by organizations intended to gather, promote and exchange ideas and knowledge that can contribute to the further development of extension activities. Faculty extensionists participation in such gathering is by invitation to present paper, a poster or serve as resource persons.

Section 3. Technology Promotion

Research outputs developed for the direct of intended clients are promoted through direct extension. These usually involved outputs that deal with new technologies, methods and approaches. These types of researches will be turned over to the Office of Extension and Training Services through collaboration between the Research and Development Office and the project proponents with the OETS in the promotion/adoption if not commercialization of the generated technology.

Publicity and other appropriate communication strategies are used to promote the technologies. Technology forum and other for a where specific requirements of each technology can be featured are being enhanced. Promotion activities are completed by an intensive information dissemination campaign through multimedia approach, trainings and market linkage.

Section 1. Accomplishment Report.

This report is a regularly prepared status report that provides an overview of what was achieved during the given period. It should be submitted monthly by the implementers to detect the progress of the program/project.

Section 2. Terminal Report.

This report present the program/project's outcome, particularly with regard to meeting the expected accomplishments and delivering the anticipated results. It should be submitted within a month after the program/project completion by the implementers.

Section 3. Monthly Report.

This report is the regularly status report of each RET satellite offices that provides an overview of what was achieved by each campuses in a month. It should be submitted to the Office of Extension and Training Services every last Friday of the month.

Section 4. Quarterly Report.

This report is the regularly status report of each RET satellite offices that provides an overview of target program/project that was accomplished. It should be submitted to the Office of Extension and Training Services every last week of each quarter.

Section 5. Annual Report.

This report present what the RET satellite offices accomplished within a year according to their target and even other services offered not included in their targets. It should be submitted to the Office of Extension and Training Services not later than last week of January for consolidation and production and publication of the university’s OETS Annual Report

Section 1: Equivalent Teaching Load (ETL)

ETL for extension should be part of the regular faculty workload and shall be considered only for the approved duration of the project. The granting of Equivalent Teaching Load (ETL) will be based on the following guidelines:

1.1. Equivalent Teaching Load (ETL) shall only be granted for extension program/project duly approved by the URETC.

1.2. Designated officials may also be granted a maximum of 6 units as ETL for extension except for officials with the rank of Professor.

1.3. Equivalent Teaching Load (ETL) shall be granted only to extensionists with Local/ Institutional funding.

1.4 The monthly report must be attached as basis in granting the ETL.

1.5 Externally funded extension projects shall not be entitled to Equivalent Teaching Load (ETL). However, honorarium maybe received by the proponent unless expressly indicated in the Memorandum of Agreement (MOA) between the funding agency and the University.

1.6 Table below shows the credit units per type of extension involvement by scope together with the breakdown of credits according to activity.

Section 2. Service Credits.

These are granted to faculty members who rendered service during vacation, weekend and holiday. This shall not apply to faculty members who are under load and with floating status.

2.1. Service credits will be granted only for those who have completed a project with proper documentation and evaluation

2.2. If the proponent does not complete his/ her project within the approved duration, he / she shall submit a letter of request to continue the project. However no service credits shall be granted during the extended period. 2.3. This guideline shall apply to both internally and externally funded extension projects, except however when honorarium is granted by external funding agency.

Section 3: Awards.

Awards come in the form of plaques of recognition, trophies, research grants, as well as cash prizes. These are given by BPSU and other agencies like the PAEPI. The common aim of these awards is to duly recognize extensionists in various fields and disciplines, thus heightening their spirit and enthusiasm, and consequently producing an environment conducive for more meaningful and useful extension works.

3.1. Best Extension Projects -completed and ongoing - presented during the Annual Extension In-House Review and Evaluation of the University shall all be evaluated for this award. However it is not necessary that there must always be a winner every year for there is a cut off score to qualify for the award. A cash prize which shall be determined and a plaque shall be given. The source of fund for this award shall come from the University Extension Fund.

POLICY FOR AWARDS AND INCENTIVES FOR EXTENTIONIST

OVERVIEW

Extension refers to the act of communicating and transferring of knowledge and technology to specific sectors and targets clienteles to enable them to improve production, community and/or institutions, and quality of life at the same time enhance the academic and research programs of the university (CHED MO 8 series of 2008). Extension should be given preferential attention side by side with two other functions, namely instruction and research for accreditation and SUC levelling of the University.

The University through the Extension and Training Services Office will reward the best faculty extensionist and extension team/group who performs exemplary extension services. The award is intended to stimulate leadership, resourcefulness, usefulness and dynamism of faculty extensionists in carrying out the extension functions of the University

I. BPSU OUTSTANDING EXTENSIONIST AWARD AND OUTSTANDING TEAM/ PROJECT AWARD

Selection Guidelines

A. Nature of Award

The award is given to an individual or group with exemplary performance in rendering extension work or community service within the period of evaluation. One award shall be given to the Outstanding Extensionist while the other one is the Outstanding Extension team/project/program.

B. Minimum Qualifications:

A faculty Extensionist who satisfies the following qualifications can be nominated for the Outstanding Extensionist Award:

1. On regular appointment as temporary or permanent status during the period under review;

2. Has at least three (3) years continuous service immediately preceding the nomination;

3. Has not committed acts of plagiarism, intellectual dishonesty and other acts of unprofessionalism.

The nominated team should list all the faculty, research, extension and professional staff and/or administrative personnel involved in the project from the time of conceptualization to the planning and implementation stages of the project/ program.

Members of the team nominated to the Outstanding Extension Team/Program Award should also satisfy the stated requirements. Contractual/ contract of service member of the team should satisfy the second requirement.

Nominated projects must be in operation for at least three (3) years and on a continuing basis. A 1-2 year project may also be nominated provided that it has been completed/conducted 3 years prior to the nomination so its impact can be evaluated.

C. Needed Supporting Documents

The nominees should submit the following:

1. For Outstanding Extensionist Award

• Nomination form

• Performance Record(Outstanding performance should be supported by evidence)

• Comprehensive curriculum vitae

2. For the nominees for Outstanding Extension Team/Project

• Source of Fund

• Feedback from the beneficiaries

3. Documentation of the extension processes and their outcomes/impact is a must. Only those accomplishments for the last three (3) years will be considered. However, the comprehensive curriculum vitae is required from individual nominees to evaluate the nominees’ (especially those nominated the first -time) extension track record.

D. Selection Procedure

An individual or group can only be nominated to one category. The nominees may be interviewed at any level as the need arises. For consistency, selection committees at all campus levels shall use the same set of criteria in evaluating nominees. However, additional criteria or screeners for selection of nominees at the campus level can be decided upon by the individual campuses.

1. Selection at the Campus Level

There shall be an Academic Personnel Committee (APC) which shall take charge in the selection of nominees. It shall be composed of the RET Chairperson, Program Coordinator, Dean and Chaired by the Campus Director. The committee shall select not more than 2 nominees per category per college satisfying the minimum qualifications. The decision of the APC is final and unappealable.

2. Final Selection at the University Level

There shall be a University Selection Committee (USC) composed of the Director of Extension and Training Services, previous awardee, 2 representatives from External Agency, and the Vice President of RETS as chair.

From the nominations, the USC shall select only one Outstanding Extensionist and only one Outstanding Extension Team/Program.

A minimum score of 80 is required for a nominee to win the award. Nominees who did not win at the university level may only be nominated after 3 years with new accomplishments.

Winners may be eligible for re- nomination five (5) years after receiving the awards.

The selection of the awardee should be a unanimous decision and is final upon the approval of the University President.

E. Criteria for Selection

1. Outstanding Extensionist Award (Individual Category)

1.1. Commitment/ Dedicated service to clientele (minimum of 3 years) (25-30%)

• Involvement in activities for the upliftment of the community(farmers, fisherfolks and other beneficiaries;

• Leadership/ membership to civic, religious and community organizations

1.2. Technical Competence (15-20%)

• Technical expertise in the area of specialization including the number of programs/projects undertaken as developer/ proponent,

• As a resource person in workshops/ conferences (local and international); and

• Reviewer /evaluator of extension programs/ projects

1.3. Impact of performance (35-40%)

• Contribution to the advancement and delivery of extension services to target beneficiaries that have social, economic, environmental or other unique measurable outcomes or impacts including testimonials and proof of impact of performance, • Endorsement by clientele/community/ organizations

1.4. Participation in in-house reviews.(Local - 1 point, Regional - 4 points, National points, International - 10 points) (1-10%)

2. Outstanding Extension Team/Project (Group Category)

2.1. Efficiency and Impact on clients (35-40%)

• Generation of new technologies/methodologies that have significant contributions (outputs and outcomes) to the clienteles;

• Impact study of extension project/program that will truly assess the usefulness of the program/project or clients’ perspective on the usefulness /impact of the project/program to the community or target groups.

2.2. Effectiveness (20-30%)

• Use and adoption of project/program outputs in local, regional and national extension programs.

• Significant contribution to rural development like improvement in the socio-economic well-being and environmental conditions of the community, return on investment; improves savings capacity, economic power, employment generation, change in behaviour (knowledge, attitude, skills) including gender-related issues, reduction in vulnerability.

2.3. Number of adopters adopting the project/program (5-10%)

2.4. Income tracking of adopters (15-20%)

AWARDS

* Plaque of Recognition

* Cash Prize

Individual - Php 20,000.00 Team/Group - Php 30,000.00

D. Criteria for Cash Incentives for Extensionists

Conducting extension program is advocacy and commitment. It entails a lot of effort, time and dedication. It is but fitting that extensionists be given incentives once their project/program is done.

A completed research-based extension project should comply with the following requirements:

1.1. Approved Extension Proposal

1.2. Accomplishment Report with the following attachments:

• Attendance sheet, program

• MOA approved by BOR

• List of adopters (minimum of 5 and additional of 5 adopters every year) engaged in profitable enterprise

• Certificate of profitability per adopter signed by the VP Admin and Finance

• Investment Rate of Return for demonstration projects

• Portfolio (copies of publications, presentations, certificates, testimonials, assessments, and photographs of activities and other proofs or evidences of all items indicated in the accomplishment summary)

1.3. Liquidation Report duly signed by the accountant and RET Chairperson.

A. Cash incentives of Php 20,000.00 shall be awarded to the extensionists upon completing the project on time with the above requirements and expected outcomes.

B. Project team of the externally funded project shall be automatically entitled to 20% of the Professional Services under the approved Line Item Budget.

II. EXTENSION PAPERS AWARDED IN THE CONFERENCE/SYMPOSIUM/ FORA:

A. Best Extension Papers Award in the Conference/Symposium/Fora:

Cash incentives with plaq ue of recognition to the winning extension papers:

First Place:

International – Php 20,000.00

National – Php 15,000.00

Regional – Php 10,000.00

LocaL – Php 5,000.00

Second Place:

International – Php 15,000.00

National – Php 10,000.00

Regional – Php 5,000.00

Local – Php 2,500.00

Third Place:

International – Php 10,000.00

National – Php 5,000.00

Regional – Php 2,000.00

Local – Php 1,500.00

III. PUBLICATION IN THE NATIONAL AND INTERNATIONAL JOURNALS:

Upon submission of any proof of publication (i.e. letter of acceptance from the publisher and copy of the journal article) to OETS, faculty extensionists are entitled to the following cash incentives only once for every paper published;

A. Php 80,000.00 – International (ISI Refereed/Peer-reviewed Journal)

B. Php 50,000.00 – International (non-ISI Refereed/Peer-reviewed Journal)

C. Php 20,000.00 – National

A maximum of two publication incentives can be granted per study considering that no results are duplicated.

IV. FINANCIAL SUPPORT TO PAPER PRESENTATIONS INTERNATIONAL CONFERENCES / SEMINARS WORKSHOPS / FORA.

The support for Paper Presentations in International Conferences shall provide financial assistance to enable faculty-extensionists to participate in international conferences/ seminars/workshops/fora.

1. To provide financial support to enable faculty extensionists to present their extension program outputs participate in international conferences/seminars/ workshops/fora;

2. To provide opportunities for faculty extensionists to disseminate their research based extension project results; exchange ideas with peers and at the same time learn from and contribute to the world’s pool of expertise and knowledge in extension;

3. To encourage and nurture the development of BPSU faculty extensionists.

The Extension and Training Services seek to create an environment where all persons are treated equitably and respectfully, where individual rights are recognized, where efforts of staff and clients are encourage and where achievements are given due recognition. Hence, a respectful and cooperative working environment should always be maintained at the highest level.

The following should be demanded from an extensionist:

• Courtesy and responsiveness in dealing with others.

• Fairness in supervising peoples.

• Fairness in making decisions based on relevant considerations.

• Avoidance from discriminating people on grounds of gender, race or religion.

• Engagement in rational debate that allows alternative points of view to be expressed.

• Avoidance of behaviour that might reasonably be perceived as harassing, bullying or intimidating.

• Valuing and honoring all people and all reasonable requests by following the Golden Rule.

• Having an open mind by listening fairly to and acknowledging the opinions and differences of others.

• Striving to provide accurate unbiased information based on a sound scientific research

Extensionists and trainers are placed in the positions of trust as they manage resources, have access to information and make decisions that affect themselves and others. This trust placed upon them requires honest, fair and proper conduct. They should reproach in carrying out their duties and must avoid conflicts between their professional responsibilities and their private interests. The loyalty to his party ends when his loyalty to his country begins.

The following should be demanded from an extensionist:

• Refrain from giving decisions that affect another person, another person’s property, reputation or employment by false or malicious actions by displaying appropriate behaviour and maintain boundaries between professional and personal life that will upheld professional and personal standing of all persons.

• Avoid involvement in financial transactions that may be seen or perceived as a conflict of interest.

• Abstain from asking or receiving any form of gift or benefit that will be perceived as an inducement or that will create a conflict of interest.

• Upheld confidentiality and privacy of information of a persona nature except where policy expressly permits.

• Abstain from hearing or propagating gossips, expressing negative comments or any action that is detrimental to the organization and its clients.

The goal of extension employees is to achieve the highest standards of excellence in meeting the needs of clientele. Hence, all employees are expected to carry out their duties honestly and conscientiously.

The following should be demanded from an extensionist:

• Faithful and impartial carrying out of official decisions and policies.

• Careful exercise of educational and employment-related activities for others.

• Adherence to professional codes of conduct.

• Obedience to all lawful and reasonable instructions.

• Provision of an honest feedback on progress and opportunities

• Wise management of time and resources.

• Wilful sharing of knowledge, ideas and skills with others.

The Extension Service desires to encourage responsibility, foster pride, care for clients and co-workers, express mutual trust and believe that each person is unique and valuable. These desires are grounded in a spirit of professionalism that encompasses privileges and responsibilities as well as rewards and obligations.

The following should be demanded from an extensionist:

• Positive and enthusiastic demonstration of work attitude.

• Strict adherence to the Extension policies, regulations and procedures.

• Demonstration of interest in ethical, political, economic and environmental issues that affect the Extension Service and the careers of its employees.

• Striving to work for the benefit of others.

• Taking personal pride in image, dress and appearance.

• Protection of public property.

• Maintenance of professional skills at the highest level.

• Performance of official duties honestly, faithfully and efficiently through respecting the rights of the public and colleagues.

Faculty and staff are allowed to attend / participate in activities that promote exchange of knowledge and training skills. They either serve as Trainers / Speakers/ Lecturers / Assessors/Evaluators/Advisers. Agencies / organizations that sponsor such activities must send an invitation to BPSU, stating the particulars for participation. Expenses are either provided by these agencies (Partial or full), charged to project funds, charged to BPSU or solicited from other sources.

As part of BPSU’s commitment to support agencies that need technical assistance, other faculty members or staff are allowed to work under special detail arrangements without taking a leave of absence from BPSU. Under this scheme, they will receive their regular pay from BPSU while getting additional remuneration from the agency where they will be detailed. They may be given attractive compensation package in case they no longer get their pay from BPSU.

Training for specialized skills here or abroad may be available at times to faculty and staff as part of certain project requirement. Individual staff may scout for training opportunities. Training participants are required to sign a service contract with BPSU for specific periods depending on the duration of training (especially long-term training).

It is the responsibility of the faculty extensionist and trainer to supervise the students but it is also the student's responsibility to follow extension and training policies formulated by the Bataan Peninsula State University. This policy outlines the responsibilities of both faculty and student- extensionist and trainers.

1) The faculty proponent is responsible for the supervision of students conducting extension and training, including preparation of materials; management of data collection, and analysis and interpretation, and storage of information; monitoring and evaluation.

2) The faculty proponent shall implement measures that will ensure the health and safety of student extensionist and trainer such as the proper use of equipment and materials and adherence to Occupational Health and Safety policies.

3) Hiring of student assistants to work on extension and training projects will be conducted in accordance with the appropriate Human Resources Policies and Procedures.

4) It is the responsibility of the faculty proponent to recognize student contributions to extension and training by acknowledgement, co-authorship, or other means appropriate.

5) There should be a clear agreement made as to the duties expected of the student, and the extent to which the work will contribute to the student's academic program regardless of the assignment of salary or other payment by the faculty proponent (for example, from an operating grant or similar fund controlled by the faculty proponent).

6) In cases where there is an agreement that the student may use the results of his/her extension and training on the project toward an academic program, the work completed in the extension and training activities must be clearly identified as that of the contribution of the student, and the criteria for shared authorship explained to the project team in advance.

7) When a student works with an extension and training project that is funded in whole or in part by contracts, consulting agreements, or grants from outside agencies, a clear agreement should be made at the outset as to the accessibility of findings for publication. Extension and training work contributing to the student's academic program shall not be subject to publication restrictions by an external sponsor.