Fred H. Yelverton, North Carolina State University, 100 Derieux St., Raleigh, NC 27695-7620
The role of the extension specialist continues to evolve. Land Grant Universities are continuing a trend toward split appointments and there are few 100% extension positions at universities. However, faculty with major extension appointments still function as extension specialists. The major difference is that most of these faculty tend to also conduct applied research and are expected to obtain extramural funding and publish in scientific journals. The argument in favor of this is that these faculty generate the data that support their extension program. So what is different about extension faculty that they should be prohibited from consulting? I think one could make the argument that extension faculty are in a better position to consult because generating data and making recommendations to turfgrass managers is exactly what someone seeks in a consultant. One may argue that this is why extension specialist should not consult; it is too close to normal job responsibilities. That is why university oversight is important. I strongly believe all faculty (research, teaching, and extension) should disclose their intent to consult with appropriate administrators to determine if a conflict of interest does exist including all measures to avoid real and perceived conflicts of interest. But any potential conflicts with normal job responsibilities are going to occur almost exclusively within a specialist’s state. If a turfgrass manager from state X wants to hire an extension specialist from state Y to help with an issue that the particular extension specialist has expertise, then where is the conflict? Should not the university (and their administration) be flattered that someone from out of state would ask for one of their specialist’s expertise? This should be an indication that this specialist has a national or international reputation. Having a national or international reputation is a major criteria for promotion and tenure.
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