La Union Provincial Library

Bibliography: pages 127-128.

This study was conducted to determine the status of the extension programs of SUCs in Region I and its impact on the clientele/beneficiaries along its economic. educational and socio-cultural status from 1998-2001. Specifically, it tried to find out the profile of the extension administrators with reference to sex, age, civil status, educational attainment, position and no of years in extension. The profile of the extension personnel in terms of sex, age, civil status, educational attainment, position, no. of years in extension, no of trainings attended and percent time allotted for extension were also determined. The level of assessment on the school-related factors in terms of extension activities, facilities, linkages, sources of budget, availability of funding and percent budget allotted for extension as perceived by extension administrators and extension personnel were also determined. Significant differences in the implementation of extension programs between and among the different SUCS in Region I were also studied. This investigation also found out the problems encountered by the respondents during the implementation of the extension programs. It also tried to find out the impact of the extension program to the clientele in terms of their economic, educational and socio-cultural status. Moreover, significant relationship between the implementation of the extension programs of the SUCS in Region I in terms of the administrators-related factors, extension personnel-related factors and school-related factors were also studied. Finally, it also tried to determine the significant relationship between the impact of the extension programs and the level of implementation of the extension programs in Region 1. This study employed the descriptive method of research which utilized documentary analysis and the aid of questionnaire, supplemented by personal interviews. There were 575 respondents/87 from the extension administrators, 113 extension personnel and 375 from the extension clientele. To test the data that were gathered in this study, the following statistical tools were employed, frequency counts, percentages, mean, One-way Analysis of Variance (ANOVA), Scheffe test and correlation analysis. Results showed that most of the extension administrators are females whose
range of age of 40-49, mostly married, full-fledged doctors, ranked as associate professors and have 10-14 years work experience in extension Most of the extension personnel are male, aged 40-49, mostly married. master's degree holders and ranked as assistant professors. Most of them work in extension from 0-4 years and have attended 0-4 trainings. Almost all of them allotted only 1%-5% of their time in extension, research and production and 51% 75% of their time allotted for instruction functions. Training and continuing education were ranked no. 1. No different extension activities, facilities have been moderately adequate, linkages with other agencies have been so little, sources of budget have been fairly adequate, funds intended for extension programs were moderate and only 3-5% of the yearly school budget were allotted for extension. These factors are paramount importance in the implementation of extension programs. The effectiveness of any program is largely determined the adequacy of facilities and budget which will enhance the transfer of technologies to the beneficiaries and make the program lasting and functional. The implementation of extension programs in the different SUCs in Region I was perceived to be at a fair level by the extension administrators and extension personnel Hence, a need to improve more in planning, the strategies and tactics of implementation and the process of monitoring and evaluation of the extension project be well established in order to realize the program objectives more satisfactorily. Results of ANOVA should the level of implementation of the extension programs among the different SUCs in Region 1, it can be concluded that all were found significant. This is probably due to the differences in extension activities. facilities, linkages and budget which is specifically affected by the new member of the SUC in Region I Problems may also arise from the inadequacies of resources whether logistics, physical or human. Though the problem seen was "less serious", it tend to disrupt or paralyze extension activities thus affecting the success of implementation of the extension programs. In terms on the impact of the extension program to the clientele/beneficiaries, it has improved their economic, educational and socio-cultural status. The extension programs provided by the SUCs are reflective of their visions and inspirations of which improved their economic status. Moreover, the programs provided were influential for their intellectual and cognitive achievement, hence upgraded their educational worth. Their socio-cultural status has also improved although it is minimal because of the inherent cultural mechanisms in the community norms, thus, the clientele were upgraded moderately. Results of coefficient of correlation on the level of implementation of the extension programs and the administrators-related vanables, only civil-status and number of years in extension were found significant. Extension personnel related variables on civil status and percent time allotted for production and instruction emerge to be significantly related to the implementation of extension program. Only extension activities found not to be related to the implementation of extension program: These are indispensable ingredients or attributes of the extension work which are considered the "life blood" of the extension service. Deficiencies or absence of these vital factors lead the failure of the extension programs while its adequacy and availability would give rise to the success and excellent implementation of the extension programs. All the variables in the level of implementation of extension programs found to be related to economic, educational and socio-cultural status of the clientele beneficiaries When these are well conceived objectives based on the clienteles' needs, have well tested and effective strategies will make the programs successful. These are complemented by capable and credible administrators and extension personnel with adequate school related factors. The quality of the extension programs then, depend in the implementors for excellent extension services to the intended beneficiaries Based on the findings and conclusions, the following recommendations are presented by the researcher single extension personnel and administrators should be assigned to do extension work because they have less family obligations. There should have more trainings undertaken by the extension personnel so as to be abreast and updated themselves with break through, technologies and results of researchers for better dissemination to the clientele
The extension personnel should have more time allotted for the work, which means that the extension personnel recruited shall be full-time in the craft there should be more adequate facilities needed in extension work More support from the administrators through increased budget and procurement of mobility vehicle for ease and accessibility to the target beneficiaries. Linkages and coordinators must be strengthened to facilitate sharing of resources among the stack holder or agencies involved. There is a need to improve more on planning and strategies and tactics of implementation and the process of monitoring and evaluation of the extension projects be well established in order to realize the progress objectives more satisfactorily. Functional extension unit must be created with its well-defined and formulated goals, objectives, strategies and tactics of the program, project and activities.
A similar study be conducted in public and private schools in Region I in determining the existence of extension programs in respective institutions.

CHED-La Union Donation January 6, 2017