Constraints faced by agriculture extension professionals working under state agriculture department of Maharashtra and various suggestions given by them to overcome these constraints

Introduction

Agriculture department considers farmer as the focal point and the whole department is organized in such a fashion that a single mechanism is working to facilitate the farmer for adoption of advanced technology and sustainable use of available resources. Wide spectrum of roles and responsibilities are allotted to the extension professional while working in Maharashtra state agriculture department and also accomplishing the additional tasks from other line departments. Due to ever evolving dynamic nature of advanced agriculture practices and in order to cope up with farmers' expectation, extension professional working under the state agriculture department face a variety of competency challenges like institutional limitations, lack of resources and infrastructure facilities, deficiency in ICT skills, inadequate training exposure, insufficient availability of technical equipment and digital tools, low institutional motivation, expertise gap and dearth of participatory approaches etc. Despite significant government investment, the public extension system faced challenges in efficiency and effectiveness with outdated approaches and a lack of sustainability worsening the situation. Moreover, during this www.extensionjournal.com study some factors also been recorded which influence the action, capabilities and decision making of these professionals while working under state agriculture department. The basic agenda behind agriculture research and development largely remains mute unless extension system professionals contributes their capabilities at full extend. In order to increase the performance of this agricultural extension and advisory system, it has to get upgraded and enhanced time to time through various efforts. Onset of 21 st century various reformation programmes were implemented with key aspects including -convergence and integration of various agricultural schemes and programmes, farmercentric approaches, sustainability of extension networks and real-time information diffusion. Lack of equipment, lack of infrastructure and other necessary resources, lack of recognition, lack of rewards, promotion and incentives were reported as major constraints faced by extension personnel working in State Agriculture Department of Maharashtra followed by issues of workload due to vacancies and multiple heads in numerous schemes. In the context of ATMA extension personnel in Karnatka state; majority (84.64%) of extension personnel expressed that multiplicity of schemes and programmes hinder the systematic implementation of programme was the major constraint, followed by 78.21 per cent of them said that there is lack of interest among the farming community to participate in different activities of ATMA; 76.43 per cent of the high spot the delay in release of funds to carry out the activities of ATMA; 75.36 per cent of extension personnel pointed out the lack of coordination among different developmental departments (Kudari et al. 2023) [3] . The success of all the programmes under state agriculture department put in place to help farmers is not only determined by the efficiency of extension professional but also by the obstacles they are facing while serving as approachable extension agents at the village level. So, along with the assessment of their competencies; it is also necessary to identify the problems experienced by agriculture extension professional which hinder their performance allied with the transfer of technologies and implementation of schemes and programmes. Constraints significantly hammers the extension professionals, influencing their performance, productivity and overall well-doing. A proper documentation of the problems experienced by the agriculture extension professional is possible only through a constraint analysis and obtaining the multiple solutions to overcome them. The findings of this study are expected to be indicators for policy makers, extension agencies and capacity building programme designer to shape the training and capacity development programme for the extension professionals. In view of the above, the present study was taken up with the following specific objective:

Objective

To delineate the constraints faced by agriculture extension professionals working under state agriculture department of Maharashtra and to obtain the suggestions to overcome them.

Materials and Methodology

This study was conducted in the 10 districts which come under the jurisdictions of Mahatma Phule Krishi Vidyapeeth, Rahuri. These districts were Nashik, Nandurbar, Dhule, Jalgaon, Pune, Ahmednagar, Solapur, Kolhapur, Satara and Sangli. In order to assess the competencies of agriculture extension professionals, the expost-facto research design was used for the study. This design was considered appropriate because this is a kind of research in which the researcher predicts the possible causes behind an effect that has already occurred. The conclusions in this method are considered to be more logical as the relationship between the variables is inferred without intervening or varying the independent variable over dependent variable.

Area of Study

Selection of Respondents

Total 300 respondents (Agriculture extension professionals from Gazetted officer cadre holding the position as -District Superintend Agriculture Officer, Sub-Divisional Agriculture Officer, Taluka Agriculture Officer and Circle Agriculture Officer) were selected from 10 districts of Western Maharashtra region. In order to justify sample size from each district, 'proportionate stratified random sampling' method has been used to select respondents. Hence, in total; 10 District Superintending Agriculture Offices, 25 Sub-Divisional Agriculture Offices, 73 Taluka Agriculture Offices and 192 Circle Agriculture Offices were selected as sample for this study.

Variables and Its Measurement

In the present study along with competency assessment, attempt was made to delineate the constraints faced by agriculture extension professionals and to obtain the suggestions to overcome them. The data regarding the constraints was collected from 300 agriculture extension professionals through personal interview with the help of open-ended questions and various constrains were depicted. The collected data was scored and arranged in descending order and allotted with rank. Then tabulated and analyzed by using tools like frequency, percentage etc. In order to counter the constraints agriculture extension professionals were asked to reciprocate meaningful counsels. On each specific constraint; multiple, workable and logical www.extensionjournal.com suggestions were obtained which would solve the contingency and making the way forward improvisation.

Results and Discussion

1.

Constraints faced by Agriculture Extension Professional while working under State Agriculture Department In Table No.1, the constraints experienced by agriculture extension professional while working under state agriculture department were arranged rank wise in descending order from higher to lower frequency of its occurrence. It is seen from Table No.1 that, majority (95.33 per cent) of the agriculture extension professionals denoted inadequate facilities of office space and furniture as most major constraint, followed by 87.00 per cent of them highlighted the issue of heavy workload and pressure due to vacancies in the state agriculture department. 85.33 per cent of the extension professionals raised the issue of chaos due to large numbers of schemes with multiple heads and their sub streams; while, 82.66 per cent of the respondents had problem with the additional work of other departments. Near about four fifth (79.66%) of the extension professionals denoted the constraints of frequent online meeting with short notice period which hampers their pre decided work schedule. Near about three fourth (73.33 per cent) of respondents mentioned the constraints regarding inadequate supporting staff for documentary work, followed by 70.00 per cent of them faced the problem of insufficient contingency funds for office stationery and furniture. More than two third i.e. 68.66 per cent of the agriculture extension professionals were complaining about the unavailability of digital tools like computer, printer and internet facilities. Trailed by, 63.00 per cent of them feeling the constraints of negative attitude of farmers towards department due to less amounts of subsidy and late release of inputs like seeds and fertilizers. More than half i.e. 59.00 per cent of the extension professionals revealed the scarcity of electronic tools like laptop, tabs, HD camera for documentation work. Near about half means 52.66 per cent of the respondents criticize the irregularity in organizing the foundation training with limited number of digital literacy training and less practical approach during technical training. Nearly half (50.33 per cent) of the extension professionals coined the constraint about lack of transparency in transfer policy, while 49.00 per cent of them pined the glitches in promotional opportunities. 42.00 per cent of the respondents were suffering from unavailability of office vehicle and less traveling allowances which hampers the regular field visit of agriculture extension professionals. More than 40.00 per cent of the respondents had feeling of discrimination as compared to other department of state government, followed by 35.66 per cent of them were unhappy due to not being offered the technical status to their job profile. Near about one third i.e. 32.00 per cent of the agriculture extension professionals highlighted the constraint that, less attention on human resource development, soft skill development and stress management trainings decreases performance morale www.extensionjournal.com of employee, while one fourth i.e. 26.00 per cent of the extension professionals stated the problem of poor record keeping section in the department. Followed by, 24.33 per cent of the respondents noted the lacking of well-defined fixed job profile affects the execution of actual duties and responsibilities and 22.66 per cent of them faced the constraint of poor provision for official legal advisory and social security to officer acting as an inspector, investigator or witness. Lastly, 18.66 per cent of the agriculture extension professionals had faced lack of recognition, rewards and incentive, while 16.00 per cent of them facing the problem of political interference in routine official work.

7.2

Suggestions by agriculture extension professional to overcome these constraints In order to counter the constraints agriculture extension professionals were asked to reciprocate meaningful counsels. On each specific constraint; multiple, workable and logical suggestions were obtained which would solve the contingency and making the way forward improvisation. In Table No. 1, the constraints were arranged rank wise in descending order from higher to lower frequency of its occurrence.

Here, in Table No. 2, several possible ways and suggestions under each specific constraint have been presented as follow. Vote of appreciation along with remuneration or incentives must be awarded to staff performing their duties with great dedication. 204 68.00

For motivation, best performance award at each district level needs to be given to increase morale of the officers. 117 39.00

22.

Political interference in routine official work.

Senior officer must be firm and support the staff to eradicate local political intervention. 168 56.00

Proper administrative security should be provided to safeguard the staff from social nuisance. 162 54.00

Table No. 2 revealed the various suggestions given by agriculture extension professionals to overcome the constraints. Multiple suggestions on particular constraints are discussed here as -More than nine-tenth i.e. 93.00 per cent of the agriculture extension professionals suggested that, one time full-fledged fund should be allotted for buildings constructions, followed by 68.00 per cent of them gave suggestion that, permission should be granted for construction on department owned lands; and more than half, i.e. 51.00 per cent of the respondents suggested for proper co-ordination and followup with public works department for routine maintenance. Most of, i.e. 95.00 per cent of the agriculture extension professionals suggested for restructuring of staffing pattern to increase the number of posts at field level, followed by 88.00 per cent of them proposed this restructuring of department as like revenue department; while 77.00 per cent of the respondents suggested for regular recruitment of staff in the agriculture department. Maximum, i.e. 87.00 per cent of the extension professionals suggested that, all schemes must be revalidated and demand driven reforms to be made, followed by 72.00 per cent of them said that, schemes must be 'need based' rather than mere 'target oriented', while 63.00 per cent of them suggested that, the schemes must be precise and implemented through single channel to avail single input benefit. Upmost, i.e. 98.00 per cent of the agriculture extension professionals suggested that, agriculture departments' staff should engage in technical work only, while 84.00 per cent of them suggested that, job manual must be follow to accomplish basic objectives of the agriculture department. Majority i.e. 73.00 per cent of the agriculture extension professionals suggested that, there must be fix day and pre-decided schedule for online meetings; followed by 42.00 per cent of the respondents said that, meetings should be problem solving rather than just for follow up. Near about nine-tenth, i.e. 89.00 per cent of the agriculture extension professionals suggested that, there must be regular and permanent recruitment of supporting staff like clerk, office assistant, computer operator, peon etc., while 23.00 per cent of them suggested that, at least permission and funds must be allotted to hire contractual staff. More than nine-tenth means 91.00 per cent of the respondents suggested the reforms in funding parameters; while, 61.00 per cent of the respondents suggested that, decentralization of delegation of financial power to taluka agriculture officer level for purchasing stationery, furniture and office maintenance. Upmost i.e. 98.00 of the agriculture extension professionals had given suggestion that, sufficient digital tools like computer, printer and internet facility must be provided by department to cope up with e-governance process, meanwhile 68.00 per cent of them suggested that, the digital platform and websites must be upgraded so that they will be easily accessible for farmers and distinct IT firm must be hired for technical back up. Near about ninetenth i.e. 89.00 per cent of the respondents suggested that, amount of subsidy under various schemes must be revised according to current inflation and market values of inputs, followed by 72.00 per cent of them said that, input under www.extensionjournal.com various schemes must be justiciable and timely available to farmers in order to retain faith of farmers. Majority, i.e. 84.00 per cent of the agriculture extension professionals suggested that, agriculture department should purchase HD camera, tabs for field staff for efficient working of CROPSAP, HORTSAP and MAHADBT schemes. More than three fourth i.e. 77.00 per cent of the respondents suggested that, need based approach must be followed in providing technical training to staff, whereas 61.00 per cent of them suggested that, more practical approach should be adopted while providing subject matter related training; while 44.00 per cent of the respondents suggested that, district wise / crop wise specialized training must be provided according to their thrust area. Most of, i.e. 92.00 per cent of the extension professionals had given suggestion that, Government Resolution of year 2018 need to be followed and 88.00 per cent of them suggested that, online counselling method has to be followed for bringing transparency in transfer and posting. More than nine-tenth, (91.00 per cent) of the agriculture extension professionals suggested that, administrative procedure for getting promotion has to be modified and re-administrate accordingly; followed by, two third (66.00 per cent) of them said that, restructuring of staffing pattern may increase the opportunity for promotion, while less than half, i.e. 48.00 per cent suggested that, regular departmental examination needs to be organized for promotion. High number (94.00 per cent) of the extension professionals suggested that, for regular /smooth field visit and time saving, office vehicle along with driver has to be provided; followed by, 83.00 per cent of them suggested that, for maintenance, repairing and fuel sufficient grants to be made available. At most, i.e. 95.00 per cent of the agriculture extension professionals suggested that, equal status needs to be given in comparison to line department; and 21.00 per cent of them had given suggestion that, state government should ensure administrative parity for each department. More than half (56.00 per cent) of the extension professionals suggested that, staff organizations and unions should make more efforts to convince state government to confer technical status to staff of agriculture department, while near about half (48.00 per cent) of them suggested that, pay scale of staff must get improvised as per their technical job responsibilities. Majority (84.00 per cent) of the agriculture extension professionals suggested that, being a socially oriented department staff must be considered as valuable asset who reach out every beneficiary; followed by, 79.00 per cent of them said that, training or workshop has to be organized for soft skill development and stress management. Just less than two third, i.e. 62.00 per cent of the respondents had given suggestion that, more training should be provided to office staff related to administrative rules, official laws & government regulations to work more smoothly, while, 54.00 per cent of them suggested that, proper and regular follow-up must be taken by senior about data entry and records. Most of, i.e. 90.00 per cent of the agriculture extension professionals suggested that, reframing of work distribution needs to be done considering farmers requirement, while 65.00 per cent of them said that, justiciable sorting should be done for appropriate allotment of duties amongst the each department of state government. More than half, i.e. 55.00 per cent of the extension professionals suggested that, one legal advisor needs to be hired at each district superintending agriculture office for handling and guiding on various legal issues; followed by, 51.00 per cent of them had given suggestion that, proper social security must get confer by the government to the officers acting as enquiry officers or witness for court matters. More than two third (68.00 per cent) of the agriculture extension professionals suggested that, vote of appreciation along with remuneration or incentives must be awarded to staff performing their duties with great dedication, while, 39.00 per cent of them suggested that; for motivation, best performance award at each district level needs to be given to increase morale of the officers. Nearly half (56.00 per cent) of the agriculture extension professionals had given suggestion that, senior officer must be firm and support the staff to eradicate local political intervention and 54.00 per cent of them suggested that, proper administrative security should be provided to safeguard the staff from social nuisance.

Conclusion

The major constraints were reported regarding poor infrastructure and resource facilities, limited number of staff running plenty of schemes with inadequate resources, additional work load from other departments exerting the work pressure on extension professionals, non-availability of digital tools like laptop, tabs, computer, printers and internet facilities, insufficient funds for expenditures and subsidies, less practical approaches in technical trainings, lack of transparency in transfer, slow pace of promotion, deficient provision of office vehicle for field visit, discrimination as compared to other department, less attention on human resource development, poor record keeping section, lack of well-defined fixed job profile, no provision for official legal advisory, lack of recognition, rewards and incentive etc. In counter of constraints major suggestion noted by agriculture extension professionals were providing one time full-fledged fund for buildings and infrastructures, restructuring of staffing pattern and regular recruitments, revalidation of the schemes precisely according to demand, reformations in funding parameters, decentralization of delegation of financial authority, additional spare time for technical consultancy, preparation of fixed and pre-decided schedule for online meetings, up gradation of cyber extension in department to cope up egovernance, materialistic digitalization of department by acquiring laptop, computer, printers and internet facilities, more practical and digital literacy approach during foundation trainings, transparency in transfer and promotion procedures, improvisation in travelling facilities for field visit, provision of parity same as other department, endowment of human resource development and capacity building, regularity in follow up of record keeping system, amendment in administrative rules and policies, appropriate allotment of role and duties, availability of official legal advisor, provision of vote of appreciation along with incentives and awards.

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