By STACY CAMPBELL Cottonwood Extension District

Research at K-State and other regions continue to demonstrate that it is often possible to achieve high levels of foliar disease control with a single fungicide applied between flag leaf emergence and heading growth stages. The yield response to this later fungicide application is influenced by the level of disease risk (amount of disease and predicted weather conditions), variety resistance to the most threatening fungal diseases, crop yield potential, foliar fungicide efficacy, and other factors.

Fungicides can also be applied as an early application made between “spring green-up” and jointing. This application may provide some yield benefits in some fields and years. Early fungicide applications may result in small yield advantages due to a reduction in early disease establishment in the lower canopy. This may be particularly true for “leaf spot diseases” such as tan spot or Septoria leaf blotch that survive in wheat residue and can establish early in the year. Yield benefits are most likely in wheat fields planted back into wheat stubble and when weather conditions are wet enough to favor fungal disease development.

Many active ingredients have use restrictions, during a single season. It is important to ensure that early fungicides do not limit options for fungicide applications at flag leaf (which have the potential for higher yield protection in conducive disease years).

Advantages and limitations of split applications -there is no additional cost for application if the fungicide is tank mixed with other products, such as liquid nitrogen fertilizer or herbicide. However, the optimal timing for an early fungicide application is not until after the wheat has jointed – with one or two joints present. This is usually sometime in mid-to-late March in southern Kansas and later in northern Kansas. Top-dressed nitrogen and many postemergence herbicides should be applied before this stage to be most effective and, in many cases, to be within label restrictions, so the optimal timing of both applications may not match. A separate trip for an early fungicide application adds to the cost of production.

Provides suppression of early-season disease caused by tan spot, powdery mildew, and septoria leaf blotch that overwinter locally in Kansas. The benefits of fungicides applied at green-up are more sporadic for diseases like leaf rust and stripe rust, which are less likely to survive the winter in Kansas.

The limitations of early-season fungicide application include. Leaves not present at the time of application will not be well protected. Therefore, these applications will not control leaf rust or

stripe rust epidemics that come in from the south at later stages of growth. The early applications are most effective when combined with a second, later fungicide application.

Additional product costs may not pay off under some conditions, when the crop's yield potential may be limited by drought. Remember, the second application does the heavy lifting in the dual-application approach. If capital resources are limited because of low prices, investing your money where you are likely to see the largest yield response may be best.

The main conclusions from recent studies in Kansas and Oklahoma are:

· In K-State studies, the greatest average profit has come from the flag leaf application of fungicides. Fungicides applied prior to jointing are less likely to result in a positive profit.

· The likelihood of profit for an early-season fungicide application is greatest for susceptible varieties in continuous wheat systems with a high level of surface wheat residue.

· Fields with hot spots of tan spot, septoria leaf blotch, and stripe rust prior to flag leaf emergence are candidates for an early fungicide application, provided environmental conditions are conducive for further disease development and yield potential of the crop. These applications are often most effective when made around the jointing stages of growth.

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/4/1681266655144.jpeg" alt="Stacy Campbell (Courtesy photo)" />
 <figcaption>Stacy Campbell (Courtesy photo)</figcaption>
 </figure>By STACY CAMPBELL Cottonwood Extension DistrictResearch at K-State and other regions continue to demonstrate that it is often possible to achieve high levels of foliar disease control with a single fungicide applied between flag leaf emergence and heading growth stages. The yield response to this later fungicide application is influenced by the level of disease risk (amount of disease and predicted weather conditions), variety resistance to the most threatening fungal diseases, crop yield potential, foliar fungicide efficacy, and other factors.Fungicides can also be applied as an early application made between “spring green-up” and jointing. This application may provide some yield benefits in some fields and years. Early fungicide applications may result in small yield advantages due to a reduction in early disease establishment in the lower canopy. This may be particularly true for “leaf spot diseases” such as tan spot or Septoria leaf blotch that survive in wheat residue and can establish early in the year. Yield benefits are most likely in wheat fields planted back into wheat stubble and when weather conditions are wet enough to favor fungal disease development.Many active ingredients have use restrictions, during a single season. It is important to ensure that early fungicides do not limit options for fungicide applications at flag leaf (which have the potential for higher yield protection in conducive disease years).Advantages and limitations of split applications -there is no additional cost for application if the fungicide is tank mixed with other products, such as liquid nitrogen fertilizer or herbicide. However, the optimal timing for an early fungicide application is not until after the wheat has jointed – with one or two joints present. This is usually sometime in mid-to-late March in southern Kansas and later in northern Kansas. Top-dressed nitrogen and many postemergence herbicides should be applied before this stage to be most effective and, in many cases, to be within label restrictions, so the optimal timing of both applications may not match. A separate trip for an early fungicide application adds to the cost of production.Provides suppression of early-season disease caused by tan spot, powdery mildew, and septoria leaf blotch that overwinter locally in Kansas. The benefits of fungicides applied at green-up are more sporadic for diseases like leaf rust and stripe rust, which are less likely to survive the winter in Kansas.The limitations of early-season fungicide application include. Leaves not present at the time of application will not be well protected. Therefore, these applications will not control leaf rust orstripe rust epidemics that come in from the south at later stages of growth. The early applications are most effective when combined with a second, later fungicide application.Additional product costs may not pay off under some conditions, when the crop's yield potential may be limited by drought. Remember, the second application does the heavy lifting in the dual-application approach. If capital resources are limited because of low prices, investing your money where you are likely to see the largest yield response may be best.The main conclusions from recent studies in Kansas and Oklahoma are:· In K-State studies, the greatest average profit has come from the flag leaf application of fungicides. Fungicides applied prior to jointing are less likely to result in a positive profit.· The likelihood of profit for an early-season fungicide application is greatest for susceptible varieties in continuous wheat systems with a high level of surface wheat residue.· Fields with hot spots of tan spot, septoria leaf blotch, and stripe rust prior to flag leaf emergence are candidates for an early fungicide application, provided environmental conditions are conducive for further disease development and yield potential of the crop. These applications are often most effective when made around the jointing stages of growth.

Campbell: Considerations for early fungicide applications on wheat

<a href="https://hayspost.com/pages/state-farm-weather-window">For a full look at the weather forecast, click here.</a>

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711738559442.jpeg" alt="" />
 <figcaption></figcaption>
 </figure><a href="https://hayspost.com/pages/state-farm-weather-window">For a full look at the weather forecast, click here.</a>

Three-day weather outlook

Recently, Laura Haffner, Hays, an Ellis County Farm Bureau member, attended an American Farm Bureau Federation fly-in in Washington, D.C., to present her experience with farm labor. 

Haffner operates a custom-harvesting business that travels from Texas to the Canadian border harvesting wheat and other small grains. Haffner visited with reporters and lawmakers throughout the day.

"There are real consequences," Haffner says on the lack of ag labor. "Right now, we're losing farms right and left who are struggling to fill those roles with labor. Whether it's labor costs or input costs, we're being squeezed from all directions right now. And once you lose those farms or farmers or even ag businesses, you don't get that back."

SubmittedRecently, Laura Haffner, Hays, an Ellis County Farm Bureau member, attended an American Farm Bureau Federation fly-in in Washington, D.C., to present her experience with farm labor. Haffner operates a custom-harvesting business that travels from Texas to the Canadian border harvesting wheat and other small grains. Haffner visited with reporters and lawmakers throughout the day."There are real consequences," Haffner says on the lack of ag labor. "Right now, we're losing farms right and left who are struggling to fill those roles with labor. Whether it's labor costs or input costs, we're being squeezed from all directions right now. And once you lose those farms or farmers or even ag businesses, you don't get that back."

Ellis County Farm Bureau board member addresses American Farm Bureau Federation 

FHSU crime log March. 23-29, 2024

&nbsp;By&nbsp;<a href="https://www.hppr.org/people/calen-moore">CALEN MOORE</a> High Plains Public Radio

People in the agriculture industry are still looking for local solutions to save what is left of the Ogallala aquifer that supports western Kansas. But systemic challenges are making it a slow effort.

LIBERAL —&nbsp;&nbsp;Through the parched region of the High Plains that lives and dies by groundwater, states are paying attention to western Kansas to see how farmers are managing with less water.

Farmers are increasingly feeling the pressure to find answers to an emptying aquifer as more of their irrigation wells that give the state an abundance of grain and power the economy run dry.

But there are some areas that are starting to see success with local solutions.

Katie Durham, a groundwater district manager, said it’s time to start having difficult conversations with neighbors and industry partners to see actual improvement to the aquifer.

“If we do not do something, we are not going to be here, and we need people to understand what we could do if we stretch that resource,” Durham said.

Roughly 200 conservationists, academics and farmers shared their hopes, concerns and expertise earlier this month at the&nbsp;<a href="https://www.irrigationinnovation.org/2024-ogallala-summit" target="_blank">2024 Ogallala Aquifer Summit</a>&nbsp;in Liberal.&nbsp; Their conclusion: Preserving the status quo is dangerous, and a promising way to move forward is through what’s known as Local Enhanced Management Area plans, or LEMAs.

According to the&nbsp;<a href="https://www.kgs.ku.edu/Publications/pic18/2023/PIC18-2023.pdf" target="_blank">Kansas Geological Survey,</a>&nbsp;the only option Kansans have as of now to extend the life of the aquifer is to reduce water pumping.

Western Kansas is divided into five Groundwater Management Districts, or GMDs.

As of now, the only districts to adopt LEMAs, which are tools where goals are set to encourage farmers to pump less water, are districts 1 and 4 in northwest Kansas. Those two districts were the only areas that saw an average increase in groundwater levels last year.

“They're working, and therefore industries are choosing to stay and they're choosing to invest,” said Durham, manager of GMD 1. “That keeps our local economies alive; that keeps our schools and our hospitals open and thriving.”

Durham’s region currently has two local water management plans. The Wichita County LEMA went active in 2021 with the goal to reduce water use by 25%. The area has overperformed, reducing water use by 40%.

And it’s not alone. The Sheridan County LEMA, in district 4, forced farmers to cut irrigation by 20%. But they decreased their water use by 31% back in 2021, and now they have gone even further, voluntarily cutting irrigation by 40%.

<a href="https://github.com/jdeines/Deines_etal_LEMA_SALUS/blob/master/manuscript/Deines_etal_2021_WRR_Lema_preformatting_withSupplement.pdf" target="_blank">A Michigan State University study</a>&nbsp;found that less irrigation means slightly smaller harvests. But the money farmers in the study saved on their energy bills by pumping less water was four times more than the amount of money they lost due to decreased production.

That kind of progress may end up changing the minds of western Kansas farmers. Brownie Wilson from the Kansas Geological Survey says parts of northwest Kansas are inching closer to a more stabilized aquifer.

But in southwest and south central Kansas, where there are no water reduction plans, those regions saw the most average aquifer level declines in 2023, despite having the fourth wettest summer on record.

“I like to think of it in terms of how far ‘out of whack’ are we,” Wilson said. “These are just the numbers here, no way around it.”

Through brainstorming activities, summit attendees agreed that grassroots solutions focused on local collaboration are the way to cut back on irrigation in an area.

Meagan Schipanski from Colorado State emphasized the importance of engaging the next generation and adaptability.

“Last time we met, we talked about the value of water, and really there isn’t just one way to reduce our water use,” Schipanski said.

This is a stark contrast to the discussions from 2018 when the first summit was held. The goal then was to start an open dialogue between farmers and water conservationists in different states. This year, the conversation was more action-oriented.

“For the last several years, I have been told the Ogallala is going away, but it does appear to be going away slower in some places, which is good,” Robert Herrington of Prairie Foods in central Kansas said.

Despite the progress, there are still challenges that are driving overall aquifer declines across the state.

One is that despite increasing numbers of farmers coming to the Ogallala Aquifer Summit, they still were outnumbered by scientists and university personnel. And the farmers who attended mostly had already bought into the idea of reducing water pumping. Actual change would need to take place in the minds of those who have yet to buy in.

New tools introduced at the meeting included&nbsp;<a href="https://etdata.org/" target="_blank">OpenET</a>, which measures how much water is lost to evaporation when irrigating. The data showed western Kansas can lose anywhere from 9 to 19 inches of water to evaporation sprayed over crops. Other simulations and demo tools interested farmers looking to experiment without risking their actual land first. But critics said these tools were still just ways to irrigate at unsustainable levels.

Farmers said their desire for local solutions comes from a lack of cooperation at a federal level.

Fred Fischer, a producer in the Oklahoma Panhandle, discussed struggles with risk management assessment. Farmers adopt crop insurance through these assessments to protect their crops in case of failure from drought or other variables.

The downside is that to prove crop growers are not responsible for the failure, they must prove they did not underwater their crops, which leads to them continuing to spray millions of gallons of water on an already failed crop.

“I would love to turn my pumps off if my crop fails to save water, but I can’t, so we need more flexible options,” Fischer said.

These systemic issues will most likely be addressed in the next farm bill, which is currently stalled in Congress.

U.S. Sen. Jerry Moran, a Republican from Kansas, urged attendees at the conference to keep pushing for a farm bill, and to keep pushing to save the Ogallala aquifer.

“I want my hometown of Plainville to be around for generations to come,” Moran said. “What can we do today that makes that more likely?”

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711729582661.jpeg" alt="Irrigation system. David Condos/Kansas News Service" />
 <figcaption>Irrigation system. David Condos/Kansas News Service</figcaption>
 </figure>&nbsp;By&nbsp;<a href="https://www.hppr.org/people/calen-moore">CALEN MOORE</a> High Plains Public Radio <h2>People in the agriculture industry are still looking for local solutions to save what is left of the Ogallala aquifer that supports western Kansas. But systemic challenges are making it a slow effort.</h2>LIBERAL —&nbsp;&nbsp;Through the parched region of the High Plains that lives and dies by groundwater, states are paying attention to western Kansas to see how farmers are managing with less water.Farmers are increasingly feeling the pressure to find answers to an emptying aquifer as more of their irrigation wells that give the state an abundance of grain and power the economy run dry.But there are some areas that are starting to see success with local solutions.Katie Durham, a groundwater district manager, said it’s time to start having difficult conversations with neighbors and industry partners to see actual improvement to the aquifer.“If we do not do something, we are not going to be here, and we need people to understand what we could do if we stretch that resource,” Durham said.Roughly 200 conservationists, academics and farmers shared their hopes, concerns and expertise earlier this month at the&nbsp;<a href="https://www.irrigationinnovation.org/2024-ogallala-summit" target="_blank">2024 Ogallala Aquifer Summit</a>&nbsp;in Liberal.&nbsp; Their conclusion: Preserving the status quo is dangerous, and a promising way to move forward is through what’s known as Local Enhanced Management Area plans, or LEMAs.According to the&nbsp;<a href="https://www.kgs.ku.edu/Publications/pic18/2023/PIC18-2023.pdf" target="_blank">Kansas Geological Survey,</a>&nbsp;the only option Kansans have as of now to extend the life of the aquifer is to reduce water pumping.<figure>
 <img src="https://media.eaglewebservices.com/public/2019/12/1575585023953.jpeg" alt="" />
 <figcaption></figcaption>
 </figure><h2>Success stories</h2>Western Kansas is divided into five Groundwater Management Districts, or GMDs.As of now, the only districts to adopt LEMAs, which are tools where goals are set to encourage farmers to pump less water, are districts 1 and 4 in northwest Kansas. Those two districts were the only areas that saw an average increase in groundwater levels last year.“They're working, and therefore industries are choosing to stay and they're choosing to invest,” said Durham, manager of GMD 1. “That keeps our local economies alive; that keeps our schools and our hospitals open and thriving.”Durham’s region currently has two local water management plans. The Wichita County LEMA went active in 2021 with the goal to reduce water use by 25%. The area has overperformed, reducing water use by 40%.And it’s not alone. The Sheridan County LEMA, in district 4, forced farmers to cut irrigation by 20%. But they decreased their water use by 31% back in 2021, and now they have gone even further, voluntarily cutting irrigation by 40%.<a href="https://github.com/jdeines/Deines_etal_LEMA_SALUS/blob/master/manuscript/Deines_etal_2021_WRR_Lema_preformatting_withSupplement.pdf" target="_blank">A Michigan State University study</a>&nbsp;found that less irrigation means slightly smaller harvests. But the money farmers in the study saved on their energy bills by pumping less water was four times more than the amount of money they lost due to decreased production.<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711729354502.png" alt="Brownie Wilson, Kansas Geological Survey. Photo by Calen Moore/Kansas News Service" />
 <figcaption>Brownie Wilson, Kansas Geological Survey. Photo by Calen Moore/Kansas News Service</figcaption>
 </figure><h2>Why action is needed</h2>That kind of progress may end up changing the minds of western Kansas farmers. Brownie Wilson from the Kansas Geological Survey says parts of northwest Kansas are inching closer to a more stabilized aquifer.But in southwest and south central Kansas, where there are no water reduction plans, those regions saw the most average aquifer level declines in 2023, despite having the fourth wettest summer on record.“I like to think of it in terms of how far ‘out of whack’ are we,” Wilson said. “These are just the numbers here, no way around it.”Through brainstorming activities, summit attendees agreed that grassroots solutions focused on local collaboration are the way to cut back on irrigation in an area.Meagan Schipanski from Colorado State emphasized the importance of engaging the next generation and adaptability.“Last time we met, we talked about the value of water, and really there isn’t just one way to reduce our water use,” Schipanski said.This is a stark contrast to the discussions from 2018 when the first summit was held. The goal then was to start an open dialogue between farmers and water conservationists in different states. This year, the conversation was more action-oriented.“For the last several years, I have been told the Ogallala is going away, but it does appear to be going away slower in some places, which is good,” Robert Herrington of Prairie Foods in central Kansas said.<h2>There are still obstacles</h2>Despite the progress, there are still challenges that are driving overall aquifer declines across the state.One is that despite increasing numbers of farmers coming to the Ogallala Aquifer Summit, they still were outnumbered by scientists and university personnel. And the farmers who attended mostly had already bought into the idea of reducing water pumping. Actual change would need to take place in the minds of those who have yet to buy in.New tools introduced at the meeting included&nbsp;<a href="https://etdata.org/" target="_blank">OpenET</a>, which measures how much water is lost to evaporation when irrigating. The data showed western Kansas can lose anywhere from 9 to 19 inches of water to evaporation sprayed over crops. Other simulations and demo tools interested farmers looking to experiment without risking their actual land first. But critics said these tools were still just ways to irrigate at unsustainable levels.Farmers said their desire for local solutions comes from a lack of cooperation at a federal level.Fred Fischer, a producer in the Oklahoma Panhandle, discussed struggles with risk management assessment. Farmers adopt crop insurance through these assessments to protect their crops in case of failure from drought or other variables.The downside is that to prove crop growers are not responsible for the failure, they must prove they did not underwater their crops, which leads to them continuing to spray millions of gallons of water on an already failed crop.“I would love to turn my pumps off if my crop fails to save water, but I can’t, so we need more flexible options,” Fischer said.These systemic issues will most likely be addressed in the next farm bill, which is currently stalled in Congress.U.S. Sen. Jerry Moran, a Republican from Kansas, urged attendees at the conference to keep pushing for a farm bill, and to keep pushing to save the Ogallala aquifer.“I want my hometown of Plainville to be around for generations to come,” Moran said. “What can we do today that makes that more likely?”

To save water in the Ogallala aquifer, look to parts of Kansas already using less

SALINE COUNTY —Law enforcement authorities are investigating a suspect after an alleged violent attack.

Just after 6:30p.m. Wednesday,&nbsp;a witness reported a domestic disturbance at the Roadway Inn, 429 West Diamond Drive in Salina, according to Salina Police Captain James Feldman. A woman was reported screaming for help.

"It was reported that a man was breaking out a car window with a hammer," Feldman said. "He wanted the 42-year-old victim to exit her car.&nbsp; She refused, and he then went to his vehicle and got a hammer, then walked up and broke out the driver's door window and was supposed to have threatened to hit her with the hammer."

The victim from Winfield reported that the former boyfriend, later identified as 48-year-old Jay Weigel of Hays was following her around town until she stopped in the Rodeway Inn parking lot.

After Weigel demanded that the victim exit the car, she did and ran from the scene. Feldman said Weigel then allegedly slashed the victim's driver-side tire and stole her cell phone and wallet from the car.

"The damage to the car was valued at $200 and the missing items were valued at over $1,100," Feldman said.

Officers took the victim's report and then began looking for the assailant.&nbsp; Officer located Weigel early Thursday morning after a Salina resident called police to report someone following them in town.

After the resident described the car, officers then found the vehicle and discovered it was Weigel who had committed the alleged assault the previous evening.

Officers arrested Weigel without incident in the area of North College Avenue and West Elm Street and he is being held on requested charges for aggravated assault, criminal threat, vehicle burglary, theft and damage to property.

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711728062848.png" alt="Weigel photo Saline County Jail" />
 <figcaption>Weigel photo Saline County Jail</figcaption>
 </figure>SALINE COUNTY —Law enforcement authorities are investigating a suspect after an alleged violent attack.Just after 6:30p.m. Wednesday,&nbsp;a witness reported a domestic disturbance at the Roadway Inn, 429 West Diamond Drive in Salina, according to Salina Police Captain James Feldman. A woman was reported screaming for help."It was reported that a man was breaking out a car window with a hammer," Feldman said. "He wanted the 42-year-old victim to exit her car.&nbsp; She refused, and he then went to his vehicle and got a hammer, then walked up and broke out the driver's door window and was supposed to have threatened to hit her with the hammer."The victim from Winfield reported that the former boyfriend, later identified as 48-year-old Jay Weigel of Hays was following her around town until she stopped in the Rodeway Inn parking lot.After Weigel demanded that the victim exit the car, she did and ran from the scene. Feldman said Weigel then allegedly slashed the victim's driver-side tire and stole her cell phone and wallet from the car."The damage to the car was valued at $200 and the missing items were valued at over $1,100," Feldman said.Officers took the victim's report and then began looking for the assailant.&nbsp; Officer located Weigel early Thursday morning after a Salina resident called police to report someone following them in town.After the resident described the car, officers then found the vehicle and discovered it was Weigel who had committed the alleged assault the previous evening.Officers arrested Weigel without incident in the area of North College Avenue and West Elm Street and he is being held on requested charges for aggravated assault, criminal threat, vehicle burglary, theft and damage to property.

Man from Hays accused of hammer attack, theft

ELLIS — Doug and Jill Shaw have generously donated $25,000 to establish an endowed scholarship fund through the Community Foundation of Ellis. 

The fund, named the "Outstanding Senior in Math and Science Award Winner Scholarship," aims to provide ongoing support for students of Ellis High School (EHS) excelling in mathematics and science fields, pursuing higher education. This significant contribution reflects the Shaw family's deep appreciation for the educational opportunities and support received from the Ellis community and school system. 

"We are very appreciative of the education and support our kids received from the Ellis community and school system," said Doug and Jill Shaw. "We are happy to be able to help support EHS students as they continue their education." 

Endowed scholarships, like the one established by the Shaws, play a crucial role in providing long-term financial assistance to students, ensuring they have the resources needed to pursue their academic goals. 

"Endowed scholarships are one of many ways to provide long-term support for our community," the Shaws emphasized. "We would encourage others to take advantage of the opportunities the Community Foundation of Ellis provides for our community." 

The Shaw family's donation exemplifies their commitment to investing in the future of Ellis High School students excelling in mathematics and science, empowering them to achieve their academic aspirations. Through the "Outstanding Senior in Math and Science Award Winner Scholarship," their legacy of support will continue to benefit generations of students, contributing to the growth and prosperity of the Ellis community. 

"We are immensely grateful to Doug and Jill Shaw for their generous contribution," said Foundation Board President Pauleen Edmonds. "Their dedication to supporting education and giving back to the community will have a lasting impact on the lives of Ellis High School students for years to come." 

The Community Foundation of Ellis extends its heartfelt thanks to Doug and Jill Shaw for their philanthropic leadership and commitment to making a difference in the lives of local students. 

For more information about supporting the Community Foundation of Ellis, please visit <a href="https://ellisfoundation.net/">www.ellisfoundation.net.</a>

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711649996352.jpeg" alt="Doug and Jill Shaw. Courtesy photo" />
 <figcaption>Doug and Jill Shaw. Courtesy photo</figcaption>
 </figure>SubmittedELLIS — Doug and Jill Shaw have generously donated $25,000 to establish an endowed scholarship fund through the Community Foundation of Ellis. The fund, named the "Outstanding Senior in Math and Science Award Winner Scholarship," aims to provide ongoing support for students of Ellis High School (EHS) excelling in mathematics and science fields, pursuing higher education. This significant contribution reflects the Shaw family's deep appreciation for the educational opportunities and support received from the Ellis community and school system. "We are very appreciative of the education and support our kids received from the Ellis community and school system," said Doug and Jill Shaw. "We are happy to be able to help support EHS students as they continue their education." Endowed scholarships, like the one established by the Shaws, play a crucial role in providing long-term financial assistance to students, ensuring they have the resources needed to pursue their academic goals. "Endowed scholarships are one of many ways to provide long-term support for our community," the Shaws emphasized. "We would encourage others to take advantage of the opportunities the Community Foundation of Ellis provides for our community." The Shaw family's donation exemplifies their commitment to investing in the future of Ellis High School students excelling in mathematics and science, empowering them to achieve their academic aspirations. Through the "Outstanding Senior in Math and Science Award Winner Scholarship," their legacy of support will continue to benefit generations of students, contributing to the growth and prosperity of the Ellis community. "We are immensely grateful to Doug and Jill Shaw for their generous contribution," said Foundation Board President Pauleen Edmonds. "Their dedication to supporting education and giving back to the community will have a lasting impact on the lives of Ellis High School students for years to come." The Community Foundation of Ellis extends its heartfelt thanks to Doug and Jill Shaw for their philanthropic leadership and commitment to making a difference in the lives of local students. For more information about supporting the Community Foundation of Ellis, please visit <a href="https://ellisfoundation.net/">www.ellisfoundation.net.</a>

Doug and Jill Shaw establish $25,000 endowment for Ellis High School students 

By TONY GUERRERO Hays Post

Law enforcement agencies across the United States are grappling with staffing shortages following the pandemic and an increase in police hostility.

Fort Hays State University Chairwoman of the Criminal Justice Department Tamara Lynn and Assistant Professor Morgan Steele completed research in 2023.

The study occurred after a program graduate approached Lynn with concerns about how rural agencies struggle to recruit, hire and retain qualified officers.

Lynn and Steele moved forward with creating a survey to determine the significance of the problem across different size communities.

The data collected is from more than 200 law enforcement agencies across Kansas, eastern Colorado and southwest Nebraska.

Lynn and Steele's study said in addition to the pandemic, civil protests and unrest following the murder of George Floyd,&nbsp;may have influenced crime rates in larger cities and strained relations between law enforcement and the public.

Lynn said after incidents similar to George Floyd's death,  condemning the actions of Minneapolis officers that day, there is a more negative perception of law enforcement.

"People tend to be more critical of law enforcement and feel like they are not doing what they need to do," she said. "It then turns negative social pressures on law enforcement in general."

The study reports that 73 officers fell victim to felonious killings in 2021, a 59 percent increase from 2020. Of those, 55 officers were killed by gunfire.

According to the study, both violent and social hostility toward law enforcement are likely to impact qualified individuals willing to pursue long-term careers in the field.

Steele said social media and news coverage approaches to police incidents are among the factors that can shape perceptions of law enforcement.

Lynn said after the Floyd incident, there was a nationwide increase in recruitment and retention issues due to retirements and agency resignations following public response.

"If you're going to work every day and you're hated by the people that you serve, that can wear on a person after a while," Lynn said.

Vacancy and issues with recruitment and retention&nbsp;

Steele said in agencies with 10 officers, staffing shortages can lead to overwork as all officers are required to meet increased service demands.

"From a retention side, no one likes to be drawn in a thousand different directions every single day," Steele said.

Although rural agencies generally have fewer officers while urban agencies tend to employ more, test results show urban agencies are more likely to have open positions than rural ones.

On average, among all surveyed agencies, there was roughly one vacant position per agency.

According to the study, the most significant challenge for agencies in filling vacancies is finding qualified candidates. 

Sixty-four percent of all agencies reported facing this issue, with 21.7 percent experiencing challenges in finding any candidates at all.

"Most agencies are holding out for a qualified candidate," Steele said. "There may be people out there who are willing to do the job but may not meet the standards of agencies."

When asked about the reasons for trained officers leaving the agency, respondents cited employees transitioning to a different agency, accounting for 47.1 percent, followed by individuals leaving the field entirely at 31.3 percent.

Other issues that affected recruitment and retention regardless of community size include:

Rural agencies typically employ anywhere from one to 20 officers.

The study reported that 48 percent of law enforcement agencies across the U.S. employ fewer than 10 officers.

Lynn said while it may not be ideal, officers are also attracted to areas with higher crime rates when considering relocation to larger cities.

"Something as simple as the larger cities having higher crime rates, officers are drawn to that excitement," she said.

Hays Police Department and Ellis County Sherriff

Police Chief Don Scheibler has been with the Hays Police Department for 30 years and said the department used to have over 50 officers applying for the same position. Something uncommon today.

"Now, recruitment and testing, if we can get double digits, then we would consider ourselves fortunate," he said.

Ellis County Sheriff Scott Braun said there's been a similar decline since he started working at the Sheriff's Office in 1997.

"We had anywhere from 30 to 50 applicants that would apply for an open position. We are now around the 10 mark, so it's a significant drop," Braun said.

The police department brought the recruitment and retention challenges to the city of Hays and, by 2018, was given a wage increase that saw the police department become fully staffed until 2020.

Scheibler said the pandemic was the most significant event in 2020 that impacted the trajectory of retaining staff.

"We lost 12 in the patrol division, which is almost 1/3 of certified law enforcement officers," he said.

Scheibler said nine officers left law enforcement altogether in 2020, but several have returned to the Hays department or other agencies.

Braun said the decrease in applicants occurred two years after the pandemic but, despite this, maintained a full staff of 42 as the Sheriff's Office occasionally sees officers come and go.

"We find ourselves taking from other departments, and it leaves others within the surrounding counties short," Braun said. "I currently have some employees that are seeking employment elsewhere. They're looking to move on."

The police department refilling a dozen openings was challenging in 2020 due to a lack of applications. This led to hiring people who had previously applied but were not hired.

"We went through old applications of people we had previously tested and passed on," Scheibler said. "We did take some chances on some individuals that we probably wouldn't have prior to the pandemic."

Although the officers hired in 2020 met state standards to be law enforcement officers in the state of Kansas, Scheibler said the Hays Police Department seeks higher qualifications in its candidates.

"Now, if we can't find the applicant we need and they don't meet our standards then we don't hire them. It's better to go without hiring somebody who doesn't have what we need them to be," Scheibler said.

Scheibler said that since then, the police department has recovered from many challenges it faced in 2020 and currently has one opening and four potential officers in the academy or training program.

According to Steele, shortages create challenges for currently staffed officers responding to emergencies, resulting in a loss of trust.

"It may mean that the community doesn't want to reach out to law enforcement because they don't want to wait and it may prompt some to not report crimes or other incidents to the police," he said.

Steele gives an example: if an officer is investigating a DUI and then has to attend a court hearing, this means one less officer available in the field, placing a greater demand on others.

Lynn said within the past year, the Wichita Police Department has suspended aptitude testing to fill openings within their agencies.

"The fact that Wichita is temporarily reducing this requirement means they are desperate to fill positions," she said.

Staffing-related challenges, although prevalent across the nation, are not as severe today in the Hays Police Department as they were in 2020, Scheibler said.

Scheibler said that a shortage of officers means they are less likely to address issues unless specifically informed, resulting in reduced police patrols.

"Law enforcement, once they become responsive and less proactive, there is more opportunity for drug violations and petty theft like vehicle burglaries," he said.

An alternative to keeping officers on patrol in 2020 involved pulling resource officers from schools and other community activities, Scheibler said.

Lynn said the FHSU criminal justice program is dependable but has seen a decrease in students pursuing careers in law enforcement due to media coverage.

"Every time we see something large in the media like George Floyd, that makes people wonder, 'Well, is that something that I want to do?'" Lynn said.

Lynn said the decrease in students in the program began in 2014 with the shooting of Michael Brown in Ferguson, Mo., followed by the protests and riots.

The downward trend of students entering Criminal Justice Programs after a high-profile incident is a pattern found not only in the region but on a global scale, Steele said.

Other careers that are often pursued besides law enforcement officers are education, medicine, social services and victim advocacy.

"All of those career fields are ones that our students and prospective law enforcement officers gravitate toward because those fields help people, and that's the kind of person we want to be a cop," Steele said.

The FHSU program and university police joined the <a href="https://ndtccenter.com/about">National De-escalation Training Center</a> in 2020. This is a course designed to increase officer confidence in using de-escalation skills in working with the public.

Agencies interested in requesting training can contact FHSU Chairwoman Tamara Lynn at 785-628-5668 or by email at tjlynn@fhsu.edu

You can read Lynn and Steele's full study <a href="https://ruralcriminology.org/index.php/IJRC/article/view/9370/7827">here</a>.

Steele said the main takeaway from the article is the trend of officers moving from small towns to larger cities for greater benefits.

He said for rural communities, factors like budget constraints and inflation may pose challenges, but agencies must remain resilient.

"This may be something that agencies have to weather the storm and get through because there may not be a 'do X, Y, and Z' and to get good candidates," he said.

Lynn said that regarding budget constraints, agencies offering creative benefits and intriguing resources can catch the attention of future and younger officers.

"Agencies finding other ways to support their staff, like flexible scheduling, would be helpful," she said. "Creative benefits that are nonmonetary are going to go a long way."

Since 2017, the Hays Police Department has implemented several strategies and initiatives to improve recruitment and attract new officers including:

"In our recruitment efforts, we've tried to reach out to that portion of our society," Scheibler said. "We've had some luck hiring female applicants that have been really good officers for us."

Efforts to welcome women into the police force are led through the <a href="https://30x30initiative.org/">30x30 Initiative</a>, aiming to increase women's representation in recruitment classes to 30 percent by 2030.

The Hays Police Department produced a <a href="https://www.facebook.com/HaysPD/videos/333294539699717">video</a>&nbsp;solely targeting recruiting female officers.&nbsp;

Braun said he wants correction officers to make more money to prevent a staff shortage and transform the position into a stable job.

"My goal is to get an additional raise for corrections officers and get them to the same starting wage as a deputy," Braun said. "At least get that hourly rate to make it a more career-oriented position rather than just a job."&nbsp;

Despite the hostility and staffing shortages agencies faced in recent years, Braun and Scheibler said Ellis County fared better thanks to local support.

"People were thanking us daily for the job we did and they couldn't understand why all this stuff was going on," Braun said.

"Our community is very strong, very pro-law enforcement and the Hays Police Department feels very supported by them," he said.

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1710168360288.jpeg" alt="Courtesy photo By Pixabay" />
 <figcaption>Courtesy photo By Pixabay</figcaption>
 </figure>By TONY GUERRERO Hays PostLaw enforcement agencies across the United States are grappling with staffing shortages following the pandemic and an increase in police hostility.Fort Hays State University Chairwoman of the Criminal Justice Department Tamara Lynn and Assistant Professor Morgan Steele completed research in 2023.The study occurred after a program graduate approached Lynn with concerns about how rural agencies struggle to recruit, hire and retain qualified officers.Lynn and Steele moved forward with creating a survey to determine the significance of the problem across different size communities.The data collected is from more than 200 law enforcement agencies across Kansas, eastern Colorado and southwest Nebraska.<h2>Hostility towards police</h2>Lynn and Steele's study said in addition to the pandemic, civil protests and unrest following the murder of George Floyd,&nbsp;may have influenced crime rates in larger cities and strained relations between law enforcement and the public.Lynn said after incidents similar to George Floyd's death, condemning the actions of Minneapolis officers that day, there is a more negative perception of law enforcement."People tend to be more critical of law enforcement and feel like they are not doing what they need to do," she said. "It then turns negative social pressures on law enforcement in general."The study reports that 73 officers fell victim to felonious killings in 2021, a 59 percent increase from 2020. Of those, 55 officers were killed by gunfire.According to the study, both violent and social hostility toward law enforcement are likely to impact qualified individuals willing to pursue long-term careers in the field.Steele said social media and news coverage approaches to police incidents are among the factors that can shape perceptions of law enforcement.Lynn said after the Floyd incident, there was a nationwide increase in recruitment and retention issues due to retirements and agency resignations following public response."If you're going to work every day and you're hated by the people that you serve, that can wear on a person after a while," Lynn said.<h2>Vacancy and issues with recruitment and retention&nbsp;</h2>Steele said in agencies with 10 officers, staffing shortages can lead to overwork as all officers are required to meet increased service demands."From a retention side, no one likes to be drawn in a thousand different directions every single day," Steele said.Although rural agencies generally have fewer officers while urban agencies tend to employ more, test results show urban agencies are more likely to have open positions than rural ones.On average, among all surveyed agencies, there was roughly one vacant position per agency.According to the study, the most significant challenge for agencies in filling vacancies is finding qualified candidates. Sixty-four percent of all agencies reported facing this issue, with 21.7 percent experiencing challenges in finding any candidates at all."Most agencies are holding out for a qualified candidate," Steele said. "There may be people out there who are willing to do the job but may not meet the standards of agencies."When asked about the reasons for trained officers leaving the agency, respondents cited employees transitioning to a different agency, accounting for 47.1 percent, followed by individuals leaving the field entirely at 31.3 percent.Other issues that affected recruitment and retention regardless of community size include:<ul>
 <li>Pay</li><li>Benefits&nbsp;</li><li>Securing housing</li><li>Academy training</li><li>Field training</li>
 </ul><h2>Rural and Urban Law Enforcement Agencies</h2><figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1709667449800.png" alt="Agency size across all levels of urbanization from the study." />
 <figcaption>Agency size across all levels of urbanization from the study.</figcaption>
 </figure>Rural agencies typically employ anywhere from one to 20 officers.The study reported that 48 percent of law enforcement agencies across the U.S. employ fewer than 10 officers.Lynn said while it may not be ideal, officers are also attracted to areas with higher crime rates when considering relocation to larger cities."Something as simple as the larger cities having higher crime rates, officers are drawn to that excitement," she said.<h2>Hays Police Department and Ellis County Sherriff</h2>Police Chief Don Scheibler has been with the Hays Police Department for 30 years and said the department used to have over 50 officers applying for the same position. Something uncommon today."Now, recruitment and testing, if we can get double digits, then we would consider ourselves fortunate," he said.Ellis County Sheriff Scott Braun said there's been a similar decline since he started working at the Sheriff's Office in 1997."We had anywhere from 30 to 50 applicants that would apply for an open position. We are now around the 10 mark, so it's a significant drop," Braun said.The police department brought the recruitment and retention challenges to the city of Hays and, by 2018, was given a wage increase that saw the police department become fully staffed until 2020.Scheibler said the pandemic was the most significant event in 2020 that impacted the trajectory of retaining staff."We lost 12 in the patrol division, which is almost 1/3 of certified law enforcement officers," he said.Scheibler said nine officers left law enforcement altogether in 2020, but several have returned to the Hays department or other agencies.Braun said the decrease in applicants occurred two years after the pandemic but, despite this, maintained a full staff of 42 as the Sheriff's Office occasionally sees officers come and go."We find ourselves taking from other departments, and it leaves others within the surrounding counties short," Braun said. "I currently have some employees that are seeking employment elsewhere. They're looking to move on."The police department refilling a dozen openings was challenging in 2020 due to a lack of applications. This led to hiring people who had previously applied but were not hired."We went through old applications of people we had previously tested and passed on," Scheibler said. "We did take some chances on some individuals that we probably wouldn't have prior to the pandemic."Although the officers hired in 2020 met state standards to be law enforcement officers in the state of Kansas, Scheibler said the Hays Police Department seeks higher qualifications in its candidates."Now, if we can't find the applicant we need and they don't meet our standards then we don't hire them. It's better to go without hiring somebody who doesn't have what we need them to be," Scheibler said.Scheibler said that since then, the police department has recovered from many challenges it faced in 2020 and currently has one opening and four potential officers in the academy or training program.<h2>Community impact</h2>According to Steele, shortages create challenges for currently staffed officers responding to emergencies, resulting in a loss of trust."It may mean that the community doesn't want to reach out to law enforcement because they don't want to wait and it may prompt some to not report crimes or other incidents to the police," he said.Steele gives an example: if an officer is investigating a DUI and then has to attend a court hearing, this means one less officer available in the field, placing a greater demand on others.Lynn said within the past year, the Wichita Police Department has suspended aptitude testing to fill openings within their agencies."The fact that Wichita is temporarily reducing this requirement means they are desperate to fill positions," she said.Staffing-related challenges, although prevalent across the nation, are not as severe today in the Hays Police Department as they were in 2020, Scheibler said.Scheibler said that a shortage of officers means they are less likely to address issues unless specifically informed, resulting in reduced police patrols."Law enforcement, once they become responsive and less proactive, there is more opportunity for drug violations and petty theft like vehicle burglaries," he said.An alternative to keeping officers on patrol in 2020 involved pulling resource officers from schools and other community activities, Scheibler said.<h2>Criminal Justice Program</h2>Lynn said the FHSU criminal justice program is dependable but has seen a decrease in students pursuing careers in law enforcement due to media coverage."Every time we see something large in the media like George Floyd, that makes people wonder, 'Well, is that something that I want to do?'" Lynn said.Lynn said the decrease in students in the program began in 2014 with the shooting of Michael Brown in Ferguson, Mo., followed by the protests and riots.The downward trend of students entering Criminal Justice Programs after a high-profile incident is a pattern found not only in the region but on a global scale, Steele said.Other careers that are often pursued besides law enforcement officers are education, medicine, social services and victim advocacy."All of those career fields are ones that our students and prospective law enforcement officers gravitate toward because those fields help people, and that's the kind of person we want to be a cop," Steele said.The FHSU program and university police joined the <a href="https://ndtccenter.com/about">National De-escalation Training Center</a> in 2020. This is a course designed to increase officer confidence in using de-escalation skills in working with the public.Agencies interested in requesting training can contact FHSU Chairwoman Tamara Lynn at 785-628-5668 or by email at tjlynn@fhsu.eduYou can read Lynn and Steele's full study <a href="https://ruralcriminology.org/index.php/IJRC/article/view/9370/7827">here</a>.<h2>Solution</h2>Steele said the main takeaway from the article is the trend of officers moving from small towns to larger cities for greater benefits.He said for rural communities, factors like budget constraints and inflation may pose challenges, but agencies must remain resilient."This may be something that agencies have to weather the storm and get through because there may not be a 'do X, Y, and Z' and to get good candidates," he said.Lynn said that regarding budget constraints, agencies offering creative benefits and intriguing resources can catch the attention of future and younger officers."Agencies finding other ways to support their staff, like flexible scheduling, would be helpful," she said. "Creative benefits that are nonmonetary are going to go a long way."Since 2017, the Hays Police Department has implemented several strategies and initiatives to improve recruitment and attract new officers including:<ul>
 <li>If an employee recruits an officer, they can receive $1,000 to $2,000</li><li>Increasing wages</li><li>Expanding employee residency requirements</li><li>The creation of a police recruitment team</li><li>Participating in college events and job fairs</li><li>Faster application process</li><li>Increasing both time off and paid time off</li><li>An emphasis on recruiting women</li>
 </ul>"In our recruitment efforts, we've tried to reach out to that portion of our society," Scheibler said. "We've had some luck hiring female applicants that have been really good officers for us."Efforts to welcome women into the police force are led through the <a href="https://30x30initiative.org/">30x30 Initiative</a>, aiming to increase women's representation in recruitment classes to 30 percent by 2030.The Hays Police Department produced a <a href="https://www.facebook.com/HaysPD/videos/333294539699717">video</a>&nbsp;solely targeting recruiting female officers.&nbsp;Braun said he wants correction officers to make more money to prevent a staff shortage and transform the position into a stable job."My goal is to get an additional raise for corrections officers and get them to the same starting wage as a deputy," Braun said. "At least get that hourly rate to make it a more career-oriented position rather than just a job."&nbsp;Despite the hostility and staffing shortages agencies faced in recent years, Braun and Scheibler said Ellis County fared better thanks to local support."People were thanking us daily for the job we did and they couldn't understand why all this stuff was going on," Braun said."Our community is very strong, very pro-law enforcement and the Hays Police Department feels very supported by them," he said.

Police shortages increase due to hostility and pandemic, FHSU study finds

The Flying Bison Disc Golf Course, Hays Frontier Park, turned 40 years old last September.

At 4 p.m. April 2, the Chamber in Hays will host a ribbon cutting ceremony in the Frontier Park west shelter house with refreshments and a disc golf clinic.

The Flying Bison Disc Golf Club, Defiance Brewing Company and the city of Hays are also celebrating with a very unique beer festival. 

At 2 p.m. April 13, twelve Kansas brewery teams will tee off for the “Brewers Cup” in Frontier Park. Check-in for the event is from noon-1:30 p.m. Three exhibition cards will also be featured.

Tickets are being sold for the public to attend the beer festival and watch the competition. There will be four beer sampling stations located on the course.

Around 30 different craft beers will be available to sample. General Admission tickets are $45 and can be purchased at the website <a href="https://www.discgolfscene.com/">www.discgolfscene.com</a>.

The course, located in Frontier Park, is the oldest 18-hole course in the state of Kansas. It is also host to the longest running Professional Disc Golf Association sanctioned event in the state. All proceeds will be split to benefit the Kansas Disc&nbsp;Golf Association's annual Food Drive Event Discs and the Kansas Craft Brewers Guild. The KDGA raised $31,733 and 2,722 non-perishable items for food banks across the state last season.

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711475443595.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>SubmittedThe Flying Bison Disc Golf Course, Hays Frontier Park, turned 40 years old last September.At 4 p.m. April 2, the Chamber in Hays will host a ribbon cutting ceremony in the Frontier Park west shelter house with refreshments and a disc golf clinic.<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711489061352.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>The Flying Bison Disc Golf Club, Defiance Brewing Company and the city of Hays are also celebrating with a very unique beer festival. At 2 p.m. April 13, twelve Kansas brewery teams will tee off for the “Brewers Cup” in Frontier Park. Check-in for the event is from noon-1:30 p.m. Three exhibition cards will also be featured.Tickets are being sold for the public to attend the beer festival and watch the competition. There will be four beer sampling stations located on the course.Around 30 different craft beers will be available to sample. General Admission tickets are $45 and can be purchased at the website <a href="https://www.discgolfscene.com/">www.discgolfscene.com</a>.The course, located in Frontier Park, is the oldest 18-hole course in the state of Kansas. It is also host to the longest running Professional Disc Golf Association sanctioned event in the state. All proceeds will be split to benefit the Kansas Disc&nbsp;Golf Association's annual Food Drive Event Discs and the Kansas Craft Brewers Guild. The KDGA raised $31,733 and 2,722 non-perishable items for food banks across the state last season.

Hays' Flying Bison Disc Golf Course celebrates 40-year milestone

By TISA MASON Fort Hays State University President

In January 2023, Fort Hays State University (FHSU), North Central Kansas Technical College (NCK Tech), and Northwest Kansas Technical College (Northwest Tech) announced a new affiliation initiative to address demographic and economic challenges in rural Kansas. This initiative is focusing on developing solutions in three key areas:

· Developing academic programs and integrated student services that meet the educational and professional needs of today's and tomorrow's students.

· Aligning and optimizing inter-institutional operations to remove unnecessary bureaucratic barriers to student success.

· Creating a coalition with regional businesses, industries, and communities focused on increasing opportunities for students, expanding entrepreneurship, and meeting workforce development needs in rural Kansas.

The affiliation works in implementation teams consisting of faculty and staff from all three institutions and industry partners. One of the first teams to launch was on construction and construction management.

This team has embarked on a mission to construct bridges across educational institutions, ensuring the integration of construction and construction management disciplines. By placing the interests of students at its core, they have successfully navigated through the complexities of aligning the curriculum across three distinct educational institutions.

The challenge of maintaining harmony among different academic philosophies turned into an opportunity to build on individual strengths, as evidenced by their recent creation of a template for the FHSU/NCK second-year welding program.

The Construction Affiliation Implementation Team has identified several ambitious deliverables focused on creating seamless transitions between locations and programs. The goals are to reach 100% academic success and job placement rate for students, meet the regional workforce needs, and contribute to alleviating housing shortages.

The Applied Technology Fair of September 2023 stands as a testament to these collaborative efforts, catalyzing the first bonds among students and establishing connections with industry partners.

The visits by FHSU faculty to Beloit and Goodland campuses stirred enthusiasm among tech students and provided them a glimpse into educational pathways shaped by the Strategic Affiliation Initiative. This initiative is rapidly transforming our shared aspirations into real-world opportunities.

A notable accomplishment is the team's innovative curriculum pathway for reverse transfer, particularly the Second Year Carpentry to Associates of Applied Science degree in Construction Engineering Technology/Technician. This learning pathway allows students to smoothly transition from a one-year carpentry certificate at a technical college to a second-year construction management program at Fort Hays State University. Then, students can transfer

their construction management credits back to the technical college, culminating in an AAS degree, creating an employment exit point or transition pathway to a bachelor's degree.

This team also explored technical college credit transfer opportunities aimed at enriching FHSU's Construction Management program with specialized short courses including Heavy Equipment, Commercial Driver's License (CDL), and Survey Total Station. These courses, designed by industry experts, provide invaluable insights for students aiming for leadership roles in the construction field, filling essential gaps not typically covered in traditional four-year plans.

In their endeavor to nurture comprehensive academic tracks from various technical programs, this team has essentially charted paths from AAS degrees to BS degrees in Welding Technology, Engineering Technology (CAD), and Automotive Technology.

Peering into the future, the team envisions a landscape where more technical programs are closely aligned with existing FHSU content as part of a broader, seamless educational continuum. Alignment includes ensuring that programs exist for all technical certificates to lead to Associate, Bachelor's, and even master’s degrees, making the journey through higher education less linear and more adaptable.

At FHSU, summer internships, short courses, and on-the-job training initiatives are already paving the way for our students to fast-track their path to a Bachelor of Science in Technology Studies/Construction Management. The new pathways envisioned now will allow students to move from an AAS to a BS and then to an MS degree within a remarkably compressed timeframe.

As the landscape of education continues to evolve, so does the work of the Affiliation Implementation Team on Construction. Their resolve to dismantle administrative barriers and meet industry workforce needs is unwavering. With these developments and future dreams, they are not only challenging the status quo but also redefining what's possible in construction management education.

I am so proud of and energized by the work of the affiliation teams, as exemplified here by the team on construction and construction management. Their work heralds a new era of educational synergy among three very different higher education institutions. The dedication of the FHSU faculty and their collaborators provides a solid foundation for this visionary approach, ensuring that the Structural Affiliation Initiative not only dreams big but puts those dreams into tangible action.

Stay tuned for more affiliation updates highlighting visionary approaches and a steadfast dedication to collaboration that not only streamlines pathways for students but also paves the way for innovative curriculum developments and technical transfer opportunities. In their wake, our affiliation professionals will fundamentally change the learning landscape, where educational milestones are not merely reached but surpassed, where careers are not just started but ascended, and where dreams, once distant, are brought firmly within grasp.

<figure>
 <img src="https://media.eaglewebservices.com/public/2019/12/1575302014229.png" alt="" />
 <figcaption></figcaption>
 </figure>By TISA MASON Fort Hays State University PresidentIn January 2023, Fort Hays State University (FHSU), North Central Kansas Technical College (NCK Tech), and Northwest Kansas Technical College (Northwest Tech) announced a new affiliation initiative to address demographic and economic challenges in rural Kansas. This initiative is focusing on developing solutions in three key areas:· Developing academic programs and integrated student services that meet the educational and professional needs of today's and tomorrow's students.· Aligning and optimizing inter-institutional operations to remove unnecessary bureaucratic barriers to student success.· Creating a coalition with regional businesses, industries, and communities focused on increasing opportunities for students, expanding entrepreneurship, and meeting workforce development needs in rural Kansas.The affiliation works in implementation teams consisting of faculty and staff from all three institutions and industry partners. One of the first teams to launch was on construction and construction management.This team has embarked on a mission to construct bridges across educational institutions, ensuring the integration of construction and construction management disciplines. By placing the interests of students at its core, they have successfully navigated through the complexities of aligning the curriculum across three distinct educational institutions.The challenge of maintaining harmony among different academic philosophies turned into an opportunity to build on individual strengths, as evidenced by their recent creation of a template for the FHSU/NCK second-year welding program.The Construction Affiliation Implementation Team has identified several ambitious deliverables focused on creating seamless transitions between locations and programs. The goals are to reach 100% academic success and job placement rate for students, meet the regional workforce needs, and contribute to alleviating housing shortages.The Applied Technology Fair of September 2023 stands as a testament to these collaborative efforts, catalyzing the first bonds among students and establishing connections with industry partners.The visits by FHSU faculty to Beloit and Goodland campuses stirred enthusiasm among tech students and provided them a glimpse into educational pathways shaped by the Strategic Affiliation Initiative. This initiative is rapidly transforming our shared aspirations into real-world opportunities.A notable accomplishment is the team's innovative curriculum pathway for reverse transfer, particularly the Second Year Carpentry to Associates of Applied Science degree in Construction Engineering Technology/Technician. This learning pathway allows students to smoothly transition from a one-year carpentry certificate at a technical college to a second-year construction management program at Fort Hays State University. Then, students can transfertheir construction management credits back to the technical college, culminating in an AAS degree, creating an employment exit point or transition pathway to a bachelor's degree.This team also explored technical college credit transfer opportunities aimed at enriching FHSU's Construction Management program with specialized short courses including Heavy Equipment, Commercial Driver's License (CDL), and Survey Total Station. These courses, designed by industry experts, provide invaluable insights for students aiming for leadership roles in the construction field, filling essential gaps not typically covered in traditional four-year plans.In their endeavor to nurture comprehensive academic tracks from various technical programs, this team has essentially charted paths from AAS degrees to BS degrees in Welding Technology, Engineering Technology (CAD), and Automotive Technology.Peering into the future, the team envisions a landscape where more technical programs are closely aligned with existing FHSU content as part of a broader, seamless educational continuum. Alignment includes ensuring that programs exist for all technical certificates to lead to Associate, Bachelor's, and even master’s degrees, making the journey through higher education less linear and more adaptable.At FHSU, summer internships, short courses, and on-the-job training initiatives are already paving the way for our students to fast-track their path to a Bachelor of Science in Technology Studies/Construction Management. The new pathways envisioned now will allow students to move from an AAS to a BS and then to an MS degree within a remarkably compressed timeframe.As the landscape of education continues to evolve, so does the work of the Affiliation Implementation Team on Construction. Their resolve to dismantle administrative barriers and meet industry workforce needs is unwavering. With these developments and future dreams, they are not only challenging the status quo but also redefining what's possible in construction management education.I am so proud of and energized by the work of the affiliation teams, as exemplified here by the team on construction and construction management. Their work heralds a new era of educational synergy among three very different higher education institutions. The dedication of the FHSU faculty and their collaborators provides a solid foundation for this visionary approach, ensuring that the Structural Affiliation Initiative not only dreams big but puts those dreams into tangible action.Stay tuned for more affiliation updates highlighting visionary approaches and a steadfast dedication to collaboration that not only streamlines pathways for students but also paves the way for innovative curriculum developments and technical transfer opportunities. In their wake, our affiliation professionals will fundamentally change the learning landscape, where educational milestones are not merely reached but surpassed, where careers are not just started but ascended, and where dreams, once distant, are brought firmly within grasp.

HEART OF A TIGER: Pioneering pathways through visionary approaches

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711649228350.jpeg" alt="" />
 <figcaption></figcaption>
 </figure><a href="https://hayspost.com/pages/state-farm-weather-window">For a full look at the weather forecast, click here.</a>

Hays High vs Valley Center Thursday, March 28 Hays, Kan. - Bickle-Schmidt Sports Complex

Radio: KFIX (96.9) <a href="https://kfix.com/">CLICK HERE TO LISTEN</a> Video: Hays High Sports Network <a href="https://vcloud.blueframetech.com/broadcast/embed/1036824">CLICK HERE TO WATCH ($)</a>

The Hays High Indians softball team opens the season with a home doubleheader against Valley Center on Thursday afternoon.

Live coverage includes The Hays High Sports Network and
Eagle Radio.

<figure>
 <img src="https://media.eaglewebservices.com/public/2023/9/1694699014932.jpeg" alt="" />
 <figcaption></figcaption>
 </figure>Hays High vs Valley Center Thursday, March 28 Hays, Kan. - Bickle-Schmidt Sports ComplexRadio: KFIX (96.9) <a href="https://kfix.com/">CLICK HERE TO LISTEN</a> Video: Hays High Sports Network <a href="https://vcloud.blueframetech.com/broadcast/embed/1036824">CLICK HERE TO WATCH ($)</a>The Hays High Indians softball team opens the season with a home doubleheader against Valley Center on Thursday afternoon.The first pitch is set for 4 p.m.&nbsp;Live coverage includes The Hays High Sports Network and
Eagle Radio.

🥎🎥 WATCH LIVE Hays High opens season against Valley Center

Unemployment in the state inched up in February to 2.7 percent from 2.6 percent in January, according to the latest report from the Kansas Department of Labor.

Unemployment remains low across northwest Kansas with all counties below 3.3 percent with the exception of Trego County at 4.7 percent and Graham County at 3.8 percent.

Seasonally adjusted job estimates for Kansas indicate total nonfarm payroll employment increased by 3,600 from January. Total nonfarm includes private sector and government employers. Private sector jobs&nbsp;increased by 3,800 over the month, while government decreased by 200.

<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711643501379.png" alt="February northwest Kansas unemployment rates from the Kansas Department of Labor." />
 <figcaption>February northwest Kansas unemployment rates from the Kansas Department of Labor.</figcaption>
 </figure>Hays PostUnemployment in the state inched up in February to 2.7 percent from 2.6 percent in January, according to the latest report from the Kansas Department of Labor.Unemployment remains low across northwest Kansas with all counties below 3.3 percent with the exception of Trego County at 4.7 percent and Graham County at 3.8 percent.Ellis County is at 2.4 percent.&nbsp;<figure>
 <img src="https://media.eaglewebservices.com/public/2024/3/1711643635685.png" alt="February Kansas unemployment rates" />
 <figcaption>February Kansas unemployment rates</figcaption>
 </figure>Seasonally adjusted job estimates for Kansas indicate total nonfarm payroll employment increased by 3,600 from January. Total nonfarm includes private sector and government employers. Private sector jobs&nbsp;increased by 3,800 over the month, while government decreased by 200.Since February 2023&nbsp;Kansas' seasonally adjusted total nonfarm jobs have increased by 13,000. This change is due to an increase of 8,700 private sector jobs and an increase of 4,300 government jobs.