Retaining qualified faculty for extension positions is an important factor in the success of animal, dairy, and poultry science departments. To be successful in an extension appointment requires a unique combination of skills. I believe the following skills are critical: (1) sound technical training, (2) excellent written and oral communication skills, (3) a thorough understanding of the industry one is hired to serve and a desire to serve that industry, (4) excellent time management skills, (5) ability to translate scientific knowledge to practical applications in a systems approach, and (6) the ability to develop and maintain relationships with clientele. Candidates with these skills have an improved probability of being successful. Retaining highly qualified faculty requires support from multiple levels of the institution. Factors affecting retention include (1) a positive departmental culture, (2) a competitive salary and benefits package, (3) clear job expectations and provision of resources required to effectively carry out the job duties including an institutional culture that supports and values extension programming, (4) a stimulating and challenging work environment, and (5) a departmental, college, and institutional culture that helps the faculty member balance the demands of work and family life and fosters professional development. In my experience, having a positive departmental culture is the most important. Department heads and chairs have a very direct effect on departmental culture (both positive and negative). Administrators and promotion and tenure committees at the departmental and college level must place a high value on extension programming in order for faculty with extension appointments to feel valued. Promotion and tenure documents at the department, college, and institutional level should reflect the scholarship of extension programming. Recruitment and retention of extension faculty is a multi-faceted challenge and one that requires commitments at the departmental, college, and institutional level to be successful. In my experience, hiring candidates with the right combination of skills and developing a positive departmental culture are the most important means to improving success.