California Ag Network

Category: News

  • Why Dietary Guidelines for Americans Should Include Meat as Part of Healthy Diet

    The Meat Institute called on the US Departments of Health and Human Services (HHS) and Agriculture (USDA) to include meat and poultry as part of a healthy American diet noting flaws and contradictions in the 2025 Dietary Guidelines Advisory Committee’s Scientific Report (Report).

    “The Committee’s Scientific Report contains contradictory and confusing findings,” said Meat Institute President Vice President of Regulatory and Scientific Affairs, Susan Backus. “Meat and poultry products are nutrient dense foods that help Americans meet their essential amino acid and nutrient requirements and yet the Report recommends a reduction in red and processed meats. When 95 percent of Americans eat meat, it is important to provide clear dietary guidance to consumers on how they can include the meat products they love in their diets and also produce a positive, measurable health impact.”

    The Meat Institute’s detailed analysis of the Report’s findings can be found in the full comments submitted for the comment period here. Following the comment period, the Departments will use the 2025 Report as a key resource when developing the Dietary Guidelines for Americans to provide meaningful dietary advice for the American population.

    Meat and poultry products provide consumers with a convenient, direct, and balanced dietary source of all essential amino acids. Per serving, meat, poultry, and fish provide more protein than dairy, eggs, legumes, cereals, vegetables, or nuts. Protein is critical for developing, maintaining, and repairing strong muscles; is vital for growth and brain development in children; and is essential to prevent muscle loss during aging.

    At issue is the Committee’s Report recommendation for modifications to healthy dietary patterns which emphasizes dietary intakes of beans, peas, and lentils while reducing intakes of red and processed meats.

    The Report excludes meat and poultry as part of healthy dietary patterns, the Meat Institute is extremely concerned that consumers will inaccurately perceive meat and poultry products as poor dietary choices, which may lead to a variety of unintended consequences, including nutritional deficiencies in certain sub-populations.

    In addition, the Report found that iron is a nutrient of public health concern for adolescent females, women ages 20-49 years; and individuals who are pregnant. The Committee also found that many individuals over the age of one year consume below the nutrient intake requirements for dietary protein, dietary fiber, calcium, potassium, magnesium, iron, zinc and more.

    A recommendation to reduce, limit or avoid nutrient dense products like meat and poultry will have significant unintended nutritional consequences across all life stages, especially in those subpopulations of concern.

    “A modified Healthy U.S.-Style Dietary Pattern risks the potential for unintended consequences for nutrient and energy intakes. Americans need to improve their eating patterns to promote health,” said Backus. “Considering dietary choices based on taste and cultural preferences, health and economic status, and food availability will be key to improving the dietary habits of Americans. A recommendation to reduce, limit or avoid nutrient dense products like meat and poultry will have significant unintended nutritional consequences across all life stages.”

    The Meat Institute made the following arguments in the comments:

    • Meat and Poultry, Which Includes Red and Processed Meats, Are Part of Healthy Dietary Patterns.
    • Protein Foods Are Consumed Within Recommended Ranges
    • The Proposed Dietary Pattern Omits Key Nutrient Dense Foods: Meat and Poultry
    • Reducing Animal-Based Protein Foods Will Result in Significant Nutrient Impacts
    • Dietary Recommendations Based on Level of Processing is Not Appropriate and May Result in Unintended Consequences
    • Context and Clarity around Dietary Patterns is Critical
    • Dietary Guidance Should Be Practical, Affordable, and Achievable
    • HHS and USDA Must Develop Final Policy with the Expertise of Food Scientists and Consumer Behaviorists
    • Updates to the Existing Guidelines Must Be Clear and Consistent
    • Additional Scientific Disciplines, Including Food Scientists, Should be on the 2030 Advisory Committee

    “For guidance to be adopted, information must be communicated so it is understandable and easily translatable,” said Backus. “Guidance should focus on improving dietary habits within the foods Americans already consume; not the idealistic recommendations that will likely never be implemented because they may not be achievable or may be too confusing or expensive.”

    About the Meat Institute
    The Meat Institute represents the full community of people and companies who make the majority of meat American families rely on every day. The Meat Institute’s hands-on regulatory and technical expertise, proactive advocacy, unique convening power, collaboration within and beyond animal agriculture, and sector-leading continuous improvement initiatives drive relationships and resources that ensure meat continues to be a vital, trusted pillar of healthy diets and thriving communities for generations to come. To learn more, visit: MeatInstitute.org.

  • Workshop Highlights Advances in Desert Irrigation, Tech on Feb. 27

    The latest in irrigation research and technology will be showcased at the Advances in Irrigation Tools and Technologies Workshop in Holtville on Feb. 27.

    “This workshop brings together University of California scientists, irrigation and water industries, government agencies and the farming community to discuss advances in irrigation tools and technologies and provide a guide to smart farming choices in the low desert region,” said Ali Montazar, UC Cooperative Extension irrigation and water management advisor for Imperial County.

    The workshop will feature 19 presentations on cutting-edge irrigation technologies and innovations and precision farming irrigation. The irrigation industry will exhibit the latest products and technologies.

    Presentations will include a reservoir and hydrology update for the Lower Colorado River and cover alfalfa water use, water conservation, emerging irrigation tools and technologies, the Imperial Irrigation District Water Conservation Program, the California Department of Foods and Agriculture’s State Water Efficiency and Enhancement Program, and Natural Resources Conservation Service Assistance Programs.

    The workshop, a “guide to smart farming choices in the Low Desert Region,” begins at 8 a.m. at the Barbara Worth Country Club, 2050 Country Club Dr., Holtville, CA 92250.

    Workshop organizers have requested 5.5 hours of CCA CEU credits. To register, visit http://ucanr.edu/desertirrigation2025.

  • South Coast REC Studies Pesto Profitability for Small-Scale Basil Growers

    If you visited the greenhouse at the University of California South Coast Research and Extension Center in early fall, you would have smelled a sweet aroma with notes of lemon, pepper and licorice.

    In one of the conservatories, a team of UC Cooperative Extension advisors and staff grew seven varieties of basil and by the end of October, the plants stretched nearly two feet tall with leaves large enough to warrant a closer look. The wonderful smell would soon become delightful tastes, as the team planned to turn the basil into pesto.

    L to R: Gerry Spinelli, Chris Shogren, UCCE Environmental Horticulture Advisor, Lindsey Pedroncelli and Natalie Levy, UCCE Soil Health and Organics Material Management Advisor, pose with a batch of fresh pesto.

    “The rationale was to provide a high-value crop and a value-added solution for urban horticulture, transforming a highly perishable product into something that can be conserved,” said Gerardo “Gerry” Spinelli, UC Cooperative Extension production horticulture advisor for San Diego County, who initiated the passion project.

    After noticing a sign at South Coast REC asking consumers to use produce grown onsite in their everyday cooking, Spinelli felt inspired. The sign also requested photos of homemade dishes be sent to South Coast REC’s interim director, Lindsey Pedroncelli, to generate content for the REC’s Instagram account.

    Envisioning a “bigger picture” for this effort, Spinelli turned to Pedroncelli for support. The two agreed that the basil project demonstrates a viable pathway for urban growers who have limited space, and positions South Coast REC as an ideal partner for such endeavors. Uniquely located in urban Irvine, South Coast REC has nearly 200 acres of land reserved for agricultural research and is one of nine RECs housed under UC Agriculture and Natural Resources.

    “Urban growers are constantly looking for new ways to grow food and market their products. Growing plants using the Kratky hydroponic system is a low-input method that is simple to establish and easy to maintain,” said Pedroncelli.

    Aside from its research purposes, the project was the perfect opportunity to engage other advisors and staff at South Coast REC. The extra hands and taste buds that helped with this effort would later be known as the South Coast REC Pesto Task Force.

    Growing in hydroponics

    Given Spinelli and Pedroncelli’s Italian ancestry, it was no question that the basil would be used to make pesto – a traditional sauce originating from Genoa, Italy that’s commonly consumed on pasta. In just about two months, the following basil varieties flourished in a hydroponic system: cinnamon, Mrs. Burns’ Lemon, Kapoor Tulsi, Thai Towers, Amethyst Improved, Red Rubin and the traditional Genovese. With these varieties, Spinelli and Pedroncelli were also interested in testing how taste and color affect the pesto.

    Since learning about the Kratky method, a passive hydroponic technique developed by Bernard Kratky at the University of Hawai’i, Spinelli has championed it as an easy and affordable way to grow food. He has produced several videos in English and Spanish about the technique on his YouTube Channel and created a fact sheet that can be downloaded from his website.

    Some of its advantages are the low initial capital investment, excellent water and nitrogen use efficiency, short cycle of production and the fact that it is modular and easy to set up, move and store – a major advantage for growers who only have access to space for a limited time and investments on immobile structures are not justifiable.

    For the setup, eight 2’-by-3’ tubs were used, and each was filled with 20 gallons of water before adding a fertilizer mix that contains one ounce of calcium nitrate, one ounce of magnesium sulfate or Epson salt and 0.6 ounces of lettuce formula. With the additional steps of seeding, drilling holes into the Styrofoam, and placing the net cups with seedlings into each hole, Spinelli estimated about 30 minutes of setup for each tub.

    A few of the basil varieties before they were harvested to make pesto.

    Estimating potential profit for urban growers

    Although prices per quantity vary, he also estimated about $25 for the 20-gallon tub, a panel of Styrofoam and net baskets, which can all be reused. In addition, the fertilizer and propagation materials, including seeds and pellets, will cost roughly $68. When breaking these materials down according to the number of growing cycles, about one to two months each, the cost amounts to approximately $5 per tub for 25 cycles.

    Using basil sold at Trader Joe’s for reference, Spinelli estimated that each ounce of basil grown is worth about 70 cents. The “million-dollar question,” as Spinelli puts it, is how much profit one can earn from this endeavor. Because the Amethyst Improved and Red Rubin varieties had the lowest yields of 12 and 18 ounces, they were combined to make 40 ounces of pesto. In contrast, Genovese had the highest yield of 51 ounces of basil – which produced 64 ounces of pesto.

    Using a ratio of 0.7 to 0.9 ounces of basil for every liquid ounce of pesto, and calculating projected value based on Trader Joe’s pricing, the Amethyst Improved and Red Rubin combined pesto had a projected value of $21, whereas Genovese had a projected value of $36. Without being combined with any other variety, however, the smallest projected value was the Kapoor Tulsi variety which had a yield of 22.5 ounces, making 28 ounces of pesto and resulting in a $16 projected value.

    There are a few costs that Spinelli and Pedroncelli could not account for, such as hypothetical transportation to the market for sale, and the various prices of ingredients used to make pesto – almonds and walnuts, for instance, could be used as a cheaper alternative to the traditional pine nuts.

    “With a traditional recipe you spend $5 for the basil and $25 for the other ingredients to produce eight 8-ounce jars of pesto. If you can sell each jar for $10 at the farmers market, there are $50 for profit – maybe more if you can sell one jar for $15, or you can save with non-traditional ingredients,” Spinelli explained.

    An additional advantage, which may come with additional expenses, is that pesto can be conserved. The business model could be that the grower sells basil at the farmers market and transforms the unsold product into pesto before it goes bad.

    “Getting involved in agriculture can be intimidating and costly, so researching and showcasing inexpensive methods that can easily be scaled to fit your needs is incredibly helpful for both new and seasoned growers,” Pedroncelli said.

    South Coast REC staff offer taste buds at ‘pesto party’

    Following their harvests in October, Spinelli and Pedroncelli hosted two “pesto parties” for staff at South Coast REC. Although traditional pesto is made with Genovese basil, pine nuts, garlic, Pecorino cheese and olive oil, Spinelli and Pedroncelli experimented with different cheeses and nuts across the seven varieties of basil. Staff offered their taste buds and critical review of each pesto, advising the two chefs to add more or less of a particular ingredient.

    Eager to share their progress and vision with UC ANR’s senior leadership, Spinelli and Pedroncelli carefully preserved and packaged eight jars of homemade pesto and had it specially delivered to Vice President Glenda Humiston.

    “This is a creative way to demonstrate innovation and a fantastic opportunity to support our urban communities. It’s not just practical, but economically feasible,” said Humiston, who was pleasantly surprised by the pesto delivery. “Plus, I love pesto!” she added.

    What started out as a passion project quickly turned into an opportunity to show how a resource hub like South Coast REC can empower its urban clientele both educationally and economically. It was also the perfect opportunity to engage South Coast REC staff in an activity outside of their day-to-day responsibilities, making for excellent photo ops and social media posts. — By Saoimanu Sope, UCANR

    Darren Haver (left), REC System Director, and Saoimanu Sope (right), Digital Communications Specialist, present the gift of pesto to Vice President Glenda Humiston (center) from the South Coast REC Pesto Task Force.

    UC Agriculture and Natural Resources brings UC information and practices to all 58 California counties. Through research and Cooperative Extension in agriculture, natural resources, nutrition, economic and youth development, our mission is to improve the lives of all Californians. Learn more at ucanr.edu.

  • California Preliminary Grape Crush Report Reveals Lowest Crush Since 1996

    The 2024 crush totaled 2,918,158 tons, down 25.2% from the 2023 crush of 3,899,631 tons. This is the lowest report crush (of wine grapes) in 20 years for the state, and the total grape crush has not been this low since the 1996 crop at 2,906,614 tons. Red wine varieties accounted for the largest share of all grapes crushed, at 1,438,527 tons, down 27.1% from 2023. White wine varieties crushed totaled 1,405,119 tons, down 18.0% from 2023. Tons crushed of raisin type varieties totaled 21,109, down 56.8% from 2023, and tons crushed of table type varieties totaled 53,403, down 67.8% from 2023.

    The Grape Crush Report includes the total number of tons crushed for concentrate production. In determining grape tonnage crushed for concentrate production, each processor was required to report the estimated equivalent tons of grapes crushed for grape concentrate. For the 2024 season, this total was 263,308 tons, 9.0% of the 2024 grape crush total. This report provides only the aggregate figure for grapes crushed for concentrate production and does not include information by district, type, or variety.


    The 2024 average price of all varieties was $992.51, down 4.5% from 2023. Average prices for the 2024 crop by type were as follows: red wine grapes, $1,311.15, down 2.6% from 2023; white wine grapes, $698.61, down 4.8% from 2023; raisin grapes, $295.05, up 2.4% from 2023; and table grapes, $150.40, down 22.6% from 2023.

    District 13 (Madera, Fresno, Alpine, Mono, Inyo Counties; and Kings and Tulare Counties north of Nevada Avenue (Avenue 192)), had the largest share of the State’s crush at 895,439 tons. The average price per ton in District 13 was $338.67.

    Grapes produced in District 4 (Napa County) received the highest average price at $6,863.46 per ton, down 2.4% from 2023. District 3 (Sonoma and Marin counties) received the second highest average price at $2,888.22 per ton, down 3.1% from 2023.

    The 2024 Chardonnay average price of $1,041.66 was down 2.8% from 2023 and the Cabernet Sauvignon average price of $2,162.29 was up 1.8% from 2023. The 2024 average price for French Colombard was $305.83, down 4.0% from 2023, while the Pinot Noir average price was down 0.4% from 2023, at $1,694.62 per ton.

    Read the entire Grape Crush Report online HERE, and read a full analysis of the report in the upcoming March issue of American Vineyard Magazine.

  • Antonio Guzman Honored as Sonoma County’s Vineyard Employee of the Year

    In 1985, Antonio Guzman, following in his father’s footsteps, began working at Robert Young Vineyards. Fast forward forty years and Antonio is not only celebrating a milestone anniversary, he was also excited to learn he is Sonoma County’s Vineyard Employee of the Year.

    “He is such a talented employee and an even better person,” said Dan Rotlisberger, vineyard manager at Robert Young Vineyards. He added, “Antonio has been an invaluable part of our team for the past 40 years. His work ethic, attention to detail and leadership are respected by all. No matter the day or time, he is always there ready to help, often fixing things before they become an issue. Antonio is a great representative of this award.”

    Antonio and his contributions along with those of 48 other vineyard employees were honored at the seventh annual Fundación de la Voz de los Viñedos’ Employee Recognition Celebration for their talents, accomplishments, and leadership. The Employee Recognition Awards are considered one of the most prestigious awards in the winegrape industry. The employee of the year is selected by a panel of the foundation board members. Congressman Mike Thompson presented each of the honored workers with certificates and announced the employee of the year. He also addressed the crowd and shared his appreciation for the honorees and their families. He recognized the long tenure of the employees in the room calling attention to the unique and special relationships between the employers and employees.

    “Our wine industry could not exist without our vineyard workforce,” said Karissa Kruse, president and chief executive officer of the Sonoma County Winegrowers and executive director of the Fundación de la Voz de los Viñedos. She added, “We celebrate these important men and women and honor them on stage in front of their families, employers, elected officials, and leaders in Sonoma County.”

    Guzman, the Vineyard Employee of the Year, and his 2 brothers came to work for Robert Young in the mid 1980’s. He has resided in Geyserville on the Robert Young property for more than forty years. He and his wife, Rosa, have one daughter, Dianna, who is currently a student at Cal Poly Pomona. Antonio is currently leading the effort to install new irrigation and sprinkler systems in vineyards that Robert Young is replanting.

    After recognizing Antonio, both his brothers, Jose and Miguel “Calan,” were invited to join him on the stage with the Robert Young family. It was a special moment for everyone in attendance and, in particular, for the two families who have worked together for more than four decades.

    All employees working in Sonoma County agriculture for a vineyard owner, vineyard management company, or winery are eligible for the Employee Recognition awards. Employers nominate individuals each month throughout the year to recognize exceptional performance in a variety of areas including leadership, innovation, safety, frost protection, conservation, pruning, canopy management and harvest.

    The Employee Recognition Celebration pays tribute to the men and women who were recognized throughout 2024 as “Employees of the Month.” Throughout the year, the Fundación de la Voz de los Viñedos presents gift cards and recognition in the local community through advertisements, social posts and articles saluting the employees of the month and their success.

    The Fundación de la Voz de los Viñedos is the only non-profit in Sonoma County whose sole mission is to support vineyard employees and their families. It was first established in 2002 by local winegrape growers to help fund education workshops in Spanish. Relaunched in 2016, it expanded its focus to include improving the lives of Sonoma County’s agricultural employees and their families to ensure the region remains a place where they can continue to live, work and thrive. Following the devastating wildfires of 2017, 2019 and 2020, the organization established its Vineyard Employee Resiliency Fund, which has provided more than $2 million in support to more than 1,500 agricultural employees with temporary housing, rent support and gift cards to purchase household items, food and essential supplies. Today, the Foundation remains a committed employee resource but has focused its programming on initiatives that elevate the workforce including its nationally recognized Leadership Academy.

    Said Kruse, “I wish everyone could be here to witness the excitement There is so much joy and energy in the room as each employee is recognized on stage and the employee of the year is announced. This is what makes Sonoma County such a special place to live and work.”

    2024 Employees of the Month
    Each individual was honored at the seventh annual Fundación de la Voz de los Viñedos’ Employee Recognition Celebration on February 8, 2025.

    About the Sonoma County Fundación de la Voz de Los Viñedos:

    Originally called the Sonoma County Grape Growers Foundation (SCGGF), Sonoma County Fundación de la Voz de Los Viñedos was first established in 2002 as a 501(c)(3) organization to help fund educational workshops in Spanish for agricultural employees. Relaunched in January of 2016, the Fundación is focused on improving the lives of Sonoma County’s agricultural employees and their families, while ensuring Sonoma County remains a place where agricultural workers will continue to live, work, and thrive. In 2022, the first class of the Leadership Academy met to brainstorm names for the Foundation which would best represent them and the work they do. They selected Sonoma County Fundación de la Voz de Los Viñedos (Voice of the Vineyards). Since its relaunch in 2016, the Sonoma County Fundación de la Voz de Los Viñedos has continuously proven it has a unique model of outreach and support, recognizing and relying on the trusted relationship that farmers have with their employees. The Fundación is managed by the Sonoma County Winegrowers with a 16-member board of directors comprised of agricultural leaders, vineyard and winery owners, and Sonoma County community leaders.

  • Meat Institute Expands Legislative Affairs and Marketing Teams with New Hires

    The Meat Institute has announced the expansion of its legislative affairs and marketing teams with the addition of two new employees.

    Chris Chaffee joins the Meat Institute as Director of Legislative Affairs working with Vice President of Legislative Affairs Nathan Fretz advocating for the meat and poultry industry with members of congress and federal officials. Chaffee will also help manage the Meat Institute’s Political Action Committee, MeatPAC.

    “Chris Chaffee has extensive experience in advocacy, as well as serving in various roles across state and federal government,” said Meat Institute President and CEO Julie Anna Potts. “He will be an excellent representative of the industry with lawmakers and with the Trump Administration as we look to roll back burdensome regulations and address other concerns.”

    Previously, Chaffee led efforts to promote the leadership of American agriculture as Director of Industry Relations with the U.S. Farming and Ranching Foundation. Prior to that, he served as Associate Director of the White House Office of Public Liaison in the Trump Administration, where he led outreach to the food and agricultural community and coordinated policy communications across multiple federal agencies. In addition, Chaffee has served at the state government level, including for Iowa’s economic development agency and the governor of New Jersey. A Kansas City native, Chaffee graduated from the University of Kansas with a degree in finance and international business.

    Brian Peteritas has been hired as Marketing Manager for the Meat Institute to oversee the Institute’s email marketing and social media efforts with a focus on integrated marketing campaigns for events.

    “The Meat Institute is always looking for ways to share educational events and networking opportunities with our membership and beyond,” said Julie Anna Potts. “Brian’s expertise in digital marketing will help us to better promote the programming our generous sponsors provide for our members’ continuous improvement.”

    Peteritas has worked in the association world for nine years and was previously with the American Frozen Food Institute and the National Apartment Association. He earned his B.A. in Communications from Penn State University and also holds a Digital Marketing Professional certificate from the Digital Marketing Institute and the American Marketing Association. Brian resides in Fort Lauderdale, FL.

    About the Meat Institute
    The Meat Institute represents the full community of people and companies who make the majority of meat American families rely on every day. The Meat Institute’s hands-on regulatory and technical expertise, proactive advocacy, unique convening power, collaboration within and beyond animal agriculture, and sector-leading continuous improvement initiatives drive relationships and resources that ensure meat continues to be a vital, trusted pillar of healthy diets and thriving communities for generations to come. To learn more, visit: MeatInstitute.org.

  • 2025 American Honey Princess Hails from California

    The American Beekeeping Federation is proud to announce that Emilia Burnham was selected as the 2025 American Honey Princess at the American Beekeeping Federation Conference and Tradeshow in Reno, Nevada.  Emilia is the daughter of John and Pavlina Burnham of Murrieta, California.  She is a master’s student at the University of California, Riverside, where she is majoring in entomology.  Her studies focus on the honeybee microscopic fungal parasite Nosema ceranae.  Emilia is a fourth-generation beekeeper and has a strong interest in honeybee products and their benefits to mankind.  In her free time, she enjoys crocheting, ballroom dancing, baking, and spending time with loved ones.

    Prior to being selected as the American Honey Princess, Emilia served as the 2024 California Honey Queen.  In this role, she promoted the honey industry in a wide range of venues, including educational presentations and community events.

    As the American Honey Princess, Emilia will spend the next year promoting the beekeeping industry throughout the United States in a wide variety of venues, including fairs, festivals, schools, media interviews, and virtual presentations.  To schedule an appearance or presentation with American Honey Princess Emilia Burnham, please contact American Honey Queen Program Chairperson Anna Kettlewell at 414.545.5514 or honeyqueen99@hotmail.com.

  • New Farmer-Focused Survey Reveals Barriers to Sustainable Groundwater

    New Farmer-Focused Survey Reveals Barriers to Sustainable Groundwater

    Ten years after the historic passing of the Sustainable Groundwater Management Act, the results of a new survey conducted by a cross-campus collaboration fostered by CSU-WATER (Water Advocacy Toward Education and Research) reveals patterns in how much San Joaquin Valley farmers know about the act and obstacles they face in implementing it.

    As the groundwater conversations move to fee structures, demand reduction and land repurposing strategies, CSU-WATER’s survey reveals challenges that remain in outreach and trust-building relationships.

    The project was spearheaded by co-principal investigator Dr. Anita Chaudhry, a water economist at California State University, Chico. Chaudhry launched the survey in October 2023 spanning five counties: Madera, Fresno, Kings, Tulare and Kern. Data was collected over six months throughout 12 subbasins. The survey yielded 279 completed responses, all from farmers or farm managers.

    Among the highlights of the survey, most respondents (92%) had heard of the Sustainable Groundwater Management Act, but 32% had not attended a Sustainable Groundwater Management Act-related event. Although a majority (70%) believe participation in the act is important, respondents cited barriers to participation that included logistical reasons and not feeling represented by their Groundwater Sustainability Agency.

    When asked how well their interests were represented by their Groundwater Sustainability Agency, 32% of the respondents said poorly, while 26% said well-represented. Reasons include lack of trust between farmers and their agency as well as not receiving clear information.

    The survey also inquired about how farmers obtained information. Those operating inside irrigation districts rely more heavily on districts for information, but farmers in outlying areas rely more on neighbors and their community.

    “The biggest challenge in [the Sustainable Groundwater Management Act] has been the outreach and timing of information for small-scale growers and ranchers,” said Arshdeep Singh of Punjabi American Growers Group. “After meeting hundreds of farmers in the San Joaquin Valley over the past two years, I’ve seen how these gaps left many unprepared, leading to financial strain, reduced water access and uncertainty about their future. The CSU-WATER team’s survey, which we’ve been part of since day one, reflected these concerns. Despite the challenges, their work was commendable, providing valuable insights to improve future outreach efforts.”

    The act has been transformative in California’s water management, driving a shift toward responsible stewardship of groundwater resources. Local agencies are required to adopt groundwater sustainability plans with a goal for basins to reach sustainability within 20 years of implementing their plans.

    This CSU-WATER survey found that agencies need to focus on improved communication, building community trust and broader representation. The report found that agencies should think beyond a universal single-factor vulnerability to sustainability and instead consider factors such as: groundwater dependence, education and social networks. Overall, more granular knowledge is needed to understand the vulnerability and solution for farmers and communities.

    For a link to the full webinar and survey results: https://youtu.be/hf_XYbMx9UE?si=3mS3Jij7TS6H3IFA

    For more information, contact Steve Blumenshine at sblumens@mail.fresnostate.edu, or Anita Chaudhry at achaudhry@csuchico.edu.

    CSU-WATER, located at Fresno State, operates on a mission of advancing water research, scholarship and advocacy across the 23 CSU campuses. — By Soreath Hok, Fresno State

  • California Pork Producers Association Names New Executive Director

    The California Pork Producers Association (CPPA) announced the appointment of Mackenzie Bressler as the association’s new Executive Director, effective February 3, 2025. In her role, Bressler will lead CPPA’s efforts to support California’s pork producers and strengthen the state’s pork industry.

    Bressler brings a wealth of experience in communications, association management and outreach in California agriculture to CPPA. She most recently served as External Relations Director at Chico State’s College of Agriculture and previously served as a digital marketing manager at Farmers Communications Exchange.

    “Mackenzie brings the perfect combination of passion for California agriculture, experience with agricultural associations and communicating with diverse audiences to her role at California Pork Producers Association,” said Shelby Sopocy, swine facility manager at University of California, Davis, and CPPA president.

    A native of Colusa, California, Bressler’s interest in agriculture was sparked through her early involvement in 4-H and FFA. She earned a bachelor’s degree in agricultural communications at California Polytechnic State University-San Luis Obispo.

    “I’m excited for the opportunity to work with the entire California pork industry, representing and serving pork producers, collaborating with industry stakeholders and making connections with youth members and others about the important role pork plays in nutrition and the economy of our state,” said Bressler.

    CPPA was incorporated in the 1950s. In 2021, the executive director role was added to provide state-level leadership within California. The state is home to less than 1% of pork production, but its residents comprise about 13% of total U.S. pork consumption.

    About California Pork Producers Association
    The California Pork Producers Association (CPPA) is led by a board of directors elected by active membership with a focus on grassroots engagement, advocacy, outreach and education and product promotion. For more information, visit www.calpork.com or e-mail info@calpork.com.

  • Assistant Professor of Applied Viticulture Wanted

    The Department of Viticulture & Enology in the College of Agricultural and Environmental Sciences at UC Davis is recruiting an Assistant Professor with an emphasis in applied viticulture. This tenure-track Assistant Professor position has a majority appointment in the UC Agricultural Experiment Station at the Oakville Experimental Station in Napa Valley. The appointee will develop an externally funded viticulture research program to address the critical challenges facing the California wine grape industry.  Apply by March 15, 2025 HERE.

    POSITION OVERVIEW

    Salary range: The salary range for this position is $102,200 – $125,400 (annual). “Off-scale salaries” and other components of pay, i.e., a salary that is higher than the published system-wide salary at the designated rank and step, are offered when necessary to meet competitive conditions, qualifications, and experience.

    APPLICATION WINDOW

    Open date: December 31, 2024

    Next review date: Saturday, Mar 15, 2025 at 11:59pm (Pacific Time)
    Apply by this date to ensure full consideration by the committee.

    Final date: Thursday, May 15, 2025 at 11:59pm (Pacific Time)
    Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.

    POSITION DESCRIPTION

    Assistant Professor of Applied Viticulture

    The Department of Viticulture & Enology in the College of Agricultural and Environmental Sciences at the University of California, Davis is recruiting an Assistant Professor with an emphasis in applied viticulture. This is an academic year (9-month), tenure track Assistant Professor position with a majority appointment in the University of California Agricultural Experiment Station (AES). Faculty members who hold an AES appointment conduct research and outreach relevant to the AES mission.

    The appointee will be based at the Oakville Experimental Station in Napa Valley, one of the world’s premier winegrowing regions. [https://wineserver.ucdavis.edu/about/facilities/oakville-station] From here, the appointee will be expected to develop an externally-funded field research program focused on applied viticulture to address the critical challenges facing the California winegrape industry. The winegrape industry, a key agricultural sector in the state, faces increasing threats from water scarcity, labor shortages, wildfires, pests, diseases, and climate change. To help address these challenges, the appointee’s research shall focus on the development of innovative and sustainable cultural practices in wine grape vineyards. Potential areas of research could include the development of: (1) mechanized and automated vineyard management practices; (2) advanced technologies and decision-support tools for precision viticulture; (3) vineyard management practices designed to increase resilience to extreme climate conditions, (4) strategies which conserve soil and water; (5) novel viticultural practices which mitigate existing and emerging pest and disease threats; (6) strategies for improving grape and wine quality, focusing on flavor, aroma, and texture; and (7) evaluations of grapevine varieties and clones. Collaboration with colleagues in viticulture, enology, chemistry, genetics, breeding, microbiology, and agricultural engineering is expected to further expand the scope and impact of the research.

    Beyond research, the appointee will develop a robust outreach program dedicated to advancing winegrape production by engaging industry stakeholders, including commodity groups, winegrape commissions, regional technical groups, the ag-technology sector, and commercial grape growers. Outreach activities could include field days, workshops, and short courses in collaboration with farm advisors and practitioners. The Oakville Station will serve as a potential hub for industry engagement, providing a venue for professionals to learn about the latest innovations and participate in demonstration projects. Other outreach efforts might include producing industry-relevant publications and electronic resources to broaden access to research insights. This position is expected to collaborate with Cooperative Extension specialists and advisors, partners in allied industries, and other appropriate public stakeholders.

    The appointee will be responsible for teaching at least one undergraduate course per year. This would include developing a virtual version of VEN 003 (Introduction to Winemaking) to expand access to this foundational course, with opportunity to also teach in-person at the UC Davis Campus VEN 002 (Introduction to Viticulture). In addition to undergraduate instruction, the appointee is expected to contribute to graduate-level education by teaching in courses aligned with their expertise and research interests, such as VEN 216 (Sustainable Vineyard Development), VEN 217 (Field & GIS Evaluation of Soils), or VEN 291 (Advanced Viticulture). As part of their academic responsibilities, the appointee will provide mentorship to undergraduate students, including advising on research projects, internships, and academic pathways. The appointee is also expected to serve as an advisor to graduate students, guiding thesis and dissertation research, fostering professional development, and supporting students in their progression through the graduate program. Additionally, the individual will contribute to departmental and university service as part of their overall responsibilities.

    This recruitment is conducted at the assistant rank. The resulting hire will be at the assistant rank, regardless of the proposed appointee’s qualifications.

    Initial review of applications will be conducted using anonymized versions of the Statement of Research Accomplishments and Interests and the Statement of Contributions to Diversity, Equity, and Inclusion. Applications demonstrating sufficient potential based on this review will be advanced to full review

    The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. With this commitment, UC Davis conducts a reference check on all first-choice candidates for Academic Senate Assistant Professor, Steps 4, 5, or 6 through Professor, Assistant Professor of Teaching, Steps 4, 5, or 6 through Professor of Teaching, and Acting Professor of Law through Professor of Law positions. The reference check involves contacting the administration of the applicant’s previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UC Davis requires all applicants for any open search for these faculty positions to complete, sign, and upload the form entitled “Authorization to Release Information” into UC RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists considered for these faculty positions will be subject to reference checks.

    UC Davis supports Family-friendly recruitments. UC Davis covers travel expenses for a second person to accompany an invited faculty recruitment candidate who is a mother (or single parent of either gender) of a breast or bottle-feeding child less than two years of age.
    {http://academicaffairs.ucdavis.edu/programs/work-life/index.html}

    UC Davis recognizes the necessity of supporting faculty with efforts to integrate work, family and other work-life considerations. To recruit and retain the best faculty, the campus sponsors a Work Life
    Program that provides programs and services that support faculty as they strive to honor their commitments to work, home and community. [http://academicaffairs.ucdavis.edu/programs/worklife/index.html]

    The UC Davis Partner Opportunities Program (POP) and Capital Resource Network (CRN) are services designed to support departments and Deans’ offices in the recruitment and retention of outstanding faculty. For information about POP, please visit [https://academicaffairs.ucdavis.edu/partner-opportunities-program-pop]. For information about the CRN, please visit [https://academicaffairs.ucdavis.edu/capital-resource-network]. Please note eligibility for these programs may be based on policy and funding availability.

    We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals’ with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community. For the complete University of California nondiscrimination and affirmative action policy see: [http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct]

    As a university employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

    The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community [https://diversity.ucdavis.edu/principles-community] and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision our strategic plan:[https://diversity.ucdavis.edu/about/strategic-plan], “To Boldly Go,”[https://leadership.ucdavis.edu/strategic-plan] our Principles of Community, the Office of Academic Affairs’ Mission Statement[https://academicaffairs.ucdavis.edu/mission-statement] , and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. [https://regents.universityofcalifornia.edu/governance/policies/4400.html] UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution.[https://diversity.ucdavis.edu/hsi] The Office of Diversity, Equity, and Inclusion [https://diversity.ucdavis.edu/] offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) [https://health.ucdavis.edu/diversity-inclusion/] has outlined similar goals in their Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety. [https://www.ucdavis.edu/about]

    The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. [https://greenmetric.ui.ac.id/about/welcome] UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come. [https://climatechange.ucdavis.edu/]

    QUALIFICATIONS

    Basic qualifications (required at time of application)

    • Ph.D. or equivalent in viticulture, horticulture, plant science, crop science, agronomy, agricultural engineering, soil science, or a related field by the time of appointment.
    Preferred qualifications (other preferred, but not required, qualifications for the position)

    • Post doctoral experience preferred.
    • Evidence of leadership and organizational skills relevant to the development of a successful research, teaching, and outreach programs.
    • Evidence of scholarship during graduate and post-graduate activities.
    • Demonstrated ability or potential to obtain extramural support for research activities.
    • Interest, understanding, and commitment to contributing to diversity.
    • Demonstrated ability to contribute to diversity and inclusion of groups that are underrepresented in the academy through extension education, research, and/or service would be a plus. Statement of Contributions to Diversity, Equity, and Inclusion will be assessed by their general quality and the candidates’ awareness, contributions, and plans for future efforts related to diversity and inclusion.
    • Demonstrated ability or potential to develop and instruct undergraduate and graduate courses and to present information to scientific audiences.
    • Willingness and interest to advise undergraduates.
    • Demonstrated ability or potential and interest to mentor M.S. and Ph.D. students.
    • Evidence of communication skills and collegiality consistent with effective departmental, campus and professional citizenship.
    • Interest, understanding, and commitment to the objectives of a land-grant university and the Agricultural Experiment Station including mission-oriented research and a substantive outreach engagement programming.

    APPLICATION REQUIREMENTS

    Document requirements

    • Curriculum Vitae including publication list – Your most recently updated C.V.

    • Cover Letter (Optional)

    • Statement of Research Accomplishments and Future Research Plans Relevant to Applied Viticulture

    • Statement of Teaching Accomplishments and Philosophy

    • Statement of Contributions to Diversity, Equity, and Inclusion – Contributions to diversity, equity, and inclusion documented in the application file will be used to evaluate applicants. Visit https://academicaffairs.ucdavis.edu/faculty-equity-and-inclusion for guidelines about writing a statement and why one is requested.

    • Authorization to Release Form – A reference check will be completed only if you are
      selected as the first choice candidate. Download, complete, sign, and upload the form: https://recruit.ucdavis.edu/shortcuts/authorization_release_form

    • Transcripts-ifapplicable – You may include Transcripts if you are within five years
      of receiving your Ph.D. degree
      (Optional)

    • Publication #1

    • Publication #2 (Optional)

    • Publication #3 (Optional)

    Reference requirements
    • 4 required (contact information only)

    Apply link: https://recruit.ucdavis.edu/JPF06900

    Help contact: ansjacobs@ucdavis.edu

    ABOUT UC DAVIS

    As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

    To implement this process, UC Davis requires all applicants for any open search to complete, sign, and upload the form entitled, “Authorization to Release Information” into UC RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration.

    UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).

    We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.

    The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC nondiscrimination policy.

    For the University of California’s Affirmative Action Policy, please visit: https://policy.ucop.edu/doc/4010393/PPSM-20

    For the University of California’s Anti-Discrimination Policy, please visit: http://policy.ucop.edu/doc/1001004/Anti-Discrimination

    Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify

    The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision, our strategic plan: “To Boldly Go,” our Principles of Community, the Office of Academic Affairs’ Mission Statement, and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution. The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their “Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.

    The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.

    As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.