WEB SITE: ceplacernevada.ucdavis.edu ...Practical Information for Foothill Livestock Producers Dan Macon, Livestock and Natural Resources Advisor Placer—Nevada—Sutter—Yuba Counties JAN 2018 What’s Your Drought Plan? For many of us in the Sierra foothills and Sacramento Valley, December 2017 felt eerily similar to the winter of 2013-2014 (when we went nearly 60 days without rain). Here in Auburn, we measured just 0.88” of rain for the month, making it the third driest December in the 16 years I’ve kept records. While the 7+ inches we measured in November was enough to start and sustain our annual grasses, warmer-than-normal temperatures and lack of rain last month has depleted the moisture in the top 6 inches of our soil. As I drove south through the foothills during the holidays, conditions were even drier. We desperately need the rain forecasted for the end of this week! As the 2012-2015 drought emphasized for me, a written and dynamic drought plan is critical for any rangeland livestock operation (regardless of scale). A written plan helps remove (or at least reduce) the emotional response all of us have to stressful situations. A written drought plan can help lay out an objective course of action that protects rangeland and forage resources, maintains herd or flock genetics, and minimizes economic impacts. In our own sheep operation, we began discussing our drought plans as December’s prolonged dry spell progressed. I found that talking through our strategies was as important as the strategies themselves; more brain power, in this case, led to better solutions. As we discussed our options, we included information about forage production, economics and our production calendar – all of which helped refine and focus our plans. Our plan is a work in progress, but it does provide some parameters for making decisions going forward. We’ve tried to make it concise and objective. Our strategies are divided into proactive (or preparatory) steps and reactive (or response) steps. We’ve also incorporated critical dates by which we’ll make specific decisions depending on conditions. As we went through this planning process, I realized how important our record-keeping system is. In addition to tracking our financial and economic performance, we’ve long tracked a variety of production and climate data. For example, I’ve tracked daily The University of California, Division of Agriculture and Natural Resources (UC ANR) prohibits discrimination against or harass- ment of any person in any of its programs or activities on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy (which includes pregnan- cy, childbirth, and medical conditions related to pregnancy or childbirth), physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, status as a protected veteran or service in the uniformed services (as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994 [USERRA]), as well as state military and naval service. UC ANR policy prohibits retaliation against any employee or person in any of its programs or activities for bringing a com- plaint of discrimination or harassment. UC ANR policy also prohibits retaliation against a person who assists someone with a complaint of discrimination or harassment, or participates in any manner in an investigation or resolution of a complaint of discrimination or harassment. Retaliation includes threats, intimidation, reprisals, and/or adverse actions related to any of its programs or activities. UC ANR is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment and/or participation in any of its programs or activities without regard to race, color, religion, sex, national origin, disability, age or protected veteran status. University policy is intended to be consistent with the provisions of applicable State and Federal laws. Inquiries regarding the University’s equal employment oppor- tunity policies may be directed to: John I. Sims, Affirmative Action Compliance Officer and Title IX Officer, University of California, Agriculture and Natural Resources, 2801 Second Street, Davis, CA 95618, (530) 750- 1397. Email: [email protected]. Website: http://ucanr.edu/sites/anrstaff/Diversity/ Affirmative_Action/. Nevada County 255 So. Auburn Street (Veterans Memorial Bldg) Grass Valley, CA 95945 OFFICE 530-273-4563 FAX 530-273 4769 Email: [email protected]Days: Tuesday & Thursday Placer County 11477 E. Avenue (Bldg 306, DeWitt Center) Auburn, CA 95603 OFFICE 530-889-7385 FAX 530-889-7397 Email: [email protected]Days: Monday - Friday Hours: 8 - 5
7
Embed
JAN 2018 - UC Agriculture & Natural Resources · As the 2012-2015 drought emphasized for me, a written and dynamic drought plan is critical for any rangeland livestock operation (regardless
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
WEB SITE: ceplacernevada.ucdavis.edu
...Practical Information for Foothill Livestock Producers
Dan Macon, Livestock and Natural Resources Advisor
Placer—Nevada—Sutter—Yuba Counties
JAN 2018
What’s Your Drought Plan?
For many of us in the Sierra foothills and Sacramento Valley,
December 2017 felt eerily similar to the winter of 2013-2014
(when we went nearly 60 days without rain). Here in Auburn, we
measured just 0.88” of rain for the month, making it the third driest
December in the 16 years I’ve kept records. While the 7+ inches we
measured in November was enough to start and sustain our annual
grasses, warmer-than-normal temperatures and lack of rain last
month has depleted the moisture in the top 6 inches of our soil. As I
drove south through the foothills during the holidays, conditions
were even drier. We desperately need the rain forecasted for the
end of this week!
As the 2012-2015 drought emphasized for me, a written and
dynamic drought plan is critical for any rangeland livestock
operation (regardless of scale). A written plan helps remove (or at
least reduce) the emotional response all of us have to stressful
situations. A written drought plan can help lay out an objective
course of action that protects rangeland and forage resources,
maintains herd or flock genetics, and minimizes economic impacts.
In our own sheep operation, we began discussing our drought plans
as December’s prolonged dry spell progressed. I found that talking
through our strategies was as important as the strategies
themselves; more brain power, in this case, led to better solutions.
As we discussed our options, we included information about forage
production, economics and our production calendar – all of which
helped refine and focus our plans. Our plan is a work in progress,
but it does provide some parameters for making decisions going
forward. We’ve tried to make it concise and objective. Our strategies
are divided into proactive (or preparatory) steps and reactive (or
response) steps. We’ve also incorporated critical dates by which
we’ll make specific decisions depending on conditions.
As we went through this planning process, I realized how important
our record-keeping system is. In addition to tracking our financial
and economic performance, we’ve long tracked a variety of
production and climate data. For example, I’ve tracked daily
The University of California, Division of Agriculture and Natural
Resources (UC ANR) prohibits discrimination against or harass-
ment of any person in any of its programs or activities on the
basis of race, color, national origin, religion, sex, gender, gender
expression, gender identity, pregnancy (which includes pregnan-
cy, childbirth, and medical conditions related to pregnancy or
childbirth), physical or mental disability, medical condition
(cancer-related or genetic characteristics), genetic information
(including family medical history), ancestry, marital status, age,
sexual orientation, citizenship, status as a protected veteran or
service in the uniformed services (as defined by the Uniformed
Services Employment and Reemployment Rights Act of 1994
[USERRA]), as well as state military and naval service.
UC ANR policy prohibits retaliation against any employee or
person in any of its programs or activities for bringing a com-
plaint of discrimination or harassment. UC ANR policy also
prohibits retaliation against a person who assists someone with
a complaint of discrimination or harassment, or participates in
any manner in an investigation or resolution of a complaint of
discrimination or harassment. Retaliation includes threats,
intimidation, reprisals, and/or adverse actions related to any of
its programs or activities.
UC ANR is an Equal Opportunity/Affirmative Action Employer. All
qualified applicants will receive consideration for employment
and/or participation in any of its programs or activities without
regard to race, color, religion, sex, national origin, disability, age
or protected veteran status.
University policy is intended to be consistent with the provisions
of applicable State and Federal laws.
Inquiries regarding the University’s equal employment oppor-
tunity policies may be directed to: John I. Sims, Affirmative
Action Compliance Officer and Title IX Officer, University of
California, Agriculture and Natural Resources, 2801 Second