1. STATE OF CALIFORNIA – DEPARTMENT OF PERSONNEL ADMINISTRATION
INDIVIDUAL DEVELOPMENT PLAN
FOR FURTHER JOB PERFORMANCE OF PERMANENT EMPLOYEES
STD. 637 (REV. 7-94c)
EMPLOYEE NAME (Last, First, Middle Initial)
Uber, Amy, J.
DATE OF THIS PERFORMANCE DISCUSSION
CIVIL SERVICE TITLE
Senior Agricultural Economist
POSITION NUMBER
018-331-0186-010
LAST PERFORMANCE DISCUSSION DATE
April 3, 2015
STATE DEPARTMENT NAME
California Department of Food and Agriculture
DEPARTMENT SUBDIVISION
Marketing Services/Marketing Br.
EMPLOYEE’S HEADQUARTERS
Sacramento
PERFORMANCE OBJECTIVES – Goals for further improvements
in job performance during the next year in order to meet or exceed
standards for the employee’s present job or to develop employee
skills.
Program Knowledge and Expertise
1. Working knowledge of the Marketing Act and Bagley
Keene Open Meeting Act (Year 2 of 2)
A. This was on my IDP last year as a two-year process.
2. Improve government process knowledge
Leadership Skills
3. Improve communication/leadership skills
Knowledge to Improve Service to Programs
4. Learn about federal programs for better understanding of
program association and concern
Maintain Graduate Skills in Economics
5. Analyze economic data to assure accord with policy and
legislation
PLANS FOR ACHIEVING OBJECTIVES – Specific methods by
which the employee can work toward accomplishing his or her
performance objectives (in-service training courses, college courses,
rotation, special work assignments for training purposes, etc.)
The Branch will continue to find ways to assist its economists in
improving knowledge of the various State laws and their applicability
to the Branch, Department and our marketing programs.
As you gain experience in the Branch and take on some of the most
complex programs, you will interact to a greater extent with other parts
of the Department and with the Executive Office. Learning by doing is
the best way of learning the processes of government. Also, as classes
become available (e.g., the upcoming Contracts and Grants Class,
Budgeting 101 and Budget Change Proposals class) I encourage you to
sign up.
You are gaining valuable experience in leadership and mentoring with
the two new economists that joined the Branch. Also, CPS offers a
couple of communication and E-communication classes I encourage
you to sign up for any of those classes that you are interested in.
In the Ag Economist Library Directory, there is a sub-directory called
“Federal Marketing Orders – Nationwide”. Within that sub-directory,
there are several resource documents regarding USDA’s MOAB Unit.
I HAVE PARTICIPATED IN A DISCUSSION OF OVER-ALL JOB PERFORMANCE
EMPLOYEE’S SIGNATURE DATE SIGNED

SUPERVISOR’S SIGNATURE DATE SIGNED

(Over)

2. STATE OF CALIFORNIA – DEPARTMENT OF PERSONNEL ADMINISTRATION
PERFORMANCE APPRAISAL SUMMARY
OF PAST JOB PERFORMANCE OF PERMANENT EMPLOYEES
STD. 637 (REV. 7-94c)
PERFORMANCE FACTORS I M E* COMMENTS
1. QUALITY OF WORK: Consider the extent to which completed work is
accurate, neat, well-organized, thorough, and effective.

Ms. Uber more than meets expectations regarding the
quality of her work product. It is apparent from her work
that she puts much thought and analysis into the task at
hand.
2. QUANTITY OF WORK: Consider the extent to which the amount of work
produced compares to quality standards for the job.

Amy consistently exceeds expectations regarding her
responsibilities in the Branch. She completes work ahead
of schedule and is always looking for ways to add value.
She looks for opportunities to expand her knowledge and
skills by taking on new challenges.
3. WORK HABITS: Consider the employee’s effectiveness in organizing and
using work tools and time, in caring for equipment and materials, in
following good practices of vehicle and personal safety, etc.

Amy is well organized, never procrastinates, and is
diligent in implementing Branch and Department policies
and procedures.
4. RELATIONSHIPS WITH PEOPLE: Consider the extent to which the
employee recognizes the needs and desires of other people, treats others
with respect and courtesy, and inspires their respect and confidence, etc.

Amy’s level of enthusiasm for the work she does is
contagious, raising the energy level of the entire staff.
Her openness and willingness to share her experiences
during staff meetings is appreciated by all.
5. TAKING ACTION INDEPENDENTLY: Consider the extent to which the
employee shows initiative in making work improvements, identifying and
correcting errors, initiating work activities, etc.

Amy is a self-starter. When she sees a task that needs to
be done, she dives in. Her unbounded industry has
resulted in the Branch quickly achieving goals and
objectives.
6. MEETING WORK COMMITMENTS: Consider the extent to which the
employee completes work assignments, meets deadlines, follows
established policies and procedures, etc.

Ms. Uber’s level of productivity is outstanding. The
depth of her analysis is evident whether it regards
evaluating advertising claims, contracts with service
providers, or developing training plans and resources for
staff.
7. ANALYZING SITUATIONS AND MATERIALS: Consider the extent to
which the employee applies consistently good judgment in analyzing work
situations and materials, and in drawing sound conclusions.

As stated above, Amy fully engages regarding not only
her work assignments but in process improvements and
documentation that will assist her coworkers in
completing similar tasks,
8. SUPERVISING THE WORK OF OTHERS: Consider the employee’s
effectiveness in planning and controlling work activities, motivating and
developing subordinates, improving work methods and results,
encouraging and supporting employee suggestions for work improvement,
applying policies selecting and developing subordinates in accordance with
State Personnel Board and departmental affirmative action policies.
N/A
9. PERSONNEL MANAGEMENT PRACTICES: Consider the extent to
which the employee understands and applies good personnel
management practices including affirmative action and upward mobility.
Does the employee contribute effectively to the implementation of State
Personnel Board and departmental equal employment opportunity policies
and to the attainment of affirmative action goals?
N/A
GENERAL COMMENTS OR COMMENTS ON OTHER FACTORS
Ms. Uber is to be especially commended this year for developing a comprehensive training plan and set of resource binders for our two new
economists. This was a massive undertaking that she identified as a need based on her experience when she joined the Branch in 2013. Having a
well structured training plan for our two new economist resulting in the new staff being able to take on responsibilities much quicker than would
have been the case under the old training system, which was more of a “dive in and figure out how to swim” approach.
Amy is a natural leader which is manifest by the team building she has facilitated within the Branch and in Department-wide projects over the past
three years.
*The supervisor may make “comments” only, or may use rating categories only, or may use either or both methods of appraisal in any performance factor, as he or she prefers. The rating categories are:
I - Improvement needed for performance to meet expected standards
M - Performance fully meets expected standards
E - Performance consistently exceeds expected standards

3. State of California
Memorandum
To: Amy Uber, Senior Ag. Economist
Marketing Branch
Date:
Place:
Phone:
April 19, 2016
Sacramento
(916) 900-5179
From: Department of Food and Agriculture - Robert Maxie, Marketing Branch Chief
Division of Marketing Services
Subject: Attachment to 2015 IDP
During 2015, you accomplished several projects deserving of mention in your
performance evaluation. These include:
 Completion of the Department’s Executive Leadership Program. Part of the
Program included preparation and presentation of a team project report. Your
Team’s project dealt with plum marketing standards and the potential for food
waste reduction. You served as Team leader and were instrumental in the
preparation of the report. The report received recognition and praise from the
Department’s Executive Office.
 You were asked to speak at the annual Tree and Vine Expo on behalf of the cling
peach industry and CDFA. The Branch benefits from your willingness to speak to
outside groups regarding the Branch, Department and our oversight role.
 You provided ongoing mentoring to three ag. students during the year, The
Secretary and the Chair of the Food and Agriculture Board of Directors identified
the critical need to recruit our youth into careers in agriculture. Your efforts to
mentor students is commendable.
 The procedures you developed for conducting an annual review of nutritional
claims made by the Dairy Council of California set an example to be followed by
the other economists within the Branch. The review identified content of the
Council’s work product that needed revision to ensure a quality product. The
improvements were appreciated by the Council who requested that the annual
review be continued even though the expectations regarding such reviews has
been lifted with the adoption of the Department’s Advertising and Communication
Guidelines.
 As mentioned on the IDP form, the Training Program you designed for new ag.
economists has significantly reduced the time required to prepare new economists
to independently oversee marketing programs.

4. Amy Uber
April 19, 2016
Page Two
I am confident that you will continue to exceed expectations as you oversee marketing
programs this year. Your desire to take on projects in addition to your regular job
responsibilities provides you with valuable experience and greatly contributes to the
accomplishments of the Branch.
Keep up the good work!