EQUAL EMPLOYMENT OPPORTUNITY
ANNUAL PUBLIC FILE REPORT
KMUW-FM WICHITA PUBLIC RADIO
Wichita State University, licensee

February 1, 2005

In November 2002, the Federal Communications Commission (FCC) adopted new rules and policies to a) establish Equal Employment Opportunity (EEO) programs; b) provide vacancy notices to recruitment sources, and; c) undertake additional outreach measures as a part of filling job vacancies. These new rules became effective March 10, 2003.

To document its EEO efforts, KMUW is required to place an annual EEO report in the station's local public file and post the report to the station's website, on the station's broadcast license renewal filing anniversary date (February 1st).

Note: Item 5 below describes KMUW's efforts to fulfill the outreach component of the FCC's rules. Because KMUW has more than ten full-time employees, and is located in a metropolitan area with a population of greater that 250,000 persons, the station is required to complete at least four initiatives within a two-year period, from a list of 16 defined by the FCC. This list of completed initiatives represents KMUW's compliance effort between January 29, 2004 and January 24, 2005.

1. List of full-time vacancies identified by job title (January 22, 2004 – January 24, 2005).

A. Administrative Assistant – filled September 12, 2004.

2. List of recruitment sources used in filling each vacancy identified in section 1, including separate identification of recruitment organizations which have specifically requested to be notified of vacancies.

A. Administrative Assistant
HR Partners online employment listing; Vacancy Notice posted at WSU Office of Human Resources (OHR); Vacancy Notice posted at KMUW office/studio; State of Kansas online employment listing; WSU OHR 24-hour telephone jobline

3. List of recruitment sources which referred the people hired for vacancies identified in section 1.

A. Administrative Assistant
HR Partners online employment listing

4a. Data reflecting the total number of persons interviewed for each vacancy identified in section 1.

A. Administrative Assistant
Two persons were interviewed for this vacancy; a third individual withdrew from consideration immediately prior to a scheduled interview

4b. Total number of interviewees referred by each recruitment source identified in section 3.

A. Administrative Assistant
(some candidates indicated more than one recruitment source)

HR Partners online employment listing – 3
Word-of-mouth contact – 1

5. List and brief description of recruitment initiatives

A. Participation in four job fairs by station personnel with hiring responsibilities.
1. KMUW participated in the Wichita State University Career Fair on March 9-10, 2004 at WSU in Wichita, Kansas.
2. KMUW participated in the Kansas Association of Broadcasters Career Fair/Student Seminar on April 5, 2004 in Overland Park, Kansas.
3. KMUW participated in the Wichita State University Career Fair on September 28-29, 2004 at WSU in Wichita, Kansas.

B. Co-sponsoring at least one job fair with an organization in the community whose membership includes substantial participation of women and minorities.
KMUW co-sponsored the Wichita State University Career Fair on March 9-10, 2004. In the weeks preceding the Fair, KMUW produced and broadcast on-air announcements to promote the event. Articles were printed in KMUW's March 2004 newsletter and posted to the station's web site. KMUW staff members assisted with the planning, logistics and execution of the Fair.

C. Participation in general outreach effort through job banks or Internet programs.
Full-time vacancies at KMUW are posted to a variety of job banks and Internet web sites. The job bank and Internet sources used in recruitment are identified in Section 2 above. The station had only one vacancy between January 29, 2004 and January 24, 2005. The vacancy was listed on the free online employment service of HR Partners, a group of Kansas county and city governments which collaborates to provide job listings and application information. HR Partners came about through Sedgwick County's eGovernment initiative, and represents a significant breakthrough in the area of local government employment recruiting and application management. This website (www.hrepartners.com) allows departments to post and maintain job openings, inform applicants of benefits, and produce lists of job applicants for hiring committees. It also provides a single site for applicants to review job openings for multiple local entities, enter application information, attach resume data and link their application to multiple job openings across the various agencies. The website won an Award of Distinction in 2002 from the National Academy of Public Administration.

D. Listing of each upper-level opening in a job bank or newsletter of a media trade group with a broad-based membership, including participation of women and minorities.
Although there were no upper-level vacancies between January 29, 2004 and January 24, 2005, KMUW posts such notices Current newspaper, a trade publication for the Public Broadcasting industry, and lists them on the online job banks of Current, the Kansas Association of Broadcasters, National Public Radio, the Corporation for Public Broadcasting, Asian American Journalists Association, the National Association of Hispanic Journalists, the National Diversity Newspaper Job Bank, the National Lesbian and Gay Journalists Association, Journalism Jobs, the Society of Environmental Journalists and American Women in Radio and TV.

E. Provide training to management level personnel as to methods of ensuring equal employment opportunity and preventing discrimination.
Chairs of search committees for KMUW vacancies have been provided training and mentoring in the search process from Wichita State University's Office of Human Resources and Office of Equal Employment Opportunity. EEO policies, guidelines and reference materials are kept up-to-date. Search committee members are apprised of EEO policies regarding the search process, applicant materials, candidate interviews and procedures designed to prevent discrimination. Management level personnel have also attended additional workshops and seminars on related topics such as sexual harassment and diversity in the workplace.