Equal Employment Opportunity2006

KMUW

Equal Employment Opportunity 2006
EQUAL EMPLOYMENT OPPORTUNITY ANNUAL PUBLIC FILE REPORT KMUW-FM WICHITA PUBLIC RADIO Wichita State University, licensee February 1, 2006 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 1^st). 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 25, 2005 and January 24, 2006. KMUW will complete at least four initiatives by the end of the two-year reporting period (January 25, 2005 – January 24, 2007). 1. List of full-time vacancies identified by job title (January 25, 2005 – January 24, 2006). NONE 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. While there was no need to use recruitment sources during this time period, we would use, at a minimum, the following sources: 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. N/A 4a. Data reflecting the total number of persons interviewed for each vacancy identified in section 1. N/A 4b. Total number of interviewees referred by each recruitment source identified in section 3. N/A 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 K-State Intern/Job Fair on March 10, 2005 at Kansas State University in Manhattan, Kansas. 2. KMUW participated in the Wichita State University Career Fair on March 15-16, 2005 at WSU in Wichita, Kansas. 3. KMUW will participate in the Wichita State University Career Fair on March 1, 2006. 4. KMUW will participate in the Kansas Association of Broadcasters Career Fair/Student Seminar in April 2006. 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 15-16, 2005. In the weeks preceding the Fair, KMUW produced and broadcast on-air announcements to promote the event. Articles were printed in KMUW's March 2005 newsletter and posted to the station's web site. KMUW staff members assisted with the planning, logistics and execution of the Fair. KMUW will also co-sponsor the WSU Career Fair in March 2006. C. Participation in general outreach effort through job banks or Internet programs. Although KMUW has not conducted any searches for Full-time vacancies so far in this two-year reporting period, for any such vacancies KMUW will post notices to a variety of job banks and Internet web sites, including the HR Partners site mentioned in previous Annual EEO Reports. 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 25, 2005 and January 24, 2006, KMUW typically posts vacancy notices in 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.

Equal Employment Opportunity 2006

EQUAL EMPLOYMENT OPPORTUNITY

ANNUAL PUBLIC FILE REPORT

KMUW-FM WICHITA PUBLIC RADIO

Wichita State University, licensee

February 1, 2006

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 1^st).

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 25, 2005 and January 24, 2006. KMUW will complete at least four initiatives by the end of the two-year reporting period (January 25, 2005 – January 24, 2007).

1. List of full-time vacancies identified by job title (January 25, 2005 – January 24, 2006).

NONE

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.

While there was no need to use recruitment sources during this time period, we would use, at a minimum, the following sources:

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.

N/A

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

N/A

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

N/A

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 K-State Intern/Job Fair on March 10, 2005 at Kansas State University in Manhattan, Kansas.

2. KMUW participated in the Wichita State University Career Fair on March 15-16, 2005 at WSU in Wichita, Kansas.

3. KMUW will participate in the Wichita State University Career Fair on March 1, 2006.

4. KMUW will participate in the Kansas Association of Broadcasters Career Fair/Student Seminar in April 2006.

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 15-16, 2005. In the weeks preceding the Fair, KMUW produced and broadcast on-air announcements to promote the event. Articles were printed in KMUW's March 2005 newsletter and posted to the station's web site. KMUW staff members assisted with the planning, logistics and execution of the Fair. KMUW will also co-sponsor the WSU Career Fair in March 2006.

C. Participation in general outreach effort through job banks or Internet programs.

Although KMUW has not conducted any searches for Full-time vacancies so far in this two-year reporting period, for any such vacancies KMUW will post notices to a variety of job banks and Internet web sites, including the HR Partners site mentioned in previous Annual EEO Reports.

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 25, 2005 and January 24, 2006, KMUW typically posts vacancy notices in 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.