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EQUAL EMPLOYMENT OPPORTUNITY ANNUAL PUBLIC FILE REPORT KMUW-FM WICHITA PUBLIC RADIO Wichita State University, licensee February 1, 2008 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). 1. List of full-time vacancies identified by job title (January 25, 2007 – January 24, 2008). A. Development Director 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. Development Director See attached KMUW Recruitment List, Development Director – 2007 3. List of recruitment sources which referred the people hired for vacancies identified in section 1. A. Development Director HR Partners online employment listing; KMUW Website listing 4a. Data reflecting the total number of persons interviewed for each vacancy identified in section 1. A. Development Director Four persons were interviewed for this position 4b. Total number of interviewees referred by each recruitment source identified in section 3. A. Development Director HR Partners Website – 2 KMUW Website – 2 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 February 28, 2007. 2. KMUW participated in the K-State Intern/Job Fair on March 8, 2007. 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 Fairs on September 19, 2007. In the weeks preceding the Fair, KMUW produced and broadcast on-air announcements to promote the event. Articles were printed in KMUW’s monthly newsletters 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. Search processes for KMUW full-time vacancies included posting of notices to a variety of job banks and Internet web sites, including the HR Partners site mentioned above, as well as a variety of sites noted in the attached recruitment list (see Section 2). 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. For the upper-level vacancy recruitment efforts in this reporting period, KMUW posted vacancy notices in Current newspaper (a trade publication for the Public Broadcasting industry) and listed them on the online job banks of Current, the Kansas Association of Broadcasters, National Public Radio, the Corporation for Public Broadcasting, Career Builder.com, the National Association of Hispanic Journalists, American Women in Radio & TV, the National Diversity Newspaper Job Bank, the National Lesbian and Gay Journalists Association, the Development Exchange and Public Radio Association of Development Officers. 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. |
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