To make this policy effective, and to ensure conformance with the requirements of the FCC, we have adopted an equal opportunity program, as described within.
Job Vacancy Information
KFSN-TV as an equal opportunity employer is committed to meeting and surpassing the Station's EEO information dissemination obligations. All full-time and part-time job vacancies are posted with several sources including national and local minority organizations, schools and newspapers. The Station's list of recruitment sources has been updated and was used for every full-time vacancy (See Attachment A), arising after the effective date of the new EEO rules.
The Station will continue to actively seek out new recruitment sources. The Station encourages organizations (See Attachments B-1 and B-2) that distribute employment information or refer prospective candidates, to contact us so that the organization may be placed on our mailing list to receive notification of future vacancies.
Record Keeping
In compliance with EEO record keeping, KFSN-TV creates a file for each position to be filled. To this end, the file contains copies of the job listings for all sources used to recruit candidates for job openings. The Station's procedures require approval by the Station's Business Manager and applicable Department Head, prior to extending a job offer. In addition to the creation of files for each position, the Station has documented the supplemental outreach initiatives listed in the Commission's "menu."
Supplemental Recruitment Measures
The Station has historically participated in the supplemental recruitment measures listed in the "Commission's Menu" of initiatives. In fact, during the past twelve months, the Station has:
1. Participation in other activities that the licensee had designed to further the goal of disseminating information about employment opportunities in broadcasting to job candidates who might otherwise no know of them.
KFSN sponsored a program at the Fresno Fair, during October 2006, to increase public awareness of employment opportunities in the broadcasting industry. The following station personnel participated in the event: Veronica Bedolla, Gregory Baker, Susan Blaze, Jody Bolanos, Timothy Cooley, Diane Hernandez, Rose Greene and Courtney Hufnagle.
2. Establishment of an internship designed to assist members of the community to acquire skills need for broadcast employment.
KFSN-TV operates a News Internship Program designed to assist qualified students in acquiring skills needed for employment in the broadcast industry, while allowing the student to gain school credit. Typically a News Intern works at the Station for 3-4 months, depending on the length of the school semester.
The Station notifying area colleges/universities about Internship openings and from student-initiated contacts recruits interns. The goal of the Internship Programs is to expose students to the "real-life" world of the field they are pursuing. The News Department utilizes established guidelines to create a program specific to the department. The Station strives to teach interns how the world of News Production works, and provide them with valuable experience to facilitate the pursuit of a career in broadcasting. An Intern's duties range from assisting on the assignment desk to providing research for breaking news stories. In the last twelve months, the station has had sixe news interns participate in the program. The interns come from academic institutions such as Texas State University, California State University Stanislaus, University of Southern California, California State University Fresno and Fresno City College.
3. Training Programs designed to enable station personnel to acquire skills that could qualify them for a higher-level position.
The Station participates in the ABC, Inc Minority Sales Training Program. The purpose of the Training Program is to seek out individuals who have demonstrated through previous work experience that they have the aptitude, the knowledge and the ambition to be an account executive for a major or mid-market television Station. This Program actively seeks out minority applicants in an effort to gradually increase the number of qualified minority candidates for positions in the television industry and, eventually, television sales management. Since this program's initiation, the station has promoted its sales trainee to a Marketing Specialist position. The station will re-evaluate its participation in the sales trainee program over the next few months.
4. Listing each upper-level opening in a job bank or newsletter of a media trade group with a broad based membership that includes women and minorities.
i. The station listed the position of News Director, a Director level position, in the following Media trade publications: TV Jobs.Com and The Disney Jobs Portal, during the month of August, 2006.
Positions Filled Since August 1, 2005, the Station has filled fifteen (15) full time positions.
The first position, Local Sales Manager, was filled on July 31, 2006. On May 2, 2006, notice of the job vacancy was submitted to the Disney Job Listing, which is a company wide weekly job newsletter and the Station mailing list (see Attachments A, B and C for names and addresses). Two candidates applied and each candidate was interviewed. (See Exhibit D1).
The second position, Assignment Editor /Associated Producer position, was filled on September 1, 2006. On July 21, 2006, notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and addresses). Four candidates applied and two were interviewed. The Station received resumes from two referral sources (See Exhibit D2) and selected a candidate that had responded from word of mouth.
The third position, Anchor Reporter, was filled on October 16, 2006. On July 2, 2006, notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Ninety four candidates applied for the position and one was interviewed; the Station received resumes from fourteen referral sources (See Attachment D-3), and the selected candidate came from the Disney Job's posting source.
The fourth position, Internet Marketing Specialist, was filled on September 11, 2006. On August 10, 2006, notice of the job vacancy was submitted to ABC Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Eleven candidates applied for the position and three were interviewed. The Station received resumes from four referral sources (See Attachment D-4), and the selected candidate came from word of mouth.
The fifth position, Accounting Associate, was not filled. On August 10 2006, notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Eleven candidates applied for the position and three were interviewed. The Station received resumes from five referral sources (See Attachment D-5) - The employee elected to not vacate the position.
The sixth position, News Director, was filled September 24, 2006. On August 16, 2006 notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Eighteen candidates applied for the position and five were interviewed. The Station received resumes from five referral sources (See Attachment D-6) and the selected candidate was referred by the Disney Employee Posting Board.
The seventh position, Webmaster, was filled September 18, 2006. On August 23, 2006, notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Six candidates applied for the position and two were interviewed. The Station received resumes from four referral sources (See Attachment D-7) and the selected candidate was referred by ACT-1.
The eighth position, Operations Technician, was filled on May 14, 2007. On
October 17, 2006, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Twenty-seven candidates applied for the position and three were interviewed. The Station received resumes from three referral sources (See Attachment D-8) and the selected candidate was referred by The Fresno Bee.
The ninth position, Internet Marketing Specialist, was filled on January 28, 2007. On October 18, 2006, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Thirteen candidates applied for the position and six were interviewed. The Station received resumes from six referral sources (See Attachment D-9) and an internal candidate was promoted.
The tenth position, News Reporter, was filled on June 25, 2007. On November 10, 2006, notice of the job vacancy was submitted to Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Sixty-four candidates applied for the position and three were interviewed. The Station received resumes from eleven referral sources (See Attachment D-10) with the selected candidate referred by Talent Dynamics.
The eleventh position, News Producer, was filled on March 5, 2007. On January 1, 2007, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Four candidates applied for the position and two were interviewed. The Station received resumes from four referral sources (See Attachment D-11) the selected candidate was referred by the Disney Job Listing.
The twelfth position, News Reporter, was filled on February 19, 2007. On
January 11, 2007, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Thirty-six candidates applied for the position and two were interviewed. The Station received resumes from eleven referral sources (See Attachment D-12) an internal candidate was referred by the Fresno Bee.
The thirteenth position, Graphic Artist, was filled on July 9, 2007. On
January 30, 2007, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Thirteen candidates applied for the position and two were interviewed. The Station received resumes from three referral sources (See Attachment D-13) an internal candidate was referred by the ABC30 website.
The fourteenth position, News Producer, was filled on March 5, 2007. On
February 20, 2007, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Seven candidates applied for the position and three were interviewed. The Station received resumes from six referral sources (See Attachment D-14) an internal candidate was referred the Disney Job Listing
The fifteenth position, News Producer, was filled on July 24, 2006. On
June 29, 2006, notice of the job vacancy was submitted to the Disney Job Listing and the Station's mailing list (See Attachments A, B and C for names and Addresses). Five candidates applied for the position and three were interviewed. The Station received resumes from three referral sources (See Attachment D-15) an internal candidate was promoted.
Recruitment Sources-General
In an effort to reach a broad spectrum of the population, KFSN-TV uses various sources in its recruitment efforts. In addition to local and national print journals, the Station also has its recruitment ads placed on the Web pages of major print journals, such as Broadcast & Cable.
In addition to the print media, KFSN-TV continuously receives referrals of job applicants from other sources, including educational institutions (See Attachment C), word-of-mouth, talent agents, temporary employees and persons submitting resumes to the Station.
Recruitment Sources-Hire and Interviewee
Since August 1, 2006, KFSN-TV has solicited and received numerous resumes for job openings at the Station from a variety of national, local and educational (See Attachment D1- D15) sources. With this in mind, the Station has been able to effectively interview and hire qualified minority job applicants.
Since KFSN-TV's management is committed to recruiting qualified minorities, the Station will regularly assess and improve its recruitment methods by analyzing the effectiveness of its strategies, and amending them as needed.
