EEO Public File Report
(April 1, 2015 through March 31, 2016)
This EEO Public File Report is filed in WCTL-FM’s public inspection file pursuant to Section 73.2080(c)(6) of the Federal Communications Commission’s (“FCC”) rules.
With the hiring of the Station’s fifth full-time employee on August 29, 2005, the Station became subject to the FCC’s EEO tracking and documentation requirements. As a religious radio broadcaster, the Station requires all employees to have religious belief or affiliation as a qualification for employment. The Station does not discriminate on the basis of race, color, national origin or gender from among those that share our traditional Christian beliefs. There were no additional full-time hires during the reporting period.
The following section describes Outreach Initiatives the Station engaged in during the annual reporting period:
Participation in events sponsored by organizations representing groups present in the community interested in broadcast employment issues, including conventions, career days, workshops, and similar activities and/or participation in other activities designed by the station employment unit reasonably calculated to further the goal of disseminating information as to employment opportunities in broadcasting to job candidates who might otherwise be unaware of such opportunities.
None during the reporting period.
Establishment of an internship program designed to assist members of the community to acquire skills needed for broadcast employment.
We have an ongoing internship program that affords interested students the opportunity to work in programming, promotions, production, and other areas. The internships generally last several months.
In addition, we always accommodate job shadowing requests and invite interested students to visit and shadow our personnel and learn about the broadcasting industry through observation and questioning.
Establishment of training programs designed to enable station personnel to acquire skills that could qualify them for higher level positions.
We have an ongoing effort to teach and train our air, sales and administrative staff members:
Sales meetings are held regularly to assist account representatives with personal and professional growth. The meeting days and times vary to accommodate the schedules of the staff, consultant and clients. Present are the General Manager, Account Executive and an outside consultant from Natalie Media.
Staff meetings are held weekly to inform the on-air staff and assist them in becoming more effective communicators. Upcoming activities and promotional events are also addressed. The meetings are held every Monday at 10:00 a.m. Present are the General Manager, Production Director, Account Executive, Promotions Director/Events Coordinator, and Accountant/Traffic Director. Board members and other part-time staff are occasionally present at the meetings as well.
Sponsorship of events in the community designed to inform and educate members of the public as to employment opportunities in broadcasting.
Throughout the year we offer station tours to groups and individuals, designed to inform and educate members of the public as to employment opportunities and basic operations related to broadcasting. In every tour we speak with attendees (individuals, groups, students) and explain employment, internship and the operations at the radio station. We also field questions covering a broad range of topics.
August 10, 2015
The General Manager gave a tour to 1 adult and 1 child, explaining various aspects of radio broadcasting and responding to inquiries.
October 2, 2015
The Production Director gave a tour to 1 adult and 2 children, explaining various aspects of radio broadcasting and responding to inquiries.
December 9, 2015
The Production Director gave a tour to 1 adult and 1 child, explaining various aspects of radio broadcasting and responding to inquiries.
Provision of training to management level personnel as to methods of ensuring equal employment opportunity and preventing discrimination.
March 31, 2016
A session was held to review EEO recruitment and documentation materials to ensure that the organization operates appropriately to maintain EEO and prevent discrimination in hiring practices.