WAMU (FM), Facility ID 65399 Washington, DC
EQUAL EMPLOYMENT OPPORTUNITY PUBLIC INSPECTION FILE REPORT
FULL TIME JOB VACANCIES FILLED BY STATION FROM February 7, 2007 TO May 31, 2007
CAN BE FOUND: WAMU-FM PUBLIC FILE and at WWW.WAMU.ORG
1. Total number of full-time vacancies filled during the year: 3 2. Total number of interviewees for all full-time vacancies during the year: 15
Job Vacancies Filled During Annual Reporting Period
Title of Full Time Job Filled: Volunteer/Member Services Coordinator Date Position Filled: May 7, 2007 Recruitment sources used: AU website, WEAA FM 88.9, WHUR FM 96.3, UNIV of MD Career Center, Bowie State The source that referred the successful applicant: AU website Referred hire? Y _X_ N ___ Number of Interviewees referred: 6 Contact Person: Carey Needham Address:4400 Massachusetts Avenue, NW, Washington, DC 20016-8082 Phone: 202-885-1245
Title of Full Time Job Filled: Producer Date Position Filled: February 12, 2007 Recruitment sources used: AU website, WEAA FM 88.9, WHUR FM 96.3, UNIV of MD Career Center, Bowie State, CPB, PG Comm. College The source that referred the successful applicant: AU website Referred hire? Y _X_ N ___ Number of Interviewees referred: 8 Contact Person: Carey Needham Address:4400 Massachusetts Avenue, NW, Washington, DC 20016-8082 Phone: 202-885-1245
Title of Full Time Job Filled: Gift Specialist Date Position Filled: February 28, 2007 Recruitment sources used: AU website, CPB, George Mason Univ., DEI,WEAA FM 88.9, WHURFM 96.3, UNIV of MD Career Center, Bowie State The source that referred the successful applicant: AU website Referred hire? Y _X_ N ___ Number of Interviewees referred: 1 Contact Person: Carey Needham Address:4400 Massachusetts Avenue, NW, Washington, DC 20016-8082 Phone: 202-885-1245
1 Contact name and location information for each recruitment source
Contact Person/Title Organization Name Address Telephone website Virginia Dambach DEI 401 North 3rd Street, Suite 370 612-677-1505 www.deiworksite.org Minneapolis, MN 55401 Yolanda Francis American University 4400 Massachusetts Avenue, NW 202-885-3512 www.american.edu/hr Washington, DC 20016 Kevin Bradley WEAA FM 88.9 FM 1700 E. Cold Spring Lane 443-885-3564 www.weaa.org Baltimore, Maryland 21251-0001 Human Resource Manager WHUR FM 96.3 2400 Sixth Street, NW 202-806-6100 www.whur.org Washington, DC 20059 Human Resource Manager University of Maryland/Career Center 3100 Hornbake Library, South Wing 301-314-7225 www.careercenter.umd.edu College Park, MD 20742 Human Resource Manager Bowie State 14000 Jericho Park Road 301-860-3450 www.bowiestate.edu Bowie, MD 20715 Human Resource Manager Prince George Community College 301 Largo Rd 301-336-6000 www.pgcc.edu Largo, Maryland 20774-2199 Jobline Coordinator Corporation for Public Broadcasting 401 Ninth Street, NW 202-879-9600 www.cpb.org/jobline Washington, DC 20004-2129 Human Resource Manager George Mason University 4087 University Dr. 703-993-1000 www.gmu.edu Fairfax, Va. 22030-4444
EEO Supplemental Recruitment Activities
1) Hosting at least one job fair.
American University’s Career Center held its annual Job & Internship Fair. The event included over 100 recruiters from various organizations, including AU, looking to hire AU students.
WAMU staff participation in this fair: Berta Najera
2) At least one job fair with business or professional organizations whose members include substantial number of woman and minorities.
Example includes the Annual Job Fair sponsored by Congressman Albert R. Wynn, Landover, Maryland.
3) Establishment of training programs designed to enable station personnel to acquire skills that could qualify them for higher level of positions.
American University provides employees (including WAMU) with opportunities to attend relevant training programs and seminars through their respective departments. In addition, staff members of American University receive a comprehensive educational benefit program. Employees are able to pursue academic learning in their area of interest or career path.
4) Listing each upper level job opening in a job bank or media newsletter that reaches substantial numbers of women and minorities.
2 All positions are listed on a monthly basis with the D.C. Department of Employment Services for referrals of qualified applicants. The university has maintained a relationship with D.C. Department of Employment Services for several years and continues to use its services as a resource to increase diversity efforts.
5) Training management personnel in methods to ensure equal employment opportunities and prevent discrimination.
American University is firmly committed to the principle of equal employment opportunity. The university recognizes that the implementation of such a policy requires constant effort and supervision. In order to ensure equal employment opportunity and prevent discrimination, managers are trained in several areas of EEO. Managers receive training on a range of issues such as federal and state employment laws, legal and illegal interview questions, and preventing discrimination in the workplace. In addition, all staff and managers attend Workplace Harassment Prevention Training to create an environment free of harassment and discrimination.
The University has made efforts to identify sources to actively increase the diversity of its workforce and ensure equal employment opportunities in the workplace.
1. Minority and female, as well as male employees, are actively encouraged to refer applicants to our organization.
2. The University has made efforts to identify sources to increase the diversity of its applicant flow by attending specific job fairs targeting women and minorities.
2. Minority colleges and universities, such as Howard University – WHUR and Morgan State University– WEAA are used as recruitment sources.
3. Private organizations and referral agencies such as National Association for Equal Opportunity in Higher Education, Office of Disability Employment Policy, and Greater Washington Urban League, are used as recruitment sources.
4. The University advertises with the D.C. Department of Employment Services for qualified applicants.
5. The University places advertisements for available positions in various minority publications such as National Association of Black Journalists and National Association of Hispanic Journalists.
6. Minority and/or women employees routinely serve as members on the screening teams for applicant search.
7. American University provides an orientation program for all new employees to inform them of the equal employment opportunity policies, promotional opportunities, and ways to alleviate any problems that might arise.
All personnel having part in the selection process have the opportunity to receive on going EEO training.
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