Federal Communications Commission
Washington, D.C. 20554
Approved by OMB
3060-0113 (March 2003)
FCC 396
FOR FCC USE ONLY
 
BROADCAST EQUAL EMPLOYMENT OPPORTUNITY PROGRAM REPORT
(To be filed with broadcast license renewal application)

Read INSTRUCTIONS Before Filling Out Form

FOR COMMISSION USE ONLY
FILE NO.

B396 - 20041203AEV
Section I
Legal Name of the Licensee
THE PIKES PEAK BROADCASTING COMPANY
Mailing Address
P.O. BOX 1457
City
COLORADO SPRINGS
State or Country (if foreign address)
CO
Zip Code
80901 - 1457
Telephone Number (include area code)
7196321515
E-Mail Address (if available)
J.REED@KRDOTV.COM
  Facility ID Number
66250
Call Sign
KRDO
TYPE OF BROADCAST STATION:
(if applicable)
Commercial Broadcast Station
Radio
TV
Low Power TV
International
Noncommercial Broadcast Station
Educational Radio
Educational TV
 
Application Purpose
New Program Report
Amendment to Program Report

List call sign and location of all stations included on this statement. List commonly owned stations that share one or more employees. Also list stations operated by the licensee pursuant to a time brokerage agreement. Indicate on the table below which stations are operated pursuant to a time brokerage agreement. To the extent that licensees include stations operated pursuant to a time brokerage agreement on this report, responses or information provided in Sections I through II should take into consideration the licensee's EEO compliance efforts at brokered stations, as well as any other stations, included on this form. For purposes of this form, a station employment unit is a station or a group of commonly owned stations in the same market that share at least one employee.

[Stations Locations]


Station List

List call sign and location of all stations included on this statement. List commonly owned stations that share one or more employees. Also list stations operated by the licensee pursuant to a time brokerage agreement. Indicate on the table below which stations are operated pursuant to a time brokerage agreement. To the extent that licensees include stations operated pursuant to a time brokerage agreement on this report, responses should take into consideration the licensee's EEO compliance efforts at brokered stations, as well as any other stations, included on this form. For purposes of this form, a station employment unit is a station or a group of commonly owned stations in the same market that share at least one employee.

Call Sign
Facility ID Number
Type
(check applicable box)
Location
(City/State)
Time Brokerage Agreement
(check applicable box)
KRDO-FM 66249 AM FM TV
COLORADO SPRINGS, CO Yes No

Call Sign
Facility ID Number
Type
(check applicable box)
Location
(City/State)
Time Brokerage Agreement
(check applicable box)
KSKX 50402 AM FM TV
SECURITY, CO Yes No

Call Sign
Facility ID Number
Type
(check applicable box)
Location
(City/State)
Time Brokerage Agreement
(check applicable box)
KRDO 66250 AM FM TV
COLORADO SPRINGS, CO Yes No


CONTACT PERSON IF OTHER THAN LICENSEE
Name
JOE REED, C.E.
Street Address
P.O. BOX 1457
City
COLORADO SPRINGS
State
CO
Zip Code
80901-1457
Telephone Number
7196321515

FILING INSTRUCTIONS

Broadcast station licensees are required to afford equal employment opportunity to all qualified persons and to refrain from discriminating in employment and related benefits on the basis of race, color, national origin, religion, and sex. See 47 C.F.R. Section 73.2080. Pursuant to these requirements, a license renewal applicant whose station employment unit employs five or more full-time station employees must file a report of its activities to ensure equal employment opportunity. If a station employment unit employs fewer than five full-time employees, no equal employment opportunity program information need be filed. If a station employment unit is filing a combined report, a copy of the report must be filed with each station's renewal application.

A copy of this report must be kept in the station's public file. These actions are required to obtain license renewal. Failure to meet these requirements may result in sanctions or license renewal being delayed or denied. These requirements are contained in 47 C.F.R. Section 73.2080 and are authorized by the Communications Act of 1934, as amended.

DISCRIMINATION COMPLAINTS. Have any pending or resolved complaints been filed during this license term before any body having competent jurisdiction under federal, state, territorial or local law, alleging unlawful discrimination in the employment practices of the station(s)?
Yes No


If so, provide a brief description of the complaint(s), including the persons involved, the date of the filing, the court or agency, the file number (if any), and the disposition or current status of the matter.

[Exhibit 1]

Does your station employment unit employ fewer than five full-time employees?

Consider as "full-time" employees all those permanently working 30 or more hours a week.

Yes No

If your station employment unit employs fewer than five full-time employees, complete the certification below, return the form to the FCC, and place a copy in your station(s) public file. You do not have to complete the rest of this form. If your station employment unit employs five or more full-time employees, you must complete all of this form and follow all instructions.

CERTIFICATION.

This report must be certified, as follows:

A. By licensee, if an individual;
B. By a partner, if a partnership (general partner, if a limited partnership);
C. By an officer, if a corporation or an association; or
D. By an attorney of the licensee, in case of physical disability or absence from the United States of the licensee.

WILLFUL FALSE STATEMENTS ON THIS FORM ARE PUNISHABLE BY FINE AND/OR IMPRISONMENT (U.S. CODE, TITLE 18, SECTION 1001), AND/OR REVOCATION OF ANY STATION LICENSE OR CONSTRUCTION PERMIT (U.S. CODE, TITLE 47, SECTION 312(a)(1)), AND/OR FORFEITURE (U.S. CODE, TITLE 47, SECTION 503).

I certify to the best of my knowledge, information and belief, all statements contained in this report are true and correct.
Signed
Name of Respondent
PATTI L HOTH
Title
PRESIDENT
Telephone No. ( include area code)
7196321515
Date
11/30/2004
 



The purpose of this document is to provide broadcast licensees, the FCC, and the public with information about whether the station is meeting equal employment opportunity requirements.

GENERAL POLICY
A broadcast station must provide equal employment opportunity to all qualified individuals without regard to their race, color, national origin, religion or sex in all personnel actions including recruitment, evaluation, selection, promotion, compensation, training and termination.

RESPONSIBILITY FOR IMPLEMENTATION
A broadcast station must assign a particular official overall responsibility for equal employment opportunity at the station. That official's name and title are:

Name: PATTI L HOTH Title: PRESIDENT

It is also the responsibility of all persons at a broadcast station making employment decisions with respect to recruitment, evaluation, selection, promotion, compensation, training and termination of employees to ensure that no person is discriminated against in employment because of race, color, religion, national origin or sex.

I. EEO PUBLIC FILE REPORT
Attach as an exhibit one copy of each of the EEO public file reports from the previous two years. Stations are required to place annually such information as is required by 47 C.F.R. Section 73.2080 in their public files.
[Exhibit 2]
II. NARRATIVE STATEMENT
Provide a statement in an exhibit which demonstrates how the station achieved broad and inclusive outreach during the two-year period prior to filing this application. Stations that have experienced difficulties in their outreach efforts should explain.
[Exhibit 3]

FCC NOTICE TO INDIVIDUALS REQUIRED BY THE PRIVACY ACT AND THE PAPERWORK REDUCTION ACT

The FCC is authorized under the Communications Act of 1934, as amended, to collect the personal information we request in this report. We will use the information you provide to determine if the benefit requested is consistent with the public interest. If we believe there may be a violation or potential violation of a FCC statute, regulation, rule or order, your request may be referred to the Federal, state or local agency responsible for investigating, prosecuting, enforcing or implementing the statute, rule, regulation or order. In certain cases, the information in your request may be disclosed to the Department of Justice or a court or adjudicative body when (a) the FCC; or (b) any employee of the FCC; or (c) the United States Government, is a party to a proceeding before the body or has an interest in the proceeding. In addition, all information provided in this form will be available for public inspection. If you owe a past due debt to the federal government, any information you provide may also be disclosed to the Department of Treasury Financial Management Service, other federal agencies and/or your employer to offset your salary, IRS tax refund or other payments to collect that debt. The FCC may also provide this information to these agencies through the matching of computer records when authorized. We have estimated that each response to this collection of information will average 5 hours. Our estimate includes the time to read the instructions, look through existing records, gather and maintain required data, and actually complete and review the form or response. If you have any comments on this estimate, or on how we can improve the collection and reduce the burden it causes you, please write the Federal Communications Commission, AMD-PERM, Paperwork Reduction Project (3060-0113), Washington, D. C. 20554. We will also accept your comments via the Internet if you send them to jboley@fcc.gov. Remember - you are not required to respond to a collection of information sponsored by the Federal government, and the government may not conduct or sponsor this collection, unless it displays a currently valid OMB control number or if we fail to provide you with this notice. This collection has been assigned an OMB control number of 3060-0113.

THE FOREGOING NOTICE IS REQUIRED BY THE PRIVACY ACT OF 1974, P.L. 93-579, DECEMBER 31, 1974, 5 U.S.C. 552a(e)(3), AND THE PAPERWORK REDUCTION ACT OF 1995, P.L. 104-13, OCTOBER 1, 1995, 44 U.S.C. 3507.



Exhibits
Attachment 2
Description
KRDO Public File


Exhibit 3
Description:
NARRATIVE

1. EFFORTS TO COMPLY WITH OUTREACH PROVISIONS OF 47 C.F.R. SECTION 76.75(B).

ESTABLISHED AN INTERNSHIP PROGRAM WITH STRICT GUIDELINES AS TO HOW TO OBTAIN AN INTERNSHIP AND REQUIREMENTS TO APPLY. STUDENTS GAIN VALUABLE EXPERIENCE AND THE COMPANY GAINS A POTENTIAL FUTURE EMPLOYEE.

SPONSORED (AND PARTICIPATED IN) A JOB FAIR HELD AT THE PIKES PEAK WORKFORCE CENTER, JANUARY 13, 2004

SPONSORED (AND PARTICIPATED IN) A JOB FAIR HOSTED BY THE HISPANIC CHAMBER OF COMMERCE, OCTOBER 7, 2004

VARIOUS TALENT PARTICIPATED IN CAREER DAYS AT LOCAL SCHOOLS.

CONDUCTED TOURS OF OUR FACILITIES TO EDUCATE THE PUBLIC ON THE WORKINGS OF OUR STATIONS AND THE JOB OPPORTUNITIES IN BROADCASTING.

PARTICIPATED IN FOUR JOB FAIRS:
COLORADO STATE UNIVERSITY, FT. COLLINS, JANUARY 13, 2004 (DID NOT ATTEND DUE TO WEATHER)
COLORADO STATE UNIVERSITY, PUEBLO, MARCH 3, 2004
UNIVERSITY OF COLORADO, COLORADO SPRINGS, MARCH 19, 2004
UNIVERSITY OF COLORADO, COLORADO SPRINGS, OCTOBER 7, 2004
OHIO CENTER FOR BROADCASTING, NOVEMBER 4, 2004

PROVIDED GUIDELINES TO HIRING MANAGERS ON INTERVIEW QUESTIONS, PHRASES TO AVOID WHILE INTERVIEWING APPLICANTS, AND OUR HIRING PROCEDURES ENSURING THAT EEO REGULATIONS ARE FOLLOWED.

2. EFFORTS TO DISSEMINATE WIDELY EEO PROGRAM TO JOB APPLICANTS, EMPLOYEES, AND THOSE WITH WHOM WE REGULARLY DO BUSINESS.

UPDATED OUR RESOURCE LIST FOR JOB POSTINGS TO INCLUDE MINORITY SOURCES, COLLEGES AND UNIVERSITIES, AND MISCELLANEOUS SOURCES THAT WOULD REACH ALL MEMBERS OF THE COMMUNITY.

ADVERTISED ON ALL STATIONS FOR ORGANIZATIONS TO CONTACT US IF THEY WANTED TO BE INCLUDED IN OUR RESOURCE LIST FOR JOB POSTINGS.

POSTED ALL JOB VACANCIES ON COLORADO BROADCASTERS ASSOCIATION WEBSITE AND OUR STATIONS' WEBSITES.

EMPLOYEE HANDBOOK CONTAINS AN EQUAL OPPORTUNITY EMPLOYMENT STATEMENT AND ENCOURAGES EMPLOYEES TO REPORT ANY VIOLATIONS.

3. NAME ORGANIZATIONS, MEDIA, EDUCATIONAL INSTITUTIONS, AND OTHER RECRUITMENT SOURCES USED TO ATTRACT APPLICANTS WHENEVER JOB VACANCIES BECOME AVAILABLE.
SEE ATTACHED LIST OF REFERRAL SOURCES.

4. EFFORTS TO PROMOTE IN A NON-DISCRIMINATORY MANNER TO POSITIONS OF GREATER RESPONSIBILITY.

PIKES PEAK BROADCASTING PROMOTES FROM EXISTING PERSONNEL WHENEVER POSSIBLE. OUR EQUAL OPPORTUNITY EMPLOYMENT POLICY INCLUDES A STATEMENT REGARDING PROMOTIONS AND NON-DISCRIMINATION PRACTICES.   OUR HIRING MANAGERS ARE ENCOURAGED TO PROMOTE FROM WITHIN AND ALL EMPLOYEES ARE ENCOURAGED TO SEEK POSITIONS OF GREATER RESPONSIBILITY.

5. EFFORTS TO ENCOURAGE ENTREPRENEURS TO CONDUCT BUSINESS IN A NON-DISCRIMINATORY MANNER WITH ALL PARTS OF OUR OPERATION AND ANALYSIS OF THE RESULTS OF THOSE EFFORTS.
PIKES PEAK BROADCASTING COMPANY STRIVES TO SEEK OUT BUSINESSES FROM ALL AREAS OF THE COMMUNITY FOR PROMOTIONAL EVENTS, ADVERTISING, AND SPONSORSHIP OF CHARITY EVENTS. SUCCESS HAS BEEN NOTED IN OUR EFFORTS TO ENCOURAGE LOCAL BUSINESSES TO PARTICIPATE IN EVENTS SUCH AS CINCO DE MAYO AND THE HISPANIC CHAMBER OF COMMERCE TRADE SHOW AND JOB FAIR.


6. FINDINGS OF ANALYSIS OF EFFORTS TO RECRUIT, HIRE, PROMOTE IN A NONDISCRIMINATORY MANNER AND DIFFICULTIES ENCOUNTERED IN IMPLEMENTING EEO PROGRAM.

PIKES PEAK BROADCASTING FINDS THAT OUR INCREASED RECRUITMENT EFFORTS HAVE BEEN SOMEWHAT SUCCESSFUL. WE HAVE REVIEWED OUR SOURCES AND HAVE UPDATED THEM ACCORDING TO HOW PRODUCTIVE THEY HAVE BEEN. WE HAVE CONTACTED OUR EXISTING REFERRAL SOURCES TO DETERMINE WHETHER THEY WANTED TO CONTINUE TO RECEIVE JOB POSTINGS AND HAVE UPDATED ACCORDINGLY. WE FIND THAT WE GET A GOOD RESPONSE FROM COLLEGES AND UNIVERSITIES WHEN WE ATTEND JOB FAIRS AND GREET APPLICANTS FACE TO FACE. WE HAVE SOUGHT OUT MINORITY GROUPS AND HAVE A SUBSTANTIAL LISTING OF RESOURCES. HOWEVER, WE HAVE HAD SOME DIFFICULTY IN GETTING REFERRALS FROM THESE ORGANIZATIONS.   WE BEGAN TO ADVERTISE ON OUR STATIONS REQUESTING ORGANIZATIONS TO CONTACT US TO BE ADDED TO OUR REFERRAL SOURCE LIST WITH NO RESPONSE.   WE SEEM TO GET MOST OF OUR REFERRALS FROM THE INTERNET, WHETHER FROM OUR OWN WEBSITE, OR OTHERS.

7. LEVEL OF RESPONSIBILITY OF EACH LEVEL OF MANAGEMENT. WITH RESPECT TO APPLICATION AND ENFORCEMENT OF EEO POLICY AND PROCEDURE FOR REVIEW AND CONTROL OF MANAGERIAL AND SUPERVISORY PERFORMANCE.

RECRUITMENT IS DONE BY THE HUMAN RESOURCE DEPARTMENT USING THE REFERRAL SOURCE LIST, RADIO ADS, WEBSITE, AND TRADE MAGAZINES.
EACH DEPARTMENT MANAGER IS RESPONSIBLE FOR COLLECTING AND REVIEWING APPLICATIONS/RESUMES FOR EMPLOYMENT AFTER THEY ARE LOGGED IN AT THE HUMAN RESOURCE OFFICE. THE EEO DATA IS REMOVED FROM THE APPLICATION BEFORE BEING FORWARDED TO THE HIRING MANAGER. THE HIRING MANAGERS ARE ULTIMATELY RESPONSIBLE FOR SELECTING AND INTERVIEWING CANDIDATES.   GUIDELINES FOR SELECTING CANDIDATES AND ACCEPTABLE INTERVIEW QUESTIONS HAVE BEEN PROVIDED TO THE MANAGERS AND THE HUMAN RESOURCE DEPARTMENT IS AVAILABLE FOR GUIDANCE THROUGHOUT THE PROCESS.
ONCE A CANDIDATE HAS BEEN HIRED, THE HUMAN RESOURCE DEPARTMENT REVIEWS THE CLOSED JOB FILE FOR COMPLIANCE WITH EEO REGULATIONS.
UPPER MANAGEMENT AND THE HUMAN RESOURCE DEPARTMENT WORK CLOSELY WITH MANAGERS DURING THE HIRING PROCESS. ALL POTENTIAL HIRES ARE SUBJECT TO APPROVAL FROM UPPER MANAGEMENT. A REVIEW OF MANAGERIAL PERFORMANCE IN THIS REGARD IS UNNECESSARY BECAUSE OF THE GUIDANCE PROVIDED THROUGHOUT THE PROCESS.

8. MANNER IN WHICH WE CONDUCT REVIEW OF JOB STRUCTURE AND EMPLOYMENT PRACTICES.

AS EACH VACANCY OCCURS, THE JOB DESCRIPTION IS REVIEWED AND UPDATED.   OUR EMPLOYEE HANDBOOK IS REVIEWED REGULARLY AND UPDATED AS SITUATIONS ARISE THAT EFFECT THE STAFF OR SOCIETY.   SEMINARS ADDRESSING ISSUES REGARDING EMPLOYMENT PRACTICES ARE ATTENDED BY KEY PERSONNEL TO KEEP ABREAST OF DEVELOPMENTS.
   








Attachment 3