tranquileye free media papers

By Colin Fraser and Sonia Restrepo Estrada for UNESCO, 2001.

From introduction: here are more than 20,000 radio stations in the world and more than 2 billion radio receivers. Any notion that TV and other sophisticated communication technology will replace radio is unfounded, for radio is in constant expansion. Its waves reach almost every corner of our planet. It is the prime electronic medium of the poor because it leaps the barriers of isolation and illiteracy, and it is the most affordable electronic medium to broadcast and receive in... The last two decades have seen a rapid expansion in the number and popularity of community radio stations. Among the reasons for this are: the democratization and decentralization processes in many parts of the world; deregulation of the media and the relaxing of broadcasting monopolies by state institutions; and disaffection with commercial radio channels... To start a small radio station is not as complicated and expensive as many people think. There is enough experience in many countries to prove that it is within the reach of almost any community.

Over it's twenty year history, CFRU-FM Radio has evolved from a traditional, hierarchical organization into a network of people and activities connected by lines of communication and accountability.

Programming manual from CKDU-FM Halifax, 1987. Describes the role of the announcer, defines "alternative radio" and the importance of enrichment, the function of logs and playlists, program planning, and legal issues.

The Hiring Committee, when appointed by the Station Manager,will begin the following hiring procedures:

1.

Depending on the amount of time available, the Committee normallyevaluates the present job description for the positionto be filled, using the existing job description, grant proposalsor other information . (Any job description revisions are circulated before hiring begins).

2.

The Committee meets to draft an ad for the position tobe filled. The ad contains rate of pay, terms of grant if applicable,and notice of deadline. Deadlines should allow at least one weekfor the new employee to work with the outgoing one.Where possible,the ad mentions CKDU-FM's goal of hiring women and visible minoritycandidates. The Committee decides where to place the ad in lightof this goal. As a minimum the ad is aired on CKDU-FM, placedon the office bulletin board and listed with the employment centre.Other means of advertising include the staff newsletter, the ChronicleHerald, community newspapers, community centres, national newspapers,and mailing the ad to other campus/community stations.

3.

At the same meeting the Committee draws up questions forcandidates, and places a sign on the staff bulletin board askingvolunteers and paid staff to submit suggested questions. The Committeetries to ask questions put forward by interested CKDU-FM staff,but freely ignores them if they are sexist, racist, homophobic,irrelevant or illegible. All applications are addressed to theChair of the Hiring Committee, unopened where possible, and keptin confidence. The Committee does not normally consider lateapplications.

4.

After the deadline, the Committee meets to draw up a shortlist, finalize questions and decide which members will conductinterviews. All members draw up questions and short-list but usuallyonly 3 chosen by consensus conduct interviews and follow procedureto a final recommendation. The short list incorporates CKDU-FM'sdesire to hire women and visible minority candidates. If possibleit contains a minimum of 3 names and a maximum of 8.

CKDU-FM HIRING PROCEDURE 14 Dec 87 (cont'd)

5.

One member of the Committee calls the applicants on the shortlist and arranges interviews. Interviews take place ina room booked for the occasion, not the CKDU-FM offices. The samequestions are asked of all applicants. One member of the

Committee explains to the candidate CKDU-FM's hiring procedure.

6.

If no candidates are considered suitable, either before or afterthe interview stage, applications are reopened, new deadline areset, and other means of advertising are considered.

7.

After the interviews the Committee chooses either to hold furtherinterviews with one or more candidates, or move directly to hiring.At this meeting the Committee chooses both a first and secondchoice candidate, if possible. This decision does not leave thecommittee until the candidate accepts. The Hiring Committee, wheretime allows, gives itself a 24 hour period to reconsider, duringwhich any member can call a meeting to reconsider the decision.

8.

An appointed member of the Committee then calls the first choiceapplicant and offers them the job. If they need it, a 24 hourperiod of consideration can be granted. If they decline, the secondchoice applicant should be called and offered the job. Note: Thecandidate should not be told they are the second choice. Againa 24 hour period of consideration can be granted. If they sayno, the committee can either return to its short list, the originalbatch or resumes, or reopen applications.

9.

Every applicant given an interview and/or that currently worksat the station is given a phone call, and rejection letters arewritten for every unsuccessful candidate.