Spotlight On CTHRA’s 2008 Surveys

CTHRA recently completed three employer surveys to reveal trends and determine industry benchmarks.

Employee Benefits
CTHRA's 2008 Employee Benefits Survey, conducted by Stanard & Associates, found that unconventional benefits and green HR initiatives are on the rise.

Last year we noted some employers differentiated their benefits packages with creative offerings such as concierge services and pet insurance. CTHRA's 2008 results indicate that those and other benefits have gained quite a following over the last year:

• 83% offer adoption expense assistance plans, up from 44% last year;
• 75% have separate elder-care benefit plans compared to zero last year;
• 75% offer concierge services;
• 83% offer flexible work schedules/arrangements;
• 33% offer pet insurance.

We expanded the scope of the 2008 survey to examine the topic of green initiatives. All but one respondent completed that section of the survey. Of the responding companies:

• 100% offer at least one type of in-office recycling (paper, cans and bottles, or computer/test equipment), 73% offer all three types;
• 73% offer mass transit incentives;
• 46% offer car pooling incentives;
• 45% offer an alternative work schedule to reduce commuting (either work from home one or more days, or a four-day work week), with an additional 36% considering it;
• 27% offer incentives for alternative fuel vehicles, with an additional 36% considering it.
  

To learn the 11 benefits offered by 100% of the participants, and gain additional insight into CTHRA's survey findings, click here.

Compensation
CTHRA's Compensation Survey results revealed four major business strategies that are creating compensation pressures in emerging job families among cable and satellite operators.

1. The growth of Internet and telephony deployment has increased the demand for advanced services skills and created compensation pressure on internal systems engineering and Internet Protocol (IP) and telephony positions.
2. A greater focus on commercial customers has challenged several MSOs in structuring appropriate incentives and rewards for commercial sales and installation project management.
3. Several MSOs have created or expanded their own programming channels, such as sports channels, resulting in a nationwide labor market competition for talent in the areas of programming, program acquisitions and production.
4. Acquisitions are also playing a part. Several MSOs who acquired companies that provide online and commercial business services experienced compensation dislocations which placed pressure internally on existing, related positions.

CTHRA's Compensation Survey results also determined that as content providers morph into multi-media entities, it adds complexity to their compensation practices.

For a more detailed review of CTHRA's 2008 Compensation Surveys results, please click here.

Human Capital Metrics Survey
CTHRA's third annual Human Capital Metrics Survey revealed that cable employers invest more in their people and It pays off. The survey encompassed 30 key metrics related to organization and operations, compensation and benefits, employee retention and separations, HR staff and structure, and staffing and hiring. Key findings of the survey include:

1. Cable has a higher Human Capital ROI than other industries
2. Cable employers have reduced HR costs, but still invest more in employees
3. External hirings are on the rise
4. Cable has slightly higher employee turnover

"Overall, the findings from CTHRA's 2008 Human Capital Metrics Survey suggest that participating companies are effective at maintaining employee productivity amidst current economic conditions when compared against the PwC Saratoga General Industry. By leveraging the information gathered in CTHRA's survey, companies are in a strong position to capitalize on their strengths, focus on action planning in areas that demonstrate opportunities for improvement, and increase the contribution on the company's bottom line," said Shebani Patel, a manager at Saratoga, a PricewaterhouseCoopers human resource service offering, which conducted the survey and analysis for CTHRA.

For a more detailed summary of the results and analysis from CTHRA's 2008 Human Capital Metrics Survey, click here.

Participate in CTHRA's 2009 Employer Surveys! Click here to learn more.

Strategy Showcase

Fostering the Development of Young, Diversified Talent for the Industry

Q&A with Phylis A. Eagle-Oldson
President & CEO, Emma L. Bowen Foundation

Created in 1989, the mission of the Emma L. Bowen Foundation is to prepare minority youth for careers in the media industry. This unique, multi-year program prepares a diverse group of talented young professionals to enter the workforce with specific job-related skills, knowledge of the corporate environment and a strong foundation for future advancement. Currently, the Foundation has nearly 300 active students nationwide and an equal number of graduates. Approximately 70-80 new students join the program each year. Forty-two media companies participate as corporate sponsors.

How does the Emma Bowen Foundation's internship program differ from others?
The Foundation's program is unlike traditional intern programs in that students work for partner companies during summers and school breaks from the summer following their junior year or senior year in high school until they graduate from college. During the four to five-year program, students have an opportunity to learn many aspects of corporate operations and develop company-specific skills. Corporations have an opportunity to train and mentor students with the option of fulltime employment upon completion of their college degrees. Students earn an hourly salary and matching funds for college expenses. Academic excellence is also a key component of the program—students are required to maintain a 3.0 grade point average to remain in good standing. The Foundation staff works closely with corporate partners to monitor each student's academic and work progress. An annual student conference, a community service program and a mentoring program are also provided to further enhance the student's knowledge and experience. Resource guides for both students and corporate supervisors are provided to maximize the student's experience while in the program.

Can you quantify the impact of the Foundation's efforts for the industry?
The hire rate of our graduates is the best indicator of our success. Between 50-60% of our graduates accept positions in the industry after graduation. Currently, our graduates have careers with cable operators, program networks, broadcast television stations, advertising agencies, audience measurement organizations, the music industry, and the print media. Our graduates work in news, production, human resources, finance, public relations, sales, web production, and information systems and serve in positions from senior management, to mid-level managers to new entrants. Our graduates attend top schools and many have graduate degrees in business, communications or law. Overall, they are some of the best and brightest of their generation and our industry will benefit from its investment in them.

How can a company become involved and what does the commitment entail?
Any media-related company can participate in the Foundation's program either as a corporate partner or sponsor. Our corporate partners make an initial five-year commitment to the program when they select a student or group of students to work as interns. Each corporate partner is asked to provide their students with a variety of work experiences and increasing levels of responsibility during the five-year program with a goal of obtaining competitive skills for permanent placement in the industry. The partner company also agrees to assign a permanent mentor to the student, other than his or her direct supervisor. The corporate partner agrees to pay the students' salary and matching funds as well as an annual membership contribution to the Foundation. A representative from the company will also be invited to sit on the Foundation's Board of Directors, which meets twice each year.

Interested companies should contact the Foundation's president, Phylis Eagle-Oldson, at 202-637-4494 or phylis.eagle-oldson@corporate.ge.com for more information.

How are students selected for the program?
The Foundation's staff works closely with each corporate partner to determine basic qualifications for each internship opportunity. The Foundation then recruits students through local high schools, colleges, and academically-based pre-college enhancement programs. English and Spanish-version public service announcements are provided for local use to assist with recruiting. Each applicant completes an application (available on the Foundation's web site). Minority students with a cumulative grade point average of 3.0 or better and an interest in the media industry as a career are eligible to apply. Students must attend a four-year college program, be available for eight to ten weeks in the summer and must be US citizens or permanent residents. Foundation staff reviews applications, teacher recommendations, and academic transcripts and completes an initial interview with qualified local candidates to select a group of finalists for each position.

How is a student paired with a company?.
Pre-screened finalists are presented to the sponsoring company for final selection.

In addition to managing the selection of students for the program, what additional support or resources does the Foundation provide to partner companies?
The Foundation provides each supervisor with a comprehensive Supervisor's Toolkit. The toolkit details the Foundation's program and offers a wide variety of developmental resources to help train students and maximize their learning opportunities while in the program. Foundation staff checks in with supervisors during the summer to assess each student's progress, and reviews each student's annual performance evaluation. Staff is always available to address any problems that might arise. The Foundation attributes its success to a top/down commitment to diversity, a focus on excellence, and careful monitoring of students' and graduates' progress—in essence, a “leave nothing to chance” approach.

What are your goals for the Emma L. Bowen Foundation?
The Foundation is currently undergoing a strategic planning process. Our goals include creating additional opportunities for students to participate in the program (500 slots within the next five years), development of a technical tract for students interested in technical aspects of the industry, an expansion of our program to include new media companies and advertising agencies, and a greater focus on serving our graduates in the early stages of their careers.

Is there anything additional that you'd like to share with industry HR professionals?
Diversity is a core element of our business. It is important to not only have a diverse workforce, but also a talented, well-trained workforce that can make a difference for the company, your customers and ultimately, the company's bottom line. An early investment in young talent can reap great rewards!

For additional information about the Emma Bowen Foundation, please visit www.emmabowenfoundation.com or contact Phylis Eagle-Oldson, President & CEO at phylis.eagle-oldson@corporate.ge.com.

This Just In...

WICT Announces 2008 PAR Study Results
Several CTHRA members earned high rankings in WICT's annual Pay Equity, Advancement Opportunities and Resources for Work/Life Support (PAR) Study:
Discovery was named the Best Programmer for Women in Cable, with Weather Channel earning the second spot, followed by MTVN, Turner and Scripps Nets .
Cox ranked as the Best Operator for Women in Cable for the 6th straight year, with Time Warner Cable as runner-up, followed by Comcast , WOW! and Suddenlink.

CTHRA applauds these members for their gender diversity efforts!

CableFAX Magazine reported some interesting facts gleaned from WICT's PAR Study:

• Women now comprise 36.4% of cable workers, a slight increase from 2007's 35.8% but behind the 38.7% tallied in the study's initial year of 2003.
• The number of women in senior executive positions now comprise 35.4% of all middle managers and professionals, down from 37.9% last year.
• In short, the overall industry trend is declining numbers of women in all categories, save for middle managers.

Interested in hosting a roundtable in your city? Contact cthra@cthra.com

Member Connection

CTHRA congratulates the following members and colleagues on recent promotions:

Bob Clancey joined MetraTech as vice president, human resources.

Jacqueline Welch joined Turner Broadcasting System as senior vice president and chief human resources officer.

Please send promotions/new hire information to CTHRA's editor.

NEW MEMBERS
We welcome these individuals who joined CTHRA in July-August 2008

Stephanie Boykin, Senior Manager, Benefits & Compensation, BET Networks
Nicia Cary, Director, Human Resources, Broadband Express
Brittany Cox, Human Resources Intern, Time Warner Cable-Northeast Ohio Division
Kathleen Dure, Compensation Analyst, A&E Television Networks
John Fries, HRIS Technical Manager, Time Warner Cable-Corporate
Paulette Haban, Human Resources-Compensation, Ascent Media Group
Marcus Harley, Workplace Banking Director, Comcast Cable Corporation
Seepa Lee, Vice Presidant of Employee Relations, Time Warner Cable-Corporate
Michael James, HR Manager, Time Warner Cable
Lindsay Loewer, HR Consultant, Discovery Communications, Inc.
Sherry Manning, Director Compensation & Benefits, Sirius XM Radio
Brenda Outen, Senior Health & Welfare Rep, Time Warner Cable-Corporate
Trish Padlo, Senior HRMS Business Analyst, Cox Communications, Inc.
Malik Simmonds, HR Manager, MTV Networks