Appendix 1
Supplementary Brief
CKDY-AM
Maritime Broadcasting System Limited (MBS) is the licensee of 23 radio stations
operating in large and small communities of the three Maritime Provinces. CKDY-AM at
Digby, Nova Scotia is an existing broadcasting undertaking currently licensed to MBS
as a Radio Distribution Undertaking (RDU). A number of years ago this broadcasting
undertaking was licensed and operated as a radio station with local programming but
with the economic downturn a few years ago local programming was discontinued in
favour of programming from a sister station in Kentville, NS such that CKDY-AM has
never stopped providing radio service to its market communities.
In this application the licensee is asking the CRTC to issue a radio station licence to
CKDY-AM in order to return the local radio programming to this small community.
CKDY-AM will also have a repeater to improve its coverage of the area with the existing
licensed RDU facilities of CKDY-1-FM (103.3 MHz) at Weymouth, Nova Scotia. CKDYAM serves Annapolis County and Digby County of Nova Scotia. It is relatively a low
power operation serving a rural low density population area.
CKDY-AM is the only local radio station, as such a first radio service, in this small
market and it shares the radio audience with a number of larger market radio stations
operating in Kentville, NS and in Saint John, NB. We note that the policy of the
Commission, as outlined in BPN 2009-159, is generally not to issue a call for application
upon receiving such a radio application.
CKDY-AM is proposing to provide some 116.5 hours of local programming each
broadcast week, as described below. The local programming content will provide the
population of the area with news, sports, weather, music, public announcements, local
lifestyle information and fundraising initiatives. The station will offer a music format
targeted to a broad audience made up largely from the country subcategory but it will
also offer a variety of popular music drawn from pop, rock & dance and easy listening
subcategories.
Format and Music content
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CKDY-AM plays today’s best Country, but also remembers its roots with a 4 hour
locally produced feature “Saturday Night Classics”. This show focuses on the
songs that made the format what it is today, form its roots in decades past to the
revivalists of the 80’s and the 90’s.
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Sounds Atlantic is a weekly show that shines the spotlight on great artists from
the East Coast, including artists from the Annapolis Valley. The show features
music and interviews from our local stars and airs Sunday mornings at 9AM.
Country Top 40 with Bob Kingsley spotlights the week’s 40 biggest Country
songs. This four hour syndicated program airs Saturday at 2PM and Sunday at
noon.
Spoken Word Content
Spoken word content on CKDY-AM will include the following:
 16 newscasts daily Monday to Friday between 5:30 AM to 6:00 PM. Also, hourly
newscasts Saturday and Sunday between 7:00AM and noon. News coverage
includes any item of interest to the population of Annapolis and Digby counties.
 Local weather forecasts after all newscasts and twice an hour beyond the
weather forecasts provided with news package. Each weather update includes
weather affecting residents of Annapolis and Digby counties. For example, a
wind warning may be issued for Digby County but not for the other areas we
serve. The weather information is constantly being updated.
 Each hours CKDY-AM will air an item from our Promotion of local events (PSA)
file. Our PSA include items sent to us by listeners from the two counties we
serve. During our morning show Monday to Friday, we expand on at least one of
those PSA items. Our morning show host contacts a member of the community
to conduct a 2 minute interview to air during the show.
 CKDY-AM will offer “The Valley at noon”. This show will run Monday to Friday
and will feature a daily interview with a local newsmaker. The show will also
feature the farm market and calendar, valley weather, and offer other syndicated
features.
 CKDY-AM will offer religious program Sunday morning between 6-8 AM. Shows
include the syndicated Prophecy for Today, Peoples Gospel Hour, Voice of
Prophecy, and the locally produced “The Winning Side”.
 Valley Lions Radio Bingo will be heard on CKDY-AM every Monday night from 78 PM. This feature generates funds for all local Lions Clubs in the Annapolis
Valley in order to give back to the community.
 30 games of the locally produced Acadia Axemen Hockey broadcast of the
regular season will be offered as well as any playoff games involved. Games
usually run for three hours and during the games we elaborate on other sporting
events including minor hockey and other sporting events at Acadia University.
CKDY-AM will cover local sports all year round, not just hockey during the fall
and winter months.
 CKDY-AM operates a summer community cruiser to help promote local events in
the Annapolis Valley and in turn offer more coverage of local events with
increased spoken word programming.
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CKDY-AM is the official radio media sponsor for the Annual Digby Scallop Days.
This event is the highlight of all the summer festivals in South Western Nova
Scotia. This year will be the 37th year for the festival.
CKDY-AM is the official radio media sponsor of the Wharf Rat Rally which is held
on Labour Day weekend. Last year the rally hosted 23,000 motorcycles and over
80,000 visitors to the Digby and Southwest Nova Scotia area. This is the largest
event of this type in Atlantic Canada.
CKDY-AM will also reflect the needs of the local community through annual
charitable partnerships, including Tim Horton’s Camp Day, Camp Brigadoon,
Spooktacular, Relay for Life and more. These events all serve to increase
spoken word programming by the station.
Emerging Artists Initiative
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The program “Sounds Atlantic” listed above features music and artists from
Atlantic Canada including talent from the Annapolis Valley and provides interview
opportunities for the musicians.
CKDY-AM is a radio sponsor for the Deep Roots’ Music Festival “Young
Emerging Artists Series” that runs each summer in Wolfville, NS. The program is
designed to promote ‘young’ emerging artists. We hold a series of “battle of the
bands” and the eventual winner performs during the Deep Roots Music Festival.
The program also offers workshops and seminars for the young emerging artists.
CKDY-FM also partners with Upper Clements Parks each summer to hold “Battle
of the Bands” with the winner receiving a paid show at the park the following
year.
CKDY-AM also regularly provides live artist interviews to touring musicians who
may be in the Annapolis Valley to promote their music and live shows.
CKDY-AM is also proposing to participate in the “MBS Radio Emerging Artist
Advertising Program” (EAAP). MBS Radio feels that these measures will
encourage local talent to develop new content knowing that they would receive
support outside of airplay in their local area. The EAAP allows an artist to apply
for free commercial time on MBS radio stations under the following criteria:
1. The artist must qualify as an “Emerging Artist” under the MBS definition.
2. Must reside in the CMA that is served by the licensee.
3. Have recorded new material in the last 12 months that falls into the
licensee’s musical format.
4. Must use the air time to promote the new release or the artist’s live
performance taking place in the CMA that is served by the licensee.
5. In addition to commercial air time, MBS will launch an online initiative
showcasing Emerging Artists participating in the EAAP.
6. Free time would not exceed the following value based on the published
rate card on the grid 1. The total value of the commercial airtime would be
based on CMA population under the following table.
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Market Size*
Value if free commercial campaign
Under 100,000
$500/year
Between 100,000 and 300,000
$1000/year
Over 300,000
$3000/year
* Based on most recent StatsCan data.
Employment Equity
I.General Overview
MBS Radio (Maritime Broadcasting System Limited) is the largest locally owned
and operated group of radio stations serving communities across the Maritime
Provinces. There are twelve (11) radio stations in Nova Scotia, nine (9) in New
Brunswick, and three (3) in Prince Edward Island, all reporting to the Head Office
location in Halifax, Nova Scotia.
From its beginnings in Campbellton, New Brunswick, MBS Radio has evolved
into a truly regional broadcaster, focused on serving the area we know best - the
Maritimes. MBS operates twenty-four (24) stations in the region, some in markets
as large as Halifax, with a population of over 300,000 and some as small as
Digby, Nova Scotia, with a total population of just over 2,000 people.
As a local broadcaster, MBS broadcasts a high quality programming format in all
markets that it serves including: Saint John, Sussex, Moncton, Miramichi,
Campbellton, Charlottetown, Summerside, Amherst, Kentville, Halifax and
Sydney. MBS strives to be a progressive broadcasting Company which connects
to all local communities, all of which are becoming more diverse.
In addition, to the high quality radio services, in every market in which MBS has a
presence, we provide employment opportunities for radio broadcasters,
programmers, creative writers, IT technicians, advertising account managers,
various administrative positions, as well as opportunities for students to gain
broadcasting experience.
MBS Radio is committed to providing excellence in everything that it does,
providing public service resources, programming expertise, equipment, facilities
and a commitment to the communities we are privileged to serve. MBS continues
to be the voice for community and local charity events to create awareness within
communities at various levels.
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The executive of MBS Radio is comprised of six (6) members: one (1)
chairman/owner, one (1) chief financial officer, one (1) director of technical
services, one (1) senior project manager, and two (2) general managers. Of
these six (6) members one (1) is female.
MBS Policy Statement
MBS Radio believes in the entitlement of employees to work in an environment
free of harassment, and promotes a harassment-free environment in which all
people respect one another and work together to achieve common goals.
MBS Radio is committed to taking steps to eliminate disadvantage to both its
employees and prospective employees, resulting from any rule, practice, or
physical barrier which may have adverse impact on individuals or groups
protected under the Canadian Human Rights Act. MBS Radio’s Designated
Group Members under the Employment Equity Act include Women, Aboriginal
Peoples, Persons with Disabilities, and Visible Minorities.
II. Quantitative Information
During 2009, MBS Radio noted a slight decrease in total new hires for both
permanent full-time and part-time positions as compared to 2008. During 2009
we hired thirty-six (36) full-time employees, (23 females/13 males) and six (6)
part-time employees, (5 females/1 male). Of these thirty-six (36) new full-time
hires two (2) were of Aboriginal origin.
Women hold 47% of the permanent full-time positions, an increase from 44% in
2008. They also hold 50% of the permanent part-time positions, again an
increase from 35% in 2008. There are three Aboriginal Peoples (2%), and two
Persons with Disabilities (1%) occupying permanent full-time positions at MBS
Radio. Of those who hold permanent part-time positions, one is a Person with
Disabilities (4%) and one is a Member of Visible Minorities (4%).
Terminations for 2009 included forty-eight (48) permanent full-time employees
(22 females/26 males), and 4 permanent part-time employees (1 female/3
males).
The following will highlight the various changes that occurred in 2009:
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Thirty-six (36) permanent full-time employees hired (64% females, 6%
Aboriginal)
Six (6) permanent part-time employees hired (83% females)
Three (3) temporary employees hired
Four (4) permanent part-time employees moved to full-time positions
Eight (8) permanent part-time employees did not work enough hours to
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qualify for the 2009 report
One (1) permanent part-time employee did not work enough hours to qualify
for the 2008 report,however now qualifies in 2009
One (1) permanent full-time employee moved to permanent part-time
One (1) “other” status employee moved to permanent full-time
Two (2) permanent full-time employees moved to “other” status
Forty-eight (48) permanent full-time employees terminated
Four (4) permanent part-time employees terminated
One (1) temporary employee terminated
The following reflect an accurate number of employees for 2009:
DESCRIPTION
FULLTIME
PART-TIME
TEMP
2008
161
32
8
Other to FT
1
FT to Other
-2
FT to PT
-1
1
PT to FT
4
-4
0
Not included in
2009
0
-8
0
Not included in
2008
0
1
0
Hired in 2009
36
6
3
Terminated in
2009
-48
-4
-1
2009 TOTALS
151
24
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III. Qualitative Measures
Communications
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MBS Radio continues to communicate its Employment Equity initiatives to
employees on an ongoing basis. All new employees receive a copy of the MBS
Employee Handbook which clearly states the MBS Harassment/NonDiscrimination Policy, policies and practices relating to job postings,
compensation, training, education and our updated Accommodation Policy.
Each employee must acknowledge receipt of this handbook.
MBS Radio continues to utilize the internal intranet site which allows employees
individual access to various Human Resource forms, including vacation forms,
health and dental forms, and other forms necessary to update personal
information. There is also a section on this site where if employees have
questions or concerns they can fill in a comment on the screen and it gets sent
directly to the Human Resources Department.
The MBS Accommodation and Anti-Harassment policies are posted on the
Intranet site.
Equity Environment
MBS Radio values the input from our employees and we encourage regular
feedback and input into revising our Management Action Plan for future
Employment Equity initiatives.
MBS continues to value and promote a healthy work environment for all
employees. MBS also knows the importance of a healthy work life balance and
has accommodated several employees to adjusting their daily work schedules to
accommodate child care requirements.
Managers from each market submit monthly reports to head office and these
reports continue to contain an employment equity section. This serves two
purposes: (a) to provide information about initiatives taken by individual stations
and (b) it serves as a monthly reminder to these managers of the importance that
employment equity considerations must play in the management of their
individual stations.
Throughout 2009 MBS Radio in all markets continued to donate air-time and
talent in support of many local charities and fundraising events throughout the
Maritime Provinces.
MBS Radio has established and maintained many
partnerships with various organizations in all capacities across the Maritimes. To
mention a few: Walk for MS, Walk for MD, Special Olympics, CF Foundation,
Christmas Miracle, Dreams take Flight, Arthritis Society, Big Brothers/Sisters
Bowl for Kids Sake, Fill the Foyer Food Drive, McHappy Day, and many more.
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Employment Systems
Employment Equity self-identification questionnaires are included in all new hire
packages and must be returned to the Employment Equity Coordinator in a
sealed envelope. All questionnaires have a section for employee questions,
comments and suggestions. All new employees are asked to complete this self
identification questionnaire on a voluntary basis.
Exit interviews questionnaires are given to all departing employees, giving them
the opportunity to voice their opinions on the Company Policies and procedures.
A copy is given to the Chairman of MBS Radio for his review.
Initiatives for Designated Groups
Recruitment
As an ongoing commitment, we continue to review each of our employment
equity strategies, paying particular attention to how the few positions that are
available in a given year are advertised. MBS Radio continued its recruitment
and outreach policy designed to include designated group members to
encourage their interest in available employment opportunities. MBS Radio
ensures that each job posting states that ‘MBS Radio is an equal opportunity
employer’. All applicants submit resumes to jobs@mbsradio.com.
MBS continues to contact various outreach agencies to whom we have
developed relationships including Mainland MicMac, VANSDA, and Canadian
Paraplegic Association. This is done in an effort to reach members of designated
groups where we may have under representation in our workforce. All
employment opportunities are posted on our Company website
(www.mbsradio.com) and depending on the position we are trying to fill we
sometimes broadcast employment opportunities on the radio – always identifying
that ‘MBS Radio is an equal opportunity employer’.
We continue our internship program with the Nova Scotia Community College.
These students are introduced to all elements of radio, including on-air, news
gathering and writing, engineering, and sales. This partnership presents MBS
Radio with a great opportunity to hire qualified individuals across all markets,
upon completion of their academic program.
One of our female morning-show hosts lectures at this college on a regular basis,
and our senior news director has served on the Advisory Board for the
broadcasting course.
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In 2009, four students from NSCC did their internship with MBS in Halifax and
were subsequently hired.
We also had two (2) IT students from Compu College perform their required work
terms with us.
Training and Development
MBS Radio is committed to providing our employees with opportunities for
training, development, and skills upgrading. This is an area where it is clearly in
the interest of our employees to take the initiative and look for opportunities to
prepare themselves for change and challenges which arise. The broadcasting
industry continues to experience constant and rapid change, with new technology
and innovative concepts impacting considerably on the way we conduct
business. This is the reason why we encourage development opportunities and
accommodate employees who express an interest in pursuing their goals.
Employees need to submit requests to their department managers for approval.
MBS continues to provide training and development to its Sales team by giving
employees an opportunity to enrol in a Certified Radio Marketing Course offered
by the Radio Marketing Bureau. All new Sales Representative are required to
take the Sale Training course that was developed in house by the MBS Research
Analyst. This manual serves as an orientation package, it gives an overview on
the broadcasting industry and how radio works, and gives a synopsis of MBS
Radio itself including who and what make up the Company. Also, included in this
manual is a course on DVD called Quantum Elite and an exam follows this
training. This sales training is now mandatory for all new hires.
The training course developed by one of our full-time female news announcers
dealing with radio writing is still being used. These training sessions include
information on proper grammar, story set-up, writing in active tense, and news
story generation to mention a few.
During 2009, our Moncton Operations Manager developed a Protocol Handbook
for all employees in the Moncton market. This document gives employees
valuable information on the policies and procedures for each department within
Moncton Radio. We plan to expand this document, making it relevant to all MBS
Radio locations.
Promotions
During 2009, MBS experienced eight (8) promotions of which 38% were female.
Four (4) of these promotions were from permanent part-time to full-time
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positions. Two (2) promotions involved NOC code changes and all of these
promotions included an increase in salary.
MBS Radio’s policy is to promote from within whenever reasonably possible.
Accordingly, we give first consideration to internal applicants who are qualified
and best suited to perform the various functions associated with a position. This
is outlined in our Employee Handbook.
Termination and Retention
MBS Radio continues to perform exit interviews in all markets, in one of two
ways: meeting face to face or by using a questionnaire which can be completed
and mailed back to MBS Head Office in a self addressed/stamped envelope.
This is an invaluable process as it brings awareness to the Company’s strengths
and identifies areas in our organization requiring further development. This
process also acts as a tool in further defining Company Policies and Procedures.
Reasonable Accommodation
MBS Radio recognizes its duty to provide accommodation to eliminate
disadvantage to both its employees and prospective employees. It is the
responsibility of the employee to submit a request for accommodation either
verbal or written and the request is kept totally confidential. During 2009, MBS
Radio accommodated one (1) employee with an extended leave of absence due
to illness. As stated previously in this report the Company has accommodated
several employees to adjust their daily work schedules due to child care
requirements.
V. Constraints
The Broadcasting industry is a unique industry and when filling available
positions we try to promote from within when possible. When we do have the
opportunity to recruit external candidates we work diligently to reach available
members of designated groups where we may have under representation within
our workforce. Self-identification occasionally presents a barrier to accurately
report on diversity within our workforce.
An automated questionnaire at the recruitment phase may be helpful in our
efforts to increase diversity within our workforce. Potential new hires could
complete this self-identification questionnaire along with their application
for an available position.
VI. Consultations with Employee Representatives
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During the selection process for filling available positions Supervisors and
Managers know the importance of filling diversity and bridging gaps within our
workforce.
VI. Future Strategies
We are proud of our achievements, and confirm our commitment to Employment
Equity.
We will continue our efforts in achieving reasonable progress in employment
equity by continuing internship programs to build future talent, delivering training
programs on inclusive recruitment and retention of diverse candidates; and
increasing awareness of employment equity responsibilities among managers
and employees.
Results
In 2009, we continued to work diligently to reach members of designated groups
where we have under representation in our workforce. As stated in the
recruitment section we continued to contact various outreach agencies by
forwarding all available opportunities that MBS Radio has during the year.
During 2009, we were successful in hiring two (2) persons from the three
(3) under represented designated groups.
The following table shows MBS’s total number and percentage of on-air
employees in the four designated groups:
On-air employees
Women
Aboriginal Peoples
Persons with Disabilities
Visible Minorities
Total number of on-air employees
Number
26
1
1
1
82
%
31.7
1.2
1.2
1.2
100
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