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1 CDBS Print Page 1 of 4 2/4/2015 Federal Communications Commission Washington, D.C FCC 396-C OMB September 2003 FOR FCC USE ONLY Multi-Channel Video Program Distributor EEO Program Annual Report FOR COMMISSION USE ONLY FILE NO. B ADG Read INSTRUCTIONS Before Filling Out Form SECTION I IDENTIFYING INFORMATION A. Name of Operator: COMCAST CORPORATION MSO Name: COMCAST CABLE COMMUNICATIONS B. Employment Unit's Mailing Address 1701 JFK BLVD WEST DIVISION City PHILADELPHIA FCC Registration Number: Emp. Unit ID # Application Purpose New Program Report Amendment to Program Report Supplemental Investigation Sheet (SIS) Attached C. County and State in which unit's employment office is located BENTON, OR D. Category of Respondent (check applicable box) State PA Zip Code Fewer than six (6) full-time employees during the selected payroll period: Complete Sections I, II and V Six (6) or more full-time employees during the selected payroll period: Complete ALL sections of the Form 396-C and the Supplemental Investigation Sheet, if attached E. Pay Period Covered by this Report (inclusive dates) AUGUST 17-30, 2014 F. Attachments: (See "Exhibit" buttons, below.) SECTION II COMMUNITY INFORMATION System Communities Comprising Local Employment Unit Ident No. Name of Community Location (State) Type Review the list of communities served on the previous year's submission and attach as Exhibit A any additions [Exhibit 1] or deletions, using the format noted above. NOTE: APPLICABLE ONLY TO CABLE OPERATORS AND NOT TO OTHER MVPD UNITS. SECTION III EEO POLICY AND PROGRAM REQUIREMENTS Check YES or NO to each of the following questions. If answer to any question below is NO, attach as Exhibit B an explanation. [Exhibit 2]

2 CDBS Print Page 2 of 4 2/4/ Have you complied with the outreach provisions of the FCC's MPVD Equal Employment Opportunity Rule, 47 C.F.R. Section 76.75(b), during the twelve month period prior to filing this form? Yes No 2. Do you disseminate widely your EEO Program to job applicants, employees, and those with whom you regularly do business? Yes No 3. Do you contact organizations, media, educational institutions, and other potential sources of applicants for referrals whenever job vacancies are available in your organization? Yes No 4. Do you undertake to offer promotions to positions of greater responsibility in a nondiscriminatory manner? Yes No 5. To the extent possible, do you seek out entrepreneurs in a nondiscriminatory manner and encourage them to conduct business with all parts of your organization? Yes No 6. Do you analyze the results of your efforts to recruit, hire, promote, and use services in a nondiscriminatory manner and use these results to evaluate and improve your EEO program? Yes No 7. Do you define the responsibility of each level of management to ensure a positive application and vigorous enforcement of your policy of equal employment opportunity and maintain a procedure to review and control managerial and supervisory performance? Yes No 8. Do you conduct a continuing program to exclude every form of prejudice or discrimination based upon race, color, religion, national origin, age, or sex from your personnel policies and practices and working conditions? 9. Do you conduct a continuing review of job structure and employment practices and maintain positive recruitment training, job design, and other measures needed to ensure genuine equality of opportunity to participate fully in all organizational units,occupations, and levels of responsibility? SECTION IV ADDITIONAL INFORMATION You may provide as Exhibit C any additional information that you believe might be useful in evaluating your efforts to comply with the Commission's EEO provisions. There is no requirement to provide additional data or information. [Exhibit 3] Yes Yes No No SECTION V CERTIFICATION This report must be certified as follows: A. By the individual owning the reporting system if individually owned; B. By a partner, if a partnership; or C. By an officer, if a corporation or association. I certify that to the best of my knowledge, information and belief, all statements contained in this report are true and correct. Signed Date 09/24/2014 Telephone No. (include area code) Title SR. VICE PRESIDENT, HUMAN RESOURCES Name of Respondent G. WAYNE DAVIS 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). Part I Employee Job Descriptions FORM FCC 396-C - SUPPLEMENTAL INVESTIGATION SHEET

3 CDBS Print Page 3 of 4 2/4/2015 Give brief job descriptions for employees in the job categories specified below. The number specified in the box indicates the number of different job descriptions that are to be submitted for each category. Job descriptions should include the position title and a brief description of the major duties and responsibilities of the individual(s) in the position. 1. Officials and Managers [Exhibit 4] 2. Professionals [Exhibit 5] 3. Technicians [Exhibit 6] 4. Sales Workers 1 [Exhibit 7] 5. Office and Clerical [Exhibit 8] 6. Craft Workers (skilled) [Exhibit 9] 7. Operatives (semi-skilled) [Exhibit 10] 8. Laborers (unskilled) [Exhibit 11] 9. Service Workers [Exhibit 12] Part II Inquiries Concerning EEO Program and Practices Submit responses to the inquiries indicated by a "check" Responses should be brief, but must provide sufficient information to describe the employment unit's activity and efforts in the area of inquiry. 1. Describe the employment unit's efforts to comply with the outreach provisions of 47 C.F.R. Section 76.75(b). [Exhibit 13] 2. Describe the employment unit's efforts to disseminate widely its equal employment opportunity program to [Exhibit 14] job applicants, employees, and those with whom it regularly does business. 3. Name the organizations, media, educational institutions, and other recruitment sources used to attract [Exhibit 15] applicants whenever job vacancies become available. 4. Explain the employment unit's efforts to promote in a nondiscriminatory manner to positions of greater [Exhibit 16] responsibility. 5. Describe the employment unit's efforts to encourage entrepreneurs to conduct business in a nondiscriminatory [Exhibit 17] manner with all parts of its operation and provide an analysis of the results of those efforts. 6. Report the findings of the employment unit's analysis of its efforts to recruit, hire and promote in a [Exhibit 18] nondiscriminatory manner and explain any difficulties encountered in implementing its EEO program. 7. Describe the responsibility of each level of the employment unit's management with respect to application and [Exhibit 19] enforcement of its EEO policy and explain the procedure for review and control of managerial and supervisory performance. 8. Describe the manner in which the employment unit conducts its continuing review of job structure and [Exhibit 20] employment practices. 9. Other Inquiries: [Exhibit 21] Part III EEO Public File Report Attach a copy of the EEO public file report from the previous year. Cable entities are required to place annually such information as is required by 47 C.F.R. Section in their public files. [Exhibit 22] EMP UNIT ID: MSO NAME: COMCAST CABLE COMMUNICATIONS OPR NAME: COMCAST CORPORATION Approved by OMB Exhibits Attachment 7 Description

4 CDBS Print Page 4 of 4 2/4/2015 Unit SIS Exhibit Attachment 13 Unit SIS Question Description Attachment 18 Unit SIS Question Description Attachment 19 Unit SIS Question Description Attachment 22 Unit EEO PFR 2014 Description

5 Job Description Function Family Job Title Job Abbreviation Hierarchy Group Customer Service Customer Service Center Representative 2, Customer Service Center REP2CSTSVCEN Support Hierarchy Level Support 2 Summary Responsible for assisting customers with resolving complaints, interpreting and clarifying account statements, and correcting billing discrepancies. Educates the customer on features, benefits, and use of all company products and services. Responds to and processes all general service requests, including changes to account data, product features, and level of service. Participates in special projects as assigned. Works with moderate supervision/guidance. Is accountable for individual results and impact on team. Core Responsibilites - Ensures quality service through accuracy and the commitment to first-contact resolution. - Actively promotes and up-sells products and provides lead generation support for all other product lines. - Efficiently communicates and processes all transactions related to company collection policies, including non-pay disconnects, service restarts, and credit card transactions as they relate to all product lines. - Meets proper cash procedures including verification, ordering change, and processing credit card payments. - Other duties and responsibilities as assigned. - Regular, consistent and punctual attendance. Must be able to work nights and weekends, variable schedule(s) and overtime as necessary. Education Level High School or Equivalent Field of Study Certifications Years Experience Compliance Generally requires 2-5 years related experience Comcast is an EEO/AA/Drug Free Workplace.

6 Disclaimer The above information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications

7 Question 1: Describe the employment unit s efforts to comply with the outreach provisions of 47 C.F.R (b). Comcast achieves broad outreach when filling its full-time vacancies by using both direct recruitment implemented by its recruiters and through its engagement of JWT Inside ( JWT ), an employee relationship marketing agency that integrates recruitment advertising, branding, strategy and internal communications to help organizations advance employee engagement. JWT administers a system called Easy Post, which interfaces with Comcast s E- recruiting tool within its HRIS system ( SAP ). When a Comcast recruiter enters a new job requisition into SAP, the recruitment sources he or she selects to use via the Easy Post system are transmitted to JWT, which then posts the position with the selected sources. JWT tracks the posting start and end dates for each recruitment source, The recruitment sources administered by JWT include both Internet job banks (e.g., Monster.com, CareerBuilder.com) and non-internet sources. For example, one recruitment source that Comcast reaches through JWT is the National Black MBA Association, a premier business organization serving black professionals that promotes entrepreneurship and career advancement among its membership through a variety of programs, events, and resources. Comcast also reaches Women for Hire via JWT. Women for Hire is a company devoted to a comprehensive array of recruitment services for women, including its career expos, career focused magazine, and multi-media training and recruiting resources. Another recruitment source that Comcast reaches through JWT is Diversity Inc, a leading publication on diversity and business that maintains a career center through which its readership may access information about Comcast s job vacancies. Comcast recognizes that some job seekers rely on local and regional job banks when searching for employment. Comcast has, therefore, become a member of the Direct Employers Association, a nonprofit consortium of employers that distributes job vacancies to a network of resources for job seekers, including, but not limited to, local and statement employment agencies, which may make job vacancy information available both online and at brick-andmortar workforce centers. Comcast actively seeks out new talent by working with the career offices of colleges, technical and trade schools within and near the communities served by its employment units. Through these cooperative relationships, students are able to learn about potential job opportunities with Comcast through their school s job banks and in consultation with career counselors. For instance, within the last year, Comcast has worked with the career offices of the following schools to circulate the employment vacancies at this unit: Portland Community College - Rock Creek, Portland Community College - Sylvania, Portland Community College - Cascade, Portland Community College - 82nd, Portland Community College - Employment Specialist, Mt. Hood Community College, Clackamus Community College, CCC - Wilsonville Training Center, Clark Community College, ITT Technical Institute, Devry University When appropriate, this unit advertises its job vacancies in print media via JWT and with the following publications: Women in Cable, Oregon Tradeswoman Inc and flyer

8 advertisements. Comcast also advertises many of its job vacancies via television advertisements on its cable systems. In addition, this employment unit has participated in the following job fairs within its community: Partners in Careers, Maximum Connection Job Fair, Stand Down- Veterans Job Fair, Veterans and Individuals with Disabilities Job Fair, Tapping Fresh Talent Eugene, Portland State University s Annual All Majors Career Fair, Clackamas Community College - Retail Career Fair, 2013 Hiring Our Heroes Regional Veterans Event!, The UO Diversity Career Symposium, United Career Fairs, 2013 Hiring Our Heroes Regional Veterans Event!, Portland Bilingual Latino and Diversity Career Fair, 2014 Oregon Women Veterans Conference, Mt. Hood Community College 2014 Diversity Career and Job Fair, Partners in Careers, Tapping Fresh Talent - Career Expo, Chehalem Career Fair, 2014 Career Connection Job Fair, PCC Cascade Job Fair, PCC. These job fairs were attended and supervised by this unit s Recruiters, HR Leaders, Tech Ops Representatives, Spotlight, Direct Sales Reps and Cable Store employees. In addition to the participation in local job fairs, Comcast has a training program designed to enable the unit personnel to acquire skills that could qualify them for higher level positions. Comcast has an electronic learning system which integrates with a performance management tool for all employees. As part of the performance management tool, managers and employees are able to capture goals and manage performance interactively and electronically. This allows employees to manage and develop their career progression at Comcast. Through the online learning system, employees can update and maintain a skills profile, find training opportunities and enroll in both online and classroom based courses offered by Comcast University. Comcast also has an educational assistance policy that pays for employees continuing education, and at many of its employment units, sponsors an internship program to allow students to learn about potential career opportunities in the cable industry. These initiatives satisfy the requirements of 47 C.F.R (b)(2). Comcast believes that these practices and policies achieve broad outreach when recruiting to fill specific employment vacancies and communicate the type of job opportunities that may become available at this unit among its community. 2

9 Question 6: Report the findings of the employment unit s analysis of its efforts to recruit, hire, and promote in a nondiscriminatory manner and explain any difficulties encountered in implementing its EEO program. Comcast continually reviews its recruitment, hiring, and promotion practices. Periodically, Human Resources personnel for this unit conduct an analysis of the hiring, terminations and promotions at this unit to ensure that no pattern of discrimination is occurring. Exit interviews are conducted for voluntary terminations to determine the cause of the termination. The Human Resources team for this unit meets regularly with the unit s managers with hiring and promotion authority to review this data, and the overall effectiveness of the unit s recruitment practices in achieving broad outreach into its community, as well as the unit s interview, hiring, and promotion practices to ensure that they do not have any apparent or actual discriminatory effect. Any issues that require escalation are reviewed by the Compliance Champion for this unit, and to the Regional Vice President of Human Resources and Comcast s Legal Department, as appropriate. Through these analyses, Comcast has determined that its recruitment, hiring, and promotion practices are effective to ensure genuine equality of opportunity for all job applicants and employees pursuant to its EEO Program. Comcast has not encountered any problems in the implementation of its EEO program at this unit or claims of discriminatory conduct in its employment practices.

10 Question 7: Describe the responsibility of each level of the employment unit s management with respect to application and enforcement of its EEO policy and explain the procedure for review and control of managerial and supervisory performance. Comcast s Corporate Human Resources Department has ultimate responsibility for the implementation and enforcement of its EEO practices. The Corporate Human Resources Department communicates with the HR Leads for each Division to ensure that Comcast s EEO policies are understood and applied at all levels of the company s operations. The Division and cable system managers have primary responsibility for the implementation of Comcast s EEO policies on the local level of each FCC employment unit. Each of Comcast s Divisions conduct an independent analysis and review of HR practices on the cable system level on a periodic basis to ensure that Comcast s EEO policies are being correctly implemented and enforced. Comcast managers, department heads, and supervisors are all responsible for ensuring that all employment and promotion decisions made within their employment units are consistent with the company s EEO policies and are free of discrimination. All such managerial and supervisory personnel receive training on the Comcast Code of Ethics and Business Conduct. The responsibilities of these individuals include, but are not limited to: Working with Comcast s Human Resources Department to understand the individualized EEO-related goals for their employment units and implementing an EEO plan in order to achieve those goals; Performing periodic audits of training, hiring, and promotion activities to ensure compliance with the company s EEO program and achievement of EEO goals, and to notify the Human Resources Department of any problems encountered in implementing the program; Ensuring employee awareness of the company s EEO policies through training programs that familiarize employees with the program and its goals; Ensuring that minority and female employees have the opportunities for transfer and promotion based on their experience and skills; Counseling employees in their employment units regarding career opportunities; Performing periodic audits of employment units to ensure that: (I) EEO notifications are properly displayed; (II) minority and female employees are encouraged to participate in all company-sponsored educational, training, recreational, and social activities; and Ensuring that the employment units work environment is discrimination free by prohibiting and vigorously enforcing the prohibition against racial slurs or remarks, sexual harassment or any behavior which is actually or apparently discriminatory or intimidating to employees. Comcast s Human Resources Department has primary responsibility for producing and verifying each employment unit s EEO Public File Report on an annual basis and ensuring that the report is placed in the unit s public inspection file and on Comcast s website. In addition, whenever there is a vacancy, a member of the local Human Resources Team reviews the job

11 description to ensure accuracy and works closely with Comcast s Hiring Managers on selection techniques to find the best candidate for a job opening in a consistent and non-discriminatory manner. Local Human Resources Teams also review any counseling or disciplinary actions taken, including potential terminations to ensure consistency within the unit. Potential terminations are also reviewed by the Regional Vice President of Human Resources to ensure consistency within the Region. Depending on the circumstances, potential terminations may also be reviewed by the Division Vice President of Human Resources and/or the Senior Director of Human Resources. All Comcast supervisors attend periodic training and workshops to review the EEO laws and the company s commitment to being an EEO employer. Comcast also provides training on maintaining a harassment-free workplace to all front-line and management employees every other year. Successful implementation of Comcast s EEO policies and procedures is reviewed as part of the performance appraisal of each Comcast manager, supervisor, and corporate employee with EEO responsibilities. 2

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