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THE WASHINGTON NEWSPAPER
Things are starting to open. Sell a regional event ad and earn $50!
June 2021
Page 5
Journal of the Washington Newspaper Publishers Association
Good community, flexible work hours keys to satisfaction Salary survey shines a light on pay scales for positions
Living and working in a community they love and having flexible work hours were among the most important factors in job satisfaction for WNPA newspaper employees, according to a recent survey conducted by WNPA. The survey of WNPA papers looked at three areas – personal employee profile, newspaper profile, and salary and wages. There were 119 total respondents, with 101 providing pay information. Respondents skewed toward those who have worked in the industry for more than 10 years, and 85% said their company offered employees at least some benefits. Most respondents (45%) were paid salaries; 39% were paid an hourly wage and 16% of respondents said they were paid a “base wage plus commission.” Pay among respondents was most affected by role at the newspaper, where publishers and editors earned the highest median wage ($28.85 per hour and $19.62 per hour, respectively). Employees working in marketing/sales earned a median base pay of $15.72 per
A detailed copy of the salary survey is online at wnpa.com hour plus a 5 percent commission on sales. Reporters, content designers, and office staffers earned the least ($15.43, $16.75 and $15.63, respectively). Not surprisingly, the smaller the circulation, the less employees were paid. One inconsistency in the data was lower wages for mid-size papers, ranging from 6,000 to 10,000 circulation. There was no obvious explanation for this result, so it was likely a shortcoming in the representativeness of the sample in that group. Length of time in the newspaper industry directly affected overall pay for those with the longest tenure, but surprisingly, there was almost no difference in median or average pay scales for people who had been in the industry for one to seven years. Another surprising fact: there were essentially no differences in pay based on the respondents’ perceived cost See SURVEY, Page 2
This photo, by Luke Whitaker of the Chinook Observer, showing family members who escaped a house fire, was among the entries in this year’s Better Newspaper Contest. Contest winners will be announced at the WNPA annual convention Oct. 9 in Bellingham, if health directives allow us to meet in person.
Woman wins suit after being arrested for recording a city council meeting
By Roger Harnack Franklin Connection MESA — After 18 years, a local woman has won several arguments in a major round in court after being denied the right to video tape a City Council meeting and then being arrested. On Tuesday, June, 1, the state Court of Appeals, Division III found in favor of Donna Zink, a local resident who sued following the May 8, 2003, actions of the Mesa City Council and Mayor Duana Rae Ross.
Zink sued the city after Mayor Ross illegally ordered Zink to stop recording a public meeting, records show. The mayor also called 911 and asked that Zink be removed from the meeting and demanded she be arrested for trespassing. Her removal and arrest led to the lawsuit, and this week’s appellate ruling. In the appellate ruling, Judges Rebecca L. Pennell, Laurel H. Siddoway and Robert E. Lawrence-Berrey affirmed lower court rulings that the city had indeed violated the state
Open Public Meetings Act by barring Zink from recording. The appellate court also lifted the “restrictive” amount of attorney fees awarded and remanded that issue back to a lower court, allowing Zink to pursue full compensation for her legal fees and costs. In the initial lawsuit, Zink claimed $19,411.65 in fees and costs, but a lower court ordered the city to only pay $6,511.49 in compensation. The appellate court also reversed a lower court order See LAWSUIT, Page 2
LAWSUIT: Mesa City Council violated law
Continued from Page 1
in finding that Mayor Ross and the city violated Zink’s Constitutional rights from unlawful search, seizure, arrest and malicious prosecution. The appellate court noted that City Council members — specifically Councilman Patrick Fay and Mayor Ross — actively tried to persuade a deputy to arrest Zink. “… One could conclude Mayor Ross and council member Fay instigated Ms. Zink’s arrest and imprisonment by not only calling 911 with a request for law enforcement to remove Ms. Zink, but also actively trying to convince the responding sheriff’s deputy that Ms. Zink had no legal right to record the council meeting,” the appellate ruling said. “The activities of Mayor Ross and council member Fay went beyond merely providing truthful
information to law enforcement and then allowing law enforcement to take independent action. The city officials looked through statute books and relayed legal claims in an effort to convince the sheriff’s deputy there was a basis for arrest.” Zink also sought a jury trial in her allegation of denial of due process, but the trial court said a jury trial was not warranted. The appellate court disagreed. “The Zinks presented a viable claim that Mayor Ross, acting in her official capacity, deprived Ms. Zink of her right to attend a public meeting by unlawfully conditioning attendance on Ms. Zink’s foregoing the video recording of the meeting,” the court found. The appellate court remanded the case back to a lower court, allowing Zink to pursue further legal actions.
Officers: Caralyn Bess, President; Steve Powell, First Vice President; Michelle Nedved, Second Vice President; Patrick Grubb, Past President. Trustees: Roger Harnack, Scott Hunter, Teresa Myers, Rudi Alcott, Sean Flaherty, Eric LaFontaine and Donna Etchey. THE WASHINGTON NEWSPAPER is the offical publication of the Washington Newspaper Publishers Association. It is published monthly by WNPA, PO Box 389, Port Townsend, WA 98368. Fred Obee: Executive Director: 360-344-2938 Email: fredobee@wnpa.com Janay Collins, Member Services Director: 360-344-2938. Email: ads@wnpa.com 2 The Washington Newspaper July 2021
FROM THE PRESIDENT
We need to look at company culture to attract and keep good employees By Caralyn Bess I can’t believe it is June already. And of course, I am late in getting my column over to Fred who is gently reminding me it’s due and giving me ideas on what to write about. While they were all great suggestions, I chose to share a recent experience, and, specifically, one of the topics covered during a four-day conferBess ence I attended. You see every year (except last due to COVID), Brad Hagadone gathers his media teams from across the Pacific Northwest for a meeting of the minds. This has been an annual ritual dating back many years so protocols and the culture of the conference were established long before me. With two of us (Idaho and yours truly) being relatively new to the company, we wanted it to be different this year, especially given the last year and a half that we’ve been through, let alone the struggles of our business/industry for several years prior to the pandemic. This year, we chose to change the format, culture and well, pretty much everything…ditching vendors pitches and the showboating presentations and change to an unconventional format, one where the slides used were the basis to form conversations. Ripping the
Band-Aid’s off, being total truth tellers and having candid conversations about the challenges we face. Imagine that! We also invited all stakeholders to the table to partake in the conversations...Audience Development (Circulation, Marketing & Editorial) along with Advertising and Technology, giving us a room full of very smart minds to put it all out there and work through core issues, one of which was recruitment and retention, something we, along with businesses across our great nation, struggle with today. How do we position ourselves to be an employer of choice? I don’t know about you, but we have ZERO full time sales reps at Columbia Basin Herald. There are many reasons why we can’t fill jobs and/or retain talent – but two of the greatest impacts are unemployment stipends and generational differences. Some of the other impacts are things we can control, like the messaging and perception that newspapers are dying. Don’t even get me started on that topic! But changing the culture of our legacy businesses? Isn’t that one of the reasons we struggle so with digital transformation? Generational differences are a huge hurdle for many businesses. What are we going to do five or 10 years from now, let alone today, to position ourselves as a company that our current and future candidate pool, Gen Y and Gen Z, see us as a company they want to be a part of?
In preparing for this session, I did extensive research and posed the question: is our company (and culture) embracing generational differences and preferences? I am happy to share the research with any of you who would like it (just email me) but some of the preferences require us to change. Perhaps your culture is different and you are embracing different practices… perhaps the pandemic helped some of that along, like remote working, flexibility? Did you know that according to Sales Fuel, four out of 10 media sales reps agree that they WILL NOT be working for the same company six months from now? Let’s face it we are all struggling to recruit and retain top talent – forget top talent – any talent. And according to Recruitology, seven out of 10 say remote work is very or somewhat important. In fact, four out of 10 have or would decline a job that requires full-time on location work. And almost nine out of 10 say that company culture is somewhat or very important in their decision to apply. Many candidates learn about brand/culture from the company’s social and web sites, primarily Facebook, LinkedIn and Instagram. I’d ask you; do you even have a presence on all of these platforms, let alone incorporate information about your brand (your why? your purpose?) values and culture? See BESS, Page 5
SURVEY: Detailed results online at wnpa.com Continued from Page 1
of living in their community, with salaries remaining constant regardless of a low or high cost of living. The survey was conducted after WNPA was asked several times about newspaper salaries in Washington state. With little salary information specific to the newspaper industry from our state, we decided
to undertake a brief survey among WNPA newspaper employees to see where things stand. The anonymous data were collected online from April 8-30, 2021 using Survey Monkey. The survey was sent to 475 employees of WNPA members. An open survey link was also distributed so the opportunity to participate
was available to all employees (not just those for whom we have email contact info). About 1/3 of respondents entered the survey using the open link, which increased the representativeness across newspapers. A detailed copy of the survey results is available online at wnpa.com. Just go the home page and click on the Salary Survey Results tile.
Cantwell eyes $2.3 billion for newspapers U.S. Sen. Maria Cantwell (D-Wash.) will seek about $2.3 billion worth of tax credits and grants for local newspapers and broadcasters as part of President Biden’s infrastructure plan. Sen. Cantwell, who has been active in helping the newspaper industry address the challenges that many papers faced with regard to the Paycheck Protection Program, said that while PPP loans helped the industry stave off its biggest challenges in the near term, additional help will be needed over the next two to three years. She said a 67-page report she published last October recognizes how much newspapers have lost due to unfair market practices and to changes in the
way news content is delivered, adding: “We want to make sure you don’t lose any more during this next two to three years.” Her proposal would include a combination of both tax credits (for employee health care, benefits and payroll) and grants administered through the Department of Commerce to help newspapers rehire some of the lost workforce and build back good local content. Alan Fisco, president of The Seattle Times Company and president of America’s Newspapers, said: “It was wonderful to hear the depth of support Senator Cantwell has for a vibrant news media ecosystem and the need to support our industry beyond PPP loans. It was especially grati-
fying to learn she is looking at options for including some support for news organizations in an upcoming infrastructure package that could be for multiple years.” In the next several weeks, Sen. Cantwell also noted that hearings will be held in the Senate Commerce Committee, in which issues of trust, unfair market practices and the challenges posed by Big Tech will be addressed. She said the combination of legislation and these hearings “are the best way we can help bridge the near-term challenges that news organizations are facing, while the Department of Justice and others look at the legal remedies to help get a more level playing field with the industry and tech sector.”
The trusted brand that newspapers bring to their local communities was highlighted this past year, she said, during the COVID-19 pandemic. “Your sheets were filled every day with lots of COVID information. I can’t imagine going through COVID without newspapers and journalism,” she said. “That brought home the point.” Unfortunately, though, she said a lot of people still see the long-term industry prospects as an inevitable sea change. Since 2005, newspapers have lost more than 40,000 newsroom employees and roughly 60% of their workforce, she said — an issue “we can’t shy away from addressing.”
New WNPA podcast looks at hate groups
Journalist Mike Dillon and WNPA Executive Director Fred Obee talk about hate groups in the Northwest and give ideas on how local papers can begin to tackle the subject. Obee recounts his experience covering hate groups, including the shootout with FBI agents that killed white supremecist Robert Matthews. Obee also looks at the people and events surrounding a famous Washington libel trial that ultimately led 20 years later to a brutal murder in Seattle. WNPA podcasts are available at Google Podcasts on your phone, or by going to wnpa.com and clicking on the podcast tile on the home page.
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The Washington Newspaper July 2021 3
Help events restart & earn $50 cash As we slowly emerge from our pandemic cocoon, the opportunity to get business rolling again will be everywhere. That means we will have events again and people will want to travel – but how will the public know who is open? The answer is a WNPA Impact Ad. Selling statewide or regional 2x2 or 2x4 Impact Ads is a big part of what helps fund your Washington Newspaper Publishers Association, and it’s a great option for advertisers seeking broader reach for their messages. And for the next few months, you can get an extra $50 direct from WNPA for selling an ad. Who has money for ads? Governments do! They collect a tax on hotel and motel rooms and hand money out to cities and counties to promote themselves. Impact ads are a perfect match for this program. If you have not already, you should ask your city and county governments (each has separate funds) for a report on where the hotel-motel tax money is going. In most cases, nonprofit organizations that receive this money are
supposed to spend it in outside markets that will draw people to your town. Although most events have been limited, some are slowly returning. If anything, people will be itching to get out this spring and summer. WNPA ads are a perfect match for boosting community events because you can choose to advertise regionally or statewide. Here’s how it works: • You sell the ad to a local organization to bolster tourism. • You charge your client for the full cost of the ad, and send an insertion order to WNPA. WNPA then invoices you for half the cost of the ad, splitting the revenue on the ad sale. The advertising sales person gets their regular commission on the sale and $50 direct from WNPA. • WNPA uses our share of the money to provide your legal hotline, professional services, Legislative Day, the Better Newspaper Contest and the annual convention. • We keep the price to the client affordable by asking all member newspapers to publish the ads sold by other newspapers for free. Potential customers include festivals, fairs,
resorts, real estate offices, state agencies, statewide or regional political candidates – anyone who desires a cost effective regional or statewide campaign. Because member newspapers publish these ads for free, we can only
promise that they will run as black and white ads. If you include a color version, many papers will use it instead, but there is no guarantee of this. The ads are small – just two columns wide by either two or four
inches tall. One column by four or eight inches are also OK. They need to be produced in two different widths, to accommodate different column widths. So talk with local chambers or festival organiz-
ers or others who receive hotel-motel tax money from local governments, and let’s start planning our comeback. Questions? Call Member Services Director Janay Collins at 360-344-2938 or email ads@wnpa.com.
Earn $50 plus your usual commission by selling WNPA ImpactAds • ImpactAds are 8 column inches max. • They run in WNPA papers statewide or by region. • Great for events, real estate, recruitment, festivals, fairs, golf courses, wine tours, casinos, car shows, whale watching boats, tourism activities. • Sell as a stand alone ad buy, or as an upsell for an ad you are selling locally. • Sell any time. Commission is paid when the ad runs. • Full price of the ad is split between your paper & WNPA. • See wnpa.com under Advertise Statewide for full details. Questions? Call 360-344-2938 or email ads@wnpa.com
The map above shows the regions for Impact Ads. Sell the whole state, or choose a region. 4 The Washington Newspaper July 2021
BESS: probing worker traits Continued from Page 2 So, we embarked on a discussion to uncover what we need to do to position ourselves to be an employer of choice. That is the key question each one of us needs to figure out if we are truly going to be successful recruiting and keeping employees and in finding a business model that works to sustain local journalism. Gen Y, also referred to as millennials still watch TV, but cord cutting in favor of streaming services is the popular choice. Their best work traits are that they are tech savvy, collaborative and are focused on the greater good. They are stereotyped as being entitled and lazy. But, did you know that of all the generations currently in the workforce, Millennials are considered to be the most independent workers? They are also
concerned with ethics and the social responsibility of the organizations they work for. Interestingly, they grew up sourcing information so they prefer to be left to create their own processes and don’t like being told exactly what to do. And then there is Gen Z. Think about it. They are younger than Google! They received their first cell phone at age 10 (where they spend on average three hours a day). The events shaping their lives are smartphones, social media and never knowing a country not at war. Their best work traits? They are digitally fluent, being the most tech competent of any of the generations. With digital transformation being key to our success, we definitely need Gen Zs on our team. They are practical and they flourish in diverse
workforces. They are able to quickly pick up on developments. They are natural entrepreneurs with 70% wanting to start their own business. They are described as the “always on” generation, because they can multi-task unlike any other generation. As for stereotypes, they are cynical and have no loyalty. But what is interesting is that even though they seem to always be glued to their phones, they crave deeper connections at work. Gen Z brings a new set of behaviors and expectations into our workplace. According to a survey done by Inc. in 2018: • 8 out of 10 prefer to have a millennial manager. • 7 out of 10 want to communicate face to face and 6 out of 10 want multiple check ins from their manager during the week. Of those, 40% want
the interaction with their boss to be daily or several times each day. • 4 out of 10 prefer a fully self-directed and independent approach to learning. • 63% feel it’s important to work with people with diverse education and skill levels. In fact, almost 8 out of 10 said that a company’s level of diversity affects their decision to work there. While I don’t profess to have the immediate answers, my intent is to get us thinking, talking and exploring ways to get better. Hagadone Media realizes the implications this has for our business and has formed a task force to identify strategies that answer and address these questions. I’d love to have a discussion with any of you who have ideas and would like to share. Cheers to a bright future. Caralyn Bess is the publisher of the Columbia Basin Herald and this year’s WNPA president.
WNPA can help you in a legal emergency By Fred Obee At WNPA, we are devoted to helping our member newspapers protect themselves from lawsuits, libel actions and other legal difficulties. The hotline, as we’ve always referred to it, was established many years ago to get quick legal advice from an attorney when members faced a legal emergency. For years, we kept an attorney on retainer and members were allowed to call the attorney directly, and during this time the use of the hotline expanded to questions on open meetings, records and even business affairs. Ultimately, the WNPA Board of Directors decided that keeping an attorney on retainer to answer these nonemergency legal questions was veering pretty far from the original intent of our legal hotline, and because legal advice from practicing attorneys is expensive, we decided to rein in use
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of the hotline for nonemergency questions. Our policy today is this: If someone serves you with a subpoena, presents you with an order to turn over files, files a lawsuit against you, issues you a summons to testify, or takes some other legal action against you that requires an immediate response, you should call WNPA first to get clearance to talk to our hotline attorney. If you face a legal emergency, WNPA will connect you with an attorney to help you decide what your legal options are and what steps you need to take next. This consultation is limited to one hour and is paid for by WNPA. The reality is that most of the questions our members face can be answered by the WNPA staff. Our office phone is 360-344-2938. If we are out of the office, you can call my cell phone at 360301-6453.
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JOB BOARD REPORTER /PHOTOGRAPHER Join our newsroom team! The Omak-Okanogan County Chronicle is seeking a passionate and energetic reporter/ photographer to join our newsroom team. As a reporter at The Chronicle, the candidate will be responsible for delivering fresh and interesting news to our audience. Duties include keeping up with local happenings, covering a wide variety of stories, conducting and scheduling interviews and photographing and writing articles to be published online and in print. Keeping up with strict deadlines is a must. Candidate should possess a passion for writing comprehensive news and feature stories; strong time-management skills; excellent communication and research skills; knowledge of AP style guides, computer proficiency (Microsoft Office, Adobe Photoshop, Adobe InDesign); and a degree in journalism or relevant field work experience. Hourly wage, plus benefits. Send writing and photo portfolio to tmyers@omakchronicle. com, or The Chronicle, P.O. Box 553, Omak, WA, 98841. No phone calls, please. SALES REPRESENTATIVE We’re looking for someone who can sell at the Omak Okanogan County Chronicle. The ideal candidate will be able to work autonomously, is highly motivated, and goaloriented in reaching required sales goals. Network with area busi-
nesses and organizations to sell advertising, both print and digital. Though experience is preferred, training is available for the ideal candidate. This opportunity affords 30+ hours a week with generous benefits after 60-day new hire period. Benefits include health care, paid holidays, sick, vacation and personal days, as well as 401 (k) and Flexible Spending (FSA). Base salary + commission and mileage reimbursement. Must have a valid driver’s license, proof of insurability. Send resume and cover letter to: tmyers@omakchronicle.com or to: The Chronicle – Attn: Teresa Myers, P.O. Box 553, Omak, WA, 98841. No phone calls please. Position open until filled. REPORTER Come work for one of the Pacific Northwest’s best small newspapers. There is an immediate opening at The Astorian, located in Astoria, Ore., for a reporter looking to improve their craft. We value enterprise reporting with an eye toward accountability. You’ll work closely with an energetic, digital-first newsroom. A former reporter says, “Astoria is a beautiful place to work. The community cares about its paper, as well as about the people who live here. It’s a professional but familyfocused office that has allowed me to grow both personally and professionally.” The Astorian is part of EO Media Group, a family-owned multimedia company. We are a small-town newspaper
6 The Washington Newspaper July 2021
with a global outlook. We have invested in journalism by upgrading our press, revamping our websites and adding a statehouse bureau at a time other newspaper media are cutting back. This full-time position works 37.5 hour work weeks and allows the flexibility to work from both home or the office. When applying, be sure to upload resume, cover letter and work samples. https://www.applicantpro.com/openings/eomediagroup/jobs/1793925429357 REPORTER The Sunnyside Sun, a weekly paper with more than a century of hometown reporting tradition covering the beautiful Yakima Lower Valley, is seeking an enthusiastic general assignment reporter/photographer to immediately fill this vital role in our WNPA award-winning newsroom. Duties include assigned beat work of public meetings; police and fire coverage, agriculture and community news and features, and sports coverage when needed. The hourly wage starts at $13.69 and is a 40 hour per week position with an occasional weeknight and weekend assignment as part of the job. Our successful applicant will be a motivated and deadline-driven team player able to work on multiple stories outside the newsroom, while producing daily online news content. This is an excellent opportunity to expand your reporting creden-
tials and grow with a family-owned media company that believes in the value of hyper-local community journalism. Candidates with the combination of news writing experience and education, along with new college graduates are encouraged to apply. Email your cover letter, resume and three writing and photo samples in PDF format to Patrick Shelby, managing editor at pshelby@ sunnysidesun.com. No phone calls, please. The qualified candidate will need to possess a valid driver’s license, clean driving record and vehicle insurance. We
TURN ON THE LIGHT…
are an Equal Opportunity government issues and Employer. writing hard news stories primarily for publicaREPORTER tion in the Port Orchard The award-winning Independent and Central Kitsap News Group has Kitsap Reporter, and onan opening for a general line in the Kitsap Daily assignment reporter to News. Weekly or daily cover community news newspaper experience is in South and Central preferred, although time Kitsap County, WA. worked on student pubApplicants must be lications and internships able to work in a teamwill be considered. oriented, deadline-driven It is likely the candienvironment, be self-mo- date who is selected will tivated and resourceful, spend most days working possess excellent writing remotely, but will need skills, have knowledge to work in the field in of community news, and South and Central Kitsap be able to write about a County. wide range of issues and This is a full-time cover multiple beats. position that includes exThe ideal candidate cellent benefits: medical, is omfortable covering Continued on Page 7
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JOB BOARD What happens to your archives when newspapers consolidate? Sometimes the selling publisher will retain ownership, sometimes the archives are passed on to the new owners. In either case, it is important that all parties agree and understand what is going to happen with the bound, loose or microfilm archives.
Historical stakeholders will continue your stewardship! There’s no downside to scanning your newspaper's archive but there is a singular hurdle so daunting that most publishers simply cannot foresee any way to overcome it – cost. Luckily, there are organizations determined to help. ArchiveInABox works with historical societies and museums who can provide funding to digitize and index small-town newspapers, while publisher retains all ownership and rights.
ArchiveInABox can help you: Carry on Stewardship Mission Maintain Ownership of Copyrights Digitize Archives for Community Access
ArchiveInABox.com 7 The Washington Newspaper July 2021
Continued from Page 6 dental, life insurance, 401K, paid vacation, sick, and holidays. No calls, please. To apply, please e-mail to careers@ soundpublishing.com and be sure to include GenRep Kitsap in the subject line and include a resume, three professional references; three or more non-returnable relevant work samples in PDF or Text format (and/or a link to them); and a cover letter addressing the specific job requirements we’ve outlined. Please also include your salary requirements. DESIGNER/COPY EDITOR The Peninsula Daily News in Port Angeles, Washington, is seeking a page designer/copy editor. Applicants must possess journalism experience at a newspaper in an editing role, with an emphasis on pagination. They need to be able to work calmly, accurately, and quickly under daily deadline pressure in a busy newsroom. Knowledge of, and interest in, local news is required, as is excellent news judgment and the ability to write and edit with precision. This is a full-time position and includes excellent benefits, paid time off, and a 401(k) with company match. If you are interested in joining our team, email us your cover letter and resume to: careers@soundpublishing. com. Please note ATTN: “PDN COPY EDITOR” in the subject line.