Between 1978 and 2019 CEO compensation has grown 940% while typical worker compensation has risen by only 12% during this same time, which is often perceived as obscene by many members of the "rank and file." In January 2023 a local multimedia client engaged me to review highly paid executive compensation particular to non-profits in metro Omaha. Did you know, as validated by research from the Bureau of Labor Statistics (below), the average compensation for Chief Executive Officers in Omaha-Council Bluffs is $239,610? Therefore, one might "assume" compensation paid to the Chambers' 3,000 members is comparable, right?

Did you know, as validated by the Greater Omaha Chamber's IRS Form 990 (below), in 2019, compensation paid to the Chambers' Chief Executive Officer, David Brown, was 239% greater than the average annual compensation paid to CEOs in 2021 for metro Omaha-Council Bluffs? That's right, $812,171 versus $239,610. Is membership in the Greater Omaha Chamber truly a valid "benefit," providing return on the investment (ROI) for its members, or is the Chamber's CEO the biggest beneficiary?

Given that many CEOs who are members of the Greater Omaha Chamber hold positions with considerably more employees, greater complexity of workforce dynamics (technology, healthcare, agriculture, manufacturing, etc.), greater span of control (public/private sector, profit/non-profit, union/non-union, multi-site/multi-state, and international environments), greater risk from potential work related hazards, greater diversity of work conditions, etc., why does the Chamber compensate its CEO 239% greater than the average annual compensation paid to CEOs in 2021 for metro Omaha-Council Bluffs? Consider the following snapshot:

Company	CEO	W2	Other Comp	Total	# Employees	Source	Year
Greater Omaha Chamber	David Brown	$711,308	100,863	$812,171	46	IRS Form 990	2019
Nebraska Humane Society	Nancy Hintz	192,255	0	192,255	240	IRS Form 990	2019
Nebraska Medicine	James Linder	1,423,430	29,084	1,452,514	8,000	IRS Form 990	2020
Nebraska Methodist College	Jeffrey Francis	547,699	120,992	668,691	397	IRS Form 990	2019

The above exhibit has absolutely nothing to do with playing the "race card," because, clearly, the "Business Card" is being played with the above assessment. When talking about "business," for both for-profit and non-profit employers, how employers spend (invest) their money is measured as ROI, which ultimately is about performance. With regard to "performance," I've personally reviewed and/or approved 443,810 performance evaluations; I wield extremely robust subject matter expertise in this space (public/private sector, profit/non-profit, union/non-union, multi-site/multi-state, and international environments, which includes aerospace, public education, financial services, health care, gaming, IT, retail, manufacturing, municipal government, property/casualty insurance, broadcasting, and HR Consulting). Accordingly, my assessment of the Chamber's underperformance is consistent with my expertise evaluating the performance of employees, employers, and industries in my role directing all aspects of human capital management, including recruitment, compensation (including executive pay), organizational development, heatlh benefits, etc.

The Chamber's failure to provide a measurable ROI to its members should not be confined to the Chamber's staff, but include its Executive Committee, because they allow the underperformance. Frankly, no business should consider joining the Chamber or renew its membership unless the Chamber provides actual evidence membership will provide a measurable and immediate ROI. Note the following exhibit:

CLICK ABOVE IMAGE TO ENLARGE © 2023 Work product of Trip Reynolds

The "mission" of the Greater Omaha Chamber is to increase business, employment and investment. Equally important, if the Chamber is going to achieve its "mission," shouldn't it be aware of the financial health of its members, including internal equity and external competitiveness?

• At Jeppesen/Boeing:

ETHNIC GROUP ABBREVIATION # % AMERICAN INDIAN/ALASKA NATIVE  AI 2 0.15 BLACK  B 46 3.43 ASIAN/PACIFIC ISLANDER  A 106 7.89 HISPANIC  H 111 8.27 WHITE  W 1,078 80.27 TOTAL   1,343 100.00	Jeppesen/Boeing Performance Evaluation Analysis for 2005/06 Observation 1: Overall, although Black and Hispanic employees constitute only 11.7% of the U.S. based workforce, 91.22% of all "Moderately Effective" (below standard) ratings are attached to Black and Hispanic employees.  Although Black employees constitute only 3.43% of the U.S. based workforce nearly 60% of all “Moderately Effective” (below standard) evaluations are attached to Black employees. Observation 2: No Hispanic women or men, and no Black men or women are rated “Exemplary.” Observation 3: The high-end (Exemplary) and low-end of performance (Not Effective) mirror each other at .74 percent. Observation 4: Women comprise 33.06% of PE participants, and men comprise 66.94% of PE participants.  On average, 32.05% of all women are rated “Moderately Effective,” “Effective,” Highly Effective,” or “Exemplary.”  Conversely, 67.95% of all men are similarly rated.  However, 90.00% of all employees [9] rated as “Not Effective” are male, with only one female so rated.   Assessment: Performance Management is not based on validated job standards, but through highly subjective and inconsistently applied general reviews. Consequently, a high probability of adverse impact to women and minority employees exists.  For example, with regard to Black employees, as validated by case law and independent analysis in other environments, employer is likely engaging in adverse treatment: 1. A June 1999 research study sponsored by the Federal Reserve Board and the Small Business Administration found that even after holding constant all variables, including credit history, White men were denied credit 26% of the time in the three years covered by the study, compared with 68% of Black men and 52% of Black women. In concentrated markets - cities with fewer bans to apply for credit - the impact on Blacks was worse. Source: The Wall Street Journal, November 23, 1999 by Josha Harris Prager and Paulette Thomas; Professor Ken Cavalluzzo, Ph.D., Wharton School, University of Pennsylvania http://www.chicagofed.org/cedric/files/II.%20Access%20to%20Credit.pdf 2.  According to the Agency for Health Care Policy and Research, hospitalized Black patients were less likely than their White counterparts to receive major therapeutic procedures for 37 of 77 conditions (48 percent).  [http://www.ahcpr.gov/research/may98/ra2.htm] 3.  As estimated by the National Institute of Drug Abuse, 12 percent of drug users are Black - but Blacks make up nearly 50% of all drug possession arrests. [The Black and White of Justice, Freedom Magazine, Volume 128] Recommendation: Discontinue highly subjective and inconsistently applied reviews, and implement performance assessments based on validated job standards. On the other hand, what if you were good enough, but . . . (click here)
AF AM AIM BF BM HF HM WF WM     2.83 5.06 0.15 1.41 2.01 3.87 4.39 24.9 55.3 100 Not Effective   2           1 7 10  Moderately Effective 1 3   5 9 5 13 30 68 134  Effective 24 50 1 13 12 37 35 196 447 815  Highly Effective 13 12   1 6 10 11 105 216 374  Exemplary   1 1         3 5 10  TOTAL # 38 68 2 19 27 52 59 335 743 1343                         AF AM AIM BF BM HF HM WF WM % Not Effective   2.94           0.3 0.94 0.74  Moderately Effective 2.63 4.41   26.3 33.3 9.62 22 8.96 9.15 9.98  Effective 63.2 73.5 50 68.4 44.4 71.2 59.3 58.5 60.2 60.7  Highly Effective 34.2 17.6   5.26 22.2 19.2 18.6 31.3 29.1 27.8  Exemplary   1.47 50         0.9 0.67 0.74  TOTAL % 100 100 100 100 100 100 100 100 100 100
ETHNIC WOMEN MEN TOTAL ASIAN/PACIFIC ISLANDER 38 68 106 AMERICAN INDIAN/ALASKA NATIVE 0 2 2 BLACK 19 27 46 HISPANIC 52 59 111 WHITE 335 743 1078 TOTAL 444 899 1343 PERCENT 33.06 66.94 100
WOMEN   MEN       # % # % TOTAL Not Effective 1 10.00 9 90.00 10  Moderately Effective 41 30.60 93 69.40 134  Effective 270 33.13 545 66.87 815  Highly Effective 129 34.49 245 65.51 374  Exemplary 3 30.00 7 70.00 10  TOTAL # 444.00 138.22 899.00 361.78 1343 PERCENT % AVG   32.05   67.95

• At Denver Public Schools:

• Counseled senior management on the impact of existing or proposed compensation actions involving nine (9) employee bargaining groups on the district's fiduciary responsibilities and requirements under AA/EEO/ADA. • Investigated new and existing salary structures and practices for disparate impact, or other salary-related inequities. Note the following example at right. • Wrote/converted over 700 position classifications into com pliance with the ADA. • Discovered the Payroll Department's long-term practice of not paying employees at the rate of pay they agreed to at hire. Wrote an assessment letter that communicated employment law considerations/liability, plus recommendations, which were approved, and implemented new policy. • Corrected long-term inaccuracies in the categorization of position classifications for accurate alignment with EEO-5 placement.

[Memo to Irv Moskowitz, Superintendent] Trip Reynolds identified the problem and impact of pay practices on employees that are hired at mid year. His analysis of the problem and corresponding recommendation reflects well on his work, as well as his proposed solution which is attached. He has certainly proven to be an asset to the Department. Johnny Lydia, Chief Personnel Officer, Denver Public Schools

• At National Jewish Center: As monitored and approved by the OFCCP, successfully complied with a Conciliation Agreement.

• Examined position classifications (essential functions) to successfully pre-identify potential areas for workers compensation claims, wrongful termination, sexual and racial discrimination, ADA, and harassment issues. Trained and counseled management on non-traditional roles in the recruitment of women, minorities, veterans, and disabled.

• Designed an original selection assessment tool, which was favorably reviewed by the INS and immigration laws attorneys, to critique placement of foreign nationals in executive level positions.

• Successfully responded to a challenge to the Americans with Disabilities Act:

Specific challenge (What was changing): In the early 1990s at National Jewish Center, with the recent passage (July 26, 1992) of the Americans with Disabilities Act, various civil and human rights groups elected to use the Center as a testing ground [Translation: Media Event] for this law, by gaining access to medial facilities who (they knew) had not yet had time to make their facilities accessible to disabled applicants and/or employees through various accommodations, such as converting or expanding doorways, hallways, and ramps to make them more accessible. In particular, the human resource department was located in the worst possible location: a freestanding building [which was originally a large one (1) family residence built in the 1930s] that was ONLY accessible to persons who could walk (there were no ramps), and the building had extremely narrow hallways.

Outcome (What did I deliver): I coordinated efforts between my satellite staff located at the Center's main lobby and staff located at the HR department to (1) take a vigilant and positive approach: If ADA applicants can't get to us because of our brick and mortar limitations, then we must go to them. Consequently, to accommodate ADA applicants who entered the Center's main lobby, and to mitigate the possibility of staged media events, we (my staff and others) used vacant offices and conference rooms adjacent to the main lobby that were ADA accessible. We were very successful.

• I've never lost a decision to the EEOC (having personally handled just under two dozen) and I have every intention to keep it that way! Notably, I achieved this accomplishment without the use of legal counsel. Copies of EEOC charges are available upon request. To review an actual claim I've won, click here.

"Trip, I have just reviewed the Affirmative Action Plan and want to congratulate you on a job well done. It is by far the most complete, well organized and accurate plan done during my time at National Jewish. Thanks!"
Fred Langille, Executive Vice President/Chief Operating Officer, National Jewish Center for Immunology and Respiratory Medicine

NOTE: Unlike behavior-based "social justice warrior" or "diversity" seminars, my proprietary seminars (below) are strategically designed to present positive, candid, measurable solutions to end or significantly reduce racism and sexism in compliance with employment law, and egalitarian principles that “all lives matter.” Unfortunately, DEI has primarily been "branded" to address race, sex, and LGBT+, which excludes the much larger character and scope of the human condition (age, disabled, obesity, environmental, etc.).

Most importantly, these seminars are proprietary, with content designed (added, modified, or deleted) to address your specific training objectives!

CLICK ANY IMAGE BELOW TO REVIEW AND DOWNLOAD A SEMINAR BROCHURE

FOR MORE INFORMATION, CLICK HERE

Why is my linear, candid, measurable, and realistic approach to "human capital management" not only better, but also necessary? Historically, "diversity" became the "politically correct" buzz word to replace "integration" and "affirmative action," as the women's liberation movement evolved into the #METOO movement, as "Black and Proud" evolved into "Black Lives Matter" and so on and so on. Nevertheless, except for token placement in broadcast and entertainment media, as perpetually validated by the failure of public sector (EEO-4) and private sector (EEO-1) employers to hire qualified women and minorities, very, very, very little change has occurred - estrogen and melanin remain absent from the "Glass Ceiling." Given the extremely well-documented absence of change, "'diversity" is used to misdirect, indoctrinate, enforce, and maintain "privilege" for people (predominately White and male) who own and/or control all aspects of U.S. society:

The New York Times researched, confirmed, and published on September 9, 2020 the article, "Faces of Power: 80% Are White, Even as U.S. Becomes More Diverse," that validated the perpetual existence of systemic racism and systemic sexism. Given the existence of the Americans with Disabilities Act (ADA) for the past thirty-(30) years, the "inclusion" of individuals with disabilities is also noticeably absent from the workforce. Likewise, despite the existence of the Age Discrimination in Employment Act (ADEA), "Baby Boomers" are increasingly absent from the workforce.

(October 6, 2009) Searching for Whitopia: An Improbable Journey to the Heart of White America
https://www.amazon.com/Searching-Whitopia-Improbable-Journey-America/dp/1401322689/ref=sr_1_1?s=books&ie=UTF8&qid=1430548498&sr=1-1&keywords=whitopia

People of color, and women, did NOT conceive, engineer, and execute acts of "inhumanity" to themselves, because people of color, and women, were not and have never held the power, control, or "privilege" to do so. Except for a few tokens, when compared to White people, the overall social and economic status (i.e., equal access to education, employment, housing, health care, and the political process) for the overwhelming majority of Black people, and other people of color, did not change before slavery, during slavery, after slavery, or during the 1870s, 1880s, 1890s, 1900s, 1910s, 1920s, 1930s, 1940s, 1950s, 1960s, 1970s, 1980s, 1990s, 2000s, 2010s, and in the absence of major change, there's absolutely no basis to ever expect any improvement. "Diversity," which was previously labeled as "integration" has not eliminated or reduced the wage gap or income between Black people and White people; the perpetual wage and income gap has only increased, and in the absence of major change, the gap will continue to increase through 2260 and beyond!

Not all White people are racist, and it's blatantly "racist" to categorize or blame all White people as racist. However, power and wealth acquired and sustained by "elite," politically powerful and affluent White men via systemic racism and systemic sexism has not been eliminated or mitigated by those same self-serving "elite," politically powerful and affluent White males who wield ultimate control; and power and wealth has not and cannot be eliminated or mitigated by legislative and/or societal change by these same self-serving politically powerful and affluent White males who also wield and sustain control.

Diversity, Equity, and Inclusion (DEI) via television, radio, print, and internet.

To download profile, click here.

My robust HR career includes the design, creation, recruitment, and compensation of all positions that direct, manage, deliver, and support media relations, public relations, broadcasting, and advertising, for both public and private sector environments; from sound engineers to traffic accountants, from directors of public or media relations to web masters, from radio announcers to reporters, from producers to video editors, and more! Equally important is my demonstrated commitment to AA/EEO/ADA, diversity, equity, inclusion, and ethics to engage and showcase extremely diverse community groups, organizations, businesses, political parties, and individuals.

"I was so impressed by the 'Asian Ways for Children' program that I just had to contact you and get a copy to show my kids and grandkids! Thank you for showing such a great program on your channel!"
Shirley Higbee

 

• At Community Telecast, Inc. (CTI22):

Community Telecast, Inc., (CTI22), and IRS 501 (c)(3) was the only broadcast cable television company in metro Omaha and within 18 states to focus on the community. For its general operations CTI22 received NO financial support based on grants, and NO tax support from the federal government, or State of Nebraska, or local government, and CTI22 did not receive revenue based on Franchise Fees from the cable provider. CTI22 was supported only through membership fees and donations. Through my volunteer role as President/CEO/General Manager, not only did I personally film, produce, direct, edit, and broadcast content [see "Healthy Choices" graphic at right, list of broadcast programs below, and click images below to watch YouTube.com videos or MP4 files; I also successfully achieved diversity outreach objectives through new relationships with the Native American, Asian, and Latino communities. I increased CTI22's market share, broadcast program hours, and doubled CTI22's operating budget in less than 7 months, ultimately by more than 200%! As validated by testimonials from our broadcast audience (click here), and as reported to the Omaha City Council in April 2010 [http://www.cti22.org/franchise.htm], at any given time CTI22's broadcast audience ranged from 13% to 20% of Cox subscribers!

Graphic produced and © Trip Reynolds

THE MOST DIVERSE CONTENT IN NEBRASKA BROADCAST HISTORY Except as noted (*), all content produced, filmed, edited and broadcast by Trip Reynolds Photos below are linked to MP4 videos, all other images are linked to YouTube.com PARTIAL LIST OF COMMUNITY INTERACTION
1.	100 is Kept (UNMC)*	44.	Omaha Business Showcase: Mort Sullivan’s Community Information Service	87.	Special (Prime Time) Broadcast: Franchise Agreement
2.	Afghanistan at a Crossroads (Creighton University)	45.	Omaha Business Showcase: Club Mex Mexican Restaurant	88.	Special (Prime Time) Broadcast: Political Debates
3.	Afternoon Sermons hosted by Rev. Dr. Everett S. Reynolds	46.	Omaha Business Showcase: T.D. Sanders and More	89.	Special (Prime Time) Broadcast: River City Theatre Organ Society
4.	Apostolic Holiness Temple*	47.	Omaha Business Showcase: Film Streams	90.	Golden Gloves Championship
5.	Asian World Center (Creighton University) presents "The Benefits of Drinking Tea" with Dr. Maorong Jiang	48.	Omaha Business Showcase: Omaha Performing Arts	91.	Special (Prime Time) Broadcast: Omaha Roller Girls
6.	Cultural Showcase: Native American	49.	Omaha Business Showcase: Prouty Place	92.	Special (Prime Time) Broadcast: Golden Gloves Boxing
7.	Bethesda Ministries International	50.	Omaha Business Showcase: John Beasley Theater	93.	Juan's Studio
8.	Bible Holiness Deliverance Hour	51.	Omaha Business Showcase: Africamerican Bookstore	94.	Special (Prime Time) Broadcast: Jesse J. Otto presents, “Black Orchestras In Omaha Before 1950”
9.	Black History Quiz	52.	Omaha Business Showcase: Rebecca's Indian Trading Post	95.	Celebrating Dance: Tap Dancing featuring Sammy Davis, Jr.
10.	Black Men United presents Real Talk	53.	Omaha Business Showcase: Krypton Comics	96.	Special (Prime Time) Broadcast: Chief Standing Bear Awards Luncheon
11.	Breaking the Chains with Tariq Al-Amin & Marvin McClarty, and Charles Parks & Gannie Clark	54.	Omaha Opportunities Industrialization Center	97.	Nebraska Urban League's, "To Be Equal"
12.	Brotherhood of the Cross and Star with Sister Beverly	55.	Asian World Center: Mahatma Gandhi	98.	Omaha Housing Authority, with Clifford Scott, President/CEO
13.	Interdenominational Ministerial Alliance	56.	Reynolds independently secured exclusive broadcast for Creighton's Asian World Center from the Peoples Republic of China	99.	Special (Prime Time) Broadcast: 2010 U.S. Census (CTI22 was the only broadcast entity in Nebraskas to broadcast all seven-(7) PSA and to create 3 original PSAs
14.	Charles Drew Health Center*	57.	Nation of Islam*	100.	Real Solutions with Dr. Saidi Liwaru
15.	Teens 4 Truth*	58.	DEF Omaha, Poetry and Open Mic	101.	Republic of Lakotah with Russell Means
16.	Girls, Inc. presents, "Urban Agriculture"	59.	Nebraska Commission on Indian Affairs "Sovereign Native Youth Leadership Camp"	102.	Reverend Luk's Ministries
17.	Cinco de Mayo Parade Celebration (15+ years of “FREE” prime time broadcast coverage	60.	Nebraska Health and Human Services*	103.	Second Baptist Church*
18.	Clair Memorial United Methodist Church*	61.	Nebraska Sports Council: Top Flight Badminton	104.	St. John A.M.E. Church*
19.	Cleaves Temple C.M.E. Church*	62.	CTI22 Book Club	105.	St. Mark Baptist Church*
20.	Coalition Against Injustice	63.	NeighborWorks Omaha*	106.	Omaha Cultural Showcase: Omaha Pipes and Drums at St. Andrews Episcopal Church
21.	Congressman Lee Terry	64.	Omaha Business Showcase: Maria Bonita Restaurant	107.	Tabernacle Baptist Church*
22.	Councilman Ben Gray	65.	Latino Perspective with Ben Salazar	108.	Trip Reynolds - Portrait Artist
23.	Councilman Frank Brown	66.	Team Captain and The Oracle	109.	Urban League of Nebraska
24.	Bicycling in Omaha on the Keystone Trail	67.	One World Community Health	110.	The Wonder of Tap: Tap Dancing (Compilation by Trip Reynolds)
25.	Dr. Jesse's Place (UNMC)*	68.	U.S. Commission on Civil Rights	111.	Omaha Blue Waves Martial Arts presents “Just for Kicks: Martial Arts for Everyone”
26.	El Grito Hispano de Omaha	69.	El Perico presenta Sabor a Omaha	112.	Exodus Community Choir
27.	Nebraska Geographic with Dr. Larry Bradley	70.	Pow Wows and more!	113.	Eyes Wide Open with Susan Smith
28.	Gethsemane Baptist Church*	71.	Omaha Cultural Showcase: Native American Pow Wow	114.	Hablemos en Familia del Tabaco y Algo Mas with Antonia Correa, UNMC
29.	God In My Corner with Eileen Waites	72.	Omaha Cultural Showcase: Serbfest	115.	The Republic of Lakotah
30.	Greater New Hope Baptist Church*	73.	Welcome to Islam with Mayimuna Ali	116.	Healthy Choices 101 with Mark Patten
31.	Surgery 101: Community Health (Gastric Bypass, Heart, Knee Replacement, etc.)*	74.	Sexual Partners: Risks of HIV/AIDS/STD	117.	Public Service Announcements (PSA) mixed with a diverse collection of Music Videos including country, R&B, Blues, Classical, Jazz, Rock, Popular, K-Pop (Korean), J-Pop (Japanese), H-Pop (Hong Kong), etc. Below Chad Lee's, "Banjo"*
32.	Howie Corbaley presents Karaoke Throwdown	75.	Howie Corbaley presents Karaoke Throwdown	118.	PSAs with international music videos, including Sistar's, "Alone"*
33.	Classic Hollywood Film Showcase, including Doris Day, "Shaking the Blues Away" and many more!"*	76.	Open Door Mission’s “Inside the Open Door with Candace Gregory”	119.	Smoke Alarms, Safe Drinking-Water, and our Children with Smokey Robinson*
34.	Indigenous Voices (Native American)	77.	People Talking with Cheryl Weston	120.	Public Domain B-Movies, including "Plan 9 From Outer Space" and many more!*
35.	Jook Joint Blues with E.C. Scott*	78.	People's Mission Missionary Baptist Church*	121.	Jorge Ernesto Espejel Montes, Secretaria de Relaciones Exteriores (Mexican Consulate, Omaha)
36.	Jim Nelson Media Services*	79.	Peter Kiewitt Institute / UNO College of Information Science and Technology	122.	The Nebraska Humane Society
37.	Joy of Gospel*	80.	Pleasant Green Baptist Church*	123.	Nebraska Invitational Dance Festival
38.	Kickin’ It With Kenyon	81.	Positive Havoc with William King	124.	Bill Rodgers' Big Wheel Derby
39.	La Voz Latina de Omaha	82.	Senator Brenda Council	125.	H3O (HIP HOP HEALTH)*
40.	Let the Record Show with Attorney Timothy Ashford	83.	Senator Ernie Chambers	126.	Club Mex - How to prepare tamales! Club Mex - How to prepare chiles rellenos!
41.	Malcolm X Foundation	84.	Native American Showcase: Fred LeRoy Health and Wellness Center	127.	UNO Student Project
42.	Malik Jihad	85.	Special (Prime Time) Broadcast: The Ward Connerly Interview - "Ending Affirmative Action in Nebraska"	128.	Omaha Public Library
43.	Greater Omaha GLBT	86.	Heartland Bodybuilding	129.	101 East: Asian Culture*
	Click the above image to download Moss & Barnett's "Cable-Related Community Needs Assessment"

Reynolds has produced, filmed, edited, and broadcast over 35,760 hours of community-based content and related media relations.

Decades before "DEI" became yet another catch-phrase for "affirmative action," and before "Women's Liberation Movement" evolved into the "#METOO movement," and before "Black and Proud" evolved into "Black Lives Matter," CTI22 broadcast more of the following content than all other metro area TV stations combined: public service announcements promoting metro Omaha community-based organizations, ethnics groups, LGBT+, events, and businesses; more original programming involving elected officials; more original, Omaha-based programming for African-American, Latino, Native American, Asian, and other ethnic groups; and more original, Omaha-based religious programming. We Broadcast the Community!™

The following video was intentionally filmed and broadcast in "Black and White" to prompt viewer attention.

To learn more, click the link below:
http://www.reynos.com/CTI22/letters.htm

 

SELECT IMAGE BELOW TO VIEW VIDEO CONTENT (A MP4 READER IS REQUIRED)

“PRIME TIME” BROADCAST OF BICYCLE TOURING THROUGHOUT METRO OMAHA “PRIME TIME” BROADCAST OF AWARD WINNING ORGANIST ROB RICHARDS FROM OMAHA’S ROSE THEATER “PRIME TIME” BROADCAST OF OUR AWARD WINNING OMAHA ROLLER GIRLS “PRIME TIME” LECTURES FROM AREA PROFESSORS AT UNO, CREIGHTON, ETC. “PRIME TIME” BROADCASTS OF KARAOKE SINGING FEATURING CITIZENS FROM MANY METRO OMAHA CLUBS “PRIME TIME” BROADCASTS OF NATIVE AMERICAN POW WOWS AND DOCUMENTARIES “PRIME TIME” BROADCASTS OF COMMUNITY FOCUSED CALL-IN TALK SHOWS LIKE “PROTECTING THE VILLAGE” “PRIME TIME” BROADCASTS SHOWCASING SCHOOLS SUCH AS THE PETER KIEWITT INSTITUTE / UNO INFORMATION SCIENCE & TECHNOLOGY “PRIME TIME” BROADCASTS FEATURING INTERNATIONAL MUSICIANS FROM ASIA, AFRICA, MEXICO, ETC. “PRIME TIME” EXPOSURE OF OMAHA’S AWARD WINNING HIGHLAND BAGPIPE BAND “OMAHA PIPES & DRUMS” “PRIME TIME” BROADCASTS OF POLITICAL DEBATES “PRIME TIME” BROADCASTS OF HOW CITIZENS CAN HELP THE COMMUNITY BY HELPING OPEN DOOR MISSION KIDS LOVE DR. JESSE “PRIME TIME” BROADCASTS OF COMMUNITY FOCUSED SPANISH LANGUAGE PROGRAMS   “PRIME TIME” BROADCASTS OF INFORMATION FOR ALL CITIZENS ABOUT EARNED INCOME TAX CREDIT “PRIME TIME” BROADCASTS SHOWCASING CULTURAL ICONS SUCH AS MAHATMA GANDHI’S GRANDSON “PRIME TIME” SAME DAY BROADCASTS OF UNFILTERED, INDEPENDENT NATIONAL AND GLOBAL NEWS. SPOTLIGHT ON THE PRESIDENCY (BUSH, OBAMA, ETC.) “PRIME TIME” OMAHA BOXING “PRIME TIME” BROADCASTS OF FEATURING ELECTED OFFICIALS “PRIME TIME” BROADCASTS OF RELIGIOUS PROGRAMS “PRIME TIME” BROADCASTS SHOWCASING OMAHA BUSINESSES SUCH AS “FILM STREAMS” “PRIME TIME” BROADCASTS SHOWCASING THE CORNHUSKER STATE GAMES “PRIME TIME” BROADCASTS FROM OMAHA BLUE WAVES NATIONAL MARTIAL ARTS CHAMPIONSHIP AND PROGRAMS PROMOTING FITNESS, HEALTH, AND WELLNESS “PRIME TIME” AND 24/7/365 BROADCASTS OF PUBLIC SERVICE ANNOUNCEMENTS AND COMMUNITY EVENTS ON THE COMMUNITY CALENDAR • CTI22 was the only broadcast entity in the history of metro Omaha to regularly produce and broadcast weekly “prime time” content featuring a White man, Latino man, Black man, Asian man, and a Native American man. “KARAOKE THROWDOWN” WITH DJ HOWIE “LATINO PERSPECTIVE” WITH BEN SALAZAR “TIMOTHY ASHFORD P.C.L.L.O. ATTORNEY AT LAW “ASIAN WORLD CENTER” WITH DR. MAORONG JIANG REPUBLIC OF LAKOTAH with RUSSELL MEANS AND NATIVE AMERICAN POW WOWS • CTI22 was the only broadcast entity in the history metro Omaha to regularly produce and broadcast weekly “prime time” content featuring a White woman, Latina woman, Black woman, Asian Woman, and a Native American woman. “EYES WIDE OPEN” WITH SUSAN SMITH “SABAR A OMAHA” WITH MARINA ROSADO “PEOPLE TALKING” WITH CHERYL WESTON “101 EAST” WITH FAUZIAH IBRAHIM “Chief Standing Bear Awards Luncheon” with Judy M. gaiashkibos • Identified discriminatory practices by the City of Omaha and Cox Communications that blatantly prevented equal access to public/community access television. To read report, click here. As represented in the graph above, Omaha is one of the most racist cities in the United States. [Note similarities to St. Louis, Missouri]	CHARACTER AND SCOPE OF BROADCAST AUDIENCE • CTI22 was the only broadcast entity in the history of metro Omaha to regularly produce and broadcast weekly “prime time” content featuring a White woman, Latina woman, Black woman, Asian Woman, and a Native American woman. • CTI22 was the only broadcast entity in the history of metro Omaha to regularly produce and broadcast weekly “prime time” content featuring a White man, Latino man, Black man, Asian man, and a Native American man. • CTI22 produced and broadcast more first-run and “prime time” public service announcements than all metro Omaha television stations combined. For example [Click image below to play video. • CTI22 was the only television station in metro Omaha to consistently provide instant information to and from citizens of Omaha through numerous "live" talk-back programs - programs broadcast throughout metro Omaha! • CTI22 believed it's a god thing to inform and educate persons who ultimately wield ownership or control of every facet of American society - that all people share a commitment to success! As respresented by the slide show below, CTI22 broadcast more diverse content than any broadcast entity in the history of metro Omaha! • CTI22 consistently complied with all reporting and operating requirements established by Cox Communications and the City of Omaha. • For the 2010 U.S. Census, CTI22 was the only broadcast entity in metro Omaha to regularly broadcast ALL seven-(7) public service announcements produced by the U.S. Census Bureau targeted for all ethnic groups: White, Black, Asian, Pacific-Islander, Hispanic/Latino, Native American, and the general public. Plus, CTI22 produced and broadcast two-(2) original PSAs targeting Omaha's Latino population. Click the image below to enlarge the award received by CTI22 from the U.S. Census.
Presented below is a partial list of diverse, original programs which I produced and/or broadcast on CTI22. Content included regularly scheduled weekly and monthly programs, and the one-time broadcast of hundreds of "special programs." Over two dozen "flagship," regularly scheduled "primetime" weekly* programs were broadcast from five-(5) to twenty-(20) years!
PARTIAL LIST OF BROADCAST PROGRAMS PROGRAMMING PROGRAM LENGTH (MINUTES) 1 Asian World Center (Creighton University) Asian Culture 60 to 90 2 Omaha Cultural Showcase: Asian Heritage Asian Culture 60 3 Peoples Republic of China Asian Culture 30 4 Games of the XXIX Olympiad Asian Culture 120 5 CTI22 presents Asian Culture* Asian Culture 60 to 90 6 Black History Quiz Black Culture 30 7 Black Men United presents Real Talk Black Culture 60 8 Coalition Against Injustice* Black Culture 60 9 Malcolm X Foundation Black Culture 60 10 Ms. Black Africa Nebraska Black Culture 30 11 NeighborWorks Omaha Black Culture 30 12 Omaha Cultural Showcase: Juneteenth Black Culture 240 13 Open Dialogue with Eunice Malath (Sudanese) Black Culture 30 14 People Talking with Cheryl Weston* Black Culture 60 15 Positive Havoc with William King* Black Culture 30 16 Protecting the Village / Breaking the Chains with Tariq Al-Amin & Marvin McClarty, and Charles Parks & Gannie Clark* Black Culture 60 17 Special (Prime Time) Broadcast: Gang Violence in Omaha: UNO Report and Gang Member Video Interviews vs. Denials from Police and City Council Members Black Culture 240 18 Special (Prime Time) Broadcast: Heartland Family Service presents “How to Help Sudanese Youth Stay Out of Juvenile Court” Black Culture 120 19 Special (Prime Time) Broadcast: Malcolm X Foundation T-Shirt Event Black Culture 30 20 Sudanese Civil Society Black Culture 60 21 Urban League of Nebraska Black Culture 30 22 Omaha Business Showcase: Club Mex Mexican Restaurant Business / Latino Culture 30 23 Omaha Business Showcase: Film Streams Business 30 24 Omaha Business Showcase: Krypton Comics Business 30 25 Omaha Business Showcase: Maria Bonita Restaurant Business / Latino Culture 30 26 Omaha Business Showcase: Mort Sullivan’s Community Information Service Business 30 27 Omaha Business Showcase: Omaha Performing Arts Business 30 28 Omaha Business Showcase: Prouty Place Omaha Business Showcase: John Beasley Theater Business 30 29 Omaha Business Showcase: Rebecca's Indian Trading Post Business / Native American 30 30 Omaha Business Showcase: T.D. Sanders and More Business / Black Culture 30 31 Community Calendar / PSAs* Community Relations 24/7/365 32 Eyes Wide Open with Susan Smith Community Relations 30 33 Hometown History with Scott Peck Community Relations 30 34 Let the Record Show with Attorney Timothy Ashford Community Relations 60 35 Nebraska Chapter AARP Community Relations 120 36 Nebraska Geographic with Dr. Larry Bradley Community Relations 30 37 Omaha Cultural Showcase: Omaha Pipes and Drums at St. Andrews Episcopal Church Community Relations 360 38 Omaha Housing Authority with Clifford Scott, CEO* Community Relations 60 39 Omaha Opportunities Industrialization Center Community Relations 60 40 Open Door Mission’s “Inside the Open Door with Candace Gregory” Community Relations 30 41 Special (Prime Time) Broadcast: Franchise Agreement Community Relations 480 42 Special (Prime Time) Broadcast: River City Theatre Organ Society Community Relations 240 43 Team Captain and The Oracle Community Relations 60 44 The View From Omaha Community Relations 30 45 Timothy Ashford, Attorney at Law Community Relations 60 46 100 is Kept (UNMC) Educational 30 47 Dr. Jesse's Place (UNMC) Educational 60 48 Peter Kiewitt Institute / UNO College of Information Science and Technology Educational 90 49 Charles Drew Health Center Health & Fitness 30 50 Bicycling in Omaha on the Keystone Trail Health & Fitness 60 51 Community Health (Pharmacy, Smoking Cessation, Cardiology) Health & Fitness 240 52 Healthy Choices 101 with Mark Patten* Health & Fitness 60 53 Nebraska Health and Human Services* Health & Fitness 30 54 Nebraska Sports Council: Top Flight Badminton Health & Fitness 30 55 Omaha Blue Waves Martial Arts presents “Just for Kicks: Martial Arts for Everyone” Health & Fitness 30 56 Omaha Health Kids Alliance Health & Fitness 30 57 Planned Parenthood* Health & Fitness 30 58 Sexual Partners: Risks of HIV/AIDS/STD Health & Fitness 60 59 Special (Prime Time) Broadcast: Golden Gloves Boxing Health & Fitness 120 60 Special (Prime Time) Broadcast: Omaha Roller Girls Health & Fitness 120 61 Cinco de Mayo Parade Celebration (15+ years of “FREE” prime time broadcast coverage* Latino Culture 240 62 El Grito Hispano de Omaha Latino Culture 60 63 El Perico presenta Sabor a Omaha Latino Culture 30 64 Expresion Latina Latino Culture 60 65 Hablemos en Familia del Tabaco y Algo Mas with Antonia Correa, UNMC* Latino Culture 30 66 Jorge Ernesto Espejel Montes, Secretaria de Relaciones Exteriores (Mexican Consulate, Omaha) Latino Culture 30 67 La Voz Latina de Omaha* Latino Culture 120 68 Latino Perspective with Ben Salazar Latino Culture 60 69 Moviendo Nebraska with Yesenia Peck Latino Culture 30 70 Omaha Cultural Showcase: Cinco de Mayo Latino Culture 900 71 Special (Prime Time) Broadcast: Cinco de Mayo dance from the Kroc Center Latino Culture 60 72 Howie Corbaley presents Karaoke Throwdown Music & Entertainment 60 73 Jim Nelson Media Services Music & Entertainment 30 74 Jook Joint Blues with E.C. Scott Music & Entertainment 30 75 Kickin’ It With Kenyon Music & Entertainment 30 76 Special (Prime Time) Broadcast: Jesse J. Otto presents, “Black Orchestras In Omaha Before 1950” Music & Entertainment 60 77 Special (Prime Time) Broadcast: Thomas Wilkins, Music Director, Omaha Symphony Music & Entertainment 30 78 The Wonder of Tap: Tap Dancing Music & Entertainment 120 79 Indigenous Voices (Native American)* Native American Culture 60 80 Indigenous Voices with John Pappan Native American Culture 60 81 Nebraska Commission on Indian Affairs Native American Culture 240 82 Omaha Cultural Showcase: Native American (Denver March Pow Wow)* Native American Culture 420 83 Republic of Lakotah with Russell Means Native American Culture 60 84 Special (Prime Time) Broadcast: Chief Standing Bear Awards Luncheon Native American Culture 240 85 Afghanistan at a Crossroads (Creighton University) Political 90 86 Congressman Lee Terry Political 60 87 Councilman Ben Gray Political 60 88 Councilman Frank Brown* Political 60 89 Mayoral Forum: Mayor Fahey Political 60 90 Nebraska State Senators: Information on Representatives from metro Omaha Political 60 91 Senator Brenda Council Political 60 92 Senator Ernie Chambers* Political 90 93 Special (Prime Time) Broadcast: 2010 U.S. Census Political 60 94 Special (Prime Time) Broadcast: Earned Income Tax Credit (EITC) Political 120 95 Special (Prime Time) Broadcast: Political Debates* Political 480 96 Special (Prime Time) Broadcast: Public Safety Auditor Political 120 97 Special (Prime Time) Broadcast: The Ward Connerly Interview - Ending Affirmative Action in Nebraska Political 90 98 Afternoon Sermons Religious 30 99 Apostolic Holiness Temple Religious 30 100 Bethesda Ministries International Religious 60 101 Bible Holiness Deliverance Hour Religious 60 102 Brotherhood of the Cross and Star* Religious 60 103 Church of God In Christ Religious 60 104 Clair Memorial United Methodist Church* Religious 60 105 Cleaves Temple C.M.E. Church* Religious 60 106 Exodus Community Choir Religious 90 107 Gethsemane Baptist Church Religious 90 108 God In My Corner with Eileen Waites* Religious 60 109 Greater New Hope Baptist Church* Religious 60 110 Interdenominational Ministerial Alliance Religious 30 111 Joy of Gospel Religious 30 112 Malik Jihad Religious 60 113 Midnight / Afternoon Sermon Religious 240 114 Ministry of Bethesda* Religious 30 115 Nation of Islam* Religious 60 116 Omaha Cultural Showcase: Serbfest Religious 90 117 Only A Look Benefit Concert Religious 120 118 People's Mission Missionary Baptist Church* Religious 60 119 Picking Up The Pieces with Pastor Betty Coles Religious 30 120 Pleasant Green Baptist Church* Religious 60 121 Real Solutions with Dr. Saidi Liwaru * Religious 60 122 Reverend Luk's Ministries* Religious 30 123 Second Baptist Church Religious 90 124 Special (Prime Time) Broadcast: Nation of Islam presents “Extreme Weather: Are You Prepared?” Religious 90 125 St. John A.M.E. Church* Religious 60 126 St. Mark Baptist Church* Religious 60 127 Tabernacle Baptist Church* Religious 60 128 Tim Thompson, Omaha Christian Academy, Teens4Truth Religious 40 129 Welcome to Islam with Mayimuna Ali Religious 30 130 World Mission Society Church of God Religious 120
TEAM BUILDING: Media and Community Relations and Fund Raising Campaigns (For profit and non-profit) CLICK IMAGES BELOW TO ENLARGE
National Children's Dental Health Month National Insurance Carriers Month Valentine! Religious                       National Car Care Month Financial January is Walk Your Pet Month Latino
BROADCAST RADIO (Commercial and Non-Commercial)
(BELOW) Overtly compliant with COVID-19 directed health measures, Trip Reynolds guest-hosting for Chris Baker from 2PM to 6PM on KFAB News Radio on August 12, 2020 and August 19, 2020
(BELOW) Original line drawing artwork by Trip Reynolds for "live" seven-(7) hour radio broadcast hosted by Trip Reynolds at Ottawa University
Marvan Gaye and Curtis Mayfield Angela Davis and Isaac Hayes Isaac Hayes and Herbie Mann Phil Upchurch, Marvin Gaye and Karaté

 

To download OD profile, click here. To download related Total Rewards profile, click here.

Note: When provided with an interview, I will freely discuss the strategy/philosophy associated with the following exhibits.

	POSITION MANAGEMENT Job Evaluation, and Organizational Development are concurrent events for effective human resource management. "Confidence to achieve organizational development objectives comes from strategic plans that are anchored to predetermined, proven outcomes! It's not guess work. There's no gray!" Trip Reynolds
	BAD POSITION MANAGEMENT "Top heavy" (1-on-1) reporting relationships do not achieve efficiencies in productivity, but only inflated salaries for management and with absolutely no corresponding return-on-investment in human capital (worker bees) immediately responsible for producing the work.
	GOOD POSITION MANAGEMENT Reporting relationships achieve efficiencies in productivity, and without inflated salaries for non-performing tiers of 1-on-1 management hierarchy.
ORGANIZATIONAL DEVELOPMENT (TEAM BUILDING) Without regard to existing position hierarchy, the ultimate purpose of organizational development is to move from one paradigm - typically perceived as inefficient or dysfunctional - to a paradigm that provides for the achievement of better performance outcomes. Having literally designed thousands of departmental and corporate-wide reorganizations, I know exactly how to get you there. Consider the following: 1. Anchor the essential functions performed by all staff to standards established to support internal and external clients in their achievement of strategic business unit objectives. Is the right work being performed by the right position(s) and is it being performed correctly? Can you validate the reallocation of materials, supplies, equipment and staff in the absence of proven performance outcomes? 2. Challenge existing staff or teams of employees who, in the absence of clearly defined strategic business unit objectives, establish short-term or long-term RESEARCH units to conduct OD. 3. Discontinue all legacy practices of using non-subject matter experts to manage employer/corporate functions in which they have no or little expertise actually designing "jobs" and "job standards." Think about it: Are you giving way too much value to "internal "politics" that consistently represent failure, negligence and incompetence? 4. Don't reorganize, don't spend any money, don't reallocate resources unless performance outcomes (i.e., ROI = return on investment) validate the time and expense required. Remember, it's not guess work.
	HR versus OD? Effective "Human Resources" supersedes every aspect of TQM, ISO, Lean, and Six Sigma, because these consultant-driven workforce stratagems are “esoteric” concepts that typically exist as: (a) offshoots of pre-existing HR disciplines (job evaluation, job design, position classification, performance management, etc.); (b) only installed at medium-to-large employers with a revenue base to support their existence separate from or as a part of HR; or (c) only installed where HR has failed to effectively design and manage positions (human capital performance) to achieve strategic business unit objectives.
THE VALUE OF JOB AUDITS - I wasn’t a member of the IT Department at Boeing/Jeppesen, so I’m not “supposed” to know how to write code, but I’ve conducted hundreds of job audits of IT positions to acquire the knowledge to write code; so, I designed and installed an intranet web site for subsidiary compensation services (Jeppesen) that was 8 times faster/more efficient than a similar site managed by the parent corporation (Boeing). This is what I do! I identify inefficiencies in job design, I identify inefficiencies in process and production, and I identify inefficiencies in service delivery to achieve strategic business unit objectives – and I’m consistently successful in doing this.
I’ve conducted over 3,500 job audits in extremely diverse work environments, which actually involves meeting with employees, studying exactly how they perform their essential job functions, and then directing the employee to step aside as they monitor me performing their work. Again, I’ve done this well over 3,500 times. I use the “hands-on” knowledge I’ve acquired to evaluate the job: (1) determine if any of the essential job functions should be added, deleted, or revised and how; (2) determine departmental and company-wide position hierarchy and reporting relationships; and (3) to price the value of the job in the marketplace. I do not have “tunnel vision” which is blatantly common with TQM professionals, because my scope of knowledge is extremely robust (acquired from hundreds of employers in diverse industries) and first-hand from actually doing the work of employees: from performing soil compaction tests to designing web sites; from changing ballasts 80 feet above a concrete floor at a waste water treatment facility to operating a drill press to make signs for an interstate highway.

• Managed the classification and evaluation of thousands of positions to establish and maintain internal equity and external competitiveness. Facilitated change management for nearly 1,000 departmental reorganizations, in private and public sector, profit and non-profit, union and non-union environments.

• Managed position classifications used to categorize over 48,000 employees in diverse public and private sector industries. Job evaluation and position categorization methods used includes point-factor, factor, Hay, FES, ranking, slotting, forced distribution, decision band, broad-banding, cluster, and job pricing.

Upon request, with work product beginning as early as 1977, copies of benchmark generic and proprietary work product involving job evaluations and position management can be provided.

• Conceived, designed and implemented four original point-factor job evaluation plans. Copies of these documents are available upon request.

Specific example 1 (2019): Crete Public Schools and the bargaining unit for teachers, Crete Education Association, were unaware of the inequitable design of its teacher salary schedule.

What did I deliver: Conducted original research that validated inequitable compensation practices (Excel, or PDF), and informed CEA and CPS that without regard to the number of years worked or the amount of education acquired, CPS provides a flat increase of $1,609.95 to all teachers. At CPS, the percent of increase paid to teachers is progressively less as they acquire more education, and likewise, the percent of increase is progressively less as teachers work additional years (step increase). Or, said differently, CPS wants teachers to constantly improve their skill sets, to improve the educational performance of students, but pay teachers progressively less. This negative interpretation of compensation practices is not in the best interest of Crete Public Schools.

Specific example 2 (2017): Independent analysis of inequitable compensation at Sarpy County, NE (2017)

Salary schedule overview, click here.
Salary schedule analysis (Excel), click here.
Bargaining unit analysis, click here.

FOP Communications Management and Non-Union AFSCME Local 251 Public Defender FOP Sworn Employee's Association FOP Non-sworn (Proposed) Consolidated

Specific example 3: At Denver Public Schools: Over the course of five years, three attempts by the district (senior HR management) and external HR consultants to negotiate a new position classification system with the bargaining group for clerical employees had all failed. Negotiations were routinely deadlocked on this issue.

Specific example 4: At the City of Dallas: Senior management outside the HR department expressed concerns about perceived inequities in the evaluation of mid-level management and supervisory positions.

What did I deliver: I researched, designed and managed two original point-factor job evaluation systems - one was PC based, and the other a traditional manually factored matrix. In compliance with budget considerations, this project took approximately 1.5 to 2 years to implement. Plus, I directly managed staff in converting existing mid-level management jobs into the new paradigm. Additionally, I coordinated the efforts of staff and outside HR consultants in the complete overhaul of a new job evaluation system anchored to market pricing. Notably, in the wake of the consultants, I was the "key" player to both identify and correct critical errors made by the consultants. Given the typically transient nature of municipal government, I performed as the "key" person responsible for the numerous "top to bottom" changes in departmental operations, which were often vague, as established by newly elected officials or newly appointed senior administrators. Fast-paced or constantly changing environments require due diligence to avoid creating new or exasperating existing inequities, and I successfully lead management in this regard.

Specific example 5: At the City of Dallas: the Chief of Police complained the essential job functions performed by Police Dispatch were as complex as Fire Dispatch, but Police Dispatch was not compensated as highly as Fire Dispatch.

What did I deliver: I researched, conducted on-site job audits of both police dispatch operations and fire dispatch operations, and determined the complexity and character and scope of work performed by Fire Dispatch was superior to the Police Dispatch. To read the analysis, click here.