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<br />any manner, including that which may limit their access to any job for which they are <br />qualified: <br />• Recruitment, advertising, and job application procedures; <br />• Hiring, promotion, upgrading, award of tenure, layoff, recall form layoff; <br />• Rates of pay and any other forms of compensation including fringe benefits; <br />• Sick leave, leaves of absence, or any other leave; <br />• Training, apprenticeships, attendance at professional meetings and <br />conferences; and <br />• Any other terms, condition, or privilege of employment. <br />Orange County's audit system includes a quarterly review of Orange County's efforts <br />to achieve its Affirmative Action/Equal Opportunity responsibilities. Managers and <br />supervisors are asked to report any current of foreseeable EEO problem areas and are <br />asked to outline their suggestion/recommendation for solutions. If problem areas <br />arise the manager or supervisor is to report problem area to the Human Resource <br />Director or the Employment Manager. During quarterly review, the following <br />occurs: <br />The Employment Manager will discuss any problems related to significant <br />rejection ratios, EEO charges, etc. with the Human Resource Director; and <br />2. The Employment Manager will report on the status of Orange County's <br />AAP goals and objectives to the Human Resource Director. The Human <br />Resource Director will make a report to the County Manager and the <br />Board of County Commissioners and will recommend any remedial action <br />for the effective implementation of the AAP. <br />The Human Resource Director will report annually to the County Manager and the <br />Board of County Commissioner on the progress and the issues of concern in the area <br />of equal opportunity as it relates to persons with disability and qualified veterans. <br />H. Responsibility for Implementation of Affirmative Action Plan <br />In furtherance Orange County's commitment to Affirmative Action and Equal <br />Employment Opportunity for qualified individuals with disabilities and qualified <br />protected veterans, the Human Resource Director has the overall responsibility for <br />designing and implementing the Orange County's AAP. The Employment Manager <br />has the responsibility of ensuring that the AAP is effectively implemented. These <br />responsibilities include, but are not limited to: <br />1. Responsibilities of the Human Resource. Director <br />a. Developing the AAP for individuals with disabilities and protected <br />veterans, policy statements, personnel policies and procedures, <br />~~ <br />Page 5 of 10 <br />