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<br />g. Serving as liaison between Orange County and enforcement agencies; <br />and <br />h. Serving as liaison between Orange County and organizations for <br />qualified individuals with disabilities and qualified protected veterans. <br />3. Responsibilities of Department Leads and Supervisors <br />Managers and supervisors are advised annually of their responsibilities under the <br />County's Affirmative Action Plan for qualified individuals with disabilities and <br />qualified protected veterans and of their obligations to: <br />a. Review the County's Affirmative Action policy for qualified <br />individuals with disabilities and qualified protected veterans with <br />subordinate managers and supervisors to ensure that they are aware of <br />the policy and understand their obligation to comply with it in all <br />personnel actions; <br />b. Assist in the identification of problem areas, formulate solutions, and <br />establish departmental goals and objectives when necessary; <br />c. Review the qualifications of all applicants and employees to ensure <br />qualified individuals are treated in a nondiscriminatory manner when <br />hire, promotion, transfer, and termination actions occur; and <br />d. Review all employees' performance to ensure that non-discrimination <br />is adhered to in all personnel activities. <br />I. Training to Ensure Affirmative Action Plan Implementation <br />Training shall be provided to all personnel involved in the recruitment, screening, <br />selection, promotion, disciplinary and related employment processes, to ensure that <br />the commitments made in Orange County's AAP are implemented. <br />II. Sample Invitation to Self-Identify <br />A. Invitation to Self-Identify for Qualified Protected Veterans <br />An individual may voluntarily self-identify at any time; however, the following <br />invitation should be extended by Orange County to applicants to self-identify only <br />after they have been offered a position but before they start their employment. Note: <br />This timeframe avoids conflict with the EEOC's guidance under the American with <br />Disabilities Act (ADA), which in most cases precludes asking a job applicant about <br />potential reasonable accommodations prior to a job offer being made. <br />~b <br />Page 7 of 10 <br />