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II - <br /> I TRAINING RESPONSIBILITY <br /> ASSIGNMENT <br /> II 1 . Conduct a training needs analysis EEO Officer <br /> from the perspective of department <br /> heads and supervisors as it relates <br /> II to EEO policy implementation. ** <br /> 2. Recommend methods of selecting EEO Officer <br /> employees for training by <br /> II examining current practices and <br /> alternatives .** <br /> II 3 . Develop and schedule a training EEO Officer <br /> module in regards to selection <br /> and interviewing for supervisors <br /> II as a part of the March EEO <br /> workshop.** <br /> 4 . Provide ongoing training for new EEO Officer <br /> IIsupervisors in the EEO Program <br /> and principles. ** <br /> IS . Ensure integration of EEO Employee Development <br /> principles in all aspects of the Manager <br /> County' s Employee Development <br /> IIProgram. <br /> II <br /> RESPONSIBILITY <br /> LAYOFFS AND TERMINATIONS ASSIGNMENT <br /> 1. Revise exit interview program to EEO Officer/Employee <br /> II improve effectiveness for EEO Relations Analyst <br /> purposes. ** <br /> ilDISCIPLINARY ACTION, <br /> EMPLOYEE COMMUNICATIONS AND RESPONSIBILITY <br /> IGRIEVANCE PROCEDURES ASSIGNMENT <br /> 1. Ensure that any negative personnel Supervisors/ <br /> actions are in accordance with Department Heads/ <br /> I established Orange County policies All Personnel Dept. <br /> and procedures.* Staff <br /> 2. Determine means of more effective- <br /> ly communicating availability of Officer/EEO Officer/ <br /> employee relations counseling.** Department Heads/ <br /> ill Supervisors <br /> 3. Recommend and communicate guide- Employee Relations <br /> lines on confidentiality of Officer/Department <br /> Idiscussions with employees. ** Beads/Supervisors <br /> ill 16 <br />