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j. Acting as a liaison with State and Federal regulatory agencies concerned with <br />~~ equal. employment opportunity. Maintaining ongoing contact with other equal <br />-' employment opportunity personnel through seminars, workshops, conferences <br />or the like for continuing education purposes. <br />k. Development/identification of new strategies in support of equal employment <br />opportunity. <br />2. The Training/Employee Relations Officer <br />Equal employment opportunity-related responsibilities of the Training and <br />Employee Relations Officer include: <br />a. Development and implementation of continuing education and training of <br />supervisors as to relevant equal employment opportunity laws, policies and <br />systems and training of employees as to Orange County's equal employment <br />opportunity commitment and policies. <br />b. Investigation of employee discrimination complaints and attempts to resolve <br />these. <br />3. The Personnel Director <br />a. Keeps the County Manager and department heads informed of any area(s) <br />which may deserve attention in the County's commitment to achieve the <br />principles described in this affirmative action plan. <br />b. Evaluates the effectiveness of the equal employment opportunity/affirmative <br />action program and recommends any needed. program changes. <br />C. The Supervisor3 <br />Each supervisor plays a critical role in carrying out the Equal Employment <br />Opportunity Policy as a part of his or her job. The work performance of supervisors <br />is evaluated on the basis of their equal employment opportunity efforts, as well as <br />other criteria. <br />The equal employment opportunity responsibilities of supervisors include: <br />1. Being informed of the County's policy and plan for equal employment <br />opportunity/affirmative action and educating employees as to these policies. <br />3Includes any individual supervising one or more employees. <br />-6- <br />