The assurance of equal employment opportunity, like proper and efficient administration, depends upon a comprehensive personnel program based on merit. Other important personnel elements to help provide affirmative action shall include:
(a) Development of new career patterns;
(b) Maintenance of a skills inventory to aid in the identification of persons to be trained and promoted;
(c) Evaluation of promotion patterns to broaden areas of consideration and bases for selection;
(d) Evaluation of promotion requirements;
(e) Participation by qualified women and members of minority groups on boards or committees concerned with promotions, service ratings, grievances, appeals and awards;
(f) Maintenance of an exit interview program;
(g) Analysis of reasons given by supervisors for transfers, separations and disciplinary actions with periodic audits with top management;
(h) Maintenance of a comprehensive grievance and appeal system;
(i) Provision of opportunity for employees to discuss individual problems informally outside of normal administrative channels and to obtain needed advice and counseling with complete confidentiality; and
(j) Maintenance of a review of the performance rating system to determine its effectiveness and objectivity.
(1970 Code Sec. 21.1-46.6)