Training for employees and supervisors often is essential to provide a climate of acceptance for an effective equal employment opportunity program and to ease initial integration of the work force. To supplement existing training, the City shall:
(a) Provide simultaneous training for the official responsible for the equal opportunity program with persons heading similar programs in other organizations to facilitate the sharing of ideas and knowledge;
(b) Train all levels of supervisors in their program responsibilities in problems that may arise in integrating minority employees or women into the work force;
(c) Conduct orientation training for all employees on such subjects as human relations, knowledge of different cultures, etc;
(d) Develop skills needed to perform adequately, to advance and to fill positions which manpower planning projections have identified as likely to be available in the future;
(e) Coordinate training with other public and private programs to eliminate duplication;
(f) Evaluate training programs;
(g) Review training programs to avoid sexually biased materials;
(h) Establish the basis of selection for training or education leave in a written policy; and
(i) Provide for training to be practical, tailored to the individual, designed to consider the trainee's job status, evaluated by job performance and to consider reasons for job drop-outs.
(1970 Code Sec. 21.1-46.7)