SPIRO T. AGNEW, Governor                        1451

(3) There shall be no discrimination because of age, race, creed,
color, national origin, or sex in the selection of employees for training.

(h) Evaluation of Training.

(1)    Each department shall provide for the evaluation of the
results and effects of all training provided its employees and report
the results to the Commissioner in such manner as he may prescribe.

(2)    Decisions as to the specific manner and means of evaluation
to be used, should be reached prior to the start of each training
program rather than during the program or at its conclusion.

(i) Exchange of Training Information

Each department shall, upon the request of the Commissioner, or
at such time in such manner as it deems appropriate, inform the Com-
missioner and such departments as may be especially concerned of
new, different or particularly successful training practices or mate-
rials which it develops or acquires.

(j) In-Service Training

(1)    Authorization of In-Service Training

(a)    Department heads are assigned operating authority and
responsibility for in-service training. This authority and responsi-
bility may be re-delegated within their departments.

(b)    Department heads are authorized to approve the participation
of their employees in inter-agency training programs and may pay
for the necessary expenses of such training. This authority may be
re-delegated within departments.

(2)    Determination Requirements

Out-service training may be used only after determination by the
department concerned that there is no in-service training within the
State agencies which is readily available and which can reasonably be
used.

(3)    Training Resources

Department heads and their administrative personnel at all levels
should give continuing attention to building a reservoir of talent and
resources, to meet a progressively large number of training needs.
In developing resources, consideration should be given to those
described immediately below:

(a) Supervisor:

The supervisor is the most important resource in meeting training
needs. A recognized integral part of the job supervision is that of
guiding and assisting employees to learn how to do their jobs more
efficiently and to develop their potential to the fullest extent possible.
The supervisor is the one individual who knows most about the people
he manages and the job he controls, and in this respect is the best
resource for on-the-job instruction. The qualities that presumably
prompted his selection for a supervisory position should make him
more receptive to guidance in methods of instructions than others
in his organizational unit. Quite often, the work performed is of
such a specialized nature that only those who do it or supervise it are