The only explicit training requirements in the OFCCP's regulations simply require that personnel involved in employment selection decisions be trained "to ensure that the commitments in the contractor's affirmative action program are implemented." (41 C.F.R. §§ 60-300.44(j) and 60-741.44(j)). But the regulations do not dictate any specific topics or form for these required trainings. So the content is pretty much up to you so long as it is reasonably designed to support your AAP efforts and you don't misstate the law. But the training only has to cover discrimination and protected veteran nondiscrimination issues. Despite the lack of explicit training requirements in the regulations implementing E.O. 11246, most would recommend training decision-makers regarding nondiscrimination based on Title VII protected characteristics as well. Just note that while Title VII doesn't explicitly list sexual orientation and gender identity as protected characteristics, discrimination on those bases is prohibited as well, and E.O. 11246 does explicitly include those characteristics. Other than that, Title VII principles apply to your E.O. 11246 training.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.