If this is state government, you need to get in touch immediately with your departmental EEOC compliance officer. Let them know there are possible issues, see if you have any possible protections there. As we so often say, everyone is a member of at least some protected category.
I agree, there would be no point in filing a complaint at this point with the regular EEOC. I'm not referring to the state's EEOC section, not sure if Alabama actually has one in the Department of Labor, or if like many, they just rely on the regional federal office. But usually in every state governmental department, there will be an EEOC representative sitting around somewhere. You might begin by calling your department's HR and asking who you'd need to talk to about possible EEOC situations. You don't even have to mention it's for you. If you get no good answers in your department, go to the state's department of personnel or HR, whatever they call it these days.
Even if you do not have or are you not a member of your state employee's association (union ) there will be information you can get about the hiring and firing and employee disciplinary processes, so you are not getting all your information through your supervisor and through word of mouth from other employees.
If you have been a full time regular employee of the state for 5 years, you should have some civil service protections. They definitely will have channels they would have to go through to get rid of you or rework your job title to "bathroom monitor." Unlike private enterprise, your supervisor in the state will have several levels of red tape he should have to go through before he could arbitrarily fire you for performance issues, or any other. They'd look very carefully at any possible EEOC issues that might arise before they actually did terminate you. If you'd been considered to be performing consistently well, received favorable evaluations, have attended trainings as required, had never received any corrective action or warnings about your lack of technological skills, I'd say you are not in much danger of termination.
But the most important thing for you to do right now is find out how much power this supervisor actually has over you. This will help you figure out how intimidated and worried you should be about the fact that he/she has it in for you. If you are doing your job to the best of your abilities, regardless of verbal feedback or how this person treats you, in most state agencies, he/she is virtually powerless to do anything else to you other than try to make you miserable. Insubordination is something you will want to avoid, but also, don't be upset and defensive all the time. Some supervisors will not be pleased, that is their whole game. Fortunately in state government, that one supervisor is rarely the sole person who will be making HR decisions regarding you.
If there is a possibility of a transfer, you may want to explore it. If your job title is changed or you are "demoted" take it and do it, and work on going elsewhere laterally. At the same time, do work diligently to enhance your skill level. See if there are additional classes offered by your department's HR that you can request to take. Even if they do not come easily to you, if you do have specialization in some area of the work you do, be found trying to show that you are willing to be flexible and learn and change with the job.