; (E) the age, educational level, and source of applicants; (F) the length of time between the date on which a position is first identified as vacant and the date on which a first offer of employment for the position is made; (G) whether the Secretary considers a vacant position critical, a staffing shortage, or difficult to fill; (H) the length of time between the date on which a first offer of employment for a position is made and the date on which a new hire starts in that position and the number of offers of employment made for the position before the position is filled; (I) the number of internal and external applicants for positions; (J) the ways in which vacant positions are advertised; and (K) the number of offers accepted compared to the number of offers made for permanent positions. (2) With respect to the hiring authority— (A) the satisfaction of the hiring authority with— (i) the quality of new hires; (ii) the match between the skills of newly hired individuals and the needs of the Department; (iii) the hiring process and hiring outcomes after the first year of the employment of a new hire; and (iv) the length of time that elapses to fill a position and for a new hire to begin working in a new position