; and (C) that— (i) has not been defined and designated as an urbanized area by the Bureau of the Census during the most recently completed decennial census; or (ii) has been determined by the Commissioner to be a rural or remote area based on any other factors that the Commissioner considers relevant. (b) Demonstration of recruitment and retention difficulties in rural or remote areas For purposes of subsections (c), (d), and (e), the Commissioner shall demonstrate a direct relationship between the rural or remote nature of a rural or remote area, and difficulty in the recruitment and retention of covered CBP employees in the area, by providing evidence— (1) that the Commissioner— (A) is unable to efficiently and effectively recruit individuals for positions as covered CBP employees, which may be demonstrated with various types of evidence, including— (i) evidence that multiple positions have been continuously vacant for significantly longer than the national average period for which similar positions in U.S. Customs and Border Protection are vacant; or (ii) recruitment studies that demonstrate the inability of the Commissioner to efficiently and effectively recruit covered CBP employees for positions in the area; or (B) experiences a consistent inability to retain covered CBP employees that negatively impacts agency operations at a local or regional level; or (2) of any other inability, directly related to recruitment or retention difficulties, that the Commissioner determines sufficient. (c) Direct hire authority; recruitment and relocation bonuses