; and (B) the length of time that each employee identified under subparagraph (A) stayed at the original location before transferring to a new location or leaving U.S. Customs and Border Protection. (3) Distribution The Secretary shall submit to Congress a report on each review required under paragraph (1). (f) Improving CBP hiring and retention (1) Education of CBP hiring officials Not later than 180 days after the date of the enactment of the CBP HiRe Act , and in conjunction with the Chief Human Capital Officer of the Department of Homeland Security, the Secretary shall develop and implement a strategy to improve education regarding hiring and human resources flexibilities (including hiring and human resources flexibilities for locations in rural or remote areas) for all employees, serving in agency headquarters or field offices, who are involved in the recruitment, hiring, assessment, or selection of candidates for locations in a rural or remote area, as well as the retention of current employees. (2) Elements Elements of the strategy under paragraph (1) shall include the following: (A) Developing or updating training and educational materials on hiring and human resources flexibilities for employees who are involved in the recruitment, hiring, assessment, or selection of candidates, as well as the retention of current employees. (B) Regular training sessions for personnel who are critical to filling open positions in rural or remote areas. (C) The development of pilot programs or other programs, as appropriate, to address identified hiring challenges in rural or remote areas. (D) Developing and enhancing strategic recruiting efforts through relationships with institutions of higher education, as defined in section 102 of the Higher Education Act of 1965 ( 20 U.S.C. 1002 ), veterans transition and employment centers, and job placement program in regions that could assist in filling positions in rural or remote areas. (E) Examination of existing agency programs on how to most effectively aid spouses and