implementing and promoting best practices for actively seeking out candidates of various backgrounds, experiences, and talents, including through outreach to under-represented colleges and universities, community colleges, historically Black colleges and universities, and organizations for individuals with disabilities, and compiling a list of such candidates into the House résumé portal. (3) Reevaluating current Member, committee, and leadership office employee benefits (including the evaluation of the capacity and costs of the House child care center and student loan repayment program) and submitting to the Committee on House Administration on a regular and ongoing basis recommendations for additions or improvements to such benefits which will improve recruitment and retention, exploring options such as telework, flex schedules, returnship programs, and sabbaticals. (4) Conducting a biennial staff survey as well as offering an optional exit survey to Member, committee, and leadership office staff. (5) Making improvements to the House résumé bank, including making such bank into a user-friendly, searchable portal through which Member, committee, and leadership offices can select a range of criteria to narrow down the candidate pool, and including ways to promote and publicize the existence and availability of such bank to internal and external users. (6) Improving and managing the House Vacancy Announcement and Placement Service. (7) Providing Members-elect with information on the full range of services offered to their staff in an easily understandable and organized format immediately following the certification of their election results. (c) Operation of program (1) Staff The Chief Administrative Officer shall designate a Deputy Chief Human Resources Officer who shall be responsible for the operation of the program established under this section, using existing staff and resources of the Office of the Chief Administrative Officer. (2) Location