; (2) an analysis of applicant flow data, as available (sorted by race, color, national origin, religion, sex, age, or disability); (3) disaggregated demographic data relating to participants in professional development programs of the agency and the rate of placement into senior positions for participants in such programs; and (4) data related to the employment of traditionally underrepresented groups. (c) Retention and exit interviews or surveys (1) Departing employees The head of each agency shall provide an opportunity for an exit interview or survey to each agency employee who separates from service with the agency to better understand the employee’s reasons for leaving such service. (2) Use of analysis from interviews and surveys The head of each agency shall analyze demographic data and other information obtained through interviews and surveys under paragraphs (1) and (2) to determine— (A) if and how the diversity of those participating in such interviews and surveys impacts the results; and (B) whether to implement any policy changes or make any recommendations. (3) Tracking data The head of each agency shall— (A) track demographic data relating to participants in professional development programs and the rate of placement into senior positions for participants in such programs; (B) annually evaluate such data— (i) to identify ways to improve outreach and recruitment for such programs, consistent with merit system principles; and (ii) to understand how participation in any program offered or sponsored by the agency under subparagraph (A) differs among the demographic categories of the workforce