; (B) include action-oriented programs, such as programs for training and outreach; (C) include internal auditing and reporting systems as a means of— (i) measuring the entity’s progress toward achieving a diverse workforce; and (ii) monitoring and examining employment decisions and compensation systems to evaluate the impact of those systems on diverse applicants and employees; (D) be incorporated into the entity’s personnel policies, practices, and procedures; (E) be updated annually for the duration of the project assisted by the covered award or covered subaward; and (F) be readily available for reporting to the Secretary for the purposes of compliance review. (3) Designation of responsibility An entity described in paragraph (1) shall provide for the implementation of the workforce diversity program required under such paragraph by— (A) assigning responsibility and accountability to an official of the entity; and (B) providing the assigned official with the authority, resources, and support of and access to top management of the entity to ensure the effective implementation of such program. (4) Identification of problem areas (A) In general An entity described in paragraph (1) shall perform an in-depth analysis of the employment process of the entity to determine— (i) whether impediments to equal employment opportunity exist in such process; and (ii) if such impediments exist, the aspects of such process in which such impediments exist. (B) Evaluations An analysis under subparagraph (A) shall include an analysis of— (i) whether, across different positions of the entity, there are problems of utilization or distribution of individuals who are qualified for such positions and are individuals with a barrier to employment (including ex-offenders), racial or ethnic minorities, women, disabled individuals, or veterans