; and (ii) shall be provided at an appropriate time during the first 5 days of any extended or residential training course. (8) Developing and implementing, in consultation with the Victim Advocacy Specialists of the Federal Bureau of Investigation, appropriate training requirements, policies, and procedures applicable to all employees whose professional responsibilities include interaction with people making reports alleging sex-related offenses or sexual harassment. (9) Developing and implementing procedures under which current and former employees of the Agency are able to obtain documents and records, as appropriate and upon request, that are related to a report of an allegation of a sex-related offense or sexual harassment. (10) Developing and implementing procedures under which an employee who makes a restricted or unrestricted report containing an allegation of a sex-related offense or sexual harassment may transfer out of the current assignment or location of the employee, upon the request of the employee making the report. Such procedures shall ensure that an employee who makes a restricted report maintains the privilege against disclosure, strict confidentiality, and with such employee maintaining full control over all decisions related to any further dissemination of the report. (11) Developing policies and procedures for the Office of the Victim and Whistleblower Counsel and the Special Victim Investigator, as applicable, to facilitate outside engagement requests of employees reporting allegations of sex-related offenses or sexual harassment. (12) Coordinating the response of the Agency to allegations of sex-related offenses and sexual harassment. (b) Biannual report Not less frequently than once every 180 days, the Director shall submit to the appropriate congressional committees a report on the activities of the Office of Equal Employment Opportunity and the Sexual Assault Prevention and Response Office during the period covered by the report. The Director shall personally review, approve, and