; (B) how State Medicaid agencies, managed care organizations, and other public payers should establish policies and procedures to ensure the direct care professional workforce is compensated at the full cost of their labor; (C) how to set clear expectations for employers of direct care professionals with respect to compensation for such professionals; and (D) how to ensure additional training and certification is tied to increased compensation for such professionals. (2) Considerations The recommendations under paragraph (1) shall take into account— (A) the particular challenges of the direct care professional workforce, including— (i) the largely part-time nature of the work; (ii) the mobile or transient nature of positions in the direct care professional workforce; (iii) precarity due to race, ethnicity, sexual orientation, gender identity, and immigration status; and (iv) any decrease in public benefits that direct care professionals may experience following an increase in wages; and (B) strategies for wage enhancement for direct care professionals. (c) Duties of the Secretary The Secretary, in carrying out subsection (a), shall oversee the following: (1) Collecting and making publicly available information submitted by the Advisory Council under section 403(e) to the appropriate committees of Congress, and the State agencies responsible for carrying out direct care professional programs, including evidence-based or promising practices and innovative models (both domestic and foreign) regarding compensation for direct care professionals. (2) Coordinating and assessing existing Federal Government programs and activities to compensate direct care professionals while ensuring maximum effectiveness and avoiding unnecessary duplication. (3) Providing technical assistance, as appropriate, such as disseminating identified best practices and information sharing based on reports provided under section 403(e), to State or local efforts to compensate direct care professionals. (d) Initial strategy