Deputy Chief of Mission, and Principal Officer (i.e. Consuls General) positions. 213. Efforts to improve retention and prevent retaliation (a) Streamlined reporting Not later than one year after the date of the enactment of this Act, the Secretary shall establish a single point of initial reporting for allegations of discrimination, bullying, and harassment that provides an initial review of the allegations and, if necessary, the ability to file multiple claims based on a single complaint. (b) Ensuring implementation of corrective action and management recommendations The Secretary shall ensure follow up with each complainant who makes an allegation of discrimination, harassment, or bullying pursuant to subsection (a) and the head of the respective bureau not later than 180 days after the conclusion of any investigation where an allegation is substantiated, and again one year after the conclusion of any such investigation, to ensure that any recommendations for corrective action related to the complainant have been acted on where appropriate. If such recommendations have not be implemented, a written statement shall be provided to the head of the bureau and complainant and affected employees explaining why the recommendations have not been implemented. (c) Climate surveys of employees of the Department (1) Required biennial surveys Not later than 180 days after the date of the enactment of this Act and every 2 years thereafter, the Secretary shall conduct a Department-wide survey of all Department personnel regarding harassment, discrimination, bullying, and related retaliation that includes workforce perspectives on the accessibility and effectiveness of the Bureau of Global Talent Management and Office of Civil Rights in the efforts and processes to address these issues. (2) Required annual surveys (A) In general Not later than 180 days after the date of the enactment of this Act, and annually thereafter, the Secretary shall conduct an annual employee satisfaction survey to assess the level of job