; (B) specific strategies for developing, training, deploying, motivating, and retaining the workforce of the Agency and the ability of the workforce of the Agency to fulfill the mission and responsibilities of the Agency, including the program objectives of the Department and the Agency to be achieved through such strategies; (C) specific strategies for recruiting and retaining individuals needed to address workforce gaps within specific cadres; (D) specific strategies for the development, training, and coordinated and rapid deployment of the Surge Capacity Force; and (E) any necessary legislative proposals to improve recruitment and retention; and (5) a discussion that— (A) details the number of employees not employed by the Agency serving in the Surge Capacity Force and the qualifications or credentials and training of such individuals; (B) includes information on annual data relating to the deployment of the workforce of the Agency following major disasters or emergencies declared by the President under section 401 or 501, respectively, of the Robert T. Stafford Disaster Relief and Emergency Assistance Act ( 42 U.S.C. 5170 , 5191) during the 3-year period preceding the date of the submission of the plan; (C) details— (i) average tenure and attrition data, categorized by type of attrition, for— (I) types of Agency employees by hiring authority; and (II) specific offices, regions, and cadres of the Agency; and (ii) any known reasons why some types of Agency employees or specific offices, regions, or cadres of the Agency may have higher levels of attrition and strategies to address those higher levels of attrition; (D) details— (i) efforts of the Agency to help prevent and respond to discrimination and harassment; and (ii) information on reported cases of discrimination and harassment within the Agency and the outcomes of those cases