; and (II) determine whether employee training regarding such misconduct policy or adjustment in such misconduct policy is necessary. (B) Working groups (i) In general The Chief Human Capital Officer may establish working groups, as necessary, to improve employee relations within the Department. If the Chief Human Capital Officer establishes such a working group, the Chief Human Capital Officer shall specify a timeframe for the completion of such group’s work. (ii) Function A working group established pursuant to clause (i) shall identify the causes in persistent misconduct referred to in such subparagraph, review component processes for addressing misconduct, and develop alternate strategies to address such misconduct. (iii) Participation If a working group is established pursuant to clause (i), the relevant component head shall participate in such working group and implement any recommendations issued by such working group. (iv) Follow-up reviews The Chief Human Capital Officer shall conduct annual, or on a more frequent basis as determined by the Chief Human Capital Officer, follow-up reviews of components with respect to which misconduct has been identified under this paragraph. In consultation with the Chief Human Capital Officer, the Secretary may request the Inspector General of the Department to investigate any concerns identified through the oversight process under this subsection that components have not addressed. (5) Inspector General functions The Inspector General of the Department may, as the Inspector General determines appropriate, issue management alerts regarding misconduct to the Secretary. (6) Misconduct defined In this subsection, the term misconduct means the failure of a Department employee to comply with a performance plan, rule, regulation, or law within the scope of such employee’s duties, responsibilities, or functions. . (b) Review Not later than 30 days after the development of the oversight process required under subsection (e) of section 704 of the Homeland Security Act of 2002 ( 6