; (2) develop and distribute training on the processes determined pursuant to paragraph (1), which shall be a required annual training across the enterprise and may differ for each employee based on the seniority, role, and Administration within the Department of the employee; (3) collect and distribute best practices and resources on accountability reporting and investigations, preparation, and proposal of adverse actions for human resources offices of the Department, the Office of General Counsel, and heads of facilities and offices of the Department, including relevant regional offices, to distribute to their relevant staff across the enterprise; and (4) monitor the implementation of the standards at facilities of the Department, including monitoring— (A) the number of adverse actions issued versus number overturned in the three fiscal years prior; (B) metrics for the time taken from allegation of improper conduct or performance raised to an official proposal being issued; (C) quality, frequency, and comprehension of training, information, and education provided to employees regarding accountability and adverse actions; (D) percentage of staff that completed the training developed and distributed pursuant to paragraph (2) over the past three fiscal years; (E) number of external and internal investigations that resulted in at least one substantiated claim of a prohibited personnel action set forth under section 731(c) of this title; (F) responses to relevant surveys conducted by the Department, including those established by section 103 of the LEAD Act of 2023 ; (G) grievances filed by labor organizations relative to the number of collective bargaining unit employees and whether or not they were adjudicated in favor of the labor organization; and (H) such other factors as the Secretary considers appropriate to monitor the accountability and due process culture of facilities, offices, Administrations, and other relevant elements of the Department