after such date of enactment. In cases in which 
such tables do not comply with Department pol-
icy, the Chief Human Capital Officer shall in-
struct component heads on corrective measures 
to be taken in order to achieve such compliance. 
‘‘(B) NEW
COMPONENT
TABLES.—If a 
table of offenses and penalties does not exist for 
a component of the Department as of the date 
of enactment of this subsection, a component 
head may, in coordination with the Chief 
Human Capital Officer, develop a table of of-
fenses and penalties to be used by such compo-
nent. The Chief Human Capital Officer shall 
review and, if appropriate, approve such table 
and any changes to such table made after such 
date of enactment. In cases in which such ta-
bles or changes do not comply with Department 
policy, the Chief Human Capital Officer shall 
instruct the component head on corrective 
measures to be taken in order to achieve such 
compliance. 
‘‘(3) COMPONENT RESPONSIBILITIES.—Compo-
nent heads shall comply with Department-wide pol-
icy (including guidance relating to such) regarding 
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discipline and adverse actions for the Department’s 
workforce, including— 
‘‘(A) providing any current table of of-
fenses and penalties or future changes to a 
component’s table to the Chief Human Capital 
Officer for review in accordance with paragraph 
(2)(A); 
‘‘(B) providing any new table of offenses 
and penalties or future changes to a compo-
nent’s table to the Chief Human Capital Officer 
for review in accordance with paragraph (2)(B); 
and 
‘‘(C) providing to the Chief Human Capital 
Officer any data regarding discipline and ad-
verse actions in accordance with paragraph 
(1)(C). 
‘‘(4) OVERSIGHT.— 
‘‘(A) IN
GENERAL.—Not later than 90 
days after the date of the enactment of this 
subsection, the Chief Human Capital Officer 
shall implement a process to oversee component 
compliance with any established Department- 
wide policy regarding discipline and adverse ac-
tions referred to in paragraph (1), including— 
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‘‘(i) the degree to which components 
are complying with such policy; and 
‘‘(ii) at a minimum, each fiscal year, 
a review of component adjudication of mis-
conduct data to— 
‘‘(I) ensure consistent adherence 
to such policy and any Department- 
wide table of offenses and penalties or 
any component-specific table of of-
fenses and penalties approved by the 
Chief Human Capital Officer pursu-
ant to paragraph (2); and 
‘‘(II) 
determine 
whether 
em-
ployee training regarding such mis-
conduct 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. 
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‘‘(ii) FUNCTION.—A working group 
established pursuant to clause (i) shall 
identify the causes in persistent mis-
conduct referred to in such subparagraph, 
review component processes for addressing 
misconduct, and develop alternate strate-
gies to address such misconduct. 
‘‘(iii) PARTICIPATION.—If a working 
group is established pursuant to clause (i), 
the relevant component head shall partici-
pate in such working group and implement 
any recommendations issued by such work-
ing group. 
‘‘(iv) 
FOLLOW-UP
REVIEWS.—The 
Chief Human Capital Officer shall conduct 
annual, or on a more frequent basis as de-
termined by the Chief Human Capital Offi-
cer, follow-up reviews of components with 
respect to which misconduct has been iden-
tified under this paragraph. In consulta-
tion with the Chief Human Capital Officer, 
the Secretary may request the Inspector 
General of the Department to investigate 
any concerns identified through the over-
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sight 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 Sec-
retary. 
‘‘(6) MISCONDUCT
DEFINED.—In this sub-
section, the term ‘misconduct’ means the failure of 
a Department employee to comply with a perform-
ance plan, rule, regulation, or law within the scope 
of such employee’s duties, responsibilities, or func-
tions.’’. 
(b) REVIEW.—Not later than 30 days after the devel-
opment of the oversight process required under subsection 
(e) of section 704 of the Homeland Security Act of 2002 
(6 U.S.C. 344) (as added by subsection (a) of this sec-
tion), the Chief Human Capital Officer of the Department 
of Homeland Security shall provide to the Committee on 
Homeland Security of the House of Representatives and 
the Committee on Homeland Security and Governmental 
Affairs of the Senate information on such oversight proc-
ess, including component compliance with any policy re-
garding discipline and adverse actions, data collection ef-
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forts, and information on the development of any working 
groups under such subsection (e). 
(c) PROHIBITION ON NEW FUNDING.—No funds are 
authorized to carry out this section and the amendments 
made by this section. This section and such amendments 
shall be carried out using amounts otherwise made avail-
able. 
Æ 
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