HR2281-119

What This Bill Does

The Strengthening Job Corps Act is a broad Workforce Innovation and Opportunity Act rewrite for Job Corps. It changes terminology from centers to campuses, expands the definition of state to include outlying areas, updates eligibility so the 16-to-24 age limit can be waived up to 28 for individuals with disabilities or justice-involved individuals, replaces older terms such as school dropout with opportunity youth, and adds low-income TRIO-style eligibility and qualified opportunity zone residency. It directs joint applications across Job Corps, YouthBuild, and youth workforce activities; changes operator selection to best value and fair pricing with past effectiveness metrics; adds a mentor-protege program; gives Civilian Conservation Center graduates a direct Forest Service hiring path; extends certain contract periods to four years; allows graduates to remain resident for one month after graduation; makes operating plans public; gives operators authority to hire staff, partner locally, and educate stakeholders within approved budgets; requires behavioral management plans, positive interventions, local law enforcement agreements, incident reporting, and zero-tolerance dismissal for serious violence or illegal activity; applies the Service Contract Act to Job Corps operators and instructional employees; modernizes performance models; and authorizes multi-year funding from $1.809 billion in 2026 to $2.149 billion in 2031, including $107.8 million annually for construction, rehabilitation, and acquisition.

Who Benefits and How

Job Corps students benefit from updated eligibility, one-month post-graduation residence, stronger behavioral supports, and campus performance accountability. Opportunity youth benefit from joint applications across Job Corps, YouthBuild, and youth workforce programs. Job Corps campus operators benefit from clearer operating plans, local partnership authority, staff hiring authority, and best-value contract rules. Civilian Conservation Center graduates benefit from a direct hiring pathway into Forest Service jobs when they meet qualification standards. Job Corps instructional employees benefit from Service Contract Act wage and fringe benefit protections.

Who Bears the Burden and How

The Labor Department must update contracts, performance models, behavioral management standards, operating-plan publication, waivers, and funding administration. Job Corps campus directors must implement behavior plans, law enforcement agreements, incident reporting, and dismissal policies. Operators and service providers must comply with Service Contract Act wage determinations and annual updates. Federal taxpayers fund authorizations rising to about $2.15 billion by fiscal year 2031 plus $107.8 million annually for campus construction. Low-performing campuses face performance improvement actions and experimental or demonstration projects.

Key Provisions

• Renames Job Corps centers as Job Corps campuses and updates youth eligibility categories.
• Requires best-value operator selection, past-effectiveness metrics, and a mentor-protege program.
• Expands operator authority over staffing, professional development, local partnerships, and stakeholder engagement.
• Requires behavioral management plans, incident reporting, law enforcement agreements, and zero-tolerance dismissal for serious violence or illegal activity.
• Applies Service Contract Act wage protections to Job Corps operators and instructional employees.
• Authorizes Job Corps funding from $1.809 billion in fiscal year 2026 to $2.149 billion in fiscal year 2031, including $107.8 million annually for construction.