FINAL ANNAUL REPORT PY06.pdf

PY

U.S. Department of Labor

JOB CORPS

ANNUAL REPORT

PROGRAM YEAR 2006

JULY 1, 2006 - JUNE 30, 2007

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J O B C O R P S

Introduction At the Department of Labor, we recognize the importance of connecting America’s youth with high-quality education and skills training that lead to career opportunities. Job Corps is an essential component in our efforts to help the nation’s most vulnerable youth get the education and skills they need to access rewarding jobs in the real world.

Our country is transitioning to a knowledge-based economy. More than ever before, education, training, and re-training are the keys to future employment and earnings. In order to meet this challenge, Job Corps is working to build stronger relationships with employers and educational institutions. By working together, we can ensure that the training Job Corps’ students receive is relevant to the jobs available in the growth sectors of our nation’s economy.

The Department recognizes that these relationships are essential to Job Corps’ future because the best work is done at the local level, within communities, where people have a deep, personal commitment to the youth they serve. The best strategy to reach these young people is to enlist willing stakeholders in their communities. Job Corps is partnering with the employers, community leaders, and organized labor that have demonstrated their concern for the youth in their neighborhoods. These partners recognize the need to drive the changes that will allow Job Corps to continue equipping its graduates with the skills necessary to obtain good-paying jobs.

Since 1964, Job Corps has offered hope and opportunity to more than 2 million young Americans.

With your help, the Job Corps will continue to be a beacon of hope and opportunity for American’s young people.

Elaine L. Chao Secretary of Labor

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06 A N N U A L R E P O R T

I am honored to be a part of the wonderful work that is occurring in Job Corps. Every year, tens of thousands of young people find hope and opportunity through Job Corps, and throughout this past year the program has excelled and helped America’s at-promise youth to find direction and purpose.

I assure you that as our nation’s economy continues to change at a rapid pace, Job Corps will strive to match that pace stride for stride and will prepare our students to meet the needs of America’s employers.

In order to meet those needs, Job Corps has worked with employers and educators to develop, not only a new curriculum, but also a new method of teaching that will focus on the rapidly changing needs of the nation’s employers and firmly establish Job Corps as a key provider of 21st century workforce training.

In part, based upon the input and participation of employers and educators, Job Corps’ administrators, staff, teachers and students worked throughout the program year to test and organize programs and initiatives that will define the Job Corps of tomorrow. Today, we are implementing these tested and proven initiatives and programs so we can better prepare the at-promise youth of America.

These initiatives and programs will allow us to restructure the classroom and to expand employer relationships to change where students are taught. They will allow us to expand after-hours tutoring and mentoring opportunities to change when students are taught. And they will allow us to expand on-center programs for social skills development to change how students interact with us and with each other.

It is our firm belief that as we continue to succeed in meeting the needs of our students and employers, our students will find success in the workforce and in their communities.

Students come to Job Corps driven and prepared to do the work necessary to take advantage of opportunities in life. As the economy changes, and as workforce demands increase, Job Corps will continue to train our students to meet those demands. Because of our preparation, I am confident that Job Corps’ graduates will enter their careers ready for and seeking out success.

Esther R. Johnson, Ed.D.

National Director

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Table of Contents

WHAT IS JOB CORPS?

Fast Facts Program Description Purpose Services Eligibility Admissions and Enrollment Operations Results

HOW DOES JOB CORPS OPERATE?

Administration and Management Performance and Accountability Regional Assessments Data Integrity Audits

HOW DOES JOB CORPS PREPARE ITS STUDENTS FOR SUCCESS?

Career Development Services System Career Technical and Academic Training

JOB CORPS SPOTLIGHT: The New Vision Philadelphia Job Corps Life Science Institute

Residential Living and Support Services Health and Wellness Safety Facilities Maintenance

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JOB CORPS SPOTLIGHT: Hall of Fame Inductee

WHAT ARE JOB CORPS’ TOOLS FOR SUCCESS?

Character, Leadership and Community

JOB CORPS SPOTLIGHT: Job Corps and the Gulf Coast

PROGRAM YEAR 2006: BY THE NUMBERS

Student Outcomes Five-year Performance Summary Characteristics Operating Costs

DIRECTORY AND MAPS

Center Directory Region Map Boston Region Job Corps Centers Philadelphia Region Job Corps Centers Atlanta Region Job Corps Centers Chicago Region Job Corps Centers Dallas Region Job Corps Centers San Francisco Region Job Corps Centers Job Corps National Map Glossary

Look closely. Everyone pictured here is an actual Job Corps student, graduate or instructor.

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Fast Facts

WHAT IS JOB CORPS?

Established in 1964, Job Corps is the nation’s largest residential, educational and career technical training program for at-promise youth ages 16 through 24. Job Corps centers are open 24 hours a day, 365 days a year, with two-week training breaks held twice each year.

Since the program’s inception, Job Corps has educated and trained more than 2 million young Americans, preparing them for success in our nation’s workforce. In Program Year (PY) 2006, Job Corps enrolled more than 60,000 students nationwide. Interested individuals can obtain information about Job Corps enrollment by calling (800) 733-JOBS or by visiting Job Corps’ Web site at www.jobcorps.dol.gov.

WHERE IS JOB CORPS?

Job Corps operates 122 centers in 48 states, the District of Columbia, and Puerto Rico.

(This number includes the Gulfport and Oconaluftee Job Corps Centers, which are temporarily closed.) Job Corps also manages Outreach and Admissions (OA) and Career Transition Services (CTS) operations at hundreds of locations around the country.

HOW DOES JOB CORPS WORK?

Young people apply to Job Corps through an admissions counselor. Eligible youth are assigned to a specific Job Corps center, usually one that is located nearest the young person’s home and offers training of interest to the young person. While at the center, students participate in comprehensive, career-oriented training. Job Corps’ curricula are designed to provide contextual training experiences, which integrate academic and career technical training. This form of training focuses on academic subject matter and its application within the context of specific trades or occupations, allowing students to learn about their chosen fields through an integrated learning experience. Job Corps helps students gain new skills that are beneficial in the workplace and helps students increase their employability. Job Corps students may participate in work-based learning experiences with local employers. In addition, some students may participate in Career Technical Skills Training (CTST), where they can work on construction and rehabilitation projects both on center and in the community. For graduates and former enrollees, Job Corps provides placement assistance for employment, education programs and the military, as well as transitional services and follow-up support. Job Corps is a self-paced program. As a result, lengths of stay vary. Students may remain enrolled for up to two years, and while the average length of stay is nearly eight months for all students, graduates remain an average of 11.6 months. An optional third year is granted for students who qualify for advanced training.

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WHAT DO JOB CORPS STUDENTS LEARN?

A majority of the students in Job Corps work toward the attainment of a high school diploma or a General Educational Development (GED) certificate. Additionally, to prepare students for success in our rapidly evolving economy, Job Corps offers career technical and academic training to prepare students for success in more than 100 occupations in a range of high-growth industries, including automotive, business technology, construction and health care.

WHO ARE JOB CORPS STUDENTS?

The typical Job Corps student has not completed high school, reads slightly below the eighth-grade level, has never had a full-time job, is between 17 and 19 years old, and is from an economically disadvantaged family. Sixty percent of Job Corps students are male.

Approximately 52 percent of Job Corps students are African- American, 25 percent are white, 17 percent are Hispanic, 3 percent are American Indian, and 2 percent are Asian/Pacific Islander.

WHO OPERATES JOB CORPS?

Known as one of the original public-private partnerships, Job Corps is 100 percent federally funded. Although Job Corps is administered by the U.S. Department of Labor (DOL), specific functions such as center operations, Outreach and Admissions (OA) and Career Transition Services (CTS) may be operated by private companies and agencies that have been awarded contracts through a competitive bidding process. Large and small corporations and nonprofit organizations manage and operate 94 Job Corps centers under these contractual agreements.

The remaining 28 centers are operated through an Interagency Agreement between DOL and the U.S. Departments of Agriculture and Interior. The Department of Agriculture operates 19 centers across the country, and the Department of the Interior operates nine facilities.

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Listed below are the number of Job Corps centers, center operators, and OA/CTS operators in PY 2006. (Although the Gulfport and Oconaluftee Job Corps Centers are included in the numbers, these centers are temporarily closed.)

Number of:

Job Corps Centers Job Corps Center Operators Job Corps OA/CTS Operators

WHAT ARE JOB CORPS’ RESULTS?

Job Corps consistently has one of the highest graduate placement rates among the nation’s job training programs. In PY 2006, 82.7 percent of graduates were placed in continuing education programs or joined the workforce or military (73.6 percent joined the workforce or enlisted in the military, and 9.1 percent of Job Corps’ graduates enrolled in continuing education programs). Additionally, more than 18,550 students obtained a high school diploma or GED certificate, while 51 percent of students completed career technical training.

HOW DOES SOCIETY BENEFIT FROM JOB CORPS?

Through Job Corps’ commitment to continuing education and the cultivation of social and career skills, the program provides a solid foundation for students to succeed in their communities and careers.

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A N N U A L R E P O R T06

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Program Description

PURPOSE

Administered by the U.S. Department of Labor, Job Corps is committed to helping America’s at-promise youth obtain the skills necessary to allow them the opportunity to become productive and successful members of the nation’s workforce.

Job Corps was originally established by President Lyndon B. Johnson as part of the Economic Opportunity Act. Authorization for the program was renewed under the Comprehensive Employment and Training Act (CETA), then Title IV-B of the Job Training Partnership Act (JTPA), and is currently authorized by Title I-C of the Workforce Investment Act of 1998. The National Office of Job Corps operates under the leadership of the National Director, who is supported by staff and a field network of Regional Offices.

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SERVICES

Job Corps is an intensive program designed to assist eligible youth in their development into responsible, employable and productive citizens. Job Corps is an open enrollment program, which allows each student to work on meeting personal and career goals based on his/her individual learning plan. The program offers a comprehensive array of integrated services, including:

• Assessment of reading and math levels upon entry

• Integrated academic and career technical training

• Workplace communications training

• Occupational exploration

• Individualized career planning

• Industry-based certification programs

• Registered apprenticeship opportunities

• Employability and social skills/cultural awareness development

• Regular student progress evaluations

• Residential housing, meals and clothing allowance

• Health and wellness programs (including medical, mental health, oral health, substance abuse, and health education)

• Student government and leadership programs

• English Language Learner (ELL) instruction

• Basic living allowances

• On-site child care support (available at 28 centers)

• Counseling and related support services

• Driver education

• Personal enhancement and recreation programs

• Work-Based learning opportunities

• Post-program placement and transitional support

The residential component enables Job Corps to provide a comprehensive array of services in one setting.

Approximately six out of seven students live on campus, while the remaining students commute to their respective centers daily. Job Corps offers reasonable accommodations to students with disabilities.

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ELIGIBILITY

Youth enter the Job Corps program voluntarily and must be at least 16 and not yet 25 years of age at time of enrollment. A Job Corps applicant must:

• Be a U.S. citizen, national or among the categories of eligible noncitizens specified in the Workforce Investment Act

• Meet age requirements

• Meet low-income criteria

• Face one or more barriers to employment such as: in need of additional career technical training, education, counseling and related assistance to complete regular schoolwork or to secure and maintain employment; a school dropout; a runaway; a foster child; a parent; or homeless

• Have signed consent from a parent or guardian if he/she is a minor

• Have a child care plan if he/she is the parent of a dependent child

• Not exhibit behavioral problems that could inhibit him/her or others from benefiting fully from the program

• Not require any face-to-face court or institutional supervision or court-imposed fines while enrolled in

Job Corps

• Not use drugs illegally

Because Job Corps is a voluntary program, students choose to enroll in the program and can exit at any time.

ADMISSIONS AND ENROLLMENT

A young person who wants to enroll in Job Corps may submit an application through an Outreach and Admissions (OA) counselor.

The OA counselor then reviews the application, along with additional documentation from sources such as schools, to confirm eligibility. Admissions counselors conduct interviews with the applicant to determine commitment and readiness for the program.

Additionally, an applicant’s medical, behavioral and criminal history is evaluated by appropriate staff. A decision regarding the enrollment of an applicant with previous behavioral problems is made in accordance with procedures established by the U.S.

Department of Labor (DOL) to ensure the applicant will benefit fully from the program.

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Once an applicant has been accepted and has signed a commitment to remain drug- and violence-free, he/she is assigned to a center and provided an enrollment date. Generally, an applicant is assigned to the center nearest his/her home, but waivers to this requirement may occur under certain conditions. Transportation is provided for the eligible applicant to the assigned Job Corps center.

OPERATIONS

Job Corps operates through partnerships among the U.S. government, the private sector and local communities. Beyond its 122 centers nationwide, Job Corps operates satellite centers that serve as annexes to centers with a high volume of program participants. Most Job Corps centers are located on property that is owned or leased long-term by the federal government.

DOL awards and administers contracts for the recruiting and screening of new students, center operations, and the placement and transitional support of graduates and former enrollees. When Congress authorizes and provides funding for a new center, a competitive process is initiated to select the site. Large and small corporations and nonprofit organizations manage and operate 94 Job Corps centers under contractual agreements with DOL. These contract center operators are selected through a competitive procurement process that evaluates potential operators’ technical expertise, proposed costs, past performance and other factors, in accordance with the Competition in Contracting Act and the Federal Acquisition Regulations. Decisions on contract awards and the exercise of option years are influenced by center performance standards and on-site federal assessments of quality and compliance.

However, as a part of ongoing efforts to reach out to small business, Job Corps staff and administrators participated in small-business conferences nationwide and provided one-on-one counseling to small-business owners who were interested in partnering with the program.

Job Corps also held its annual small-business conference in Chicago, Ill., which representatives of more than 100 small businesses attended.

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During PY 2006, selected center operations, outreach and admissions, career transition services, and support contracts were set aside for small-business competition. Obligations to small businesses during Fiscal Year 2006 (October 1, 2006-September 30, 2007) totaled $298 million, or more than 26 percent of Job Corps’ total procurement obligations.

Job Corps’ 122 centers are located in both rural and urban communities. The U.S.

Departments of Agriculture and the Interior, through an Interagency Agreement with DOL, operate 28 Job Corps centers on public lands throughout the country. These centers are referred to as Civilian Conservation Centers, such as the Ouachita Job Corps Civilian Conservation Center in Arkansas, the Weber Basin Job Corps Center in Utah, and the Pine Ridge Job Corps Center in Nebraska.

RESULTS

The length of time students are enrolled in Job Corps correlates with post-program success. Students who remain enrolled for longer periods of time are more likely to complete a career technical training program, attain a high school diploma or GED and gain valuable employability skills. These students are more likely to earn higher wages and ultimately remain part of the workforce.

Job Corps recognizes high school diploma or GED attainment, employment, enrollment in education or advanced training programs, and enlistment in the military as positive program outcomes. During PY 2006, more than 82 percent of graduates (i.e., students who attained a high school diploma or GED certificate and/or completed career technical training) found jobs, enlisted in the military or enrolled in education programs. More than 73 percent of graduates entered employment (with an average wage of $8.72 per hour), and more than 9 percent entered continuing education programs. Approximately 18 percent of all new Job Corps students, however, depart the program within the first 60 days of enrollment. Those who leave Job Corps prior to completion do so for a variety of reasons, including personal or family issues, an inability to adjust to the residential setting, becoming homesick, and medical reasons.

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How Does Job Corps Operate?

ADMINISTRATION AND MANAGEMENT

Job Corps is a national program administered by DOL through the National Office of Job Corps and six Regional Offices. The National Office of Job Corps establishes policy and requirements and facilitates major program initiatives. Job Corps’ Regional Offices administer contracts and perform oversight activities, which include ongoing monitoring and comprehensive on-site center assessments as well as oversight of OA and CTS contractors.

The performance requirements for center operations contractors are established in individual contracts that are valid, initially, for two years. These contracts are set up with performance-based options for one-year extensions. Contractors can potentially receive three of these extensions over successive years. Job Corps center operators are responsible for the center’s management and administration including: hiring and training staff;

providing a safe and secure environment for students;

delivering basic education, career technical and employability skills training, work-based learning, counseling, health care and related support services; supervising students; administering student incentive and disciplinary systems;

providing financial reporting and accountability;

procuring materials and supplies; maintaining center facilities and equipment; and promoting strong community relations.

A network of programs, agencies and organizations provides additional resources for the management and administration of the Job Corps program. This network of service providers includes: One-Stop Career Centers, community- and faith-based organizations, national labor unions and trade associations. In particular, the One-Stop delivery system, administered by DOL, has expanded Job Corps’ resource network through the availability of a comprehensive range of employment, training and support services in many communities.

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PERFORMANCE AND ACCOUNTABILITY

Job Corps centers have performance measures for student outcomes, as well as quality and compliance measures related to center operations. Performance against these measures weighs heavily in the contract award process. In PY 2006, Job Corps continued to utilize its Performance-Based Service Contracting (PBSC) Plan that is in accordance with the Federal Acquisition Regulations (FAR) and goals established by the Office of Management and Budget’s Procurement Executives Council. The FAR identifies PBSC as the preferred method of acquiring services primarily because it links performance to funding by rewarding good performance and penalizing poor performance.

Contractor performance is measured based on students’ early program retention, achievement of academic and career technical credentials, placement, job retention and post-placement earnings.

Since the implementation of PBSC provisions, there have been significant improvements in a number of student outcomes, resulting in increased incentive-fee earnings for contractors.

The Government Performance and Results Act (GPRA) requires all federal agencies to establish results-oriented goals that are tied to budget appropriations. These performance goals measure outcomes of program participants and assess the effectiveness of strategic planning.

Within the Job Corps system, the performance of Job Corps center operators, OA providers, career technical training providers, and CTS providers is measured against extensive and integrated performance management systems. These systems reflect and support the goals of the program while providing flexibility toward accomplishing those goals. In addition, the performance management systems provide a comprehensive picture of performance throughout all phases of a student’s Job Corps experience.

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Each year, Job Corps issues policies outlining program goals, performance expectations, and reporting requirements to all program partners. Annually, current accountability systems are reviewed to determine whether revisions are necessary to keep the systems aligned with Job Corps program priorities and intended results.

In addition to regularly scheduled program evaluations by both federal and contractor staff, the Office of the Inspector General (OIG) regularly reviews the program to assess operations and performance reporting. Similarly, the Government Accountability Office (GAO) periodically conducts studies on Job Corps. External reviews conducted by offices such as the OIG and GAO are constructive in providing Job Corps with information to improve program efficiency and effectiveness.

REGIONAL ASSESSMENTS

Job Corps Regional Offices routinely conduct quality assessments of center, OA and CTS operations, utilizing a combination of quality and statistical indicators to assess both performance and adherence to policy and procedures. The RO assessments use the quality rating system (QRS) as the benchmark for assessing center, OA and CTS operations. This quality rating is reported to the National Office and provides a qualitative performance measure for center/OA/CTS operations. The quality rating is used for contracting purposes as part of the past effectiveness rating. When necessary, Regional Offices use the QRS to facilitate managing program changes to operations.

DATA INTEGRITY AUDITS

The integrity of Job Corps’ performance data is critical to providing effective oversight of center operations and to ensuring program credibility. Thus, concurrent with annual quality assessments, Regional Offices conduct mandatory audits of performance-related student records. If excessive reporting problems are present, the extent of misreporting is brought to the immediate attention of the National Office. Data records currently audited include student leaves (including issues relating to on-board strength), HSD/GED completions, career technical training completions, and placements.

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How Does Job Corps Prepare its Students for Success?

JOB CORPS’ TRAINING APPROACH:

THE CAREER DEVELOPMENT

SERVICES SYSTEM

Operating since 2001 is Job Corps’ Career Development Services System (CDSS). Under CDSS, the Job Corps experience is composed of four stages:

Outreach and Admissions, Career Preparation Period (CPP), Career Development Period (CDP), and the Career Transition Period (CTP). The fundamental goal of the process is to provide seamless delivery of services and a more integrated approach to the various elements students will experience. This process addresses all aspects of Job Corps, from the time the student enrolls in Job Corps to the time he or she has graduated and is transitioning independently into work and the community. The stages of CDSS are outlined below.

OUTREACH AND ADMISSIONS

Job Corps begins with outreach and admissions services. All admissions counselors are encouraged to create networks with youth development agencies, One-Stops and other youth service organizations to help reach prospective students. Students who attend an orientation session hear about Job Corps’ comprehensive career development services system, from CPP to post-placement CTP. OA staff also introduce applicants to career exploration, life on center, and behavioral expectations of the program. Through this, students arrive on center better informed and prepared to commit to Job Corps’ career development services program.

CAREER PREPARATION PERIOD

CPP generally encompasses a student’s first few weeks on-center. During this time, students learn about life on-center and focus on personal responsibility, social skills and career exploration. Students also work on technology and job search skills, and learn to use labor market information to help them make informed decisions on which career technical training to pursue for eventual employment. Throughout CPP, students work with staff to map out and commit to a Personal Career Development Plan. Upon completion of CPP, JC PY06 8-8F 8/19/08 1:22 PM Page 20 students have developed the foundation for basic employability and computer skills necessary to find and secure a job in today’s job market. At this stage, students also feel more comfortable being at Job Corps and are prepared to begin learning the technical skills they need to secure a lasting career.

CAREER DEVELOPMENT PERIOD

CDP represents the bulk of time enrollees are on-center. During this period, students learn and demonstrate career technical, academic and employability skills. This is an opportunity for students who did not graduate from high school to earn a high school diploma or GED and for students who did graduate to learn the skill sets necessary to pursue greater opportunities in the workforce. Students learn and practice career technical skills on-center and at actual work sites under the direction of Job Corps’ employer partners.

Students use this time to continue to focus on the communication and problem-solving skills they worked on during CPP. Students also begin the job search process and learn how to identify and access support services needed to live independently. Near the end of this period, students are linked with post-center service providers to ensure a smooth transition from the center to the community.

CAREER TRANSITION PERIOD

Another key feature of the CDSS model is CTP. Following initial job placement, Job Corps personnel work with graduates for up to 18 months after graduation to help them continue moving toward stable and productive lives beyond the center. This support may include helping graduates find housing or health care, linking them with appropriate family services in the area, or assisting them in finding transportation to and from work. Graduates are encouraged to stay in touch with their career transition specialists and report back periodically for up to 18 months to ensure they are receiving the support needed to maintain employment. Through this program, graduates find good jobs and have the support they need to remain productive members of the workforce.

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CAREER TECHNICAL AND ACADEMIC TRAINING

With the rapidly changing American economy and the growing importance of technological proficiency for entry-level employees, Job Corps is refocusing its career technical and academic training on the skills and competencies essential to success in the 21st century. The program helps students to strengthen their literacy, numeracy and critical-thinking capabilities so they can apply these skills in the context of a job, while providing career technical training that aligns with current industry skills standards and expectations.

Through its national and local industry partnerships, Job Corps works with employers to provide training, at the centers and at work sites, that enables students to develop and attain industry-recognized skills and credentials. In addition to investing time in working with students and providing feedback on programs, Job Corps’ employer partners also donate equipment and technology so that the training programs better simulate the workplace and students are better prepared to work in high-growth, high-demand fields.

Similar to other educational and training programs, Job Corps has a growing English Language Learner population, and the program continues to improve its technical assistance and to enhance Web-based resources to accommodate this population.

27% ! Construction 21% ! Business & Finance 18% ! Health Care 10% ! Hospitality 7% ! Advanced Manufacturing 4% ! Automotive & Machine Repair 4% ! Information Technology 4% ! Retail Sales & Services 3% ! Renewable Resources & Energy 1% ! Homeland Security 1% ! Transportation

Job Corps’ Career Technical Training

Percent of PY 06 Graduates Who Trained in Each Industry Sector

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Career Technical Initiatives Job Corps’ National Certification Initiative was launched in Program Year 2005 to address challenges facing the program as it seeks to better prepare students for the requirements of the changing workplace and to meet the needs of employers. This initiative was a response to the broad-based national trend where employers increasingly rely on recognized, industry-based credentials in their hiring and promotion decisions. Job Corps took the necessary steps to align its programs with industry standards and certification requirements, thereby better preparing students for 21st century, entry-level employment, career paths, and lifelong learning. Working closely with industry experts, certification sponsors and field practitioners, by the end of PY 2006, Job Corps completed the revision and began the implementation of 38 national training programs which are aligned with more than 80 industry-recognized certifications.

Academic Initiatives Job Corps continues to make significant progress in its efforts to help more students earn high school diplomas. In PY 2001, the U.S. Departments of Education and Labor agreed to a long-term cooperative commitment to increase high school diploma attainment among Job Corps’ students. In PY 2006, Job Corps issued more than twice as many diplomas (7,284) than in PY 2001 (3,260), the year before the high school diploma initiative began.

Job Corps instructors and administrators recognize that only by inspiring a lifetime of learning will Job Corps graduates remain relevant in their fields. The next steps in this process are to expand further the program’s relationship with local secondary education providers and to advance partnerships with local community colleges. Centers located near community colleges enter into agreements with the colleges to provide courses and technical training that may not otherwise be available to Job Corps students. These partnerships also lead to opportunities for advanced training and education for students who seek college credit.

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Career Success Standards In order to complete the Job Corps program, students must meet a set of behavioral expectations and demonstrate competencies in eight areas known as Career Success Standards (CSS): Workplace Relationships and Ethics, Interpersonal Skills, Multicultural Awareness, Personal Growth and Development, Information Management, Communication, Independent Living, and Career and Personal Planning.

In 2006, CSS was introduced to the Job Corps community through a series of National Training Conferences which were attended by representatives from all 122 centers. Centers shortly began integrating CSS into their programming, with the National and Regional Offices providing guidance and technical assistance to ensure that centers had the necessary tools and resources for effective implementation. CSS is a critical feature of Job Corps’ New Vision as it provides the framework for the consistent modeling, mentoring and monitoring of appropriate community and workplace behavior among staff and students.

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Spotlight: The New Vision Increased globalization of industry and continuous technological advances have created an economy in a constant state of change. Job Corps graduates must be well-equipped to meet the changing skills requirements of the work world today and in the future. To enable students to attain the necessary knowledge, skills and behaviors, Job Corps has established a New Vision for student training. There are three essential components of Job Corps’ New Vision:

1. Ensure that students receive training aligned with industry skill standards and certifications and encourage accreditation of Job Corps training programs by nationally recognized organizations.

2. Establish a national standards-based education and training system. For each area of career technical training Job Corps offers, career technical, applied academic, basic academic and career success standards are being developed. Students will have to demonstrate that they have the knowledge, skills and abilities required by these national training standards before they can graduate from the Job Corps program. In addition, Job Corps is developing national curriculum guides aligned with its training standards.

3. Transform Job Corps’ support services to facilitate these changes. Support services include, for example, greater emphasis on staff professional development, revised policy and performance measures, and expanded use of advanced technology.

Change is already happening at Job Corps centers all across the country through various initiatives that support the New Vision. One successful example is the Philadelphia Job Corps Life Science Institute.

PHILADELPHIA JOB CORPS LIFE SCIENCE INSTITUTE

In January 2007, the Philadelphia Job Corps Center began to focus all of its training, including career technical and academics, on preparing students for careers in the health care industry. This followed extensive local labor market research that identified health care as an industry sector experiencing high growth in the Philadelphia area and offering employees excellent opportunities for advancement.

Nationally, health care is one of the high-growth, high-demand industry areas identified in the President’s High Growth Job Training Initiative.

The Philadelphia Job Corps Center is designing its Philadelphia Job Corps Life Science Institute to offer five training program areas. Each program includes one or more occupational training courses leading to a variety of career pathways, particularly when combined with community college offerings. The program areas are: Therapeutic Services (Nurse Aide, Medical Assistance, Emergency Medical Technician-Basic), Diagnostic Services (EKG Technician), Support Services (Dietary Services and Facilities Maintenance), Health Informatics (Administrative Medical Assistant), and Biotechnology

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Research and Development. The programs at the Institute are aligned to National Health Care Standards as outlined by the National Consortium on Health Science and Technology Education. The Institute is also collaborating with the Life Science Career Alliance (LSCA), a consortium of life science employers, educators, workforce and economic development organizations, and other life science-related organizations in the southeastern Pennsylvania area. The LSCA and the center have initiated efforts to identify potential employers for Job Corps graduates from the Philadelphia Job Corps Life Science Institute.

The approach Job Corps is taking in Philadelphia is meeting with tremendous success. Students are engaged and are embracing a commitment to lifelong learning that will be necessary for them to find success in the 21st century workforce.

Job Corps National Director Esther R. Johnson, Ed.D., speaking to Job Corps staff and students at the Annual Leadership Summit.

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RESIDENTIAL LIVING AND SUPPORT SERVICES

As a residential program, Job Corps is able to provide a variety of services to students around the clock, seven days a week. The residential setting provides the structure and security elements that are often lacking in students’ home environments.

Living on campus, students are able to gain essential experiences relating to and socializing with a diverse community of people from various backgrounds. Residential students participate in residential hall meetings and group counseling sessions and are required to clean and maintain their rooms, as well as the common living areas. Students are also required to comply with the center-mandated curfew.

To encourage a greater degree of interaction among students, students are encouraged to participate in a variety of group activities such as recreational sports, arts and crafts, student government, and leadership programs. In addition to staff, many students also train as peer mentors and tutors, helping newer students adjust to community life in Job Corps; providing assistance with reading, math, technology and other needs; and generally enhancing the quality of life for their fellow students.

Students are also provided with health care, dining services and a modest living allowance to cover personal expenses while on campus. Beyond this, Job Corps also provides child care through 28 child care programs nationwide, some of which also provide residence halls that house student-parents and their children. Each of these aspects is essential in Job Corps’ effort to train and educate stable and productive workers.

Safety is very important at Job Corps. Each quarter, Job Corps centers conduct a Student Satisfaction Survey that gauges student perspectives on a broad spectrum of quality-of-life issues, including on-center safety. The program has a strict Zero Tolerance (ZT) Policy for drugs and violence. Students who fail to comply with the ZT Policy are dismissed from the program.

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HEALTH AND WELLNESS

The primary objective of the Job Corps Health and Wellness program is to increase each student’s employability by establishing and maintaining the student at his or her optimal health level, along with prevention of accidents and injuries. Basic health services are provided to students of each center through a wellness program that coordinates medical, dental and mental health care. In addition to providing students with basic health services, the Job Corps Health and Wellness program helps students:

• Learn how to access health care in the community

• Understand responsible use of health care services

• Increase their knowledge of health-related issues

• Learn personal health management

• Develop lifelong healthy habits

Job Corps’ personal wellness instruction begins within the first 48 hours of a student’s time on-center and continues throughout CDP and CTP. Job Corps provides each student with an overview of available health and wellness services, registers each student for health insurance (if available) and encourages the student to participate in ongoing wellness instruction. In their first two days on center, students are required to undergo a cursory health evaluation, including a cursory oral examination and medical history. Drug testing is conducted to ensure that students comply with the program’s strict Zero Tolerance Policy. A complete entrance physical examination and round of immunizations are also conducted during the student’s initial 14 days on campus. Emergency health care is available to students at all times.

Workplace safety also serves as a primary focus in Job Corps’ curriculum. The program provides students with occupational health and safety competencies in a variety of fields. This is a critical element in the program’s career technical training approach.

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Disability Job Corps is committed to meeting the needs of each student enrolled in the program. To ensure that students with disabilities have equal opportunities for accessing program offerings, Job Corps centers coordinate services to help students achieve their potential and succeed in the workforce. Job Corps staff supports students with disabilities from the admissions process to their time on-center, to providing support services upon their graduation.

SAFETY

Providing a safe environment in which Job Corps students can learn is vital to the success of the program.

Job Corps prides itself on exceeding federal safety standards. In PY 2006, Job Corps implemented a programwide plan to ensure that centers comply with the new Occupational Safety and Health Administration (OSHA) standard for hexavalent chromium exposure. Centers engaged in career technical training that could potentially expose students and staff to hexavalent chromium are required to review chemical inventories, conduct air sampling, and develop control plans to ensure exposure falls within the acceptable range. Job Corps’ safety agenda also includes:

Safety Program Review Guide Job Corps’ Safety Program Review Guide rates each center’s safety program, helps centers fully understand all compliance requirements, and indicates areas for continued improvement. The guide allows Job Corps to have a transparent translation between its Program Assessment Guide and its Safety Program elements.

Improved Timeliness of Injury Reporting (SHARE Initiative) The Safety, Health and Return-to-Employment (SHARE) Initiative launched by President Bush during PY 2004 has been extended through Fiscal Year 2009. As an office within DOL, Job Corps is expected to meet the goal of increasing the timeliness of student injury claim submissions to the Office of Workers’ Compensation Programs (OWCP). In PY 2006, Job Corps’ safety program continued to place the SHARE Initiative as a top priority and achieved goals outlined in the initiative.

Safety and Health Information Management System (SHIMS) Training For the third consecutive year, Job Corps conducted training for center staff responsible for Occupational Safety and Health Administration recordkeeping and student OWCP claim filing. In anticipation of the Department’s new SHIMS application, Job Corps provided the information and tools to help centers remain in compliance with all federal requirements and achieve the president’s SHARE goal.

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Safety Newsletter Job Corps publishes the Safety Circle, a quarterly online newsletter to disseminate safety and health news and information, safety training modules, and links to outside resources. Each issue addresses different safety-related topics as they pertain to Job Corps – past content focused on food-borne illnesses, indoor air quality and the health hazards of lead. This publication also provides an opportunity for Job Corps to contribute ideas and share best practices systemwide.

Participation in FedNet and DOL Safety Events Job Corps is actively involved in the Federal Network for Young Worker Safety and Health (FedNet). Job Corps has received letters and other forms of commendation from OSHA in recognition of its involvement and dedication to youth safety. Job Corps students participate in the Department’s annual Safety Day event. Students from local Job Corps centers represent the program by displaying and presenting safety-related exhibits.

Membership in Professional Environmental Health Safety Organizations Job Corps participates in and retains current membership in a number of professional safety, health and industrial hygiene organizations – National Safety Council (NSC), American Society of Safety Engineers (ASSE) and American Industrial Hygiene Association (AIHA). Job Corps staff attends annual conferences and other professional development seminars to represent Job Corps, fulfilling continuing education requirements, while collecting industry best practices to improve the Job Corps safety program.

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FACILITIES MAINTENANCE

In 2007, Job Corps announced the program’s plans to construct three new facilities in Wyoming, New Hampshire and Iowa, bringing Job Corps to all 50 states as well as the District of Columbia and Puerto Rico. In addition, Job Corps continued work to repair and rebuild the New Orleans and Gulfport Job Corps Centers. Because of this work, the New Orleans Job Corps Center reopened on July 17, 2007, and the Gulfport Job Corps Center is scheduled to reopen in the coming months.

Job Corps continually assesses, renovates, and relocates centers in order to address technological advancements, changing demographics and spatial concerns. When planning for the development of a new facility, Job Corps considers both the economic needs of the community and regional labor market information. Planners take into consideration the types of career technical trades which will be taught on-center, and adapt the design and usage of space to meet the center’s particular needs.

By using local architects, facilities are designed that reflect the nature and character of the surrounding community. Strict adherence to national, state and local building standards ensures that Job Corps facilities are built in accordance with environmental and climatic characteristics of the region.

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Spotlight: Hall of Fame

Since 1975, Job Corps has recognized the accomplishments and successes of its graduates with the Job Corps Hall of Fame Award. Based on career achievements and community involvement, the award honors those who embody the mission of Job Corps. Presented annually, the award includes a personal plaque acknowledging the recipient’s induction into the Job Corps Hall of Fame, along with a cash award of $1,000.

2007 HALL OF FAME INDUCTEE

When asked about his career success and achievements, Dr. Jess Ussrey credits Job Corps with laying the foundation necessary to propel him to his spot as a top supervisor at the Federal Aviation Administration (FAA).

As a teen, Ussrey’s prospects seemed bleak. His father was a World War II veteran and a member of the Cherokee nation, and after many years of being moved from place to place as a part of a military family, 16-year-old Ussrey found it difficult to adjust to his new surroundings in Tahlequah, Okla. With $500 in his pocket and dreams of becoming a successful musician, Ussrey left home and moved to California.

Ussrey’s ‘big break’ in the entertainment industry never came, and at his father’s urging he returned to Oklahoma and enrolled in Job Corps.

During his eight months on center, Ussrey discovered the structure and discipline he needed to succeed. He obtained his GED and became a certified welder.

After Job Corps, Ussrey decided to move on to higher education and enrolled at Northeastern State University, where he received his bachelor’s degree in engineering physics and math. He went on to obtain his master’s degree at the University of Central Oklahoma, and his doctorate at Oklahoma State University.

Ussrey began his professional career as an electronics engineer at Tinker Air Force Base in Oklahoma City, and has been employed by the FAA for more than 15 years.

Ussrey serves as the section manager for Navigation and Landing Systems Training in the Standard Terminal Automation Replacement System (STARS) and Advanced Technologies…