The section outlines the official short title for the Act as the "Inspire to Serve Act of 2024".

The act provides a detailed structure for several initiatives aimed at enhancing civic education, service learning, military and national service, and federal public service. It outlines the creation of funds and programs to support these areas, the development of educational materials, recruitment coordination, and recognition of contributions, as well as adjustments to personnel management and hiring practices across various sectors.

The Civic Education Fund section authorizes the Secretary of Education to create a fund for giving grants aimed at improving civic education in schools. These grants focus on developing high-quality civics programs, training teachers, and ensuring students understand their roles in democracy, with specific support reserved for high-need schools to make civic learning accessible for all students.

The bill proposes amendments to the National and Community Service Act of 1990 to create a Service-Learning Fund, which aims to provide grants for programs that offer service-learning experiences to students from kindergarten through 12th grade by 2031. It also outlines the allocation of funds, completion awards for summer service, extended service hours in semester programs, priority applications, a matching fund requirement, potential waiver options, and authorizes $250 million in annual appropriations to support these initiatives.

The section addresses amendments to the Elementary and Secondary Education Act of 1965 and the National Assessment of Educational Progress Authorization Act, adding civics to the subjects of reading and mathematics in state and local education agency plans as well as in national assessments, and ensuring that civics assessment data is available for the U.S. and each state.

The Excellence in Civics Award allows the Secretary of Education to annually recognize States, school districts, schools, teachers, and students that excel in civic education and service-learning programs. Applicants, which could include individuals or groups, must submit or be nominated with detailed information about their programs, and a committee will review these to select the award recipients.

The section outlines a joint effort by the Librarian of Congress, the Director of the Institute of Museum and Library Services, and the Archivist of the United States to create and share educational materials about civic education and citizenship. It requires them to provide yearly updates on these efforts and authorizes funding needed to support this initiative.

Congress acknowledges the vital role of teachers in promoting civic engagement and recognizes the challenges they face, such as lack of support and low pay. The bill calls for better resources, fair compensation, and career opportunities for teachers to ensure they can effectively educate and inspire students in civic responsibilities.

The section establishes a Council on Military, National, and Public Service within the Executive Office of the President, detailing its composition, responsibilities, and functions, such as advising the President, developing service policies, and promoting civic responsibilities. It also specifies the creation of reports on service initiatives, allows the Council to hire staff and experts, and authorizes receiving voluntary services and gifts to support its work.

The text describes the creation of a government internet platform to help U.S. citizens find military, national, and public service opportunities. The platform will connect people with service organizations, allow users to become members to access personalized information, and ensure privacy and security of user data.

The section establishes a pilot program run by the Council on Military, National, and Public Service to improve recruitment for military, national, and public service positions by focusing on diverse groups, and it requires collaboration with several governmental departments. The program is set to last at least two years, with evaluations due to Congress after the first year and annually thereafter, and it authorizes necessary funding to support these efforts.

The section authorizes the Secretary of Defense, the CEO of the Corporation for National and Community Service, and the Director of the Peace Corps to collaborate on market research, recruiting, and advertising efforts for military and national service programs. It also allows them to share information and coordinate marketing strategies, with funding as needed to support these activities.

The bill section requires the Secretary of Defense, the CEO of the Corporation for National and Community Service, and the Director of the Peace Corps to create a plan that provides applicants, who are not selected for military or national service, with information about other service options they have not considered. Within a year of the bill's enactment, they must report this plan to Congress.

The section amends U.S. Code to improve employment and training support for military servicemembers transitioning to civilian life by involving the Corporation for National and Community Service, ensuring they receive information on public service opportunities, certifications, and job skills, while also collaborating on job fairs with military organizations. Additionally, it mandates that individuals completing national service learn about military and public service options available to them.

The section discusses various support services like employment assistance and job training offered by the Department of Labor and the Corporation for National and Community Service to help people transition into work.

The section of the bill outlines a requirement for a joint report to Congress every four years, coordinated by various directors and leaders, on efforts to engage military, national, and public service recruits together. The report should cover details such as the number of transitions between these services, existing recruitment efforts, and how these initiatives can be expanded or improved.

In this section, the terms "Executive agency" and "military department" are defined as per sections 105 and 102 of title 5 in the United States Code.

The new personnel management plan requires each military department to create a strategy to recruit and retain specialists in fields like science and cyber security. This plan must evaluate existing recruiting successes, explore ways for easier transitions between military and civilian roles, and be submitted to Congress within 120 days of the law's enactment.

The Pre-service Tuition Grant Program allows the military to offer grants for up to three years to cover tuition costs for individuals pursuing certain degrees deemed critical by the military; these individuals must commit to military service afterward. If they don't fulfill this obligation, they must repay the funds or serve in a national service program unless the service requirement is waived due to special circumstances.

The text establishes a two-year pilot program led by the Secretary of Defense to partner with community colleges and vocational schools to help military members earn professional credentials in technical fields that are critically needed. The program will share costs between the military and the schools, and reports will be submitted to assess its success and determine if it should continue or expand.

The section outlines plans to expand the Junior Reserve Officers' Training Corps (JROTC) program by enhancing its curriculum to include introductions to service opportunities and setting a goal to support at least 6,000 JROTC units by 2034. It also allows for the necessary funding to achieve these objectives.

The legislation expands the Cyber Institutes Program by requiring the Secretary of Defense to report to Congress by March 1, 2025, on its effectiveness and potential expansion to more universities with ROTC programs. Additionally, it authorizes extra funding for creating this report and expanding the program after September 30, 2024.

The amendment to Section 522(h) of the National Defense Authorization Act extends the deadline for targeted recruitment incentives from December 31, 2020, to December 31, 2026, allowing for more time to offer these incentives.

The section allows certain government officials, like the Secretary of Defense or the Secretary of Homeland Security, to enter into marketing and advertising contracts that stretch across two fiscal years. This means they can use funds from one year to pay for these services in the next year.

The section allows the Secretaries of Defense, military departments, and Homeland Security (for the Coast Guard when not part of the Navy) to enter into marketing and advertising contracts that start in one fiscal year and end in the next. It also permits funds from one fiscal year to be spent in the following year for these contracts.

The National Service Fellowships section updates the National and Community Service Act to establish service fellowships that prioritize helping economically disadvantaged and tribal communities. It involves selecting eligible applicants through a lottery to participate in service projects and receive educational awards, while service sponsor organizations ensure proper support and coordination.

The bill establishes a program for National Service Fellowships, targeting areas like education, healthcare, and environmental efforts, by selecting eligible applicants through a lottery system. It also lays out details about fellowship positions, educational awards, service sponsor organizations, and compliance requirements, along with provisions for coordination, branded attire, conventions, and surveys to enhance the fellowship experience.

The section establishes the concept of national service fellowships.

The bill mandates that the Secretary of Labor, Secretaries of Agriculture and the Interior, and the Secretary of Defense each take steps to double the number of participants in the YouthBuild program, Youth Conservation Corps, and National Guard Youth Challenge Program respectively by December 31, 2034, compared to their numbers in 2023. They must report to Congress on participation levels and efforts made toward these goals periodically, and the bill authorizes necessary funding to achieve these expansions.

The section mandates the CEO of the Corporation for National and Community Service to run a public awareness campaign to inform people who can influence youth, like parents and teachers, about national service opportunities. It also requires a report about the campaign's success and allows for necessary funding, including salaries and other expenses.

The Corporation for National and Community Service can choose up to 25 corporations each year to recognize for their significant help with national service. They can have a special event or give a medal or plaque, but they can't give any money as part of the award.

The section authorizes the Corporation for National and Community Service to conduct up to five experimental projects over three years, starting October 1, 2024, to explore new ways to enhance national service, with specific focus on a place-based service model and aiding former offenders in finding employment. It also allows for the necessary funds to be allocated to support these initiatives, including covering the costs of salaries and related expenses.

The Peace Corps is allowed to run test projects to see if volunteers can work from within the United States for less than 27 months, instead of traveling to other countries.

The section mandates that the Chief Executive Officer annually reviews and adjusts the living allowances for national service participants based on factors like inflation and cost of living. Additionally, it authorizes the necessary appropriations to fund these allowance increases beyond the levels set prior to the enactment of this law.

The bill proposes changing the compensation for Senior Corps volunteers by making it 60% of the federal minimum wage, instead of a fixed rate of $3.00 per hour. It also allows for additional funding to increase stipends and allowances for these volunteers beyond the current levels.

The section of the bill mandates that additional support services, called "wraparound support services," be offered to disadvantaged youth aged 17-26, as well as individuals in rural or Indian lands who are participating in national service programs or VISTA. These services can include career counseling, transportation, training programs, and mental health assistance, and are not considered part of the living allowance. The Corporation for National and Community Service will establish guidelines for these services within 180 days, and Congress will receive a report on the funding usage within two years. Appropriations are authorized to support this initiative.

The section outlined in the bill proposes changes to how the amount of the national service educational award is determined. It suggests setting the award equal to the average cost of one year of in-state tuition at a public college that grants bachelor's degrees, and it allows for additional funds to be allocated to increase these awards beyond their current level.

The bill modifies the National and Community Service Act to allow educational awards to be used by anyone, not just veterans, for certain expenses. This change overrides any conflicting appropriation laws that don't mention this section.

The section outlines provisions for a discounted cash stipend given to national service participants and members of the National Civilian Community Corps after they complete their service. It specifies the stipend amounts, conditions for eligibility, restrictions for individuals choosing educational awards instead, and adjustments to existing regulations to accommodate these changes.

The section modifies the tax law to exclude national service educational awards from being counted as gross income, meaning individuals do not have to pay income tax on these awards. It also ensures that student loan debt discharged under these awards is not considered taxable income, and these changes apply to tax years ending after the law is enacted.

The section of the bill changes how educational awards from the national service program can be transferred and received. It updates certain eligibility requirements and shortens the timeframe for using a transferred educational award from ten years to seven years, starting when the recipient turns 18.

The section outlines that participants in certain national service programs, including AmeriCorps alumni, Peace Corps volunteers, and other national service members, who complete their required terms of service, are eligible for noncompetitive job appointments within the federal government for three years after their service ends. These changes apply to those who have not yet finished their service by the enactment date of this legislation.

Participants in a national service program who qualify for an educational award and complete their service successfully can be appointed to a government job without competition for 36 months after finishing their service. The Chief Executive Officer decides if their service was successfully completed, following certain executive orders.

The section updates the law to allow time spent as members or leaders in programs like the National Civilian Community Corps, Youth Conservation Corps, and Public Lands Corps to count as creditable pension service. It also adjusts how contributions for these services are calculated for retirement benefits.

The section of the bill amends parts of the Domestic Volunteer Service Act of 1973 to change the terms of grants for volunteer service projects, clarifying that these awards can last up to three years, adjusting clauses related to the suspension and termination of financial assistance, and modifying procedures for multiyear grants or contracts.

The section allows federal agencies or military departments to use government funds to inform the public about the work and importance of federal employees. It includes rules to ensure this activity isn't mistaken for unauthorized promotion or propaganda. The Comptroller General will provide guidance on how to do this within 120 days of the law's passage, and the regulation will become effective 180 days after the law is passed.

Any government agency or military department may use funds to teach people about the important work and goals of federal employees, as long as they follow guidelines from the Comptroller General. This can't be used for showing off or creating publicity that is against the law.

In this section, the Director of the Office of Personnel Management is given the authority to determine if individuals are eligible for hiring preferences in government jobs according to various laws. The Director will work with other agencies to set this process, issue regulations within two years, and provide guidance to ensure consistency while allowing individuals to appeal decisions and seek further legal remedy if needed.

The section enhances hiring rules for military veterans, revising who qualifies for hiring preferences based on their military background, length of service, and employment status, and updates definitions related to veteran recruitment.

In this section, names of candidates who pass exams for government jobs are added to lists based on their scores, with candidates given preference being placed above others with the same score.

Under the section, government agencies can appoint former high-performing employees to competitive service jobs without a competition process if the person has been separated for less than six years and is qualified for the new position. This noncompetitive appointment can only happen once, and high-performing individuals are identified based on their last performance review and a supervisor's recommendation.

The section outlines the rules for temporary and term job appointments in the U.S. government's competitive service. It sets limits on how long these appointments can last, provides conditions for their extension, and specifies exceptions for the Department of Defense and certain critical hiring needs.

The bill section outlines the rules for temporary and term appointments within Executive agencies. It defines the roles, establishes extension limits, permits certain critical hiring appointments without competition, and specifies that these regulations do not apply to the Secretary of Defense as governed by separate legislation.

The amendment to Section 3304(a)(3)(B) of title 5, U.S. Code, changes the criteria for granting direct-hire authority to agencies by specifying that the shortage must be of highly qualified candidates, rather than just a shortage of candidates.

The bill section establishes a cafeteria plan for federal employees, allowing them to choose from various benefits such as insurance and flexible spending accounts. The Director of the Office of Personnel Management is responsible for setting up the plan, managing federal contributions, and entering contracts with insurance companies, while ensuring it does not alter overall government spending on employee benefits.

The section authorizes the establishment of a pilot program by the Director of the Office of Personnel Management to offer a new benefits package to certain eligible federal employees. This package includes enhanced contributions to a savings plan, paid leave, disability insurance, and flexible time off, with the aim of determining the program's viability through evaluations and reports to Congress within six years.

The section modifies existing United States Code to allow demonstration projects conducted by the Office of Personnel Management to last up to 10 years instead of 5 and requires evaluations every 5 years to assess their effectiveness, costs, and whether they should continue or be made permanent. It also allows a project to become permanent without new legislation if deemed successful by the evaluators.

The section authorizes the Director of the Office of Personnel Management to provide Executive agencies with advanced tools for evaluating job candidates based on skills. It also allows for funding to cover costs related to acquiring, licensing, and training for these tools, without charging the agencies for using the technology.

The amendment to the Homeland Security Act of 2002 requires establishing new standards for human resources specialists, focusing on their technical knowledge, analytical skills, and ability to work well with others.

The section outlines that by December 31, 2029, the Director of the Office of Management and Budget and the Comptroller General must report to Congress on changes to the federal civil service personnel system. Additionally, a year after this law is enacted, the Office of Personnel Management should study these changes, focusing on attracting younger, skilled workers, and propose further recommendations for improvement.

The section requires reports by the end of 2034 on proposals for a modern talent-management system to replace current civil service systems. It involves studies by the Office of Management and Budget, the Comptroller General, and the Office of Personnel Management, focusing on aspects like classification, hiring, and promotion, with input from various stakeholders.

The section amends the law so that the Office of Personnel Management (OPM) must collect and report annually on the number of all types of employees, including federal employees, contractor employees, and employees of grant recipients, working for Executive agencies (excluding the intelligence community). The OPM is required to post this data on its website.

Congress emphasizes the importance of managing the Federal workforce, which includes government employees, contractors, and grantees, in a comprehensive manner to improve efficiency and cost-effectiveness without imposing strict caps on staff numbers. They urge a comprehensive review and strategic planning to better integrate these workforce components to advance government missions effectively.

The text establishes a Federal Fellowship and Scholarship Center which aims to manage and promote fellowship and scholarship programs to encourage people to work in the federal government. The Center will operate an online platform for these programs, assist agencies with program requirements, and facilitate the application process, while also offering a virtual service for student internships.

The section establishes the Public Service Corps Program to encourage students at select institutions to pursue public service careers by providing scholarships in exchange for commitments to serve in civil service roles after graduation. It outlines the roles and responsibilities of hosting institutions and sponsoring agencies, details scholarship conditions, and specifies the students' service obligations and opportunities within the civil service.

The document outlines a program where the Secretary of Education can provide competitive grants to up to 50 colleges and universities to establish public service academies. These academies are intended to prepare students for careers in public service, with funding covering part of the costs and a focus on supporting schools with more students in financial need.

The public service cadet program at military service academies requires each academy's superintendent to develop a plan with input from relevant authorities. This plan will appoint at least 5% of incoming cadets to serve in the Federal civil service for five years post-graduation, outline training and disciplinary standards, and ensure education costs are reimbursed if service commitments are not fulfilled. The finalized plan must be submitted to Congress within one year.

The section outlines changes to ensure that interns in federal agencies, the legislative branch, and the federal judiciary receive compensation. It specifies conditions for payment, such as students earning academic credit, and explains exclusions from certain federal benefits for interns under these new guidelines.

In this section, the term "intern" refers to someone who works in the legislative branch for educational purposes and for no more than 120 days per year. Interns must be paid at least the minimum wage unless they receive academic credit for their work, and they do not qualify for certain federal employee benefits. Additionally, a special fund is set up to pay interns working for Senators.

The Pathways Program, established by the Director of the Office of Personnel Management, aims to promote job opportunities for students and recent graduates in the Federal workforce by allowing them to bypass competitive hiring requirements. It includes Internship and Recent Graduates Programs, offering paid developmental experiences and career prospects in civil service. Participants can potentially transition to permanent positions, with regulations ensuring fair opportunities and oversight by the Office.

The section amends hiring rules for recent college graduates and post-secondary students in U.S. federal agencies. It establishes that the hiring of these individuals should not exceed 15% of prior year hires or 1% of the agency's average permanent employees, with a temporary increase allowed to meet targets set by the Inspire to Serve Act of 2024, expiring in 2034 for graduates and 2031 for students.

The section requires the Director of the Office of Personnel Management to ensure that by 2029, at least 30,000 recent college graduates and post-secondary students are hired into federal jobs, and by 2034, at least 50,000 are hired. Each agency's share of this hiring goal is based on how many competitive service positions they have compared to all agencies, and each year progress will be checked to see if agencies are meeting their targets.

The section describes a demonstration project led by the Director of the Office of Personnel Management to assess if current hiring processes are effective for filling positions in government agencies that require critical skills. The project involves hiring recent college graduates and students to help these agencies meet their skill needs, and a report will be submitted to Congress after the project ends.

In this section, the bill outlines the terms for people who have completed internships, scholarships, or fellowships related to federal jobs. It allows these individuals to be considered for permanent federal positions without needing to compete with others, provided they were certified within the last year by the Office of Personnel Management.

The section outlines the Facilitation of Federal employee reskilling, defining key terms like "competitive service" and "excepted service" per title 5 of the U.S. Code, and describing the Federal reskilling program which helps federal employees gain new technical skills to work in different government positions. It ensures that employees who complete this program can move to new jobs at equal or higher levels and requires the Director of the Office of Personnel Management to issue guidelines and regulations on this within 120 days of the Act's enactment.

The section establishes a pilot program called the Civilian Cybersecurity Reserve, which allows the Department of Homeland Security and the National Security Agency to recruit civilian cybersecurity experts with prior government or military experience to address national security needs. It outlines eligibility requirements, security clearance necessities, and the possibility of penalties for non-response to activation, and mandates a review of the program's success after five years.

The bill allows the heads of Executive agencies to use the cyber talent management system in the same way as the Secretary of Homeland Security, but they must work with the Secretary to coordinate these activities.

The proposed bill section describes a project led by the Office of Personnel Management to test new personnel policies for federal employees in science and technology fields, including flexible job classifications and market-based pay. It involves multiple federal agencies, lasts up to 20 years, and includes no more than 10% of federal civilian employees, with necessary funding authorized.

The Secretary of Veterans Affairs is tasked with creating a legislative proposal for a unified personnel system for the Veterans Health Administration, aiming to use private sector best practices for managing staff and to offer competitive pay and benefits. The proposal should involve insights from a previous commission's findings, consultations with other federal health agencies, and input from Veterans Health Administration employees and unions, with a report on the proposal due to Congress within a year.

This section explains that federal health care professionals, such as doctors and nurses who work for the government and have a valid license, are allowed to practice anywhere in the United States, including its territories, as long as it is part of their official duties. The law defines a license as permission from an official agency to provide health care independently.

The section of the bill aims to update the Military Selective Service Act by clarifying language related to military service requirements, ensuring due process for those who fail to register, and conducting public awareness campaigns. It also includes several technical amendments for consistency, and specifies that some changes will take effect one year after the law is enacted.

The section requires the Director of the Selective Service System, alongside the Secretary of Defense and the Secretary of Homeland Security, to report to Congress within 120 days about current and proposed changes to who must register for the military draft. This includes considering updates to the law that now require all U.S. citizens and residents to register.

The section outlines responsibilities for national mobilization in response to a national emergency. It mandates that the President appoints a lead official from the National Security Council, while the Secretary of Defense appoints an Executive Agent to manage military mobilization readiness, including drafting volunteers and draftees. Additionally, a plan must be submitted to Congress within a year, detailing how to induct and train new personnel in various emergency scenarios.

The section amends title 10 of the United States Code to require the Secretary to conduct a national mobilization exercise every five years, starting the year after this law is enacted. This exercise will include testing the Draft process and involve various government departments, with results being reported to Congress, possibly in a classified format.

Congress emphasizes the need for skilled individuals in the Department of Defense to tackle national security challenges. It mandates that the Secretary of Defense, via the Under Secretary for Personnel and Readiness, create and update a list of critical skills required, such as medical, language, and cyber skills, in consultation with relevant military and public service bodies, to be implemented by January 1, 2025.

The bill introduces a new section to establish an Individual Ready Reserve for Critical Skills within the military, allowing the Secretary of each military department to recruit and maintain members with essential expertise. It outlines membership requirements, training, benefits during mobilization, and the use of incentives to retain these individuals, with appropriations authorized to support these initiatives.

The Individual Ready Reserve for Critical Skills is a program that allows military departments to recruit and maintain a pool of reservists with important skills. These members can be activated for duty without their consent and are eligible for certain benefits, with requirements set for their selection, training, and retention.