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The new policy likewise urged the department's hiring supervisors to focus on military partners for noncompetitive visits before considering candidates without working with preference when employing for functions in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to work with military spouses as soon as they receive official change of station orders rather of waiting until 30 days before their move.

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"The proof remains in the pudding, it's always how they choose to carry out. They can make all the suggestions they desire, however unless they follow through, unless they track it, it doesn't actually have any teeth. It's going to need to be one of those wait and see example," Hoppin informed Federal News Network.

Anything that's going to assist assist in much faster hiring and less wait time is a fantastic thing. It's going to all go back to how successfully they carry out things," she included. And the policy's focus on licensing alternative worksites might be restricted in practice, depending on the types of roles offered to military spouses.

I believe all of it depends upon what kind of jobs they're going to press military spouses toward, because if they are class jobs or tasks that need you to be on website, then I don't know how that's going to assist with the versatility part," Hoppin said. The memo, however, introduces a new reporting requirement that could, for the very first time, shed light on how often military spouses are thought about and picked for jobs and why they are passed over.

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Hoppin said the department should not miss out on the opportunity to gather more granular data, such as how numerous positions offer alternative work versatilities, warning that otherwise the gathered information may not tell the complete story. "The feedback we obtain from military partners is we would enjoy to see more remote work chances or hybrid opportunities.

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"I don't know of a time when we have actually truly had this stringent reporting requirement so I believe that's heartening I hope we do not remain leading line questioning. I hope that they dive a little bit much deeper and ask them to report more in depth about why military partners weren't hired and what the challenges were.

As part of this push to work with more military spouses, the department also wants employing managers to make greater use of an existing database of military partner candidates through the Armed force Spouse Education and Career Opportunities website. Company skill management groups will provide hiring managers with access to and training on the MySECO system.

"Military partners initially of all, have to understand about the resource. As a military partner, you might put your info in there when, however by the time you go back to it, you may have moved two or 3 times and the details might be irrelevant so it's going to need a strong marketing push," Hoppin stated.

The success of the policy, Hoppin stated, will depend on how effectively the department brings several groups on board at the same time. Military spouses will need to know what resources are readily available to them, while working with supervisors will require training on brand-new hiring systems and how to use those systems to identify candidates.

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Plus, the policy is limited to DoD it would require to be scaled across the federal government to drive significant modification. "I believe it's a good start, but it's still one firm and one effort. I also do not believe that we're going to have the ability to minimize that military partner joblessness rate unless we take a look at the retention problems," Hoppin stated.

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