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The new policy likewise advised the department's hiring managers to focus on military partners for noncompetitive appointments before considering prospects without working with preference when working with for roles in the competitive and the excepted service. For circumstances, Department of Defense Education Activity schools will now be allowed to employ military partners as quickly as they receive official modification of station orders instead of waiting till one month before their relocation.

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"The proof is in the pudding, it's always how they choose to carry out. They can make all the suggestions they want, however unless they follow through, unless they track it, it does not actually have any teeth. It's going to have to be among those wait and see kind of things," Hoppin told Federal News Network.

Anything that's going to assist assist in quicker employing and less wait time is a great thing. It's going to all go back to how successfully they implement things," she added. And the policy's focus on authorizing alternative worksites might be limited in practice, depending upon the types of functions readily available to military partners.

I think everything depends on what type of jobs they're going to push military spouses toward, due to the fact that if they are classroom jobs or tasks that require you to be on site, then I don't understand how that's going to help with the versatility part," Hoppin stated. The memo, nevertheless, presents a new reporting requirement that could, for the very first time, clarified how often military partners are considered and chosen for tasks and why they are passed over.

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Hoppin said the department ought to not miss the chance to collect more granular data, such as the number of positions offer alternative work flexibilities, warning that otherwise the gathered data might not inform the complete story. "The feedback we obtain from military spouses is we would love to see more remote work opportunities or hybrid opportunities.

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"I do not know of a time when we've really had this stringent reporting requirement so I think that's heartening I hope we don't remain top line questioning. I hope that they delve a bit deeper and ask them to report more in depth about why military partners weren't worked with and what the difficulties were.

As part of this push to employ more military partners, the department likewise wants working with supervisors to make higher usage of an existing database of military partner candidates through the Military Spouse Education and Profession Opportunities website. Agency skill management groups will provide hiring managers with access to and training on the MySECO system.

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

The success of the policy, Hoppin said, will depend upon how efficiently the department brings multiple groups on board at the very same time. Military spouses will need to know what resources are readily available to them, while working with supervisors will need training on new hiring mechanisms and how to use those systems to determine prospects.

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Plus, the policy is limited to DoD it would need to be scaled throughout the federal government to drive significant change. "I believe it's an excellent start, however it's still one agency and one effort. I also do not think that we're going to be able to decrease that military spouse joblessness rate unless we take a look at the retention issues," Hoppin stated.

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