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The new policy likewise prompted the department's hiring managers to prioritize military partners for noncompetitive consultations before thinking about prospects without working with choice when employing for roles in the competitive and the excepted service. For instance, Department of Defense Education Activity schools will now be permitted to work with military partners as quickly as they get official change of station orders rather of waiting until one month before their move.

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"The proof remains in the pudding, it's always how they choose to execute. They can make all the suggestions they want, but unless they follow through, unless they track it, it doesn't truly have any teeth. It's going to need to be among those wait and see kind of things," Hoppin informed Federal News Network.

So anything that's going to assist facilitate much faster working with and less wait time is a great thing. But it's going to all return to how effectively they implement things," she added. And the policy's focus on authorizing alternative worksites might be limited in practice, depending on the kinds of functions offered to military spouses.

I believe all of it depends upon what kind of tasks they're going to push military spouses towards, since if they are classroom jobs or tasks that require you to be on website, then I don't know how that's going to assist with the versatility part," Hoppin stated. The memo, nevertheless, presents a new reporting requirement that could, for the very first time, shed light on how often military spouses are thought about and selected for jobs and why they are passed over.

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Hoppin stated the department needs to not miss the chance to gather more granular information, such as the number of positions offer alternative work flexibilities, alerting that otherwise the collected data may not inform the full story. "The feedback we receive from military partners is we would like to see more remote work chances or hybrid opportunities.

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"I do not know of a time when we have actually actually had this strict reporting requirement so I believe that's heartening I hope we do not stay leading line questioning. I hope that they delve a little bit much deeper and ask to report more in depth about why military partners weren't worked with and what the difficulties were.

As part of this push to work with more military spouses, the department also desires employing supervisors to make higher usage of an existing database of military spouse candidates through the Armed force Partner Education and Profession Opportunities site. Firm talent management teams will supply employing managers with access to and training on the MySECO system.

"Military partners first off, have to learn about the resource. They have to understand that they're expected to sign up. They need to know to keep their information updated. As a military spouse, you may put your information in there when, but by the time you go back to it, you might have moved two or three times and the info may be irrelevant so it's going to need a strong marketing push," Hoppin said.

The success of the policy, Hoppin stated, will depend upon how successfully the department brings multiple groups on board at the very same time. Military spouses will require to understand what resources are available to them, while hiring supervisors will require training on brand-new hiring systems and how to utilize 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 meaningful change. "I think it's a great start, but it's still one firm and one effort. I likewise do not think that we're going to have the ability to lower that military partner joblessness rate unless we take a look at the retention problems," Hoppin stated.

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