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The brand-new policy also advised the department's hiring supervisors to prioritize military partners for noncompetitive visits before considering candidates without working with choice when hiring for functions in the competitive and the excepted service. For example, Department of Defense Education Activity schools will now be enabled to hire military spouses as quickly as they receive official change of station orders rather of waiting up until 1 month before their relocation.

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

Anything that's going to assist facilitate much faster hiring and less wait time is a great thing. It's going to all go back to how efficiently they implement things," she included. And the policy's emphasis on authorizing alternative worksites may be limited in practice, depending upon the kinds of functions available to military spouses.

I believe it all depends on what type of jobs they're going to push military partners toward, because if they are class tasks or tasks that need you to be on site, then I don't understand how that's going to aid with the flexibility part," Hoppin said. The memo, nevertheless, presents a brand-new reporting requirement that could, for the very first time, shed light on how often military spouses are thought about and picked for tasks and why they are passed over.

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Hoppin stated the department ought to not miss out on the chance to collect more granular information, such as the number of positions use alternative work versatilities, warning that otherwise the gathered information might not inform the complete story. "The feedback we get from military partners is we would love to see more remote work opportunities or hybrid opportunities.

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"I don't know of a time when we've truly had this rigid reporting requirement so I think that's heartening I hope we don't stay leading line questioning. I hope that they dig a bit much deeper and inquire to report more in depth about why military spouses weren't worked with and what the challenges were.

As part of this push to work with more military spouses, the department likewise desires employing supervisors to make higher usage of an existing database of military partner candidates through the Military Spouse Education and Profession Opportunities website. Company skill management teams will provide hiring managers with access to and training on the MySECO system.

"Military spouses to start with, need to learn about the resource. They have to understand that they're expected to sign up. They have to understand to keep their information updated. As a military spouse, you might put your info in there as soon as, however by the time you return to it, you may have moved 2 or 3 times and the info might 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 successfully the department brings numerous groups on board at the same time. Military partners will need to understand what resources are available to them, while employing supervisors will require training on new hiring systems and how to utilize those systems to determine prospects.

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Plus, the policy is restricted to DoD it would need to be scaled across the federal government to drive meaningful change. "I believe it's a great start, but it's still one company and one initiative. I also don't believe that we're going to be able to decrease that military partner unemployment rate unless we take a look at the retention issues," Hoppin said.

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