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The new policy also prompted the department's hiring supervisors to focus on military partners for noncompetitive visits before thinking about candidates without working with choice when employing for roles in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to hire military partners as quickly as they get official change of station orders rather of waiting up until 30 days before their relocation.

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"The proof is in the pudding, it's constantly how they choose to implement. 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 need to be one of those wait and see example," Hoppin informed Federal News Network.

So anything that's going to help facilitate faster working with and less wait time is an excellent thing. But it's going to all go back to how successfully they execute things," she added. And the policy's emphasis on licensing alternative worksites might be restricted in practice, depending upon the kinds of functions available to military partners.

I believe it all depends upon what type of tasks they're going to push military partners towards, because if they are classroom jobs or tasks that need you to be on website, then I don't know how that's going to assist with the flexibility part," Hoppin said. The memo, however, presents a brand-new reporting requirement that could, for the very first time, shed light on how frequently military spouses are thought about and selected for tasks and why they are passed over.

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Hoppin said the department ought to not miss the chance to gather more granular information, such as the number of positions offer alternative work flexibilities, warning that otherwise the gathered information may not inform the complete story. "The feedback we receive from military partners is we would like to see more remote work chances or hybrid chances.

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"I don't understand of a time when we've really had this stringent reporting requirement so I think that's heartening I hope we do not stay top line questioning. I hope that they delve a bit deeper and inquire to report more in depth about why military spouses weren't employed and what the difficulties were.

As part of this push to employ more military spouses, the department likewise wants hiring supervisors to make higher usage of an existing database of military spouse prospects through the Military Spouse Education and Profession Opportunities website. Company talent management groups will supply working with supervisors with access to and training on the MySECO system.

"Military partners first of all, have to know about the resource. As a military partner, you might put your info in there as soon as, however by the time you go back to it, you might have moved 2 or 3 times and the information 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 efficiently the department brings several groups on board at the very same time. Military partners will require to know what resources are offered to them, while employing supervisors will require training on new hiring mechanisms and how to use those systems to determine candidates.

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Plus, the policy is restricted to DoD it would need to be scaled throughout the federal government to drive significant change. "I think it's a great start, but it's still one firm and one effort. I also don't believe that we're going to have the ability to decrease that military spouse joblessness rate unless we take a look at the retention problems," Hoppin stated.

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