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The new policy also advised the department's hiring supervisors to focus on military partners for noncompetitive visits before considering prospects without employing preference when employing for roles in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to work with military partners as soon as they receive main change of station orders rather of waiting till 30 days before their move.

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"The proof is in the pudding, it's constantly how they select to execute. They can make all the recommendations 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 among those wait and see example," 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. It's going to all go back to how effectively they implement things," she added. And the policy's focus on authorizing alternative worksites may be limited in practice, depending upon the kinds of functions offered to military spouses.

I think it all depends upon what type of tasks they're going to push military partners towards, since if they are class tasks or tasks that need you to be on website, then I do not 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 partners are considered and chosen 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 the number of positions offer alternative work flexibilities, cautioning that otherwise the collected information might not inform the full story. "The feedback we receive from military spouses is we would like to see more remote work opportunities or hybrid chances.

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"I don't understand of a time when we've truly had this rigid reporting requirement so I believe that's heartening I hope we don't stay leading line questioning. I hope that they dig a bit deeper and ask them to report more in depth about why military partners weren't worked with and what the obstacles were.

As part of this push to employ more military spouses, the department also desires employing managers to make greater usage of an existing database of military partner candidates through the Military Partner Education and Profession Opportunities website. Company skill management teams will offer employing supervisors with access to and training on the MySECO system.

"Military spouses to start with, need to understand about the resource. They have to understand that they're supposed to sign up. They have to understand to keep their info updated. As a military partner, you may put your details in there once, however by the time you return to it, you may have moved two or three times and the details may be unimportant so it's going to require a strong marketing push," Hoppin stated.

The success of the policy, Hoppin said, will depend on how successfully the department brings multiple groups on board at the very same time. Military spouses will need to understand what resources are readily available to them, while working with managers will require training on brand-new hiring mechanisms and how to utilize those systems to identify prospects.

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Plus, the policy is restricted to DoD it would need to be scaled throughout the federal government to drive significant modification. "I think it's an excellent start, but it's still one agency and one effort. I also do not believe that we're going to be able to minimize that military partner unemployment rate unless we take a look at the retention problems," Hoppin said.

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