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The new policy likewise advised the department's hiring managers to focus on military spouses for noncompetitive consultations before thinking about prospects without employing choice when working with for functions in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to hire military spouses as soon as they receive main modification of station orders instead of waiting until 30 days before their relocation.

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

Anything that's going to help facilitate faster employing and less wait time is a fantastic thing. It's going to all go back to how successfully they execute things," she included. And the policy's focus on licensing alternative worksites may be restricted in practice, depending upon the types of roles offered to military spouses.

I think everything depends upon what sort of jobs they're going to press military partners toward, since if they are classroom tasks or jobs that require you to be on website, then I don't know how that's going to aid with the flexibility part," Hoppin said. The memo, however, introduces a new reporting requirement that could, for the very first time, clarified how frequently military partners are thought about and chosen for tasks and why they are passed over.

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Hoppin said the department needs to not miss out on the chance to gather more granular data, such as the number of positions use alternative work versatilities, cautioning that otherwise the collected data might not inform the full story. "The feedback we get from military spouses is we would love to see more remote work chances or hybrid chances.

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"I don't know of a time when we have actually really had this rigid reporting requirement so I think that's heartening I hope we don't remain leading line questioning. I hope that they delve a bit much deeper and ask them to report more in depth about why military partners weren't employed and what the challenges were.

As part of this push to hire more military partners, the department likewise wants hiring supervisors to make greater use of an existing database of military partner candidates through the Armed force Partner Education and Career Opportunities site. Firm skill management groups will supply working with managers with access to and training on the MySECO system.

"Military spouses to start with, need to learn about the resource. They need to understand that they're supposed to register. They have to understand to keep their details updated. As a military partner, you may put your details in there once, but by the time you go back to it, you may have moved 2 or three times and the details might be irrelevant so it's going to require a strong marketing push," Hoppin said.

The success of the policy, Hoppin stated, will depend on how successfully the department brings multiple groups on board at the same time. Military spouses will need to know what resources are offered to them, while working with supervisors will need training on brand-new hiring mechanisms and how to use those systems to recognize prospects.

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Plus, the policy is limited to DoD it would need to be scaled across the federal government to drive meaningful change. "I think it's an excellent 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 partner joblessness rate unless we look at the retention issues," Hoppin stated.

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