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The brand-new policy also urged the department's hiring supervisors to focus on military partners for noncompetitive visits before thinking about candidates without employing preference when employing for roles in the competitive and the excepted service. Department of Defense Education Activity schools will now be enabled to hire military spouses as soon as they receive official modification of station orders rather of waiting up until 30 days before their relocation.

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

Anything that's going to assist assist in faster working with and less wait time is a terrific thing. But it's going to all go back to how successfully they execute things," she included. And the policy's focus on licensing alternative worksites might be restricted in practice, depending upon the kinds of roles offered to military partners.

I think it all depends upon what type of jobs they're going to push military partners towards, since if they are classroom jobs or tasks that require you to be on site, then I do not know how that's going to help with the flexibility part," Hoppin said. The memo, nevertheless, introduces a new reporting requirement that could, for the very first time, shed light on how typically military partners are considered and selected for jobs and why they are passed over.

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Hoppin stated the department must not miss the chance to collect more granular data, such as how many positions offer alternative work versatilities, cautioning that otherwise the collected information may not inform the full story. "The feedback we receive from military partners is we would love to see more remote work opportunities or hybrid opportunities.

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"I do not know of a time when we've truly had this strict reporting requirement so I believe that's heartening I hope we don't remain top line questioning. I hope that they dig a little bit deeper and inquire to report more in depth about why military spouses weren't hired and what the challenges were.

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

"Military partners first off, need to know about the resource. They need to understand that they're supposed to sign up. They need to know to keep their info upgraded. As a military spouse, you may put your info in there once, however 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 require a strong marketing push," Hoppin stated.

The success of the policy, Hoppin said, will depend on how effectively the department brings several groups on board at the same time. Military partners will need to understand what resources are available to them, while hiring managers will need 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 across the federal government to drive significant change. "I believe it's a great start, but it's still one firm and one initiative. I likewise do not think that we're going to have the ability to minimize that military partner joblessness rate unless we take a look at the retention concerns," Hoppin stated.

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