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The new policy likewise prompted the department's hiring managers to prioritize military partners for noncompetitive visits before considering candidates without working with choice when working with for roles in the competitive and the excepted service. Department of Defense Education Activity schools will now be enabled to hire military spouses as quickly as they receive official modification of station orders instead of waiting till 30 days before their relocation.

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"The proof is in the pudding, it's constantly how they select to execute. They can make all the suggestions 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 told Federal News Network.

So anything that's going to help facilitate quicker hiring and less wait time is an excellent thing. It's going to all go back to how effectively they carry out things," she included. And the policy's focus on licensing alternative worksites might be restricted in practice, depending on the kinds of roles available to military spouses.

I believe it all depends upon what sort of jobs they're going to press military partners towards, due to the fact that if they are class tasks or tasks that need you to be on site, then I don't know how that's going to assist with the versatility part," Hoppin stated. The memo, however, introduces a new reporting requirement that could, for the very first time, shed light on how frequently military spouses are considered and picked for jobs and why they are passed over.

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Hoppin said the department should not miss the opportunity to collect more granular information, such as the number of positions offer alternative work flexibilities, cautioning that otherwise the gathered information might not inform the complete story. "The feedback we get from military partners is we would like to see more remote work chances or hybrid opportunities.

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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 do not stay top line questioning. I hope that they dive a bit much 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 hire more military partners, the department likewise desires working with managers to make greater usage of an existing database of military spouse candidates through the Military Spouse Education and Profession Opportunities site. Firm talent management teams will offer hiring supervisors with access to and training on the MySECO system.

"Military partners first off, need to learn about the resource. They have to know that they're supposed to register. They need to understand to keep their details upgraded. As a military spouse, you may put your information in there once, however by the time you go back to it, you might have moved two or 3 times and the information may be irrelevant so it's going to need a strong marketing push," Hoppin stated.

The success of the policy, Hoppin stated, will depend on how successfully the department brings several groups on board at the very same time. Military partners will require to understand what resources are readily available to them, while employing supervisors will require training on brand-new hiring mechanisms and how to utilize those systems to identify candidates.

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Plus, the policy is restricted to DoD it would require to be scaled across the federal government to drive significant modification. "I believe it's a great start, but it's still one firm and one effort. I also do not think that we're going to be able to decrease that military spouse unemployment rate unless we look at the retention problems," Hoppin said.

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