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The new policy likewise urged the department's hiring supervisors to focus on military spouses for noncompetitive consultations before thinking about candidates without employing preference when hiring for functions in the competitive and the excepted service. Department of Defense Education Activity schools will now be enabled to work with military partners as soon as they receive main change of station orders rather of waiting until 30 days before their relocation.

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"The evidence is in the pudding, it's always how they select to execute. They can make all the recommendations 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 example," Hoppin told Federal News Network.

Anything that's going to assist facilitate much faster employing and less wait time is a fantastic thing. But it's going to all return to how successfully they implement things," she added. And the policy's focus on authorizing alternative worksites may be restricted in practice, depending upon the kinds of functions offered to military partners.

I believe everything depends on what kind of jobs they're going to press military spouses toward, because if they are class jobs or jobs that require you to be on site, then I do not know how that's going to assist with the flexibility part," Hoppin stated. The memo, however, presents a new reporting requirement that could, for the very first time, shed light on how often military spouses are considered and selected for tasks and why they are passed over.

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Hoppin said the department needs to not miss the opportunity to gather more granular data, such as how many positions use alternative work versatilities, warning that otherwise the collected data may not inform the full story. "The feedback we obtain from military spouses is we would enjoy to see more remote work chances or hybrid chances.

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"I don't know of a time when we have actually actually had this rigid reporting requirement so I believe that's heartening I hope we don't stay leading line questioning. I hope that they delve a little bit deeper and inquire to report more in depth about why military spouses weren't worked with and what the obstacles were.

As part of this push to hire more military partners, the department likewise wants employing managers to make greater usage of an existing database of military spouse candidates through the Military Partner Education and Career Opportunities site. Company talent management teams will offer hiring managers with access to and training on the MySECO system.

"Military partners first of all, have to understand about the resource. As a military spouse, you may put your information in there once, however by the time you go back to it, you may have moved 2 or three times and the details may be irrelevant so it's going to need a strong marketing push," Hoppin said.

The success of the policy, Hoppin stated, will depend upon how effectively the department brings multiple groups on board at the same time. Military spouses will require to know what resources are offered to them, while hiring supervisors will need training on new hiring mechanisms and how to utilize those systems to identify candidates.

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Plus, the policy is limited to DoD it would require to be scaled across the federal government to drive meaningful change. "I believe it's a good start, however it's still one agency and one initiative. I likewise don't believe that we're going to be able to reduce that military partner joblessness rate unless we take a look at the retention concerns," Hoppin said.

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