Navigating Military Spouse Employment Success

The new policy also prompted the department's hiring supervisors to prioritize military partners for noncompetitive appointments before considering candidates without hiring choice when working with for roles in the competitive and the excepted service. For instance, Department of Defense Education Activity schools will now be enabled to work with military partners as quickly as they get main modification of station orders instead of waiting until thirty days before their relocation.

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"The evidence remains in the pudding, it's constantly how they pick to implement. They can make all the ideas they desire, 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 help assist in faster hiring and less wait time is a terrific thing. It's going to all go back to how successfully they carry out things," she included. And the policy's emphasis on authorizing alternative worksites may be limited in practice, depending on the kinds of roles available to military partners.

I think all of it depends on what kind of tasks they're going to push military partners toward, since if they are classroom jobs or tasks that need you to be on site, then I don't understand how that's going to assist with the flexibility part," Hoppin said. The memo, however, introduces a brand-new reporting requirement that could, for the very first time, clarified how typically military partners are thought about and chosen for jobs and why they are passed over.

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Hoppin said the department must not miss out on the chance to gather more granular information, such as how many positions provide alternative work flexibilities, warning that otherwise the gathered data may not tell the complete story. "The feedback we receive from military spouses is we would like to see more remote work chances or hybrid opportunities.

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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 top line questioning. I hope that they dive a bit deeper and ask them to report more in depth about why military spouses weren't worked with and what the difficulties were.

As part of this push to hire more military partners, the department also wants hiring supervisors to make higher usage of an existing database of military spouse prospects through the Armed force Spouse Education and Career Opportunities site. Agency skill management groups will offer working with managers with access to and training on the MySECO system.

"Military spouses first off, need to understand about the resource. They need to know that they're supposed to sign up. They have to know to keep their information updated. As a military spouse, you might 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 info may be irrelevant so it's going to need a strong marketing push," Hoppin said.

The success of the policy, Hoppin said, will depend upon how successfully the department brings multiple groups on board at the very same time. Military partners will need to know what resources are offered to them, while employing managers will need training on new hiring systems and how to use those systems to determine candidates.

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Plus, the policy is limited to DoD it would need to be scaled across the federal government to drive meaningful modification. "I think it's a good start, however it's still one firm and one initiative. I likewise don't think that we're going to be able to lower that military partner unemployment rate unless we take a look at the retention problems," Hoppin stated.

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We're proud to partner with military-focused organizations to support veterans, service members, and military spouses in their next chapter. These partnerships show our ongoing dedication to honoring your service, recognizing your sacrifices, and assisting you develop an effective civilian career and life. 50strong works to construct a military ready civilian workforce by assisting service members, veterans, spouses, and military associated trainees connect directly with employers seeking their unique abilities.

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This is all totally free of charge for jobseekers. Employer Assistance of the Guard and Reserve (ESGR) is a Department of Defense program dedicated to enhancing relationships between civilian companies and National Guard and Reserve service members. Through education, outreach, and acknowledgment efforts, ESGR motivates helpful office practices and cultivates understanding of the worth these service members give the civilian workforce.