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The new policy also advised the department's hiring supervisors to focus on military spouses for noncompetitive appointments before considering candidates without working with preference when working with for roles in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to hire military spouses as quickly as they get official modification of station orders instead of waiting up until 30 days before their relocation.

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"The proof remains in the pudding, it's always how they choose to execute. They can make all the recommendations they want, however unless they follow through, unless they track it, it does not really have any teeth. It's going to need to be one of those wait and see kind of things," Hoppin told Federal News Network.

So anything that's going to help assist in quicker hiring and less wait time is a terrific thing. However it's going to all return to how successfully they carry out things," she added. And the policy's focus on licensing alternative worksites may be limited in practice, depending upon the kinds of functions readily available to military spouses.

I think all of it depends on what sort of jobs they're going to push military spouses toward, since if they are classroom jobs 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 said. The memo, nevertheless, presents a new reporting requirement that could, for the very first time, shed light on how often military spouses are thought about and selected for jobs and why they are passed over.

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Hoppin said the department needs to not miss the chance to gather more granular information, such as the number of positions use alternative work versatilities, warning that otherwise the gathered data may not inform the complete story. "The feedback we receive from military spouses is we would love to see more remote work chances or hybrid chances.

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"I don't understand of a time when we've truly had this strict reporting requirement so I think that's heartening I hope we don't stay leading line questioning. I hope that they dig a little bit much deeper and inquire to report more in depth about why military spouses weren't employed and what the difficulties were.

As part of this push to work with more military partners, the department likewise wants hiring managers to make greater use of an existing database of military spouse prospects through the Armed force Partner Education and Profession Opportunities site. Agency talent management teams will offer hiring managers 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 info upgraded. As a military partner, you may put your information therein when, however by the time you return to it, you may have moved two 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 said, will depend upon how effectively the department brings numerous groups on board at the very same time. Military spouses will require to know what resources are readily available to them, while working with managers will need training on brand-new hiring systems and how to utilize those systems to recognize prospects.

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Plus, the policy is restricted to DoD it would require to be scaled across the federal government to drive meaningful change. "I believe it's an excellent start, however it's still one firm and one effort. I also do not believe that we're going to be able to decrease that military partner unemployment rate unless we take a look at the retention concerns," Hoppin said.

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