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The new policy also urged the department's hiring managers to focus on military partners for noncompetitive consultations before thinking about prospects without employing preference when employing for functions in the competitive and the excepted service. Department of Defense Education Activity schools will now be allowed to hire military partners as quickly as they get main modification of station orders rather 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 implement. They can make all the recommendations 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 kind of things," Hoppin informed Federal News Network.

Anything that's going to assist assist in quicker working with and less wait time is a great thing. It's going to all go back to how efficiently they implement things," she included. And the policy's focus on authorizing alternative worksites might be limited in practice, depending on the kinds of functions offered to military spouses.

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

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Hoppin stated the department needs to not miss out on the chance to gather more granular data, such as the number of positions provide alternative work flexibilities, alerting that otherwise the gathered data may not tell the complete story. "The feedback we get from military spouses is we would like to see more remote work chances or hybrid chances.

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"I do not know of a time when we've really had this strict reporting requirement so I think that's heartening I hope we don't stay leading line questioning. I hope that they delve a bit deeper and ask them to report more in depth about why military partners weren't hired and what the challenges were.

As part of this push to work with more military spouses, the department also desires employing managers to make greater use of an existing database of military spouse candidates through the Armed force Partner Education and Profession Opportunities site. Company skill management teams will supply working with managers with access to and training on the MySECO system.

"Military partners initially of all, have to know about the resource. As a military partner, you may put your information in there once, but by the time you go back to it, you might have moved 2 or three times and the details might be unimportant so it's going to require a strong marketing push," Hoppin stated.

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 spouses will require to know what resources are readily available to them, while working with supervisors will need training on brand-new hiring systems and how to use those systems to determine candidates.

Optimizing VA Benefit Claims for 2026

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

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