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The brand-new policy also urged the department's hiring managers to focus on military partners for noncompetitive consultations before thinking about 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 allowed to hire military spouses as quickly as they get main change of station orders rather of waiting till 30 days before their move.

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"The proof remains in the pudding, it's constantly how they select to implement. They can make all the tips they want, but unless they follow through, unless they track it, it does not truly have any teeth. It's going to have to be one of those wait and see kind of things," Hoppin informed Federal News Network.

Anything that's going to help assist in quicker hiring and less wait time is a great thing. However it's going to all return to how effectively they implement things," she added. And the policy's emphasis on authorizing alternative worksites might be restricted in practice, depending upon the types of functions available to military spouses.

I believe everything depends on what sort of tasks they're going to push military spouses toward, because if they are class tasks or tasks that require you to be on site, then I don't know how that's going to aid with the flexibility part," Hoppin stated. The memo, however, introduces a new reporting requirement that could, for the very first time, shed light on how typically military partners are considered and picked for tasks and why they are passed over.

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Hoppin stated the department needs to not miss the opportunity to gather more granular information, such as the number of positions use alternative work versatilities, warning that otherwise the gathered information might not inform the full story. "The feedback we receive from military spouses is we would like to see more remote work opportunities or hybrid chances.

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"I don't know of a time when we've actually had this strict reporting requirement so I believe that's heartening I hope we don't stay top line questioning. I hope that they dig a bit much deeper and ask to report more in depth about why military partners weren't worked with and what the obstacles were.

As part of this push to work with more military partners, the department also desires employing supervisors to make greater usage of an existing database of military spouse prospects through the Armed force Spouse Education and Profession Opportunities website. Firm skill management groups will supply hiring supervisors with access to and training on the MySECO system.

"Military partners initially of all, have to understand about the resource. As a military spouse, you may put your info in there as soon as, but by the time you go back to it, you may have moved 2 or three times and the info might be unimportant so it's going to require a strong marketing push," Hoppin said.

The success of the policy, Hoppin stated, will depend on how successfully the department brings several groups on board at the same time. Military partners will require to know what resources are offered to them, while hiring managers will need training on new hiring systems and how to utilize those systems to identify prospects.

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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 think it's a good start, but it's still one firm and one effort. I also do not think that we're going to have the ability to decrease that military spouse joblessness rate unless we take a look at the retention problems," Hoppin said.

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