Beyond the Job Offer: Enhancing Federal Retention for Military Spouses

For military spouses, securing employment is just the beginning. The federal workforce must go beyond merely offering a job to truly support and retain these invaluable members.

Understanding the Unique Challenges

Military spouses face unique employment challenges, including frequent relocations and the need for flexible work arrangements. Effective retention involves recognizing and addressing these challenges head-on.

The Power of Education and Awareness

Awareness is key. Both military spouses and federal employers need to be well-informed about the resources and programs designed to support military spouse employment.

Noncompetitive Military Spouse Hiring Authority: This allows for the hiring of military spouses without going through the competitive process.
DoD Military Spouse Preference (MSP): Gives preference to military spouses applying for DoD positions.
Military Spouse Employment Partnership (MSEP): Connects military spouses with employers who are committed to hiring them.
Spouse Education and Career Opportunities (SECO): Offers career counseling and education resources to military spouses.

Implementing Supportive Policies

To retain military spouses, federal agencies must implement policies that reflect an understanding of their unique circumstances.

Flexibility: Offer flexible work hours and remote work options to accommodate the mobile military lifestyle.
Career Development: Provide opportunities for advancement and professional growth to prevent career stagnation.
Support Networks: Create or promote support networks within the agency for military spouses.

Fostering a Culture of Inclusion

A supportive workplace culture is essential. Recognition of the skills and resilience military spouses bring to the federal workforce can foster a more inclusive environment.

Educate Staff: Conduct training to educate employees and management about the challenges military spouses face.

Celebrate Contributions: Acknowledge and celebrate the diversity and strength that military spouses add to the team.

Key Takeaways

Retention goes beyond hiring: Supporting military spouses requires policies and practices that address their unique challenges.
Education and awareness are crucial: Both employers and military spouses need to be informed about the resources available to them.
A supportive culture is key: Creating an inclusive and understanding workplace environment is essential for retention.

By focusing on education, supportive policies, and a culture of inclusion, federal agencies can significantly improve retention and support for military spouses, benefiting not just the individuals but the entire federal workforce.

Marquiesha Gillispie, BSBA, MPA, is the Director of the Federal Military Family Network within the Interagency Veterans Advisory Council, a role supported by the White House’s Joining Forces Initiative. A military spouse and advocate for the military-connected community, she is deeply committed to serving those who have served. Her career trajectory showcases a profound commitment to enhancing the lives of the underrepresented and underserved. This includes a dedication to ensuring that small businesses have fair access to federal procurement opportunities, as Senior Acquisition Professional with the U.S. General Services Administration and previously with the U.S. Small Business Administration.