AUSA 2020 Family Forum 1 - Spouse Employment

good morning everyone my name is patti barron and i am ausa's director of family readiness and welcome to ausa now asa's very first ever virtual annual meeting oh we really miss seeing you in person and we hope that you miss us as well we're very very happy though that you decided to participate from afar and we promise we're going to make it worth your while today's forum is going to focus on such an important topic military spouse employment and it's absolutely my pleasure to introduce our moderator ms lee kelly director military community support program for the department of defense military community and family policy there's absolutely no one better lee over to you patty thank you so much i cannot tell you how thrilled i am to be here with you today with this absolutely phenomenal panel of expert leaders let me tell you who we have with us today we have miss meredith lozar director for military spouse programs hiring our heroes u.s chamber of commerce foundation we have miss karen wolfe chief staffing and classification division office of the assistant g1 for civilian personnel headquarters department of the army mr max white deputy chief of staff g1 united states army materiel command and sergeant major christopher rick senior military fellow at department of labor's veterans employment and training services before i turn it over to this fantastic group for some opening remarks i would like to share a little bit of what's new with department of defense spouse employment resources during this very kind of strange time that we find ourselves in this very virtual space that we find ourselves in and so i'd like to start on on the first slide i just have a couple slides hopefully you can see them the first one we feature a student and i think that might be the um the slide that we're on now we feature a student uh representing kind of one of our mycaa graduates and let me tell you why we're doing that um because we're doing a little bit more to support our military spouses who use mycaa for recent or soon-to-be graduates launching this week we are introducing online spouse cohorts this is an opportunity for spouses to work with a small group of their peers virtually facilitated by one of our certified career coaches through military one source around a guided curriculum intended to help bridge from education to employment so actually launching at noon today is our first online cohort for military spouses interested in the health care industry second on the second slide what i'm going to focus on is how we're we're relating to military spouses virtually and how we're bringing support and resources in this virtual environment and i can think of no better way to do that than to talk a little bit about uh our virtual hiring fairs through the military spouse employment partnership so today actually uh very soon we'll be launching a virtual hiring fair uh with our companies of the military spouse employment partnership and we've had more than 1800 spouses registered to attend this event which we're really excited about and this is uh this isn't the first one we've done and it's certainly not going to be the last we're looking to leverage our virtual environment to the greatest extent possible to benefit spouses on their employment journeys third the third slide i want to share with you today is the fact that this is about meeting spouses where they are and when they have time to connect so we're embracing asynchronous support as a military spouse you may not have time to visit with a career coach online but that shouldn't prevent you from from having the opportunity to get your resume reviewed so now you can actually email your resume into one of our career coaches who will provide you with some really thoughtful feedback it's what we call asynchronous coaching support for those who maybe maybe you're at home overseeing some virtual schooling for kids at the house you just don't have time to make an appointment uh for yourself but that shouldn't prevent you from getting the support that you need fourth on the fourth slide i just wanted to uh briefly mention again this is a virtual capability a virtual being a big theme for how we're uh how we're connecting spouses with employment resources this year and so um the fourth slide is really focused on um the my spouse transition program or my step giving military spouses the ability to focus in on what's relevant to them so this is a transition program uh focused on providing micro learning opportunities for relevant resources at the stage of the stage of military life that that military spouse finds themselves in and lastly the fifth uh virtual piece of support that i wanted to mention today before uh getting started with our awesome panel this morning is relationships whether you're a single or dual income household relationships and the need to feed them are universal and being cooped up this year may have added some additional challenges or stressors to maintaining positive family relationships and so that's why this fall we've launched a relationship campaign through military one source focused on the wide array of resources that we have to offer to military families to include couples counseling all in support of helping families to build maintain strengthen those positive family relationships and now without further delay i would like to get us started and turn it over to miss meredith lozar with hiring our heroes for her opening remarks merida everyone it's great to be here with you this morning i'm here today to share some key insights from our recently released military spouse career journey study as we continue to support army families maintaining a focus on military spouse employment is vital and one statistic we found that demonstrates that is that nearly 50 percent of today's military families are discussing departing military service to support the spouse's career so what did this research tell us what did we do with the military spouse career journey study and what does it mean for you well over the course of the past 18 months in collaboration with grow with google and burning glass technologies hiring our heroes utilized focus groups and a survey to gather information from over 1500 military spouses 43 of which were army spouses our study examined how entrepreneurship remote work and upskilling can serve as economic drivers for these spouses the study also looked at how corporations makers non-profits and communities can help support the careers of today's military spouses so let's dive in to what we found here are some key findings from that research first and foremost we often think that military spouses experience career mismatches that they're nurses and teachers who struggle with certification and licensure reciprocity and that simply their careers just don't match the military lifestyle and while that is certainly the case for some of us and is important for us to continue advocating for that reciprocity it is not the case for all of us we do see career mismatches for military spouses when they look for employment opportunities however we also see skills matches and our research showed us that there are in-demand opportunities that match military spouse education and also professional development that they've had in the past so let's talk about what a few of those are we found alignment with in-demand job opportunities in career and career areas such as business management and operations human resources and marketing and public relations which underscores the need for employment readiness teams to establish partnerships with non-profits and corporations who can highlight these specific employment opportunities for military spouses we also learn that navigating the resources to find employment can be a challenge for military spouses in fact 70 of them told us that they face resource confusion every time they go to look for employment and training opportunities so the question is where do they turn what do they do when resources become overwhelming well our research told us that while military spouses will rely on military specific organizations as a general employment resource they are much more likely to look for a job using an online job board or social media further underscoring the need for those employment readiness teams to utilize those forms to post job opportunities that meet military spouses needs with flexibility and perhaps remote work so that they can reach military spouses where they're most likely to look for career opportunities in addition our study talked about entrepreneurship which i know is something that's for that's in the forefront of everyone's mind right now and we've found that both business ownership and self-employment are viable options for military spouses in fact 24 of spouse respondents shared that they currently or previously owned their own business or were self-employed what's more the study also told us that black female spouses tend to favor starting their own business over pursuing employment when we dug a little deeper the study results showed us that military spouse businesses fail due to lack of portability not profitability this is in stark contrast to their civilian counterparts who are most often faced with closing their doors because of lack of profitability and this truly means that we need to pay attention to what we can to provide for military spouse entrepreneurs to help them have a portable successful business what's more than that spouses also told us that to be successful as entrepreneurs or while being self-employed they need help with skills like website development and social media finally one of the most staggering statistics is that 33 of today's military families either are or have in the past lived apart from their service member in order to support the spouse's career talk about stark contrast to their civilian counterparts only 1.5 of civilians ever do that and the reason that they told us they are most likely to live apart from their spouse is because of a medical emergency with perhaps an only parent or a child as we look at what we need to do to support today's army families supporting military south employment remains top of mind for those who are looking to retain this all-volunteer fighting force we simply can't ignore the fact that today's military families continue to seek professional success for their spouses and with that lee i will kick it back to you thanks meredith it's now my pleasure to introduce miss karen wolfe for her opening remarks hello it's truly an honor to be able to speak with you briefly today regarding the initiatives that the department of the army and the department of defense are pursuing to further the federal employment of military spouses next slide the secretary of the army has made clear that people are the army's number one priority and that includes army families improving military spouse employment contributes to the financial stability and overall well-being of the military and so it therefore contributes to army readiness as well as soldier retention the army has consolidated numerous resources into one location under the army quality of life website and those resources focus in part on military spouse employment military spouses can go to the army quality of life website to look at all of the resources that support the quality of life of our army families or they can click on the spouse link to look at specific information related to military spouse employment next slide the army spouse employment site contains 52 links to resources covering five broad topic areas that are listed here on the slide these resources provide information ranging from support to home-based businesses information regarding licensure reimbursement education and scholarships as well as information regarding the points of contact for the army civilian personnel advisory centers the army benefits center as well as general information regarding the federal employment process usa jobs and military spouse appointing authority next slide in 2019 the process by which military spouses exercise their military spouse preference change within the od military spouses are no longer required to go to a civilian personnel advisory center or human resources office in order to get registered dod priority placement program in order to exercise their preference rather priority consideration is afforded to a military spouse when they apply to a specific dod vacancy on usa jobs in order to exercise their preference spouses have to first establish a usa jobs account and then once they identify a vacancy that they're interested in the spouse simply has to upload all of the required documentation as specified in the vacancy announcement and that includes the military spouse ppp self-certification checklist because despite this change military spouses still have the option to contact a local civilian personal advisory center or human resources office in their local community area in order to receive job counseling regarding this new process next slide there are a variety of discretionary workforce flexibilities that are available to help facilitate the work-life integration for military families these flexibilities are extremely helpful to employees and organizations however they're not employee entitlements rather management has the discretion to approve and offer these flexibilities telework is one such flexibility which allows an employee to work at an alternate work site on either a regular and recurring or situational basis a telework employee is required to report to the organization's official work site at least two times each pay period telework has been crucial to the government's continuity of operations this year during copen 19. remote work on the other hand it allows an employee working in the united states to work from an alternate location that's outside of the local commuting area of the organization's work site there are two distinguishing factors between telework and remote work remote workers are not required to report to their organization's work site and also the pay for remote workers is based upon the location from which the employee is working remotely not based on the organization's official work site finally domestic employees teleworking overseas is a flexibility that requires state department approval this flexibility allows a federal employee who is assigned to an organization in the united states to work overseas on a time limited basis the department of defense is currently developing a policy which will allow the use of this flexibility within dod next slide the army is working several initiatives to support military spouse employment and to further the quality of life of army families under the army people strategy and specifically the civilian implementation plan there are actions that are focused on increasing the ability of military spouses to continue their employment during pcs moves we're also trying to market the value that military spouses bring to the federal workforce and in that regard the army g1 lieutenant general gary britto recently signed and disseminated a memo to all army commands highlighting the value of the value that military spouses bring to the federal workforce and also encouraging hiring officials leaders and supervisors to support military spouse employment the quality of life task force in that effort we are looking at spouse employment and underemployment to try to identify new and improved ways to increase military spouse employment we're also educating supervisors and hiring officials about remote work and telework particularly when they're filling vacant positions we also are pursuing an initiative that will increase the speed with which military spouses are hired this initiative will allow selecting officials to hire a military spouse with or without a vacancy announcement and it's similar in some regards to some of the direct hire authorities that we currently utilize we've also developed an army-wide non-competitive voluntary reassignment program for appropriated funds civilians this program will help facilitate a military spouse's ability to continue their employment during pcs moves and this program will be a sister to the army's civilian employment assignment tool seat which is currently used for the non-appropriated fund workforce we're also pursuing an initiative that will allow military spouses to exercise their preference 30 to 45 days prior to going to an overseas location and finally i'm very excited to announce today that we are launching today an army civilian military spouse employment survey the survey will be open from today through november 4th and the focus area is army civilians who are spouses of those assigned to the armed forces in either an active duty or retired status so we're looking and we're inviting military spouses to share their insights and experiences regarding how they gained and maintain employment in the army and we'll use those that feedback to identify new and improved ways to further improving military spouse employment in the army so military spouses if you're currently an army civilian employee please be on the lookout for your invitation which will be sent to your government email address and we're excited to hear from you and lee at this time i'd like to turn it back over to you thank you great thank you miss wolf i'd like to turn it over now to mr weich for his opening remarks all right thank you lee am i trans meeting clearly all right good morning i'm max weiss from u.s army material command i'm delighted to join the ausa team today to discuss spouse employment in the army i'll provide a brief overview of the work we've done developing and expanding the civilian employment assignment tool or seat next slide please the program focuses on easing the geographic employment transition for non-appropriated fund or naf employees the tool focuses on support during the pcs process but also can be utilized for other movement needs as well seed is now available for two employees across all naf programs and it enables the transfer without a break in service which is very important and critical to the continuation of employment next chart please the program launched in 2018 with a focus on math child and youth services or cys employees who are moving to a new duty station prior to the launch cys employees with an upcoming pcs were applying via open job announcements with all other candidates this was a frustrating process for both the employee and the hiring managers at the gaining installations seat enables to proceed enable the processing time reduction from about 70 days to 50 days in april of 2020 we actually expanded the program from seven thousand cys employees to twenty two thousand now overall math employees more than tripling the eligibility now the program is open to all nf3 and above employees of the total 25 000 army nav workforce about 6100 are military spouse bottom line our goal for spouse is for the spouse to have secured employment at the new site well before they actually move and we want the spouse to at a minimum retain their current grade level and pay level when moving to the new location next chart please registration is in the tool is easy and you'll see the link here and it should be done about 120 days prior to the pcs move endorsement of the current supervisor the employee is required and really important to note here is that placement of qualified and eligible math employees through the program is strongly encouraged non-selection of a qualified transfer candidate must be endorsed by the garrison commander so we really stress and and the importance of supervisors and ensuring that our employees have the opportunity to transfer next chart please you'll see some here some data here on usage and registration since august 2018 when we deployed the tool we've transferred over 375 math employees almost 200 of which were military spouse we've also had over 900 registrations to date we anticipate increased participation in 2021 provided the pcs cycle normalizes next chart important to know some of our utilization sites as far as gaming installations our top six sites all over 20 transfers each are fort bliss fort bragg fort hood campbell carson and stewart and so we're really looking forward to getting some additional utilization at those locations ultimately army material command has two simple goals when it comes to spouse employment number one we want to maximize opportunities for army spouse both military and civilian to secure career opportunities both with government and the private sector and secondly we want to provide avenues to retain employment along with grade and pay levels as families pcs from one location to another i look forward to your questions and a discussion thank you lee i'll pass it back over to you great thank you so much and now i'd like to turn it over to sergeant major rick for his opening remarks sergeant major well good morning ausa family as we said my name is star major christopher rick i'm the sergeant major of the army senior fellow department of labor veteran employment training services and i'm excited to be with you this morning to talk about dol vet's latest addition to the tap portfolio transition employment assistance from military spouses curriculum pilot next slide so as many of you know department of labor provides the employment curriculum for the current transition assistance program for all of the services in support of our transitioning service members and it is open to military spouses to attend although there's a very low uptake rate because quite honestly the curriculum was not intended for military spouses or developed for them so in 2019 dol vets asked for appropriations in their budget and received it to build curriculum specific for military spouse employment support and thus teams um started next slide so as uh dol vets next slide please um started the analysis phase of really um what the military spouse employment ecosystem looked like in an effort not to duplicate uh efforts that are already being delivered in great programs that are being delivered through dod partners in the military spouse employment space but to really understand them and to best apply the technical expertise of department of labor to support military spouses so that happened through the course of about a four-month period early in 2020 unsurprising to this group the two key findings that came out of it were that military spouses are unemployed and underemployed in a much higher number than their non-military spouse counterparts and there was also an opportunity to touch over ninety thousand military spouses who transition with their service members off active duty every year now understanding that the titles and authorities to develop this program rest in the transition space but the department of labor vets intends that this be open to ets and retiring military spouses with their service member as well as military spouses who are pcsing from one duty station to another next slide please so what they came up with was really looking at the entire military spouse employment ecosystem and then identifying the areas that best relate to dol's expertise in the employment space so these four modules were created for pilot delivery uh that started at naval air station jacksonville in an inaugural session on the 30th of september the first is titled your next move in labor market research this module capitalizes on the extensive tools that rest within the employment and training administration and bureau labor statistics within the department of labor and to teach military spouses and those that support them how to utilize those tools the second is credentialing um really understanding what credentials are the importance of credentials and how to attain them and then capitalize on previous work the department of labor vets did in the licensure portability space with identifying what state legislation says now um and how to access that information and make your credentials portable along with your pcs moves or transition out of service the third is mastering resume essentials really looking at a labor market analysis of how to best capitalize on the uniqueness of military spouses and how they can best really display themselves through their resumes in the current employment environment and then that leads into the fourth one which was marketing me a job search analysis um helping the military spouses to understand the the unique um attributes and really the agility that they have that the current labor market especially with the recent changes and transition to the virtual environment has really brought to the forefront so this will be delivered next slide please uh through additional in-person uh pilots uh which are launching at fort gordon in fort hood starting the 20th of october and running through the 22nd and then simultaneously a virtual synchronous pilot that has 500 um slots available for multiple time zones running from the 23rd through the 30th and the intent there is that military spouses that are based u.s and overseas would have the ability to register and attend one of the virtual instructor delivered uh pilots on those states that registration site opened one october for the 500 uh slots that are available and it's right about three quarters of the way full so we anticipate that to fill up here quickly um and then really get great feedback so that leads to uh the way ahead next slide please so after um the pilot modules are delivered through uh really first quarter of fy21 the team will then go back look at the feedback from the military spouses that attended the pilots of feedback from partners that the curriculum has been shared with in the military spouse employment space and then make any adjustments to the first four modules for intended full delivery starting in january of 2021 and look at the additional modules that are being considered for development and delivery through the rest of fy21 and as this goes into full effect over the next physical year it will fall into the standard tap curriculum review and update life cycle so that there is an annual touch point with the military spouse employment curriculum through these modules and feedback both provided from the participants and the stakeholders and partners that are in the military spouse employment space to make it current and stay up to date with the current employment environment for military spouses and then last but not least all of the modules have extensive resource listings that highlight existing dod army programs and all of the wonderful partners that are represented on this panel and across ausa that contribute to the employment of military spouses so with that lehigh turn it back over to you and look forward to questions great thanks sergeant major rick well this was a tremendous learning opportunity for me to hear from this panel of experts learning about how department of labor is rolling out support for transitioning spouses hearing from mr weich about how innovation plays a role in transitioning spouse employees in the army about how we leverage uh spouse preference for miss wolf and and meredith sharing about um the revealing research that they just uncovered regarding um how spouse skills align with in-demand careers and how do we better leverage that so i'm really excited to get to some questions we have about a little shy of 15 minutes for questions and i've been watching some come in um through the chat pod some questions about my caa military one source resources um leveraging um department of army civilian and family members um and then some technical questions around uh pcs orders and so uh i think we'll have time to get to all of these questions and and probably more so please do weigh in with your questions i want to start um with the last question here that just came in um and i'd like to and miss wolfe i think this one um is for you um correct me if i'm wrong though our pcs order is required for priority our guard and reserve spouses wouldn't have those thank you so much um pcs orders are required when a spouse exercises preference and typically those in the guard and reserve would have orders when they're called to active duty so that is a requirement and and the vacancy announcements in usa jobs would list that as a requirement as well thank you thank you for that um the next question i think uh mr weich this is for you um so we've heard some mention of civilian spouses in addition to military spouses where does the army's interests lie relative to spouses of federal civilian employees uh lee thank you for the question so from an army and an amc perspective our focus really lies on civilian employees that are on mobility agreements right that are or or have agreed to pcs from one location to another and where their spouse is also a federal employee what can we do to ease that transition for the family what you'll find in many cases is when a spouse takes a when a civilian employee takes a job and they have a spouse that's a federal employee that spouse may end up having a break in service that spouse may end up having to take a change lower grade um that spouse may end up you know having to go into a different career field in order to try to continue employment so for families pcsing for us for the civilian families you see some of these same issues that you see on the military side when it comes to spouse employment and we really really want to help with that transition ensuring that number one those spouse have priority consideration when moving from one location to another i think the army reassignment program that ms wolf mentioned earlier will help a little bit as far as having a portal for those spouse to go in and and look and register and apply for another job that'll be within the army but ultimately the ease of stress on the family and just like with the military spouse to make sure they secure employment prior to the move but also that we keep them at their same grade and pay and hopefully allow them an opportunity to continue their career and continue to develop and contribute to the army mission thank you okay thanks sir uh sergeant major rick i think i heard you say that there were did i hear 500 slots available for military spouses to take care of take advantage of the virtual offering through department of labor um can you confirm that and if that's true how do spouses take advantage of that uh yes so the the virtual offering has 500 slots set over 20 different classes and the registration for that is at the veterans.gov forward slash military spouse website um and then the chat box i saw in here how would they register for fort hood or fort gordon in person those registrations are being conducted through the installation transition assistance program offices um to sign up for the in-person classes at those two locations great thanks sergeant major miss lozar i've got a question for you um you raised some really interesting points um that your research recently show uh showed regarding kind of the alignment of in-demand skills um and i think you highlighted in particular business management and you talked a little bit about entrepreneurship and profitability versus uh portability and so i'm sure many of the audience found those uh points to be uh maybe some people found them surprising uh for for many military spouses maybe they made a lot of sense um but as always when we have research the next question becomes what's the action that we take as a result of this research so i was wondering if you just comment on that yeah it's a great question and i think that's why we do the research so we can inform our next steps and one of the things that we've already done is in partnership with grow with google launch the mil spouse roadmap which everyone can find at millspouseroadmap.org and it basically follows these three career journeys so when you actually step into the map you are navigating your own journey you'll go through different milestones along the way and all of those milestones have resources that are available they're free they're worldwide so no matter where you are as a military spouse in your journey or in your current location you can find things to help you along the way so that's our first next step and we look forward to a lot more collaboration based on this data great thank you thank you for that um i saw a question come in and i think we've uh i think mr weich i think you've addressed it by talking about the department of army civilians and family members and how we um how the army uh supports them uh mr white uh do you know we had a question come in about does the army provide college loan repayment program for civilian employees do you know the answer to that one um absolutely thank you for the question so the army does have a program for student loan repayment that is available to civilian employees it is not an entitlement it is an incentive so we really focus that program on our hard to fill skills or critical skill sets so it's not open to all career fields it's managed at the organizational level and so organizations have the budget for it normally with the program an employee can receive up to ten thousand dollars per year in student loan repayment dollars that is an up to amount um and there is a service agreement that comes along with that but if if an employee is interested in that they should really contact the local cpac um sometimes it's mentioned in job announcements as well and so you want to really pay careful attention to the job announcement that you're applying to if you're not a current federal employee and looking for a job in the federal government it'll have all that information in the announcement but yes the army does have a student loan repayment program but it is targeted the critical skill set so it's not an entitlement across the board thank you great thank you for that miss wolf i've seen some questions come in and and um and so maybe we've said uh we've responded to them um to the degree that we can right now but i do want to just make sure miss wolf that you don't have any additional um pieces of information to add i saw a question come in about priority placement and department of army civilian spouses is there anything else to be shared on this topic thank you so much lee um within the army people strategy and the quality of life task force there are initiatives focused on trying to equate the benefits that are afforded to military spouses also to civilian spouses now military spouse preference that's codified in law and so to afford a civilian the preference that a military spouse receives would require a submission through a legislative proposal process thank you great thank you um i saw a great question come in about what our spouses of retirees and veterans can take advantage of um from department of labor as well as our other spouse employment programs and i'm sure a number of uh of our panel members have a perspective on this um i will share that uh military one source um spouse employment support is available for 365 days post-separation or retirement um and that's uh unfortunately it seems like a little known um gem so really encourage um those out there to take advantage of that um sergeant major i saw department of labor called out here and i'm sure meredith too has a perspective on this so can i pass it to you sergeant major yes and thanks for the question there so it's a great question so in the transition phase um absolutely there are programs that the ols put forward to assist the transitioning spouse of a retiree soon-to-be veteran um and then that links into the department of labor-funded state workforce development agency appropriations that really work in and down the in the states to help individuals gain employment or increase or upskill their employment opportunities and those are executed executed at american job centers across all the states and territories there's over 2 400 of them and spouses of retirees and veterans and really all americans receive services at the american job centers so i'll pass it off to meredith for the rest of that over thanks so much so another item that i would just add to that is that hiring our heroes is also available to military spouses no matter where you are in that life cycle so you can be a fiance you can be a girlfriend or a boyfriend you can be a spouse you can be a divorcee retiree and certainly are able to utilize our services so if you are looking for professional development if you're looking for local connections through the military spouse professional network if you're looking for a hiring fair that might be virtual or in your area those options are all available to you thanks meredith thanks for that there are a couple questions in the chat pod and we're starting to approach on the end of our panel today but i want to make sure we cover them there was a question about um fees related to military one source and so i want to stress that military one source is a department of defense program um there's no fear or cost associated with it so for the particular question in the chat pod um that relates to document translation services i would ask if our our kind of moderators behind the scenes today could share my email address with you so that i can get a few more details to find out um where that information came from that you got because for sure without a doubt military one source uh is a 100 free service um i saw a lot of likes a lot of thumbs up on the question about uh are there plans to expand my caa and so let me tell you right now that our focus is really on um leveraging the current authority that congress just gave us last december to expand my cia and raise awareness about that because to date that hasn't been um overly utilized and so if you're not familiar the expansion that um congress gave us in december of 2019 was to no longer punish spouses when their service member gets promoted so that military spouses married to a service member as an e5 an o2 a w-2 no longer lose their mycaa funding just because their service member got promoted which which uh which makes total sense and we're just really excited to now have the authority to support spouses who are using the scholarship and then their spouse gets promoted so for spouses as long as you're using the scholarship in an eligible rank you can complete using that four thousand dollars of scholarship funding um once your service member gets promoted we also open the aperture on um what uh career fields and educational programs are covered as a result of the expansion and so we're really focused on marketing those as well as marketing the existing authorities from ica for that e1 to e5 01 through o2 and w1 through w2 so no additional plans for expansion right now beyond marketing the expansion for the authorities granted to us in december 2019. so i hope that answers your question and i see now we're probably at time and so i would say that if we didn't get to your question hopefully we have an opportunity to share some answers with ausa following this panel to get the that information and resources into the hands of those interested in accessing these services thank you so much to our panel today this was a true pleasure uh to hear from all of these expert leaders in the spouse employment space um just to let you know as i mentioned uh during the opening remarks we do have the virtual hiring fair happening uh kicking off at 11 eastern today for military spouses if you uh are looking for more information on that you can always visit myseco.militaryonesource.mill to get into that military spouse employment partnership virtual hiring fair thank you so much to all of you for joining us today and we hope you have a terrific rest of your ausa experience

Channel: U.S. Army Professional Forum

Views: 56

Rating: 5 out of 5

Keywords: US Army, Army Professional Development

Id: EX4WJeul0IQ

Length: 45min 17sec (2717 seconds)

Published: Tue Oct 20 2020