Advancing Economic Security for Military and Veteran Spouses, Military Caregivers, and Survivors

This executive order directs federal agencies to improve economic security for military-connected families through enhanced federal hiring and retention of military spouses, caregivers, and survivors; expanded telework and remote work options; support for military spouse entrepreneurs; and expanded child care access including flexible spending accounts by January 1, 2024. It requires development of a government-wide strategic plan within 180 days, updates to hiring authorities beginning in Fiscal Year 2025, and various policy changes to reduce employment barriers tied to military life.

Federal Register Open PDF 88 FR 39111

Impact dates

Jun 9, 2027
Military-Connected Plan minimum update every 4 years
Date TBD
OPM annual report title change to 'Employment of Veterans and Military-Connected Spouses and Survivors in the Federal Executive Branch'
Date TBD
USAJOBS listing requirement for Military Spouse Noncompetitive Appointment Authority begins
Jan 1, 2024
Flexible spending accounts for care of military dependents available to military personnel
Dec 6, 2023
Government-wide Military and Veteran Spouse, Military Caregiver, and Survivor Hiring and Retention Strategic Plan due

Key directives

OPM and OMB to develop and issue Government-wide Military and Veteran Spouse, Military Caregiver, and Survivor Hiring and Retention Strategic Plan within 180 days
Plan to be updated minimum every 4 years
Plan to define success measures, identify strategies to eliminate employment barriers including potential legislative proposals, develop data-driven transparency approach
Plan to include strategies for marketing talent to agencies and enhanced retention support with DOD/DHS
Beginning FY2025, revise OPM annual report title to include military-connected spouses and survivors and include comparative statistics
VA and OPM to collaborate on sharing federal employee survey data
Annual training for agency HR personnel and hiring managers on military spouse/survivor employment authorities
OSTP Equitable Data Subcommittee to develop recommendations on expanding federal datasets to track outcomes for these populations
DOD, Labor, VA, DHS to increase transition training and employment opportunities for military spouses becoming veteran spouses
Beginning FY2025, agencies must list Military Spouse Noncompetitive Appointment Authority on USAJOBS and external postings when using merit promotion
Secretary of Labor to examine and reduce barriers to education, job training, and employment programs for military/veteran spouses
OPM to examine and reduce barriers to Recent Graduates Program for military spouses

Who is ordered

Timeline

Immediate

EO takes effect upon signing

Near term (90d)

DETO application system and tracking method development
DETO common standards development
SBA expansion of entrepreneurial resources and capital gap evaluation

Long term

Military-Connected Plan due (within 180 days)
Flexible spending accounts for military dependent care (January 1, 2024)
Fiscal Year 2025: USAJOBS listing requirement for Military Spouse Noncompetitive Appointment Authority
Fiscal Year 2025: OPM report title change to include military-connected spouses and survivors
Military-Connected Plan updates every 4 years minimum
Annual HR/hiring manager training ongoing
OSTP equitable data recommendations integration

Risks & tensions

Implementation depends on appropriations availability (Sec. 9(b))
Legislative proposals mentioned but not guaranteed; 'as appropriate' qualifier creates uncertainty
Host nation work options for military spouses are discretionary ('shall consider') rather than mandatory
Administrative leave for PCS moves is encouraged, not required ('encouraging agencies')
Interagency placement for military spouses is encouraged, not mandated
DETO processing timeframes to be established but no specific deadline set
Child care expansion on installations depends on DOD resources and local conditions
Potential tension between merit system principles and preferential hiring strategies