The President’s Military Spouse Commission is examining how to expand existing employment programs across the military services and federal agencies, as members press for better data on whether the initiatives help spouses maintain lasting careers.
At the commission’s second meeting, members reviewed two service-level efforts: an Air Force and Space Force pilot in which the commission reported a 60% increase in military spouse placements over three weeks.
Members also called for measuring actual hires, promotions and retention rather than relying on participation figures alone.
The pilot matches spouses with hiring managers before they arrive at their next duty station.
Spouses can use the Air Force Civilian Careers website to identify where they expect to move, even before receiving formal permanent change of station, or PCS, orders. The program then facilitates introductions to hiring managers at the gaining installation.
The pilot entered its second phase in September, expanding to additional installations in the United States and overseas, according to the commission.
The military spouse commission also reported a 70% year-over-year increase in completed job profiles through SpouseWorks, a career and education resource for military spouses. Officials said they are working to make the platform easier to use and improve its ability to connect spouses with employment opportunities. The commission also announced that SpouseWorks is now available to spouses of all ranks.
Jennifer Hegseth, commission chair and wife of Defense Secretary Pete Hegseth, said the increase in completed job profiles suggested that spouses were ready to pursue employment but needed a better way to connect with opportunities.
“So that just shows that spouses are wanting to work, they’re ready to apply, and they just needed the right outlet,” she noted in the meeting.
The Army’s Department of the Army Voluntary Reassignment Program, or DAVRAP, takes that approach a step further by helping eligible civilian employees maintain career continuity when a permanent change of station requires them to relocate.
Launched in May 2025, the voluntary program allows eligible Army civilian employees to seek noncompetitive reassignment to positions at their gaining installations.
The commission reported that more than 11,000 candidates had created profiles since the program launched, with more than 12,000 hiring managers participating across Army installations in the United States and overseas. Members in attendance did not discuss in detail the number of completed reassignments nor specify how many candidates were military spouses.
Linda Lelande, a Coast Guard representative, asked that the Coast Guard be kept in mind along with the other services, and said spouses can face similar employment disruptions when moving between Coast Guard installations.
“They often experience this very same problem where they have a job, maybe in childcare and then they go to another Coast Guard base and have to start over,” Lelande said.
She asked whether the service could adopt elements of the Army’s reassignment model. Commission members said they wanted to identify existing programs that work and expand them rather than create new initiatives without first examining what the services already offer.
Navy representative Angela Perryman urged the commission to measure whether employer partnerships lead to actual hires.
“It’s one thing to say you’re hiring military spouses, but I want to see numbers,” Perryman said. “I want to see how many military spouses have actually been hired into these positions.”
Members also discussed tracking employment outcomes by region and in relation to PCS moves.
The commission did not announce a finalized department-wide expansion plan or implementation deadline. Member discussions underscored the need to assess whether existing programs deliver measurable employment results before determining how they might be adopted more broadly.
