A: A spouse (husband or wife) who is Legally married to an “Active Duty” military member stationed at a duty location outside the United States. Spouse must be listed on the military PCS orders.

A: No, Pilot Program will only assess the use of the authority to hire spouses of members of the uniformed services at locations outside the United States.

A: The term Uniformed Services mean
          a. Armed Forces (Army, Navy, Air Force, Marine Corps, Space Force, and Coast Guard)
          b. The commissioned corps of the National Oceanic and Atmospheric Administration
          c. The commissioned corps of the Public Health Service

A: All locations outside the Continental US including Guam and Puerto Rico. This does not include Hawaii and Alaska.

A: Appointments are on a time-limited basis, Temporary or Term. Initial Term appointments will not exceed 2 years with the ability to extend for two additional terms (not to exceed 2 years for each extension) NTE a total of 6 years.

A: This is pending a final determination. AFPC will provide an update when received.

A: DAF will utilize Public Notices for some occupations. Spouses should be directed to USAJOBS.gov and search by location for the commuting area where their sponsor is assigned. Other positions may be posted or sourced through the Air Force Civilian Services website and Air Force Personnel Center Talent Acquisition (TA) Team (refer to Talent Acquisition Services). TA will provide consulting services to assist with identifying qualified candidates, utilizing services such as LinkedIn Recruiter, and other job boards. If BNR cannot be identified, traditional recruitment may be followed IAW SAF/MR Policy dated 27 March 2018.

A: OCONUS DHA Procedures guide outlines procedures related to the recruitment initiated from CONUS to OCONUS foreign locations. Pilot program on DHA-MS intent is to allow an additional authority to hire military spouses at locations outside the U.S., when stationed with the member at the foreign duty location and meets qualification and eligibility requirements.

A: The authority should primarily be used to appoint qualified candidates who are not existing DoD competitive service employees with permanent status. However, if management considers the use of the authority to appoint a permanent competitive status employee a 3-day break in federal service (i.e. Resign on Thurs, for Mon appointment). There is no conversion of appointment authority permitted. As a reminder, appointments using DHA-MS may only be Time-Limited.

A: Use of this authority does not interfere with DAF’s ability to appoint spouses of Uniformed Services personnel in overseas locations under any other overseas family member hiring authorities, to include the Overseas Family Member Excepted Service Schedule A hiring authority under DoD Instruction, 1400.25, Volume 1232.

A: Yes. The Overseas Military Spouse Preference is not affected by this DHA-MS, due to appointments under this authority must be on a time-limited basis (not permanent).

A: Yes. Military Spouse Preference (MSP) is not affected by DHA-MS authority, if a military spouse meets the criteria for MSP and currently works for the agency under the DHA Military spouse pilot program, a conversion to a Schedule A appointment may be permissible.

A: As determined by Installation Commanders utilizing the definition in 5 CFR § 351.203 for the geographic area that usually constitutes one area for employment purposes. It includes any population center (or two or more neighboring ones) and the surrounding localities in which people live and can reasonably be expected to travel back and forth daily to their usual employment.

A: Appointments terminate either upon expiration of the term
             or
upon the end of the sponsoring Uniformed Service member’s accompanied tour
             or
on the date the sponsoring Uniformed Service member or spouse is impacted by one of the following circumstances:
         a. Relocation back to the United States in connection with PCS orders;
         b. Relocation from their assigned duty station’s local commuting area to another duty location outside the United States in connection with a PCS move;
         c. Divorce
         d. Death of sponsor
         e. Retires or separates from active duty

A: No. Under this authority, spouses of Uniformed Services personnel are not eligible for leave without pay (LWOP) when relocating outside of the commuting area.

A: No, remote work is not authorized under this DHA authority, as one of the requirements is the position offered must be within the local commuting area of the Uniformed Service member's assigned duty location.

A: Yes, requirements are due annually to HAF/A1C by 5 October. AFPC/MAJCOMs/FLDCOMs/COCOMs are responsible to track/report all the requirements as outlined below:
      HR SERVICING:
            a. AFPC will provide the listing of the number of spouses of Uniformed Services personnel to the Civilian Personnel Offices. This will include Name, Series, and Grade as well as any applicable demographic data.
      CIVILIAN PERSONNEL OFFICE:
            b. Civilian Personnel Offices will use the data provided in (a) and provide the following requirements:
                   (1) Data on the Uniformed Services Member.
                   (2) Analysis of the feasibility and use of the DHA in the overseas environment.
                   (3) How the commuting distances were determined.

A: Yes. As a matter of policy, section 3326 of chapter 33, subchapter I of title 5, U.S.C., and corresponding Code of Federal Regulations provisions will continue to apply.

A: This is pending a final determination. AFPC will provide an update when received.

A: Yes. Appointments under this authority are subject to the Priority Placement Program. Procedures applicable to the use of a statutory DoD DHA may be found in the Priority Placement Program Handbook, Chapter 4, Appendix B.

A: No. Sourcing of candidates can occur through the applicants under the Public Notices, AFPC Talent Acquisition or traditional recruitment.

A: No. Qualified candidates with veteran’s preference should be considered as they are found, just as any qualified non-preference eligible.