Bill Overview
Title: To make permanent the authority to reimburse members for spouse relicensing costs pursuant to a permanent change of station.
Description: This bill makes permanent the authority for the military departments to reimburse a member of the uniformed services for qualified relicensing costs for the profession of the spouse of the member when the member is reassigned and the movement of the member's dependents is authorized at the expense of the United States. Under current law, such reimbursement may not exceed $1,000 in connection with each reassignment.
Sponsors: Rep. Cartwright, Matt [D-PA-8]
Target Audience
Population: Spouses of U.S. military service members undergoing relocation requiring professional relicensing
Estimated Size: 200000
- The bill impacts members of the uniformed services undergoing a permanent change of station.
- The impact extends to the spouses of these military members who need to relocate.
- The spouses must be professionals who require a license to work in their field.
- The bill pertains to significant number of relocations that occur annually in the uniformed services.
- The existing limit on reimbursement is $1,000, which may need adjustment based on professions and states.
Reasoning
- The bill targets military families with professional spouses who require licenses to work, which makes mobilization smoother by reducing financial burdens.
- The policy has a significant impact on those who must relocate frequently, offering practical support.
- The reimbursement cap may not fully cover high-cost licenses, but is helpful aid, thus impacting wellbeing positively.
- The budget should cover up to 160,000 families per year at the $1,000 reimbursement rate, aligning with the target population estimate.
- Given the significant number of relocations annually, this policy will likely have broad but varied impact across different families.
- Some families might not find the $1,000 reimbursement sufficient for their specific costs, but it would still lessen the burden.
Simulated Interviews
Registered Nurse (Fort Bragg, NC)
Age: 30 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 15/20
Statement of Opinion:
- This policy would greatly alleviate the cost stress of my frequent relocations.
- While the reimbursement cap does not cover all my relicensing fees, it's a huge help.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Teacher (San Diego, CA)
Age: 42 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 12/20
Statement of Opinion:
- The $1,000 is often not enough as state-to-state certification could cost more, yet it's better than nothing.
- This policy feels like the military really considers our challenges which boosts my morale.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 8 | 5 |
Physical Therapist (Colorado Springs, CO)
Age: 36 | Gender: female
Wellbeing Before Policy: 4
Duration of Impact: 20.0 years
Commonness: 16/20
Statement of Opinion:
- With every move, the licensing fees are daunting, so this would help immensely.
- Any financial support reduces stress and allows more focus on family and career.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 7 | 4 |
| Year 5 | 7 | 4 |
| Year 10 | 8 | 4 |
| Year 20 | 8 | 4 |
Attorney (Virginia Beach, VA)
Age: 29 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 14/20
Statement of Opinion:
- The policy is helpful, but licensing for attorneys often exceeds the reimbursement.
- Despite limits, it aids in deciding whether to practice in new locations.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 7 |
| Year 2 | 6 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 6 | 7 |
Social Worker (El Paso, TX)
Age: 38 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 13/20
Statement of Opinion:
- The policy is a beneficial attempt by the military to support our unique family needs.
- I still wish the cap was adjusted for inflation or based on state economy.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 5 |
Veterinarian (Hawaii)
Age: 45 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- Relocations make it hard to maintain a successful practice with all costs.
- This reimbursement helps, albeit not entirely. It's a start towards more stable chain relocations.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 6 |
Accountant (Pensacola, FL)
Age: 32 | Gender: other
Wellbeing Before Policy: 4
Duration of Impact: 10.0 years
Commonness: 12/20
Statement of Opinion:
- The one-time reimbursement won't cover repeated re-licensing costs, though it's a relief.
- Acknowledge efforts to address struggles military families face, advocacy is rising.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 4 |
| Year 2 | 6 | 4 |
| Year 3 | 6 | 4 |
| Year 5 | 6 | 4 |
| Year 10 | 6 | 4 |
| Year 20 | 5 | 4 |
Pharmacist (Anchorage, AK)
Age: 27 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 9/20
Statement of Opinion:
- Although $1,000 doesn’t entirely offset my profession's fees, it’s appreciable.
- The stable aid demonstrates commitment to mitigate turmoil from frequent moves.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Psychologist (Jacksonville, FL)
Age: 40 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 8.0 years
Commonness: 15/20
Statement of Opinion:
- This reimbursement gives me negotiating power when considering relocations.
- Professional life stabilizes with financial plugs while handling multiple state requirements.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 8 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 5 |
| Year 20 | 7 | 5 |
Real Estate Agent (Seattle, WA)
Age: 50 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 13/20
Statement of Opinion:
- Every bit of financial assistance helps but the extensive fees mean more coverage would be ideal.
- Military shows recognition to enduring struggles as we stabilize our living conditions per relocation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 7 | 7 |
Cost Estimates
Year 1: $160000000 (Low: $150000000, High: $170000000)
Year 2: $163000000 (Low: $153000000, High: $173000000)
Year 3: $166000000 (Low: $156000000, High: $176000000)
Year 5: $172000000 (Low: $162000000, High: $182000000)
Year 10: $184000000 (Low: $174000000, High: $194000000)
Year 100: $300000000 (Low: $290000000, High: $310000000)
Key Considerations
- Reimbursement cap adjustments (currently $1,000) may be necessary over time due to inflation or changes in licensing costs.
- The rate of uptake among eligible service members could vary depending on awareness and perceived value of reimbursement.
- Changes in state regulation of professional licensing might affect relevance or required adjustments in reimbursement.