Bill Overview
Title: To extend the authority to reimburse members for spouse relicensing costs pursuant to a permanent change of station.
Description: This bill extends through December 31, 2029, 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: Members of the uniformed services with spouses requiring professional relicensing upon relocation
Estimated Size: 300000
- The bill targets members of the uniformed services who have spouses that need to relocate due to a permanent change of station.
- Approximately 1.3 million active duty members are in the US military, many of whom may experience permanent changes of station during their service.
- It is estimated that around 30% of military personnel relocate each year, equating to approximately 390,000 relocations annually.
- Not all relocations will involve spouses with professions that require relicensing, but a significant proportion will.
- Global rates of military members and configurations can vary, but US military typically represents one of the larger singular structured active forces.
Reasoning
- The policy targets military families whose spouses require relicensing when they relocate due to military reassignment. Since about 30% of service members relocate annually and many have spouses in licensed professions, this policy could significantly ease financial burdens on affected families, thus potentially impacting their overall wellbeing.
- The policy directly addresses financial hardships for military families, likely leading to moderated living stress and enhancing economic stability and spouse career continuity. However, since not all relocations involve licensing professions, many in these scenarios won't be affected or will have only limited effects.
- Given the budgetary constraints and the size of the potential beneficiary group, the policy can impact around 117,000 families in its first year, leading to significant improvements in their financial situations and overall wellbeing.
Simulated Interviews
Teacher (Fort Bragg, NC)
Age: 34 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 4.0 years
Commonness: 12/20
Statement of Opinion:
- The frequent relocations make maintaining my teaching license costly and challenging.
- This policy would relieve us of some financial stress and help me continue my teaching career smoothly.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 6 |
| Year 2 | 8 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 4 |
| Year 10 | 6 | 4 |
| Year 20 | 5 | 3 |
Clinical Psychologist (San Diego, CA)
Age: 40 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- Relicensing each time we relocate is burdensome and costly.
- The policy would greatly ease the transition each time we are reassigned.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 6 | 4 |
| Year 10 | 5 | 4 |
| Year 20 | 5 | 4 |
Registered Nurse (Killeen, TX)
Age: 29 | Gender: other
Wellbeing Before Policy: 4
Duration of Impact: 6.0 years
Commonness: 9/20
Statement of Opinion:
- The policy would allow me to maintain my career more cost-effectively.
- Currently, I worry about affording relocations and maintaining licensure.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 4 |
| Year 2 | 7 | 4 |
| Year 3 | 6 | 4 |
| Year 5 | 6 | 3 |
| Year 10 | 5 | 3 |
| Year 20 | 4 | 2 |
Attorney (Honolulu, HI)
Age: 50 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 8/20
Statement of Opinion:
- Frequent moves challenge maintaining legal practice across states.
- The policy would help alleviate financial and procedural challenges.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 5 | 4 |
| Year 20 | 4 | 3 |
Independent Consultant (Jacksonville, FL)
Age: 37 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 2.0 years
Commonness: 7/20
Statement of Opinion:
- Would provide much-needed financial relief during relocations.
- Frequent licensing costs deter continuity and career growth.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Real Estate Agent (Virginia Beach, VA)
Age: 60 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 0.0 years
Commonness: 4/20
Statement of Opinion:
- As a retired but returning active duty spouse, this may not affect us now.
- Real estate work is localized, so the policy has limited personal impact.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 6 | 7 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Social Worker (Colorado Springs, CO)
Age: 45 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 11/20
Statement of Opinion:
- The policy would help ease the licensing renewal burden.
- Finding employment post-relocation would be less stressful.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 5 |
| Year 5 | 6 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 4 |
Freelance Graphic Designer (Seattle, WA)
Age: 28 | Gender: male
Wellbeing Before Policy: 4
Duration of Impact: 0.0 years
Commonness: 6/20
Statement of Opinion:
- The policy offers no direct benefits to my professional needs.
- Would rather see broader support for military families, not just licensure.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 4 | 4 |
| Year 2 | 4 | 4 |
| Year 3 | 4 | 4 |
| Year 5 | 4 | 4 |
| Year 10 | 3 | 3 |
| Year 20 | 3 | 3 |
Veterinarian (Anchorage, AK)
Age: 32 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 7.0 years
Commonness: 10/20
Statement of Opinion:
- The reimbursement policy will greatly reduce our relocation expenses.
- It would also provide support for continuous professional development.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 5 |
| Year 2 | 8 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 4 |
| Year 10 | 6 | 4 |
| Year 20 | 5 | 4 |
Financial Advisor (Great Lakes, IL)
Age: 55 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 1.0 years
Commonness: 5/20
Statement of Opinion:
- This is a step in the right direction for spouse career support.
- Although licensing is not as burdensome in finances, motivation to aid spouses is appreciated.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 5 | 6 |
| Year 5 | 5 | 6 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Cost Estimates
Year 1: $117000000 (Low: $105300000, High: $140400000)
Year 2: $117000000 (Low: $105300000, High: $140400000)
Year 3: $117000000 (Low: $105300000, High: $140400000)
Year 5: $117000000 (Low: $105300000, High: $140400000)
Year 10: $117000000 (Low: $105300000, High: $140400000)
Year 100: $117000000 (Low: $105300000, High: $140400000)
Key Considerations
- The program supports military spouses in maintaining their professional careers despite relocations, which is crucial for financial stability in military families.
- The bill is expected to have broad support from military family advocacy groups and could improve retention within the military.
- Data accuracy on military spouse employment and professional licensing needs can impact the precision of cost estimates.