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Excess Placement Procedure Released

posted January 17, 2019

DoDEA has now issued its procedures for placement of excessed employees. Those procedures can be found here.

FEA advocated strongly for wider consideration and placement options for excessed employees, but management made it clear throughout development of the procedures that its priority was to save money. As a result, the excessed procedures put an emphasis on placement within an individual's current district.

Employees to be excessed are expected to be identified by building principals by the middle of next week. The actual placement of excessed employees is not scheduled to get underway until sometime in March.

DoDEA's decision to cut staffing in middle and high schools by raising the PTR in those schools, along with its decision to eliminate the FLES program from elementary schools, created a much higher than normal volume of excess positions this year, thus unnecessarily complicating the process further.

Anyone who is declared excess this year and who applies for and qualifies for VERA/VSIP is guaranteed to receive a VERA/VSIP offer, according to management.

Excessed employees who do not apply for VSIP/VERA and who wish to be placed in another position will be able to list preferences for teaching category and geographic location, but all excessed employees will be considered first for placement within their current district. Employees not wishing to remain in their current district will only be considered after all excessed employees who do want to remain in that same district and they will be considered in reverse order of their Service Comp Date. Doing so will give those excessed employees with higher SCDs a better chance of being placed outside of their current district, if that is their preference.

NTE slots that are not eligible for conversion to permanent status will be used for placement of excessed employees who qualify for those posts.

Excessed employees will be considered using the following order:

  • Placement within their current district (including any NTE slots not eligible for conversion)

  • Placement within their current area (also including NTE slots not eligible for conversion)

  • Placement worldwide


If a position matching an employee's category preferences is not available at a given level then any positions for which an employee is certified will be considered at that level.

After worldwide placements are exhausted, DoDEA will seek to match remaining excessed employees to VERA/VSIP applicants whose positions are a match to the excessed employee's qualifications.

Finally, NTE positions worldwide not eligible for conversion will be considered for placement of remaining excessed educators.

FEA was able to convince DoDEA to allow limited reconsideration for excessed individuals who are placed in a teaching category that was not included on their application. Such individuals will only be reconsidered for placement within their current district and for any category included on their application.

Also, anyone placed outside of their current district who wishes to remain in that current district will be allowed to ask for reconsideration for any opening for which you qualify.

The exception will be anyone placed in a position that was created by another employee accepting a VERA/VSIP offer. DoDEA will not allow individuals placed in such positions to ask for reconsideration.

The deadline to apply for VERA/VSIP is February 1. You can find DoDEA's memos on VERA/VSIP and application forms here.

Anyone thinking about volunteering to be excessed in hopes of being placed in a new location is advised to NOT think of this as an alternative to the normal DODDS transfer program. Vacancies will be limited and, because of management's priority to save money through local placements, you will most likely be placed within your current district, possibly for teaching categories that you did not include on your application.

While DoDEA's timeline does include potential RIF procedures, we are cautiously optimistic that excessed educators can all be accommodated by the use of VSIP/VERA as well as current vacancies and positions occupied by unconverted NTE's as well as emergency certifications. Since a large portion of the excesses are due to changes in DoDEA policy (as opposed to decreases in student population or budget cuts) FEA will use every means possible to ensure management places excessed employees rather than implementing any type of RIF in our overseas schools.

FEA believes that the most important employees in a school system are those who work with students. By cutting staffing at the school level while retaining countless above school level positions and spending millions on poor training and curriculum, DoDEA is shortchanging our schools and our students. From the announcement of the elimination of the FLES program, to the cuts in secondary school staffing, to the limitation of options for excessed educators, it is clear that DoDEA's priorities are sadly misplaced.

FEA will continue to provide information on the excessing and VERA/VSIP programs as new details and information emerge.