FEA Transfer Survey Results
The results of FEA's recent survey about the DoDEA Transfer Program show the importance employees place upon transfer opportunities and the concerns they have about some possible changes to the program being weighed by DoDEA.
Over 1700 people responded to FEA's transfer survey. The full results can be viewed in PDF format via the FEA Web site.
Some notable conclusions from the survey are listed below.
The complete survey results have been shared with DoDEA and FEA will use the feedback received via this survey to press management to improve the Transfer Program, rather than continue to degrade it by limiting opportunities for employees to periodically relocate, especially from hardship locations.
FEA will also be encouraging our members to write directly to DoDEA Headquarters, expressing your concerns and priorities in regards to the Transfer Program, based upon the feedback gathered in our survey. Be on the lookout later this week for information on that effort.
The survey proved beyond a doubt that meaningful transfer opportunities are highly important to DoDEA employees:
I consider transfer opportunities to be important/valuable to me as a DoDEA employee.
Employees do not want to see the frequency of the Transfer Program reduced:
The Transfer Program should be run every two years instead of being run annually.
While the majority of respondents disagreed with the idea of principal input into transfer assignments, the idea was not completely dismissed by respondents:
Principals should be given a say about who can or cannot transfer into their schools.
However, respondents did overwhelmingly express concern about bias being introduced into the process if principals are given more input:
Having principals interview/approve prospective transferees is likely to lead to favoritism/cronyism.
Current employees OVERWHELMINGLY feel that all vacancies should be made available to them first, before a CONUS hire is considered for any post:
Current employees should have the right to transfer to current vacancies before new employees are hired to fill those vacancies.
Similarly, respondents STRONGLY feel that principals must be compelled to report vacancies quickly, rather than hold them until after the Transfer Program has concluded:
Principals should be required to report all known vacancies in a timely manner.
The respondents also believe vacancy listings should have limits on the number of certifications asked for:
It is reasonable to require more than three certifications for any single transfer vacancy.
In a sharp contrast to claims by DoDEA, nearly three quarters of respondents agreed/strongly agreed that transfer opportunities were promoted to them as part of their hiring process:
When I was hired into the system, the opportunity to periodically transfer to new locations was implied or promised to me by DoDEA representatives.
Finally, respondents weighed factors such as difficulty of location, total time as a DoDEA employee and amount of time at a current assignment as being much more important than applicant interviews or performance appraisals when judging transfer applications:
Rank the following in order of the importance that should be placed upon them when considering a transfer application. (the higher the number, on a scale of 1-7, the more importance assigned to that option)
Overall, results of FEA's Transfer Program survey validated that employees want more and better transfer opportunities, which they see as something management promised to them as a benefit of employment. They also want improvements made in how principals report existing vacancies and classify new vacancies.
To view the results of all questions asked on the survey, visit FEA's Web site.