Embedded Files
Overview
Overview
The Manpower Branch of the Resource Management Division distributes manpower resources to the schools within the Pacific East District and documents all manpower authorizations. The program objectives are to forecast, justify, program, allocate, and manage staffing resources in a manner that effectively and economically supports the delivery of a high-quality education to DoDEA students.
DoDEA staffing formulas are regularly reviewed and compared with high performing Local Education Agencies (LEAs) in the United States. These standards are implemented each year by the Resource Management Division, Manpower Branch. In 1998, DoDEA made a commitment to support high-quality early education in first through third grade by adjusting the Pupil Teacher Ratio (PTR) to 18:1. We strive to ensure our funded pupil-to-teacher ratio is adhered to and maximize resources where needed, based on this commitment to education.
Manpower is DoDEA’s primary resource, with salaries and other manpower-related costs representing the major budget expenditure. Approximately 68% of the DoDEA’s budget is programmed for manpower; 88% of all staffing is located at the school level with direct student contact. School-level staffing is zero-based annually to determine staffing resources that are effective and economically supported by student enrollment. Student enrollment is based on military stationing and transformations. Manpower is structured to provide an optimum balance among mission needs, economy, efficiency of operations, and effective manpower utilization.
Connected Cognia Standards
Connected Cognia Standards
Impact Statement
Impact Statement
The Pacific East has positively impacted student achievement as evidence by:
Enrollment-based allocation of full-time equivalents (FTEs) and hours.
Innovative staffing practices
Timeline
Timeline
SY 2017-2018
SY 2017-2018
In 2018, DoDEA moved to co-locating the manpower staffing support position closest to our district leaders. This effort has been in place since 2018 after a Teacher Hiring Workgroup identified the need for a manpower manager in each district. Prior to this new manpower manager position, the workload was covered as an additional duty by superintendents, community superintendents, chiefs of staff, and various administrative assistants at the District Superintendent’s Office (DSO). As an additional duty, it did not always garner the attention it needed, resulting in staffing and hiring delays. The new manpower manager position is responsible for school roster faces-to-spaces updates, subsequent manpower full-time equivalence (FTE) realignments and Requests for Personnel Action (RPA) management workload. Realigning this workload from the DSO staff allows them to focus on education.
SY 2018-2019
SY 2018-2019
The Manpower Division updated the system used for managing manpower allocations, making it a more robust manpower management tool. Recommendations from manpower analysts allowed for enhancements that have increased the visibility of the Manpower Management Tool (MMT) employee roster and various staffing reports. Schools are now able to run reports that assist with employee placement and management directed reassignments. These enhancements have improved the manpower team’s overall performance. We are able to conduct in-depth analysis within the tool that provides ad-hoc reports and updates that impact an administrative decision on staffing.
SY 2019-2020
SY 2019-2020
Manpower analysts were key players in the decision to avoid a reduction in force (RIF) in specific districts. The Manpower analysts’ constant communication with stakeholders ensured that all parties were informed and had the most recent data available which directly impacted leadership’s decision to forgo a RIF.
Manpower analyst provided cyclical training for continuous improvement to new and seasonal administrators on DoDEA’s unique Manpower management tool. As a result of the training, administrators have a better understanding of the importance of manpower management. This training has made a positive, measurable impact in the Pacific East district. Participation in Manpower validations has increased from 75% to 100% and faces-to-spaces discrepancies have decreased from 100+ to 26.
SY 2020-2021
SY 2020-2021
During the 2020-2021 school year, the Manpower Branch was about to maintain resources during the pandemic. Manpower analysts developed an enrollment-based formula for equitably distributing educational aid hours. Using this new method, educational aid hours for school year 2021-2022 are more student-focused with a concentration in the elementary grades.
Impact Evidence at a Glance
Impact Evidence at a Glance
Supporting Documents
Supporting Documents
Procedures for Requests for Personnel Action - These procedural guidances provide guidance, expectations, and policies for personnel actions in DoDEA.
Below are the staffing standards used for the Pacific East District.
DoDEA Staffing Standards 2018-2019
DoDEA Staffing Standards 2019-2020
DoDEA Staffing Standards 2020-2021
DoDEA Staffing Standards 2021-2022
DoDEA Manpower website outlines manpower, staffing needs and staffing practices for DoDEA.
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