Each agency can develop recognition programs that meet its needs. S.C. Code Sections 8-1-180 and 8-11-190 allow state agencies and institutions to spend public funds on employee recognition. There is a $50 limit on the amount that can be spent on each employee per award. The Annual Appropriation Act provides authority to fund employee award programs.

Retaining valued employees is essential for an agency to achieve its mission. Failing to properly address employee turnover can lead to:

• Direct and indirect costs associated with turnover.
• Loss of organizational knowledge.
• Disruption of customer services.
• Loss of time spent training new staff.

To increase employee retention, organizations must first determine why employees are leaving. One tool to determine this is a stay survey (.pdf). 

Recruiting and retaining top talent is critical to accomplish the mission of all state agencies. To assist state government human resources professionals with talent management the Division of State Human Resources (DSHR) provides various tools and resources related to recruitment, employee retention, employee reward and recognition programs, effective onboarding, internship programs, executive search services and workforce planning.

Notice upon Resignation

• Generally, upon resignation, an employee should give a minimum of two weeks-notice to the agency.
• An offer of resignation is not complete until accepted by the agency. Notification of resignation should be accepted by the agency in the same manner as provided, whether written or oral. An oral acceptance of a resignation should be generally confirmed in writing.
• Once an employee's resignation is accepted, it may not be withdrawn, canceled, or amended without the consent of the agency head or his designee.

SCEIS Resources

• Quick Reference Cards (QRCs)
• uPerforms
• Business Warehouse Reporting Publications

SCEIS Forms

• Movement Between Agencies/Rehire (.doc)

The schedule for reporting information required by legislation can be found here (.pdf). The schedule includes the requested information, the source of the requirement, the method to provide the information and the date the reports are due. Some instances require submission of a specific form.

The forms below are required for all agencies, including institutions of higher learning.

Model Policies

The following model policies are available from the Division of State Human Resources.

South Carolina Code of Laws

The South Carolina Code of Laws can be accessed at the South Carolina Legislature website.

Freedom of Information Act

The Freedom of Information Act (.pdf) addresses the availability of public records and the accessibility to public meetings of public bodies. 

Reduction in Force

An agency can implement a Reduction in Force (RIF) for one or more of the following reasons: reorganization, work shortage, loss of funding or outsourcing/privatization. Information to assist agencies in the creation and implementation of a RIF plan can be found here (.pdf). The RIF Communication Guide (.pdf) provides guidance on developing a communication plan related to a RIF.

Our mission at the Division of State Human Resources is to partner with our agency customers to ensure excellence in human resources and to improve agency performance. To assist state government human resources professionals, DSHR strives to provide useful resources and materials to increase effectiveness and efficiency.