SOUTH CAROLINA BUDGET

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SOUTH CAROLINA BUDGET CONTROL BOARDOffice of
Human Resources
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• Employee Orientation
• Click the next button to proceed

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• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

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WELCOME TO SOUTH CAROLINA STATE GOVERNMENT!

• We are excited to have you as a member of our
  team. We pride ourselves in providing the
  highest quality service for the citizens of South
  Carolina. Your contribution to serving the
  citizens of South Carolina is vital to the
  success of our State.

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• Click the Next Button to proceed

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NAVIGATING THE ORIENTATION SESSIONS

• Back Button - takes you to the previous slide.

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• Next Button - takes you to the next slide.

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• Stop Button - ends the orientation session.

• Main Menu Button - allows you to select any of
  the sections of the orientation.

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INTRODUCTION

• The orientation gives you basic information
  regarding employment with state government and
  provides you with some resources to make your
  transition as smooth as possible. Your
  orientation program contains general information
  about your benefits, compensation, career, and
  retirement. This information will provide you
  with an introduction to these topics and
  hopefully serve as a resource for you in the
  future. If you have any questions as you go
  through the orientation, please make a note of
  these and talk with your supervisor or your
  agency human resources office.

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INTRODUCTION

• Again, we are delighted to have you as a part of
  the team at South Carolina State Government. We
  hope that your career with South Carolina State
  Government is a rewarding and fulfilling
  experience.

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EMPLOYEE ORIENTATION INTRODUCTION

• This concludes the Employee Orientation
  Introduction section. Click the Main Menu
  Button to select another section.

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MAIN MENU
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• Introduction to Employee Orientation
• Introduction to South Carolina State Government
  Employment
• New Employee Toolkit
• Your Career
• Your Benefits
• Your Compensation
• Your Retirement
• Click on the section that you want or click the
  Back Button to return to the last slide.

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SOUTH CAROLINA BUDGET CONTROL BOARD
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• INTRODUCTION TO SOUTH CAROLINA STATE GOVERNMENT

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

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INTRODUCTION

• In this section you will learn about
• Key facts about South Carolina State Government
  employment
• Careers in South Carolina Government
• Key information such as links to state agencies
  and state ethics policies.
• Using Malcolm Baldrige to improve State Government

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FACTS ABOUT SC GOVERNMENT EMPLOYMENT

• Largest Employer in South Carolina
• Total Number of Jobs 73,400
• General Diversity of Workforce
• Average Age 44 years old
• Average State Service 11 years
• Average Education Level high school and 2 years
  of higher education
• Data as of 6/30/2002

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FACTS ABOUT SC GOVERNMENT EMPLOYMENT

• Largest agencies in South Carolina by FTEs
  (full-time equivalent positions)
• Corrections 5,882.75
• Department of Mental Health 5,217.25
• Department of Transportation 4,951.38
• University of South Carolina 4,876.35
• Department of Health 4,751.70
  Environmental Control
• Department of Social Services 4,189.54
• Technical Colleges 3,786.16
• Clemson University 3,599.59
• Department of Disabilities 2,651.30 Special
  Needs
• Department of Public Safety 2,622.86 (Data
  as of 6/30/2002)

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FACTS ABOUT SC GOVERNMENT EMPLOYMENT

• Breakdown of State Government by Function
• Education 34.34
• Health 21.94
• Correctional Dept. of Public Safety 17.16
• Social 7.28
• Transportation 7.85
• Regulatory 4.11
• Public Safety 4.16
• Conservation 3.41
• Executive 3.92
• Commerce .22 (da
  ta as of 6/30/2002)

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CAREERS IN SOUTHCAROLINA

• South Carolina has more than 70 state agencies
  and state-affiliated organizations, including our
  technological colleges and universities. We
  offer exciting careers in fields ranging from
  accounting to tourism.

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HELPFUL RESOURCES

• State Government to learn more about South
  Carolina State Government visit the link below
• www.myscgov.com
• Link to state agencies - to learn more about your
  state agency visit the link below.
• www.state.sc.us/stateage.html
• State ethics - to learn more about state ethics
  policies visit the link below.
• www.state.sc.us/ethics/index.htm

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WHAT IS MALCOLM BALDRIGE?

• Thousands of organizations, both large and
  small, use the Baldrige criteria as a guideline
  for improvement. Most of these organizations
  have little or no interest in applying for, or
  winning, the Baldrige Award their objective is
  to achieve a better run organization, not a
  trophy. This suggests that most organizations
  use the criteria to improve performance rather
  than to win an award.
  Mark Graham Brown (2001)

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MALCOLM BALDRIGE CORE VALUES

• Visionary Leadership
• Customer-Driven Excellence
• Organizational and Personal Learning
• Valuing Employees and Partners
• Agility
• Focus on the Future
• Managing for Innovation
• Management by Fact
• Public Responsibility and Citizenship
• Focus on Results and Creating Value
• Systems Perspective

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HOW DOES SC GOVERNMENT USE MALCOLM BALDRIGE?

• Provides a roadmap for success with the
  accountability report process
• Common language for cabinet and other agencies to
  use in performance improvement efforts
• Creates an assessment instrument for all
• organizations

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CONCLUSION

• In this section you should have learned about
• Key facts about South Carolina State Government
  employment
• Careers in South Carolina Government
• Key information such as links to state agencies
  and state ethics policies.
• Helpful resources
• Using Malcolm Baldrige to improve State
  Government
• Click the Main Menu Button to select another
  section..

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SOUTH CAROLINA BUDGET CONTROL BOARD
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• NEW EMPLOYEE TOOLKIT

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

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NEW EMPLOYEE TOOLKIT
We know it can be difficult to begin a new job.
New employees have to cope with a new
environment, new co-workers, and reporting to a
new manager. We want to help you make this
transition as smooth as possible.
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NEW EMPLOYEE TOOLKIT

• In an effort to help you with the transition, we
  have developed a new employee toolkit which
  includes resources for getting started along with
  key tips for starting a new job and managing your
  career. In this Section, you will learn about
• Tips for starting a new job
• Helpful resources
• Tips for managing your career

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TIPS FOR STARTING A NEW JOB

• Keep a positive attitude and be open minded.
• Get to know your co-workers and your supervisor
  and learn about their interests.
• Review your position description to help you
  understand your responsibilities. Ask your
  supervisor for clarification, if necessary.
• Dont be afraid to ask questions because you
  dont know. Its better to ask questions and get
  things right the first time.

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TIPS FOR STARTINGA NEW JOB

• Dont try to make changes before you understand
  how the work is currently done.
• Go the extra mile. Look for opportunities for
  more responsibilities and challenges.
• Complete assignments on a timely basis.
• Use mistakes as an opportunity to learn.

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HELPFUL RESOURCES

• Below is a link to state agency websites. Here
  you can learn more about your agency.
• www.state.sc.us/stateage.html
• Below is a link to the state phone directory.
  Here you can find other employees phone numbers
  along with other key numbers.
• http//www.state.sc.us/phone/
• Below is a link to the State Human Resources
  Regulations.
• http//www.state.sc.us/ohr/hrregulations/hrregulat
  ions.htm

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MANAGING YOUR CAREER

• Conduct a self-assessment
• What are your current strengths
• What are your current opportunities for
  improvement
• Look for learning opportunities
• Work on areas for growth in current position
• Work on developing opportunities for improvement
• Identify additional skills that are needed for
  advancement
• Take advantage of training that is offered within
  and outside the organization

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MANAGING YOUR CAREER

• Network
• Stay up-to-date with what is happening in your
  area of expertise within your organization
• Get to know those who are most knowledgeable in
  your area and learn from them
• Join professional organizations in your area of
  expertise or in the area to which you want to
  advance

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CONCLUSION

• In this section you should have learned about
• Tips for starting a new job
• Helpful resources
• Tips for managing your careerClick the Main
  Menu Button to select another section.

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SOUTH CAROLINA BUDGET CONTROL BOARD
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• YOUR CAREER

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

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YOUR CAREER

• State Government values you as an employee. In
  an effort to develop and retain you, the State
  provides tools to assist you in your career. In
  this Section, you will learn
• How your work performance will be evaluated
• What training is available to develop skills to
  enhance your career and
• What State Government has to offer in various
  occupational careers and possible career paths
  available in your agency.

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EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS)
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EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS)

• In an effort to help employees grow
  professionally, the State uses the Employee
  Performance Management System (EPMS) to provide
  employees with feedback on their work
  performance.
• All employees are given an annual performance
  appraisal that becomes a permanent part of the
  employee's official personnel file.

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PROBATIONARY PERIOD

• Each new employee in probationary status is rated
  prior to the completion of a twelve-month
  probationary period for non-instructional
  personnel. Instructional personnel (except
  faculty at state technical colleges) are rated on
  an academic year duration or not more than two
  full academic years duration.
• If the new employee is not performing
  satisfactorily during the probationary period,
  the employee may be terminated before becoming a
  permanent State employee.

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THREE COMPONENTS OF EPMS
Planning Stage
Evaluation Stage
On-Going Communication
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PLANNING STAGE

• Employees will receive a planning stage EPMS at
  the beginning of each rating period for their
  annual performance appraisal that will outline
  the supervisor's expectations of an employee for
  the rating period.

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ONGOING COMMUNICATION

• A supervisor (rater) should continue to provide
  performance feedback to employees throughout the
  review period.
• Feedback may include mid-year reviews and
  informal discussions or conferences.
• On-going communication allows you to discuss your
  performance with your supervisor and plan your
  career growth.

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EVALUATION STAGE

• The performance appraisal is created by the
  employee's supervisor (rater), who has direct
  experience or knowledge of the work being
  performed.
• The performance appraisal is then reviewed by the
  next higher level supervisor (reviewer) before
  being discussed with the employee.
• When an employee's job responsibilities change
  significantly, the performance appraisal should
  be revised to reflect that change.

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EPMS

• What are the three components of an
• EPMS?

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job function, objectives, and performance
characteristics
probationary, permanent, and retirement
planning, on-going communication, and
evaluation
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The correct answer is planning stage, on-going
communication stage, and evaluation stage.
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PEFORMANCE APPRAISAL

• The performance appraisal includes
• Job functions
• Includes job duties and success criteria or
  performance expectations which is based on the
  position description
• Objectives
• May be optional or based on special,
  non-recurring project or assignment and
• Performance characteristics
• Are important to the success in performing the
  job functions and objectives.

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FOUR LEVELS OF PERFORMANCE

• Unless the agency provides otherwise, four
  performance levels are used to rate each job
  function and objective, as well as rate overall
  performance.
• Substantially exceeds performance requirements
• work that is characterized by exemplary
  accomplishments throughout the rating period
  performance that is considerably and consistently
  above the performance expectations of the job
  duties.
• Exceeds performance requirements
• work that is above the performance expectations
  of the job duties throughout the rating period.
• Meets performance requirements
• work that meets the performance expectations of
  the job duties.
• Below performance requirements
• work that fails to meet the performance
  expectations of the job duties.
• Some agencies may use more or fewer levels of
  performance. Check with your agencys human
  resources office.

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PERFORMANCE CHARACTERISTICS

• Performance characteristics are those
  characteristics that are important to the success
  in performing the job functions and objectives.
• Performance characteristics are given a rating of
  acceptable (meets requirements) or unacceptable
  (fails to meet requirements) and are generally
  not weighted in the determination of the overall
  performance rating. Check with your agencys
  human resources office to see if performance
  characteristics are weighted.

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END OF PROBATIONARY PERIOD

• Once a new employee has completed the
  probationary period and has a "meets" or higher
  overall performance requirement rating on his
  performance appraisal, the employee has grievance
  rights under the State Employee Grievance
  Procedure Act and is considered a covered
  employee.

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EPMS

• A new non-instructional employee is required to
  complete a 12-month probationary period.

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True
False
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The correct answer is true.
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TRAINING
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TRAINING

• A variety of courses are offered through your
  agency. Contact your agency's human resources
  office for a list of courses.
• The State offers many training programs for
  career development and professional growth for a
  variety of occupational State jobs.

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COURSES

• Some of the courses that are offered through the
  Office of Human Resources are
• Dealing Effectively with Conflict
• Facilitation Skills
• Presentation Skills
• What Matters Most
• Coaching
• Supervisory Practices
• For specialized courses, please contact the
  Office of Human Resources.

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CERTIFICATION PROGRAMS

• The Office of Human Resources offers the
  following three certification programs for State
  employees. For more information on certification
  programs click the following link
  http//www.state.sc.us/ohr/training/pcp_overview.h
  tm
• Public Professional Development (PPD)
• http//www.state.sc.us/ohr/training/ppd_certific
  ate.htm
• Associate Public Manager (APM)
• http//www.state.sc.us/ohr/training/apm_certific
  ate.htm
• Certified Public Manager (CPM)
• http//www.state.sc.us/ohr/cpm/cpm_main.htm

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ADDITIONAL TRAINING INFORMATION

• For more information on courses offered by the
  Office of Human Resources, check OHRs web site
  at
• http//www.state.sc.us/ohr/training/training.htm
• You may also contact your agencys human
  resources office for information on other
  training and development opportunities in your
  agency.

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TUITION ASSISTANCE

• In addition to the training provided by the
  State, employees may also enroll in institutions
  of higher learning such as universities or
  technical colleges.
• The agency may provide tuition assistance for
  employees who want to further their education.
• Contact your agencys human resources office for
  more information.

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CAREER OPPORTUNITIES
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OCCUPATIONAL CATEGORIES

• The State of South Carolina has over 70 State
  agencies and State-affiliated organizations,
  including higher education institutions, that
  offer many job opportunities in a variety of
  fields.
• The State has over 500 job classes in the
  States classification system which fit into the
  9 occupational categories on the next page.

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Administration - includes administrative, postal,
supply, property and procurement, fiscal, legal,
human resources, administrative/program
management, executive assistance, and information
technology.
Information Services - includes communication,
research and statistical services, public
information, printing, grants administration,
media and graphic resources, and records
management.
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Education - includes academic administration,
education/instruction, alumni/development,
library services, arts, history and museum
services, and public broadcasting.
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Health Services - includes nursing, professional
and therapist services, personal care and support
services, and laboratory services.
Human Services - includes human services, social
work, and pastoral services.
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Technical Services - includes geographic and
mapping, planning services, administrative
planning services, and engineering.
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Law Enforcement and Regulatory Services -
includes investigative and support services,
health and safety regulations, law enforcement
and public safety, security services, and
emergency preparedness.
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Trade Services - includes building, grounds and
laundry, food services, trades services, and
transport.
Agriculture and Natural Resources - includes
agriculture/animal services, recreation and
tourism, earth sciences, forestry, natural
resources.

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STATE JOB CLASSES

• For additional information on State job classes,
  log on to the Office of Human Resources web site
  at
• http//www.state.sc.us/ohr/codes.html

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CAREER PATHS

• Some agencies offer career paths to assist you
  in your career growth. Check with your agencys
  human resources office for the availability of
  career paths within your agency.

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CONCLUSION

• In this Section, you learned
• How your work performance will be evaluated
• What training is available to develop skills to
  enhance your career and
• What State Government has to offer in various
  occupational areas and possible career paths
  available in your agency.
• Click the Main Menu Button to select another
  section.

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SOUTH CAROLINA BUDGET CONTROL BOARD
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• EMPLOYEE BENEFITS

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

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EMPLOYEE BENEFITS

• We want to provide you with a group of benefits
  that you will find attractive and competitive.
  To accomplish this, we have developed a
  competitive benefits package. In this section
  you will learn
• What types of health insurance options are
  available for you and your family
• What types of additional insurance benefits the
  State provides
• How much annual and sick leave you will earn
  during the year and
• What holidays the State observes.

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HEALTH INSURANCE

• Health insurance benefits are important to all
  employees and state employees have some of the
  best benefits being offered by any employer in
  the State.
• You are eligible to enroll in the states
  insurance programs within 31 days of the date you
  are hired or within 31 days of a special
  eligibility situation (marriage, birth of a
  child, etc.).
• The health plans offered are The State Health
  Plan (SHO) (preferred provider), traditional
  Health Maintenance Organizations (HMO) plans, and
  HMO with Point of Service (POS) options.
• The SHP is offered statewide however, HMOs are
  offered in specified service areas.

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HEALTH INSURANCE

• The SHP has two plan choices
• Economy Plan
• Standard Plan
• The plans differ in percentage of your medical
  expenses that are paid after you have met your
  deductible, the amount of deductible required,
  and the cost of premiums.
• The HMOs and HMOs with POS options are
• Companion HMO
• Companion Choices
• CIGNA HMO
• CIGNA POS
• MUSC Options

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OTHER STATE HEALTH PLAN (SHP) BENEFITS

• SHP also has
• Prescription Drug Program
• Simply show your SHP ID card when you purchase
  prescriptions from a participating pharmacy and
  pay a copayment for a 31-day or less supply.
• The State Health Plan Prevention Partners
• Offers preventative health screenings that are
  held at your worksite.

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HEALTH INSURANCE BENEFITS

• How many plan options are available under the
  State Health Plan (SHP)?

2
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5
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3
none
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The correct answer is 2.
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ADDITIONAL BENEFITS

• The State also offers the following insurance
  benefits
• Dental Insurance
• Life Insurance
• Long-term Care Insurance
• Disability Insurance
• Vision Care Program
• MoneyPlu

Click on each topic to find out more information
on each additional benefit.
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ADDITIONAL BENEFITS
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• Workers Compensation
• Workers Compensation was created to benefit you
  if you are injured or suffer an illness arising
  out of and in the course of your employment.
• The benefits of Workers Compensation include
  medical expenses and in case of disability,
  protection against total loss of income.
• To find out more information about the other
  benefits available to state employees, visit the
  Employee Insurance Program website at
  www.eip.state.sc.us.

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LIFE INSURANCE BENEFITS
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• The State offers three types of life insurance.
  They are

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Basic, Dependent, and Pet
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Basic, Optional, and Dependent
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None of the above
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The correct answer is Basic, Optional, and
Dependent Life Insurance.
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LEAVE

• Annual Leave
• Full-time state employees who work 37.5 hours per
  week earn the following amount of annual leave
• 9.375 hours of leave equals 1.25 days of annual
  leave per month which equals 15 days per year.
• After 10 years of service with the State, you
  will begin to earn annual leave at a higher rate
  which increases annually for each year of
  service.
• Note Part-time employees accrue leave on a
  pro-rata basis.

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LEAVE
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• Annual Leave
• Full-time state employees who work 40 hours per
  week earn the following amount of annual leave
• 10.00 hours of leave equals 1.25 days of annual
  leave per month which equals 15 days per year.
• After 10 years of service with the State, you
  will begin to earn annual leave at a higher rate
  which increases annually for each year of
  service.
• Note Part-time employees accrue leave on a
  pro-rata basis.

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LEAVE

• Sick Leave
• Full-time state employees who work 37.5 hours per
  week earn the following amount of sick leave
• 9.375 hours of leave equals 1.25 days of sick
  leave per month which equals 15 days per
  year.
• Note Part-time employees accrue leave on a
  pro-rata basis.

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LEAVE

• Sick Leave
• Full-time state employees who work 40.0 hours per
  week earn the following amount of sick leave
• 10.00 hours of leave equals 1.25 days of sick
  leave per month which equals 15 days per
  year.
• Note Part-time employees accrue leave on a
  pro-rata basis.

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HOLIDAYS

• The following holidays are granted by the General
  Assembly
• New Years Day January 1
• Martin Luther King, Jr. Birthday Third Monday in
  January
• George Washingtons Birthday Third Monday in
  February
• Confederate Memorial Day May 10
• Memorial Day Last Monday in May
• Independence Day July 4
• Labor Day First Monday in September
• Veterans Day November 11
• Thanksgiving Day Fourth Thursday in November
• Day after Thanksgiving
• Christmas Eve December 24
• Christmas Day December 25
• Day after Christmas December 26
• The Governor may declare Christmas Eve as a
  holiday by issuing an Executive Order which is
  authorized by State law.
• If a holiday falls on a Saturday, it will
  generally be observed on Friday. If a holiday
  falls on Sunday, it will generally be observed on
  Monday.

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CALCULATING YOUR BENEFITS

• Would you like to know the value of your fringe
  benefits?
• Just click on
• www.state.sc.us/ohr/benefits/calculate.htm
• and insert your salary in the highlighted portion
  of the document.
• Note The document is a Microsoft Excel
  spreadsheet.

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CONCLUSION

• In this section you should have learned
• What types of health insurance options are
  available for you and your family
• What types of additional insurance benefits the
  State provides
• How much annual and sick leave you will earn
  during the year and
• What holidays does the state observe.
• Click the Main Menu Button to select another
  section.

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DENTAL INSURANCE
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• Eligible employees who choose to enroll are
  provided dental insurance at no cost.
• Employees may also cover their dependents for a
  minimal monthly premium.
• Dental Plus Supplement Insurance
• Eligible employees may also choose to enroll in a
  supplemental dental program that provides a
  higher level of coverage for dental services
  covered under the State Dental Plan.
• Click the Back Button to return to the list of
  Additional Benefits.

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76
LIFE INSURANCE

• The State offers several types of life insurance
  to employees.
• Those types are as follows
• Basic Life Insurance
• Employees enrolled in the SHP or an HMO
  automatically have 3,000 of life insurance.
  This insurance is provided at no cost to the
  employee.
• Optional Life Insurance
• Employees are allowed to purchase additional life
  insurance coverage for themselves. Levels of
  insurance range from 10,000 to 400,000 and the
  employee pays the premiums.
• Dependent Life Insurance
• Life insurance can also be purchased for an
  employees dependent spouse and dependent
  children. Premiums for Dependent Life spouse
  coverage are also based on the employees age
  just like Optional Life premiums. The benefit
  for dependent children is 10,000 and the premium
  is the same per month regardless of the number of
  children covered. The employee is also
  responsible for paying these premiums.
• Click the Back Button to return to the list of
  Additional Benefits.

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77
LONG-TERM CARE INSURANCE
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• Long-Term Care Insurance is designed to help
  employees protect their financial resources from
  the expenses of long term care.
• Long-Term care refers to a wide range of personal
  care services for people of all ages who suffer a
  chronic disease or long-lasting disability.
• These services are provided in a nursing
  facility, an adult day-care center, or at home.
• Employees can purchase this insurance for
  themselves, their spouses, their parents, and
  their spouses parents.
• Click the Back Button to return to the list of
  Additional Benefits.

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DISABILITY INSURANCE
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• Basis Long Term Disability Insurance
• Employees enrolled in the SHP or an HMO
  automatically have Basic Long Term Disability
  insurance. This insurance is provided at no cost
  to the employee.
• Supplemental Long Term Disability Insurance
• This program is offered in addition to the
  state-provided disability insurance. This is an
  employee-pays-all program and the premiums are
  based on the employees age and choice of plan.
• Click the Back Button to return to the list of
  Additional Benefits.

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VISION CARE PROGRAM
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• Vision Care Program
• This program is not associated with any state
  health coverage and is available to all state
  employees and their dependents.
• Under this program, employees are offered
  discounted vision care services when they use
  participating ophthalmologists or optometrists.
• Click the Back Button to return to the list of
  Additional Benefits.

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MONEYPLU
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• MoneyPlu
• Along with the other benefits available, the
  State also offers this flexible benefits program.
  
• This program offers a unique way for employees to
  save money by using their pretax dollars to pay
  for state-offered insurance premiums and
  dependent day care expenses.
• Employees may also use the medical spending
  account which allows you to set aside money from
  your paycheck, before you pay taxes, to pay your
  and your familys unreimbursed medical and dental
  bills.
• Click the Back Button to return to the list of
  Additional Benefits.

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81
SOUTH CAROLINA BUDGET CONTROL BOARD
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• COMPENSATION

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

82
COMPENSATION

• We want to provide you with a competitive
  salary and reward you for your work
  accomplishments throughout your career. To
  accomplish this, we have developed a competitive
  compensation and classification program. In this
  Section, you will learn about
• South Carolinas compensation and classification
  system
• Types of pay increases

83
COMPENSATION CLASSIFICATION SYSTEM

• South Carolina State Government utilizes a
  broadbanding pay system that features simplified
  job classification and 10 broad pay ranges.
• Within the pay system, South Carolina State
  Government offers competitive hiring salaries as
  well as pay options for pay increases.
• In addition, several options may be offered for
  paying bonuses to employees. Check with your
  agencys human resources office.

84
TYPES OF PAY

• General salary increase
• Legislated increase provided by the General
  Assembly via the Appropriations Act which usually
  gives the same percentage increase to all
  classified employees.
• Merit increase
• A type of performance pay increase which may be
  prescribed by the General Assembly in the
  Appropriations Act.
• Performance increase
• A type of performance pay which is at the
  agencys discretion. The performance pay
  increase shall not cause the employee to exceed
  the maximum of the pay band.
• Additional skills or knowledge increase
• An in-band pay increase given to recognize the
  additional skills or knowledge gained by an
  employee which is directly related to the job.
  Check with your agency human resources office for
  their policy on additional skills or knowledge
  increases. Exceptions must be approved by OHR.

85
TYPES OF PAY

• Additional job duties or responsibilities
  increase
• An in-band increase given to recognize the
  additional duties or broader responsibilities
  assigned to an employee in his/her current
  position or another position within the same pay
  band. Check with your agency human resources
  office for their policy on additional job duties
  or responsibility increases. Exceptions must be
  approved by OHR.
• Transfer increase
• An in-band increase given to an employee who
  accepts a position within another agency in the
  same class or pay band as his current position.
  Check with your human resources office on their
  policy for transfer increases.
• Retention increase
• In-band increase given to retain an employee who
  has received a bona fide job offer from another
  employee, either within or outside of State
  government. Check with your agency human
  resources office for their policy for retention
  increases.
• Promotional increase
• An increase given to recognize an employees move
  from a position to another position with a higher
  salary range. Check with your agency human
  resources office for their policy on promotion
  increases. Exceptions must be approved by OHR.
• Some of these types of pay may not apply to your
  position depending on whether it is classified or
  unclassified. For more information, please check
  with your agencys human resources office.

86

CONCLUSION

• In this section you should have learned about
• States compensation and classification program.
• Types of pay increases available to employees.
  Click the Main Menu Button to select another
  section.

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87
SOUTH CAROLINA BUDGET CONTROL BOARD
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• RETIREMENT DEFERRED COMPENSATION

• The language used in this orientation does not
  create an employment contract between the
  employee and the State of South Carolina. The
  State of South Carolina reserves the right to
  revise the contents of this orientation, in whole
  or in part.

88
RETIREMENT

• We want you to have a rewarding career and
  retire from SC State Government. To encourage
  this, we provide a competitive retirement program
  and access to other investment options that allow
  you to save for retirement. In this Section, you
  will learn about
• Eligibility requirements for service retirement
  annuity
• Your contribution amount and the match from your
  employer
• Calculating a standard retirement annuity
• Eligibility requirements for disability
  retirement annuity
• Survivor benefits
• Advantages of the SC Deferred Compensation Program

89
ELIGIBILITY FOR RETIREMENT

• Minimum Service Requirement (SCRS
• PORS)
• Members enrolled on or after January 1, 2001,
• must have five years of earned service (paid
• employment as an employee during which
• regular contributions are paid to the Systems) to
• be eligible to receive a service or disability
• retirement annuity, or to qualify as a survivor
  for
• a monthly annuity after an in-service death.
  This
• requirement does not apply to disability
• retirement eligibility if the disability is the
  result of
• a job-related injury.

90
ELIGIBILITY FOR RETIREMENT

• South Carolina Retirement System (SCRS)
• Must have five years of earned service to qualify
  for service or disability retirement annuities,
  or in-service death benefits
• Must apply to receive a retirement annuity (may
  apply up to six months prior to anticipated date
  of retirement)
• Eligible for normal service retirement (unreduced
  annuity) with 28 years of service (five of which
  must be earned service) or at age 65 with at
  least five years of earned service.

91
ELIGIBILITY FOR RETIREMENT

• South Carolina Retirement System (SCRS)
• Eligible for early retirement (reduced annuity)
  at age 60 with at least five years of earned
  service or at age 55 with 25 years of service
  credit, five of which must be earned service.
  Will receive a permanently reduced annuity.
• For more information, visit the Retirement
  Systems Web site at www.scrs.state.sc.us. You
  may also contact Customer Service at
  1-800-868-9002, at 803-737-6800, or at
  cs_at_scrs.state.sc.us.

92
ELIGIBILITY FOR RETIREMENT

• Police Officer Retirement System (PORS)
• Must have five years of earned service to qualify
  for service or disability retirement annuities,
  or in-service death benefits
• Must apply to receive a retirement annuity (may
  apply up to six months prior to anticipated date
  of retirement)
• Eligible for retirement with 25 years of service
  credit, five years of which must be earned
  service, or at age 55 or older with at least five
  years of earned service
• For more information, visit the Retirement
  Systems Web site at www.scrs.state.sc.us. You
  may also contact Customer Services at
  1-800-868-9002, at 803-737-6800, or at
  cs_at_scrs.state.sc.us.

93
OPTIONAL RETIREMENT PLAN

• For more information on the Optional Retirement
  Plan click the link below
• http//www.scrs.state.sc.us/docs/pubs/StateORP07-0
  2.pdf
• You may also contact Customer Services at
  1-800-868-9002, at 803-737-6800, or at
  cs_at_scrs.state.sc.us.

94
Eligibility

• Is an employee who is 65 years of age (with five
  years of earned service) or has 28 years of
  service (five years of which must be earned
  service) eligible to receive an unreduced
  retirement annuity under SCRS?
• Click the correct answer to the right (blue
  button).

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True
?
False
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95
The correct answer is True.
96
CONTRIBUTION AND EMPLOYER MATCH

• SCRS employees contribute a tax-deferred 6
  percent of gross pay. PORS employees contribute
  a tax-deferred 6.5 percent of gross pay.
• If you are not retired, your account earns 6
  percent interest compounded annually on your
  balance as of the previous June 30th.
• State employers contribute 7.55 percent of gross
  salary for SCRS members and 10.30 percent of
  gross salary for PORS members

97
CONTRIBUTION AND EMPLOYER MATCH
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• Key Point
• If you leave employment with at least five years
  of earned service and do not return to work for
  an employer covered by the Retirement Systems,
  you may take a refund or leave your contributions
  in your retirement account and apply to receive a
  monthly annuity when you reach retirement age.
• If you take a refund, you will receive only your
  accumulated contributions plus interest.
  Employer contributions are not refunded.

98
CONTRIBUTION AND EMPLOYER MATCH

• How much does an SCRS member contribute to his
  or her retirement account?

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5
?
6
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6.5
7
99
The correct answer is 6.
100
CALCULATING YOURRETIREMENT ANNUITY

• Standard gross monthly retirement annuity is
  calculated using your 12 highest consecutive
  quarters of earnable compensation.
• Calculating your benefit
• Step 1 - Total your highest 12 consecutive
  quarters of earnable compensation from which
  retirement contributions have been deducted and
  divide by 3.
• Step 2 - Multiply the result of Step 1 by .0182
  (SCRS) or by .0214 (PORS).
• Step 3 - Multiply the result of Step 2 by your
  years of service.
• Step 4 - Divide the result of Step 3 by
  12.

101
CALCULATING YOURRETIREMENT BENEFIT

• To calculate your retirement annuity using the
  retirement calculator, go to the following link
  http/www.scrs.state.sc.us/estimate/index.html.
  You may also request a benefit estimate by
  contacting Customer Services at 1-800-868-9002,
  at 803-737-6800, or at cs_at_scrs.state.sc.us
• Key Point
• Service credit and/or contributions are subject
  to audit upon retirement.

102
CALCULATING YOUR RETIREMENT BENEFIT

• How is your standard retirement annuity
  calculated?

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Highest 12 consecutive Quarters
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Last 12 quarters
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Last 12 years
103
Your standard monthly retirement annuity is
calculated using your 12 highest consecutive
quarters of earnable compensation from which
retirement contributions have been deducted, a
multiplier established by state statute for the
system of which you are a member, and your years
of service less any reduction for early
retirement (SCRS) or selection of a
joint-survivor payment plan (SCRS or PORS).
104
DISABILITY BENEFIT

• Must have five years of earned service and the
  disability must be likely to be permanent
• Five year requirement waived if disability is the
  result of job-related injury
• Must apply while still on employers payroll
• After applying for disability retirement and if
  approved, the retiree will receive a monthly
  retirement disability annuity based on formula
  above, less any actuarial reduction with years of
  service projected to age 65 (SCRS) or age 55
  (PORS).

105
DISABILITY BENEFIT

• A lifetime disability annuity is not guaranteed.
  Disability annuitants are subject to continuing
  disability reviews by the Medical Board, which
  may subsequently discontinue your disability
  annuity if not re-approved at the end of the
  review period.

106
SURVIVOR BENEFIT

• Members beneficiary will receive full refund of
  contributions plus interest OR
• If an active member has 15 years of service
  credit (five of which must be earned service), or
  is age 60 (SCRS) or age 55 (PORS) with at least
  five years of earned service at the time of
  death, the members beneficiary may receive a
  monthly survivor annuity in lieu of the refund of
  contributions.

107
SURVIVOR BENEFIT

• Key Point - A members designated Group Life
  Insurance beneficiary may be entitled to receive
  a single-sum payment equal to the members
  current annual salary if the member had at least
  one year of service credit, and was covered and
  eligible at the time of death
• Key Point for more information about the PORS
  Accidental Death Program, click the following
  link http//www.scrs.state.sc.us/docs/plans/pors/i
  ndex.html

108
DEFERRED COMPENSATION
109
DEFERRED COMPENSATION

• The Program offers voluntary supplemental 401(k)
  and 457 retirement plans to which you may make
  tax-deferred contributions
• Can defer from a minimum of 2 of your gross pay
  or 1 per month, up to a maximum of 13,000 per
  year (for 2004)
• Can invest in
• Guaranteed short-term investments
• Stock funds
• Bond funds

110
DEFERRED COMPENSATION

• May borrow money tax-free from your account
  according to plan guidelines.
• When you retire or leave state government, you
  may leave your money in your account, or you may
  withdraw or roll over your account balance into
  another qualified plan.
• For more information about the SC Deferred
  Compensation Program, click on the following
  link http//scrs.csplans.com

111
CONCLUSION

• In this section you should have learned about
• Eligibility requirements for service retirement
  annuity
• Your contribution amount and the match from your
  employer
• Calculating a standard retirement annuity
• Eligibility requirements for disability
  retirement annuity
• Survivor benefits
• Advantages of the SC Deferred Compensation
  Program
• Click the Main Menu Button to select another
  section.

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