The South Carolina Department of Administration’s Division of State Human Resources (DSHR) recently announced several changes to the state Human Resources regulations, impacting key Clemson University practices.
Several updates to state regulations address staff performance management. Consequently, the University’s Staff Performance Management Policy (last updated in July 2024) will require revisions. The Office of Human Resources is working to update this policy and will provide additional details to impacted employees when the policy is finalized. In the interim, reference the information below and the state regulations, or contact your HR Service Manager.
State regulation changes that will impact the Staff Performance Management Policy are marked with an asterisk below.
Changes of Note
The following changes become effective September 1, 2024:
Removal of Six-Month Trial Status for Covered Staff Members*
Currently, full-time equivalent (FTE) staff members promoted, transferred, reassigned, reclassified or demoted to a position without permanent status must complete a six-month trial period. Upon successful completion of the trial period, the employee retains regular covered status.
Under the new state regulations, there will no longer be a six-month trial status. Covered employees will retain their permanent status when moving between FTE positions.
Employees currently in a trial status when the regulations take effect on September 1 must complete their trial status.
Renaming of Warning Notice of Substandard Performance to Performance Improvement Plan*
DSHR has renamed the “Warning Notice of Substandard Performance” to a “Performance Improvement Plan (PIP).”
Currently, Clemson uses PIPs as an informal tool to give an employee with performance deficiencies the opportunity to succeed. A Warning Notice of Substandard Performance is a more formal tool providing an opportunity for the covered staff member to improve performance before being removed from the position. The Warning Notice of Substandard Performance includes specific documentation and notice.
To comply with state regulations, Clemson will transition to the term “Coaching Plan” for the informal performance management tool and “performance improvement plan (PIP)” for the formal process.
Annual and Sick Leave Transfer for Employees Moving from TLP/TGP to FTE
Under the new state regulations, employees in time-limited (TLP) or temporary grant (TGP) positions transferring to FTE positions (either within Clemson or to/from another state agency) will transfer their earned leave hours. Previously, TLP or TGP employees transferring to FTE positions would receive an annual leave payout (for TLPs) or a grant personal leave payout (for TGPs) and restart the accrual process. Employees must transfer between positions within 15 calendar days (or be on approved leave) to transfer the leave.
This change does not impact state service time. Time spent in a TLP or TGP position does not count toward bonus leave accruals.
Individuals moving from FTE positions to TLP or TGP positions will not transfer leave balances. They will receive an annual leave payout and forfeit earned sick time.
New Approval Process for Internal Dual Employment
DSHR must now review and approve internal dual employment requests before employment begins.
As DSHR finalizes the process for these approvals, Clemson’s Office of Human Resources will partner with DSHR to comply with this requirement while ensuring there is no interruption to our academic or operational processes.
If you or your department are pursuing dual employment for an individual, your HR Service Manager will work with you to facilitate this approval process.
Thank you for your cooperation as we navigate through these new state regulations.
Questions? Ask-HR or contact your HR Service Manager.