SOUTH CAROLINA BUDGET & CONTROL BOARD Office of Human Resources Employee Orientation Click the next button to proceed The language used in this orientation.

SOUTH CAROLINA BUDGET & CONTROL BOARD

Office of Human Resources

Employee OrientationClick the next button to proceed

•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.

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.

• Click the Next Button to proceed

NAVIGATING THE ORIENTATION SESSIONS

• Back Button - takes you to the previous slide.

• Next Button - takes you to the next slide.

• Stop Button - ends the orientation session.

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

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.

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.

EMPLOYEE ORIENTATION INTRODUCTION

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

MAIN MENU

• 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.

SOUTH CAROLINA BUDGET & CONTROL

BOARD

INTRODUCTION TO SOUTH CAROLINA STATE GOVERNMENT


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

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


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)


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% (data as of 6/30/2002)

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.

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

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)

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

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

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..


BOARD

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.


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

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.

• Don’t be afraid to ask questions because you don’t know. It’s better to ask questions and get things right the first time.

TIPS FOR STARTINGA NEW JOB

• Don’t 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.

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/hrregulations.htm

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

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

CONCLUSION

In this section you should have learned about:– Tips for starting a new job

– Helpful resources

– Tips for managing your career

Click the Main Menu Button to select another section.


BOARD

YOUR CAREER


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.

EMPLOYEE PERFORMANCE MANAGEMENT SYSTEM (EPMS)

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.

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.

Planning Stage

On-Going Communication

Evaluation Stage

THREE COMPONENTS OF EPMS

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.

PLANNING STAGE

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.

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.

EPMS

job function,objectives, andperformance characteristicsWhat are the three

components of an

EPMS? probationary,permanent, andretirement

planning,on-going communication, and evaluation

The correct answer is planning stage, on-going communication

stage, and evaluation stage.

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 characteristicsAre important to the success in performing the job functions and objectives.

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 agency’s human resources office.

• 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 agency’s human resources office to see if performance characteristics are weighted.

PERFORMANCE CHARACTERISTICS

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.

EPMS

TrueA new non-instructional employee is required to complete a 12-month probationary period. False

The correct answer is true.

TRAINING

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.

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 PracticesFor specialized courses, please contact the

Office of Human Resources.

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.htm

Public Professional Development (PPD)

http://www.state.sc.us/ohr/training/ppd_certificate.htm

Associate Public Manager (APM)

http://www.state.sc.us/ohr/training/apm_certificate.htm

Certified Public Manager (CPM)

http://www.state.sc.us/ohr/cpm/cpm_main.htm

CERTIFICATION PROGRAMS

ADDITIONAL TRAINING INFORMATION

For more information on courses offered by the Office of Human Resources, check OHR’s web site at:

http://www.state.sc.us/ohr/training/training.htm

You may also contact your agency’s human resources office for information on other training and development opportunities in your agency.

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 agency’s human resources office for more information.

CAREER OPPORTUNITIES

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 State’s classification system which fit into the 9 occupational categories on the next page.

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.

Education - includes academic administration, education/instruction, alumni/development, library services, arts, history and museum services, and public broadcasting.

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.

Technical Services - includes geographic and mapping, planning services, administrative planning services, and engineering.

Law Enforcement and Regulatory Services - includes investigative and support services, health and safety regulations, law enforcement and public safety, security services, and emergency preparedness.

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.

STATE JOB CLASSES

For additional information on State job classes, log on to the Office of Human Resource’s web site at:

http://www.state.sc.us/ohr/codes.html

CAREER PATHS

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

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.


BOARD

EMPLOYEE BENEFITS


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.

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 state’s 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, HMO’s are offered in specified service areas.

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

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.

HEALTH INSURANCE BENEFITS

2How many plan options are available under the State Health Plan (SHP)?

none

5

3

The correct answer is 2.

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.

ADDITIONAL BENEFITS

• 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.

LIFE INSURANCE BENEFITS

Basic, Dependent,and Pet

The State offers three types of life insurance. They are:

None of the above

Basic, Optional, and Dependent

The correct answer is Basic, Optional, and Dependent Life

Insurance.

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.

LEAVE

• 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.


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.


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.


HOLIDAYSThe following holidays are granted by the General Assembly:

New Year’s Day January 1Martin Luther King, Jr. Birthday Third Monday in JanuaryGeorge Washington’s Birthday Third Monday in FebruaryConfederate Memorial Day May 10Memorial Day Last Monday in MayIndependence Day July 4Labor Day First Monday in SeptemberVeteran’s Day November 11Thanksgiving Day Fourth Thursday in November

Day after ThanksgivingChristmas Eve December 24Christmas Day December 25Day 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.

NOTE: Some agencies such as universities and technical schools may observce holidays at different times.

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.

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.


DENTAL INSURANCE

• 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”.

LIFE INSURANCEThe 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 employee’s dependent

spouse and dependent children. Premiums for Dependent Life spouse coverage are also based on the employee’s 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.”

LONG-TERM CARE INSURANCE

– 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 spouse’s parents.


DISABILITY INSURANCE

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 employee’s age and choice of plan.


VISION CARE PROGRAM

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.


MONEYPLU$

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 family’s unreimbursed medical and dental bills.



BOARD

COMPENSATION


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 Carolina’s compensation and classification system

• Types of pay increases

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 agency’s human resources office.

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 agency’s 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.

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 employee’s 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 agency’s human resources office.

CONCLUSION

In this section you should have learned about:– State’s compensation and classification program.– Types of pay increases available to employees.

Click the Main Menu Button to select another section.


BOARD

RETIREMENT & DEFERRED COMPENSATION


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

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.


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.


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 [email protected].

ELIGIBILITY FOR RETIREMENTPolice 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 [email protected].

OPTIONAL RETIREMENT PLAN

• For more information on the Optional Retirement Plan click the link below– http://www.scrs.state.sc.us/docs/pubs/

StateORP07-02.pdf

• You may also contact Customer Services at 1-800-868-9002, at 803-737-6800, or at [email protected].

Eligibility

False

True

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).

The correct answer is True.

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


• 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.


6%

5%How much does an SCRS member contribute to his or her retirement account?

6.5%

7%

The correct answer is 6%.

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.

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 [email protected]

• Key Point– Service credit and/or contributions are subject to audit upon

retirement.

CALCULATING YOUR RETIREMENT

BENEFIT

Last 12quarters

Highest 12 consecutive

Quarters

How is your standard retirement annuity calculated?

Last 12years

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).

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 employer’s 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).

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.

SURVIVOR BENEFIT

• Member’s 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 member’s beneficiary may receive a monthly survivor annuity in lieu of the refund of contributions.

SURVIVOR BENEFIT

• Key Point - A member’s designated Group Life Insurance beneficiary may be entitled to receive a single-sum payment equal to the member’s 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/index.html

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


• 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

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


SOUTH CAROLINA BUDGET & CONTROL BOARD Office of Human Resources Employee Orientation Click the next button to proceed The language used in this orientation.

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