Current through Register Vol. 48, No. 3, March 22, 2024
A. In
addition to any other requirement provided by law, when a job vacancy occurs in
any state office, agency, department, or other division of the executive branch
of state government, the appointing authority must post a notice with the
Office of Human Resources of the State Budget and Control Board and the South
Carolina Department of Employment and Workforce at least five working days
before employing a person to fill the vacancy. The posting must give notice of
the job vacancy, describe the duties to be performed by a person, employed in
that position and include any other information required by law.
B. The notification of a vacancy must include
the following data:
1. The title of the
position and a summary description of the job responsibilities for the vacant
position if needed for clarification;
2. The entry salary or State salary range for
the vacant position;
3. The name of
the agency where the vacant position exists;
4. A description of the application process
for the vacant position;
5.
Residency requirements, if any, for the vacant position;
6. The class code and the position number of
the vacant position;
7. The minimum
requirements for the vacant position, as well as preferred qualifications, if
any:
a. For the purpose of reporting a job
vacancy, minimum requirements are the minimum training and experience
requirements that are established by the agency for the vacant position. An
agency's minimum training and experience requirements shall be either the
minimum requirements that OHR has established for the class or additional
requirements established by the agency that are directly related to the
successful performance of essential job functions as described on the position
description. Any additional requirements must exceed the minimum requirements
that OHR has established for the class;
b. Preferred qualifications are defined as
any other qualifications that are desirable, but not mandatory, for the
performance of essential job functions upon entry into the position;
8. The opening and closing dates
for applying for the vacant position;
9. A statement certifying that the employing
agency is an equal employment opportunity/affirmative action employing agency;
and
10. The normal work schedule
and whether the position is full-time or part-time.
