Regular staff hired at Winthrop occupy an FTE (full-time equivalent) and may be eligible for Winthrop and State of SC benefits. Grant-funded employees may also be eligible for Winthrop and State of SC benefits depending upon the terms of the grant. Regular employees are subject to a one-year probationary period when hired unless they are transferring from another state agency or into a new position at Winthrop and have met the probationary requirement. Participation in the SC Retirement System (SCRS) or one of the Optional Retirement Programs (ORP) is mandatory for all permanent staff members. Regular staff also earn annual, sick, and holiday leave.
1. Personnel Requisition Form
Upon determination of a classified job vacancy, the divisional vice president will
discuss with the president the need to fill the vacancy. If the president is in agreement
that the process to fill should begin, the supervisor for the vacancy will complete
the personnel requisition form. The hiring supervisor, the department head, and the appropriate dean and/or vice
president must sign the personnel requisition form. Once all appropriate signatures
are obtained, the personnel requisition form is forwarded to the Budget Office. The
appropriate personnel in the Budget Office will identify the funding source for the
associated salary and benefits costs and send the personnel requisition form to the
Office of Human Resources.
2. Employment Manager
The employment manager in the Office of Human Resources will compile comparable salary
data for the vacant position and other appropriate information for consideration,
and present a recommendation regarding the hiring salary. The vice president for
HR will present the HR recommendation to the president who will provide approval to
post and approval of the hiring salary or salary range. Upon approval, the employment
manager will notify the hiring supervisor and begin the recruitment process. The
employment manager assumes the role of Affirmative Action Representative in the process
for hiring classified employees. In doing so, the employment manager guides and directs
the hiring supervisor with regard to the University’s commitment to equal employment
opportunities and the hiring and the hiring supervisors’ responsibilities as outlined
in the EEO Policy Statement.
3. Position Description Form
Upon receipt of the personnel requisition form, the employment manager reviews the
position description form currently on file for the vacant position with the hiring
supervisor to determine that the duties described are accurate and up to date. [Return to top]
4. Job Vacancy Notice and Recruitment
A job vacancy notice is prepared based on the information provided on the current
position description form. The employment manager and hiring supervisor determine
how and where to advertise the vacancy to achieve the highest possibility of recruiting
applicants. If necessary, an advertisement for newspapers or other publications will
be prepared. To affirm the University's commitment to affirmative action, the statement
"Winthrop University is an Equal Opportunity / Affirmative Action employer and does
not discriminate against any individual or group of individuals on the basis of age,
color, disability, gender, national origin, race, religion, sexual orientation, or
veteran status. Women, minorities, and persons with disabilities are encouraged to
apply." will be included on the job vacancy notice and any advertisements. Copies
of the job vacancy notice will be placed on the HR bulletin board, placed on the human
resources website and on www.jobs.sc.gov. Applications for classified position vacancies
will be accepted for at least five (5) working days from the date of posting. The
deadline date for receiving applications will be clearly indicated on the job vacancy
notice and any advertisement. [Return to top]
5. Employment Application Form
All persons interested in applying for classified employment must complete the on-line
employment application by the posted deadline date.
6. The Job Vacancy File
Upon receipt of the completed personnel requisition form, a job vacancy file is created
in Human Resources. Included in the job vacancy file are: the job vacancy notice;
any advertisements; and hiring decision forms. The job vacancy file will be kept on
file for two years from the date the position is filled with the successful applicant.
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7. Application Review Process
The employment manager reviews all applications and extracts the most qualified, based
on minimum and preferred training and experience and other relevant factors. The referrals
are then presented to the hiring supervisor as those suggested for interview. In the
event that the hiring supervisor would like to disqualify a referred applicant or
to include another applicant that the employment manager did not originally determine
to be among the most qualified, the hiring supervisor must verbally communicate to
the employment manager his/her justification for why this applicant should or should
not be considered for interview. The employment manager will consider the request
to disqualify or to include additional applicants for interview based upon the applicant's
qualifications, the employment manager's knowledge of equal employment opportunity
and fair employment practices, and the consistent application of Winthrop policies
and procedures. The employment manager carries the ultimate responsibility for determining
which applicants are interviewed. The University does not conduct "courtesy interviews."
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8. Interview Process
The hiring supervisor will conduct the interviews. The employment manager ensures
that hiring supervisors are informed of the techniques of legal and effective interviewing.
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9. Hiring Decision
Once the interviews are complete, the hiring supervisor and the employment manager
confer to determine the best candidate for the position. A legal reason for selection
or non-selection is indicated to ensure that the hiring decision is made without regard
to race, color, religion, sex, national origin, age (40+), protected disability, veteran
status, sexual orientation, gender identity, or any other characteristic protected
under applicable federal, state or local law. [Return to top]
10. Hiring Process
After successful reference, criminal background, and student loan default checks are
conducted on the final candidate and the internal approval process via the electronic
personnel action form (ePAF) is completed, a verbal offer of employment is made. Applicants
not selected are notified in writing by Human Resources. [Return to top]
