Employee Handbook
2014 – 2015
Acknowledgement of Receipt
Edgefield County School District
Employee Handbook
The content of this handbook is presented as guidelines for some of
Edgefield County School District policies which may be modified of
updated.
The Employee Handbook is not intended to replace actual policies and
procedures established by the Board of Trustees.
This employee handbook, neither as a whole nor in part should be
construed as a contract itself or as a part of any separate agreement.
Furthermore, if a policy or regulation is stated or abbreviated in error
within this handbook, the actual document in the official policy manual will
always take precedence.
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The School District of Edgefield County
Post Office Box 608 ~ 3 Par Drive
Edgefield, SC 29824
Phone: 803-275-4601
Fax: 803-275-4426
Board of Trustees
Zone: 5
Dr. J. Carroll Wates, Chairman
989 Hwy 25 North
Edgefield, SC 29824
Home: 803-637-6732
Fax:
803-637-9358
Email: jcwates@edgefield.k12.sc.us
Zone: 4
Brad Covar , Vice Chairman
211 Jones Street
Edgefield, SC 29824
Home:
Office:
Fax:
Email:
803-637-6689
803-637-3775
803-637-9358
brad@covarcpa.com
Zone: 2
Bridget C. Clark, Secretary
900 Lakeview Drive
Johnston, SC 29832
Home: 803-275-4028
Fax:
803-275-1937
Email: bcclark@edgefield.k12.sc.us
Zone: 3
James Bibbs, Sr.
2328 Edgefield Road
Trenton, SC 29847
Home: 803-439-0881
Fax:
803-275-2899
Email: jbibbs@edgefield.k12.sc.us
Zone: 6
Latoya Hammond
4 Petal Place
North Augusta, SC 29860
Home: 803-663-6539
Fax:
803-232-1746
Email: lthammond@edgefield.k12.sc.us
Zone: 1
William D. Herrin
52 Herrin Road
Ridge Spring, SC 29129
Home: 803-275-4091
Fax:
803-275-5632
Email: wdherrin@edgefield.k12.sc.us
Zone: 7
Robin Ball
1811 Birch Drive
North Augusta, SC 29860
Home: 803-278-1084
Fax:
803-278-1084
Email: rbball@edgefield.k12.sc.us
The School District of Edgefield County
Post Office Box 608 ~ 3 Par Drive
Edgefield, SC 29824
Phone: 803-275-4601
Fax: 803-275-4426
Greg W Anderson, Superintendent
Donna B Strom, Assistant Superintendent for Instructional Services
L James Courtney, Director of Facilities and Maintenance
David E Fallaw, Chief Financial Officer
District Office
Office
Fax
Greg W. Anderson, Superintendent
275-4601
275-1795
Donna B. Strom, Assistant Superintendent
275-4601
275-1795
David Fallaw, CFO-Fiscal Services
275-1122
275-1128
Melissa Jackson, Food Services
275-5788
275-5789
Cherya Clark, Human Resources/ Public Information
275-1122
275-1128
James, Courtney, Facilities & Operations
275-4601
275-4426
Dr. Ann Marie Taylor, Exceptional Children
275-4601
275-1757
Pat Faulk, Informational Systems
275-4601
275-1795
Lena Baker, Parenting Program
275-4158
275-9181
Rebecca Williams, Truancy
275-4601
275-4426
Tanja Bryan, Transportation
275-1776
275-7070 (Mobile)
275-1787
Bus Shop
275-4311
Direct Line to District Office from North Augusta
(803) 279-5123
Elementary Schools
Douglas Elementary
Bobby Turner, Principal
Alfreda Turner, Assistant Principal
215 S. E. Diggs Road
Trenton, SC 29847
275-1752 – Office
275-1751 – Fax
brturner@edgefield.k12.sc.us
Johnston Elementary
Bruce Lee, Principal
Tammy Martin, Assistant Principal
514 Lee Street
Johnston, SC 29832
275-1755 – Office
275-1785 – Fax
blee@edgefield.k12.sc.us
Merriwether Elementary
Dr. Mendi Tucker, Principal
Mandy Lowe, Assistant Principal
Post Office Box 7190 (Zip: 29861)
565 Spring Haven Road
North Augusta, SC 29860
279-9993 – Office
279-8898 – Fax
W. E. Parker Elementary
Gaye Holmes, Principal
Kippy Kelly, Assistant Principal
41 Crest Road
Edgefield, SC 29824
637-4020 – Office
637-4058 – Fax
gholmes@edgefield.k12.sc.us
mbtucker@ edgefield.k12.sc.us
Middle Schools
Johnston-Edgefield-Trenton Middle
Stephen Hampton, Principal
Debbie Courtney, Assistant Principal
1095 Columbia Road
Johnston, SC 29832
275-1997 – Office
275-1783 – Fax
sphampton@edgefield.k12.sc.us
Merriwether Middle
Kevin Butler, Principal
Derek Forrest, Assistant Principal
Post Office Box 7010 (Zip: 29861)
430 Murrah Road
North Augusta, SC 29860
279-2511 – Office
279-1710 – Fax
kwbutler@edgefield.k12.sc.us
High School / Career Center
Strom Thurmond High
Dr. Robert Ross, Principal
Louis Scott, Assistant Principal
Josh Black, Assistant Principal
1131 Columbia Road
Johnston, SC 29832
275-1768 – Office
275-1764 – Fax
Strom Thurmond Career Center
Arthor Northrop, Director
17 Par Drive
Johnston, SC 29832
275-1767 – Office
275-1766 – Fax
anorthrop@edgefield.k12.sc.us
rbross@edgefield.k12.sc.us
Alternative Program
Jay Torgesen, Assistant Principal
1095 Columbia Rd
Johnston, SC 29832
275-1997 – Office
275-1783 – Fax
hjtorgesen@edgefield.k12.sc.us
Life Long Learning
Vickie Butler, Director
Johnston Learning Center
117 Cardinal Drive
Johnston, SC 29832
275-4158 – Office
275-9191 – Fax
vcbutler@edgefield.k12.sc.us
General Information
Personnel Goals/Priority Objectives
Staff Ethics/Conflicts of Interest
The district will base personnel policies on the
following long range goals. To recruit, select and
employ the best qualified personnel to staff the
district’s schools. To provide compensation and
benefit programs sufficient to attract and retain
qualified employees. To provide all employees inservice training programs to improve their
performance. To conduct an employee appraisal
program that will contribute to the continuous
improvement of staff performance. To assign
personnel to ensure as effective use as possible.
To develop the quality of human relationships
necessary to obtain maximum staff performance
and a high level of job satisfaction.
Staff members will not engage in any activity that
conflicts or raises a reasonable question of conflict
with their responsibility in the district.
Equal Opportunity Employment
All personnel should do the following:
The district is an equal opportunity employer. The
district will recruit, hire, train, promote, and make
employment decisions on the basis of individual
merit and without discrimination because of race,
religion, color, disability, sex, age or national origin
as required be applicable state and federal laws.
Harassment
The district will not tolerate or condone sexual
harassment in the workplace. The board considers
harassment to be a major offense that may result in
disciplinary action or dismissal of the offending
employee.
Employees who feel that he/she is being harassed
should immediately report the incident to their
immediate supervisor.
In the case where the
supervisor is the harasser, the employee should
report the incident to the Director of Human
Resources. All allegations will be investigated
promptly for appropriate resolution.
Staff Involvement in Decision Making
The board encourages recommendations and
suggestions from all employees of the district on
any phase of the district operation.
A free
exchange of ideas designed to improve the district
system creates an atmosphere that allows the
board to seek the best ideas from everyone
involved in the district’s schools.
Staff Compensation
The board will attempt to pay its employees at a
level that will attract and hold personnel dedicated
to education.
Staff Rights and Responsibilities
All staff members have a responsibility to make
themselves familiar with, and abide by, federal and
state laws as these affect their work and the
regulation designed to implement them.
A spouse may not be employed at the same school
where one supervises the other.
A public school is under the jurisdiction of the
“Ethical Conduct of Public Officials and Employees.
Staff Dress Code
Teachers are professionals and should dress
accordingly. School personnel should consider
themselves as professionals.
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Wear clothing that is not too tight.
Wear clothing that sufficiently covers the body.
Always be well-groomed and clean.
The following will not be acceptable at any time.
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Halter tops
Miniskirts (cannot be shorter than 2-inches
above the knee)
Muscle shirts
Bike shorts
See-through blouses or sweaters
Leggings
Staff Conduct
Immoral conduct on the part of an employee will
constitute grounds for immediate suspension. No
employee will commit or attempt to induce students
or others to commit an act or acts of immoral
conduct that may be harmful to others or bring
discredit to the district.
One of the best methods of instruction is that of
setting a good example. The staff of the school
district is expected to strive to set the kind of
example for students that will serve them well in
their own conduct and behavior and subsequently
contribute to the appropriate school atmosphere.
Employees of the school district, while on duty and
in the presence of students, will not use profanity,
will not use tobacco form, and will not consume or
be under the influence of intoxicating beverages.
An employee will not be involved in drug abuse or
drug traffic. No employee will commit or attempt to
induce students or others to commit an act or acts
of immoral conduct that may be harmful to others or
bring discredit to the district. Immoral conduct on
the part of any employee will constitute grounds for
immediate suspension.
The following list includes some of the actions that
are considered misconduct while on or off
premises:
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suspension or termination at the discretion of the
board.
Tobacco/Smoke Free Schools/Staffs
Possessing, using, manufacturing, distributing
or dispensing any illegal drugs or alcohol while
on duty or off district property.
Fighting or deliberately harming another.
Being absent without approval.
Refusing to follow a supervisor’s instructions
and directions.
Destroying school property intentionally
Using obscene language which is unsuitable in
the school setting.
Having any interaction/activity of sexual nature
intent with a student.
Possessing weapons on school property.
Using
school
property
without
proper
authorization.
Behaving in any inappropriate manner to the
extent of adversely affecting the employee’s
ability to perform his/her work.
The district will make educational materials and/or
referral networks related to the harmful effects of
tobacco use or cessation products available to all
employees as appropriate.
The following consequences will apply to staff
members who violate this policy.
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First offense – verbal reprimand
Second offense – written statement
Third offense – condition placed on contract
Fourth offense – bring before the board
Staff Welfare/Protections
The board delegates specific authority to the
superintendent to take appropriate employment
action with regard to an employee who has been
arrested.
The district is obligated by law to defend employees
in legal actions resulting from acts done or
committed in good faith in the course of their
employment. This requirement applies to civil or
criminal actions or special proceedings in the courts
of this state or of the United States. Please submit
a written request to the superintendent if you feel
that you need legal assistance. The superintendent
will bring the request to the board’s attention to
determine if legal assistance will be provided.
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Workers’ Compensation
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Arrest of an Employee
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Employees arrested must report the arrest
within (3) three working days of the events.
Employees arrested for a misdemeanor offense
that would indicate no danger or appearance of
danger to pupils, co-employees or the district
will normally not be subject to any employment
action.
Employees arrested for a misdemeanor offense
which would indicate a possible danger or
appearance of danger to pupils, but not to the
school district or co-employees will normally be
reassigned to different responsibilities away
from pupils with the district pending adjudication
Employees arrested for a felony offense will
normally be suspended with pay pending
adjudication
In certain circumstances, other employment
action may be taken.
Drug- Free Schools
No employee will unlawfully manufacture, distribute,
dispense, possess or use any drug on or in the
workplace “Drug” means any narcotic drug,
hallucinogenic drug, amphetamine, barbiturate,
marijuana or any other controlled substance as
defined by the act and regulation cited in the board
policy notebook or website. (See our website
www.edgefieldcountyschools.org for Board Policy
information also.) Any employee who violates the
terms of the school district’s drug-free workplace
policy will be subject to disciplinary action,
including, but not limited to, non-renewal,
Each employee is provided with workers’
compensation insurance coverage through the
South Carolina School Boards Insurance Trust.
School Bus Drivers who are covered by the state
and volunteers who are not employees are
exceptions to this policy.
Every injured employee or his/her representative
must immediately report any and all accidents as
soon as possible to his/her supervisor and complete
all paperwork with the supervisor so that the
accident or injury can be reported to the Human
Resources Department immediately.
Personnel Records and Files
All personnel files and health records of each
employee are kept in the Department of Human
Resources with the school district.
The Payroll Department keeps
information for each employee.
the
payroll
The Director of Human Resources has the overall
responsibility for maintaining and preserving the
confidentiality of an employee’s personnel file.
The superintendent may, however, designate
another school official to perform these duties for
him/her. Each employee has the right to review the
contents of his/her personnel file. The employee
does not have the right to review references and
recommendations provided to the district on a
confidential basis.
Personnel records/information for payroll
purposes
The district keeps information, records and
documents collected by the district to handle an
employee’s payroll account in a separate file. The
district limits access to this information to those
persons involved in the payroll process.
Required Immigration (I-9) form
The Immigration Reform and Control Act of 1986
prohibit employers from hiring aliens not legally
eligible to work in the United States. All newly hired
employees must complete the Form I-9 no later
than three (3) business days following their first
working day. This complies with the provisions of
the Immigration and Naturalization Service
Regulations.
Staff Concerns Complaints/Grievances
An employee should discuss his/her concerns or
complaints informally with his/her supervisors.
Often the cause of the problem or concern is merely
a misunderstanding among the individuals involved.
Then the policy procedures may be followed. A
grievance form or complaint may then proceed to
the Department of Human Resources. Policy and
Procedures may be found on our website
(www.edgefieldcountyschools.org).
Nepotism
No immediate family member of a board member
may be employed without the written consent of the
board trustees. Spouses may not be employed at
the same school where one supervises the other.
The board also recognizes that it may occasionally
be necessary for non-exempt persons to work more
than 40 hours during a given workweek. Individuals
will be paid time-and-half (in money or
compensatory time off) for each hour of overtime
worked. No overtime, as defined by the FLSA, will
be required or permitted without authorization from
the employee’s immediate supervisor.
The district requires all employees who are subject
to the provisions of the FLSA to complete a daily
time record showing actual hours worked. Failure
to maintain or falsification of such records may be
grounds for disciplinary action.
The district will maintain records and establish
regulations that are consistent with this policy and
the requirements of the Fair Labor Standards Act.
TERI Program
A TERI period cannot exceed five years. The
employee must terminate employment with the
district. If the district chooses to fill a position
vacated by a TERI participant, the position will be
posted on the district website. An authorization of
re-employment of a TERI employee for an
additional period of time is based on the needs of
the district.
Professional Fringe Benefits
The district provides fringe benefits as required by
South Carolina law.
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Professional Staff Contracts and
Compensation
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The compensation of certified personnel is based
on the state salary schedule with local supplements
as approved by the board.
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Contracts are handled upon recommendation of the
superintendent and written acceptance of the
employee.
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Support Staff Supplementary Pay/Overtime
The school district is subject to the divisions of the
Fair Labor Standards Act (FLSA). This Act includes
provisions regarding minimum wage and overtime
pay for non-exempt employees. The district will pay
a minimum wage on an hour-by-hour basis to all
district employees, part-time or full-time, permanent
or temporary, that is not less than the federal
minimum wage, except under designated training
and apprenticeship programs exempt under special
US Department of Labor certification.
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Workers’ Compensation
State Insurance Program
 Health
 Dental
 Money Plus Flex
 Optional Life
District Insurance Program
 Life Insurance
Retirement Program
 FICA
 SC Retirement System
 Optional Retirement Plan
Leave Benefits
 Sick Leave
 Personal Leave
 Annual Leave (12 month employee)
 Family Medical Leave
 Professional Leave
 Jury Leave
Other benefits (available at employee cost only)
 Tax Sheltered Annuities
 Optional Life
 Supplemental Long Term Disability
 Dependent Life Coverage
 Warranty
Professional Staff Leaves/Absences
The district expects employees to report to work
every day of their contract; however, the district
understands that certain absences are unavoidable.
All employees are expected to follow sick leave and
professional leave policies.
Sick Leave
All full-time employees of the district will accrue sick
leave on the basis of one and one-fourth days for
each month of active service.
190 day employees (9 months) will earn
per year
210 day employees (10 months) will earn
per year
220 day employees (11 months) will earn
per year
240 day employees (12 month) will earn
per year.
12 days
13 days
14 days
15 days
An employee may accumulate up to 90 days of sick
leave that is accrued, but not used as long as he/
she does not violate his/her contract.
An employee may use sick leave for absences
caused by personal illness, illness in the immediate
family, death in the immediate family or personal
leave.
An employee who needs extended leave to provide
care for a family member should submit a written
request on an appropriate form to their supervisor
as far in advance as possible. Also, the employee
must provide a statement from a licensed medical
doctor giving the information and expected time
needed for the employee to be needed for the
extended care of family member or themselves.
Termination
The district may terminate any employee who does
not comply with the requirements of this policy and
who fails to report to work at the expiration of
authorized leave or who fails to obtain extension of
leave.
An employee may be terminated for false
statements of fact or misrepresentations of purpose
for leave of absence.
Transfer of Sick Leave
An employee that is transferred to or from any other
state agency or state school district may transfer
and retain 90 days of sick leave that he/she has
accumulated in a former place of employment
within the state.
Family and Medical Leave Act (FMLA)
Leave will be provided to eligible employees
consistent with the FMLA of 1993.
Eligible
employees are entitled up to 12 work weeks of
unpaid family and medical leave in any 12 month
period. The district will continue to pay the district’s
share of the employee’s state health benefits during
the leave. The employee will also return to his/her
same or similar position after the termination of the
leave in accordance with board policy.
Eligibility – an employee who has worked for the
school district for at least 12 months is eligible for
12 work weeks of FMLA leave during a 12-month
period provided the employee worked at least 1,250
hours in the 12 month period. A 12 month period is
the district’s fiscal year July 1 – June 30.
The 12 months of employment need not be
consecutive months.
An eligible employee may take FMLA leave for the
following.
Birth of a child
Adoption or foster placement of a child
Serious illness of an employee’s spouse, parent or
child
Employee’s own serious health condition that keeps
the employee from performing the essential
functions of his/her job.
A serious health condition is one involving
continuous treatment by a health care provided that
results in a period of incapacity of more than three
consecutive calendar days and involves extensive
treatment. Such conditions as asthma and diabetes
are included in this definition.
An employee may elect, or the district may require,
an employee to use accrued paid vacation,
personal or family leave for purposes of a family
leave. An employee may elect or the district may
require an employee to use accrued vacation,
personal or medical/sick leave for purposes of a
medical leave.
Resignation of Support Staff
A support staff member who wishes to terminate
his/her employment with the district may submit a
letter of resignation to his/her supervisor. The
supervisor will forward the request to the
superintendent. The staff member must submit this
letter two weeks before the desired termination
date.
The superintendent will present a list of such
requests to the Board of Trustees as appropriate.
Retirement of Support Staff
Any school district employee who is a member of
the South Carolina Retirement System may retire
with full benefits if the member has reached the age
of 60 or has 28 or more years of creditable service.
Effective for employees hired on or after July 1,
2012, a member may retire if the member (1) has
eight or more years earned service; (2) has reached
age 65 (or age 60 with a 5% reduction for each year
the member retires before Age 65) or has satisfied
the Rule of 90; and (3) has separated from service.
of 10 days per year of vacation, not to exceed 20
days total each year.
Also, the member who has reached the age of 55
and who has at least 25 years of creditable service
may elect early retirement with reduced benefits
from the retirement system; however, he/she will
not be eligible for cost-of-living adjustments for a
period of time. The employee should notify the
Board of Trustees and the Superintendent in writing
of his/her intent to retire as soon as possible, but no
later than March 15th of the year in which he/she
plans to retire.
Holidays – Administrative and district office level
personnel who are 12-month employees observe
the school calendar holidays also.
Payroll
Payment Procedures/Schedules – The business
office issues all paychecks for regular staff
members and substitute or part-time workers on the
25th of each month.
Should the 25th fall on a
weekend or holiday, the district will pay employees
on the last working day before the 25th.
Personal/Emergency/Legal Leave
Personal Leave – An employee may use 3 days of
personal leave at any time. However, if this leave is
used on an in-service day or the day before or after
a school holiday, the employee must have written
notice from his/her supervisor.
Emergency Leave – For emergencies and unusual
situations not covered by the leave policies of the
district, an employee may receive authorization
from the superintendent for use of sick leave days.
Legal Absence – If an employee is summoned for
jury duty or subpoenaed, he/she will be granted
leave without loss of pay. If teachers or certified
personnel at the building level or bus drivers may
request postponement to a date that does not
conflict with school term.
Military Leave
An employee may take military leave without loss of
pay, for one or more periods not exceeding a total
of 15 workdays in one year. Saturdays, Sundays
and holidays may not be included in this 15 days,
unless these days are a regularly scheduled
workday for employee. This leave may be taken
when the employee is engaged in training or other
duties ordered by the governor. In the event an
employee is call upon to serve during an
emergency, he/she will be entitled to such leave of
absence for a period not exceeding 30 additional
days. The board expects an employee to request
their training for a period when school is not in
session. An employee seeking leave for annual
active duty must forward a written request including
appropriate verifying data to the superintendent no
later than 30 days prior to the pre-arranged military
activity.
Professional Staff Vacations and Holidays
The school calendar as adopted by the school
board, is established as a school recess period and
holidays for instructional staff member employed on
a school year basis.
Vacations – All 12-month district employees accrue
leave at the rate of .833 days per month for a total
Automatic Direct Deposit
All district employees have the option of automatic
direct deposit of their pay into checking and/or
savings accounts.
Employees may choose
automatic deposit at any time by signing a simple
authorization form available in the district payroll
department or on the district website. Deposits may
be made to any bank. You will need to contact
payroll for any changes in your bank or your
account(s) immediately.
Expense Authorization or Reimbursement
All of district travel must have prior approval by the
supervisor. The forms should be sent to the
Department of Fiscal Services. A copy of the
agenda, registration form, seminar, or workshop
and/or meetings should be attached to the voucher
along with a copy of original receipts for
reimbursements. When a receipt is not available, a
copy of the cancelled check will be acceptable. If
these items are prepaid by the school district, the
receipt will not be required.
Professional Staff Development
The district administrators and board members
encourage all professional staff members to pursue
activities that will help them better meet the
demands of their positions. The school board
expects all professional employees of the district to
participate in in-service programs. State sponsored
programs must meet national standards for
professional development and focus on effective
instructional
leadership
and
school-based
improvement.
Professional Staff Assignments and
Transfers
The superintendent will assign instructional
personnel on the basis of their qualifications, the
needs of the district and their expressed desires. If
needed, the superintendent will assign personnel in
this order:
 In accordance with the needs of the district and
its students
 Where the administration believes the
employee is most qualified to serve

As to expressed preference of the employee
The transfer of a teacher from one school to
another may be initiated by the teacher, by the
principal of the school or by the superintendent.
Voluntary Transfer – A person who wants to
transfer for the next academic year must discuss
his/her desire with his/her principal/supervisor/
director. A person must then write a letter of
request stating the reason and the desirable
location.
Involuntary Transfer – If needed and in the best
interest of the district, the superintendent may
discuss with the principal or supervisor in both
locations to and from transfer, and the person to be
transferred giving reason(s) of transfer.
The
administration will not use transfers as a disciplinary
action.
Evaluations
The development of a strong, competent support
staff and the maintenance of high morale among
staff members are major objectives of the board.
The major duties of the board regarding support
staff are to establish wage and salary policies to
encourage employees to put forth their best efforts
and to provide a good atmosphere in which to work.
A program of continuous evaluation is necessary for
the board to fulfill its duties.
The appropriate personnel will evaluate each staff
member. Every employee is informed of the criteria
by which his/her performance is evaluated. Every
employee has a right to be informed of his/her
performance.
Certification and Evaluation
SDE Certification and Evaluation
Specific guidelines have been adopted by the South
Carolina Department of Education (SDE) which has
placed certificate renewal under each school district
so that the state is able to have a basic structure
and flexibility for each school district.
As in the past, 120 renewal credits are required to
secure a five-year renewal of a South Carolina
teaching credential. The Edgefield County School
District follows the guidelines of the SDE. You may
contact the school district’s Department of Human
Resources, 803-275-1122, if you have any
questions or concerns with Certification and
Renewal Credits. You need to also call the SC
Teacher Certification Office, 803-734-8466 or 1877-885-5280 for further information. Each certified
staff member is ultimately responsible for insuring
continued certification status.
will receive credit. Partial FTEs accrued over
multiple years are credited as one year of teaching
experience upon reaching a total of at least .8 of an
FTE.
Contract Status for First Year Teachers
The Induction Program requires the participation of
the first year teachers. It provides the teachers with
comprehensive
guidance
and
assistance
throughout the school year. Orientation is required
by first year teachers so that they can receive a
written handbook, insurance information, and policy
information, including OSHA training. Also, a first
year teacher will receive written requirements for
state and district induction program and ADEPT
Performance.
Each induction teacher will be
assigned a mentor team to provide guidance and
support throughout the school year.
Renewal Regulations
Certificate Upgrades
College transcripts must be sent to the State
Department of Education and Certification in order
to upgrade a certificate class to a higher level.
Colleges do not send transcripts automatically, and
it is recommended that official college transcript be
sent to the SDE immediately after completing
course work. This process must be done by you,
the individual, only. The SDE does not accept
request from any other person, including the
Human Resource Department of your district.
Requests for upgrades or any other change action
on certificates must be made in writing by using the
Change/Action Request Form available on our
website, www.edefieldcountyschools.org or the
state website, www.scteachers.org [Note:
An
upgrade to master’s +30 must include coursework
prescribed in a worksheet from the SDE.] Effective
date of change for compensation is based on the
date recorded on the certificate. Please make sure
that the Human Resource Department of the school
district receives a copy of certificate renewals and
upgrades in order for any changes to be made in
Personnel and Payroll Department
Experience Credit for Teachers
The South Carolina Department of Education grants
one year's experience credit for 152 days (or more)
of service per school year. Teachers employed
under contract in a regular teaching position on a
full-time or part-time basis for at least one-tenth
FTE (full-time equivalents of a 190 day school year)
The South Carolina Department of Education (SDE)
has placed certificate renewal under the auspices of
each school district. Specific guidelines have been
adopted by the state to govern this renewal process
so that the basic structure for certificate renewal is
preserved, while maximizing the flexibility for the
school districts. As in the past, an accumulation of
120 renewal credits is required to secure a five-year
renewal of a South Carolina teaching credential.
ECSD has implemented a Certificate Renewal Plan,
which follows the guidelines of the SDE. It provides
11 options by which a teacher can earn the 120
renewal credits needed. All renewal credits earned
must be supported by the teacher's Professional
Development Plan, which is developed and
approved each school year.
The Human Resource Department of the school
district is responsible for renewing certificates.