The Human Resource Office consists of a Human Resource Manager and two Human Resource Specialists. The services that our office provides are recruiting, hiring, terminating, training, interpretation of policies and procedures and serving as the liaison between the departments and the CU Office of Human Resources.
Mission Statement
To provide efficient, accurate and timely human resource, payroll and personnel advisement and exceptional customer service to the departments of Student Affairs.
Pamela Hawthorne- SABO Human Resource Specialist (864) 656-5834
- Serves as liaison between SABO-HR and department administrative offices – providing guidance on payroll & personnel matters with University and State guidelines.
- Receive, interpret and process bi-weekly payroll.
- Maintains personnel records for assigned areas within the SABO-HR filing system. Maintain database, create, modify and run queries as needed for requested information.
- Prepare, process and entry into CUBS for all personnel matters for assigned areas.
Angela Guess- SABO Human Resource Specialist (864) 656-0592
- Liaison between SABO-HR and department administrative offices – providing guidance on payroll and personnel matters
- Preparation, processing and entry into CUBS of all personnel matters for assigned areas.
- Receipt, interpret and process bi-weekly payroll.
- Maintain personnel records for assigned areas within the SABO-HR filing system. Maintain database, create, modify and run queries as needed for requested information.
Kathi Shivar SABO Human Resource Manager (864) 656-5253
- Work within the Student Affairs Business Office as the Human Resources Manager to plan and coordinate classifications, employee relations, recruitment, records management. Provide professional technical assistance to departments within Student Affairs. Responsible for human resources program for the Division of Student Affair.
- Recommends policy changes; develops and implements procedures relating to the program area(s); implements human resources rules, regulations and policies as they pertain to the Clemson University Business Systems updates and upgrades. Represent Student Affairs on the Human Resources Advisory Committee (HRAC)
- Counsels and advises department managers and employees in the area of expertise in order to resolves issues; disseminate information to department managers and department HR Liaisons relating to Human Resources.
- Supervises the preparation and maintenance of all personnel actions for entry into PeopleSoft system.
- Counsels and advises departments on the CU Leave Program; Family Medical Leave Act, Leave without Pay and Furlough program.
Links for Hiring Documents:
Guidelines for Bonus Program
The text below is set forth to establish the guidelines that are to be used by the Division of Student Affairs in regards to administration of the Clemson University Bonus Program.
The university has established two separate bonus types, with separate policies, within the overall Bonus Program. The two types are summarized below.
➢ Policy: Bonuses (Unlimited)
- Pursuant to South Carolina Code Section 59-101-610 (Life Sciences Act)
- Source of Revenue must be Federal or other Non-State Appropriated sources
- Should be used to recognize outstanding performance, hiring bonuses, retention, project pay, acting/interim status, or degree completion or licensing.
- May be given more than once in a given fiscal year.
- Eligibility – All full-time and part-time employees.
- Ineligibility
- Employees with documented substandard performance or documented disciplinary action with prior 12 months
- Temporary employees
- Probationary employees unless receiving a hiring bonus.
- Limits
- Bonus must be approved by Vice President or Dean.
- Bonus of $15,000 or more must be approved by the President.
➢ Policy: Bonus with Limits
- Pursuant to South Carolina Code Section 59-101-710, Proviso 72.90.
- Source of Revenue may be Federal, State, or other Non-State Appropriated sources.
- Should be used to recognize outstanding performance, hiring bonuses, retention, project pay, acting/interim status, or degree completion or licensing.
- May be given more than once in a given fiscal year, but the total of bonuses within a given fiscal year cannot exceed $2000.
- Eligibility – All Permanent and Probationary Employee in FTE positions.
- Ineligibility
- Employees with documented substandard performance or documented disciplinary action with prior 12 months
- Temporary employees
- Agency Directors
- Limits
- Bonus must be approved by the President.
- Bonuses cannot exceed $3000 total for a given fiscal year.
Student Affairs Divisional Specific Guidelines:
When is a Bonus Appropriate?
A bonus should be given for accomplishments/activities that may not be achievable on a recurring basis. These may include, but are not limited to, exceptional work on a project, ideas which generate significant cost savings or new revenue, ideas which have a material impact on the University’s pursuit of Top 20, acting/interim status, degree completion or licensing, etc.
Originator of Bonus Recommendation
A recommendation for bonus should come from an employee at the supervisor level or above and should be discussed with their immediate supervisor prior to making a formal request for bonus.
Required Documentation
A minimum of 3 types of documentation
1) Bonus Submission Form (HR Form)
2) Appropriate Justification (One of the following)
a. Memo of Justification which should address at the very minimum the following:
i. Specific detailed justification for giving the bonus, pursuant to the criteria found in the University’s Bonus Policies.
ii. Bonus recipient’s latest EPMS rating.
iii. Source of Funding and how the funding was made available, i.e., performance credit from prior year, lapse salary, additional revenue beyond budgeted amount, position consolidation, etc.
iv. Reference to discussion with and approval by immediate supervisor.
b. If Bonus is for a previously approved award, provide details of the award.
c. If Bonus relates to an Employment Contract, provide a copy of the applicable section of the contract.
3) Special Pay Form
Approval Process
The Bonus Submission Form (which must be accompanied by the Memo of Justification and the Special Pay Form) must be signed by:
➢ The originator/submitted by:
➢ The Associate/Assistant VP
➢ The Student Affairs Business Officer
➢ Vice President for Student Affairs
➢ President of the University if either:
- For Bonus exceeding $15,000 under the Bonuses (Unlimited) Policy pursuant to Life Sciences Act
- For Bonus with Limits under Proviso 72.90
Timing of Bonus Request
Given that the activity for which a bonus should be given is generally non-recurring in nature, the bonus request should be made in a timely manner relative to completion of the activity.