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Student Affairs and Academic Support


Our employees — nearly 600 full-time and about 1,500 part-time are the key to our success. To help ensure you have the support and information you need to continue to make significant contributions to UofSC and our students' Carolina experience, we've collected a number of resources for you.

The table below compiles forms, documents, guides and other useful information related to your role in Student Affairs and Academic Support. The toolbox divides the resources that you need in six distinct categories: finance, human resources, news, planning and assessment, professional development and technology.  

  • Budget Office Summary Information – This page includes the UofSC Fee Schedule for the current academic year and the Board of Trustees Budget Documents for current and prior fiscal years.

  • Educational Foundation Accounts Payable Policy Manual [pdf] – View the current version of the manual, which includes some forms.

  • Educational Foundation Forms – View a complete list of required forms, which are available for download.

  • Finance Intranet – Log in to this reporting tool that allows users to pull PeopleSoft data and create GL Summary, GL Activity, and GL Dashboard reports.

  • General Accounting - Find procedures and forms for PeopleSoft user access, payment requests, journal vouchers, supplier information, moving/relocation reimbursement, honorariums, travel reimbursement vouchers (TRV) and cash advances.

  • Internal Service Charges FY22 – This page includes internal service charges, which are also known as user fees. These are charges billed by departments for services provided that are not academic or instruction related (i.e., charges billed to other university departments).

  • PeopleSoft – The online information hub for PeopleSoft (finance) includes login access, news, training, resources, and FAQs.

  • Purchasing – Read policies and procedures for all procurement transactions including requisitions, purchase orders, and the State of South Carolina Purchasing Card (P-Card).

  • Staples Advantage – Log in to access Staples Advantage, UofSC’s preferred provider for office supplies.

University HR Paperwork and Forms
  • HR Toolbox – Forms, documentation and other communication are essential to ensuring that you have access to the wealth of resources you need to achieve success.
Recognition and Awards
  • Guidelines for PFP and Bonuses [pdf] – Follow these guidelines for awarding pay for performance increases and bonuses.
  • GEMS – Learn more about the Division of Student Affairs and Academic Support GEMS program, nominate a colleague and register your GEMS card here for a chance to win $25 in a monthly drawing.
Recruitment and Selection
Changing or Ending Employment in Student Affairs
  • Exit Interview Survey - Complete this form when you're leaving your position in Student Affairs and Academic Support
Telecommuting and Flexible Work Schedules

The University of South Carolina recognizes the value of telecommuting for both employee and employer. Telecommuting is a management tool allowing for flexibility in work options, but it's not suitable for all employees or positions. 

  • Telecommuting does not change the basic terms and conditions of employment. It is a management option and not a universal employee benefit.
  • The decision to allow an employee to telecommute is solely at the discretion of the campus, college or division.
  • The university may revoke the approval of any employee to telecommute at any time, with or without notice.
The university's telecommuting policy, HR 1.22 [pdf], is available online.
  • To be eligible to apply for telecommuting, an employee should have completed one year of satisfactory employment with the agency.
  • Employees in a warning notice of substandard performance period are not eligible for telecommuting.
  • In addition, employees with recent disciplinary actions should generally be prohibited from telecommuting.
  • Keep in mind not all positions are suitable for telecommuting. Whether the position or person is suitable for telecommuting work is based on the nature of the job duties, employee readiness for remote work and/or manager and team readiness for remote work.
  • A supervisor may require a test period of up to six months to evaluate the success of the telecommuting arrangement.
  • Telecommuters are expected to be working and focused on the performance of their job duties during all work hours.
  • You may have household members or others who depend on you for care. If you have these obligations, you must have adequate care arrangements that do not interfere with your job responsibilities.
  • Telecommuting is not a substitute for child care, elder care, dependent care or other personal responsibilities. Telecommuting is not a substitute for taking appropriate time off for sick days or annual leave.
  • For formal telecommuting arrangements, the primary workplace is your university office location; the alternate workplace is your telecommuting work address. You can work at the primary workplace or the approved alternate workplace, but not from another unapproved site.
  • For example: You telecommute every Monday, and your family is vacationing at the beach. You decide to work from the beach location Monday and use annual leave Tuesday through Friday.
    • This scenario would not be permitted. The beach is not an approved alternate workplace, and telecommuting is not a substitute for using appropriate time off.
  • Failure to comply with this provision may result in termination of the agreement and other disciplinary action.
  • Working hours cannot coincide or overlap with any other type of employment as outlined in the Outside Employment policy HR 1.30 [pdf]
  • Full-time university employees are not permitted to engage in outside employment, defined as secondary jobs in which an individual engages in external activities, either paid or unpaid, that may interfere with his/her primary obligation and commitment to the university or a situation in which an individual has financial, professional or personal considerations that may directly or indirectly affect, or have the appearance of affecting, an individual's professional judgment in exercising university duty or responsibility.
In addition to telecommuting, flexible work schedules are also an option. Employees can request two types of schedules:
  1. A compressed work week schedule allows you to work four working days instead of five, but you must still work at least 37.5 or 40 hours per week, as outlined in in your position description.
  2. A variable work week allows you to work five working days, but with work hours other than 8:30 a.m.-5 p.m.
Employees must apply for flexible work arrangements using the flexible work arrangement form [pdf].
Complete the following forms with your supervisor:

Forms must be signed by your supervisor and unit director and forwarded to the HR contact for your area.

Setting Expectations

Use the following forms with your supervisor and direct reports to establish clear telecommuting expectations.

  • What can I do if my supervisor does not think I meet readiness? This is the perfect time to have a conversation with your supervisor about steps they can take to meet readiness and set a time to revisit the agreement in one to three months. 
  • What if my request is denied for reasons other than readiness? Telecommuting is a management tool allowing for flexibility in work options, however it is not suitable for all employees and/or positions. If not given, ask why the role is not suitable for telecommuting and explore other flexible work arrangements if applicable.
  • Can my supervisor call me to my primary work location without notice? Regardless of my telecommuting arrangement, as per policy, you can be required to report to the office location at any time with or without advance notice. Although it is our hope this happens infrequently, there may be emergency reasons for being called in without notice, and flexibility is going to be extremely important. 
  • Is the university required to pay for operating cost for my home office? The university is not responsible for operating costs, home maintenance, or any other incidental costs including  electricity, cellphone or internet service (wifi or hotspot) associated with the alternate workplace.
  • Am I required to telecommute if the university is closed due to hazardous weather or other reasons?  Yes. If you have entered into a telecommuting agreement and the university is closed due to hazardous weather or other reason, you will be required to work by telecommuting even if you were scheduled to work from the primary workplace during the time the office is closed.
  • Stay Informed email newsletter - Every Monday, the Stay Informed email newsletter delivers the latest relevant news and information for employees of the Division of Student Affairs and Academic Support. If you haven't already, sign up to receive it and ensure that you also get details on the division's professional development programs and events. 

  • Blueprint Repository - Log in to view departmental Blueprints and find resources to help you complete yours. Resources include documents describing the Blueprint timeline and format and recommendations to guide your department's Blueprint process. Also find assessment guides from the Council for the Advancement of Standards in Higher Education.

  • Strategic Plan - Get a look at the strategic priorities and related activities that comprise our work.
  • EAB Navigate - The Navigate platform combines best practices from national research with USC's own institutional data to identify and assist at-risk students. Request access online and follow the next steps described on the form to complete your registration.

  • Student Affairs and Academic Support IT Assistance - If your department is supported by Student Affairs Tech Services or Housing IT, log in to request help or report issues with software, equipment and other technology systems.


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