South Carolina Legislature

Department of Transportation

Subcommittee: Economic Development, Transportation, & Natural Resources

Subcommittee Chair: Bruce W. Bannister

Subcommittee Members: Hon. Neal A. Collins, Hon. Mandy Powers Norrell, Hon. Robert L. Ridgeway

Agency Website:

Agency Head: Christy Hall

Study Contact: Wendy Nicholas
Contact Email:

Agency Governing Body & Employees

Included on this page is information about the agency's governing body, copies of the agency's organization charts and links to information about the agency's employees. Click on any of the links below to obtain the information needed.

  • Governing Body
  • Organization Charts
  • Employees

  • Background on Governing Bodies

    An agency's governing body is the entity to whom the head of the agency reports. A Board of Trustees or Commission is an example of a governing body.

    Below you will see the governing body this agency identified as the one to whom the head of the agency reports. You will also see details provided by the agency about the number who serve on it, how they came to serve on it, and any other requirements.

    Pursuant to S.C. Code of Laws Section 1-5-40, the Secretary of State's Office has a duty to monitor positions on state boards and commissions. The Secretary of State's Office must keep membership information for state boards and commissions as a public record available for inspection by the members of the General Assembly and members of the public. This information includes the term length, expiration date of the term, appointing authority, and any required qualifications for membership.

    To find more information about state boards and commissions, as well as a list of vacancies, visit the Secretary of State's website.

    Agency's Governing Body & Meeting Practices

    The Department of Transportation is an executive branch agency reporting to a Secretary and a Commission.

    The Commission is comprised of eight individuals who are appointed by the Governor, upon the advice and consent of the Senate. Each Commissioner serves a term of four years and may not serve more than two consecutive terms. Applicable state statutes which provide additional information about the Commission includes S.C. Code Ann. Title 57, Article 3.

    The SCDOT Commission meets eleven times each year. The agency posts information related to its board meetings on its website as follows:

  • Commission Meeting Schedule
  • Commission Meeting Agendas
  • Commission Meeting Live Stream
  • Commission Actions and Minutes

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    Members of Agency's Governing Body

    For information on the current members of the agency's governing body, visit the Secretary of State's website.

    Organization Charts

    Below is a link to the agency's current organization chart. If past organization charts are available, links to those are included below as well. There may not be an organization chart for every year if the agency maintained the same organization structure for multiple years or if the Committee did not have a copy of every organization chart.

  • Organization Chart - Office of the Chief Internal Auditor (2015)
  • Organization Chart (February 17, 2015)
  • Organization Chart (April 27, 2015)
  • Organization Chart (July 29, 2015)
  • Organization Chart (August 11, 2015)
  • Organization Chart (June 16, 2016)

  • Agency Employment Data

    During the study of this agency, the Committee collected information on how the agency allocated its employees and trends in full-time equivalent as well as temporary positions. This information is below. The Subcommittee may also ask for additional employment data from the agency.

  • Employee and Budget Snapshot
  • Authorized and Actual FTEs and Non-FTEs for 2005-06 through 2014-15
  • Agency Policy - Drug and Alcohol Enforcement provided by DOT (revised April 2010)
  • Agency Policy - Employee Evaluations provided by DOT (effective March 17, 2014)
  • Employee Salary, Annual Cost to DOT, Pay Band, and Grievance Rights provided by DOT (June 2015)
  • State Employee Grievance Procedure Act (June 2015)
  • State Employee Grievances and Appeals - State HR Regulations (June 2015).pdf
  • State Employee Grievance Procedure Flow Chart provided by State Human Resources (June 2015)
  • Classes of State Employees provided by State Human Resources (June 2015)
  • SCEIS Agency Compensation Report provided by DOT (June 16, 2015)
  • State Employee Grievance Committee Decision Statistics relating to DOT (July 2015)
  • 10 Year Payroll History by Classified Position provided by DOT (July 22, 2015)
  • Pay Grade Reports 2005-2015 provided by DOT (August 2015)
  • Post-Employment Policy - 1 year wait period - provided by DOT (August 2015)
  • Pay Policy and Salary Increases provided by DOT (June 23, 2016)
  • State HR Dashboard - DOT (September 6, 2017)

  • Who Keeps Track of Information on Agency Employees?

    The main entity that keeps track of employees is the Division of State Human Resources within the Department of Administration. Their website is

    What are the different types of state employees?

    The following information was provided to the Committee by the State Director of the Division of Human Resources for the SC Department of Administration.

    (1) Temporary - These positions are full-time or part-time positions created for a period of time not to exceed one year.

    (2) Time-Limited - These positions are positions established to perform work directly associated with a time-limited project. The main difference between a temporary employee and a time-limited employee is the time-limited employee is employed to work on a particular project, and is employed only until the goals are met or the funding ends for that project.

    (3) Temporary Grant - These positions are positions established to perform work directly associated with federal grants, public charity grants, private foundation grants, or research grants.

    (4) Full-time Equivalent (FTE) - Within the full time type of employment (FTE), there are two main groupings, classified and unclassified. Agencies are granted a specific number of classified and unclassified FTE positions as part of the budget process, which must be kept in balance throughout the fiscal year.

    (a) Classified FTE - In the classified system, each position is assigned to a class. A class is a group of positions sufficiently similar in the duties performed; degree of supervision exercised or received; minimum requirements of education or experience; and the knowledge, skills, and abilities required that the Division of State Human Resources applies the same State class title and the same State salary range to each position in the group. The State class titles are grouped into the following categories: Administrative, Information Services, Education, Health Services, Human Services, Technical Services, Law Enforcement and Regulatory Services, Trade Services, and Agricultural and Natural Resources. Each State class title is assigned to one of 10 State salary ranges, or pay bands. The classified system is governed by sections 19-702 and 19-705 of the State Human Resources Regulations, Classification Plan and Classified Employee Pay Plan.

    (b) Unclassified FTE - In the unclassified system, each position is assigned to an unclassified State title. Unlike the classified system, however, unclassified titles do not have class specifications, which outline examples of the duties performed; degree of supervision exercised or received; minimum requirements of education or experience; the knowledge, skills, and abilities required; and a State salary range for the position. Therefore, State agencies are afforded greater flexibility with unclassified positions than with classified positions. The unclassified system is governed by applicable portions of section 19-706 of the State Human Resources Regulations, Establishment of Unclassified Positions and Unclassified Employee Pay Plan. There are four distinct groups of unclassified positions:

    (1) Agency heads covered by the Agency Head Salary Commission, The compensation of agency heads covered by the Agency Head Salary Commission is governed by the Commission.

    (2) Executive compensation system, In the Executive Compensation System, each position is evaluated by the State Division of Human Resources based on the Hay Method of Job Evaluation. Through this evaluation process, each position is assigned a given number of points based on the three attributes of Know-How, Problem-Solving, and Accountability. The sum of these points is then used to calculate a salary range for the specific position. The position is assigned an unclassified title; however, the salary range is tied to the evaluation of the specific position, not the title assigned to the position. Therefore, different positions with the same title may have different Hay evaluations and salary ranges. The Executive Compensation System is primarily utilized for deputy directors or other high level management positions within State agencies.

    (3) Academic personnel, and

    (4) Unclassified other, which includes teachers, agency heads not covered by the Agency Head Salary Commission, and other positions exempted from the State Classification and Compensations Plan by the General Assembly. The compensation of academic personnel and unclassified other positions are governed by the agencies within the provisions the State Human Resources Regulations and other applicable state laws.

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