Note: This program is only available to approved eligible organizations, and these vehicles are not for sale to the public.
Public agencies may request and purchase low-mileage vehicles that were previously owned by the federal government. The Surplus Property Office acquires these vehicles, typically three to five years old, from the General Services Administration (GSA). These vehicles go through the standard state surplus property cycle procedures.
Please Note: This program is only available to approved eligible organizations. This property is not for sale to the public.
Select the links below to access the listed documents.
Please Note: This program is only available to approved eligible organizations. This property is not for sale to the public.
The State Surplus Property Program promotes and facilitates the sustainable reuse of personal surplus property to state and local governments, qualifying non-profit entities and the public. The Surplus Property Office operates a retail store at its warehouse location in West Columbia and conducts online auctions to make personal property that has no further governmental need available to the public. The "cycle" is the week of the fiscal year in which the item will normally become available for public sale.
The Surplus Property Office manages the sale and disposal of personal surplus state property and the distribution of federal government property, equipment and vehicles to government agencies, qualified non-profit entities and the public. All personal property owned by the state of South Carolina that has been declared as surplus is required to be disposed of by the Surplus Property Office.
State Surplus Property is sold at the State Warehouse, online and/or through public auctions.
Section 8-11-15(B) of the South Carolina Code of Laws says that state agencies “may use alternate work locations, including telecommuting, that result in greater efficiency and cost savings.” Telecommuting is a work arrangement where selected state employees are allowed to perform the normal duties and responsibilities of their positions, through the use of computers or other telecommunication equipment, at home or at another alternate work location apart from the employee's usual location of work.
Workforce planning is having the right number of people with the right skills in the right jobs at the right time.
Workforce planning helps agencies forecast future conditions and develop objectives for HR programs to meet the organization's needs.
The Workforce Planning Toolkit (.pdf) provides general information concerning the steps related to workforce planning and workforce planning strategies that can be implemented to address current and future staffing gaps.
Employee orientation and the long-term process of onboarding an employee can help employees launch a positive and long career with an organization. For assistance designing an orientation and onboarding program, please review From Orientation to Onboarding (.doc).
For information concerning remote onboarding, please review Tips for Effective Remote Onboarding (.pdf).
Internship programs can improve the ability of an agency to recruit needed talent. Careful program design and execution are critical to ensure success. To assist agencies in designing and implementing internship programs, the Division of State Human Resources has created the Internship Toolkit (.pdf).