Salaries and Wages Bulletin 1st Edition 2008

SALARIES & WAGES

N S I W C

RIA EL SA , IS N L CA O

N M

O EIT S A

N

A NN OID S W SIA MG MES O C

The Quarterly Bulletin of t andhe National Salaries, Incomes Wages Commission December 2008

bulletinThe Commission advises the government on the level of increase in salaries or in the

remuneration of workers in the public service

“NATIONAL SALARIES INCOMES

AND WAGES COMMISSION

PAY SLIP

STAFF ID 197

STAFF NAME SEGUN IDOWU

SEX M

A/C NO 016800102825

MONTH SEPT. 2008

GRADE 12.00

STEP 3.00

ANNUAL CONSOLIDATION 783,778.92

MONTHLY CONSOLIDATION 61,564.91

MISC 49,258.40

TOTAL GROSS 110,823.31

PAYE 25,774.83

NHF 99.92

PENSION CONTRIBUTION 8,311.75

UNION DUES INCOME RATE 100.00

COOP CONTRIBUTION-OAGF 20,000.00

COOPERATION HOS 5,000.00

COOPERATIVE-AVIATION -

COOPERATIVE FINANCE -

COMPUTER LOAN RECOVERY

C/R 3,920.00

SALARY ADVANCE -

OVERPAYMENT RECOVERIES

O/P -

CORRESPONDENCE ADVANCE -

ASHS -

TOTAL DEDUCTION 63,206.50

NET PAY 47,616.81

Prepared by: Sign: ………………………

Approved by: Sign: ……………………..

Chief Richard Onwuka Egbule Secretary to the Commission“

Brief on the Commission Frequently Asked Questions

How to request for a new salary structure and allowance

ALSO IN THIS ISSUE

•

•

•

•

•

Examine areas in which rationalization and wages, salaries and other harmonization of

conditions of employment are desirable and

feasible as between the public and private sectors

of the economy and recommend guidelines which

will ensure sustained harmony in work

compensation policies in both the public and

private sectors

etermine salaries and wages for every post in the

Public Service;

onitor and analyse non-wage incomes;

Study and improve productivity in both the public

and private sectors; and,

Monitor general price level as an index of the cost

of living.

D

M

s

NATIONAL SALARIES, INCOMES AND WAGES COMMISSION

N S I W C

RIA EL SA , IS N L CA O

N M

O EIT S A

N

A NN OID S W SIA MG MES O C

National Salaries, Incomes & Wages CommissionrdWing B, 3 Floor, Federal Secretariat Complex,

Phase 1, Shehu Shagari Way,P.M.B. 346, Garki,

Abuja.09 - 6720336

[email protected]

Established by Acts 99 of 1993

Our core functions

Further contact

The

Secretary writes

M E S S A G E F R O M T H E S E C R E T A R Y T O T H E C O M M I S S I O N

CHIEF RICHARD ONWUKA

EGBULE

Briefly...A NOTE FROM THE EDITOR

EMMANUEL AFOLABI

THOMPSON

NIGERIA MY BELOVED COUNTRY

Nigeria, Nigeria, My country Nigeria.Beloved, endowed with human resources,

minerals and materials.I remember you Nigeria with nostalgia;

You that was so full ofLife for your citizenry;

When I was small I usedTo take you as heaven

On earth because there wasSo much happiness in you;Your people all glowed with

Happiness because you offeredSo much to them;

But what do I see today!Anguish, misery, dejectedness

Even though in the midst of plenty!The once happy place has become a horror;

What happened to you Nigeria?Why have you been so desecrated?

What went wrong? What changed a beautiful garden like you into a forest?

I live to see you coming back to your former glory;I live to see all that was taken from you restored back to you;

I live to see happiness in you again;But until that time, I say, come back Nigeria and

Be what you used to be.

Mrs. N. A. Ozoemena

SALARIES & WAGES BULLETIN, DECEMBER 2008 SALARIES & WAGES BULLETIN, DECEMBER 2008

2 43

his maiden edition of Salaries and Wages Bulletin comes

as the National Salaries, Incomes and Wages Commission T(NSIWC) marks its 17 years of existence. Since its

inception, the NSIWC has accomplished so much but not much of

its achievements have been in public domain, mainly because

there has never been a medium to project the Commission's

activities.

Therefore, the primary motive for initiating the Commission's bulletin is to highlight the

vision and mission of the Commission and to disseminate current information on its

activities.

The reaction of readers through calls, comments or articles to the content of the Bulletin

will be happily welcome.

Thank you.

I welcome readers to this maiden edition of Salaries and Wages

Bulletin. In this edition, there is a write- up on the National Salaries,

Incomes and Wages Commission (NSIWC), and an interview with the

Secretary to the Commission, who is one of the leading experts in salary

administration in Nigeria. An attempt has also been made to capture some

recent circulars and other vital information.

The Salaries and Wages Bulletin will not only serve as an information medium but also

serve as a referral material forresearchers in compensation policy.

We shalll endeavour to bring out the Bulletin quarterly, to provide relevant information

on salaries and wages in the public sector. We sincerely commend Management and the

entire staff of the Commission for their great support and material contributions without

which this publication would not have been successful.

Thank you.

Richard Onwuka Egbule

Emmanuel Afolabi Thompson

WATCH

Watch your Thought, it may become Word

Watch your Word, it may become Action

Watch your Action, it may become Habit

Watch your Habit, it may become Character

Watch your Character, it may become Destiny

Nwauju Mary

WORDS OF WISDOM

Leadership is not about enacting followers, but is about creating other change agents/leaders.

Leadership is an affair of heart, Leaders are the brand that they are selling. Leaders must be the change they wish to see in the world.

So:-

?Challenge the process by finding the process you believe needs to be changed the most.

?Inspire a share vision: i.e., share your vision in an understandable way.

?Enable others to act by giving your followers the opportunity to solve their problems.

?Model the way.

?Encourage the heart by sharing the glory with your followers.

Mrs. A. Yusuf.

The Boss: Drives His MenThe Leader: Inspires Them

The Boss: Depends On AuthorityThe Leader: Depends On Goodwill

The Boss: Evokes FearThe Leader: Radiates Love

The Boss: Says “I”The Leader: Says “We”

The Boss: Shows Who Is WrongThe Leaders: Shows What Is Wrong

The Boss: Knows How It Is Done The Leaders: Shows How To Do It

The Boss: Demands RespectThe Leader: Commands Respect

O. AborodeManagement Information Department.

THE ROAD TO GREATER LEADERSHIP BE A LEADER, NOT A BOSS

WHAT LIFE HAS TAUGHT ME

?Life has taught me that the will of God never leads you where his grace cannot keep you.

?Life has taught me that man's extremity is God's opportunity.

?Life has taught me that promotion does not come from any rock but from rock of ages

?Life has taught me to grab tight onto that which today has been placed in my hands: and patiently wait for tomorrow

?Life has taught me that life is in stages and man are in sizes.

Adah OkoyeE & G

SALARIES & WAGES BULLETIN, DECEMBER 2008

42 3

SALARIES & WAGES BULLETIN, DECEMBER 2008

Content

EDITORIAL BOARD MEMBERS

Chief R. O. Egbule Editor -in- Chief/PublisherMr. E. A. Thompson Chairman/Editor

Mr. O. O. Ojo Member

Mr. O. O. Oyesanya Member

Mr. A. A. Osodi Member

Mr. C. O. Ogbujuakpa Member

Mr. A. C. Adighiogu Member

Mrs. N. A. Ozoemena Member

Mrs. A. J. Okoye Member

Mrs. E. N. Iwuoha Member

Mrs. M. U. Nwauju Member

Mrs. A Yusuf Member

Mr. O. Aborode Member/Secretary

Brief on the Commission 4

Bio-brief: Chief Richard Onwuka Egbule, Secretary to the Commission 7

Frequently Asked Questions 9

How to request for a new salary structure and allowances 9

Circular on guidelines for the review of salaries, allowances and fringe benefits in

the Federal Public Sector 10

The Consolidated Tertiary Institutions Salary Structure: Challenges of Implementation 11

Bulletin Quote 13

The Pay Reform Policy 14

The Relevance of the National Salaries, Incomes and Wages Commission in Price Surveillance 17

Machinery for Continuous Data Collection for Purpose of Wage Reviews 18

Pay Surveys 19

Wages Commission inaugurates House Journal Editorial Board 20

SERVICOM News 20

From the desk of the Chief Press Secretary 21

Personality Interview with Chief R. O. Egbule, Secretary to the Commission 22

Appointments 28

Photo Splash: Induction training for newly appointed staff of the Commission 31

Job Classification in the Federal Public Service 32

Burn-Out Syndrome and the way out 34

Bulletoon: The cartoon point 35

Sports Splash 36

Bulletin Sports: The Wages Club 38

Bulletinspiration: The Habit of going the extra mile 40

Humour 41

Words of Wisdom 42

Nigeria, My Beloved Country 43

SALARIES & WAGES

N S I W C

RIEAL SA , S IN L CA O

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OI E

T S AN

A NN OID S W SIA MGE OMS C

The Quarterly Bulletin of t andhe National Salaries, Incomes Wages Commission

bulletin

Letters to the Editor should be short, precise and typed with double spacing to make for clarity and easy editing.All correspondence should be addressed to

The Editor -in-Chief

National Salaries, Incomes & Wages CommissionrdWing B, 3 Floor, Federal Secretariat Complex,

Phase 1, Shehu Shagari Way,P.M.B. 346, Garki,Abuja.09 - [email protected]

he National Salaries, Incomes & Wages Permanent Secretary of the Off ice of Commission (NSIWC) was established by Establishments and Management Services; the TActs 99 of 1993. Its creation was based on Permanent Secretary of the Federal Ministry of

the recommendations made at various times by Labour and Productivity; a representative of the adhoc Commissions/Panels set up by Government Nigerian Employers’ Consultative Association; a from time to time since 1960, to deal with issues representative of the Nigeria Labour Congress; and relating to salaries and wages in the public service four other persons of proven integrity and relevant of Nigeria. The implementation of the expertise. The Chairman and other members are recommendations of such adhoc bodies were appointed by the President, Commander-in-Chief never fully implemented to enable workers derive of the Armed Forces. The tenure of office of a full benefits of their work. Consequently, the Udoji member of the Commission is five years.Commission on the review of the Public Service (1972 - 1974) recommended that a permanent The Commission is to have a Secretary who is of the body be constituted to inter alia, take care of rank of a Permanent Secretary and whose annual reviews of wages and salaries in the Federal responsibilities, are among others, to assist the Public Service. Chairman in the general administration of the

Commission. The Secretary is the accounting The National Salaries, Incomes and Wages officer of the Commission.Commission was therefore established as a permanent body with far-reaching functions which The National Salaries, Incomes & Wages include, among others: Commission is one of the central agencies whose

activities impact in one way or the other, on the - examine areas in which rationalization and overall performance of the Public Service. It has

harmonization of wages, salaries and other overall responsibility of advising Government on conditions of employment are desirable the fixing and adjusting of salaries for every post in and feasible as between the public and the Federal Public Service.private sectors of the economy and recommend guidelines which will ensure The Commission has been in existence for more sustained harmony in work compensation than seventeen years, during which time its policies in both the public and private activities have impacted positively on workers' sectors; remuneration in both the public and private

sectors. - determine salaries and wages for every post

in the Public Service; The NSIWC’s achievements/impact include, among others:

- monitor and analyse non-wage incomes;(i) Review of Academic and Professional

- study and improve productivity in both the Allowances of the staff of Tertiary public and private sectors; and Institutions;

- monitor general price levels as an index of (ii) Review of Allowances Payable to the cost of living. Chairmen/Board Members of Federal

parastatals: Through Commission's thThe Act which established the Commission circulars SWC.04/S.1/VOL.III/489 of 11

provides for a Chairman who shall be the Chief May, 1999 and SWC/S/04/S.310/1. dated thExecutive. It also provided for the following 18 January, 2007;

members: three full time Commissioners, the

Brief On The Commission

The National Salaries, Incomes & Wages Commission is one of the Central Agencieswhose activities impact in one way or the other, on the overall performance of the

Public Service. It has the overall responsibility of advising Government on the fixing and adjusting of salaries for every post in the Federal Public Service.

There once was a man who had nothing for his family Still, the voice said again to him, “I SAID 'PRAY FIRST, to eat. AIM HIGH AND STAY FOCUSED.”

He had an old rifle and three bullets. So, the man decided to listed to God's voice.

So, he decided that he would go out hunting and kill He prayed, then aimed the gun high up in the tree some wild game for dinner. and shot the wild turkey.

As he went down the road, he saw a rabbit. The bullet bounced for the turkey and killed the deer.The handle fell off the gun and hit the snake in the

He shot at the rabbit and missed it. head and killed it.

The rabbit ran away. And, when the gun had gone off, it knocked him into a pond.

Then he saw a squirrel and fired a shot a t the squirrel and missed it. When he stood up to look around, he had fish in all

his pockets, a dead deer and a turkey to eat for his The squirrel disappeared into a hole in cotton wood family.tree.

The snake (Satan) was dead simply because the man As he went further, he saw a large wild “Tom” turkey listened to God.in the tree, but he had only bullet remaining.

PRAY FIRST BEFORE YOU DO ANYTHING, AIM AND A voice spoke to him and said, “PRAY FIRST, AIM SHOOT HIGH IN YOUR GOALS, AND STAY FOCUSED HIGH AND STAY FOCUSED.” ON GOD. LIVE EVERYDAY ONE DAY AT A TIME AND

REMEMBER THAT ONLY GOD KNOWS OUR FUTURE.However, at the same time, he saw a deer which was a better kill. DO NOT LOOK TO MAN FOR YOUR BLESSINGS, BUT

LOOK TO THE DOORS THAT ONLY HE HAS PREPARED He brought the gun down and aimed at the deer. IN ADVANCE FOR YOU.But, he saw a rattle snake between his legs about to bite him, so he naturally brought the gun down Ezeanwu Emeka Clementfurther to shoot the rattle snake. Compensation Department

IT SEEMS THE WORLD WANTSNO CURE FOR STUPIDITY TO COME TO AN END

Several years ago, we had a Typist who was A Nigerian girl who was born and bred none too swift. One day she was typing and abroad and had never experienced power turned to a Secretary and said, “I am almost interruption, came home with her parents to out of typing paper, what do I do?” “Just use visit her relatives. In the evening, the normal copier machine paper” the Secretary told thing happened, that is, power interruption. her. With that, the Typist took her last There was darkness everywhere, the girl remaining blank piece of paper; put in on the started screaming. When people gathered photocopier and proceeded to make five to know what the problem was, she said “it blank copies.seems the world wants to come to an end”.

When the people heard this, they broke into laugher and told her that “it is the normal

Nwauju Maryevening celebration”.

Nwauju Mary

THREE BULLETS


4 41

HUMOUR

(iii) Harmonization of Salaries and Allowances to N5,500 per month effective from 2000 in the Federal Public Service through the as enshrined in the National Minimum following circulars: Wage Act 2000.

th(A) SWC.04/551 of 28 August, 1998 (vi) Review of Medical and Health Professional nd Al lowances through C i rcu lar No. (b) SWC.04/771 of 22 January, 1999

thand SWC/S/04/S.15/Vol.117 dated 19 June,

th 2001 (c) SWC.04/808 of 29 March, 1999

(vii) 12.5 - 4% salary increase on a sliding scale (iv) Review of the Harmonized Salaries and in the Federal Public Service with effect Allowances in the Federal Public Service.

stThe salary increases were captured in the from 1 October, 2003.

thfollowing circulars dated 5 May, 2000, (viii) Review of Pension Rates documented by issued by the Commission.

t h e N S I W C ' s C i r c u l a r s , N o s . th

(a) Harmonized Public Service Salary SWC/S/04/S.8/28 dated 11 May, 1999 and thS t r u c t u r e ( H A P S S ) SWC.04/Vol.iv./1011 dated 17 May, 2000

SWC.04/VOL.II/991. respectively.

(b) Harmonized Tertiary Institutions (ix) Monetization of allowances and fringe S a l a r y S t r u c t u r e ( H AT I S S ) benefits through the following circulars:SWC.04/Vol.v/1000

th(a) SWC/S/04/S.167/216 dated 12 (c) Harmonized Armed Forces Salary February, 2004

S t r u c t u r e ( H A F S S ) thSWC.04/VOL.iv/994. (b) SWC/S/04/S.167/221 dated 12

February, 2004(d) Harmonized Salary Structure and

Allowances for Top Federal Public (c) SWC/S/04/S.167/Vol.II/8 dated thO f f i c e H o l d e r s 26 September, 2004

SWC.04/S.I/Vol.iv/136.

(x) Consolidation of Emoluments in the Public (e) Harmonized Police and Para- Service through the following circulars

stMilitary Salary Structure and which took effect from 1 January, 2007:Allowances.

(a) Consolidated Public Service Salary (v) Review of the National Minimum Wage Structure (CONPSS) Ref. No.

from N250 per month effective from 1991 SWC/S/04/S.300/1

Alhaji Adamu FIKAOctober, 1992 - February, 1993

Owelle G. P. O. CHIKELUMarch, 1993 - December, 2001

Chief F. O. WILLIAMS, CONNovember, 2005 - November, 2007

PAST CHAIRMEN

n important principle of success in all walks

of life and in all occupations is a willingness Nature GOES THE EXTRA MILE by producing enough Ato GO THE EXTRA MILE; which means the of everything for her needs, together with a surplus rendering of more and better service than that for for emergencies and waste; for example, the fruit on which one is paid, and giving it in a positive mental the trees, the bloom from which the fruit is grown, attitude. frogs in the pond and fish in the seas.

Search wherever you will for a single sound Nature GOES THE EXTRA MILE by producing enough argument against this principle, and you will not find of every living thing to ensure the perpetuation of it; nor will you find a single instance of enduring the species, allowing for emergencies of every kind. success which was not attained in part by its If this were not true the species of all living things application would soon vanish.

.

The principle is not the creation of man. It is a part of Some believe that the beasts of the jungle and the Nature's handiwork, for it is obvious that every living birds of the air live without labor, but thoughtful creature below the intelligence of man is forced to people know that this is not true. It is true that apply the principle in order to survive. Nature provides the sources of supply of food for

every living thing, but every creature must labor

before it may partake of that food.We may disregard the principle if we choose, but we

cannot do so and at the same time enjoy the fruits of

enduring success. Thus, we see that Nature discourages the habit

which some have acquired of trying to get something

for nothing.Observe how Nature applies this principle in the

production of food that grows from the soil, where

the farmer is forced to GO THE EXTRA MILE by The advantages of the habit of GOING THE EXTRA clearing the land, plowing it, and planting the seed at MILE are definite and understandable. Let us the right time of the year, for none of which he examine some of them and be convinced: The habit receives any pay in advance. brings the individual to the favorable attention of

those who can and will provide opportunities for

self-advancement. It tends to make one But, observe that if he does his work in harmony with indispensable, in many different human Nature's laws, and performs the necessary amount relationships, and it therefore, enables one to of labor, Nature takes over the job where the command more than average compensation for farmer's labor ends, germinates the seed he plants personal services.and develops it into a crop of food.

It leads to mental growth, physical skill and And, observe thoughtfully this significant fact: For perfection in many forms of endeavor, thereby every grain of wheat or corn he plants in the soil, adding to one's earning capacity.Nature yields him perhaps a hundred grains, thus

enabling him to benefit by the law of increasing

returns. Napoleon Hill

The Habit of Going the Extra Milebullet nspirationi

It is true that Nature provides the sources of supply

of food for every living thing, but every creature

must labor before it may partake of that food.


40 5

(b) Consolidated Tertiary Institutions Salary Structure (CONTISS) Ref. (f) C o n s o l id ated Po l i c e Sa la r y No.SWCS/04/S.301/1 Structure (CONPOSS) Ref. No.

SWC/S/04/S.305/1(c) Consolidated University Academic

Salary Structure (CONUASS) Ref. (g) Consolidated Para-Military Salary No.SWC/S/04/S.302/1 Structure (CONPASS) Ref. No.

SWC/S/04/S.306/1(d) Consolidated Top Federal Public

Office Holders' Salary Structure (h) Consolidated Foreign Service ( C O N T O P S A L ) R e f . N O . A l l o w a n c e s : R e f . SWC/S/04/S.303/1 No.SWC/S/04/S.307/1

(e) Consolidated Armed Forces Salary The Commission recorded these achievements Structure (CONAFSS) Ref. No. through the dynamic roles played by its past and SWC/S/04/S.304/1 present leaders.

Chief A. O. Okafor, October, 1992 - May, 1996, Dr. D. Nkumah, PhD, MS, FICS, (Secretary) August, 2002 - August 2003,

(Permanent Secretary)Dr. (Mrs.) L. A. Isah, CON, May, 1996 - April, 1999, (Permanent Secretary) Mrs. J. O. Ogunleye, August, 2003 - April, 2005,

(Permanent Secretary)Alhaji A. K. Yerima, April, 1999 - January, 2000,(Ag. Secretary) Dr. (Mrs). L. M. Hamza, February, 2006 - July, 2006,

(Permanent Secretary)Mrs. A. M. Rufai, mni, January, 2001- June, 2002,(Permanent Secretary) Chief R. O. Egbule, January, 2007 till date

(Secretary)

Dr. (Mrs.) L. A. ISAH, CON Alhaji A. K. YERIMA

Mrs. J. O. OGUNLEYE Chief R. O. EGBULE

Mrs. A. M. RUFAI, mni

Dr. D. NKUMAH, PhD, MS, FICS

PAST AND PRESENT PERMANENT SECRETARIES/SECRETARIES

Conferment of award of Patron and Goodwill donated a giant golden trophy to FEPSGA at the Ambassador of Sports and Patron of Sports in the 2007 Annual FEPSGA Award Dinner night as his Public Service respectively. contribution to the growth of sports in the Public

Service. The trophy will be won by a team that tops ndThe Club organized the 2 Annual conferment of the medals table at the FEPSGA annual competition.

thAward/Get together on 6 November 2007, and the

Achievementsfollowing were honoured:

The Wages club, in August 2006 monthly walking Chief R. O. Egbule, Secretary to the Commission; stjogging edition won two (2) trophies:1 position for Great Mentor and Pillar of Sports

ndbest kitted team; and 2 position for the team with

Mrs. M. L. Oduyemi, Deputy Director (F& S); the highest attendance.Matron, Wages Club

It is pertinent to note that during this edition, the Mrs. E. Yakubu, CEO (PM); then Executive Chairman Chief F. O. Williams, the full Goodwill Ambassador, Wages Club time Commissioner, Dr. G. A. Ogboghodo and the

Secretary to the Commission, Chief R. O. Egbule Mr. S. M. S. Ikuejamoye, National President, were specially invited by FEPSGA to the exercise as FEPSGA; Mentor Wages Club the special guest jogger and guest joggers

ndCertificates of keep fit were given to members of The club, in September 2006, won the second (2 ) staff who had 75% attendance in the monthly position for the best kitted team during the monthly walking/jogging exercise. The awardees were S. Ilu, walking jogging exercise.G.I. Udeh, O. Adesanya, M. C. O. Akalonu, S.O. Olukoya, M.B. Mammah, Mrs. S. Kareem and J. The Club, in August 2007 and March 2008, edition of Falola. the monthly walking jogging exercise won the

trophy for the most disciplined/best behaved team.Certificate of constant representation were also given to Mr. O. Aborode, Miss A. Onwudiachi and Mr. It is also important to note that the banner being G. Leleji who had featured repeatedly on the displayed by FEPSGA, during the monthly walking Commission’s contingent to FEPSGA annual jogging exercise was donated by Wages Club.competition at Port Hacourt (2006) and Minna (2007). ACTIVITIES FOR THE YEAR 2009

rdOn 3 March 2008, the Club organized a special Monthly walking jogging/keep fit exercise.prayer for the Commission and memorial service to

FEPSGA annual competitionmark the first year anniversary for the departed souls of Late Mr. S. Y. Abdulkadir (President of the

Annual sports week/Awards confermentClub) and Mrs. I. J. Eni who were involved in fatal rd

motor accident on 3 March 2007. Other deceased Round table sports development talkmembers of staff were equally remembered.

Free mix day.The Secretary to the Commission, Chief R. O. Egbule


The contingent of the Commission at the FEPSGA 2006 annual

competition tagged “Porthacourt 2006”.

March past at the Opening ceremony of FEPSGA 2006 Annual competition tagged “Porthacourt 2006” held in Porthacourt, Rivers State.

6 39

hief Richard Onwuka Egbule Management Services, Lagos, in 1991, and a Chief stSecretary to the Commission on the 1 of Management Consult ing Off icer in the C Management Services (formerly Management January, 2007. He was unti l his

appointment, the acting Secretary to the Services and Training Department, Presidency, th Lagos) in 1994.Commission with effect from 17 July, 2006. He

attended St. Eugene's Primary School, Aba, where Chief R. O. Egbule was drafted by the pioneer he obtained his First School Living Certificate. He Secretary to National Salaries, Incomes and Wages later proceeded to Peter Noster Secondary School, Commission, Chief A. O. Okafor, when it was Ekwerazu, Mbaise, Imo State where he obtained his established in October, 1992, to help him structure West African School Certificate (Division One) in and build the Commission with the best 1971. He also holds a General Certificate of professional practice. This task, he carried out Education from the University of London obtained most diligently, producing the needed structural in January, 1972. Chief R. O. Egbule graduated from framework and manning levels of the Commission the University of Nigeria, Nsukka with a BSc Hons

nd without the use of any external consultant. (2 Class Upper) Economics in 1978. He obtained a Following the take-off of the Commission and the Master’s Degree in Industrial Relations and injection of additional hands, Chief Egbule was Personnel Management from the University of assigned the task of heading and nurturing the then Lagos, in 1990.embryonic Compensation Department, one of six

departments in the Commission. As Head of Chief R. O. Egbule started his working career as an Department, he steered the Compensation Administrative Officer on grade level 08 with the Department to the prime position of the mainstay Office of the Head of the Civil Service of the of the Commission. From there, he rose to the rank Federation where he rose to the rank of Principal of Deputy Director in 1999 and became the Administrative Officer on grade level 12 in 1985. He Director, Compensation Department in January, became an Assistant Chief Management Consulting 2004.Officer in the Office of Establishments and

was appointed

Chief Richard Onwuka EgbuleSecretary to the CommissionBio -brief

The “Wages Club” is the Sports club of the include A. Amodu, Welfare Officer; Mrs. T. D. Commission, an affiliate of the Federation of Public Joseph , Assistant General Secretary; T. S. Shuaib , Service Games (FEPSGA). FEPSGA is the umbrella Assistant Financial Secretary; P. A. O. Mbe, body of all sport clubs in all Government MDAs in Assistant Public Relations Officer; and U. D. Umoru, both Federal and States. Assistant Welfare Officer.

The Wages Club was established in 2001 but Activitiesstarted acquiring the attributes of what a full fledged sporting club should look like in 2006 when The Wages Club had participated in the various the duo of Chief F. O . Williams, CON, and Chief R. O. activities of its parent body, namely:Egbule assumed the leadership of the Commission as the Executive Chairman and the then acting Monthly walking jogging/keep fit exercise: where Secretary to the Commission respectively; they the following three (3) trophies are available for showed tremendous interest and support for the winning: Best kitted team, the team with highest growth of the club. attendance of members, and the most

disciplined/best behaved team.th

The Club held its first congress election on 13 July, 2006 and members were inaugurated into office on FEPSGA Annual Sports Fiesta: The club has

th participated in the last three editions held in Bauchi 6 September, 2006 by the then Executive State (2005), Rivers State (2006) and Niger State Chairman of the Commission, Chief F. O. Williams, (2007).CON. The elected executive committee members

were as follows: S. Y. Abdulkadir (late), President; S. ndThe Club on 22 December, 2006, organized a M. S. Ikuejamoye, Vice President/Chief Adviser; S.

grand and colourful reception for Chief F. O. O. Otusanya, General Secretary; J. O. Jesugbemi Williams, CON and Chief R. O. Egbule who were (Mrs), Treasurer; U. E. Okereafor, Financial honoured at the annual FEPSGA award dinner night Secretary; and A. S. Bitrus, Public relations Officer.

thon the 20 December, 2006 at Sheraton Hotels for their enormous contribution to sports with the Other members of the executive committee

Bulletin Sports The “Wages Club”


The contingent of the Commission at the FEPSGA 2006 Annual competition tagged “Porthacourt 2006” held in Porthacourt, Rivers State.

38 7

Chief R. O. Egbule is a

Member of the Nigeria Secretary, Presidential

Institute of Management Committee on Mortgage

(MNIN), Assosciate Member, Financing, April 2004 -

the Chartered Institute of April, 2005;

Personnel Managementof

Nigeria (ANIPM) and a Fellow The determination of the

C o r p o rate I n st i t u te o f appropriate remuneration

Administrators (FCIA). Chief package for the military

Egbule has been widely personnel which doused

exposed both locally and the tension and discontent

internationally in workshops, within its rank and file early

attachments, study visits and in 2008;

t r a i n i n g p r o g r a m m e s

organized by renowned P r o d u c t i o n o f t h e

institutions which focused on n o m e n c l a t u r e o f

v a r i o u s a s p e c t s o f ‘ H a r m o n i s e d ’ a n d

compensation policies and ‘Consolidated’ Salaries in

pay practices, among others. He is today, a leading the Federal Public Service 1998 and 2007

authority in the resolution of compensation issues

in the Nigerian Public Service. Production of the first publication of approved

salaries and allowances under the Harmonised

It is a well known fact among his peers that Chief Public Service Salary Structures: HAPSS, HATISS,

Egbule is as efficient in the discharge of his duties as HAFSS, HAPPSS, and TOPSAL (2000;.

he is amiable and unassuming.

Revision of the National Minimum Wage (2000).

His contributions to employees' compensation in

the Nigerian Public Service Based on his numerous

spans over twenty-nine years. c o n t r i b u t i o n s t o t h e

A m o n g h i s n u m e r o u s u p l i f t m e n t o f N i g e r i a n

contributions are: workers, Chief R. O. Egbule was

conferred the Public Service

Member (co-opted) of the Award for Excellence in 2006

E m o l u m e n t s by the former President,

Consolidation Committee, Commander in Chief of the

2006 - 2007; Armed Forces, Chief Olusegun

Obasanjo, GCFR. Chief R. O.

Secretary, Presidential Egbule is happily married with

Panel on Wages, Salaries children and hails from Ehime

and Emolument Relativity, Mbano Local Government

July, 2004- 2006; Area of Imo State.


Group Picture at the presentation of Congratulatory Frame to Chief R.O. Egbule KSM in 2006 when he was confirmed as the substantive Secretary to the Commission.

Executive members of the Wages Club at the presentation of trophies. Sitting from left, Mr S.M.S. Ikuejamoye Nat. President FEPSGA,

(Patron Wages Club), Dr G.A. Ogboghodo Full time commissioner (Deputy Grand Patron and Goodwill Ambassador), Chief F.O. Williams CON

Executive Chairman Grand Patron and Pillar of Sports, Alh. Idris Bamai, full time Commissioner and Chief R.O. Egbule KSM Secretary to the

Commission (Deputy Grand Patron and Goodwill Ambassador).

Group picture of the Wages Club Members at the presentation of a felicitation card to former D (PM) Dr. D. B. Ibe during a courtesy visit to him in his new office in the OSGF.

Group picture with the Trophy for the most Discipline/Best Behaved team won at the March, 2008 Edition of the walking/jogging and with the Flower Vast presented to the commission's contingent at Minna 2008 FEPSGA Annual Competition.

Group Picture of members of the club with Chief R.O. Egbule KSM Secretary to the commission during the presentation of the trophy for the Most Disciplined/Best Behaved Team won at the March, 2008 edition of the Walking/Jogging and with the Flower Vast presented to the Commission's Contingents at Minna 2008 FEPSGA Annual competition

8 37

Chief Egbule is

a leading authority

in the resolution of

compensation issues

in the Nigerian

Public Service.

FAQ FREQUENTLY ASKED QUESTIONS

What is Consolidation? The Federal and State/Local governments are

Consolidation is the aggregation of basic salary different employers of labour and in line with the

and allowances into a single pay principle of federalism as in the 1999 constitution,

none of the governments dictate to the other

What is the difference between Salaries and

Wages? What is the essence of job grading?

Salary is a fixed and regular pay for services It is to enable the employees be placed on the

rendered e.g. permanent and pensionable appropriate ranks or levels.

workers, while wage is not fixed e.g. casual

workers/labourers. What is Productivity?

Productivity is the relationship between the

What is non-wage income? output generated by a production or service

Non-wage income is return on your investment system and the input provided to create the

e.g. rent on property, dividend etc. output. Productivity is the will to improve on the

present situation no matter how good it may look.

When does Government increase salary?

Whenever Government deems it necessary to How is Productivity measured in the Public

increase, or through collective bargaining between Service?

government and the labour union. Productivity measurement in the Public Service is a

function of the results and time taken to

Why are Federal and State/Local government accomplish them. It is basically the organisation's

workers not earning the same salary throughout final output compared with its input and the

the country? impact made by the organisation's programme.

Any request for the creation or review of salaries and allowances for any establishment should be viii. E f f e c t i v e d a t e o f t h e p r o p o s e d submitted to the National Salaries, Incomes and remuneration package;Wages Commission through the supervising Ministry/Agency with the following information: ix. S o u r c e o f f u n d i n g t h e p ro p o s e d

remuneration package and/or evidence of i. Current remuneration package according ability to finance and sustain the proposed

to grade levels; remuneration package from internally-generated revenue;

Ii. Current staff strength according to grade levels (not nominal roll); x. A p p r o v e d p e r s o n n e l b u d g e t a n d

projected internally generated revenue;iii. Current annual wage bill;

xi. A copy of the enabling law;iv. Evidence of the authority for the last

pay review;xii. Where the proposed remuneration package

v. Verifiable justification for the proposed is as a result of benchmarking with other remuneration package; organizations in the public or private sector,

the names and addresses of the vi. Proposed (new or revised) remuneration

benchmarked organisation should be package according to grade levels;provided.

vii. Proposed annual wage bill based on the proposed remuneration package;

HOW TO REQUEST FOR A NEW SALARY STRUCTURE AND ALLOWANCES


Chief F. O. Williams, CON, the immediate past Executive Chairman, NSIWC with the Grand Patron and Pillar of Sports Plaque conferred on him by the Wages Club.

Chief R.O. Egbule, Secretary to the Commission with the trophies won by the Wages Club in the monthly walking/jogging exercise.

Chief R.O. Egbule KSM, Secretary to the Commission presenting one of the trophiesto the immediate past Chairman, Chief F. O. Williams CON.

The General Secretary Wages Club Mr. Otusanya S.O. presenting the most

Disciplined/Best Behaved team trophy won at the monthly walking/jogging

exercise to Mrs. E. Yakubu

Mrs. E. Yakubu presenting the trophy to Chief R.O. Egbule, while Chief F.O Williams Watches

Chief R.O. Egbule, KSM presenting trophy to the Executive Chairman,Chief F. O. Williams CON.

Chief R.O Egbule, KSM Secretary to the Commission presenting the trophy ndfor the 2 position best kitted to the Chairman, Chief F.O. Williams, CON.

Chief F. O. Williams, CON holding congratulatory card presented to him at a colorful reception organized for him by the Wages Club for the award ofPatron and Goodwill Ambassador of Sports conferred on him by FEPSGA.

Chief R. O. Egbule KSM holding a congratulatory card presented to himat a reception organized for him by Wages Club for the award of Patron and Goodwill Ambassador of Sports conferred on him by FEPSGA .

36 9

Chief of Staff to the President

Deputy Chief of Staff to the President

Honourable Ministers

Secretary to the Government of the Federation

Head of Civil Service of the Federation

Clerk, National Assembly

Chairmen, Federal Commissions

Service Chiefs/Inspector-General of Police

Permanent Secretaries and Head of Extra-Ministerial Departments

Director-Generals and Chief Executives of Parastatals/Agencies

Secretary, National Judicial Council

Auditor-General of the Federation

Accountant-General of the Federation

GUIDELINES ON THE REVIEW OF SALARIES, ALLOWANCES

AND FRINGE BENEFITS IN THE FEDERAL PUBLIC SECTOR

The attention of Government has been drawn to the uncoordinated and indiscriminate reviews of the

remuneration of workers in the Federal Public Service, which, if not checked, could destabilize the national

economy. In this connection, the President, Commander-In-Chief of the Armed Forces of the Federal Republic of

Nigeria has directed that henceforth, all proposals for the review of salaries, allowances or fringe benefits must be

sent to the National Salaries, Incomes and Wages Commission through the supervising Ministry of the affected

agency. The Commission will examine the proposed changes and, in appropriate cases, will make recommendation

to government. It is only when the approval of Government has been communicated in writing to an agency by the

Commission that the proposed review can be implemented. This directive applies to all Federal Public Sector

Agencies, whether they are self-financing or fully-funded from annual budgetary provisions.

2. Government has also directed that henceforth, all approved new remuneration packages should not

attract any arrears or be funded from the supplementary budget. If the increases cannot be fully funded from the

approved current budgetary alocation, it should be provided for in the following year's budget, but without arrears.

3. All agencies in the Federal Public Service are to ensure compliance with the contents of this circular.

Chief R. O Egbule

Secretary to the Commission

H, PEACE &IT PFA RO& GY RIT ESN SU

THE PRESIDENCY

NATIONAL SALARIES, INCOMES AND WAGES COMMISSIONOFFICE OF THE SECRETARY TO THE COMMISSION

Wing B, 3rd FloorFederal Secretariat Complex, Phase 1, Shehu Shagari Way,

P.M.B. 346, Garki-Abuja

09-6702336

Ref No......................................... SWC/S/04/S.383/5 Date......................................... 16th April,2008

Delegation is an important tool in reducing burn may not be able to recover by yourself, and you out syndrome. Delegation is “getting things done may need to have drastic changes in your attitudes through people” and it involves entrusting to and life style. You are much better off preventing it another person a measure of responsibility and now than putting your life back together later. authority. By so doing the leader trains others Remember, stress can and does kill. The body has a under him to undertake tasks assigned to them and no tolerance zone, which if entered into, will reduce the burden on him. One must also take manifest physical ailments.adequate rest and exercise the body. Likewise corrective measures should be taken on other Babatunde Oresanyamajor areas identified above as contributory factors to burn out like negative mental attitude. References

Finally, it is important to understand the risks of burnout on our job. Once a person is a victim, it may not be easy to get things back on track. You

www.time-management-guide.comwww.workplaceissues.com

Bulletoon

CIRCULAR ON GUIDELINES ON THE REVIEW OF SALARIES, ALLOWANCES AND FRINGE BENEFITS IN THE FEDERAL PUBLIC SECTOR

The cartoon point


10 35

Introduction 11.4% mark-up over CONTISS (without the rent This paper has been specially prepared in response subsidy). With the rent subsidy the difference is 9%. to the invitation I received from the Federal Ministry It is pertinent to mention that apart from CONPSS, of Health to a stakeholders meeting on salary CONTISS and CONUASS the following are the other administration. The purpose is to enlighten the harmonised salary structures of the public service:audience on the background, structure and applicability of the Consolidated Tertiary Institutions ?Consolidated Police Salary Structure Salary Structure (CONTISS) and to aid in the (CONPOSS)clarification of issues that often relate to its ?Consolidated Paramilitary Salary Structure implementation. The word “aid” should be (CONPASS)emphasised because the paper cannot answer all the ?Consolidated Armed Forces Salary Structure q u e s t i o n s t h a t m ay ex i s t w i t h o u t t h e (CONAFSS)supplementation of other documents, such as the ?Consolidated Intelligence Community Salary relevant circulars, the schemes of service, the Public Structure (CONICSS)Service Rules, etc as well as verbal explanation.

Beyond the harmonised structures, there are Background to CONTISS parastatals that have their own salary structures, CONTISS, as a separate salary structure, originated based on the remuneration range in their sectors. from the University Salary Structure (USS), which Examples are the Nageria National Petroleum was introduced in the early 1980s, following the Corporation and other parastatals in the oil sector, Cookey Report on the study of the problem of the Central Bank and others in the banking and remuneration in the university system. In 1998, finance sector, the aviation parastatals, etc. The following the harmonisation of salaries in the Public condition for approving such structures is that the Service, it became the Harmonised Tertiary establishment should fund the wage bill from its Institutions Salary Structure (HATISS) and in January independent revenue, outside government treasury. 2007, with the consolidation of remuneration in the service, it assumed the current name. The migration of any establishment out of CONPSS to

CONTISS or any other structure is subject to the Originally, the salary structure was meant for consideration of the National Salaries, Incomes and personnel of the university system. With time, it was Wages Commission (NSIWC) and final approval of extended to other tertiary educational institutions, government, which should be communicated by the such as polytechnics and colleges of education, as NSIWC. well as manpower development institutions, such as ASCON and CMD. The research institutes joined by Structure of CONTISSreason of the nature of their core functions and the CONTISS is a 15-grade salary structure with each calibre of personnel, which they often shared with scale consisting of a number of steps ranging from 15 the universities. Later, other parastatals whose for the lower grades to 9 for the highest grades. functions involve substantial research and training, Structurally, CONTISS is similar in pattern to CONPSS. such as NAFDAC, the teaching/specialist hospitals The differences between the two structures are:and the National Institute for Sports, were admitted ?CONTISS is higher than CONPSS by an into the scheme. average mark-up of 22.5% (without the rent

subsidy) and 47.5% with the rent subsidy.In 2001, the academic staff of universities were granted a separate salary structure, which is now ?CONTISS has 15 grade levels while CONPSS called the Consolidated University Academic Salary has 17.Structure (CONUASS). CONUASS has an average of

THE CONSOLIDATED TERTIARY INSTITUTIONS SALARY STRUCTURE: CHALLENGES OF IMPLEMENTATIONBURN-OUT SYNDROME AND THE WAY OUT.

Introduction include:

Burnout is a problem that many people either face ?An overwhelmining workload. Could be due or come very close to at some point of their life or to insufficient time management skills, career. If your job or some other commitment especially lack of planning, prioritizing, or keeps you completely drained physically or delegation skills.emotionally, and if this situation goes on for years, months, or maybe just weeks, you may finally ?Hard work with no clear goals. You work reach the breaking point and fall a victim of burn hard and hard, but no matter how long you out syndrome. Burning out is not just stress, it is keep at it, you cannot see any progress. But much more than that. There are people who may how could you see that you have got closer if experience high stress at their job time after time. you don't know your destination?But job stress does not necessarily mean that they are at risk of job burnout. ?Powerlessness to change something

important to you. Something that you are Burnout is a chronic condition that happens when very much emotionally attached to, but that your body or mind can no longer cope with is at the same time beyond your control.overwhelmingly high demands. Burnout is a psychological term for the experience of long-term ?Forcing oneself to make the impossible e x h a u s t i o n a n d d i m i n i s h e d i n t e r e s t happen. For example, solving problems (depersonalization or cynicism), usually in the without having the necessary resources.work context. The individual is trapped in a state of emotional exhaustion, and it is hard to get out of ?A conflict between your personal values and that state. You stop caring about what you do, the values of the organisation you are even though you may feel guilty about that fact. working for. You don't believe in or agree Even if you still continue working, it seems to be with what you are doing, but you feel the hard to make progress. You hardly accomplish circumstances force you to keep doing it anything significant. anyway.

Symptoms of Burn Out In addition, recent research shows that burnout The burnout syndrome is a set of physical and can be caused by four major factors:mental symptoms which may include emotional and physical exhaustion, insomnia (sleep (1) Excessive long-term stressproblems), digestive problems, sadness and (2) Stress followed by restdepression, non-specific pain, headaches, (3) Long-term illnessnegativity, increased cynicism, decreased (4) Negative mental attitudecreativity, quickness to anger, defensiveness, edginess and quickness to blame others, The Way out of Burn Out Syndromedetachment (especially from family and staff) and An understanding of the causes that lead to the loss of satisfaction or sense of accomplishment. feeling of burnout is important to the recovery

process. If one does not know what contributes to Causes of Burn Out burnout, you won't know what corrective It is important to know the causes of experiencing measures to undertake. This will require an honest burn out, so that we can proffer solution or the way and in-depth assessment of how you become burn out of it. There are many different situations that out. Burnout is costly, and it is preventable.could lead to burning out. Common burnout cases

Delegation is an important tool in reducing burn out syndrome with proper planning. Delegation is “getting things done through people” and it involves

entrusting to another person a measure of responsibility and authority.

Beyond the harmonised structures, there are parastatals that have their own salary structures, based on the remuneration range in their sectors. The conditionfor approving such structures is that the establishment should fund the wage bill

from its independent revenue, outside government treasury.


A paper presented by the secretary to the Commission, Chief R. O. Egbule at a stakeholders forum at Federal Ministry of Health

34 11

Doctors/Optometrists with OD d e g r e e s i n Fe d e ra l H e a l t h ?CONPSS has a grade level (11) skipped Institutions such as Teaching because the salary differential between Hospita ls , Medica l Centres , GL 11 and 12 was very small and would Specialist Hospitals, etc in or outside not adequately serve as incentive to the hospitals.promoted staff. In CONTISS, on the other

hand, no grade level is skipped as it runs This means that all other health professionals in the continuously from G.L. 01 to G.L. 15. Ministry of Health who are not Medical/Dental Doctors/Optometrists with Doctor of Optometry Degrees are not on CONTISS but on CONPSS.Another difference is that whereas in CONPSS Rent

Subsidy is among the regular allowances integrated Erroneous Implementation to form the consolidated salary, the item (rent) is The NSIWC has observed some cases of separated from the CONTISS salary and paid as an misapplication or deliberate violation of the policy allowance to the employee. This dispensation was relating to CONTISS. Two remarkable cases are granted after consideration of the peculiarities of the identified here. university community where residential quarters are

provided on campus, such that it is inappropriate to (i) Skipping of Gradesmonetise them. The rent subsidy should therefore In the health sector parastatals, as well as some not be paid to personnel that have official residential research institutes and tertiary educational quarters. institutions, there is the common practice of skipping CONTISS Grade Level 10 in the progression It is pertinent to list the allowances that were of certain cadres. As an illustration, the approved consolidated in CONTISS in January 2007 as follows:scheme of service for the Staff Nurse/Staff Midwife cadre (2003) provides for the following grading (i) Transport Allowancestructure, after the application of the conversion (ii) Meal Subsidyformula from CONPSS to CONTISS:(iii) Utility Allowance

(iv) Leave GrantRank CONTISS(v) Journal Allowance Staff Nurse 06(vi) Research AllowanceNursing Sister 07(vii) Learned Society Allowance Snr. Nursing Sister 08(viii) Furniture AllowanceMatron Grade II 09(ix) Examinat ion Admin ist rat ion Matron Grade I 10Allowance Snr. Matron 11(x) Field Trip Allowance Chief Matron 12(xi) Industrial Supervision Allowance

(xii) Responsibility Allowance In such defaulting organisations the following (xiii) Inducement Allowance structure is often used:(xiv) Administrative Officer Allowance

(xv) Rural Posting Allowance Staff Nurse CONTISS G.L.(xvi) Clinical Duty Allowance Staff Nurse 06(xvii) Teaching Allowance Nursing Sister 07(xviii) Domestic Servant Allowance Snr. Nursing Sister 08(xix) Driver's Allowance (for entitled Matron Grade II 09officers) Matron Grade I 11 Snr. Matron 12CONTISS in the Health SectorChief Matron 13In the Federal Health Sector CONTISS is applicable to

the following categories of personnel: (i) All personnel of Teaching and This anomalous and illegal practice is also applied to

Specialist Hospitals, the undue advantage of other cadres, including (ii) Staff of some health parastatals. Pharmacists, Technologists and even Executive (iii) Medical/Dental Doctors/veterinary Officers and has caused industrial disharmony vis-à-

RELATIONSHIP BETWEEN PRICES AND WORKERS and will be of no value to him. National Salaries, SALARY Incomes and Wages Commission from time to

time makes recommendations to government on Price surveillance serves as a mirror through which the need to adjust salaries of workers in order to government sees the effects of its current give more meaning to what the workers take economic policies and how these policies affect home. However, these recommendations are the workers take home pay. Workers work in order subject to approval by the government. Good to earn wages that will be meaningful to them, but policies that will enable the economy to grow are a situation where prices keep on fluctuating; the also formulated by the Commission as a means of tendency is for workers' salaries to be affected putting check on incessant fluctuations in prices.accordingly. For instance, if Mr. B's salary was reviewed from N1000 to N3000 and after the N. A. Ozoemena (Mrs).increase, prices of food items increased by 200%, PPIDsurely the new salary will make little or no impact

rewarding incumbents according to the jobs they The Udoji Commission also used the Professional-perform. Secondly, it would ensure that the actual Administrative-Technological-Technical-Clerical functions being performed in every position in an Evaluation (PATTCE), and the General Services organization justify the grade level assigned. Operational Evaluation System (GSOES).Thirdly, it would specify the qualifications required for a job. Fourthly, it would facilitate and clarify the CONCLUSIONprocess of recruiting and posting of officers and fifthly, it would assist management in the The adequacy or inadequacy of the two utilization of personnels in case of shortage or approaches, thirty five (35) years after Udoji, is over-supply. worth being reappraised against the background of

changes in the profile of work in each cadre, THE NEED FOR UPDATE OF JOB EVALUATION AND changes in technology and developments in other GRADING OF POSTS IN THE FEDERAL CIVIL sectors of the economy. For instance, if the Senior SERVICE Management Positions in the Civil Service are to be

evaluated in relation to similar positions in the Job Evaluation and Grading of posts are scientific commercialized parastatals or agencies or the approaches for determining the relative private sector on the basis of relative importance, importance of a post in relation to another, on the responsibility, public expectations, volume of basis of set-out or pre-determined criteria. capital management, etc., the existing wide

differentials, status and compensation package The job Evaluation Plans still being used are those between the Civil Service and commercialized that were handed down by the Udoji Public Service parastatals on the one hand and the Civil Service Review Commission, which from current indices, and the organized private sector on the other have outlived their objectives. The objectives then hand, would not be as serious and disturbing as it is was to establish a unified grading and salary now. structure for the Public Service. That structure has suffered a lot of distortions since then and different There is therefore urgent need to simplify grade and salary structures have emerged. occupations which may be by amalgamating some

cadres to form broad occupational groupings and The Udoji Commission adopted two broad by consolidating the number of work levels to approaches. One is for the Senior Management reflect realistic differences. Jobs can be measured Position, i.e. the Ranking System or Process. This is only when their content is known. It is also only also called the Matrix Ranking of Jobs. The second then that productivity measurement and is Point Rating Evaluation Plan. This applies to the improvement schemes can be meaningful, and the positions below the Senior Management grades. impact of this Commission felt in the service.


THE RELEVANCE OF NATIONAL SALARIES, INCOMES AND WAGES COMMISSION IN PRICE SURVEILLANCEcontinued from page 17

12 33

Vis other cadres like the Medical Officers. When such the case of Call Duty and Shift Duty allowances, only cases come to the NSIWC we always advise such the affected professionals who are actually rostered organisations to revert to the correct order, for the duties are entitled to them. For that reason regardless of the pains it may cause. medical and health professionals performing

administrative/policy duties in the Ministry of Health (ii) Illegal 15% Increase on CONTISS (not in health facilities) are excluded from them. The NSIWC recently observed an unscrupulous However, there is an agitation for such classes of machination by certain people who introduced into officers to be allowed at least a fraction of such the system a fake salary table with 15% increase on allowances, arguably for the sake of intra-CONTISS. Such adjustment was never considered or professional equity. But no decision has been made approved by government. For the avoidance of on that by government.doubt, the CONTISS salary table issued in January 2007 had already incorporated a 15% increase and It should be noted that there is a different rate for there was therefore no need for a second increase. Shift Duty Allowance as applicable to other public T h e N S I W C i s s u e d t h e c i r c u l a r N o . servants generally, which has been 12% of the old

thSWC/S/04/S.199/40 of 30 July 2008 to disclaim the basic salary, as against 30% of salary for Nurses and . other health professionals. The review of the rate as illegal 15% mark-up

it relates to the consolidated salary structure will hopefully be approved within the new version of the Non-Regular Allowances Public Service Rules, which is now before For the Health Sector, there is a special scheme of government. job-specific, non-regular allowances for medical and

other health professionals, which are as follows:Conclusion(i) Call Duty AllowanceIt is hoped that the explanations in this paper will (ii) Shift Duty Allowance reasonably attempt to enlighten interested persons (iii) Hazard Allowanceon the CONTISS structure and to clarify a few (iv) Scarce Skill Allowance.ambiguities therein. The NSIWC is always ready to proffer any advice that may be sought on these and In the case of Scarce Skill Allowance, the scheme for other salary administration problems. operating it has not been worked out. It should be

noted that these allowances are not automatic. In

JOB CLASSIFICATION IN THE FEDERAL PUBLIC SERVICE (AN OVERVIEW)

INTRODUCTION recommendations.

In cognizance of its functions which is to classify The benefits derivable from the projects are:jobs, encourage and promote schemes for raising productivity in all sectors of the economy and to I. Grading of jobs and classifying them into provide equitable pay for equal work, the appropriate occupational groups;Commission through its operational departments has embarked on the project on “job II. Developing a more flexible and equitable pay Classification” in the year 2007. structure which is consistent with

government medium-term expenditure PROJECT OBJECTIVES AND BENEFITS frame;The overall objectives are:

III.To set out realistic targets for achieving job I. To establish an acceptable scientific base for standard for each occupational group in the

determining equal pay for substantially equal Public Service;work and the appropriate benefits to attract, motivate, and retain the right quality and IV.To undertake productivity schemes that will quantity of staff in the Civil Service in the first enhance job performance;instance, and Public Service as a whole.

V. To develop appropriate objective and II. To put in place the need to improve on systematic methods and procedures for the

productivity which is one of the key economic analysis and evaluation of work levels and issues facing Nigeria today. Hence, the on- grade relationship within and between the going project seeks to establish Public Service different occupational groups that have pay system designed to further the goal of evolved; andincreased productivity to the extent practicable., VI. To determine the real income of the average

Civil Servant with a view to advising The Specific Objectives: government as appropriate with respect to

annual increment in wages.I. Re-classify and categorize jobs into various

identified occupational groups in the Public THE NECESSITY OF JOB CLASSIFICATION IN THE Service, CIVIL SERVICE

II. Produce a dictionary of jobs/occupations in ?Job Classification is a yardstick for measuring the Public Service, jobs. It is a set of document which provides

information for distinguishing between the III.Develop/Design appropriate job standards for duties, responsibilities and qualification

each occupational group in the Civil Service, requirements of post within one cadre from another cadre. It shows the work factors

IV.Review/redesign/update the current job relating to the kind and level of work and why evaluation plans which were first designed by positions fall into Grade Level rather than the Udoji Public Service Commission in 1974, another. It provides established standards

for common reference and use in classifying V. Measure level of productivity in the Public positions in the ministries and government

S e r v i c e a n d m a k e a p p r o p r i a t e agencies.recommendations, and

?The classification of jobs in the Public Service VI. Calculate the Real Wage of the Public will lead to the development of standards

Ser vants through cons iderat ion of that would provide ready reference for appropriate variable and make appropriate comparing work factors for purposes of


BULLETIN QUOTE

"If things are not going well with you, begin your effort at correcting the situation by carefully examining the

service you are rendering, and especially the spirit in which you are rendering it."

Roger Babson1875-1967, Statistician and Columnist

No matter how small and unimportant what we are doing may seem, if we do it well, it may soon

become the step that will lead us to better things."

Channing PollockActor, Writer and Composer

32 13

THE PAY REFORM POLICY

The principle of 'consolidation' of emoluments, based on the declared intention of the Federal Government, is to monetize all benefits and perquisites enjoyed

by each public sector worker such as lunch, transport, leave, housing, entertainment, utilities etc.

n furtherance to its pay reform objectives, the in the light of the current economic Federal Government in June, 2004, set up the realities and cost of living index and IWages, Salaries and Emoluments Relativity recommend a Consolidated Personal

Panel with Professor E.C. Edozien as Chairman. Emolument regime that is capable of The panel was to, among other things; attracting and retaining the best brains in

the public service;- undertake a remuneration survey of the

Public and Private sectors with a view to (iii) to examine the collective bargaining obtaining authentic data on wages, principle and recommend a mechanism salaries and other components of that will ensure the periodic adjustments compensation in the various sub-sectors in the emoluments of Public Servants in of the Nigerian economy; and accordance with the economic realities

prevailing at any particular time, without - examine pay relativities between recourse to empanelling a committee to

identical positions in each sub-sector in look into the matter;the Private and Public Sectors and, between the Public and Private Sectors on (iv) to make any other recommendations that the basis of identical pay for substantially in the opinion of the committee will identical work. ensure the stability and sustainability of

emoluments in the Public Service and In the course of its assignment, the Panel found guarantee peaceful and harmonious that there were multiple salary structures within Industrial Relations in the country.the public sector, prevalence of non-monetized fringe benefits in both the public and private The report of the Committee spelt out the sectors of the economy, and unwieldy allowances concept of consolidation as follows:in the public service ranging between four and th ir ty- four. Consequent ly, the Panel “The principle of 'consolidation' of emoluments, recommended, inter alia, the consolidation of based on the declared intention of the Federal fringe benefits and allowances in order to have a Government, is to monetize all benefits and clean wage system. The adoption of the perquisites enjoyed by each public sector worker Consolidated Salary Structure was to reduce the such as lunch, transport, leave, housing, attendant abuses associated with the entertainment, utilities etc.implementation of numerous allowances.

Therefore, part of the reasons for contemplating In order to give effect to this recommendation consolidation is that the cash income of Public among others, government set up the sector workers is very low and cannot Presidential Committee on the Consolidation of reasonably be expected to sustain a good Emoluments in the Public Sector, with Chief standard of living. Conversely, the government Ernest Shonekan as Chairman. The Committee was spending enormous amounts on benefits was given the following terms of reference: which were often abused and inefficiently

administered, with the result that the recipients (i) to examine the current salaries and did not appear to be getting value for the money

allowances in the public sector with a view disbursed by the government. Consolidation is to consolidating such salaries and wages expected to bring efficiency and prudence to the into single personal emolument; spending of budgetary votes for Civil servants'

entitlements.(ii)to determine their adequacy or otherwise,

PHOTO SPLASH


Induction training for newly appointed staff of the Commission

From L-R: Dr. Afolabi Thompson, Director (Management Information], Prince Oyeyemi Titiloye, Deputy Director[Evaluation and Grading] at the induction workshop organized for the new employees by NSIWC in Abuja recently.

From R-L: Mr. Kashim Baba Gana, Assistant Director [Compensation],taking notes at the induction workshop, while Engr. D. I. Nyikyaa, Deputy Director [Management Information) is listening with raptattention.

From L-R: Director [Compensation], Mr. ChikeOgbechie and Engr. D. I. Nyikyaa listening tothe trainers at the induction workshop.

a

From R-L: Mr. Emmanuel Stephen, Principal Consultant, Rofam Management ConsultantLimited, Abuja delivering a lecture, while Mr. Paul Angbazo, Deputy Director [Productivity, Prices and Incomes] ]is listening.

A resource person delivering his paperat the Induction workshop for newlyrecruited staff in Abuja recently.

From L-R: Assistant Director[ Audit], Mr. Henry O. Egbe andDeputy Director [Compensation], Mr. S. U. Ukut listening attentivelyto lectures.

On the front row from L-R: Director [ ],Mr. N. E. Obiezue and Deputy Director [Productivity, Prices and Incomes],Mr. Paul Angbazo listening to the trainers.

Productivity, Prices and Incomes

14 31

Government, working on the recommendations rest of the allowances in the emolument of the Consolidation Committee, set up a Draft package. It is, therefore, payable where an White Paper Committee which recommended o f f i c e r h a s n o t b e e n p r o v i d e d that the consolidated pay of Federal workers accommodation at Government expense.should be increased by 15%. It was on that basis that the following circulars on consolidated salary (iii) CONSOLIDATED UNIVERSITY ACADEMIC

ststructures, which took effect from 1 January, SALARY STRUCTURE (CONUASS) REF. NO: 2007 were issued: SWC/S/04/S.302/1

(i) CONSOLIDATED PUBLIC SERVICE SALARY The salary structure applies to the Academic S T R U C T U R E ( C O N P S S ) R E F. N O : staff of Federal Universities. The allowances SWC/S/04/S.300/1 consolidated with the basic salary are

transport, meal subsidy, utility, leave grant, This salary structure applies to all the staff of journal , research, learned society, Federal Ministries, Extra Ministerial Offices examination supervision, excess workload, and Agencies formerly operating the furniture, industrial supervision, field trip, Harmonized Public Service Salary Structure post graduate supervision, postgraduate (HAPSS). The allowances consolidated with studies, responsibility, as well as domestic the basic salary are rent subsidy, transport, servant and driver's allowance (for entitled meal subsidy, utility, leave grant, furniture as officers). Rent allowance is not consolidated well as domestic servant allowance and with the rest of the allowances in the driver's allowance (for entitled officers). emolument package. It is, therefore, payable

where an officer has not been provided (ii) CONSOLIDATED TERTIARY INSTITUTIONS accommodation at Government expense.

SALARY STRUCTURE(CONTISS) REF. NO: SWC/S/04/S.301/1 (iv) CONSOLIDATED TOP FEDERAL PUBLIC

OFFICE HOLDERS' SALARY STRUCTURE This salary structure applies to the Non- (CONTOPSSAL) REF. NO: SWC/S/04/S.303/1academic staff of Universities, all academic and non-academic staff of Polytechnics, The salary structure applies to the Top Colleges of Education, Research and Allied Federal Public Office Holders. The Institutes and medical/dental/veterinary allowances consolidated with the basic doctors/Optometrists with OD Degrees in salary are transport, meal subsidy, utility, Federal health Institutions such as Teaching leave grant, furniture, domestic servant and Hospitals, Medical Centres, Specialist driver's allowance. Rent allowance is not Hospitals, etc. It also applies to all Federal consolidated with the rest of the allowances Agencies formerly running the Harmonized in the emolument package. It is, therefore, Tertiary Institutions Salary Structure payable where an officer has not been (HATISS). The allowances consolidated with provided accommodation at Government the basic salary are transport, meal subsidy, expense.utility, leave grant, journal, research, learned s o c i e t y, f u r n i t u r e , e x a m i n a t i o n v) CONSOLIDATED ARMED FORCES SALARY administration, field trip, industrial S T R U C T U R E ( C O N A F S S ) R E F. N O : supervision, responsibility, inducement, SWC/S/04/S.304/1administrative officer, rural posting, clinical duty, teaching, domestic servant and driver's The salary structure applies to the Armed allowance (for entitled officers). Forces of the Federal Republic of Nigeria.

The allowances consolidated with the basic Rent allowance is not consolidated with the

The principle of consolidation is widely practiced by the private sector as companies like Shell, MTN, Guinness, Coca-Cola, Unilever, Nigerian Breweries

and KPMG have been practicing it and often refer to it as 'clean wage'.

duyemi, Mojisola Lydia (Mrs.) was Defence, she was posted to thborn on the 6 of August, 1950 in Federal Ministry of Education OIse Ekiti. She hails from Epe Local in 1979. From there she was

Government Area of Lagos State. She is posted to Office of the married with five children. Accountant General in 1985,

where she was promoted to Mrs. Oduyemi attended Abadina Primary the post of Chief Accountant School, Ibadan in 1957-1962, African in 1993. She joined the Office Church Grammar School, Abeokuta, 1963 - of the Secretary to the 1967; University of Lagos, 1969 1974 and Federation in 1996 1999, and ASCON in 1985. She holds a B.Sc (Hons) Office of the Head of Civil Accounting in 1974; Certificate in Advance Service in 2001- 2002.finance Management in 1985 and West African School Certificate in 1967. Mrs. Oduyemi was posted

and assumed duty in National Salaries, Incomes and Wages Commission on thShe started her working career with the the 15 of July, 2002, as Assistant Director, Finance & Supply Department.

Federal Ministry of Finance as Accountant II She was promoted Deputy Director in 2005 and appointed Ag. Director in on Grade level 08 in 1975. She was posted August, 2008.She heads the Finance and Accounts Department. She is a to Ministry of Defence in 1976 1979 where full member of ANA, CPA and NIM.she was promoted to Accountant I. From

ODUYEMI, MOJISOLA LYDIA Director, Finance and Accounts Department

working career with the Agric and Rural Management Training Institute (ARMTI) as Administrative Officer I, where he later moved to International American Tobacco Company, Ilorin as a Personnel/Training superintendent in 1987, and promoted Staff Manager in 1991. From there, he rose to the position of head of Personnel Management Department in year 2000 with direct supervision of eight (8) Units under Personnel Management Department. He served as a member of (COPE) Committee of Personnel Management experts under Food Beverages and Tobacco employees (an arm of Nigeria Employers consultative Association (NECA), Lagos.

In the year 2004, he became the Management Consultant to BISMAT itiloye, Oyeyemi Mathew was Associate Consults. He served as Training/Management Consultant on appointed as a Deputy Director, General Management Training Module to African Development Bank E v a l u a t i o n a n d G r a d i n g T

rd Health Financed System Fund Project (ADB) for Kwara, Kogi and Niger Department with effect from 3 march, S t a t e s i n 2 0 0 4 - 2 0 0 6 a n d A c a d e m i c A f f a i r s O f f i c e r 2008.(Examinations/Records) with the University of Abuja in 2007, a post he held until his new appointment.

He was until his appointment, a Senior Assistant Registrar with the University of

Mr. Titiloye O. M. is a Member of Institute of Management Consultants Abuja, Gwagwalada. He attended (mimc), Associate Member, Chartered Institute of Personnel Government Secondary School, Ilorin, Management of Nigeria (ACIPM) and Member, Chartered Institute of Kwara State for his O/L West African Training and Manpower Development (Amintad).Examinations School Certificate and

attended Kwara State College of He served as an Editorial member of Training and Development Institute Technology where he obtained his Journal of NITAD, in Lagos in 1993-1995 and he won the most active General Certificate in Education, member award of Kwara/Kogi States Chapter of Chattered Institute of University of Cambridge (UK) Advanced Personnel Management of Nigeria for 1990-1993.Level papers in March 1979. He

graduated from the University of Sokoto rdwith B.Sc (Hons)Political Science in 1982. Mr. Titiloye O. M. was born on the 3 of March, 1963. He is happily

He obtained a Master Degree in Public married to Princess Olabisi Titiloye, blessed with children. He hails from Administration from the University of Ilemona, the headquarters of Oyun Local Government Area of Kwara Ilorin in 1989. Mr. Titiloye started his State. Mr. M. O. Titiloye is a very Senior Prince of the ancient town.

TITILOYE, OYEYEMI MATHEWDeputy Director, Evaluation and Grading Department


30 15

Salary are transport, meal subsidy, utility, leave Military services in the Federal Public grant, uniform maintenance, hazard, house Service. The allowances consolidated with upkeep, general services, entertainment, basic salary are transport, meal subsidy, command expenses, non-practicing, hardlying, utility, hazard, house maintenance, uniform torchlight, retention incentive, qualifying pay and maintenance, general services, torchlight, personal servant (for entitled officers). Rent and detective, hardiness, plain cloth, furniture furniture allowances have not been used in the and personal servant allowances (for entitled consolidation because armed Forces personnel officers). Rent allowance is not consolidated are to be quartered in furnished accommodation

with the rest of the allowances in the in barracks.

emolument package. It is, therefore, payable where an officer has not been provided

(vi) CONSOLIDATED POLICE SALARY STRUCTURE accommodation at Government expense.

(CONPOSS) REF. NO: SWC/S/04/S.305/1

(viii) C O N S O L I DAT E D F O R E I G N S E RV I C E This salary structure applies to the Nigerian

ALLOWANCES REF. NO. SWC/S/04/S.307/1Police. The allowances consolidated with the basic salary are transport, meal subsidy,

This structure applies to foreign affairs ut i l i ty, leave grant, hazard, house

officers serving abroad. maintenance, uniform, general services, torchlight, detective, hardiness, plain cloth,

The consolidated salary structure has been as well as furniture and personal servant

implemented in all Federal Government agencies, allowance (for entitled officers). Rent stwith effect from 1 January 2007, except those allowance is not consolidated with the rest of

establishments that were outside the mainstream the allowances in the emolument package. It

of government pay structure. For organizations is, therefore, payable where an officer has

that were not operating the Harmonized Public not been provided accommodation at

Service Salary Structures, they are still operating Government expense.

their unconsolidated salaries. However, when there is a request for review of remuneration, the

(vii) C O N S O L I D AT E D PA R A - M I L L I TA R Y NSIWC recommends a consolidated salary

SALARY STRUCTURE (CONPASS) REF. NO: structure for such organizations.

SWC/S/04/S.306/1

O. Aborode, This salary structure applies to the Para-

Management Information Department

Finance) in 1998 from University of Nigeria, Nsukka and Nnamdi Azikiwe University, Awka respectively.

thBorn on 5 August, 1963, Mr. Nwanne Edwin Obiezue hails from Oba, Idemili South Local Government Area of Anambra State and started his working career with Central Investment Company Ltd., Enugu (1985) as

anInvestment Executive, and rose to the position of Principal Investment Executive in (1993). He moved to the Inter-state Finance and Investment

Company Ltd., Awka (1994) as Branch Manager, Onitsha; and later biezue, Nwanne Edwin was became the Assistant General Manager from 1996 to 1997. He joined appointed as the Director, New General Investment Ltd., Lagos as Business Development Manager OProductivity, Prices and Incomes (1997 to 1999). From there, he joined Michael Stevens Consulting, Lagos

rdDepartment with effect from 3 March, as a Senior Consultant and Group Head (Special Projects/Investment 2008. He was until his appointment, the Consulting Unit) in 2000. Mr. Obiezue Nwanne Edwin joined UTC Nigeria Branch Manager, UTC Leasing Limited, Plc., as leasing Manager, in 2003 and was redeployed to UTC Leasing Port Harcourt. He graduated from Limited as a Branch Manager in 2005 a post he held until his new University of Ibadan, with a B.Sc Hons appointment. Mr. Obiezue is a member of the Institute of Strategic degree in Economics in 1983. He obtained Management of Nigeria, Institute of Chartered Economist, Nigerian a Master’s of Science degree in Economics Economic Society and has attended several workshops and seminars. He (Course work) in 1988 and Master’s is happily married with children.degree in Business Administration (MBA

OBIEZUE, NWANNE EDWINDirector, Productivity, Prices and Incomes Department

gbechie, Chike Nwokolo was In March 1987, he was a p p o i n t e d D i r e c t o r , posted to the Office of the OCompensation Department with Head of Civil Service of the

rdeffect from 3 March, 2008. Federation, Management S e r v i c e s D i v i s i o n , a s A s s i s t a n t He was until his appointment, Acting Secretary/Research Officer Deputy Director (Civil Service Reforms (Pay Research). He later Programme) at the Bureau of Public served on various schedules Service Reforms, Abuja. He graduated in that office, including organizational structuring, operational process from the University of Ibadan with a Bsc. review, training and development e.t.c., which were services rendered (Hons) degree in Economics in 1980. he to various Ministries, Departments and Agencies as a Management obtained a Master of Science degree in Consultant. In the period, he had the opportunity of training on a Management in 1998, from the number of occasions in ASCON, Nigeria and in Management Training University of Lagos.institutions in England and the Netherlands.

rdMr. Ogbechie was born on the 3 of From November 1994 to July 1997 he served in the Review Panel on January 1958. He hails from Idumuje-Public Service Reforms (Ayida Panel) as an Assistant Secretary. He rose Unor, Aniocha North Local Government to the rank of Chief Management Consultant in the Management Area, Delta State, Nigeria.Services Office (OHCSF) in 1999 and was posted to the Ministry of Defence in May, 2002 where he served as Chief Administrative Officer in He started his working career with the Navy Department up to September 2004.Utagba-Ogbe Grammar School, Utagba

Ogbe, Kwale, Delta State, as a Tutor, 1976 When the Bureau of Public Service Reforms was established in 2004, Mr. to 1977. After his university education Ogbechie was posted there where he served as Assistant Director and and youth service, he was appointed into later acting Deputy Director on the Civil Service Reform programme. the Federal Civ i l Service as an That was his position when he was appointed to the National Salaries, Administrative Officer. He served in the Incomes and Wages Commission (NSIWC).Ministry of Mines, Power and Steel, Lagos

as Assistant Secretary (Project Officer) on the Ajaokuta Steel Project, 1981 to 1987. He is happily married with three children.

Director, Compensation Department

OGBECHIE, CHIKE NWOKOLO


A TYPICAL SALARY STRUCTURE

CONPSS 1N

2N

3N

4N

5N

6N

7N

8N

9N

10N

11N

12N

13N

14N

15N

01 133584 136498 139412 142326 145240 148154 151068 153982 156896 159810 162724 165638 168552 171466 174380

02 135754 139564 143374 147184 150994 154804 158614 162424 166234 170044 173854 177664 181474 185284 189094

03 137607 142290 146973 151656 156339 161022 165705 170388 175071 179754 184437 189120 193803 198486 203169

04 144143 149769 155395 161021 166647 172273 177899 183525 189151 194777 200403 206029 211655 217281 222907

05 163329 169865 176401 182937 189473 196009 202545 209081 215617 222153 228689 235225 241761 248297 254833

06 199145 207112 215079 223046 231013 238980 246947 254914 262881 270848 278815 286782 294749 302716 310683

07 330681 342908 355135 367362 379589 391816 404043 416270 428497 440724 452951 465178 477405 489632 501859

08 427322 441875 456428 470981 485534 500087 514640 529193 543746 558299 572852 587405 601958 616511 631064

09 501960 519287 536614 553941 571268 588595 605922 623249 640576 657903 675230 692557 709884 727211 744538

10 589236 608290 627344 646398 665452 684506 703560 722614 741668 760722 779776 798830 817884 836938 855992

12 679669 709224 738779 768334 797889 827444 856999 886554 916109 945664 975219

13 758579 789825 821071 852317 883563 914809 946055 977301 1008547 1039793 1071039

14 837855 871493 905131 938769 972407 1006045 1039683 1073321 1106959 1140597 1174235

15 1152648 1200288 1247928 1295568 1343208 1390848 1438488 1486128 1533768

16 1425883 1483138 1540393 1597648 1654903 1712158 1769413 1826668 1883923

17 1741808 1807992 1874176 1940360 2006544 2072728 2138912 2205096 2771280

NATIONAL SALARIES,INCOMES AND WAGES COMMISSION, THE PESIDENCY, ABUJA.

CONSOLIDATED PUBLIC SERVICE SALARY STRUCTURE (CONPSS)ST EFFECTIVE DATE: 1 JANUARY, 2007

NOTE:Jobs on CONPSS 01 and 02 have been out-sourced.

16 29

rice surveillance is very important in a deregulated economy, especially in a METHODS OF PRICE MONITORINGPdeveloping economy, which may not have

the wherewithal to operate full deregulation. The Productivity, Prices and Incomes Department has a number of methods which it uses in

In a developing economy, what is obtainable is monitoring prices. They are:mostly partial deregulation, being that government dominates the economy by A. Nation-wide Price Survey: This is a controlling most of the thriving sectors of the survey that is meant to reach out to the grassroots economy. Also, the need to have these sectors and to the players. In this kind of survey, the monitored against inefficiency becomes enumerators get raw data from the retailers in the imperative to government because of the attitude markets, covering the six geo-political zones of the of the people towards Government affairs and country. Prices of some selected goods and properties. services picked are analysed to know the effect of

inflation on them and the difficulties being faced by Price surveillance is indispensable in a developing the retailers that might have contributed to economy as a means of monitoring the effects of increase in prices. This survey is carried out government policies on prices of goods and quarterly and it helps the Commission in keeping services and also serves as inputs into wage track of the activities in the market and also affords negotiations and recommendations. Inference the Commission the opportunity of knowing drawn from price data analysis also form the bases current prices of these goods and services around for recommending appropriate incomes policy the country. It also helps the Commission in guidelines and this explains why government relating these prices to other developments in the established the National Salaries, Incomes and national economy.Wages Commission to be an agency of government, to monitor the economic trends, B. Collaboration with The National Bureau formulate policies in line with the trend of events in of Statistics and The Central Bank of the economy and recommend appropriate wages Nigeria.for workers in the public sector. Most of the These are most times the sources of secondary functions performed by the defunct Productivity, data where consumer price index, foreign Prices and Incomes Board (PPIB) were also passed exchange rates, interest rates, retail prices of goods on to the Commission, the only difference being and services are collected and analysed by looking that the Commission can only advise Government at some indicators for possible increases. These and not implement as the PPIB did during the era of secondary data have their shortcomings from such price control. This also, informed the basis on factors as method of collection, analytical method which the Productivity, Prices and Incomes of data, time lag, the experience of field workers, Department was created in the National Salaries, conformity to the information sought after e.t.c. In Incomes and Wages Commission. as much as these secondary data are good sources,

they merely serve as complementary data to the Productivity, Prices and Incomes Department as primary data because of the problems enumerated the name implies, keeps prices under continuous above.surveillance and also interpretes price movements. In keeping prices under surveillance, the C. Cost of Living Survey: This sur vey i s department carries out a number of studies on the carried out on public servants of all categories. cost of living, retail price of goods and services, Questionnaires are drawn up with relevant exchange rates, interest rates, etc. The outcome of questions. These questions range from what these studies helps the Commission in determining workers spend their incomes on, to the ability of the trends in price movements and also forms such workers to save from their income etc. All the basis for recommending annual income policy these, are in a bid to know to what extent inflation guidelines based on the data generated h a s a ff ec te d th eir standard of living and take home- therefrom. pay. Continued on page 33

THE RELEVANCE OF NATIONAL SALARIES, INCOMES AND WAGES COMMISSION IN PRICE SURVEILLANCE

Management, Enugu, an affiliate of California Christian University, USA.

thBorn on 11 September, 1959, Dr. Emmanuel Afolabi Thompson hails from Ilesa East Local Government Area of Osun State and started his

working career with theOyo State Ministry of Finance (1983-1987) as a System Analyst/Programmer and rose to become the head of the Oyo State Computer Centre. He joined the Joint Admission and Matriculation Board (JAMB) as a Senior Analyst/Programmer from February 1987 to March, 1990.

hompson, Emmanuel Afolabi was Dr. Emmanuel Afolabi Thompson joined the Raw Materials Research appointed as the Director, and Development Council (RMRDC) in April 1990 as an Assistant M a n a ge m e nt I n fo r m at i o n Chief System Analyst/Programmer and rose to the post of Deputy T

rdDepartment with effect from 3 March, Director, Computer Services Division in 1996; a post he held until his 2008. He was until his appointment, new appointment. Dr. Thompson is a member of many professional the Deputy Director in charge of the bodies including the Nigeria Computer Society, Computer Computer Services Division in the Raw Professionals (Registration Council) of Nigeria and Nigeria Instiute of Materials Research and Development Nigeria (NIM). He has attended several professional courses, Council (RMRDC). He graduated from conferences and seminars in Nigeria and abroad. He has worked as a University of Ibadan, with a B.Sc in consultant to many government and non- government agencies, Computer Science in 1982. He was ministries and parastatals and engaged in many information awarded an honorary Doctorate Degree technology projects in the organized private sector. He is happily by the Institute of Journalism and married with children.

THOMPSON, EMMANUEL AFOLABI Director, Management Information Department

AGBO, WILFRED CHUKWUEMEKA Director, Administration Department

gbo, Wilfred Chukwuemeka was of Enugu State. He started his appointed as the Director, working career with the Ministry AAdministration Department of Education, Enugu (1979 to

rdwith effect from 3 March, 2008. 1980), from where he moved to

the Institute of Management Technology, Enugu (1981) as He was until his appointment a Deputy Assistant Registrar and rose to Director with the Federal Ministry of the position of Deputy Registrar Environment, Housing and Urban in 1990. He was appointed Development, Abuja. He graduated Director of Protocol, Government from the University of Nigeria, Nsukka

House, Enugu (on secondment) in with B.A (Hons) English in 1977 and LLB 1992. From there, he was posted (Hons) from the same University in to the Cabinet Office, Enugu as 1996. He obtained his BL from the Director (Political and Special Services Department), in June, 1992.Nigerian Law School, Lagos in 1997 and

was called to the Nigerian Bar in 1998. Mr. Agbo is also a holder of a Master’s Mr. Agbo was re-instated, Deputy Registrar, Institute of Management Degree in International Affairs with and Technology, Enugu, in April, 1994, from where he transferred his major in Administrative Studies from service to the Federal Civil Service in July, 1999. He was first posted to Ohio University, Athen.s, OH., USA, in the Federal Ministry of Commerce, Abuja as Assistant Director

th1980. Born on 5 June, 1954, Mr. Agbo (Supplies), and later to the Federal Ministry of Housing and Urban Wilfred Chukwuemeka is happily Development as Assistant Director (PRS). He was promoted Deputy

stmarried with children and hails from Director (Administration) with effect from 1 January, 2006.Opi in Nsukka Local Government Area

APPOINTMENT & PROMOTION


28 17

look at the importance of labour in both the private and public sector; and

compensation from the perspective of cost Aof organizations, the employees well being 5. Data on regional cost of living differentials

and also as a root cause of some industrial

conflicts, as well as some wage determinants Sources of Data

which include cost of living as measured by

workers outlay on basic essentials such as shelter, Preference should at this point be given to primary

food, transport, clothing among others necessitate source while making use of secondary sources.

the unending and periodic data collections in Data collection should be done on regular

order to have a scientific and analytical wage intervals, and as such the following has been

review system in the country. proposed;

Emphasis is laid on data collection which is a - B o t h p r i v a t e a n d p u b l i c s e c t o r

systematic process of gathering information Data establishments are to render regular reports

gathering involves the following: on their operations such that could produce

vital data for wage determination;

- Questionnaire Administration method

which involves the use of prepared - Relevant institutions and agencies should be

questions to be answered by people in the related with in carrying out wage-related

sample; studies, e. g. Central Bank of Nigeria, Nigeria

Labour Congress, National Salaries, Incomes

- Oral interview, which is aimed at elucidating and Wages Commission, National Bureau of

and understanding the problems. It could be Statistics, Petroleum Products Prices and

an industrial or a group interview; Regulatory Agency; etc.

- Direct Observation, where you can see - National Salaries, Incomes and Wages

things for yourself as it is being done. Notes Commission is in a position to make

can be taken in the process. This is best for available useful and relevant data for wage

repetitive work; and negotiation to policy makers in the

economy. It is important that the National

- Written narration, which is used for the Salaries, Incomes and Wages Commission

educated ones who can read and write. data bank should be easily accessible.

The following are some key indices required for All agencies involved should achieve its pivotal

wage review: objectives further with the followings:

1. Ability to pay by the organization; a. Strengthen machinery for the primary

collection of data;

2. Productivity that relates to data on value- b. The ICT Department should be strengthened added, output, hours of work, quality

to store and retrieve information;standards, level and intensity of industrial

disputes and work-stoppages among c. Encourage public and private sector others;

organizations to give useful information that

would be useful for wage determination; and3. Cost of living data including prices of food,

health-care, housing, transportation and d. Information collected should be made recreation;

available to aid meaningful negotiation

between employers and employees.4. Data on comparative salaries and benefits

MACHINERY FOR CONTINUOUS DATA COLLECTION FOR PURPOSE OF WAGE REVIEWS.

The NSIWC determines pay but officers who can meet the challenges of the NSIWC and who are as well motivated by the type of remuneration they receive. I the Commission's staff is not wish to leave behind people who are corruption free and are being paid better than other able to meet with the challenges of salary administration in workers. So, that is exactly what Nigeria without fear or favour. A lot of organizations depend on the position is.this Commission and unless you know what you are doing you cannot advise them properly. Unless you are corruption free, On the last line sir, as the you may not find it easy to resist the temptation of being incumbent Chief Executive persuaded by their pressure.Officer of the NSIWC what

legacy do you intend to leave In addition, my intention for this Commission as well, is to behind?ensure that the NSIWC does not suffer regulatory capture because as an agency that is saddled with this level of Yes, my hope and prayer for the regulation, it must be up and doing, its staff must be well Commission is to leave behind a trained, motivated and well paid. These are my dreams that I Commission where you have have for the Commission that I would love to leave behind.competent and well trained

My hope and prayer for the Commission is to leave behind a Commission where you have competent and well trained officers who can meet

the challenges of the NSIWC and who are as well motivated by the type of remuneration they receive.


Chief Egbule (centre) in a group photograph with Salaries and Wages Bulletin interview team .Wiith him from left to right are: Mrs. A. Yusuf, Mr. O. Aborode, Mr. A. C. Adighiogu, Mr. O. E. Ugwuoke , Mr. E. A. Thompson,

Mr. C. O. Ogbujuakpa, Mr. O. O. Oyesanya, and Mrs. N. A. Ozoemena.

18 27

t will be noted that the National Salaries, equal pay for substantially equal jobs. The Incomes and Wages Commission was survey also involves salary inspection of Iestablished by CAP N72 Laws of the Federation organizations in the Federal Public Service.

2004. The Commission is to among others, examine areas in which rationalization and ii. Salaries and Benefits Survey in the Private harmonization of wages, salaries and other Sectorconditions of employment are feasible and This is a nation-wide survey of basic salaries, desirable as between the public and private wages and fringe benefits of workers in sectors of the economy and recommend small, medium and large-scale enterprises guidelines which will ensure work compensation in the various sub-sectors of the private policies in both the public and private sectors; sector. The survey is also designed to examine and recommend the salary structure determine areas in which rationalization applicable to each post in the public service; and and harmonization of salaries, wages and encourage research on wage structure, (including benefits are desirable and feasible as industrial, occupational, regional and any other between the public and private sectors of factor), incomes distribution and house hold the economy and recommend guidelines consumption pattern. that will ensure sustained harmony in work

compensation policies in both the public The Commission is by Section 14 of its enabling and private sectors.law, empowered to, by notice in writing, serve on any person in charge of any undertaking, require the person to furnish in such form as the Secretary iii. Regional Pay Comparability Studiesor any other person may direct, information on These studies involves the gathering and such matters as may be specified by him. a n a l ys i s o f co m p a rat i ve d ata o n

remuneration of workers in the African In order to obtain relevant information and data to region and comparing it with those of the effectively discharge its statutory functions, the Nigerian workers especially academics in Commission regularly conduct pay surveys, the tertiary institutions, medical/health namely: Salaries and Benefits Survey of the Public personnel, and judiciary. The survey is Sector; National Remuneration Survey of the i n t e n d e d t o m a ke t h e N i g e r i a n Private Sectors; and Regional Pay Survey. compensation policies and practices

comparable with those of other countries i. Salaries and Benefits Survey in the Public on the African continent with a view to

Sector stemming the problem of brain drain from This is a nation-wide survey of staff strength the Nigerian economy.at various grade levels, salaries, allowances and fringe benefits in the Federal parastatals After the collection of data using relevant survey and inter and intra-sectoral comparisons in instruments, the data is analysed and based on the public service. The survey involves the findings, recommendations which will ensure establishing the basis for periodic review of smooth salary and wage administration as well as salaries and benefits in the public sector and industrial harmony in the Public Service are made.to ensure that the criteria for job pricing in the entire public service are essentially the A. C. Adighiogusame, thereby observing the principle of Compensation Department.

Pay Surveys

Conclusion oral interview, direct observation and written Data constitutes very important input in narration have been mention in this paper. Each of management decision making and for the purpose these methods have specific skills and it is our of wage reviews. It is the responsibility of every responsibility as researcher to develop these skills.organization and manager to generate data related to their activities. There are several methods of data collection. Only a few such as questionnaire,

MACHINERY FOR CONTINUOUS DATA COLLECTION FOR PURPOSE OF WAGE REVIEWS.continued from page 18

What is the role of the you find that so many advertisements do not carry price tag because no agency is really compelling them to do so. The C o m m i s s i o n i n p r i c e NSIWC is not saying they should sell at a particular price, but we surveillance in the deregulated want them to inform the public about how much they want to Economy?sell those products, so that if there are changes in the price level one would be able to know immediately. In a nutshell, all Ye s , i n t h e d e re g u l ate d luxury goods, apart from food stuffs should carry price tags.economy, you do not do price

control and the NSIWC is not What are the challenges that the Commission is facing?engaged in price control. If you

want to know how inflation is Well, they are many indeed. Firstly we have the structural eating deep into your current challenge. If you look at the Commission today, its offices are nominal wage, you have to located in about three different buildings. The NSIWC should know the price level. The have one main building accommodating all its offices, which National Bureau of Statistics is will house all its staff to ensure that there is free flow of official statutorily responsible for that. activities without distractions. This is not happening for now, But apart from obtaining their because the Commission does not have enough office space. own figures, which is the That is a major challenge.secondary source, people go to

the field to know the actual Another constraint is the issue of how the Commission price level to determine the real operates. The Commission make recommendations most wage as opposed to the nominal times and these recommendations will have to be taken to wage. And then you may government, probably those who will evaluate the discover that even though you recommendations may not be as experienced in wages are earning thousands of naira administration like the Commission and it gives you some now you are worse off than problems. Another aspect is that the jobs in the Commission when the salary was smaller. are highly technical. In fact, if we advertise a vacancy for That is what the NSIWC have somebody with qualification in salary administration in the been trying to do by sending our newspapers, we will hardly get many people applying for the officers to the field to monitor job. The Commission needs officers in the areas of salary prices. Let me say this, if you administration and so on, but they are not available in w a n t t o m o n i t o r p r i c e s the labour market. So the few we have, we will try to effectively, in most civilized retain them but the salary in the Commission is very poor. countries all advertisements

carry price tag. But in Nigeria,

The jobs in the Commission are highly technical. In fact, if we advertise a vacancy for somebody with qualification in salary administration inthe newspapers, we will hardly get many people applying for the job.


26 19

Sir, as an agency of government saddled with the reports to government. responsibility of determining salaries of workers in the public

sector, what are the efforts the Commission is making to In fact, in order to punish ensure that defaulters are penalized. defaulting establishments, you

must be empowered by the law. I am sure you are referring to the National Minimum wage for Now, the law does not empower instance, because that is the only enforceable aspect. All others the NSIWC to punish anybody in are not enforceable by law. The only one where people who that aspect, but the law default could be punished is the National Minimum Wage, but empowers the Commission to the law which backs the National Minimum Wages refers to the punish any organization that Minister of Labour, and not to the Wages Commission for the refuses to give the Commission purpose of application of penalties. Therefore until that law is information when it requests for amended, the NSIWC cannot be responsible for that. But then, it. When we get such as the other aspect is the issue of ensuring that agencies within organization, the Commission the public service pay salaries that are approved by reports to the government, then government, because prior to the establishment of this the government will decide on Commission, there was always a tendency of many agencies to the appropriate action to be determine their own salaries and decide what to pay with their taken.board members, sometimes through internal arrangements

and they would pay.

But today, to ensure that government does not loose revenue

as a result of these unauthorized payments, the Commission

(NSIWC) has come out with what is called Salary Inspection.

The officers of the Commission are sent to Ministries, Extra

Ministerial Offices, Agencies e.t.c. to ensure that what they

are paying is what government has approved through its

various circulars on government policies, and where we find

out that they are doing the wrong thing the NSIWC usually

he Secretary to the National Salaries, public domain, mainly because there had never Incomes and Wages Commission, Chief been a medium to project its activities.TRichard O. Egbule recently inaugurated the

Editorial Board of the Commission's house journal Meanwhile, the Editorial Board Members and annual report. inaugurated were Chief Richard O. Egbule,( Editor-

in- Chief/Publisher), Dr. E. A. Thompson (Chairman), Speaking at the occasion, Chief Egbule disclosed Mr. O. O. Ojo, Mr. C. O. Ogbujuakpa, Mr. Rotimi that the primary motive for initiating the Oyesanya, Mr. O. Aborode, Mr. A. A. Osodi, Mr. A. C. Commission's journal or bulletin is to highlight the Adighiogu, Mrs. N. A. Ozoemena and Mrs. A. Y. vision and mission of the Commission. Okoye. Others are Mrs. E. N. Iwuoha, Mrs. M.U.

Nwauju and Mrs. A. YusufAccording to him, the Commission has accomplished so much since its inception in 1993 Rotimi Oyesanyabut not much of its accomplishments have been in Chief Press Secretary

WAGES COMMISSION INAUGURATES HOUSE JOURNAL EDITORIAL BOARD MEMBERS

he Servicom Unit of the Commission was set failure.thup on the 5 April, 2004, following a special

thTretreat by former President, Chief Olusegun The unit was officially inaugurated on the 7 of Obasanjo and his cabinet ministers on service December, 2005 and in the last three years, it has delivery, where it was agreed that MDAs should sensitized the staff of the Commission on the need

stprepare and publish not later than the 1 day of July, to change their orientation on service delivery and, 2004, Servicom charters. it is gratifying to note that this initiative has gone

down well with them.The Servicom Unit of the Commission came out with its charter of available services which informed The Servicom Unit carried out a Mock Compliance the public about how the services of the Evaluation of all the departments, units, sections, Commission are being rendered and when, where the Chairman's office and the office of the

th thand how they could seek redress in case of service Commissioners from 26 June to 11 July, 2006.

SERVICOM NEWS.

To punish defaulting establishments, you must be empowered by the law. Now,

the law does not empower the NSIWC punish anybody in that aspect, but the

law empowers the Commission to punish any organization that refused to

give the Commission information when it requests for it.


Chief Egbule (centre) during the interview. On the right is Dr. E. A Thompson, Rotimi Oyesanya, the Chief Press Secretary is on the right

Other members of the interview panel: A. C. Adighiogu and C. O. Ogbujaukpa

20 25

in the entire public service. Wages Commission. We should not also forget that it was the

Again it was the NSIWC that NSIWC that spearheaded the re-structuring of the allowances

came to the rescue when the of pensioners. In fact, before 2001 they were being paid a

government found it difficult to meagre amount of money which led to several agitations for

implement what it originally increase, but through the help of this Commission, the

conceived and the Commission Shonekan Committee recommended increases relating to basic

p r o v i d e d a s u i t a b l e salaries, so that most of the allowances were reviewed upward

monetization policy that was in relation to the basic salaries.

implementable and it was

implemented. In between, In fact, there are so many achievements made by the

m a n y a g e n c i e s a n d Commission since its inception. They are inexhaustible.

o r i g a n i z a t i o n s n e w l y

e s t a b l i s h e d b y F e d e r a l What is the Commission doing to ensure that Nigerian

Government needed salary workers are always adequately remunerated, bearing in mind

structures. In fact, it is the the prevailing inflationary trend in Nigeria today?

National Salaries, Incomes and

Wa g e s C o m m i s s i o n t h a t Yes, I recall very vividly our first submission to government on

d e t e r m i n e s t h e s a l a r y appropriate wage level or what you can call a living wage,

structures operated by these expecting that the lowest paid worker, Grade Level 01 step 1,

government agencies. would be earning about N10,000 as far back as year 2000, but

we are now in year 2008. What we do as a Commission as a

As matter of fact, all the matter of fact, is to carry out comparability studies on regular

negotiations between the basis comparing the pay level in the public service with that of

Federal Government and the the private sector, (because there is always gap) because

various Industrial Unions such salaries are not indexed to inflation, we always make

as the Niger ian Medica l recommendations to Federal Government on appropriate

A s s o c i a t i o n ( N M A ) , T h e levels that could be paid. But we should not forget that the real

Academic Staff Union of issue is the ability to pay. And in the case of Nigeria it remains

Universities (ASUU) and other the major issue, because of the numerical strength of workers

associated unions in the health in the public service, otherwise there is always constant move

sector have all depended solely to increase the wage level of Nigerian workers.

on the contributions of the

We should not forget that the real issue is the ability to pay. And in the case of Nigeria it remains the major issue, because of the numeral strength of workers in the public service, otherwise there is always constant move to increase the wage level of Nigerian workers.

This was to enhance quality and efficient service delivery. Informational in the sense that it operates delivery in the Commission, and to identify any through voice and data communication which hindrances that might compromise services connect the employer, employee and the general delivery. public. Informational as used here does not

necessarily mean high-tech, but it does mean that The Unit has been able to provide an opportunity management and employees are moving up the for reflection and discussions on service delivery curve towards informational-age-literacy, which is issues, and has encouraged the development of characterized by flexibility, informality and ability to knowledge that promote awareness and enhance change when necessary.effective and efficient service delivery by the entire staff of the Commission. The National Salaries, Incomes and Wages

Commission (NSIWC) Servicom Unit, aims towards Servicom has developed strategies that will a flexible administration.enhance quality service delivery in the Commission, and the country at large. Mrs. A. Yusuf

Servicom (Service Improvement Officer)Servicom gears towards informational service

y professional duty as performed creditably well, offering his vast official experience to

t h e C h i e f P r e s s the work of the Editorial Board, thus making this maiden edition a MS e c r e t a r y i n t h e great success.

National Salaries, Incomes and

Wages Commission has been very The journal that we are seeing today has been through many

interesting. Therefore, when the stages before this final realisation. With the unrelenting co-

new innovation of creating a house operation of the readership, I hope that the next edition will be

journal for the Commission was much better.

broken to me, I was filled with joy

and braced up to contribute my part The National Salaries, Incomes and Wages Commission has been a

in every possible way to ensure its cynosure of events since its inception in 1993, trying to impact

success. positively on the lives of Nigerian workers and creating a better

pay package for them always, to enhance their happiness.

I praise the zeal of the Publisher and

Chief Executive Officer of the The Publisher and Chief Executive Officer of the Commission, Chief

Commission, Chief R. O. Egbule, for R. O. Egbule, with the regular support of the Secretary to the

all the numerous plans and ideas he Government of the Federation has worked tirelessly to ensure a

has for the Commission, its robust remuneration for public servants all over Nigeria, within

workforce and the entire Nigerian the limits of governments resources and the economic

workers. environment..

The young and amiable Chairman I dough my cap for the entire Editoral Board Members for working

of the Editorial Board who also is relentlessly to make this publication a success. I will always remain

t h e D i re c to r, M a n a g e m e n t happy to participate in a team work of this nature because it is a

Information Department, Dr. noble way of contributing to the future and progress of my

Emmanuel Afolabi Thompson, who country, Nigeria. The best is yet to come!

has always been of immense help

with his outstanding ideas. He has Rotimi Oyesanya

From The

THE CHIEF PRESS SECRETARY


Chief Egbule answering some questions. Seated centre is Dr. E. A. Thompson, Chairman of the Editorial Board

Other members of the editorial team that interviewed Chief Egbule. Seated first from left is O. Aborode

24 21

A N O T E

Sir, what are the primary the remuneration of top public office holders. A kind of draft r e s p o n s i b i l i t i e s o f t h i s had been prepared by the Revenue Mobilization, Allocation Commission? and Fiscal Commission for the placement of different

categories of top public office holders. But the government The responsibilities of the immediately set up this Commission (NSIWC) and turned over Commission are well spelt out in the responsibilities of the Revenue Mobilization, Allocation and the enabling law or Act of 1993, Fiscal Commission to the National Salaries, Incomes and Wages but primarily, the Commission is Commission. The Commission (NSIWC) sat and recategorised e x p e c t e d t o a d v i s e t h e the top public office holders and established the pay structure government on the level of for them. In fact, that was its first achievement. We should not increase in salaries or in the also forget that before the enabling Act came into force, the remuneration of workers in the actual name of the Commission was National Salaries and public service from time to time. Wages Commission. The idea of ‘Income’ was derived from It also issues guidelines on the fact that as soon the Commission, was established, income policy in order to make the Productivity, Prices and Incomes Board ceased to government take decision on exist and because the element of incomes was part of the level of increase in the the statutory duties of the PPID, it was then remuneration of workers. incorporated into the name of the Commission

(NSIWC).Sir, based on your experience with the Commission, what are After taking over and establishing the salary the achievements of this structure of top public office holders, the next thing agency so far? that happened was getting the salary of workers to be

improved. At that point in time, the least paid Well, the Commission has not worker i.e. Grade Level 01 Step 1 was been blowing its trumpet, but N1,253.50 per month, then right from the day it was efforts were made by the established in 1992 to be Commission (NSIWC) to precise, it took up the issue of improve it, several studies

with Chief R. O. Egbule, The Secretary to The Commission Preamble Sir, we are the Editorial Board Members, set up for the purpose of producing the Commission's Bulletin, and we are here in your office to obtain

some information from you. As a pioneer officer of the Commission we would like to share with you your experience and knowledge about the Commission, because you have really put much into the organisation. Since we are about to come up with the maiden edition of the Bulletin, it is very necessary to share the information with the public on how far it has taken to set up this Commission, so that Nigerians can know your contributions. Therefore, we have the

following questions for you, Sir.

were conducted and recommendations were made to the t h a t b e f o r e t h e 1 9 9 8 Federal Government, which were eventually accepted by the harmonization, there were so regime of the late General Sani-Abacha on a condition that the many salary structures in the numerical strength of workers in the public service would be entire public service, up to 35 of reduced to allow for the increase. The Commission was still them. But the Commission battling with that when he (Sani Abacha) died. The General helped to harmonize them into Abubakar regime came and asked the Commission to re-submit 5, namely: Public Service Salary the earlier proposal to the government. The Commission Structure, Armed Forces Salary complied and the salary was raised from N1,253.50 per month Structure, Police and Para to N5,200 and the government paid for a while and later found Military Salary Structure, Top it difficult to sustain, because oil revenue dropped drastically Public Office Holders Salary to about $8 dollars per barrel. Then the NSIWC was called upon Structure and so on and so forth.

to assist in reducing the pay. The Commission assisted and Therefore, making salary in various negotiations that took place in 1998, it was administration a lot easier for

eventually brought down to N3,500 for the Federal the government.workers as the minimum wage and N3,000 for the state workers, i.e. Grade Level 01 step 1 (Minimum Wage). So when the increases came in

2000, it was easy to relate one This minimum wage was sustained until the year salary structure to another. 2000 in the early part of the Obasanjo regime when Besides, in 2003, there was the Commission again through its recommendation again an increase in the salaries

and the work of National Committee increased the of workers on a sliding scale of national minimum wage to N5,500 showing a 1 2 . 5 % t o 4 % a n d t h e

substantial increase in the salaries of workers Commission participated in the in year 2000. negotiations. More recently, the

government embarked on the Following this enormous consolidation of salaries and the increase, pensions were Commission (NSIWC) carried italso increased. We out. Before then, there was should not also forget monetization of fringe benefits

PERSONALITY INTERVIEW

The Commission is expected to advise the government on the level of increase in salaries or in the remuneration of workers in the public service from time to time.

There were so many salary structures in the entire public

service, up to (35) thirty-five but the Commission helped

to harmonize them into five (5). Namely: Public

Service salary structure, Armed Forces Salary

Structure, Police and Para Military Salary

Structure, Top Public Office Holders Salary

Structure and so on


22 23

Documents

Salaries and Wages Bulletin 1st Edition 2008