CONTISS Salary Structure in Nigeria –
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The National Salaries, Incomes and Wages Commission (NSIWC), established in 1993, determines the salaries and wages of Nigerian public servants.
It is also responsible for deciding compensation systems in the Nigerian economy, it does annual reviews of salaries and wages in the Nigerian civil service.
This commission was created on the recommendations of by ad-hoc commissions at various times or panels set up by the government to address issues relating to salaries and wages of workers in Nigeria.
Recommendations by these panels were not fully implemented so workers could not fully benefit from such recommendations until the Udoji commission on the Review of Public Service from 1972-1974 recommended the creation of a permanent body to take care of annual reviews of annual reviews of salaries and wages in the Nigerian Public Service.
This led to the creation of salary structures to determine how salaries and wages are calculated for workers in different government establishments and there are many salary structures that are used for different categories of workers.
Most Nigerian civil servants do not know anything about how their salaries and wages are calculated so it is necessary to write this article to enlighten workers and give them a better understanding.
It will also help to inform decision on which sector of the economy one would like to be employed in based on information about their salary structure and how much one can earn at a certain stage of their career. We will touch on all major salary structures with emphasis on the CONTISS.
What is salary scale or structure?
A salary structure or scale is a system that determines how much every worker should be paid in an organization. This is determined by many factors majorly employee’s level, rank or status within the employer’s organization, the length of time that the employee has been employed and the difficulty and risk of the specific work performed.
The major components of salaries are Gross salary, Allowances, Deductions, Prerequisites, and net salary. The following are the major salary structures in the Nigerian Public Service.
Consolidated Top Federal Public Office Holders’ Salary Structure (CONTOPSAL)
This salary structure applies to top government officials e.g. Members of the National Assembly
Consolidated Tertiary Institutions Salary Structure (CONTISS)
Salary structure for non-academic staff of universities and all staff of other federal tertiary institutions such as Teaching hospitals, colleges of education, polytechnics and non-academic staff of federal universities such as laboratory technologists and assistants etc.
Consolidated Research and Allied Institutions Salary Structure (CONRAISS)
This salary structure applies to staff of Research, Training and Allied Institutions in the Federal Public Service e.g. Forestry Research Institute, Ibadan National Animal Production Research Institute, Zaria
Consolidated University Academic Salary Structure (CONUASS)
This is the salary structure for academic or teaching staff of federal universities
Consolidated Medical Salary Structure (CONMESS)
Which is salary structure for medical and dental officers in the federal public service
Consolidated Health Salary Structure (CONHESS)
This Salary structure applies to pharmacists, medical laboratory scientists, nurses and other health workers in the federal public service.
Consolidated Judiciary Salary Structure (CONJUSS)
Salary structure for judiciary workers in the federal public service
CONTISS Salary Scale in Nigeria
The CONTISS (Consolidated Tertiary Institutions Salary Scale) originated from the university salary structure (USS) introduced in the 1980s.
It is a 15-grade salary structure and each scale consists of a number of steps ranging from 15 for lower grade to 9 for the highest grades.
This salary structure applies to the non-academic staff of Universities; all academic and non-academic staff of polytechnics, colleges of education, Research and Allied institutes; Medical/Dental/Veterinary Doctors/optometrists with OD degrees in Federal Health Institutions such as teaching hospitals, medical centres, specialist hospitals etc.
It also applies to all Federal Agencies formerly running the Harmonized Tertiary Institutions salary structure (HATISS). This salary structure dictates that salaries for people under this cadre should include
This is an amount paid to cover for meals. It is for a single meal per day.
This is a non-taxable amount paid to an employee for travel and vacation when on leave. A public service worker is entitled to this once every year.
This covers bills such as water, electricity and the rest and it is non-taxable.
This is to cover cost of publication for workers involved in research e.g. workers in teaching hospitals, lecturers in colleges of education and polytechnics.
This is 300% of basic salary to be paid once every four years. It is paid annually as 74% of annual basic salary.
This is paid to cover cost of research for academic staff in all tertiary institutions under this salary structure.
This is paid to officers involved in conducting examinations for students e.g. in teaching hospitals, polytechnics and colleges of education.
This paid to officers who hold administrative positions in addition to their regular roles e.g. Heads of Departments, Chief Medical Directors, rectors and Provosts etc.
This is paid to staff involved in supervision of students on industrial attachments e.g. polytechnic students or teaching practice e.g. colleges of education as the case may be.
Field trip allowance
This is paid to staff involved in taking students out for field trips to different locations.
Rural posting allowance
This is paid to medical staff in teaching hospitals as residents who go on rural postings as part of their training to become consultants.
Clinical duty allowance
This is paid to consultants in teaching hospitals who carry out clinical duties in addition to teaching medical students.
This is paid to entitled officers who need domestic servants to help in maintaining their homes.
This is paid to Medical personnel who teach in addition to their roles of seeing patients.
This is paid to officers who need administrative officers to assist with their work.
This is paid to officers who have other responsibilities in their families and at work etc.
This is paid to officers to encourage them to perform better in their duties. It can be considered as a form of incentive.
This is paid to entitled officers to cover the cost of hiring a driver.