GRADES, SALARIES, AND SCALES
(i) Salaries
of junior staff employee shall be paid in accordance with the prevailing
grading of the employee.
(ii) The
salaries and other approved emoluments on initial appointment shall be paid
only form the date of assumption of duty.
(iii) Salaries
shall normally be paid at the end of every month.
(v) The
payment of a salary may be forfeited for any period during which an employee
absents himself/herself from duty without sufficient causes.
POINT OF
ENTRY ON SALARY SCALE
(1) the
point on salary scale at which an employee is placed at the time of appointment
shall be determined on the basis of his qualifications and previous experience.
Normally, it shall be the lowest point in the scale.
(2) An
employee promoted from one grade to another shall enter the higher scale at a
point which would give him a salary increase that is at least equal to the
incremental step in his old scale.
REVIEW OF
SALARIES AND REGARDING
(i) Where
it is found in the first year of appointment that an employee has been wrongly
grade or placed on a wrong point on the salary scale, having regard to his/her
qualification and experience at the relevant time the error may be ratified
within one year of his date of appointment.
(ii) Where
an employee in the first year of his/her appointment considered he/she has been
wrongly graded or placed on a wrong point on the salary scale, he/she may
appeal through his/her hand of department/unit to the registrar who will
normally refer the case to the appointment and promotions committee (junior
staff)
(iii) An
employee whose salary is altered as a result of having been wrongly graded or
placed on a wrong point on the salary scale shall be eligible to receive such arrears
as are due to him/her or may be required to refund any overpayment made as a
result of this error.
(iv) The
salary of an employee on appointment may be reviewed / regarded by the
appointments and promotions committee (junior staff) on a recommendation of the
head of assessment resulted in wrong placement provided that such review or
regarding shall be done in the first year of appointment. And such review or
regarding shall apply retroactively to the date of an appointment.
(v) Applications
for conversion or re-designation of serving staff who have obtained higher
qualifications to fill vacant positions shall be made to the appointments and
promotions committee through their heads of department/unit for consideration.
INCREMENTAL CREDIT
(1) An employee
qualify for annual increment of 1st October of every year until he
reaches the maximum point of his salary scale.
(2) For the
purpose of granting increments on 1st October of each year, an
employee must have been in the service of the university and worked for at
least 6 continuous months prior to that date, provided that in determining the
period, a few days short of the required period resulting from weekends and
Public Holidays would be overlooked.
(3) Annual
increments are not automatic, they shall be earned. An employee may not quality
for annual increment if he adversely reported upon during the period of 12
months ending on September preceding the date of award of annual increments. An
employee so adversely reported upon shall be informed and shall have the right
of appeal to A &PC. Every head of Department shall complete an increment
certificate to be issued from the registry every year before 1st
October in respect of every employee. Only those employees duly notified of
annual increments shall be entitled thereto.
(4) On the
recommendation of the Head of Department, provided the employee concerned has been
given an opportunity of being heard, an increment may be deferred for 3 or 6
months or withheld altogether on account of gross, inefficiency. An increment
which has been deferred shall not subsequently be granted retrospectively
except with the specific approval of the provost in writing on the
recommendation of the Head of Department.
(5) where
the increment of an employee has been deferred, or withheld, he shall have the
right of appeal to the provost through the Head of his Department and the
Registrar.
(6) where
it becomes necessary to review or adjust staff salaries at any time other than
1st October, employee affected may proceed to the next point in the
new salary scale on 1st October provided he has served not less than
6 continuous months on the revised salary employee has served for a year.
(ii) An
increment may be deferred or withheld as a disciplinary measure in accordance
with the provisions of these Regulations.
(iii) Where
the increment of an employee has been deferred he/she shawl have the right o
appeal through the registrar to the provost
(iv) An
increment may be suspended until after a previously prescribed condition has
been fulfilled.
INCREMENT OF
SALARY FOR TEMPORARY EMPLOYEES
Temporary employees shall be paid a fixed salary and shall not be due
for an annual increment. All temporary appointments should be regularized
within one year, if the employee’s performances are satisfactory, and subject
to available vacancies.
GENERAL
Certain categories of allowance are payable to
designated staff members of the college. The allowance do not constitute
emoluments for the purpose of pensions, gratuities and other benefits and are
subject to review or abolition by council provost in council at any time.
KILOMETER ALLOWANCE
Kilometer allowance shall be at the
prevailing government rate.
TRAVELING ALLOWANCE
When an employee is required to
travel away from his normal place of work on approved college duty, allowance
is payable at the prevailing NCCE public service rates for each night spent
outside stations, subject to a maximum of 28 consecutive nights unless extended
by the registrar.
Employee on COWHESS 3-5) - at the prevailing rates as
Employee on COWHESS1-2) specified by circular
Temporary staff
TRAVELING CLAIM ON APPOINTMENT
An employee on first appointment
shall be entitled to transport expenses (i.e. 10% of employee annual Basic
salary) in respect of himself and his family
SHIFT ALLOWANCE
Shift allowance at the rates of 17%
of monthly basic salary for 12 hour in lieu of overtime shall be paid to
approved categories of employees who work in shift and are not entitled to
overtime. The following staffs are entitled to shift allowance, medical staff,
students’ affairs, library and appropriate security officers. Day off may be
given to staff when necessary.
LOCAL COURSE ALLOWANCE
(i) Where
an employee is sent on a course of instruction in Nigeria and outside Ikwo for
a period in excess of twenty-eight (28) days, boarding and lodging are not
provided by the appropriate authorities, traveling allowance as specified in
Chapter 8.4 for the first twenty-eight (28) days shall be payable. Therefore,
he will be entitled to a local course allowance at the prevailing government rate.
HATISS
1-3 - 100.00
per night
HATISS
4-5 - 150.00
per night
(ii) Where
an employee is sent on a course of instruction in Nigeria and within Ikwo for a
period in excess of twenty-eight (28) days, he shall be entitled to a transport
Augmentation allowance at prevailing government rate.
(iii) For any
period in excess of the last completed calendar month, the appropriate rate of
traveling allowance is payable.
(iv) For
officers who at the of a course of instruction for a period in excess of 28
days where full boarding and lodging are provided, the following rates of
incidental allowance shall be paid:
HATISS 1-5 - At the prevailing government rate
ACTING
ALLOWANCE
(i) Subject
to the registrar’s prior approval, the college will pay any acting allowance to
an employee on CONHESS 5 who may be called up to act in the absence of an
officer on CONTEDISS/ COHESS
(ii) The
rate of acting allowance shall be 100% of the difference between the
substantive salary of the employee and the entry point to CONTEDISS 6
(iii) No
acting allowance will be paid to employees who are called upon to shoulder
additional responsibility on HATISS 5 and below.
(iv) No
acting allowance will be paid if the period of acting appointment is not more
than 15 days. Acting allowance will not be paid for any days in excess of 14
days or continuous absence from duty on grounds of ill health while acting in
higher post.
(v) In all
cases, the Head of department /unit concerned should seek prior approval of the
registrar before acting appointment is commenced and if the registrar approves,
a letter is issued to this effect stating specifically the terms of the acting
appointment and the allowance it should carry.
FARES ON
COLLEGE DUTY
When
an employee of the college travels out of the college on official duty, has
shall be entitled to a refund of his transport expenses on production of supporting
receipts (where possible) or a certificate of honour.
NO-ACCIDENT
BONUS
(i) Motor
Drivers or Driver/Mechanics, whether on permanent establishment or temporary
staff, shall be entitled to an annual no-accident bonus of N3,000.00 per year
subject to accident free driving.
(ii) The
term “accident” in this context means any occurrence whereby damage is done to
property or any kind of injury is done to persons or animals which, in the
opinion of the Driver’s Head of Department is attributed to the manner in which
such driver/driver-mechanic drove or managed his vehicle.
(iii) A
driver/driver-mechanic who whilst in receipt of the bonus is involved in an
accident in which he is adjudged by his Head of Department/unit to be at a
fault shall forfeit his bonus and shall start a further qualifying period of
one year’s accident free driving as from the date of the accident.