UNICAL Non-Academic Staff Salary Structure In Nigeria

The University of Calabar (UNICAL) stands as a prominent institution in Nigeria, but it grapples with a critical issue concerning the salary structure for its non-academic staff. This blog post aims to shed light on the challenges faced by these staff members and propose potential solutions to improve their financial well-being.

The Salary Scenario:

At UNICAL, the salary structure for non-academic staff varies based on position and experience. However, a common trend emerges – entry-level staff earns a basic salary ranging from N100,000 to N150,000 monthly. This amount is notably lower than the cost of living in Calabar, making it a struggle for these employees.

With increased experience, there’s a marginal salary increment. For instance, after a decade of service, a non-academic staff member may only see a basic salary increase to N200,000 to N250,000 per month. While additional allowances like housing and transport are offered, they often fall short of compensating for the low basic salary.

Challenges Faced:

The repercussions of the meager salary structure at UNICAL are significant. It impedes the attraction and retention of qualified staff, leading many to seek better-paying opportunities elsewhere. This, in turn, fosters low morale and job dissatisfaction among the staff, affecting the quality of services provided to students and the university community. Moreover, it contributes to a brain drain of skilled non-academic staff from Nigeria.

Suggested Solutions:

To address these issues, several solutions can be considered:

1. Salary Increment by the University: The university administration needs to reevaluate and increase the salaries of non-academic staff. A more competitive salary scale would make it more attractive for qualified individuals to join and remain at UNICAL.
2. Additional Benefits: Alongside salary increments, the university should consider providing additional benefits like enhanced housing and transportation allowances. This holistic approach can significantly improve the overall compensation package for non-academic staff.
3. Government Financial Assistance: The government can play a pivotal role by providing financial assistance to UNICAL. This support can help the university boost the salaries of its non-academic staff, ensuring they receive a more reasonable and competitive income.
4. Negotiation with Unions: Non-academic staff unions should actively engage in negotiations with the university administration. A collaborative approach can facilitate discussions on fair and improved salary structures, advocating for the well-being of their members.

Conclusion:

Addressing the salary structure crisis for non-academic staff at UNICAL is crucial for the university’s sustained growth and the well-being of its employees. By implementing these suggested solutions, UNICAL can enhance its ability to attract and retain qualified staff, improve morale, and contribute to the overall development of its academic community.