Salary Structure

Salary Structure Of Teaching Hospitals In Nigeria

Teaching hospitals in Nigeria stand as crucial pillars in the healthcare system, catering to the needs of the population while concurrently shaping the future generation of healthcare professionals. Despite their vital role, the salary structure of teaching hospital staff in Nigeria remains an overlooked and undervalued aspect that demands attention and reform.

Exploring the Current Landscape:

The Consolidated Health Salary Structure (CONHESS) governs the salary structure of teaching hospital staff in Nigeria, amalgamating the Harmonised Medical Salary Structure (HMSS) with the Consolidated Peculiar Medical Allowances (CPMA). The CONHESS scale is categorized into 10 levels, ranging from Level 01 to Level 10. Each level’s salary range is determined by factors such as experience, qualifications, and performance.

The following table outlines the CONHESS salary range for each level of teaching hospital staff:

Level Salary Range (NGN)
Level 01 60,000 – 120,000
Level 02 120,000 – 180,000
Level 03 180,000 – 240,000
Level 04 240,000 – 300,000
Level 05 300,000 – 360,000
Level 06 360,000 – 420,000
Level 07 420,000 – 480,000
Level 08 480,000 – 540,000
Level 09 540,000 – 600,000
Level 10 600,000 – 660,000

It’s crucial to note that these figures represent basic salaries, and additional allowances, such as housing, transport, and hazard allowances, may also be provided.

Challenges Faced by Teaching Hospital Staff:

Despite the existence of a structured salary system, teaching hospital staff in Nigeria encounter numerous challenges:

  1. Low Salaries: Teaching hospital staff are consistently underpaid, with salaries falling significantly below the averages seen in other professional sectors.
  2. Poor Working Conditions: Long working hours and inadequate facilities contribute to challenging working conditions for teaching hospital staff.
  3. Lack of Resources: Teaching hospitals often grapple with insufficient resources, hindering their ability to deliver optimal patient care.
  4. Burnout: The demanding workload and high stress levels contribute to burnout among teaching hospital staff.

The Call for Urgent Reform:

The current salary structure proves inadequate and unsustainable for the invaluable contributions made by teaching hospital staff. Acknowledging their pivotal role in delivering quality healthcare, urgent reform is imperative. The government must take swift action to address these challenges, including substantial increases in basic salaries and a comprehensive overhaul of the existing structure.

Conclusion:

Teaching hospitals play a pivotal role in Nigeria’s healthcare landscape, and the dedicated professionals within them deserve a salary structure that reflects their significance. By addressing the challenges faced by teaching hospital staff and implementing meaningful reforms, Nigeria can ensure a robust healthcare system that not only caters to the needs of its population but also nurtures and values the healthcare professionals at its core.

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