Mapping is the process of placing individual jobholders in an institution on the Single Spine Grade Structure based on established guidelines. Subsequently, prior to mapping the jobholder onto the Single Spine Salary Structure (SSSS), the jobholder is identified by his/her grade in the present salary structure, number of years on a grade, existing monthly salary and all category one allowances available to the jobholder.
However, before mapping is done every institution is requested to furnish the FWSC with the following information:• Letter(s) from Ministry of Finance & Economic Planning (MOFEP) approving their allowance;
- Scheme of service;
- Collective bargaining Agreement (CBA) or Conditions of Service;
- Pay Slips of every employee in that institution; and
- A completed migration data for verification.
When the above information is received from institutions, the process for the mapping is then pursued as follows:
- Validation is done for the data submitted by these institutions against their pay slips to ensure that all employees have valid employee’s ID Number.
- The CBA is also used to authenticate the allowances captured on the migration data submitted by these institutions.
- The Commission also ensures that every detail with regard to the employee ID, basic salary and allowances submitted on the data conforms to the pay slips of approved letters from MOFEP. At the mapping stage, all category one allowances are consolidated and cease to exist.These are allowances that relate to normal duties and responsibilities of the job and any other allowances paid monthly to all members of staff in the institution.
- The SSSS consists of incremental pay points from a base pay to the highest pay.
- The SSSS is a 25-level grade structure with 189 pay points.
- Each level on the grade structure has “low” and “high” components indicating that jobs in the public services are similarly sized.
- Determination of the “low” and ”high” is based on the job scores on the different institutional grade structures.The basis for promotion are on length of service and not necessarily change in or addition to job function.
- The number of years an employee spends on the job determines the step on which the employee would be as follows:
- Less than 1 year – step 1
- 1 to 3 years – step 2
- 4 to 7 years – step 3
- 8 year or more – step 4