Unequal pay hurting Uganda’s public service — report

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Ugandans may wait longer to get effective quality public service unless the current problem of salary disparities among public servants is addressed, a new report has indicated.

The State of Equal Opportunities 2024 report reveals that salary disparities have left many public servants demoralised and some, like arts teachers, opting for early retirements.

Disparities were identified in the salaries of officials at the same rank in different public institutions. There are also instances where certain officers of junior ranks earn more than senior officers or principals.

For example, an officer in the Uganda Law Reform Commission (ULRC) earns sh6.2m while a manager in the National Forestry Authority (NFA) earns sh5.4m and a principal in the Uganda Human Rights Commission (UHRC) earns sh3.6m.

For instance, the senior principal auditor in the Office of the Auditor General earns sh16m per month, higher than sh7.2m earned by principal officers in the Uganda National Examination Board (UNEB).

The report was compiled by the Equal Opportunities Commission (EOC) and launched by Betty Amongi, the minister for gender, at the Sheraton Kampala on Wednesday, November 6, 2024.

Susan Atukunda, a researcher at EOC, revealed that a mixed-methods research approach that integrated both quantitative and qualitative methods was used in the investigations allowing for a comprehensive analysis of the issues contained in the report.

The quantitative component involved statistical data collection to measure various aspects of inequality and discrimination while the qualitative aspect included interviews and focus group discussions to gather in-depth insights and personal experiences.

URA boss highest paid

The report indicates that the Commissioner General of Uganda Revenue Authority (URA) stands out as the highest-paid chief executive officer (CEO), earning an annual salary of sh768m followed by the executive director of Uganda Bureau of Standards (UBOS) whose annual salary is sh459m, which represents a gap of sh308m.

According to the report, the annual salary gap between the highest-paid CEO (URA chief) and the lowest-paid officer at CEO level, the Secretary of Uganda Land Commission (ULC) is sh739m.

This means that it would take the secretary of ULC who earns sh2.3m monthly and an annual salary of sh28.4m, approximately 27 years to make the same amount the Commissioner General of URA earns in one year.

Local govt

At local government level, chief administrative officers (CAOs) earn substantially less than several heads of departments (HODs) they supervise, with a monthly salary of sh2.3m on average compared to sh6.5m for the HOD. This represents a difference of sh4.13m, which is approximately 174% less than the salaries of the HODs.

“The salaries of political leaders at the local Government level remain extremely low, especially when considering the rising cost of living and the expanding roles of local government officials. The modest increments fail to adequately reflect the increased responsibilities these officials face in managing larger populations, handling complex district or city issues, and providing essential services,” says the report.

Education sector

In the education sector, “primary school teachers have inadequate salaries which hinder their ability to provide quality education but also lead to low morale and high attrition rates”.

The report also noted that the recent salary enhancements for science teachers have created negative unintended consequences, including disengagement from teaching, high resignation rates among arts teachers, poor interdepartmental relationships, and demotivation among non-enhanced staff.

A science teacher earns sh4.25m while the highest salary for a non-science teacher in the same category is sh1.3m yet they all have the same qualifications (bachelor’s degree) as required by the job specifications.

“With higher salaries, many science teachers have become financially comfortable, leading some to pursue personal business ventures. This shift has resulted in less time devoted to teaching, as teachers engage in side businesses or financial activities, often borrowing money from banks to invest. Consequently, some science teachers have started hiring teachers who are not on the payroll to fill in for them.”

The report adds: “The disparity in pay has created a demoralising environment for arts teachers, leading to significant resignation rates. On average, around ten arts teachers are requesting early retirement due to feelings of inadequacy and frustration. This trend not only depletes the number of arts educators but also impacts the diversity of subjects available to students.

Furthermore, the motivation of the remaining arts teachers has diminished, affecting their performance and engagement in the classroom.”

At the university level, the report highlights disparities of up to sh8m, between senior lecturers and associate professors.

“These discrepancies negatively impact employees’ livelihoods and lead to a toxic work environment. The staff strikes experienced across different universities in the recent past exemplify this discontent, highlighting the extent of the issues related to salary inequity,” the report reads in part.

Why salary disparities exist

The report attributes salary differences to factors such as job classification, funding disparities, internal pay structures, performance-based pay inconsistencies, negotiation power, political influences and regional variations.

“Political factors play a significant role in salary determinations. Employees in politically sensitive positions or those who hold roles favoured by government leadership sometimes receive preferential treatment regarding salary increases. Conversely, those in less visible or politically connected roles end up not benefitting from similar increases, despite having the same qualifications,” says the report.

The report also states that many government agencies have established internal pay structures that do not always align with fairness or equity.

Salary review

The EOC chairperson, Hajjat Safia Nalule Juuko, said addressing the salary disparities is crucial for fostering a motivated and balanced workforce in the public service.

“Salary disparities in the public service have become a major issue affecting service delivery in the public sector. Addressing these inequities is essential for fostering teamwork and ensuring that all officials feel fairly compensated for their contributions,” Juuko said.

To effectively address the growing salary disparities, the report recommends the establishment of a Salary Review Commission that will ensure fair and equitable compensation for all government employees.

“This Commission will assess the current salary structures to identify and rectify disparities among employees with similar qualifications, experience and responsibilities, fostering a more equitable work environment.”

It also recommends that the Ministry of Public Service (MoPS) implements an enhancement plan to achieve proposed long-term pay targets for all public servants. “This structured approach will involve phased salary increases that address existing disparities while ensuring that all employees receive equitable compensation over time.”

What others say

The ex-Leader of Opposition in Parliament, Winnie Kiiza, concurred with the commission on the establishment of a salary review commission to address salary disparities within the public service saying currently some entities of government get higher pay compared to others because of their lobbying capacity.

Winnie Kiiza

Dr Sulaiman Kiggundu, the director of the Parliamentary budget office acknowledged that salary disparities among public servants are affecting service delivery. “We need a salary review commission to address this,” Kiggundu said.

Bernard Mujuni, the commissioner for equity and rights at the Ministry of Gender said the biggest problem is not lack of resources but sharing it equitably.

Prof. Mwambustya Ndebesa, a senior lecturer at Makerere University, said the report shows that the cost of inequality is very high and a threat to the nation.

Prof. Mwambustya Ndebesa, a senior lecturer at Makerere University. (Courtesy)

“I thank the EOC for this report and it shows that we need to factor inequality in our policies. However, what I found lacking in this report is who owns Uganda’s economy. Is it Ugandans?” Ndebesa said.