Rivers State Universal Basic Education Board (RSUBEB)Teacher Salaries reflect how committed the oil rich state is in ensuring they retain the best brains in the teaching profession and ensuring that all children, particularly in less privileged areas, have the opportunity of accessing quality education up to secondary school level.
The Rivers State Universal Basic Education Board (RSUBEB) is a state government institution responsible for implementing the Universal Basic Education (UBE) program in Rivers State. RSUBEB also handles the recruitment, training, and management of the teachers in the state for public primary and junior secondary schools.
One of RSUBEB’s most important functions is the management of salary systems, which affects recruitment, retention, and educational outcomes.
The purpose of this article is to discuss the salary structure of teachers employed by the Rivers State Universal Basic Education Board (RSUBEB) in Rivers State, Nigeria. It also discusses salary determination, salary ranges, promotion, benefits, challenges, and the implications of each on teachers and education.
Also see: Edo SUBEB Salary Structure (2025) – How Much Are Teachers Paid In Edo State?
Overview of RSUBEB and Teacher Employment in Rivers State
The Rivers State Universal Basic Education Board (RSUBEB) is the government agency under the River State ministry of education, charged with basic education (primary and possibly junior secondary) in Rivers State. Teachers employed through RSUBEB are civil-servants/board employees in the state’s public basic education system.
Their salaries are part of the state civil service / education wage bill and are influenced by factors such as qualification, grade/step, years of service, location of posting (for example riverine or rural areas) and allowances.
Since Rivers State is an oil-rich South South State, the remuneration for teachers is usually more generous than many other states in Nigeria. One source, for example, lists Rivers State teacher salaries (2025) as among the highest in Nigeria.
RSUBEB Teacher Salary Structure (2025)
Teacher salaries under RSUBEB are structured based on the State Civil Service Salary Scale, which considers qualifications, grade level, years of experience, and the geographic posting of the teacher.
Monthly Salary by Grade Level
| Grade Level | Qualification Required | Monthly Salary Range (₦) |
| GL 07 | NCE (National Certificate in Education) | ₦84,000 – ₦95,000 |
| GL 08 | B.Ed or B.Sc + PGDE | ₦96,000 – ₦128,000 |
| GL 09 | Master’s Degree | ₦120,000 – ₦155,000 |
| GL 10+ | Senior Teachers/Admin Roles | ₦150,000 – ₦230,000 |
Salary structure: grade levels, qualifications, and estimated sums
a) Grade levels and qualification mapping
Most of Nigeria’s public service employees, including those in Rivers State, teachers, enter and progress through the grade levels pegged from GL 07 or lower as the entry point, and the advancement acquisition depends on the qualifications and experience earned through the rank.
Consider for example
In some states, GL 07 is the entry point for those with an NCE, whereas
Those with a B.Ed/HND are expected to start at GL 08 or something comparable.
More experience and higher qualifications will provide advancement to GL 09 and above.
Estimated salary ranges
Though the exact RSUBEB-specific salary schedule is not publicly referenced, these are the intervals for which we range teachers from Rivers State based on the publicly available documentation, personal interviews of teachers and salary surveys.
According to data obtained from mySalaryscale, the average Teacher Salaries at Rivers State Universal Basic Education Board, Nigeria is ₦122,000.
While data from Glassdoor showed that the average range of Rivers State Government Teacher Monthly Pay in Port Harcourt is between ₦105,000. – ₦113,000.
RSUBEB Allowances and bonuses
In addition to “basic salary” at RSUBEB, teachers may receive various allowances such as:
Housing allowance: ₦10,000 – ₦30,000 monthly (depending on grade level) in Rivers.
Transport allowance: ₦7,000 – ₦15,000 monthly.
Riverine/rural posting bonus: ₦15,000 – ₦35,000 monthly (for teachers posted to riverine/hard-to-reach LGAs).
Utility/teaching-tools allowance: ₦5,000 – ₦10,000 quarterly (approx).
These allowances are important: they increase effective take-home pay and reflect the state’s effort to incentivize teaching in challenging locations.
How Salary Progression Works in RSUBEB
a) Promotion and advancement
Teachers can be promoted within their own grade level or to higher grade levels depending on the years of service, the qualifications obtained (PGDE, M.Ed), the performance evaluations, and the assumption of more responsibilities (senior teacher, head teacher, zonal supervisor, etc.).
Promotion also comes with a salary boost. One teacher interviewed from Rivers State mentions that “promotion comes with a salary boost of ₦8,000 to ₦25,000 depending on level.”
b) Posting and location matters
Posting to rural or riverine areas usually comes with extra bonuses and incentives because of the tougher working conditions and extra logistical challenges of commuting or accommodating staff. The riverine bonus mentioned earlier (₦15,000–₦35,000) is a good example of this.
c) Qualification upgrades
Upgrading qualifications can also increase salary potential. For instance, a teacher with a B.Ed moving to an M.Ed is often subjected to a higher GL that comes with a salary increase
Challenges, Considerations & Realities
- For the Nigerian context, the salary figures might seem just about reasonable, but there are stipulations that accompany these numbers. Where the starting salary is about ₦93,000 , some sources counter this with ₦122,000, and others mention ₦109,000. This suggests variation by posting, allowances, and possibly arbitrary discrimination throughout the system.
- Reliability of Allowance Payments: There have been cases within Nigeria’s public education system where additional allowances and bonuses get paid out late or are paid out inconsistently. Although I did not find any RSUBEB-specific reports that detail delays of allowances, this is frequently encountered in other states.
- Cost of Living and Inflation: A salary of ₦100,000+ can have diminished purchasing power because of inflation and housing costs in Port Harcourt or urban Rivers State. Expenses for transport can throw off affordability for different goods and services. Thus, a salary that is “high” in nominal terms can have real-terms constraints.
- Posting Hardship: Riverine or remote postings may have bonuses attached to them, but there are additional commuter, accommodation, and isolation hardships that can negate the bonuses.
- Promotion Bottlenecks: Salary growth can slow due to a lack of promotion caused by vacancies and internal administrative delays.
- Transparency of Official Data: There is little to no publicly available information from RSUBEB regarding their salary schedule. The bulk of the information flows from blogs and other unofficial channels, which is not a complete picture of the official remuneration.
Implications for Teachers and Policy Makers
For Teachers
- Understanding the system is vital: Attaining a higher qualification (B.Ed, PGDE, M.Ed) is beneficial as it improves your grade level and salary potential.
- Location is Key: The grade increases and bonuses that are obtainable from postings in the rural/ riverine areas can be higher.
- Career planning: Seek professional development and aim for promotion opportunities (senior teacher roles, leadership roles) to access higher salary brackets.
- Allowance awareness: Understand what allowances you are entitled to (housing, transport, rural bonus) and ensure you follow up with the board/agency for timely payment.
For Policy Makers and RSUBEB
- Improving trust and facilitating teachers’ financial planning can be achieved by publishing official and updated salary schedules.
- Teacher morale, and consequently teacher retention, is highly dependent on the timely payment of allowances and bonuses.
- Acknowledging the challenges of riverine areas, meaningful bonuses, supportive accommodations, and transportation services need to be provided as motivational incentives.
- To maintain competitiveness and assist in talent attraction and retention, salaries must be reviewed regularly.
- Clear and predictable promotion and pay progression pathways encourage teachers to strive for higher qualifications in order to be recognized for their dedication and experience.
How to apply for the RSUBEB recruitment portal?
Whenever the Rivers State Universal Basic Education Board is conducting teachers recruitment, it is usually announced through the River State ministry of Education, then the RSUBEB portal will be opened for submission of application. Always check the Rever state ministry of Education website or job boards such as Ogajob for regular updates on recruitment into the RSUBEB.
Frequently Asked Questions (FAQs)
What is the Ube Board in Rivers State?
The UBE Board in Rivers State is the government agency responsible for providing free and compulsory basic education to children across the state.
The Rivers State Universal Basic Education Board (UBEB) was established under the UBE Law of 2005 and operates under the supervision of the Rivers State Ministry of Education. Its headquarters is located at 16A Elechi Beach Road, Port Harcourt
What is the difference between UBEC and SUBEB?
UBEC is a federal agency that oversees basic education nationwide, while SUBEB is a state-level agency that implements basic education programs within individual states.
How many years is UBE?
Universal Basic Education (UBE) in Nigeria spans 9 years: 6 years of primary education and 3 years of junior secondary education.
This structure is part of Nigeria’s broader 9-3-4 education system
Final Thoughts – How much does the Rivers State Universal Basic Education Board Pay for employees?
Although RSUBEB under Rivers State provides teachers with competitive salaries, benefiting from the allowances provided and the incentives for challenging postings locations, the differences in the salary structures and the cost of living across different locations is the reason that the nominal salary may not translate immediately into “comfortable” living conditions.
For educators considering a career in Rivers State basic education, understanding the salary structure (base pay + allowances), ensuring you are placed correctly by qualification, being open to postings in less-favourable locations for bonuses, and pursuing continuous professional development will all enhance earnings potential. Meanwhile, for policy makers and RSUBEB leadership, maintaining transparency, regular reviews, and timely allowance payments are essential for teacher morale, retention, and sustained educational quality.