If you’re working in, or hoping to work in a Nigerian Polytechnic or College of Education, you must have heard of the acronym CONTISS. It stands for Consolidated Tertiary Institutions Salary Structure. It’s the primary salary structure for thousands of staff in Nigeria polytechnics, monotechnics, and colleges of education.
While CONTISS I laid the foundational structure, CONTISS II was more refined, and, at the time of its introduction, a better structure overall. From a freshly appointed library assistant to a Chief Lecturer, every staff member in these important institutions must understand this structure on a foundational level.
The purpose of this guide is to shed light on CONTISS II and to take a look at its history, the intricacies of the structure, and its implications for academic staff and non-academic staff alike.
What is CONTISS? A Brief History
To understand CONTISS II, we must first examine the environment that gave rise to it. Prior to the consolidation of salary structures in Nigerian public service, the compensation system was splintered, and this imbalance frequently led to industrial strikes.
The Government sought to address this issue by balancing pay, consolidating salary scales, and preventing industrial disputes by introducing several “consolidated” salary scales.
As part of this initiative, the Consolidated Tertiary Institutions Salary Structure (CONTISS) covers employees in Polytechnics and Colleges of Education. It was intended to combine all previous allowances (housing, transport, etc.) into one, and simplified and streamlined pay scales.
CONTISS I was the first of these. After renegotiations with ASUP and SSANIP, and subsequent enhancements, CONTISS II was created. Salaries and the welfare of staff were intended to be improved, while remuneration was to be adjusted with current economic realities in mind.
Who is Covered by CONTISS II?
CONTISS II is tailored specifically for the entire workforce of tertiary institutions. CONTISS II is split into two broad user categories as required by the Code of Federal Regulations of 2019. The first user category is an employee of the institution. The second user category are the students of the institution. The CONTISS II should divide the students of the institution into two.
- Academic Staff: This includes all teaching and research personnel.
- Lecturers (From Assistant Lecturer to Chief Lecturer)
- Technologists
- Librarians
- Research Fellows
- Non-Academic Staff: This encompasses all administrative, technical, and support staff essential for the institution’s operations.
- Administrators
- Accountants
- Executive Officers
- Secretarial Staff
- Technicians
- Drivers
- Security Personnel
- Maintenance Staff
Breaking Down the CONTISS II Structure: Steps and Levels
The entire CONTISS II structure is built around the Levels and Steps system. Picture a career ladder, which you would call the level, and the sub-sections of the ladder which are your steps.
Level: Your rank assigned to you. The lower levels are for new recruits, like a clerical officer who is assigned CONTISS 3 as a lower level, and Principal Chief Lecturers are assigned higher levels, like CONTISS 15. Each new promotion moves you to a higher level.
Step: Each of the levels has a certain number of steps. Each of the steps has a set increment.
Each year you spend in a level, you (in theory) move up one step, receiving a corresponding increase in pay. This rewards experience and long service within a particular rank.
Example of CONTISS II Levels for Academic Staff:
- CONTISS 4 – 6: Assistant Lecturers, Graduate Assistants
- CONTISS 7 – 9: Lecturers III
- CONTISS 9 – 10: Lecturers II
- CONTISS 12 – 13: Lecturers I
- CONTISS 14 – 15: Senior Lecturers
- CONTISS 15: Principal Lecturers & Chief Lecturers
Example for Non-Academic Staff:
- CONTISS 1 – 3: Junior Staff (Messengers, Cleaners)
- CONTISS 3 – 5: Secretarial Assistants, Clerical Officers
- CONTISS 5 – 7: Executive Officers, Technicians
- CONTISS 7 – 9: Senior Executive Officers, Senior Technicians
- CONTISS 9 – 12: Principal Officers, Chief Technicians
- CONTISS 13 – 15: Assistant Registrars, Deputy Registrars, Registrars
Key Components of the CONTISS II Salary Structure Explained
Even if your salary is consolidated, total take-home pay includes more than just the basic salary. Here are the other components:
- Basic Salary: The amount will depend on the Level and Step assigned to you on the CONTISS II table.
- Housing Allowance: A percentage of the basic salary to help with the accommodation.
- Transport Allowance: A fixed amount to cover the expenses of your transport.
- Leave Allowance: An annual amount to assist staff during their vacation leave.
- Other Allowances: These usually consolidated theoretically, include hazard allowance, field allowance (for certain departments), overtime, and hazard pay.
Even if the components are national, the institutions within the states vary on their financial implementation concerning the priorities of the state government.
DOWNLOAD CONTISS II DOCUMENT FROM NSIWC
You can download an official PDF copy of the Consolidated Tertiary Institutions Salary Structure (CONTISS) from the National Salaries Incomes and wages commission here by clicking on the download link below.
CLICK HERE TO DOWNLOAD CONTISS II DOCUMENT
CONTISS II vs. Other Salary Structures
A frequent confusion is how CONTISS II relates to the other salary structures in the education sector within Nigeria.
- CONTISS vs. CONUASS (Consolidated University Academic Salary Structure) CONUASS is the comparable structure to CONTISS for academic staff in Universities. While conceptually alike, the scales, levels, and remuneration are different with CONUASS generally being more advanced.
- CONTISS vs. CONPSS (Consolidated Public Service Salary Structure): CONPSS is for civil servants outside the tertiary education sector. CONTISS is a specialized variant for the unique career paths in polytechnics and colleges.
How CONTISS II Compares With Other Public Sector Structures
| Structure | Target Group | Institutions |
|---|---|---|
| CONTISS II | Non-Academic Staff | Universities, Polytechnics, COEs |
| CONUASS | Academic Staff | Same as above |
| CONPSS | Civil Service Staff | Ministries, Government Departments |
| CONRAISS | Research Staff | Research Agencies (e.g., NIPRD, NIHORT) |
CONTISS II is considered competitive but often falls behind in salary enhancements compared to CONUASS, especially in institutions where academic staff strike deals for better pay.
The Continuing Impact and Importance of CONTISS II
The introduction of CONTISS II was a major milestone because it provided:
- Standardization: Uniformity for all Federal and State Polytechnics and Colleges of Education under a single salary structure.
- Career Progression: Advancement of pay in order of promotion and years of service.
- Reduced Disputes: The frequency of differences over varying allowances was reduced.
In order to appreciate the current state of CONTISS II, note that it has been largely overtaken. After a nationwide strike in 2010, a new structure was negotiated which for academic staff in Polytechnics became the Consolidated Polytechnics and Colleges of Education Academic Salary Structure (CONPCASS) and for senior non-academic staff became the Consolidated Tertiary Institutions Salary Structure (CONTISS) 15. This is often referred to as the “new CONTISS.”
However, many of the fundamental principles, levels, and steps of CONTISS II have been integrated into the new structures.
Challenges with CONTISS II
- Lack of uniform implementation: Some institutions implement CONTISS II differently depending on internal policies or funding.
- Delayed promotions: Staff may remain on one step for years due to bureaucratic or financial reasons.
- Allowance inconsistencies: Allowances are not always standardized. Some institutions offer more generous packages than others.
- Limited career progression: Non-academic staff sometimes face stagnation in terms of leadership opportunities.
Conclusion: Is CONTISS II Relevant Today?
Although newer agreements have replaced the original CONTISS II table, its legacy is quite impressive. It was the foundation for the more organized and equitable compensation structure for polytechnics and colleges of education in Nigeria.
For the staff and prospective employees, the Levels and Steps framework outlined in CONPCASS and the new CONTISS systems derives from CONTISS II, which is still very much in use. Knowing your level and step is critical in estimating your potential career progress and salary increase on the new CONTISS.
For all these reasons, CONTISS II should serve more as a current and working document, addressing the needs of those wishing to forge a career within the thriving and important polytechnics and colleges of education system in Nigeria.
Disclaimer: Salary structures in the public service of Nigeria change from time to time through government circulars and union negotiations. The figures and levels described in this document are illustrative and for educational purposes. For the latest and official salary structure, always refer to your institution’s HR office or the relevant staff unions (ASUP or SSANIP).