{"id":2696,"date":"2026-04-10T13:43:43","date_gmt":"2026-04-10T13:43:43","guid":{"rendered":"https:\/\/sfaict.com\/jssmof\/?p=2696"},"modified":"2026-04-10T13:44:51","modified_gmt":"2026-04-10T13:44:51","slug":"civil-service-salaries-regulation-no-11","status":"publish","type":"post","link":"https:\/\/sfaict.com\/jssmof\/civil-service-salaries-regulation-no-11\/","title":{"rendered":"Civil Service Salaries Regulation (No. 11)"},"content":{"rendered":"\t\t
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Civil Service Salaries Regulation (No. 11)<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t
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Salary Structure, Grading System, and Compensation Framework<\/h4>

This Regulation establishes the framework governing salary structures within the Jubbaland State civil service. It defines how positions are graded, how basic salaries are determined, and the principles guiding compensation to ensure fairness, consistency, and alignment with public sector resources.<\/p>

Application extends to civil servants funded through the consolidated government budget, including those supported through donor-funded positions, while excluding categories such as security forces, judiciary members, and political office holders. The framework ensures a standardised approach to compensation across government institutions.<\/p>

Job classification is based on a structured grading system comprising eight distinct levels. Positions are assigned to grades according to responsibility, required qualifications, experience, and working conditions. The Civil Service Commission is responsible for ensuring that each role is accurately classified based on its defined job description.<\/p>

Basic salaries are determined according to grade, with a clear progression from lower to higher levels. As shown in the salary table on page 7, monthly basic pay ranges from USD 150 at the lowest grade to USD 1,285 at the highest grade, maintaining a defined ratio between entry-level and senior positions. This structure promotes internal equity and transparency in compensation.<\/p>

Annual salary progression is linked to experience and performance. Civil servants may receive incremental increases during the first ten years of service within a grade, subject to satisfactory performance. These increments are applied as a percentage increase to the basic salary, reinforcing a performance-based approach to remuneration.<\/p>

Part-time employees are compensated proportionately based on hours worked, ensuring consistency with the grading structure. Additional allowances or benefits beyond basic salary are determined through separate regulatory provisions, maintaining clear separation between core salary and supplementary compensation.<\/p>

Adjustments to salary levels are subject to formal review and approval by the Civil Service Commission, based on recommendations from the Ministry of Finance and consideration of economic conditions and available budget resources. Any revisions must preserve the established structure and proportional relationships between grades.<\/p>

Transitional provisions ensure that employees whose current earnings exceed newly defined salary levels retain their existing pay, though eligibility for future increments may be adjusted in line with the Regulation.<\/p>

Administrative oversight is maintained through coordinated processes involving human resource units, the Civil Service Commission, and the Ministry of Finance, ensuring accurate classification, payroll management, and compliance with established standards.<\/p>

Mechanisms for complaints and appeals allow civil servants to challenge decisions related to grading or salary determination through established procedures, ensuring accountability and fairness in compensation management.<\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/section><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Salary Structure, Grading System, and Compensation Framework This Regulation establishes the framework governing salary structures within the Jubbaland State civil service. It defines how positions<\/p>\n","protected":false},"author":1,"featured_media":2698,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"elementor_header_footer","format":"standard","meta":{"_angie_page":false,"page_builder":"","footnotes":""},"categories":[36],"tags":[],"class_list":["post-2696","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-csc-regulations"],"_links":{"self":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2696","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/comments?post=2696"}],"version-history":[{"count":7,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2696\/revisions"}],"predecessor-version":[{"id":2704,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/posts\/2696\/revisions\/2704"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media\/2698"}],"wp:attachment":[{"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/media?parent=2696"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/categories?post=2696"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sfaict.com\/jssmof\/wp-json\/wp\/v2\/tags?post=2696"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}