In order to harmonize salary structures, a number of pay scales were implemented in Afghan ministries based on their agreement with donors which had resulted in different challenges, such as lack of institutional memory because of high employee turnover at the line ministries which was an obstacle in solidification of institutions. Also, it had resulted in decreasing the level of efficiency, effectiveness and had created social challenges.
Keeping the aforementioned challenges along with various other obstacles, the Capacity Building for Results Project based in Ministry of Finance introduced a policy regarding the harmonization of salaries across Government Institutions and related partners, known as NTA Salary Scale Guidlines.
NTA Salary scale guidelines have been formulated according to various job positions and their respective duties. This document outlines the broad categories and their respective salary categories and range. Since 2014, these guidelines have been constantly reviewed and modified.
NTA salary scale and guideline were developed with the aim to harmonize the by scales of Afghan staff who work for the government of Afghanistan out of line positions of official Tashkeel, including (EFS) who are funded by international donors. The overall objectives of the scale and guideline can be as follow:
As mentioned earlier, the guidelines cover the remuneration for Afghan nationals who work for the government out of Tashkeel or contracted staff. However, the NTA Salary Scale and Guideline doesn’t apply to those who are directly hired by the donors for their offices and are not responsible to report to the Afghan government. It also doesn’t apply to the technical consultants who are employed as short term contract staff, who are to be employed by either donors or the Afghan government.
Since 2001, the Afghan government has constantly put efforts to bring and implement selective reforms and changes in public administrations and institutions. For instance, changes in the capacity, structure and pay scale in order to bring efficiency in administrations’ performances.
Afghanistan launched P & G System in 2008, which could bring substantial consistency in the payments of civil servants, but due to challenges like continues inflation and increase in living cost; it is still not compatible in keeping professionals in the public administrations. This system has eight grades with five steps each. The lowest grade’s salary starts from 5000 AFN and the highest 32500 AFN per month with some non-cash benefits.
Besides the P & G system, the government of Afghanistan also introduced Super Scale benefits later to attract and retain technical and professional staff in technical positions. The grade amounts start from USD 300 to UD 1500 per month plus P & G benefits.
In addition to these two scales, the government of Afghanistan launched Management capacity program (MCP) which lasted in 2011. This program was followed by CBR which coffers 1 – 4 grades and sometimes grade 5 of Tashkeel. The salary scale of CBR is also applicable on NTA. The new NTA scale from grade I – 5 has no difference with the CBR salary scale. NTA is pushed down and has three more grades correspondingly to the first five grades to cover all levels of NTA.
Considering the economic, social and HR situation in Afghanistan, there is felt a strong need for developing a consistent methodology for organization of the NTA salary scale and to execute it which will have an important effect on performances of projects, service delivery, securities of jobs and cooperation between diverse concerned institutions. Thus, it’s very important for the government of Afghanistan to bring all other salary schemes under one broader umbrella in order to improve the performance and bring the accountability and transparency for the government itself, international donors and other concerned partners.
In NTA Salary Scales, the jobs have been divided into eight categories which each category/grade has its own conditions and responsibilities. Also, it’s to mention that each grade has ten steps. The purpose behind categorization is to unify all payments of NTA conferring to the job responsibilities and donor modifications to NTA’s salaries accordingly. These grades which start from A to H modifies the responsibilities, skills, and competence of the NTA along with the salaries which they receive. There are ten steps in each grade with a fixed interval in them which is set by a different multiplier to the main P & G salary of a civil servant.
Newly recruited staff are offered the first step of the relevant grade of NTA salary scale, which if the candidate has a master or doctoral degree, one added step could be offered and if the candidate has two years of further experience than what is expected in the TORs, then one extra step could be offered.
Technical positions could be offered one extra step however the offer cannot be given beyond step 5 of the same grade. It’s worth to mention that Senior officer is placed in the third grade and can only go up to step five third grade. Also, a senior officer cannot be offered above the step one of the grade. Payment of NTA salaries differs based on the eighth-grade system and ten steps within each grade which factors like skills, competence and education level can affect this salary scale.
The chart below shows the NTA Salary Scales in AFN.
Through this salary scale, promotion or increase from one step to another happens only after annual successful performance appraisal of a staff by its relevant institution. Without evaluation and performance appraisal, no increase in salary levels can be brought. The recruitment for the NTA is merit-based through an open competitive process. Direct recruitment without passing the process is not allowed by any means except technical positions. All regular benefits and allowances excluding transportation, insurance, and communication which are to be provided as per the internal agreements of organizations with employees, are included in NTA Salary Scale.
Download the Guidelines from the link below;