BY MBONGENI NDLELA
MBABANE – It is a new dawn for employees in the C5 grade, as the consultant’s recommendation for a 28% pay progression is set to bring meaningful changes to their remuneration structure.
What was once a narrow growth path under the 16% progression is now being transformed into a wider and more rewarding journey.
From Modest Steps to Significant Leaps
Previously, the C5 scale was designed with only a 16% progression between notches. This meant that while salaries increased, the growth from one notch to the next was modest. For example, C5 Notch 5 under the old structure stood at E278 017 per annum (E23 168 per month), a level that left limited space for higher growth.
With the new progression, C5 Notch 1 remains at E247 014 (E20 584 per month), but the journey ahead has been completely redefined. Each step up the ladder now carries a substantial leap, reflecting a pay system that recognizes experience, loyalty, and performance.
The New C5 Pay Scale (28% Progression)
• Notch 1: E247 014 per annum → E20 584.50/month
• Notch 2: E316 178 per annum → E26 348.16/month
• Notch 3: E404 708 per annum → E33 725.64/month
• Notch 4: E518 026 per annum → E43 168.83/month
• Notch 5: E663 073 per annum → E55 256.10/month
This adjustment means that by the time an employee reaches the top notch, they will be earning more than double the basic monthly pay currently received at the same level.
More Than Numbers – A Statement of Value
For many, this change is not just about figures on paper. It is a recognition of the vital role employees play in moving the country’s institutions and services forward. The broader progression ensures that long-serving staff are rewarded more generously for their commitment, while also making the pay structure more competitive with regional standards.
A Positive Step Forward
The salary review reflects the consultant’s vision of a modern, sustainable, and motivating remuneration framework. For C5 employees, it opens up opportunities to aspire for higher earnings within the same grade, creating a stronger link between dedication and reward.
As the review continues to unfold across other grades, the adjustment for C5 employees stands out as a shining example of how thoughtful restructuring can bring hope, motivation, and fairness to the workplace.
