Directorate of Academic Planning & Quality Assurance

The Directorate of Human Resource at the University of Cape Coast ensures that all staff receive fair compensation and enjoy comprehensive benefits in line with the Unified Conditions of Service for Unionised Staff of the Public Universities of Ghana, Single Spine Salary Policy and other statutory provisions. This section outlines the University’s compensation framework and the range of benefits to available staff.

Compensation Structure

1. Single Spine Salary Policy

The University operates under the Single Spine Salary Policy. This is a national pay policy implemented by the Government of Ghana. This structure ensures fair and equitable compensation for all staff based on their position, rank, job requirements and qualifications. Staff are grouped into pay grades, with salary adjustments reflecting promotions, reclassifications and annual performance reviews.

Key aspects include:

• Salary Scales: Each job classification is assigned to a specific salary scale based on job evaluations and responsibilities.
• Annual Increments: Salaries may increase annually based on performance evaluations, promotions and government-approved percentage increments.
• Allowances: Additional allowances are provided based on job requirements, such as research, transportation, rent, off-campus, security and sanitation, professional among other allowances.

2. Staff Benefits

The University of Cape Coast provides a comprehensive benefits package designed to promote the overall well-being of its staff. These benefits include:

1. Medical Care and Health Insurance

1. All staff are enrolled in the National Health Insurance Scheme (NHIS), which covers basic healthcare services at the cost to the University.
2. In addition, the University covers the medical, dental, optical care and other care that are not covered by the NHIS.
3. A staff, his/her spouse and up to six children or registered wards (under 26 years, pursuing full-time formal education in Ghana) are entitled to medical, dental and optical care.
4. Care is provided without charge by the University Medical Officer or a referred Medical Officer.
5. Medical, dental and optical treatment is free at hospitals belonging to any university upon submission of valid identity documents.
6. Staff are reimbursed for prescribed medical appliances (spectacles, hearing aids, artificial limbs and dentures).
7. Travel costs within Ghana for medical care are covered by the University upon advice from the University Medical Officer.
8. Costs for prescribed drugs purchased by staff are reimbursed at government-controlled prices.
9. If treatment outside Ghana is certified necessary by the University Medical Board, the University will cover the recommended travel costs for the staff, spouse, or child.
10. The University may authorize reimbursement for medical or dental care outside the stated conditions if deemed appropriate.
11. Staff exposed to health hazards are required to undergo periodic medical examinations at no cost.

2. Social Security and Pension

1. Senior Members aged 45 years and below at the time of appointment contribute 25% of their basic salary to the Ghana University Superannuation Scheme, while the employer contributes 13%.
2. Senior Members above 45 years at the time of appointment, as well as staff in the Senior and Junior Staff categories, contribute 5.5% of their basic salary to the Social Security and National Insurance Trust (SSNIT) and the Universities Staff Occupational Pension Scheme, with the employer contributing 13% as mandated by law.

3. Leave Entitlements

The University recognizes various forms of leave. Staff are entitled to:

1. Annual Leave: Based on the staff category, an individual may be entitled to a minimum of 25 days of annual leave per year as follows:

b.    Maternity Leave: Female staff are entitled to three months of maternity leave, with the option for an extension in case of medical complications. Qualified staff should submit a certificate signed by the University Medical Officer or a registered Medical Practitioner stating the expected date of delivery to the Directorate of Human Resource through their Head of Department.

c.    Paternity Leave: Male staff are entitled to paid paternity leave of 5 days to support their families during childbirth. Qualified staff should submit a certificate signed by the University Medical Officer or a registered Medical Practitioner stating the expected date of delivery for their spouse to the Directorate of Human Resource through their Head of Department.

1. Study Leave: Staff may apply for study leave to pursue further education, professional development, or research opportunities, subject to approval. A Staff who purse further studies without prior approval by the University shall be severely sanctioned.
2. Leave of absence: Staff upon application through their Head of Department to the Directorate of Human Resource may be granted leave of absence without pay as follows:
1. Staff within the Senior Members category qualify for a maximum of two years.
2. Senior and Junior Staff who have served for a minimum of five (5) years may upon application through his/her Head of Department, be granted leave of absence without pay for a period of up to six (6) months. This leave may be extended in exceptional cases for a period of up to 12 months beyond which the staff must resign his/her appointment.
3. Senior and Junior Staff who have served for more than one, but less than five years may upon application through his/her Head of Department be granted leave of absence without pay for a period of up to three (3) months. This leave may be extended in exceptional cases for up to six months, beyond which the staff must resign his/her appointment.