When structuring Salary or developing a salary scale you should

consider the following:

Scaling Salaries is tied with A grade structure: therefore you
have to define what is your grading system and tie to salaries
Consider factors like experience & qualification when defining
grades i.e. what is the slot your going to put plp with diplomas,
BSC & MBA and for each slot what is the years of experience
Consider factors if plp have the right number of experience but
dont have the qualification which slot they are best fitted.
Please look at the following example
Gra
Qualificat Experie B.S
B.S
B.S
Month All.
de
ion
nce
Mini
Mid
Max
1A
1B
1C
2A
2B
2C
3A
3B
3C
4A
4B
4C
Now depending on management decision you can consider either 1
being the CEO level or vice verse. A, B & C can be used to
determined the following:
A = having the required education & experience
B= Having the right qualification but Not experience or you can add
even C
C= Not having the right experience but not the qualification
Note:
you still need to do more research on how to scale salaries you
might need to ask other organisations on how they did theirs
and consider your national labour law, the above example just
to help think about it
The allowances can be paid in lump sum or can be divided
(housing, electricity, water, phone, transportation) depending
on your labour law and type of organisation.
Dont forget go consider deductions (tax, pension ) in the end
how much really do you want the employee to get.
B.S Mini
Basic Salary Minimum
B.S Mid
Basic Salary Medium
B.S Max
Basic Salary

Maximum