KAMPALA — Kabale District Woman Member of Parliament, Hon. Enid Atuheire Origumisiriza, has raised concern over disparities in salaries paid to Human Resource Officers working in different government institutions, questioning why officers performing related professional duties receive substantially different levels of remuneration.
Origumisiriza highlighted differences in reported salaries across government agencies and public institutions, arguing that the figures raise important questions about fairness, consistency and the criteria used to determine pay for public servants.
During her submission, she cited a Human Resource Officer in the Inspectorate of Government’s office as earning approximately Shs5 million, while an officer at National Medical Stores was reported to receive about Shs3 million or more.
She also referred to remuneration at Makerere University, where a Human Resource Officer was reported to earn about Shs2 million, and the National Planning Authority, where the figure was said to exceed Shs5 million.
The legislator contrasted these figures with the reported gross salary of approximately Shs700,000 for a Human Resource Officer in the Ministry of Public Service, questioning the wide difference between the amounts paid across the institutions.
Her submission placed emphasis on the need to examine how salaries are determined and whether the existing arrangements adequately account for the responsibilities and professional requirements attached to different positions.
Origumisiriza also acknowledged the importance of considering differences in duties, training and qualifications when comparing salaries. She referred to professional and postgraduate qualifications as factors that may influence remuneration, while questioning whether such considerations sufficiently explain the gap between the reported figures.
The concerns point to the importance of establishing whether the officers being compared hold equivalent positions and whether their salary structures are guided by consistent and transparent criteria. Differences in job grades, responsibilities and employment terms would need to be examined before drawing definitive conclusions about the disparities.
The matter also raises broader questions about the need for clear communication on public-sector pay structures, particularly where officers with similar professional backgrounds work in different government institutions. Transparent explanations could help public servants and the public better understand how salary levels are established.
Origumisiriza’s submission brings attention to the wider debate on equitable remuneration, professional recognition and the management of human resources in government. A thorough review of the cited figures and the applicable salary structures would help establish the reasons for the differences and whether any adjustments or policy interventions are warranted.
