Workforce information
Details about our workforce can be found here, in accordance with the Localism Act 2011.
Pay ratios
Future Estimates
We use an established process of defining roles, determining job size and salary levels. This process determines the relationship between the rate of pay for staff compared to our Chief Officers and the Chief Executive, described as the pay multiple.
Our Pay policy statement sets out our estimates of pay multiples for the coming year, as required by the Localism Act 2011 (section 38).
Prior Year Actual
The Transparency Act 2015 requires us to publish the actual ratio between the highest paid taxable earnings and the median earnings figure of the whole of the authority’s workforce for previous years. For 2023/24 this was 5.2:1.
Workforce structure
Senior Management Structure (June 2024)
Senior Management Responsibility (April 2022)*
* This report is published as part of the requirements under the Transparency Act and shows our structure in April 2022. This has now changed, please refer to Senior Management Structure for the updated structure.
Gender Pay Gap
Our Gender Pay Gap Statement reports on differences in the average pay and bonuses between men and women.
Gender Pay Gap Statement (April 2023)
Trade Union Facility Time
The Data Transparency Code 2014 requests that local authorities publish the following information on Trade Union Facility Time:
- Total number (absolute number and full time equivalent) of staff who are union representatives (including general, learning and health and safety representatives) - 3 representatives, 2.15 FTEs
- Total numbers (absolute number and full time equivalent) of union representatives who devote at least 50 per cent of their time to union duties - Nil
- Names of all trade unions represented in the local authority - Unison and GMB