The council is now publishing its organisation structure for the top three tiers of management along with areas of responsibility for each of the positions and the salary range for the posts.
This information is to be updated annually, as required by the Transparency Code, and the next full update is due in June 2020.
This year (2018 to 2019) we have changed the way in which we publish the number of employees who are in receipt of £50,000 and above. We now include the total number of all employees who received remuneration of £50,000 plus, rather than publishing senior employees only.
In 2018 to 2019, the total number of employees with remuneration of £50,000 and above in the salary count is 125. For direct comparison, the total number of employees with remuneration of £50,000 and above in 2017 to 2018 was 143.
The council's constitution also has a section on functions delegated to senior managers. The constitution can be found in our public documents pages, the responsibilities can be found within section 3.
Information on the council's pay policy, employee benefits and pay multiple can be found on our
pay policy page.
In addition information on our budgets and spend within each of the areas the senior management team manage can be found within the documents on our Statement of Accounts page.
Trade Union Facility Time
Local Government Transparency Code 2015
As required by the Transparency Code we are now publishing information on trade union facility time, which includes number of staff and a basic estimate of spending on unions. This information is updated annually with the below file updated to include information for year ending 31 March 2019.
Trade Union (Facility Time Publication Requirements) Regulations 2017
The Trade Union (Facility Time Publication Requirements) Regulations 2017 came into force on 1 April 2017. The regulations require relevant public sector employers to collect and publish, by 31 July on an annual basis, a range of data in relation to their usage and spend of trade union facility time in respect of their employees who are trade union representatives.
Facility Time is the provision of paid and unpaid time off from an employee’s normal role to undertake trade union duties and activities as a trade union representative. There is a statutory entitlement to reasonable paid time off for undertaking union duties (such as collective consultation or negotiation meetings, accompanying members at disciplinary or grievance meetings, Health & Safety / Learning representative duties and training). There is no such entitlement to paid time off for undertaking activities (such as union branch meetings or conferences).
The information provided below is for the year ending 31 March 2019.
|Central function employees|
Employees of the authority or council other than:
- its fire and rescue function employees
- its education function employees
|Education function employees||Persons employed by virtue of section 35(2) of the Education Act 2002 (staffing of community, voluntary controlled, community special and maintained nursery schools.|