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Gosport Borough Council

A B C D E F G H I J K L M N O P Q R S T U V W X Y Z

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Information about the organisation


1. INFORMATION ABOUT THE ORGANISATION

 

Responsibilities of the Council's Chief Officers (Chief Executive, Deputy Chief Executive and Borough Solicitor, Borough Treasurer and Housing Services Manager) can be found within the Council's Constitution.

 

The Council's organisation structure comprises the following, total staff employed as at December 2015 being 291 (247.2 FTE).

 

Chief Executive (Head of the Council's Paid Staff) who directly manages 47 staff covering Economic Prosperity, Tourism and Culture, Corporate Policy and Community Safety, Personnel, Press & PR, Internal Audit, Information Technology and Streetscene.  Contact 02392 545201.

 

Reporting to the Chief Executive are:

 

The Deputy Chief Executive and Borough Solicitor (also the Council's Monitoring Officer)  who manages 39 staff in Legal, Electoral Services, Democratic Services, Civics, Conservation and Design, Development Control, Transport and Traffic, and Building Control.  Contact 02392 545401.

 

The Borough Treasurer (who is the Officer with S.151 financial responsibility) – managing 85 staff involved in Accountancy, Pay, Internal Audit, Printing and Graphics, Local Taxation, Benefits, and Customer Services.  Contact 02392 545301.

 

The Housing Services Manager – managing 120 staff in Operational Services, Housing Finance, Housing and Corporate Property, and Housing Options, and overseeing the Environmental Health service in partnership with Fareham Council.  Contact 02392 545351.

 

The Officers above form the Council's Management Team, directing the Council's major activities.  All these posts are occupied on a permanent basis.

 

Salaries applying to the grading structure used by the Council for all officers other than Chief Officers are included below; Section Heads are each responsible for a specific function/area of work, reporting to a Chief Officer, their grades ranging from 9 to 12 evaluated on the basis of the level of duties and responsibilities applying to each post.  

 

Remuneration for Chief Officers and budgets for each Service Unit are available in the Council's Accounts.

 

The grading structure for all the Council's staff is shown below.  Pay and basic terms and conditions are negotiated nationally, with grades applied to posts using the National Job Evaluation Scheme.   Pay negotiations are currently being undertaken covering 2016/17 and 2017/18 – the offer made by the national employers has not so far been accepted by the trade unions, but is shown below.

 

 

Grade

Salary from 1.4.13 to 31.12.14

Salary with effect from 1.1.15

Possible salary with effect from 1.4.16

Possible salary with effect from 1.4.17

Fixed point

£12,266

(£12,435 wef 1.10.13)

£13,500

(£13,614 wef 1.10.15, £13,981 wef 1.4.16)

£14,514

£15,014

1

£12,435 to £13,321

 

£13,500-£13,871

£14,514-£14,771

£15,014-£15,246

2

 

£13,725 to £15,598

 

£14,075-£15,941

£14,975-£16,241

£15,375-£16,541

3

£15,882 to £16,998

 

£16,231-£17,372

£16,481-£17,572

£16,781-£17,822

4

£17,333 to £19,317

 

£17,714-£19,742

£17,889-£19,939

£18,114-£20,138

5

£19,817 to £21,734

 

£20,253-£22,212

£20,456

£22,434

£20,661-£22,658

6

£22,443 to £24,892

 

£22,937-£25,440

£23,166-£25,694

£23,398-£25,951

7

 

£25,727 to £28,922

 

£26,293-£29,558

£26,556-£29,854

£26,822-£30,153

8

 

£29,528 to £33,998

 

£30,178-£34,746

£30,480-£35,093

£30,785-£35,444

9

 

£34,894 to £38,422

 

£35,662-£39,267

£36,019-£39,660

£36,379-£40,057

10

£39,351 to £42,032

 

£40,217-£42,957

£40,619-£43,387

£41,025-£43,821

11

£42,916 to £45,567

 

£43,860-£46,569

£44,299-£47,035

£44,742-£47,505

12

£46,475 to £49,318

 

£47,497-£50,403

£47,972-£50,907

£48,452-£51,416

 

The pay grade for Chief Officers is £57,263 to £66,349 per annum, a supplement of 10% being applied for the statutory Section 151 function, for the Monitoring Officer function, and for the responsibility of Deputy Chief Executive.  The Chief Executive salary grade is £92,892 to £100,948.

 

Further details of salaries and conditions are included in the Council's Pay Policy Statement, and of pension contributions in the Council’s accounts, through the link provided above.

 

The pay multiple (ratio between the highest paid salary and mean average salary of the whole workforce) is  3.8:1.  Using the median salary, the pay multiple is 5.1.

 

The number of staff whose remuneration over the year amounted to £50,000 or more is 7, in addition to the 5 members of Council Management Team, further information being included in the Council’s accounts available through the link indicated above.

 

2. EQUALITY

 

Percentage of workforce from minority ethnic background

(including white other) = 3.8%

Percentage of workforce with declared disability = 9.6%

 

Age profile of workforce as at December:    

           

 

2012

2013

2014

2015

20-29

11.9%

10.13%

8%

8%

30-39

20.24%

19.28%

18%

18%

40-49

30.1%

29.74%

29%

29%

50-59

29%

30.78%

34%

33%

60 and over

10.87%

10.14%

11%

12%

 

Percentage of workforce who are male  = 32.65%

Percentage of workforce who are female = 67.35%

 

Percentage of those at salary level £42,500 and above who are female = 25%

Percentage of those at salary level £42,500 and above who have a disability = 10%.

 

Grade spread of employees from minority ethnic backgrounds:     

 

Fixed point

3

Grade 3

2

Grade 4

3

Grade 5

2

Grade 9

1

 

Sexual orientation and religion/belief – this information is not collected directly from staff in view of its sensitivity.  However, the staff survey does include optional questions and the last such survey showed just over 98% of staff indicating their sexual orientation as "heterosexual/straight", just over 57% of staff described their religion/belief as "Christian" and nearly 42% "no religion or belief".  Close to 100% confirmed no needs/barriers related to sexual orientation or religion/belief and 100% confirmed no needs/barriers related to reassigned gender.

 

Gender pay gap (i.e. the difference between the mean hourly earnings of men and women calculated by reference to all female employees' mean pay with all male employees’ mean pay) is £7169.  Using the median earnings, the gap is £3,569. This gap does not represent an equal pay issue – the Council conducts an equal pay audit on a regular basis, and uses the NJC Job Evaluation Scheme, which has been

checked for equality, to evaluate each and every post before applying a grading.  21 (7%) of the Council’s staff are cleaners, paid at the lowest evaluated rate in view of the level of duties/responsibilities involved in the job, and the majority of these staff are women.  This type of work attracts significantly more applications from women, although there are some men employed in such posts as well.

 

Occupational segregation – there is a higher proportion of one gender than another employed as Cleaners as indicated above.  This is believed to be due to the small number of hours involved in this work – some Cleaners (male and female) undertake more than one cleaning job, where this is possible and practicable, in order to increase their hours.

 

There are other occupations where there is a tendency for more applicants of one gender than another, e.g. administrators (more female applicants), building control officers (more male applicants).  Posts are advertised on the Hampshire Recruitment Portal (used by the majority of Hampshire/Isle of Wight

Councils), which continues to attract a wide range of applicants.  In order to ensure that all appointments are made on merit without discrimination, the Council’s recruitment process has for many years involved the removal of all personal information prior to shortlisting; shortlisting panels can therefore only make decisions based on the level of skills and knowledge demonstrated, as there is no indication of personal characteristics such as gender in the information available to them.

 

Grievance and dismissal –  calendar year 2015.

Grievances – 1 (male)

Dismissal (disciplinary) – 0.

 

Complaints about discrimination and other prohibited conduct – 0.

 

Engagement with staff and trade unions - the Council has a Local Joint Staff Committee which meets when needed so that Trade Union representatives can raise and discuss any general staffing issues with Members of the Council.  Regular liaison takes place between managers and UNISON throughout the year.

 

There are 11 trade union representatives (total FTE on trade union duties 0.24); none  of the representatives spends 50% or more of their time on union duties.  There is one recognised trade union – UNISON; the estimated spend on unions as a percentage of the total pay bill for 2015 is £6920 (0.10%).

 

The Chief Executive holds meetings with all staff as and when these are necessary, and also uses e-mail to communicate matters of corporate interest and importance. He also holds annual meetings with those who supervise/manage staff to highlight relevant staff management issues.  Each department has a regular programme of team meetings to ensure that all staff are in regular communication with each other

and their management. 

 

Equality - The Council has an Equality and Diversity Steering Group which meets regularly to consider equality issues specifically – that Group consists of a representative of each department, who ensures that information is brought to the Group and taken back to staff.  The Group reviews the Council's annual employment performance indicators and makes recommendations for any actions considered necessary.

 

Quantitative and qualitative research with employees – staff surveys are conducted periodically, the last having been in 2011.  It was clear from the last survey results that the significant majority of the Council’s staff do not believe that there are issues or barriers related to any protected characteristics, and that the Council is committed to equal opportunity.  Views are also welcomed and considered through the Equality Group highlighted above, and generally through managers, as part of the personal review process, as well as through the Personnel Team and the Trade Union. 

 

Due regard in decision making - employment policies are discussed at the Council's Organisation Sub-Group (which comprises Chief Officers, the Head of Personnel and the Branch Secretary of UNISON), and Trade Union input is welcomed.  Major policies and procedures are impact assessed to ensure that there is no negative impact on particular groups of employees or customers, or related to protected characteristics.

 

Policies and programmes to address equality concerns - no concerns have been raised by staff or the Trade Union related to equality issues in the past year.  The opportunity is taken in every team meeting across the Council for equality issues to be discussed and information is disseminated to teams from the Equality and Diversity Group.

 

Return to work rates after maternity leave - rates are measured at the end of each financial year, and form part of the information reviewed by the Equality and Diversity Steering Group.  In the year 2014/15, there were 6 employees on maternity leave and 4 returners, with 1 resignation consequent on maternity.  Many returners do so on a flexible basis.

 

Training opportunities - every member of staff has a Personal Training Plan which is monitored formally on a six-monthly basis.  The corporate provision of learning and development is considered by a Learning and Development Group, consisting of a representative of every Unit, and views are also obtained through the Staff Survey.

 

Applications for flexible working – 2015.

The Council’s flexible working scheme has been open to all employees since 2004; the recent change in legislation did not therefore require any change in policy in this respect.  In the calendar year 2015, there were 16 applications, all from females, of which 14 were agreed and 2 are pending.