We publish data related to:
- the number of apprenticeships we have
- the difference in pay between genders
- the number of senior and junior roles in our organisation
- our staff survey scores
- the amount of time spent on trade union duties by our staff and the cost of this
Apprenticeships
Because we employ more than 250 people, we are legally required to report our progress against the Public Sector Apprenticeship Targets Regulations 2017. Including the amendments in the Apprenticeships (Miscellaneous Provisions) Regulations 2017.
CQC Apprenticeship reporting for the period 1 April 2021 to 31 March 2022
- Number of employees whose employment began in the reporting period: 289
- Number of new apprentices whose apprenticeship agreements started in the reporting period: 79
- New apprenticeship starts as a percentage of all new starters in the reporting period (79 of 289): 27.3%
- Number of CQC employees at the end of the reporting period: 3066
- Number of apprentices at the end of the reporting period: 87
- New apprentices as a percentage of all employees at the end of the reporting period (87 of 3066): 2.8%
- Number of apprentices immediately before the reporting period: 17
Diversity and inclusion
We worked with Roger Kline to see how we can address inequalities of experience for CQC staff. His report forms a core part of our Workforce Race Equality Standard action plan and gives recommendations for improvement.
CQC: Inequality in recruitment outcomes for Black and Minority Ethnic staff
Gender pay gap reporting
The gender pay gap gives a snapshot of the gender balance in an organisation. It measures the difference between the average earnings of all male and female employees. This is irrespective of their role or seniority.
As at 31 March 2022, CQC’s gender split was 70.2% female employees to 29.8% male employees. This was closely replicated across our quartile data (31 March 2021: female 69.6%, male 30.4%).
Our data shows there is no gender pay gap in median pay at CQC. This is because employees are paid within salary bands and the rate of pay is virtually the same across all quartiles.
Although the mean pay gap has increased slightly, our pay gap remains small. We plan to track this over the coming months. We will take action if we do not see improvement.
We do not include bonus data in our gender pay gap reporting. This is because CQC does not pay performance-related bonuses.
Snapshot date: 31 March 2022
| % | |
|---|---|
| Median gender pay gap - Ordinary pay | 2.5% |
| Median gender pay gap - Ordinary pay | 0 |
| Mean gender pay gap - Bonus pay in the 12 months ending 31 March 2022 | Not applicable |
| Median gender pay gap - Bonus pay in the 12 months ending 31 March | Not applicable |
| The proportion of male and female employees paid a bonus in the 12 months ending 31 March | Not applicable |
| Quartile | Male % | Female % |
|---|---|---|
| First (lower) quartile | 33.69% | 66.31% |
| Second quartile | 26.25% | 73.75% |
| Third quartile | 26.09% | 73.91% |
| Fourth (upper) quartile | 33.12% | 66.88% |
Organisational structure
Our organogram (organisation chart) on data.gov.uk shows our structure on 3 November 2022 and includes:
- details of our senior roles, their function and who they report to
- pay bandings for these roles and salary costs of the people reporting to them
- details of the number of junior roles within each directorate and the pay bandings for these.
You can find biographies of our most senior staff on our page about Our Executive Team.
Staff survey
We commission an annual survey to find out what our staff think about issues such as leadership, communication and morale.
2019 staff survey: results for CQC overall
Results from last year:
2018 staff survey: results for CQC overall
Results from previous years are on the National Archives: CQC staff survey.
Trade union facility time
We work in partnership with trades union representatives on all matters affecting our people.
Our Joint Negotiation and Consultation Committee (JNCC) holds meetings four times a year. It is a forum to discuss, consult and negotiate on employment-related matters.
Committee members include:
- senior leadership
- representatives from our People team
- trade union representatives from CQC
- national union officers.
Our people are permitted to engage in appropriate trade union activities. Details for the period 1 April 2021 to 31 March 2022 are as follows:
- During 2021/22 CQC employed 26 staff who were trade union officials (25.6 full-time equivalents).
- 23 officials spent between 1% and 50% of their working hours on facility time (time granted by the employer to enable the representative to carry out their trade union role).
- The remaining 3 officials spent 0% of their working hours on facility time.
- The total cost of facility time totalled £32k during the year, equating to 0.02% of the total staff pay bill. This is calculated as (total cost of facility time ÷ total pay bill) x 100.
- The time spent on paid trade union activities as a percentage of total paid facility time hours was 23.6%.