Did you know we have a dedicated powers and duties tool?
Available to LG Inform Plus subscribers, it provides information on what current legislation gives English and Welsh councils the power to do and what it requires them to do in law. Advanced searching and filtering options make it easy to find specific powers and duties based on legislation, business function and keyword, and results are easily exported in commonly used formats.
|
Percentage of the top paid 5% of staff who have a disability (645) Metric type
- Description
- Definition:Formula - Rank all staff by gross pay including part-timers as the appropriate fraction of an FTE. Draw a line where you reach 5% of the FTEs counting down from the top (but if some people just below this point are on an identical salary to those just above it, include all people on that salary). Then work out the percentage of FTEs who have a disability, again prorating the part-timers. For example:Total staff 12,000 on 31st of March, of which 4,000 are half-timeSo total staff in FTEs = 10,000 FTEs (8,000 full time + (4000 / 2)5% of 10,000 = 500 FTEs.480 full-time staff get £30,000 or more, of which 100 have a disability; 40 half-time staff have jobs where they would get £30,000+ if they were full-time, of which 30 have a disability.% of those with disability = (100 + (30 / 2)) / 500 = 23% of senior jobs are held by those with disability.However, if the dividing point for the top 5% was £30,000 and there are 490 FTEs on more than £30,000 and 20 on exactly £30,000 then you would use 510 rather than 500 for the denominator, and the same logic would apply to the numerator.Definitions - The ‘top-paid 5%’ are identified by ranking staff according to their gross FTE pay.Apply to permanent staff only. Temporary staff, or staff on fixed term contracts, who have been employed by the authority for over a year should be considered permanent.Casual staff (i.e. those not employed on a regular basis but when a particular need arises) and those employed by outside contractors e.g. private companies or a local authority owned company that has a separate corporate identity from that of the authority, are not counted under these indicators.Exclude teachers in schools. Local authority adult education staff that are not employed by schools should be included in the calculation of the indicator in the same way as staff in other council departments. For the avoidance of doubt schools in this context means secondary schools and those catering for younger pupils.For staff who are in multiple part-time employment add up the total number of hours worked, calculate the average hourly pay and then multiply that figure by the number of standard full-time working hours for the occupations concerned (e.g. 37 or 35).Salaries should be based on gross pay (including London weighting, performance related pay, honoraria and market supplements) and excluding overtime and fringe benefits (such as leases of free cars, health insurance, PCs, mobiles and other non-cash benefits.‘Staff who have a disability’ are those that identify themselves as such in the staff survey, against the definition provided in the Disability Discrimination Act 1995 (DDA). The DDA states that a person has a disability for the purposes of this Act if ‘she or he has a physical or mental impairment which has a substantial and long term adverse effect on his ability to carry out normal day-to-day activities’.
- Help text
- Rationale:
This indicator is collected through the Local Government Workforce Survey. The question is: 'What percentage of the top 5% earners from your authority had a disability as of 31st March in the current financial year?". This indicator is the former BVPI indicator BV 11c.
Definition:
Formula -
Rank all staff by gross pay including part-timers as the appropriate fraction of an FTE. Draw a line where you reach 5% of the FTEs counting down from the top (but if some people just below this point are on an identical salary to those just above it, include all people on that salary). Then work out the percentage of FTEs who have a disability, again prorating the part-timers.
For example:
Total staff 12,000 on 31st of March, of which 4,000 are half-time
So total staff in FTEs = 10,000 FTEs (8,000 full time + (4000 / 2)
5% of 10,000 = 500 FTEs.
480 full-time staff get £30,000 or more, of which 100 have a disability; 40 half-time staff have jobs where they would get £30,000+ if they were full-time, of which 30 have a disability.
% of those with disability = (100 + (30 / 2)) / 500 = 23% of senior jobs are held by those with disability.
However, if the dividing point for the top 5% was £30,000 and there are 490 FTEs on more than £30,000 and 20 on exactly £30,000 then you would use 510 rather than 500 for the denominator, and the same logic would apply to the numerator.
Definitions -
The ‘top-paid 5%' are identified by ranking staff according to their gross FTE pay.
Apply to permanent staff only. Temporary staff, or staff on fixed term contracts, who have been employed by the authority for over a year should be considered permanent.
Casual staff (i.e. those not employed on a regular basis but when a particular need arises) and those employed by outside contractors e.g. private companies or a local authority owned company that has a separate corporate identity from that of the authority, are not counted under these indicators.
Exclude teachers in schools. Local authority adult education staff that are not employed by schools should be included in the calculation of the indicator in the same way as staff in other council departments. For the avoidance of doubt schools in this context means secondary schools and those catering for younger pupils.
For staff who are in multiple part-time employment add up the total number of hours worked, calculate the average hourly pay and then multiply that figure by the number of standard full-time working hours for the occupations concerned (e.g. 37 or 35).
Salaries should be based on gross pay (including London weighting, performance related pay, honoraria and market supplements) and excluding overtime and fringe benefits (such as leases of free cars, health insurance, PCs, mobiles and other non-cash benefits.
‘Staff who have a disability' are those that identify themselves as such in the staff survey, against the definition provided in the Disability Discrimination Act 1995 (DDA). The DDA states that a person has a disability for the purposes of this Act if ‘she or he has a physical or mental impairment which has a substantial and long term adverse effect on his ability to carry out normal day-to-day activities'.
Further detail:
This annual survey is conducted by LGA Research and Information. The survey is sent to all heads of human resources in England between June and September. Please note the response rate of this survey varies from year to year, and further information can be found at http://new.lga.gov.uk/lga/core/page.do?pageId=1254939
Additionally, not all authorities consent to share their data in LG Inform. Employees covered by the questionnaire include all directly employed staff (including school based support staff) and excludes teachers and all staff in fire services.
- Modified
- 16 Dec 2020
- Data last updated
- 25 Jun 2020
- Also known as
- NI 11c Top 5% earners: with a disability
- Short label
- Top 5% of earners, with a disability
- Status
- Live
- Output precision
- 1
- Polarity
- not applicable
- Measure
- Percentage of the top paid 5% of local authority staff
- Dataset
- Top paid 5% of staff who have a disability (excluding those in maintained schools).
- Collection
- Workforce Survey
- Source
- Local Government Association
- is found in the following lists
-
