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Salaries, Benefits & Union

Staffing information

Gender pay gap

Our pay system is designed to ensure men and women are paid equally for carrying out work of equal value. 

Trade Union facility time 2018/19

  • Number of staff who are Union Representatives: 3 and 0.28 FTE
  • Number of Union Representatives who devote at least 50% of their time to Union duties: None
  • Trade Unions represented at Dover District Council: Unison and GMB (MPO)
  • Estimate of spending on Unions: £9,823
  • Estimate of spending on Unions as a percentage of the total pay bill: 0.001% 

Apprenticeship Statutory Return

Dover District Council’s total number of employees was 317 as at 31 March 2018, the day before the first day of the reporting period. Of those 317 employees 13 of them are apprentices.

During the first reporting period (1 April 2018 - 31 March 2019), Dover District Council employed a further 38 members of staff. 12 apprentices began to work for Dover District Council in that same period. This includes employees who were already working for Dover District Council before beginning their apprenticeship, as well as new apprentice hires.

At the end of the reporting period (31 March 2019), Dover District Council’s total number of employees was 328 due to staff leaving and joining the organisation. 17 of Dover District Council’s total headcount on 31 March 2019 were apprentices.

Therefore, Dover District Council has achieved 3.79% in the second year of the target.

This year Dover District Council has reviewed and updated the existing Apprenticeship Pay Policy to ensure transparency and ease of use. The Council's Employment Management Group continue to carefully manage the recruitment of apprentices to ensure that apprenticeships are strategically placed across the Council, in line with the Apprenticeship Strategy. Furthermore, a wider review of the placement of apprenticeships across the Council is currently taking place to ensure a broad range of opportunities are being provided and to ensure alignment with the  Apprenticeship Strategy. This will also link to succession planning and feed into the Council’s People Plan. 

In addition to the recruitment of new apprentices, the Council has five existing employees that have started a middle management apprenticeship this year, with another nine employees planned to start by January 2020. This is a great development opportunity for new managers and managers of the future.

In the first year apprenticeship opportunities were opportune placements, where vacancies have arisen, releasing the salary budget. More recently the Council has allocated an apprenticeship salary budget to fund higher level apprenticeships, to allow for strategic placements across the Council and to ensure that the levy is fully committed. This strategy is fully underway with the successful appointment of a Solicitor Apprentice and an Accountancy/Taxation Professional Apprentice.

Over the next year, the Council intends to recruit a wider range of apprentices and continue to use apprenticeships to develop existing staff and feed this into a wider People Plan as a means of attracting, recruiting, developing and retaining the right people for the future of the Council. 



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