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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 2022/23

    • Trade Unions represented at Dover District Council: Unison and GMB (MPO)
    • Total number of trade union representatives employed (include employees who were not representatives for the full12 months): 2
    • Total full time equivalent number of representatives: 1.5 FTE
    • Total amount of time representatives spent on facility time: 20.5 hours
    • Percentage of working hours each representative spent on facility time: 1 – 50%
    • Number of Union Representatives who devote at least 50% of their time to Union duties: none
    • Total amount of time representatives spent on paid facility time - paid union duties and activities: 20.5 hours
    • Total amount of time representatives spent on paid union activities: 2 hours  
    • Total amount of time representatives spent on unpaid union activities: 3 days 4 hours
    • Estimate of spending on Unions: £760.90
    • Estimate of spending on Unions as a percentage of the total pay bill: 0.0036%

Apprenticeship Statutory Return

Dover District Council’s total number of employees was 491 as of the 31st March 2022, the day before the first day of the reporting period. Of those 491 employees, 17 were apprentices. 

During the reporting period of 1 April 2022 – 31 March 2023, Dover District Council employed a further 101 members of staff. 10 new apprenticeships commenced in that same period. 

By the end of the reporting period 31 March 2023, Dover District Council’s total number of employees was 480, although we employed a further 101 people in 2022-2023 our headcount dropped to 480. On 31 March 2023, 13 of Dover District Council’s total headcount were apprentices. 

Therefore, 2.71% of the workforce were apprentices in this year. 

In the last year Dover District Council has seen several existing apprentices complete their studies and move on to new roles, many within the Council as well as successful completion of apprenticeships by existing employees, providing them with progression opportunities within the Council.  

The Council is planning to develop its Apprenticeship Strategy in 2023-24. The Council will do this by continuing to provide administrative, supervisory, and professional apprenticeships across an even wider range of disciplines. Opportunities will be offered for new apprentices to join the Council, and internally further development opportunities for existing employees will be encouraged and supported. 

Breakdown of numbers

01/04/2021 – 31/03/2022

491 Headcount as of the 31st March 2022

17 of the total headcount were apprentices in that period 

 

01/04/2022 – 31/03/2023

480 headcount as of the 31st March 2023

13 of total headcount were apprentices in that period

2.71% of the workforce are apprentices

 

Contact 

Corporate Services: 01304 821199