Open data transparency
We are committed to being open and transparent about how we work, our decision-making processes and the services provided. As part of this commitment we publish the following relevant data to increase democratic accountability and to comply with the requirements of the Local Government Transparency Code 2015 - GOV.UK.
Payments to suppliers
Information and reports for our payments to suppliers and other creditors over £250.
The register contains details of contract and framework agreement with a value that exceeds £5,000
The council has an in-house asset management service, which is part of the Legal and Property Services department. You can view Asset Register dataset below:
Gender Pay Gap
We are required to publish information about our gender pay gap as at 31 March of each year. This is published a year in arrears.
Fraud and Corruption transparency
Information about our activities around fraud investigation.
Trade Union Facility Time
The Council is required to provide sufficient time off (Facility time) for employees who are also union representatives, to undertake a number of roles such as representing their members in disciplinary and grievance cases, engaging in formal consultations on restructuring and redundancy proposals, and undertaking negotiations as part of the Council's local collective bargaining arrangements.
Union representatives in services also play an important role in resolving issues between their members and management at an informal level, which is important to the organisation as issues are resolved before the need for formal procedures. The amount of facility time taken by union representatives is published once per year.
Top 3 Tiers of Management
The page below provides a list of senior staff in the top levels of the Council. This includes the job title and salary to the nearest £5,000 bracket (inclusive of any salary enhancements). The data is correct as at 1 April and is published once per year
Pay Policy Statement
The statement sets out the Council's approach to pay for the forthcoming financial year, as well as demonstrating the ratio between the highest paid salary and the mean average salary of the Council workforce (Pay multiple).