sport-england-2016-17-annual-report-and-accounts
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STAFF COSTS, NUMBERS AND COMPOSITION<br />
Costs (£’000s)<br />
20<strong>17</strong> <strong>2016</strong><br />
Permanent staff & fixed term temporary staff<br />
Wages <strong>and</strong> salaries 11,<strong>17</strong>6 10,811<br />
Social security costs 1,183 1,142<br />
Pension costs 1,665 1,752<br />
Total permanent staff & fixed staff 14,024 13,705<br />
Agency staff 1,047 996<br />
Total 15,701 14,701<br />
The table above shows the consolidated position.<br />
The total permanent <strong>and</strong> fixed staff amount of £14.0m<br />
is made up of Exchequer £4.7m (33%) <strong>and</strong> Lottery<br />
£9.4m (67%). Included in Wages <strong>and</strong> Salaries is £0.6<br />
million of exit packages to align the organisation’s<br />
structure to the new strategy.<br />
We have a total of 233 (<strong>2016</strong>: 242) permanent <strong>and</strong><br />
fixed-term temporary staff <strong>and</strong> a total of 19 (<strong>2016</strong>: 18)<br />
agency staff.<br />
Within the above staff numbers there were 65<br />
homeworkers (2015–16: 61) which represented 27.9%<br />
<strong>and</strong> 25.2% of the headcount in each of the respective<br />
years.<br />
In <strong>2016</strong>–<strong>17</strong> the senior Executive team comprised<br />
of three women 1 (including the Chief Executive),<br />
<strong>and</strong> three men (2015–16: 4 women <strong>and</strong> 3 men).<br />
Women currently make up 52% our workforce<br />
(2015–16: 51%).<br />
Sickness absence during the year excluding long-term<br />
sick absence averaged 1.82 days per person (<strong>2016</strong>:<br />
2.64 days). There were eight colleagues who had<br />
long-term sickness of greater than 20 days (<strong>2016</strong>: 7).<br />
There was no relevant consultancy expenditure during<br />
the year (<strong>2016</strong>: £nil).<br />
Off payroll tax engagements<br />
As of March 31, 20<strong>17</strong>, there were three off payroll tax<br />
engagements in <strong>2016</strong>–<strong>17</strong>, (2015–16: three) earning<br />
more than £220 per day for longer than six months.<br />
The required evidence <strong>and</strong> declarations were obtained<br />
for all off payroll engagements.<br />
Staff policies <strong>and</strong> recruitment<br />
Sport Engl<strong>and</strong> is focused on helping individuals <strong>and</strong><br />
communities from all backgrounds take part in <strong>sport</strong><br />
<strong>and</strong> physical activity. As an employer we actively seek<br />
to ensure that our workforce reflects the communities<br />
we serve, recognising that this makes us better able<br />
to underst<strong>and</strong> their needs <strong>and</strong> priorities. We can only<br />
do this by ensuring that the people who work for us<br />
are the best they can be irrespective of their age,<br />
gender, sexuality, ethnicity, disability, marital status,<br />
religion or belief. We attained Investors in Diversity<br />
accreditation in February 2015 <strong>and</strong> are working<br />
towards reaccreditation by June 20<strong>17</strong>. We are also a<br />
Stonewall Diversity Champion.<br />
What matters to us is that we have talented,<br />
enthusiastic <strong>and</strong> experienced professionals working<br />
with us who can help deliver our strategic outcomes<br />
while living up to our values of positive, united, expert<br />
<strong>and</strong> focused.<br />
We value the ideas <strong>and</strong> contributions from all of our<br />
people; we welcome <strong>and</strong> support difference; <strong>and</strong> our<br />
aim is to ensure that equality, diversity <strong>and</strong> inclusion<br />
run through everything we do as an employer.<br />
Sport Engl<strong>and</strong> participates in the Two Ticks scheme.<br />
As a participant in the scheme we have committed<br />
to interview all disabled applicants who meet the<br />
minimum criteria for a job vacancy <strong>and</strong> to consider<br />
them on their abilities.<br />
In the event a member of staff becomes disabled, we<br />
take steps to ensure we support their employment<br />
wherever possible through discussion with the<br />
employee, occupational health <strong>and</strong> other aspects as<br />
appropriate.<br />
1<br />
Tanya Joseph left the organisation in January 20<strong>17</strong> reducing the number of women on the senior Executive team from four to three. 41