Report
Annual report and Accounts 2019 to 2020
Making gambling fairer and safer
Remuneration and staff report
Remuneration report
This report covers the 12 months ending 31 March 2020 and sets out the policy and disclosures in relation to the remuneration of the Commissioners and senior managers of the Commission.
Commissioners
The Chairman and Commissioners are appointed by the Secretary of State on terms set on the basis of advice from the Civil Service Senior Salaries Review Body.
Appointments are for a period of between three and five years and may be renewed for a further term.
Appointments may be terminated at any time by either party giving written notice. Bill Moyes was appointed as Chairman for a five-year term commencing 5 September 2016. His contract provides for the Chairman to work two days per week on average.
Commissioners work on average one day per week. Commissioners’ contracts may be terminated by written notice where the Secretary of State has reason to believe that the Commissioner has been absent from Commission meetings, without explanation, for a period of longer than three months; has become bankrupt or made an arrangement with a creditor; has been convicted of a criminal offence; has breached the Code of Conduct for Board members; or has become incapacitated by physical or mental illness.
The Commissioners’ appointments are not pensionable under the Civil Service pension scheme and no contributions have been paid by the Commission to any other scheme.
Diversity breakdown for the Board of Commissioners: Male Board members 71% Female Board members 29%. Black, Asian and minority ethnic (BAME) Board members – 0/10 (0%) Board members with a declared disability – 0/10 (0%).
Full details of our Commissioners can be found from page 30.
Independent member of Audit and Risk Committee
The Commission appointed Chris Andrew on a three-year contract with effect from 2 January 2019 as an independent member of the Audit and Risk Committee, for which a payment is made. His appointment followed the departure of previous independent member, Ann Harris.
Senior managers
Senior managers are normally employed directly by the Commission. Increases in pay are performance based and are broadly in line with senior Civil Service pay bands. Performance targets are set and measured in accordance with the Commission’s policy on pay and reward.
The process for the agreement of the executive teams’ performance targets, achievements against targets, and recommendations on changes in remuneration, is reviewed by the Remuneration Committee. Except during probation or where guilty of gross misconduct, senior managers’ contracts may be terminated by either party giving 12 weeks written notice, apart from the Chief Executive and one other executive director whose contract may be terminated by either party giving six months’ written notice.
Details of all executive directors serving during the year are provided at Appendix 1 from pages 90 to 93.
Remuneration (including salary) and pension entitlements
The following sections provide details of the remuneration and pension interests of the Commissioners and Directors. This has been subject to audit review.
Remuneration of Senior Managers (salary, expenses and payments in kind) – audited information
| Directors | 2019 to 2020 | 2018 to 2019 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
|
| Victoria Beaumount Chief People Officer |
100-105 | 0-5 | - | 39,000 | 140-145 | 65-70 (95-100 fye)* |
- | - | 26,000 | 90-95 |
| Sarah Gardner Executive Director |
75-80 (105-110 fye)* |
- | - | 33,000 | 110-115 | 85-90 (105-110 fye)* |
0-5 | - | 44,000*** | 130-135 |
| Paul Hope Executive Director |
100-105 | 0-5 | – | 93,000 | 195-200 | 80-85 (95-100 fye)* |
- | - | 144,000*** | 230-235 |
| Neil McArthur Chief Executive |
140-145 | 10-15 | – | 59,000 | 215-220 | 140-145 | 0-5 | - | 223,000*** | 360-365 |
| Tim Miller Executive Director | 105-110 | 5-10 | – | 43,000 | 160-165 | 105-110 | 0-5 | – | 42,000 | 145-150 |
| Tamsin Morgan Chief Communications Officer(from 31 March 2019) | 95-100 | – | – | – | 95-100 | – | – | – | – | – |
| Marie Perry Chief Financial Officer(from 06 January 2020) | 20-25 (100-105fye)* | – | – | 10,000 | 30-35 | – | – | – | – | – |
| John Tanner Executive Director (from 01 July 2019) | 100-105 (135-140fye)* | – | – | 314,000 | 415-420 | – | – | – | – | – |
| Alistair Quigley Interim Chief Technology Officer(from 20 July 2019) | 90-95 (95-100fye)* | 0-5 | – | 59,000 | 150-155 | – | – | – | – | – |
| Helen Venn Executive Director | 95-100 | 0-5 | – | 40,000 | 140-145 | 95-100 | 0-5 | – | 38,000 | 135-140 |
| Richard Watson Executive Director | 95-100 | 0-5 | – | 40,000 | 145-150 | 95-100 | 0-5 | – | 38,000 | 135-140 |
Former employees
| Directors | 2019 to 2020 | 2018 to 2019 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
|
| Ann Harris Interim Executive Director(from 30 July 2018 to 31 May 2019) | 10-15 (60-65fye)* | – | 300 | 4,000 | 10-15 | 40-45 (60-65fye)* | – | 4,000 | 16,000 | 60-65 |
| Nicky Heathcote Interim Executive Director(from 21 May 2018 to 31 May 2019) | 15-20 (100-105fye)* | – | – | 25,000 | 40-45 | 85-90 (100-105fye)* | – | – | 148,000*** | 230-235 |
| Philip Lloyd Interim Chief Financial Officer(from 30 July 2018 to 17 January 2020) | 105-110 (130-135fye)* | – | – | 41,000 | 145-150 | 85-90 (130-135fye)* | – | – | 34,000 | 120-125 |
| James MacKay Executive Director(from 1 December 2017 to 30 June 2018) | – | – | – | – | – | 45-50 (105-110fye)* | 0-5 | – | – | 45-50 |
| David Pemberton Executive Director(from 19 June 2017 to 19 July 2019) | 30-35 (100-105fye)* | – | – | 12,000 | 40-45 | 100-105 | 0-5 | – | 40,000 | 140-145 |
| Details | 2019 to 2020 | 2018 to 2019 |
|---|---|---|
| Band of highest paid directors total remuneration (£'000) | 155-160 | 140-145 |
| Median total remuneration | 36,754 | 35,349 |
| Ratio | 4.29:1 | 4.03:1 |
| Range of staff remuneration (£'000) | 18 to 155-160 | 17 to 140-145 |
Remuneration of Commissioners (salary, expenses and payments in kind) - audited information
| Directors | 2019 to 2020 | 2018 to 2019 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
|
| Chris Andrew Independent Audit Committee Member | 0-5 | – | 1,200 | – | 0-5 | 0-5 | – | 800 | – | 0-5 |
| David Rossington Independent Committee Member NL | 0-5 | – | – | – | 0-5 | 0-5 | – | – | – | 0-5 |
| John Baillie | 10-15 | – | 3,900 | – | 15-20 | 10-15 | – | 6,900 | – | 20-25 |
| Carol Brady | 10-15 | – | 400 | – | 10-15 | 10-15 | – | 800 | – | 10-15 |
| Stephen Cohen | 10-15 | – | 1,400 | – | 15-20 | 10-15 | – | 3,400 | – | 15-20 |
| Bill Moyes Chairman | 55-60 | – | 7,600 | – | 60-65 | 50-55 | – | 7,900 | – | 60-65 |
| Trevor Pearce | 10-15 | – | 2,500 | – | 15-20 | 10-15 | – | 3,800 | – | 15-20 |
| Jonathan Scott | 10-15 | – | 1,400 | – | 15-20 | 10-15 | – | 5,100 | – | 15-20 |
| Catharine Seddon | 10-15 | – | 800 | – | 10-15 | 10-15 | – | 2,700 | – | 15-20 |
Previous non executives
| Directors | 2019 to 2020 | 2018 to 2019 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
Salary (in bands of £5k) |
Bonus Payments (in bands of £5k) |
Expenses as BiK** (to nearest £100 |
Pension Benefits (to nearest £1,000 ) |
Total (in bands of £5k) |
|
| Ann Harris Independent Audit Committee Member (to 31 July 2018) | – | – | – | – | – | 0-5 | – | 300 | – | 0-5 |
| Alison Hastings (to 30 August 2019) | 5-10 | – | 900 | – | 5-10 | 10-15 | – | 2,300 | – | 15-20 |
| Sarika Patel (to 25 November 2019) | 5-10 | – | 600 | – | 10-15 | 10-15 | – | 2,800 | – | 15-20 |
| Simone Pennie (to 31 May 2019) | 0-5 | – | – | – | 0-5 | 10-15 | – | 1,500 | – | 15-20 |
Salary: ‘Salary’ includes gross salary, overtime, reserved rights to London weighting or London allowances, recruitment and retention allowances, private office allowances and any other allowance to the extent that it is subject to UK taxation. This report is based on accrued payments made by the Commission and thus recorded in these accounts.
Apart from the Chair and Chief Executive, all Commissioners are paid a fixed amount for work that entails approximately one day of time per week. No employees or Commissioners were remunerated by way of service companies or third parties.
Expenses as benefits in kind: The Commission incurred costs for travel, subsistence and accommodation in respect of the Chairman and the Commissioners whilst attending meetings at Victoria Square House. These expenses could be viewed as benefits in kind and treated by HM Revenue & Customs as a taxable emolument. To avoid doubt, such taxes are paid by the Commission.
Bonuses: Bonuses are based on performance levels attained and are made as part of the appraisal process. Bonuses relate to the performance in the year in which they become payable to the individual. The bonuses reported in 2019-20 and relate to performance in 2019-20 and the comparative bonuses reported for 2018-19 relate to the performance in 2018-19.
Pay multiples: The Commission is required to disclose the relationship between the remuneration of the highest- paid director in their organisation and the median remuneration of the Commission’s workforce.
The banded remuneration of the highest paid director in the Commission in the financial year 2019-20 was £155-£160,000 (2018-19 £140-£145,000). This was 4.29 times (2018-19, 4.03 times) the median remuneration of the workforce, which was £36,754 (2018-19, £35,349). In 2019-20, 0 (2018-19, 0) employees received remuneration in excess of the highest paid director. Remuneration ranged from £18,000 to £158,000 (2018-19, £17,000-£142,000).
Total remuneration includes salary, non-consolidated performance-related pay and benefits-in-kind. It does not include severance payments, employer pension contributions and the cash equivalent transfer value of pensions.
Pension benefits 2019-20 – audited information
| Accrued pension at pension age as at 31/03/20 (in bands of £5,000) |
Accrued Lump Sum pension at pension age as at 31/03/20 (in bands of £5k) |
Real increase in pension at pension age (in bands of £2,500) |
Real increase in pension Lump Sum at pension age (in bands of £2,500) |
* CETV at 31/03/20
£'000s |
* CETV at 31/03/19 £'000s |
Real increase in CETV
£'000s |
Employer contribution to partnership
pension account (nearest £100) |
|
|---|---|---|---|---|---|---|---|---|
| Victoria Beaumount Chief People Officer | 0-5 | – | 0-2.5 | – | 41 | 16 | 17 | – |
| Sarah Gardner Executive Director | 30-35 | 65-70 | 0-2.5 | 0-2.5 | 497 | 458 | 14 | – |
| Paul Hope Executive Director | 35-40 | 85-90 | 2.5-5 | 5-7.5 | 698 | 600 | 66 | – |
| Neil McArthur Chief Executive | 50-55 | 120-125 | 2.5-5 | 0-2.5 | 999 | 917 | 34 | – |
| Tim Miller Executive Director | 5-10 | – | 2.5-5 | – | 83 | 57 | 16 | – |
| Tamsin Morgan Chief Communications Officer(from 31 March 2019) | – | – | – | – | – | – | – | – |
| Marie Perry Chief Financial Officer(from 06 January 2020) | 0-5 | – | 0-2.5 | – | 51 | 45 | 4 | – |
| John Tanner Executive Director (from 01 July 2019) | 50-55 | 160-165 | 12.5-15 | 40-42.5 | 1,251 | 900 | 311 | – |
| Alistair Quigley Interim Chief Technology Officer(from 20 July 2019) | 20-25 | – | 2.5-5 | – | 356 | 300 | 38 | – |
| Helen Venn Executive Director | 35-40 | – | 0-2.5 | – | 463 | 412 | 22 | – |
| Richard Watson Executive Director | 15-20 | – | 0-2.5 | – | 214 | 174 | 25 | – |
Former employees
| Accrued pension at pension age as at 31/03/20 (in bands of £5,000) |
Accrued Lump Sum pension at pension age as at 31/03/20 (in bands of £5k) |
Real increase in pension at pension age (in bands of £2,500) |
Real increase in pension Lump Sum at pension age (in bands of £2,500) |
* CETV at 31/03/20
£'000s |
* CETV at 31/03/19 £'000s |
Real increase in CETV
£'000s |
Employer contribution to partnership
pension account (nearest £100) |
|
|---|---|---|---|---|---|---|---|---|
| Ann Harris Interim Executive Director(from 30 July 2018 to 31 May 2019) | 0-5 | – | 0-2.5 | – | 23 | 18 | 4 | – |
| Nicky Heathcote Executive Director(from 21 May 2018 to 31 May 2019) | 30-35 | 70-75 | 0-2.5 | 0-2.5 | 534 | 514 | 18 | – |
| Philip Lloyd Chief Financial Officer from 30 July 2018 to 17 January 2020) | 0-5 | – | 0-2.5 | – | 62 | 28 | 26 | – |
| David Pemberton Executive Director(from 19 June 2017 to 19 July 2019) | 40-45 | – | 0-2.5 | – | 534 | 521 | 6 | – |
- CETV = Cash Equivalent Transfer Values
Civil service pensions
Pension benefits are provided through the Civil Service pension arrangements. From 1 April 2015 a new pension scheme for civil servants was introduced – the Civil Servants and Others Pension Scheme or alpha, which provides benefits on a career average basis with a normal pension age equal to the member’s State Pension Age (or 65 if higher).
From that date all newly appointed civil servants and the majority of those already in service joined alpha. Prior to that date, civil servants participated in the Principal Civil Service Pension Scheme (PCSPS).
The PCSPS has four sections: three providing benefits on a final salary basis (classic, premium or classic plus) with a normal pension age of 60; and one providing benefits on a whole career basis (nuvos) with a normal pension age of 65.
These statutory arrangements are unfunded with the cost of benefits met by monies voted by Parliament each year. Pensions payable under classic, premium, classic plus, nuvos and alpha are increased annually in line with Pensions Increase legislation.
Existing members of the PCSPS who were within 10 years of their normal pension age on 1 April 2012 remained in the PCSPS after 1 April 2015. Those who were between 10 years and 13 years and five months from their normal pension age on 1 April 2012 will switch into alpha sometime between 1 June 2015 and 1 February 2022.
All members who switch to alpha have their PCSPS benefits ‘banked’, with those with earlier benefits in one of the final salary sections of the PCSPS having those benefits based on their final salary when they leave alpha. (The pension figures quoted for officials show pension earned in PCSPS or alpha – as appropriate.
Where the official has benefits in both the PCSPS and alpha the figure quoted is the combined value of their benefits in the two schemes.) Members joining from October 2002 may opt for either the appropriate defined benefit arrangement or a ‘money purchase’ stakeholder pension with an employer contribution (partnership pension account).
Employee contributions are salary-related and range between 4.6% and 8.05% for members of classic, premium, classic plus, nuvos and alpha. Benefits in classic accrue at the rate of 1/80th of final pensionable earnings for each year of service. In addition, a lump sum equivalent to three years initial pension is payable on retirement. For premium, benefits accrue at the rate of 1/60th of final pensionable earnings for each year of service. Unlike classic, there is no automatic lump sum.
Classic plus is essentially a hybrid with benefits for service before 1 October 2002 calculated broadly as per classic and benefits for service from October 2002 worked out as in premium. In nuvos a member builds up a pension based on their pensionable earnings during their period of scheme membership. At the end of the scheme year (31 March) the member’s earned pension account is credited with 2.3% of their pensionable earnings in that scheme year and the accrued pension is uprated in line with Pensions Increase legislation.
Benefits in alpha build up in a similar way to nuvos, except that the accrual rate in 2.32%. In all cases members may opt to give up (commute) pension for a lump sum up to the limits set by the Finance Act 2004.
The partnership pension account is a stakeholder pension arrangement. The employer makes a basic contribution of between 8% and 14.75% (depending on the age of the member) into a stakeholder pension product chosen by the employee from a panel of providers. The employee does not have to contribute, but where they do make contributions, the employer will match these up to a limit of 3% of pensionable salary (in addition to the employer’s basic contribution).
Employers also contribute a further 0.5% of pensionable salary to cover the cost of centrally- provided risk benefit cover (death in service and ill health retirement).
The accrued pension quoted is the pension the member is entitled to receive when they reach pension age, or immediately on ceasing to be an active member of the scheme if they are already at or over pension age. Pension age is 60 for members of classic, premium and classic plus, 65 for members of nuvos, and the higher of 65 or State Pension Age for members of alpha. (The pension figures quoted for officials show pension earned in
PCSPS or alpha – as appropriate. Where the official has benefits in both the PCSPS and alpha the figure quoted is the combined value of their benefits in the two schemes but note that part of that pension may be payable from different ages.) Further details about the Civil Service pension arrangements (opens in new tab).
Cash Equivalent Transfer Values
A Cash Equivalent Transfer Value (CETV) is the actuarially assessed capitalised value of the pension scheme benefits accrued by a member at a particular point in time. The benefits valued are the member’s accrued benefits and any contingent spouse’s pension payable from the scheme. A CETV is a payment made by a pension scheme or arrangement to secure pension benefits in another pension scheme or arrangement when the member leaves a scheme and chooses to transfer the benefits accrued in their former scheme. The pension figures shown relate to the benefits that the individual has accrued as a consequence of their total membership of the pension scheme, not just their service in a senior capacity to which disclosure applies.
The figures include the value of any pension benefit in another scheme or arrangement which the member has transferred to the Civil Service pension arrangements.
They also include any additional pension benefit accrued to the member as a result of their buying additional pension benefits at their own cost. CETVs are worked out in accordance with The Occupational Pension Schemes (Transfer Values) (Amendment) Regulations 2008 and do not take account of any actual or potential reduction to benefits resulting from Lifetime Allowance Tax which may be due when pension benefits are taken.
Real increase in CETV
This reflects the increase in CETV that is funded by the employer. It does not include the increase in accrued pension due to inflation, contributions paid by the employee (including the value of any benefits transferred from another pension scheme or arrangement) and uses common market valuation factors for the start and end of the period.
Compensation for loss of office – audited information
Six employees left under Voluntary Exit terms during the period 17 May 2019 and 5 September 2019. They received separate compensation payments totalling £195,524. None of the employees effected were senior managers or executives.
Remuneration Committee
The members of the Remuneration Committee were Alison Hastings (Chair) and Trevor Pearce until August 2019 when Trevor Pearce replaced Alison Hastings as Chair and Carol Brady joined the committee. Details of Commissioners can be found from page 30.
a) Analysis of Commissioners and employee costs - audited information
| 2019-20 Permanent £'000s | 2019-20 Short term £'000s | 2019-20 Total £'000s | 2018-19 Total £'000s | |
|---|---|---|---|---|
| Salaries and wages | 13,706 | 615 | 14,321 | 13,364 |
| Social security costs | 1,447 | 65 | 1,512 | 1,4429 |
| Other pension costs | 3,509 | 149 | 3,658 | 2,671 |
| Total Commissioners and staff costs | 18,662 | 829 | 19,491 | 17,464 |
b) Retirement benefits
The following disclosures are made in accordance with IAS 19, ‘Employee Benefits’.
(i) Employees The Commission provides pension benefits for permanent staff under the Principal Civil Service Pension Scheme (PCSPS). The PCSPS is an unfunded multi-employer defined benefit scheme in which the Commission is unable to identify its share of the underlying assets and liabilities. A full actuarial valuation was carried out as at 31 March 2020. Details can be found in the resource accounts of the Cabinet Office: Civil Superannuation available on the Civil Service Pension Scheme website (opens in new tab). For 2019-20, employers' contributions of £3,608,473 were payable to the PCSPS (2018-19 £2,630,424) at one of four rates in the range 26.6% to 30.3% (2018-19: 20.0% to 24.5%) of pensionable pay, based on salary bands.
The Scheme Actuary reviews employer contributions usually every four years following a full scheme valuation. The contribution rates are set to meet the cost of the benefits accruing during 2019-20 to be paid when the member retires and not the benefits paid during this period to existing pensioners.
Employees can opt to open a partnership pension account, a stakeholder pension with an employer contribution. Employers’ contributions of £0 (2018-19 £19,213) were paid to one or more of the panel of three appointed stakeholder pension providers.
Employer contributions are age-related and ranged from 8% to 14.75%.
Employers also match employee contributions up to 3% of pensionable earnings. In addition, employer contributions of £0, 0.0% of pensionable pay, were payable to the PCSPS to cover the cost of the future provision of lump sum benefits on death in service or ill health retirement of these employees.
Contributions due to the partnership pension providers at the balance sheet date were £364,446. No contributions were pre-paid.
(ii) Former Director General – OFLOT Upon the merger between the Gambling Commission and the National Lottery Commission, the Commission inherited a pension liability for a former Director General of OFLOT from 1993 to 1998. This pension is an unfunded defined benefit scheme which has benefits by analogy to the PCSPS and is paid directly from the Commission's own funds. In 2001, upon the recipient reaching retirement age, pension payments commenced.
A full actuarial valuation of both schemes was carried out by the Government Actuary at 31 March 2020 and the present value of the liability at 31 March 2020 is £218,000.
Sensitivity analysis
- Increasing the discount rate by 0.5% would result in a corresponding decrease in liabilities of approximately £9,000 or 4%.
- Increasing the CPI inflation assumption by 0.5% would result in a corresponding increase in liabilities of approximately £10,000 or 4%.
- Increasing assumed life expectancies in retirement by around one year would result in a corresponding increase in liabilities of approximately £7,000 or 3%.
The opposite changes in assumptions to those set out above would produce approximately equal and opposite changes in the liability. Similarly, doubling the changes in the assumptions would produce approximately double the changes in the liability.
The sensitivities show the change in each assumption in isolation. In practice the financial assumptions rarely change in isolation and given the interdependencies between them, the impacts of such changes may offset each other to some extent. Under IAS 19 the Commission is required to show the present value of these liabilities on its Statement of Financial Position.
Financial assumptions
The main financial assumptions and life expectancy assumptions used by the actuary in calculation of the liability for the schemes are as follows:
Life expectancy at retirement:
| Current pensioners | As at 31 March 2020 | As at 31 March 2019 | ||
|---|---|---|---|---|
| Exact age | Men (years) | Women (years) | Men (years) | Women (years) |
| 60 | 26.8 | 28.4 | 27.6 | 29.3 |
| 65 | 21.9 | 23.5 | 22.7 | 24.3 |
c) Average number of persons employed
The average number of whole-time equivalent persons employed during the year was as follows:
| 2019-2020 | 2018-2019 | |
|---|---|---|
| Permanent staff | 331 | 328 |
| Other staff | 20 | 14 |
| Total | 351 | 342 |
The Gambling Commission does not use Civil Service pay grades. No disclosure is made in respect to the number and banding of Senior Civil Service grades. The executive team is considered to be employed at Senior Civil Servant equivalent level.
d) Off-payroll appointments
insert tables from page 58
Redundancy and other departure costs have been paid in accordance with the provisions of the Civil Service Compensation Scheme, a statutory scheme made under the Superannuation Act 1972. The table above shows the total cost of exit packages agreed and accounted for in 2019-20 (2018-19 comparative figures are also given). £195,524 exit costs were paid in 2019-20, the year of departure (2018-19 comparatives). Exit costs are accounted for in full in the year of departure. Where the department has agreed early retirements, the additional costs are met by the department and not by the Civil Service pension scheme. Ill-health retirement costs are met by the pension scheme and are not included in the table.
Consultancy costs
As per Note 3(b) of the Annual Accounts, the National Lottery Competition spent £1.02m on consultancy assignments during 2019-20 (nil in 2018-19).
| Total Employment by contract type | Number of employees |
|---|---|
| Fixed Term Employees | 15 |
| Permanent Employees | 325 |
| Total | 340 |
| Department split | Number of employees |
|---|---|
| Consumers and Contact Centre | 22 |
| Communications | 8 |
| Data | 10 |
| Enforcement and Intelligence | 42 |
| Executive Directors | 12 |
| Executive Support | 9 |
| Finance | 12 |
| Governance and Legal | 7 |
| People Services and Facilities | 14 |
| Insight | 30 |
| Digital and Technology | 29 |
| Licensing and Compliance | 87 |
| National Lottery | 13 |
| National Lottery Fourth Licence Competition | 16 |
| Programme Management Office | 6 |
| Regulatory Framework and Outcomes | 5 |
| Safer Gambling | 13 |
| Strategic Analysis | 5 |
| Total | 340 |
| Diversity - Disability | Number of employees |
|---|---|
| Employees with a disability as defined under the Equality Act 2010 | 19 |
| Employees without a disability as defined under the Equality Act 2010 | 5 |
| Not disclosed | 316 |
| Total | 340 |
| Diversity - Ethnic Origin | Number of employees |
|---|---|
| Asian or Asian British - Indian | 13 |
| Asian or Asian British - Other | 0 |
| Asian or Asian British - Pakistani | 7 |
| Black or Black British - African | 2 |
| Black or Black British - Caribbean | 4 |
| Mixed - White and Asian | 3 |
| Mixed - White and Black Caribbean | 6 |
| Not disclosed | 29 |
| Other Ethnic Background | 4 |
| Other Mixed Background | 0 |
| Other White Background | 6 |
| White British | 256 |
| White Irish | 3 |
| Prefer Not to Say | 7 |
| Total | 0 |
| Diversity - age | Number of employees |
|---|---|
| 24 and under | 12 |
| 25-34 | 85 |
| 35-44 | 111 |
| 45-54 | 83 |
| 55-64 | 45 |
| 65-74 | 4 |
| Total | 340 |
| Diversity - gender | Number of employees |
|---|---|
| Female | 179 |
| Male | 161 |
| Total | 340 |
Sickness rates
During the year, the average proportion of working days lost to sickness was 5.08% (4.9% for 2018-19) which includes long term absence related to disability, underlying health conditions and extended periods of recovery following operations. We have a new occupational health provider in place who is providing us with ongoing support for colleagues and management alike.
| Sickness absence rates 1 April 2019 to March 2020 | Percentage of working days lost |
|---|---|
| Quarter 1 | 5.29 |
| Quarter 2 | 4.98 |
| Quarter 3 | 5.45 |
| Quarter 4 | 4.61 |
| Total | 5.08 |
Policies and procedures
The Commission has a range of policies and procedures in place relating to recruitment, sickness absence, learning and development and Dignity at Work. Each of our policies aim to achieve fair practices for all job applicants and employees, ensuring that disability and all protected characteristics are managed fairly and appropriately. The Commission is also signed up to the Disability Confident scheme which guarantees interviews for candidates with disabilities who meet the criteria.
We continue to report on the Gender Pay Gap, and action we are taking to reduce it. We routinely report to the Board on workforce diversity. Equality issues are covered and assessed within each of our policies, and as part of our compliance with the Equalities Act 2010.
Our Trade Union Partnership agreement has continued this year, alongside our Trade Union Health and Safety Committee which meets regularly.
Trade Union facility time
| Relevant union officials | Number of employees |
|---|---|
| Number of employees who were relevant union officials during 2019-20 | 10 |
| Full time equivalent employees who were relevant union officials during 2019-20 | 10 |
| Percentage of time spent on facility time | Number of employees |
|---|---|
| 0 | - |
| 1-50 | 10 |
| 51-90 | - |
| 100 | - |
| Percentage of pay bill spent on facility time | £'000s |
|---|---|
| Total cost of facility time | 104 |
| Total pay bill | 19,491 |
| Percentage of the total pay bill spent on facility time | 0.5% |
| Paid trade union activities | Percentage |
|---|---|
| Time spent on paid trade union activities as a percentage of total paid facility time | 29% |
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Parliamentary accountability disclosures
Last updated: 22 March 2024
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