| Status | Year | Parent_department | Region_ITL2 | Sex | Region_ITL1 | Headcount | FTE | Mean_salary | Median_salary |
|---|---|---|---|---|---|---|---|---|---|
| In post | 2022 | Attorney General’s Departments | Bedfordshire and Hertfordshire | Female | East of England | 130 | 110 | 40460 | 30110 |
| In post | 2022 | Attorney General’s Departments | Bedfordshire and Hertfordshire | Male | East of England | 50 | 50 | 51370 | 53050 |
| In post | 2022 | Attorney General’s Departments | Berkshire, Buckinghamshire and Oxfordshire | Female | South East (England) | 95 | 85 | 40130 | 32430 |
| In post | 2022 | Attorney General’s Departments | Berkshire, Buckinghamshire and Oxfordshire | Male | South East (England) | 35 | 35 | 49680 | 53050 |
| In post | 2022 | Attorney General’s Departments | Cheshire | Female | North West (England) | 25 | 20 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Cheshire | Male | North West (England) | 5 | 5 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Cornwall and Isles of Scilly | Female | South West (England) | 20 | 20 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Cornwall and Isles of Scilly | Male | South West (England) | 10 | 10 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Cumbria | Female | North West (England) | 30 | 25 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Cumbria | Male | North West (England) | 10 | 10 | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Derbyshire and Nottinghamshire | Female | East Midlands (England) | 205 | 185 | 38210 | 31010 |
| In post | 2022 | Attorney General’s Departments | Derbyshire and Nottinghamshire | Male | East Midlands (England) | 110 | 105 | 38650 | 36330 |
| In post | 2022 | Attorney General’s Departments | Devon | Female | South West (England) | 60 | 55 | 38760 | 34480 |
| In post | 2022 | Attorney General’s Departments | Devon | Male | South West (England) | 45 | 45 | 41320 | 38090 |
| In post | 2022 | Attorney General’s Departments | Dorset and Somerset | Female | South West (England) | [c] | [c] | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | Dorset and Somerset | Male | South West (England) | [c] | [c] | [c] | [c] |
| In post | 2022 | Attorney General’s Departments | East Anglia | Female | East of England | 85 | 70 | 33330 | 28430 |
| In post | 2022 | Attorney General’s Departments | East Anglia | Male | East of England | 45 | 40 | 44980 | 48080 |
| In post | 2022 | Attorney General’s Departments | East Wales | Female | Wales | 210 | 190 | 38050 | 33310 |
| In post | 2022 | Attorney General’s Departments | East Wales | Male | Wales | 100 | 95 | 45510 | 48080 |
About: The Civil Service Statistics data browser is a pilot project by Cabinet Office to provide access to more detailed data on the Civil Service workforce from the Annual Civil Service Employment Survey. We welcome feedback or comments on this project, which can be addressed to civilservicestatistics@cabinetoffice.gov.uk
Notes: Summary figures are suppressed when information relates to less than 5 civil servants for FTE or Headcount, and less than 10 civil servants for median and mean salary (shown as [c]). Zero responses and salaries for less than 30 civil servants have been suppressed for GPDR special category data. FTE figures are not shown for entrants or leavers due to data quality concerns for these groups. Figures are rounded to the nearest 5, or £10 as appropriate.
Data source: All figures are aggregated from the Cabinet Office Annual Civil Service Employment Survey collection.
Version: Generated on 2023-02-15, with GIT 71a76ea.
| Data column | Description |
|---|---|
| Status | Employment status of the civil servants. |
| In post - includes staff that were in post on the reference date (31 March). | |
| New entrant CS - includes new entrants to the Civil Service over the year (1 April to 31 March). | |
| Leaver CS - includes leavers from the Civil Service over the year (1 April to 31 March). This includes employees who have an Unknown leaving cause. | |
| Leaver Dept. - includes leavers from the department over the year (1 April to 31 March), who did not leave the Civil Service. | |
| Five organisations do not report when their employees first entered the Civil Service and so entrants data for these organisations is not available . These are as follows: Foreign Commonwealth and Development Office (excl. agencies), Foreign Commonwealth and Development Office Services, Defence Electronics and Components Agency, Scottish Forestry and Forest and Land Scotland. A further three organisations also could not provide entrants data in 2021. These are as follows: Department for International Development, Foreign and Commonwealth Office (excl. agencies) and Royal Fleet Auxiliary. | |
| Organisation specific notes on status: In late June 2021 around 7,000 employees from Community Rehabilitation Companies were transferred in from the private sector to HM Prison and Probation Service, counting as entrants. HM Land Registry do not record where their departing employees transfer to and so are unable to identify those that transfer to another Civil Service department. | |
| Year | Year of data collection (as at 31 March). |
| Parent_department | Government Department, total figures for both Ministerial and Non-Ministerial Departments include all of their Executive Agencies. |
| On 30 September 2021, the Ministry for Housing, Communities and Local Government changed its name to the Department for Levelling Up, Housing and Communities. | |
| Region_ITL1 | Workplace postcode data are used to derive geographical information using the International Territorial Level (ITL) classification standard. |
| Following the UK’s withdrawal from the EU, a new UK-managed international statistical geography - International Territorial Levels (ITL) - was introduced from 1st January 2021, replacing the former NUTS classification. They align with international standards, enabling comparability both over time and internationally. To ensure continued alignment, the ITLs mirror the NUTS system. They also follow a similar review timetable - every three years. | |
| ITL 1 divides into Wales, Scotland, Northern Ireland, and the 9 statistical regions of England. | |
| Region_ITL2 | Workplace postcode data are used to derive geographical information using the International Territorial Level (ITL) classification standard. |
| Following the UK’s withdrawal from the EU, a new UK-managed international statistical geography - International Territorial Levels (ITL) - was introduced from 1st January 2021, replacing the former NUTS classification. They align with international standards, enabling comparability both over time and internationally. To ensure continued alignment, the ITLs mirror the NUTS system. They also follow a similar review timetable - every three years. | |
| ITL 2 divides into Northern Ireland, counties in England (most grouped), groups of districts in Greater London, groups of unitary authorities in Wales, groups of council areas in Scotland. | |
| Sex | Self reported sex. |
| “Unknown” accounts for employees who were recorded with an unknown sex. | |
| Headcount | Total number of civil servants (rounded to nearest 5). |
| FTE | Total full-time equivalent (FTE) employment numbers (rounded to nearest 5). |
| FTE figures are not shown for entrants or leavers due to data quality concerns for these groups. | |
| Mean_salary | Average salary (mean, rounded to nearest £10). For part-time employees, salaries represent the full-time equivalent earnings, while for full-time employees they are the actual annual gross salaries. |
| These figures should be interpreted with caution when the total number of employees in a group is small, as they will tend to show more variability than larger groups (i.e. may be much higher or lower than can be explained by the data shown). | |
| Median_salary | Median salary (rounded to nearest £10). For part-time employees, salaries represent the full-time equivalent earnings, while for full-time employees they are the actual annual gross salaries. |
| These figures should be interpreted with caution when the total number of employees in a group is small, as they will tend to show more variability than larger groups (i.e. may be much higher or lower than can be explained by the data shown). |