| Status | Year | Region_ITL3 | Region_ITL2 | Age | Responsibility_level_grouped | Headcount | FTE | Mean_salary | Median_salary |
|---|---|---|---|---|---|---|---|---|---|
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 16-19 | AA/AO | 5 | 5 | [c] | [c] |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 16-19 | EO | [c] | [c] | [c] | [c] |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 20-29 | AA/AO | 95 | 90 | 25970 | 24890 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 20-29 | EO | 95 | 95 | 30850 | 29450 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 20-29 | G6/G7 | [c] | [c] | [c] | [c] |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 20-29 | SEO/HEO | 40 | 40 | 36320 | 34730 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 30-39 | AA/AO | 105 | 100 | 29240 | 26220 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 30-39 | EO | 140 | 130 | 31720 | 30440 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 30-39 | G6/G7 | 25 | 25 | 56890 | 52940 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 30-39 | SEO/HEO | 150 | 140 | 42190 | 38330 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 40-49 | AA/AO | 95 | 90 | 30120 | 25710 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 40-49 | EO | 140 | 130 | 31000 | 30450 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 40-49 | G6/G7 | 50 | 50 | 67350 | 65280 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 40-49 | SEO/HEO | 160 | 155 | 50000 | 42860 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 50-59 | AA/AO | 135 | 120 | 27880 | 24490 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 50-59 | EO | 195 | 185 | 31570 | 30440 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 50-59 | G6/G7 | 70 | 70 | 70660 | 65280 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 50-59 | SCS level | [c] | [c] | [c] | [c] |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 50-59 | SEO/HEO | 180 | 170 | 49940 | 42590 |
| In post | 2023 | Aberdeen City and Aberdeenshire | North Eastern Scotland | 60-64 | AA/AO | 55 | 45 | 26210 | 24890 |
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 2023-07-27, with GIT d545f65.
| 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. | |
| Four 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, 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. | |
| Year | Year of data collection (as at 31 March). |
| Responsibility_level_grouped | With the exception of the centrally managed Senior Civil Service, government departments have delegated pay and grading. For statistical purposes departments are asked to map their grades to a common framework by responsibility level. |
| This table shows staff in their substantive responsibility level unless on temporary promotion in which case staff are recorded at the higher responsibility level. | |
| Responsibility_level_grouped combines the mapped grades into five broad responsibility levels. This is the headline measure for responsibility level for the Civil Service and is consistent with the published National Statistics. | |
| 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. | |
| Region_ITL3 | 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 3 divides into counties, unitary authorities, or districts in England (some grouped), groups of unitary authorities in Wales, groups of council areas in Scotland, groups of districts in Northern Ireland. | |
| Age | Age in 10 year bands. Age is calculated as at the reference date in each year (31st March), so entrants or leavers may have been up to one year younger at the date of exit or entry. |
| 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). |