This formed part of a programme carried out by TfL in conjunction with academic bodies to evaluate the transport, economic, social and environmental impacts of congestion charging. Gender Pay Gap Report. On 31 March 2017, there were 153 people with a base salary of over £100,000 (19 per cent fewer than in 2016). A monitoring and evaluation (M&E) plan is a document that helps to track and assess the results of the interventions throughout the life of a program. 1 . Workforce data is collected, stored and analysed via Middlesbrough ouncil’s SAP system. This information is published in the 2014/15 Annual Workforce Monitoring Report. CPA Annual Conventions; CPA Working Group Reports. Workforce data is collected, stored and analysed in the Council's payroll system. TfL response. Although discharge is not recorded at the Lambly Creek site, water level is. 2 Medway NHS Foundation Trust’s Commitment to Equality and Diversity: Our Inclusion Policy 2.1 Medway NHS Foundation Trust published our new Inclusion Policy in March 2017. WORKING GROUP REPORTS. Workforce Information Report 2007 - 2008 Introduction 1.1 The new equality act and subsequent public sector equalities duties came into force last year. Annual HR Report Templates and KPIs. I am keen to know how many people were employed directly and how many were employed via an agency or as contractors or as consultants, etc. Given the current disruptions, we are encouraging online submissions. From the introduction of the plan in 2003 until 2008, TfL produced detailed annual Impacts Monitoring Reports, reflecting a commitment to monitor the scheme for five years following its introduction. Contents Page Number: Executive Summary 3 Aims of the Report 3 1. Data confidentiality It should be noted that to protect the confidentiality of individual employees, percentages based on 5 or fewer individuals are not reported and shown as ***, except for part-time. Equality Duty and Public Sector Equality Duty 5 2. This report combines our annual workforce monitoring report and our action on equality updates. PDF 901KB TfL Gender Pay Gap Report 2017 . Statutory Annual Workforce Monitoring Report 2013/14 Ann Macintyre, Director of Workforce & Organisational Development Staynton Brown, Associate Director of Equality & Diversity Statutory Annual Workforce Diversity Monitoring Report 2013/14 1.0 Introduction 1.1 The Equality Act (2010) and subsequent public sector equalities duties have We understand this and would ask that the monitoring return is submitted when it is practicable to do so. Answer Answer for TfL Staffing (2) Answer for TfL Staffing (2) Answered By: The Mayor. Sexual Orientation 33 7. 9 . workforce monitoring areas by disability, ethnicity and gender for staff-in-post . Provinces/Districts visited: 1. 1.0 Introduction. The Ministry of Justice's core goal is a world class justice system that works for everyone. Annual Monitoring Returns update re: COVID-19/Coronavirus We appreciate employers may require additional time to collate and submit the annual monitoring return. Every year the council provides a profile of our workforce by race, gender and disability, as well as information about our employment practices. The 2015/16 Annual Workforce Monitoring Report is based on data for the period 1st April 2015 to 31st March 2016 and includes information and analysis about the people who are employed by Middlesbrough Council and those who apply to work with the Council. Go to Session. ‘Workforce Monitoring Report 2016 Data Tables’. Equality in Employment Monitoring Report 2016-17. PDF 978KB TfL Gender Pay Gap Report 2017 summary. Go to Meeting. Related . Appointed. Travel in London - Report 13. The Office of Rail and Road (ORR) has today published its Annual Report on Health and Safety 2019/20, which stresses that safety across Britain's railways has improved over the last 12 months but more needs to be done to tackle the impacts of climate change. It placed a much greater emphasis on providing visible and transparent information to the public. PDF 7.15MB Travel in London - Report 12. Workforce Monitoring Report 3 Foreword I am pleased to introduce the Annual Workforce Monitoring Report for 2018-19 for the Ministry of Justice. Baseth district, Kampong Speu province 3. According to the most recent Annual Workforce Monitoring Report, Transport for London (TfL) employs 27,453 people on a permanent basis. The 2013/14 Annual Workforce Monitoring Report is based on data for the period 1st April 2013 to 31st March 2014 and provides information and analysis about the people who are employed by Middlesbrough Council and those who apply to work with the Council. Tram Kok district, Takeo province 4. ODS, 315KB. Gender 16 4. Workforce Monitoring. This file is in an OpenDocument format Details. Data not available is shown as N/A. Annual Workforce Equality Monitoring Report April 2018 – March 2019 . Travel in London reports summarise trends and developments in travel and transport in Greater London. 1.1 Current equality legislation obliges public bodies to report on a range of . Brent Council’s Annual Workforce and Equalities Monitoring Report 2005 SECTION ONE: Introduction This is Brent Council’s fourth annual Workforce and Equalities Monitoring Report. We also publish the TfL Annual Workforce Monitoring Report and this year we have analysed our Gender Pay Gap. While the specifics of each program’s M&E plan will look different, they should all follow the same basic structure and include the same key elements. DWD-DET takes a coordinated approach to monitoring that includes 24 objectives modeled after the Thermally Fused Laminate (TFL) Panels Market Reportserves statistical analysis regarding key factors including the major drivers, challenges, opportunities, and restraints that are expected to have a substantial effect on the progress of the … Statutory Annual Workforce Monitoring Report 2014/15 Ann Macintyre, Director of Workforce & Organisational Development Staynton Brown, Associate Director of Equality & Diversity . FIELD MONITORING REPORT Programme/Project title: Cambodia Community Based Adaptation Programme (CCBAP) Key objective of field visit To monitor the field progress results of Grantees in Kampong Speu and Takeo provinces. Previous Question. 1.3 Workforce Performance Metrics The Trusts key Workforce Metric targets are outlined in the table below and are a referenced point for comparative purposes throughout this annual report., Table 1: Workforce Performance Metrics Workforce Metric 2012/13 Out-turn 2013/14 Target 2013/14 Out-turn Turnover rate 13.59/% 13.5% 14.7% Vacancies Shortlisted. Workforce Race Equality Standard outcomes and annual Workforce Diversity monitoring report by protected characteristics. Ministry of Justice workforce monitoring report 2018 to 2019 tables. Moving on from the dynamics of an HR monthly report template, it’s time to delve deeper into annual HR reporting. TfL Gender Pay Gap Report 2018 summary. For … Water Quality Monitoring / TFL 49 - 2006 Annual Report 4 File: 544-001 Project: 26034 Date: March 2007 in Whiteman Creek caused visible bank erosion in the vicinity of the station, and the WSC staff gauge was washed away by the damaging creek flows. Disability 24 5. TfL’s Third and Fourth Annual Impacts Monitoring Reports were published in 2005 and 2006. The reports also detail progress towards implementing the transport and other related strategies of the Mayor of London. To put this into perspective, here are the 3 most prominent types of HR reports: annual, monthly, and weekly HR report which we depicted through various examples. Head of Profession – £85,000-£89,999. Travel in London. In going about our work, we follow and celebrate four values: Purpose, Humanity, Openness and Together. 2 . Workforce Monitoring and Information 7 3. Phnom Srouch district, Kampong Speu province 2. Diversity and … NEW MAiD Task Force Report & Practice Guidelines for Psychologists Involved in End of Life Decisions (PDF). 32.10% 42.48% 6.4% 9.1% 0.00% 5.00% 10.00% 15.00% 20.00% 25.00% 30.00% 35.00% 40.00% 45.00% Male Female % of total application Clinical staff ‐Recruitment by Gender. These updated and extended the assessment of the impacts of congestion charging based on two and three further years of data following the start of the scheme. Heart of England NHS Foundation Trust . Head of TfL Events Team – £75,000-£79,000. PDF 477KB Diversity and inclusion impact report. PDF 168KB TfL Gender Pay Gap Report 2016. PDF 1.25MB TfL Gender Pay Gap Action Plan 2017. Can you break down those figures for the operational part of TfL and the non-operational part? Annual Workforce & Patient Services Equality Monitoring Report . Statutory Annual Workforce Diversity Monitoring Report 2009/10 . Global Thermally Fused Laminate (TFL) Panels Market Report Insight, Key Research Findings, Competative Landscape and Forecast 2020-2025. Date: Monday, 21st December 2015. It is a living document that should be referred to and updated on a regular basis. Please note: London profile percentages are taken from the 2011 Census and TfL’s workforce profile is taken from the 2012/13 Annual Workforce Monitoring Report page 1 Equality Impact Assessment (EqIA) form Initial Screening I. ntroduction: As part of our legal duties to eliminate unlawful. Workforce Information Reports produced by Flintshire County Council in response to the Equality Act 2010. NEW CPA Position Paper: CPA Task Force on Title: Model … This report presents the gender pay gap for North Bristol NHS Trust and provides information to inform the Trust’s ongoing commitment to equality and diversity. Tfl Annual Workforce Monitoring Report April 2018 – March 2019 CPA Task Force Report & practice for! 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