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Salaries, structure and staff

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Details of our salaries and payscales, diversity, and information about our staff survey and employment initiatives.

We publish:

  • names of senior staff
  • grades and job titles
  • senior and junior staff payscales
  • trade union facility time data
  • details of staff reporting to each director and head of function – and at which level (tier).
  • data from our staff survey

Salaries and payscales

This information is on three separate tabs in our spreadsheet:

  • Senior staff data: our most senior managers, earning more than £100,000 full-time equivalent (FTE), have the greatest responsibility for spending public money and for overseeing our services and operations.
  • Junior staff payscales: numbers of FTE staff by directorate/function, generic job titles and broad payscale information. It includes details of the senior staff member each junior post reports to, but not details of junior staff reporting to junior staff.
  • Pay ranges for executive staff.


As CQC employs more than 250 staff there is a statutory requirement to report our progress against The Public Sector Apprenticeship Targets Regulations 2017, including the amendments in the Apprenticeships (Miscellaneous Provisions) Regulations 2017.

CQC Apprenticeship reporting for the period 1 April 2018 to 31 March 2019

  • Number of employees whose employment began in the reporting period: 380
  • Number of new apprentices whose apprenticeship agreements started in the reporting period: 17
  • New apprenticeship starts as a percentage of all new starters in the reporting period (17 / 380): 4.47%
  • Number of CQC employees at the end of the reporting period: 3325
  • Number of apprentices at the end of the reporting period: 22
  • New apprentices as a percentage of all employees at the end of the reporting period (22 / 3325): 0.66%
  • Number of apprentices immediately before the reporting period: 24

Diversity and inclusion

We worked with Roger Kline to see how we can address inequalities of experience for CQC staff. His report forms a core part of our Workforce Race Equality Standard action plan and gives recommendations for improvement.



Gender pay gap reporting

As CQC employs more than 250 staff there is a statutory requirement to report the size of our gender pay gap. The gender pay gap gives a snapshot of the gender balance within an organisation. It measures the difference between the average earnings of all male and female employees, irrespective of their role or seniority.

The gender split in CQC is 69.7% female to 30.3% male and this is closely replicated across the quartile data. The data shows that there is no gender pay gap at CQC as staff are paid within salary bands and the mean and median hourly rate of pay are virtually the same across all quartiles.

No data is included in the CQC gender pay gap reporting for bonuses as the CQC does not pay performance related bonuses.

Snapshot date: 31 March 2018



1. Mean gender pay gap - Ordinary pay


2. Median gender pay gap - Ordinary pay


3. Mean gender pay gap - Bonus pay in the 12 months ending 31 March


4. Median gender pay gap - Bonus pay in the 12 months ending 31 March


5.The proportion of male and female employees paid a bonus in the 12 months ending 31 March:





6. Proportion of male and female employees in each quartile.


Female %

Male %

First (lower) quartile



Second quartile



Third quartile



Fourth (upper) quartile



Staff survey

We commission an annual survey to find out what our staff think about issues such as leadership, communication and morale.

Results from last year:

Results from previous years are on the National Archives: CQC staff survey.

Trade union facility time

The Trade Union (Facility Time Publication Requirements) Regulations 2017 came into force on 1 April 2017. These regulations place a legislative requirement on relevant public sector employers to collate and publish, on an annual basis, a range of data on the amount and cost of facility time within their organisation.

  • The information for CQC for the period 1 April 2018 to 31 March 2019 is as follows:During 2018/19 CQC employed 41 staff who were trade union officials (40.2 whole-time equivalents).
  • They all spent between 1% and 50% of their working hours on facility time (time granted by the employer to enable the representative to carry out their trade union role).
  • The total cost of facility time totalled £59k during the year, equating to 0.05% of the total staff cost.
  • The time spent on paid trade union activities as a percentage of total paid facility time hours was 37.63%.


Last updated:
29 January 2020