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Salaries, structure and staff survey

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Details of our salaries and payscales, our organisational chart, and information about our staff survey.

We publish:

  • names of senior staff
  • grades and job titles
  • senior and junior staff payscales
  • trade union facility time data
  • organograms (organisational charts)
  • 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.

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 69.1% female to 30.9% 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.



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



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 2017 to 31 March 2018 is as follows:

  • During 2017/18 CQC employed 21 staff who were trade union officials (21 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 £94k during the year, equating to 0.08% of the total staff cost.
  • The time spent on paid trade union activities as a percentage of total paid facility time hours was 19.32%.

Our organisational chart

Our organogram (on shows our structure on 30 September 2016 and includes:

  • staff reporting to each director and head of function, and their level (tier).
  • the structure of each directorate and the total number of staff in each area.
  • broad payscale information.

You'll find more up-to-date information on our senior staff by visiting meet our team.

CQC 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.


Last updated:
19 July 2018


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