Phnom Srouch district, Kampong Speu province 2. Statutory Annual Workforce Diversity Monitoring Report 2012/13 1. Date: Monday, 21st December 2015. ‘Workforce Monitoring Report 2016 Data Tables’. Every year the council provides a profile of our workforce by race, gender and disability, as well as information about our employment practices. Travel in London. This Report provides, among other things, comprehensive equality data covering recruitment and development, the outcomes of harassment and grievance cases plus promotion statistics by gender, ethnicity and disability. We understand this and would ask that the monitoring return is submitted when it is practicable to do so. Annual Workforce & Patient Services Equality Monitoring Report . 92 Remuneration Report 126 Statement of Accounts 318 Annual Governance Statement 328 Executive Committee 330 Members of TfL 332 Directors of Crossrail Ltd 334 Membership of TfL committees and panels 336 TfL Members’ meeting attendance Transport for London Annual Report and Statement of Accounts 2017/18 3 PDF 978KB TfL Gender Pay Gap Report 2017 summary. Head of Profession – £85,000-£89,999. Annual HR Report Templates and KPIs. This report includes data from February 2017 (when the Mayor confirmed the toxicity charge (T-charge) and the change in the vehicle fleet began), March 2019 (the month before the scheme was introduced) and April 2019 – January 2020 (the first ten months of the scheme). 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. 1.1 Current equality legislation obliges public bodies to report on a range of . Workforce Information Report 2007 - 2008 Go to Session. 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. 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 Statutory Annual Workforce Monitoring Report 2014/15 Ann Macintyre, Director of Workforce & Organisational Development Staynton Brown, Associate Director of Equality & Diversity . The reports also detail progress towards implementing the transport and other related strategies of the Mayor of London. Monitoring Northern Ireland's Workforce This, the 27th Annual Monitoring Report (pdf, 944kb), presents an aggregated summary of the 3,688 valid monitoring returns received during 2016 from 108 public authorities and 3,580 private sector concerns.These returns were received between 1st January and 31st December 2016. Sexual Orientation 33 7. Annual Monitoring Returns update re: COVID-19/Coronavirus We appreciate employers may require additional time to collate and submit the annual monitoring return. Diversity and … TfL Gender Pay Gap Report 2018 summary. 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. Head of TfL Events Team – £75,000-£79,000. Disability 24 5. Introduction 1.1 The new equality act and subsequent public sector equalities duties came into force last year. 8.3. PDF 168KB TfL Gender Pay Gap Report 2016. 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. Global Thermally Fused Laminate (TFL) Panels Market Report Insight, Key Research Findings, Competative Landscape and Forecast 2020-2025. This file is in an OpenDocument format Details. 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. Gender Pay Gap Report. NEW CPA Position Paper: CPA Task Force on Title: Model … Contents Page Number: Executive Summary 3 Aims of the Report 3 1. Data not available is shown as N/A. 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. PDF 901KB TfL Gender Pay Gap Report 2017 . CPA Annual Conventions; CPA Working Group Reports. Go to Meeting. Head of Experience – £75,000-£79,000. DWD-DET takes a coordinated approach to monitoring that includes 24 objectives modeled after the 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. 2019-20 Monitoring Report: Page 2 of 173 Introduction Section 184(a)(4) of the Workforce Innovation and Opportunity Act (WIOA) requires annual on-site monitoring of each local area within the state to ensure compliance with relevant federal regulations. Can you break down those figures for the operational part of TfL and the non-operational part? For … Heart of England NHS Foundation Trust . Workforce Monitoring. This report combines our annual workforce monitoring report and our action on equality updates. Provinces/Districts visited: 1. Workforce Monitoring and Information 7 3. 14 July 2020. PDF 1.25MB TfL Gender Pay Gap Action Plan 2017. Workforce Race Equality Standard outcomes and annual Workforce Diversity monitoring report by protected characteristics. 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. The 515 employees earning over £100,000 in 2016/17 as reported in Transport for London’s (TfL’s) Annual Report, covers all remuneration, including severance. 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. and applicants for jobs, promotion and training as well as the results of . The 2014/15 Annual Workforce Monitoring Report says, "As at 31 March 2015, TfL employed 23,960 people". As needed, the CPA Board of Directors convenes working groups to explore various issues affecting the science, practice and education of psychology. 9 . PDF 7.15MB Travel in London - Report 12. 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. 2018 . 2 TfL HR Panel: Q2 . Next Question. The annual diversity monitoring report will be published on the Trust 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. Moving on from the dynamics of an HR monthly report template, it’s time to delve deeper into annual HR reporting. 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. Workforce Information Reports produced by Flintshire County Council in response to the Equality Act 2010. Although discharge is not recorded at the Lambly Creek site, water level is. Tram Kok district, Takeo province 4. Equality Duty and Public Sector Equality Duty 5 2. Appointed. It placed a much greater emphasis on providing visible and transparent information to the public. We also publish the TfL Annual Workforce Monitoring Report and this year we have analysed our Gender Pay Gap. TfL response. Age 28 6. WORKING GROUP REPORTS. 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. It is a living document that should be referred to and updated on a regular basis. PDF 5.92MB Travel in London - Report 12 data. 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. Workforce Monitoring Report 3 Foreword I am pleased to introduce the Annual Workforce Monitoring Report for 2018-19 for the Ministry of Justice. The Ministry of Justice's core goal is a world class justice system that works for everyone. Travel in London reports summarise trends and developments in travel and transport in Greater London. This information is published in the 2014/15 Annual Workforce Monitoring Report. 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. Travel in London - Report 13. 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 Baseth district, Kampong Speu province 3. Workforce data is collected, stored and analysed via Middlesbrough ouncil’s SAP system. Trang … Equality in Employment Annual Monitoring Report April 2012 - 2013 . NEW MAiD Task Force Report & Practice Guidelines for Psychologists Involved in End of Life Decisions (PDF). 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. 1. workforce monitoring areas by disability, ethnicity and gender for staff-in-post . Annual Workforce Equality Monitoring Report April 2018 – March 2019 . Workforce data is collected, stored and analysed in the Council's payroll system. 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. Each year TfL have documented their progress to diversify their workforce via their Annual Workforce and Monitoring Report. TfL’s Third and Fourth Annual Impacts Monitoring Reports were published in 2005 and 2006. On 31 March 2017, there were 153 people with a base salary of over £100,000 (19 per cent fewer than in 2016). ODS, 315KB. In going about our work, we follow and celebrate four values: Purpose, Humanity, Openness and Together. Given the current disruptions, we are encouraging online submissions. Answer Answer for TfL Staffing (2) Answer for TfL Staffing (2) Answered By: The Mayor. Ministry of Justice workforce monitoring report 2018 to 2019 tables. PDF 477KB Diversity and inclusion impact report. 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. Related . 1.0 Introduction. 2 . According to the most recent Annual Workforce Monitoring Report, Transport for London (TfL) employs 27,453 people on a permanent basis. Statutory Annual Workforce Diversity Monitoring Report 2009/10 . Previous Question. 1 . Shortlisted. Equality in Employment Monitoring Report 2016-17. Gender 16 4. 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