Rydym yn defnyddio cwcis ar ein gwefan. Trwy barhau i bori ar ein gwefan, rydych yn cytuno i ni ddefnyddio cwcis. Mwy o wybodaeth am gwcis Cuddio

Tryloywder

Director and senior management team expenses

2014-2015













2013-2014














Government Procurement Card spend over £500

2015-2016

2014-2015

2013-2014

2012-2013


Procurement spend over £25,000

2015


Procurement spend over £25,000, February 2015 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, March 2015 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, April 2015 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, May 2015 Last Updated: 11 Chwefror, 2016

2014

Procurement spend over £25,000, January 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, February 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, March 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, April 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, May 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, June 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, July 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, August 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, September 2014 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, October 2014 Last Updated: 10 Gorffennaf, 2018

Procurement spend over £25,000, November 2014 Last Updated: 10 Gorffennaf, 2018

Procurement spend over £25,000, December 2014 Last Updated: 11 Chwefror, 2016

2013

Procurement spend over £25,000, January 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, February 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, March 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, April 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, May 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, June 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, July 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, August 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, September 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, October 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, November 2013 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, December 2013 Last Updated: 11 Chwefror, 2016

2012

Procurement spend over £25,000, April 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, May 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, June 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, July 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, August 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, September 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, October 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, November 2012 Last Updated: 11 Chwefror, 2016

Procurement spend over £25,000, December 2012 Last Updated: 11 Chwefror, 2016


Non-consolidated performance related pay

2012


Workforce management information

2015

Workforce management information, January 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, February 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, March 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, April 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, May 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, June 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, July 2015 Last Updated: 11 Chwefror, 2016

Workforce management information, August 2015 Last Updated: 11 Chwefror, 2016

2014

Workforce management information, January 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, February 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, March 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, April 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, May 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, June 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, July 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, August 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, September 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, October 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, November 2014 Last Updated: 11 Chwefror, 2016

Workforce management information, December 2014 Last Updated: 11 Chwefror, 2016

2013

Workforce management information, January 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, February 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, March 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, April 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, May 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, June 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, July 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, August 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, September 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, October 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, November 2013 Last Updated: 11 Chwefror, 2016

Workforce management information, December 2013 Last Updated: 11 Chwefror, 2016

2012

Workforce management information, April 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, May 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, June 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, July 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, August 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, September 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, October 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, November 2012 Last Updated: 11 Chwefror, 2016

Workforce management information, December 2012 Last Updated: 11 Chwefror, 2016


Exceptions to spending moratoria applied for by the Serious Fraud Office

2015-2016

Q1 [April – June] 2015-2016 Last Updated: 11 Chwefror, 2016

2014-2015

Q1 [April - June] 2014-2015 Last Updated: 11 Chwefror, 2016

Q2 [July - September] 2014-2015 Last Updated: 11 Chwefror, 2016

Q3 [October - December] 2014-2015 Last Updated: 11 Chwefror, 2016

Q4 [January – March] 2014-2015 Last Updated: 11 Chwefror, 2016

2013-2014

Q4 [January - March] 2013-2014 Last Updated: 11 Chwefror, 2016

Q1 [April - June] 2013-2014 Last Updated: 11 Chwefror, 2016

Q2 [July - September] 2013-2014 Last Updated: 11 Chwefror, 2016

Q3 [October - December] 2013-2014 Last Updated: 11 Chwefror, 2016

2012-2013

Q4 [January - March] 2012-2013 Last Updated: 11 Chwefror, 2016

Q1 [April - June] 2012-2013 Last Updated: 11 Chwefror, 2016

Q2 [July - September] 2012-2013 Last Updated: 11 Chwefror, 2016

Q3 [October - December] 2012-2013 Last Updated: 11 Chwefror, 2016

2011-2012

Q4 [January - March] 2011-2012 Last Updated: 11 Chwefror, 2016

Q1 [April - June] 2011-2012 Last Updated: 11 Chwefror, 2016

Q2 [July - September] 2011-2012 Last Updated: 11 Chwefror, 2016

Q3 [October - December] 2011-2012 Last Updated: 11 Chwefror, 2016


Civil Service People Surveys

2014

Civil Service People Survey 2014 Last Updated: 11 Chwefror, 2016

2013

Civil Service People Survey 2013 Last Updated: 22 Tachwedd, 2016

2012

Civil Service People Survey 2012 Last Updated: 22 Tachwedd, 2016

 

Equality and Diversity

SFO workforce diversity data for 2013-2014

Introduction

The SFO is required under Section 149 of the Equality Act 2010 (the Public Sector Equality Duty) and the Equality Act 2010 (Specific Duties) Regulations 2011 to publish information that demonstrates our compliance with the general equality duty with regard to age, disability, ethnicity and gender. In addition to these statutory categories, we also monitor our workforce with regard to, religious belief, sexual orientation and part-time working.

Structure of the report

Equality and Diversity report 2013-2014 Last Updated: 10 Gorffennaf, 2018

This document provides summary profiles of our workforce by ethnicity, gender, religious belief, age, sexual orientation, disability and part-time workers as at 31 March 2014.

It also shows the diversity of our workforce in key areas within a typical employment cycle covering the 12 months ending on 31 March 2014. The elements of the typical employment cycle for which workforce diversity data is provided are:

  • Promotions
  • Temporary promotions
  • Appointments
  • Annual Bonuses
  • In Year Bonuses
  • Classroom Training

Declaration Rates

Using our online HR system we ask all employees to tell us their disability status, their ethnicity, their religion or belief and their sexual orientation. For each of these areas, they have the option to ‘choose not to declare’. As at 31 March 2013 23.64% of our staff chose not to declare their ethnicity, 23.32% their religious belief, 20.13% their sexual orientation and 17.89% their disability status.

The SFO recognises the need to increase employee diversity declarations and we have an ongoing campaign to raise awareness amongst employees, including messages supported by the SFO Diversity Champion (who is a member of the Management Board).

In publishing Diversity data the SFO is mindful of the need to ensure that we comply with Office for National Statistics guidelines and Civil Service best practice guidance on the monitoring of equality and diversity in employment. These guidelines prevent us from publishing any data which runs the risk of disclosing an individual’s personal sensitive information. That is defined as being any data where the numbers are less than 5.

As the SFO is a relatively small organisation, a significant amount of our data around protected characteristics would not meet this benchmark. We have therefore taken the approach of publishing all data in percentage terms. This enables comparisons to be made in relation to all the areas covered between the proportion of each demographic in the total workforce and the proportion being promoted, trained and rewarded. For example we can see that BME staff make up 19.49% of the total SFO workforce and compare that with the fact that 21.74% of promotees were from a BME background.

Issues

Ethnicity

The proportion of BME staff in the workforce has increased slightly since 2012/12 but is still around 4% lower than in 2011/12. The proportion of BME staff at 19.49% compares with 11% of the UK workforce and 38% in Greater London. BME staff are still largely represented in the more junior grades where 69% of all BME staff are at HEO level and below, compared with 43% of white staff.

In terms of promotions, both permanent and temporary, BME staff were included at a rate slightly above their level of representation in the total workforce. However, in terms of bonuses and new appointments, the representation of BME staff, while slightly better than in previous years, continues to be significantly below their representation in the workforce.

Gender

The proportion of women in the SFO workforce has increased slightly compared with 2012/13 to 41.53%. Female staff constitute a majority in the most junior grades but are very much in the minority at SEO and above. This is particularly evidenced at SEO and G6 where only 24% and 31% of staff are women.

In terms of temporary promotions, annual and in year bonuses and appointments, female staff are included at a level that is equivalent to or slightly above their representation in the workforce. However, the position is markedly different for permanent promotion where female staff accounted for less than a third of promotions.

Religious Belief

The results on religious belief are broadly similar to those in 2012/13 and there are no obvious discrepancies on the issues covered in relation to the proportions across the total workforce.

Age

In comparison with 2012/13 the proportion of staff aged 35 or less has increased slightly while the proportion aged over 35 has decreased. The greater decrease being in the 55 and over grouping which is largely attributable to the Voluntary Exit Scheme.

Sexual Orientation

Declaration rates for LGB staff are relatively low, accounting for less than 2% of the workforce.

Disability

Declaration rates at just 5.43% is quite low in comparison with ONS statistics that around 20% of the UK workforce has a disability.

That said, in most areas disabled staff are included at around the same level or slightly higher than their representation in the total workforce. Our data is much the same as in previous years.

 

SFO workforce diversity data for 2012-2013

Introduction

The SFO is required under Section 149 of the Equality Act 2010 (the Public Sector Equality Duty) and the Equality Act 2010 (Specific Duties) Regulations 2011 to publish information that demonstrates our compliance with the general equality duty with regard to age, disability, ethnicity and gender. In addition to these statutory categories, we also monitor our workforce with regard to religious belief, sexual orientation and part-time working.

Structure of the report

Equality and Diversity report 2012-2013 Last Updated: 10 Gorffennaf, 2018

This document provides summary profiles of our workforce by ethnicity, gender, religious belief, age, sexual orientation, disability and part-time workers as at 31 March 2013.

It also shows the diversity of our workforce in key areas within a typical employment cycle covering the 12 months ending on 31 March 2013. The elements of the typical employment cycle for which workforce diversity data is provided are:

  • Promotions
  • Training
  • Appointments
  • Annual Bonuses
  • In Year Bonuses

The data is largely presented as percentages to ensure that publication does not run the risk of disclosing an individual’s personal sensitive information. By publishing the data in percentage terms we are able to make comparisons in relation to all the areas covered, between the proportion of each demographic in the total workforce and the proportion being promoted, trained and rewarded. For example our data shows that BME staff make up 18.94% of the total workforce and compare that with the fact that 23.08% of promotees were from a BME background.

Declaration Rates

Using our online HR system we ask all employees to tell us their disability status, their ethnicity, their religion or belief and their sexual orientation. For each of these areas, they have the option to ‘choose not to declare’. As at 31 March 2013 23.26% of our staff chose not to declare their ethnicity, 13.29% their religious belief, 21.26% their sexual orientation and 16.67% their disability status.

The SFO recognises the need to increase employee diversity declarations and we have an ongoing campaign to raise awareness amongst employees, including messages supported by our Board level Diversity Champions.

Commentary

The data raises a number of potential issues, particularly around under representation at more senior grades, which the SFO Management Board takes very seriously. We are committed to a range of actions that will enable us to understand these issues better and and address them.

For example, we will work on a range of measures to address under representation at more senior grades.

Those measures include:

  • An audit of our performance and reward processes
  • Monitoring our internal and external recruitment processes to identify if there are any unconscious biases in the way we sift and interview candidates
  • Increased use of mentoring opportunities
  • An Equal Pay Audit
  • Accessing specialist equality and diversity advice to help us to focus our diversity action planning more effectively.

Ethnicity

The proportion of BME staff in the workforce has fallen by 4% since 2011/12. 23% of all leavers in 2012/13 were from a BME background, while only 7.5% of new appointees were. The proportion of BME staff, in the SFO workforce, at 18.94% compares with 14.1% of the UK workforce and c40% in Greater London.

In terms of promotions and access to training, BME staff were included at a rate between 4 and 6% above their level of representation in the total workforce. However, in terms of bonuses and new appointments, the representation of BME staff was below their representation in the workforce.

Gender

The proportion of women in the SFO workforce has fallen by 1.5% since 2011/12 to 41.2%. Female staff constitute a majority in the most junior grades but are very much in the minority at SEO and above. This is particularly evidenced at SEO and G6 where only 29% and 16.65% of staff are women.

In terms of promotions, annual bonuses and appointments female staff are included at a level over 10% below their representation in the workforce. Although female staff received proportionately more in year bonuses this can in part be explained by the fact that junior staff, who are much more likely to be women, received a higher number of smaller in year bonuses.

Religious Belief

The results on religious belief are broadly similar to those in 2011/12 and there are no obvious discrepancies on the issues covered in relation to the proportions across the total workforce.

Age

In comparison with 2011/12 the proportion of staff aged 35 or less has reduced while the proportion aged over 35 has increased.

That said, staff in the younger age groups are proportionately more likely to be promoted and receive bonuses.

Sexual Orientation

The declaration rate for LGB staff is relatively low, accounting for slightly less than 2% of the workforce although this level of declaration is about average for most employers.

In most areas LGB staff are included at around the same level or slightly higher than their representation in the total workforce. Our data is much the same as for 2011/12.

Disability

The declaration rate at just 5.56% is quite low in comparison with ONS statistics that around 20% of the UK workforce has a disability.

That said, in most areas disabled staff are included at around the same level or slightly higher than their representation in the total workforce. Our data is much the same as for 2011/12.

SFO workforce diversity data for 2011-2012

We gather a range of data on equality and diversity including information on training, workforce demographics and appointments and promotions.

Equality and Diversity report 2011-2012 Last Updated: 10 Gorffennaf, 2018

Demographics

The ethnic mix of our workforce as a whole generally reflects the greater London area where we are based.  However we have a much lower proportion of staff from minority ethnic backgrounds at middle management levels and above. Without detailed historical data it is difficult to identify trends. However, there is a slight increased representation of BME staff at the HEO, SEO and G7 grades as compared with 2010-11. In addition, turnover amongst BME staff is significantly lower than for other groups.

Declaration rates

As part of the monitoring work we do on equality and diversity, we ask all our staff to complete a diversity monitoring questionnaire. In 2010-11 15% of our staff preferred not to provide information on their sexual orientation. This has, however, marginally improved for 2011-12 with only 13% not declaring their sexual orientation.

Internal promotions

In line with 2010-11, our data for 2011-12 continues to show that a significantly higher proportion of male staff are promoted internally than female staff.

Bonuses

Our 2009-10 and 2010-11 data showed that BME and disabled staff were less likely to have received a performance bonus than staff from other groups.  This continues to be an issue for BME staff where the proportion of BME staff being awarded in year and annual bonuses is around 5% lower than the proportion of BME staff in the workforce as a whole and we will need to look much more closely at this in the coming year.  On the other hand in 2011-12 proportionately more disabled staff received bonuses than non-disabled staff.

A note on data presentation

The diversity data on the accompanying spreadsheet is presented in percentages rather than numbers. In line with the National Statistics Code of Practice, all data is used anonymously and no statistics will be published where a number might be less than five as this runs the risk of potentially disclosing an individual’s personal data.

Also, when we collect this data, we give an undertaking that the data will remain confidential. The SFO is a relatively small organisation and the number of staff falling into many of these categories is low. It is therefore not possible to publish numbers without breaching this undertaking.

The approach taken is the one that gives the most meaningful information in the circumstances, without contravening the obligation of confidentiality. It is also consistent with presentation of previous data, allowing comparisons to be made year on year.