Our spending is public knowledge
The Government has set rules on making public what local authorities spend money on, so we publish information about our spending every month. We list all spends in excess of £250, including transactions made on our Government Procurement Card and corporate credit cards.
Tenders and purchasing
We publish details of every invitation to tender for contracts to provide goods and/or services with a value of £5,000 and above. We also publish the details of any contract, commissioned activity, purchase order, framework agreement and any other legally enforceable agreement with a value of £5,000 and above. These may include contracts for staff we employ through consultancy firms or similar agencies.
We operate 45 rural car parks as part of our responsibility in managing access to popular locations in the national park. Only 18 of our sites have pay and display machines, but the income from these helps towards providing and managing the car parks, toilet facilities, and the costs of managing our estates and traffic-free trails.
Most of the car parks do not have formally designated bays, some have spaces marked out in sets.
Organisation Chart (including Senior Management Roles and Salaries)
This chart shows how we are organised. Our staff are led by a small team of senior managers: a chief executive, and three directors.
Trade Union Facility Time
Trade union representatives are entitled to reasonable paid time off (known as facility time) to take part in trade union duties, such as negotiating with employers and representing members in grievance procedures.
We recognise the importance of working with Trade Unions to promote good industrial relations and to comply with the principles set out in the Trade Union and Labour Relations (Consolidation) Act 1992 and the Trade Union Reform and Employment Rights Act, 1993.
Under the Local Government Transparency Code 2014 we are required to publish information on trade union facility time.
Under the Local Government Transparency Code 2014 we are required to publish information on pay multiples annually. The pay multiple is defined as the ratio between the highest paid taxable earnings for the given year (including base salary, variable pay, bonuses, allowances and the cash value of any benefits-in-kind) and the median earnings figure of the whole of the authority’s workforce. The measure must:
- cover all elements of remuneration that can be valued (e.g. all taxable earnings for the given year, including base salary, variable pay, bonuses, allowances and the cash value of any benefits-in-kind);
- use the median earnings figure as the denominator, which should be that of all employees of the local authority on a fixed date each year, coinciding with reporting at the end of the financial year, and
- exclude changes in pension benefits, which due to their variety and complexity cannot be accurately included in a pay multiple disclosure.
From April 2018 the information is included in our Gender Pay Report
Gender Pay Report
From 2017, any organisation that has 250 or more employees on a 'snapshot' date must publish and report specific figures about their gender pay gap. For public sector organisations the 'snapshot' date is 31 March reporting on the data by 30 March the following year.
The Authority is required to report on this for the first time as of 30 March 2018, having had 271 employees on 31 March 2018.