Employment monitoring report (2022-2023)
Workforce data and findings: Age
Headcount by Age
The largest group within the workforce are in the age range 45-54, 26.4%
Under 25's make up 7.2% of the workforce (an increase from 6.8% in 2021) but slightly lower than the Census 2021 data for this group (10.1%).
Age Band | % of total Council headcount |
|---|---|
Under 25 | 7.2% |
25-34 | 16.4% |
35-44 | 22.8% |
45-54 | 26.4% |
55-64 | 22.4% |
65+ | 4.7% |
Recruitment by age
Total recruitment
There were similar levels of applicants appointed across the age groups 25-34, 35-44 and 45-54; with the highest number of applications received from the age group 25-34. The percentage of under 25s appointed has decreased compared to last year from 10.5% to 8.4%.
Age Band | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
Under 25 | 13.7% | 8.9% | 8.4% |
25-34 | 25.3% | 21% | 20.8% |
35-44 | 19.1% | 21.6% | 19.5% |
45-54 | 16.1% | 19.8% | 17.4% |
55-64 | 7.3% | 10.1% | 8.8% |
65+ | 0.5% | 0.9% | 1.4% |
Unstated | 18.1% | 17.7% | 23.8% |
Internal recruitment
The proportion of those appointed compared to the proportion of those who applied are similar across all age groups. Figures also suggest that proportionally, there are fewer applications from those in the 55-64 and 65+ age groups when compared with the proportion of staff in those age groups in the council. This might be explained by the fact that older age groups might have intentions to retire. This is supported by our leaver data which shows that the main reason for the 65+ age group to leave employment with the council is retirement.
Age Band | % of total Applied | % of total Shortlisted | % of total Appointed |
|---|---|---|---|
Under 25 | 7.8% | 6.7% | 8% |
25-34 | 26.8% | 26.4% | 26.4% |
35-44 | 24.4% | 25.9% | 24.5% |
45-54 | 24.1% | 24.1% | 22% |
55-64 | 8.3% | 8.9% | 9.2% |
65+ | 0.2% | 0.3% | 0.5% |
Unstated | 8.3% | 7.7% | 9.4% |
Remuneration by age
Pay grade
Staff representation is lower for the under 34's and over 65's in the N/O/Hay grades. The largest proportion of under 25-year-olds is concentrated in the D/E salary scales. This is expected given that this age group is more likely to be in entry level roles or at the early stages in their careers.
Grades grouped | Under 25 | 25-34 | 35-44 | 45-54 | 55-64 | 65+ | All Staff |
|---|---|---|---|---|---|---|---|
B / C | 5.5% | 2.6% | 2.2% | 5.2% | 10.2% | 32.9% | 6.5% |
D / E | 48.1% | 13.6% | 10.9% | 11.9% | 15.0% | 13.8% | 15.2% |
F / G | 18.8% | 16.2% | 10.8% | 14.6% | 17.4% | 18.6% | 15.1% |
H / I | 16.9% | 31.9% | 29.5% | 27.0% | 24.8% | 15.7% | 26.7% |
J / K | 10.1% | 24.7% | 20.5% | 16.1% | 13.5% | 8.6% | 17.1% |
L / M | 0.6% | 8.9% | 16.1% | 12.6% | 10.5% | 7.6% | 11.2% |
N / O / Hay | 0.0% | 2.2% | 10.0% | 12.6% | 8.7% | 2.9% | 8.1% |
Attendance to the Wiltshire Leadership Programme by Age
Participation in the Wiltshire leadership training is highest in the 35 - 44 age range. The attendance figures are representative for most of the age bands but are low for under 25s: 7.3% of the workforce are under 25, but they represented only 1.3% of the leadership programme attendants. This might be explained by the fact that this age group is more likely to be in entry level roles or be at the early stages in their careers. There was no participation from the 65+ age group.
Age | % of total Leadership Programme attendance |
|---|---|
Under 25 | 1.3% |
25-34 | 9.5% |
35-44 | 44.6% |
45-54 | 32.4% |
55-64 | 12.2% |
65+ | 0% |
Disciplinary and Grievance cases by Age
Disciplinary and grievance cases occurred amongst all age groups although they were proportionally slightly higher for the under 25s, 25-34 and over 65 age groups when compared with the total workforce figures. With small numbers these percentages will vary from the workforce figures within a single year.
Case type | Under 25 | 25-34 | 35-44 | 45-54 | 55-64 | 65+ |
|---|---|---|---|---|---|---|
Disciplinary | 10.7% | 35.7% | 10.7% | 21.4% | 17.9% | 3.6% |
Grievance | 10% | 30% | 20% | 10% | 20% | 10% |
Turnover rates by Age
The turnover rate was highest for staff over 65 (28.6%) although the figure is lower compared to last year's figure (36.8%) for this age group. Staff under 25 have the next highest turnover at 25.5% which is slightly higher than this age groups turnover rate last year. The main reason for leaving in under 25 group was resignation and for the over 65 age group retirement. The whole council turnover rate (15.1%) has increased from last year (13.7%) and this is reflective of the buoyant job market which has placed an increased demand for talent.
Age Band | Turnover rate |
|---|---|
Under 25 | 25.5% |
25 - 34 | 15.5% |
35 - 44 | 14.5% |
45 - 54 | 11.6% |
55 - 64 | 13.5% |
65+ | 28.6% |
Whole council | 15.1% |
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