Commission Structure and Salaries

The coalition Government has a clear commitment to publish the salaries of senior civil servants or their equivalents in non-departmental public bodies. Details of the base salary paid to the Commissioner and senior leaders (at SCS pay band 2) can be found below. Details of the organisation’s structure, senior leadership roles and collated information on those people across the Commission who report to senior leaders can also be found below.

Organisation Charts

On 1 February 2011, the Commission made a number of changes to its corporate structure. This followed the Coalition Government’s announcements on the future of child maintenance; the movement of the new statutory scheme from design phase towards a testing and implementation phase; and in advance of the changes proposed in the Public Bodies Bill, which provides for the Commission to transfer to the Department for Work and Pensions, as an executive agency.

The Commission has now moved from the design phase into the testing and implementation phase in the development of the new statutory scheme, planned for launch in 2012.

The Commission’s structure is made up of seven Directorates, which are:

• Change Directorate
• Corporate Affairs Directorate
• CSA Operations Directorate
• Customer Directorate
• Finance and Commercial Directorate
• Human Resources Directorate
• Information and Technology Directorate

The information provided is correct as at 30 September 2011 and was taken from a snapshot of the Commission’s Resource Management database at that date.

Child Maintenance and Enforcement Commission organogram

Please note, the file below is intended for webmasters and website developers.
Child Maintenance and Enforcement Commission organogram in XML format.

Commission senior leadership salaries and posts

The Commission employs around 9,000 people of whom approximately 34 occupy posts identified as senior posts within the Commission. The pay for the Commission’s senior posts is managed and regulated through Cabinet Office and Treasury guidelines whilst the pay for the Commission’s most senior posts (SCS pay band 2 and above) is further regulated and scrutinised by the Commission’s Remuneration Committe. The Commission is committed to attract and retain the best talent across the organisation to ensure that it continues to deliver the very best it can for children right across the country.

There are a number of senior roles across the Commission which are identified as SCS pay band 1. The majority of these roles are Senior Civil Service roles although there a small number of other roles, described within the Commission as Leaders, which are comparable to SCS level roles. For the purposes of presenting this information these have also been referred to as SCS1 roles.

Base salaries in £5,000 bands are shown for senior leaders at SCS pay band 2 and above.

Child Maintenance and Enforcement Commission senior salaries and posts

Additional information on the posts within the senior leadership group is shown, including a brief description of each role.

The total cost of base salaries for all colleagues reporting into a member of the senior leadership group is also shown. This total cost includes the base salary of the member of the senior leadership group. Where there are less than five colleagues reporting to a member of the senior leadership group the total base pay cost has been rolled up into the next level of senior management.

Where the ‘Salary cost of reports’ column is blank this indicates that either the post has no direct reports or junior staff report to one of the other posts within the table.

Within the tables a ‘profession’ is shown, these are the broad categories required for reporting purposes by the Cabinet Office. The professions shown are indicative of the work undertaken by an individual or group. Full information on senior salaries at other government departments and other non-departmental public bodies can be found at data.gov.uk.

Junior FTE

This table provides the total FTE at each grade who ultimately report to a member of the senior leadership group (indicated by the ‘reporting senior post field).

In relation to the payscale minimum and maximum a number of standard civil service grades have variations in the grade minima and maxima to reflect regional differences in London or to recognise specialist skills.

Child Maintenance and Enforcement Commission junior staff details – 30 September 2011

Within the tables a ‘profession’ is shown, these are the broad categories required for reporting purposes by the Cabinet Office. The professions shown are indicative of the work undertaken by an individual or group.

Grade Minima and Maxima

The grade minima and maxima are provided for all traditional Civil Service grades.

However, for those people who have been recruited externally to the former Commission Executive, (which operated as the strategic and corporate centre of the Commission), the Commission operates four broad bands, based on market rather than grade-based rates of pay. As there is no grade there is no expectation of progression other than individual perfomance and movement against the market. On this basis there are no grade minima or maxima set out against these roles in the organisation charts (they appear as £0 within the chart).

Previous structure and salary information

Child Maintenance and Enforcement Commission organogram in XML format – as at 31 March 2011. Please note, the file above is intended for webmasters and website developers.

Child Maintenance and Enforcement Commission senior salaries and posts – as at 31 March 2011.

Child Maintenance and Enforcement Commission junior staff details - 31 March 2011.