Accredited official statistics

Background quality report: civilian personnel statistics April 2024

Updated 19 June 2024

1. Contact

Responsible statistician: Analysis Civilian Head of Branch

Further information/mailing list: Analysis-Civilian-Enquiries@mod.gov.uk

Background quality report: Background quality report

2. Introduction & Statistical Presentation

The numbers of civilian personnel employed by the Ministry of Defence (MOD) are published on a biannual basis as an Accredited Official Statistic. These data are accompanied by an Official Statistic on Diversity on the MOD page of www.gov.uk.

View the full collection of previously published Background Quality Reports BQR Index.

Biannual Civilian Personnel Report (BCPR)

• Presents the numbers, intake and outflow of all civilian personnel employed by the Ministry of Defence. The published figures are mainly counts of numbers (strengths) and movements (flows) of civilian personnel for a range of categories.
• Accredited Official Statistic.
• Biannual (data as at April and October), published six to eight weeks after reference date to allow product processing.
• Biannual Civilian Personnel Report (BCPR)

The publication was published on a quarterly basis, following a public consultation in 2017 the frequency of the publication moved to a bi-annual basis. For. Publications up to October 2018, issued on quarterly basis can be found at: Quarterly Civilian Personnel Report (QCPR).

In 2017, Analysis Civilian completed a consultation on reducing publication of QCPR from quarterly to twice a year for the following reasons:

• The information could still be provided to internal customers, but published less frequently, reducing the time spent on ministerial submissions and report commentary.
• To ensure best use of resource in a context of tightening resources and high levels of internal demand for analysis to contribute to improvements in the effectiveness and efficiency of the Armed Forces.
• To free up resource to spend on reactive ad hoc analysis to meet our policy customers’ requirements.

Analysis Civilian concluded that this would not have a significant detrimental impact on transparency, accountability or informing public debate, and reduced publication to a bi-annual basis at April and October points. The consultation process was in line with the UK Statistics Authority Code of Practice for Official Statistics and the Civil Service Consultation Principles (2016). Details of the proposed changes and results can be found at: Consultations.

Civilian Personnel Biannual Diversity Dashboard

• Presents figures on diversity declaration and representation of minority groups of civilian personnel employed by MOD Main TLBs of the Ministry of Defence.
• Official Statistic.
• Biannual (data as at April and October) published six to eight weeks after reference date to allow product processing.
• Civilian Personnel Biannual Diversity Dashboard.

Civilian Personnel Categories

The civilian personnel categories presented within the BCPR and the Diversity Dashboard, and wider analysis are as follows:

Civilian Personnel Definition	Included within BCPR	Included within Diversity Dashboard
MOD Main Top Level Budgetary Areas	✔	✔
Navy Command	✔	✔
Army TLB	✔	✔
HQ Air Command	✔	✔
Head Office & Corporate Services	✔	✔
UK Strategic Command	✔	✔
Defence Infrastructure Organisation	✔	✔
Defence Nuclear Organisation	✔	✔
Royal Fleet Auxiliary	✔	☓
Locally engaged civilians	✔	☓
MOD Trading Funds and Executive Agencies	✔	☓
UK Hydrographic Office	✔	☓
Defence Science & Technology Laboratory	✔	☓
Submarine Delivery Agency	✔	☓
Defence Equipment & Support	✔	☓
Defence Electronics Components Agency	✔	☓
Bands/Grades
Civil Service Bands – Grade 6 to AA (Non-Industrials)	✔	✔
Skill Zone 1-4 (Industrials)	✔	✔
Retained Grades (including Analogue grades) and in particular: MOD police	✔	✔
Employment Category
Permanent and casual personnel	✔	✔
Full-time and Part-time personnel	✔	✔
Fixed Term Appointments	✔	✔
Status
Zero Pay	✔	✔
MOD personnel on outward loan paid by ODG	✔	✔
MOD personnel on outward loan paid by MOD	✔	✔
Personnel on secondment including to USAF/NATO/OCCAR/NETMA/FCO	✔	✔
Other
OGD personnel on inward loan paid by OGD	☓	☓
Military personnel in civilian or civilian/military posts	☓	☓
Special Advisors	☓	☓
Contractors	☓	☓
Temporary personnel from employment agencies	☓	☓
Personnel in Non Department Public Bodies (NDPBs)	☓	☓
Non-Executive Directors	☓	☓

The published figures are mainly counts of numbers (strengths) and movements (flows) of civilian personnel for a range of categories.

The strength figures are reported as Full Time Equivalent (FTE). This is preferable to headcount for civilian personnel, as it enables fair comparison with Service figures, where working part-time does not occur, and provides a better indication of the person hours available and salary costs. FTE is calculated from the contractually agreed number of hours worked per week divided by the number of hours per week which constitute full-time for the grade and location (this varies according to whether Industrial or Non-Industrial grade, and whether on the London or National pay scale).

Flows are measured using Headcount as users of the statistics are more interested in monitoring the number of new recruits and departures from the Department, rather than the FTE of these flows, and further, because changes in the working hours of personnel between periods render FTE flows unable to be reconciled with strengths. Diversity representation is also only appropriate to be presented as headcount, as this relates to the number of personnel to whom protected characteristics apply, not to the number of hours per week worked.

Grade structures

Since 1 April 1996 all departments and agencies have had delegated responsibility for the pay and grading of their employees, except for those in the Senior Civil Service (SCS). As of February 2022 following the implementation of the MyHR personnel system, MOD Main TLB elements of the department are again reporting Civil Service wide grade structure.

The civil service-wide grades here are shown against levels broadly equivalent (in terms of pay and job weight) to the former MOD grades.

Civil Service grades	Former MOD grades
SCS – Senior Civil Service	SCS – Senior Civil Service
Grade 6	B1 & equivalents
Grade 7	B2 & equivalents
SEO - Senior Executive Officer	C1 & equivalents
HEO - Higher Executive Officer	C2 & equivalents
EO - Executive Officer	D & equivalents
AO - Administrative Officer	E1 & equivalents
AA - Administrative Assistant	E2 & equivalents

Analysis Civilian report personnel against their equivalence within the broader banded structure; SCS to AA for non-industrials and Skill Zones 1 to 4, Industrial Firemen and Apprentices for Industrial personnel. Broader banded grading applies equivalence for all non-harmonised grade codes. This includes personnel in retained grade structures, (such as lecturers) and personnel employed in analogue grade bands (such as civilian nurses employed against NHS grade codes), who have their own delegated pay schemes outside of the MOD National and London pay scales.

3. Statistical Processing

3.1 Source Data

(a) Data for civilians within MOD Main Top Level Budgetary Areas (TLBs), Defence Equipment & Support Trading Entity (DE&S) and Submarine Delivery Agency (SDA) are derived from the MOD’s MyHR Human Resources System. Prior to February 2022, data was collected from the MOD’s Human Resources Management System (HRMS) before it was replaced with MyHR.

(b) Trading Funds and Executive Agency data come from the validated personnel systems of the individual trading funds and executive agencies.

(c) Royal Fleet Auxiliary (RFA) data are sourced directly from their HR system ‘Magellan’.

(d) Locally engaged civilians (LEC) data are provided by the main budgetary area of the MOD responsible for them.

3.2 Frequency of Data Collection

All data is collected on a monthly basis, except for LEC which is collected on a quarterly basis.

3.3 Data Collection

Data for MOD Main, DE&S and SDA is sourced from MyHR system (previously HRMS prior to February 2022). This is provided by Defence Business Support (DBS), the organisation that owns the data. Equivalent monthly data sets from the Trading Funds and Executive Agencies are provided. These data are processed and stored on a centralised data base system.

Royal Fleet Auxiliary (RFA) data are sourced directly quarterly from their HR system ‘Magellan’ on a data file formatted and uploaded to a data interface tool.

LEC data is held separately on a dedicated excel spreadsheet. This allows it to be combined with MOD Main TLB’s and the DE&S data outputs as well as RFA data, to produce departmental level data at required levels of detail. In the event of data being unavailable, the appropriate figures from the previous quarter point are carried forward as estimates. These estimates are not revised once actual figures become available, as late deliveries of data are typically from small TLBs and the impact is minimal. However, if at a later date validation errors of a substantial impact are revealed, then figures may be revised.

The monthly extracts for civilian strengths, flows and diversity are taken from MyHR on the first calendar day and made available to the production team within 10 working days. The validation and editing takes around one week and production of the statistics and publications a further week. The aim is to publish the BCPR statistics on a biannual basis, within one month of data being made available. Diversity Dashboard statistics are published on a biannual basis, within two months of the data being available.

3.4 Data Validation

Data validation is conducted as part of the acceptance of the monthly extract prior to it being made available to the production team on a custom designed database. More detailed validation is then undertaken on the breakdowns of individual fields (including ethnicity, disability, gender, TLB, grade), and comparisons between the current and previous month’s figures. The consistency of gains, losses and inter-TLB transfers is also checked. Unusual variations are identified and investigated to identify explanations/reasons for the changes. In instances where our investigations detect data issues Analysis Civilian liaise with DBS to correct the data. The validation process focuses on the areas where problems with the data have been detected in the past.

4. Quality Management

4.1 Quality Assurance

The MOD’s quality management process for Official Statistics consists of three elements:

• Regularly monitoring and assessing quality risk via an annual assessment;
• Providing a mechanism for reporting and reviewing revisions/corrections to Official Statistics;
• Ensuring BQRs are publishing alongside reports and are updated regularly.

4.2 Quality Assessment

In the most recent Quality Assessment review in December 2023, Analysis Civilian publications and analysis covered by this BQR were assessed as low quality risk.

5. Relevance

This section looks at the degree to which the statistical product meets user needs in both coverage and content.

5.1 User Needs

The main users of the civilian personnel statistics are Chief of Defence People (CDP) who use these statistics to monitor staffing levels and inform policy. The tables published have been developed in consultation with these customers to ensure they fully meet their needs. The statistics have been used to monitor the reduction in personnel numbers as part of the Strategic Defence and Security Review (SDSR). However, the publications have a multitude of uses by various interested parties, both internally and external to the department.

The Diversity Dashboard meets the Departments obligations under Public Sector Equality Duty to provide information on its workforce in relation to the protected characteristics identified by the Equality Act 2010.

Analysis Civilian has worked closely with customers to ensure the civilian personnel statistics meets their needs. The United Kingdom Statistics Authority has designated that the ‘Biannual Civilian Personnel Report’ as an Accredited Official Statistic (formerly titled National Statistic) in accordance with the Statistics and Registration Service Act 2007 and signifying compliance with the Code of Practice for Official Statistics.

The process of updating a publication to reflect customer and external requirements can incur a delay, due to the need to coordinate with other official stats (e.g. the review of usage of BAME terminology), or adhere to the process of official stats such as consultations to cover revisions to planned publications.

The Cabinet Office publish an annual statistic on all home Civil Service employees, broken down by department including MOD. The data are sourced by all Civil Service organisations via the Annual Civil Service Employment Survey (ACSES). Analysis Civilian provide data via the ACSES for MOD Main and RFA, whilst the remaining Trading Funds and Agencies provide their own data returns separately. The methods in providing data to the ACSES and collating data for the BCPR and Diversity Dashboard serve different purposes and therefore figures may vary. The reports are available at: Civil Service Statistics.

Code of Practice

All figures presented in this publication meet the standards of quality and integrity demanded by the Code of Practice for Official Statistics. Where figures do not meet the standard, they are deleted and shown in the table by a [z].

The process of determining compliance with the Code and designation as Accredited Official Statistic is known as Assessment. Details of this assessment can be found at: Statistics Authority.

The UK Statistics Authority produces the ‘Code of practice for statistics’ which provides producers of official statistics with the detailed practices they must commit to when producing and releasing official statistics. The Code ensures that the statistics published by government serve the public. When producers of official statistics comply with the Code, it gives users of statistics and citizens confidence that published government statistics are of public value, are high quality and are produced by people and organisations that are worthy of trust.

Details can be found at: Code of Practice.

6. Accuracy and Reliability

6.1 Overall Accuracy

For all listed products within this document, methodology documentation has been produced and is updated as necessary, and core products are produced and checked via automated processes, and standardised data sets allowing verification against historic outputs, as well as new data outputs for current periods.

Please see the following accuracy limitations:

• The definition of Defence Science & Technology Laboratory (DSTL) workforce was adjusted at 1 April 2024 to remove Alumni and Zero hours personnel which resulted in the decrease of around 100 employees.
• A data extract error from MyHR meant the methodology for reporting disability status resulted in the under-reporting of those with a disability. The methodology was reviewed and updated for 1 October 2023 which resulted in an increase in the disability representation rate by ~1.5%. Within the Civilian Diversity Dashboard Official Statistic, this has been presented with a time series break.

• Defence Nuclear Organisation (DNO) is a TLB within MOD Main TLB and Submarine Delivery Agency (SDA) is an executive agency of the MOD. Prior to 1 April 2023, the two populations, Defence Nuclear Organisation (DNO) and Submarine Delivery Agency (SDA) are not separately reported in both reports. This is because DNO and SDA were not separately identifiable for the purposes of producing Official Statistics, and as the majority of the population were classified as administrative work for the SDA, DNO and SDA were reported together within ‘Trading Funds and Executive agencies’ as the DNO. From 1 April 2023 onwards, DNO and SDA are presented separately, DNO as a MOD Main TLB and SDA as a Trading Fund and Executive Agency. Within the BCPR, this has been presented with a time series break.

• Grade presented within the BCPR is based upon a person’s substantive grade. In earlier iterations of the BCPR, it was not possible to fully distinguish between paid grade and substantive grade within the data held on previous HR systems (as outlined in previous BQRs). As such, the two fields were one and the same and a label of paid grade was presented. Following a review of the terminology presented within the publication for the April 2023 report, Analysis Civilian updated the labelling of grade to accurately reflect the currently used definitions of paid and substantive grade. Whilst the data presented on grade within the BCPR has not changed, the labelling has been updated from 1 April 2023.

• The Civilian Diversity Dashboard Official Statistics report figures for MOD Main level TLBs only, excluding Trading Funds and Executive Agencies. As explained above, prior to 1 April 2023 approximately 450 individuals working for the DNO were not separately identifiable from SDA in the data for the purposes of producing Official Statistics. Therefore, the diversity characteristics are not reported in the dashboard. From 1 April 2023, DNO is included within the Diversity Dashboard and this has been presented with a time series break.

• With the exception of gender and age, all protected characteristic fields on the HR systems are voluntary fields such as disability status, ethnicity, religion and sexual orientation. Civilian personnel complete these based on their self-perceptions, but are under no obligation to complete these fields. It is not possible for Analysis Civilian to assess the accuracy or consistency of the declarations made by individuals within these fields. The effect of this on any analysis and interpretation is minimal, as any user of diversity information, whether in the MOD, another government department or general population is reporting on the self-declared perception of individuals. As such it is accepted that not only will diversity information change over time for a group of people, it may also legitimately change for an individual and hence variability within these data fields is expected.

6.2 Data Revisions

Data revisions are handled in accordance with the MOD’s Official Statistics Revisions and Corrections Policy

7. Timeliness and Punctuality

7.1 Timeliness

The BCPR is released biannually in mid-May and mid-November, within one month of the data being made available. The Diversity Dashboard is released biannually in late May and late November, within two months of the data being made available. The publication dates ensure data is available and at a suitable level of accuracy and allow sufficient time for processing and producing the report.

7.2 Punctuality

All official statistics reports have been published on time to meet preannounced release dates. A one-year release schedule outlining the following financial year’s publication date is published on the GOV.UK Official Statistics Release Calendar. Future publication dates will also be announced on the UK Statistics Authority hub at least one month in advance.

Transfer from Human Resources Management System (HRMS) to MyHR personnel system:

As of February 2022, due to the change in HR system, assessment work was completed to ensure that all previous analysis and related data outputs produced previously can be produced under the new personnel system. This resulted in delays to the publication of the April 2022 BCPR and Diversity Dashboard reports.

8. Coherence and Compatibility

This section includes the main limitations regarding the coherence and comparability of the Biannual Civilian Personnel Report (BCPR) and the Civilian Personnel Biannual Diversity Dashboard.

The change in HR system from HRMS to MyHR in February 2022 led to some new data categories and resulted in changes to totals and percentages within the Diversity Dashboard. Within the accompanying ODS data sheet, any changes are explained and signified by a time series break indicator. Published values and percentages before and after their break may not be fully comparable.

Structural changes have occurred during the time-series covered by MOD civilian personnel statistics. In some cases, this means that figures are not directly comparable across the whole period. To aid understanding of these changes and how they have impacted upon the figures the detail of these changes is provided here:

• As at 1 April 2024 Defence Electronics and Components Agency (DECA) has been incorporated into the workforce figures for Defence Equipment & Support (DE&S). DECA was formally merged into DE&S at 1 April 2023, however the change was not implemented on departmental HR systems until 1 April 2024.

• As at 1 April 2023, Defence Nuclear Organisation (DNO) and Submarine Delivery Agency (SDA) are presented separately. Prior to 1 April 2023, DNO and SDA were not separately identifiable for the purposes of producing Official Statistics and are therefore reported together within ‘Trading Funds and Executive Agencies’. From 1 April 2023 DNO and SDA are presented separately, DNO within MOD Main TLBs and SDA within ‘Trading Fund and Executive Agencies’. Please see 6.1 for more information.

• As at 1 April 2018 approximately 1,160 posts transferred out of DE&S Trading Entity to form Defence Nuclear Organisation (DNO) as an Executive Agency, additionally approximately 80 personnel within DG Nuclear also transferred to DNO.

• As at 1 April 2018, approximately 400 posts forming the Defence Electronics Components Agency (DECA), previously reported in Head Office & Corporate Services (HO&Cs) within MOD Main TLBs, were reported separately as an Executive Agency, for improved consistency and transparency of data reporting.

• As at 1 April 2020, 650 posts in Head Office & Corporate Services (HO&Cs) covering security vetting in Defence Business Services UKSV were privatised.

9. Accessibility and Clarity

Both the BCPR and the Diversity Dashboard reports are published on the Defence GOV.UK website. Publications are available from 0930 hours on the day of release. 24-hour pre-release access to the report is available to a limited distribution list within the MOD. The full list can be found in the pre-release access list.

From September 2020 in line with the current regulations on accessibility, the BCPR and Diversity Dashboard has been produced in HTML format, with data tables also available in Open Document Spreadsheet (ODS) formats.

Detailed analysis and commentary are provided in the publications and identify some of the notable features of these data. The publications are accompanied by notes explaining the categories and definitions used and the main changes that have impacted the statistics.

The terminology used within the publications are often reviewed, for example following the change in HR system from HRMS to MyHR, and diversity terminology. These have led to a number of changes to descriptive terminology used and have been provided here:

• The term gender is now presented as sex.

• The term White is now presented as white (including white minorities).

• The term BAME is now presented as ethnic minorities (excluding white minorities).

• The term Religion and Faith is now presented as religion or belief.

• The term Non-Christian is now presented as other religion or belief.

• The term Secular is now presented as no religion or belief.

• The term choose not to declare, is now presented as prefer not to say.

• The term Paid Grade is now presented as Substantive Grade.

10. Trade offs between output quality components

The trade-off between timeliness and accuracy/depth of analysis has ensured that the information is made available as soon as possible after the end of the reporting period.

11. Confidentiality and Security

11.1 Confidentiality – Policy

All staff involved in the production process have undertaken the necessary Data Protection Act training and all MOD, Civil Service and data protection regulations are adhered to.

11.2 Confidentiality - Data Treatment

All published outputs are counts of individuals in particular groupings. Disclosure control is applied to statistical or numeric information to safeguard the confidentiality of individuals. ‘Disclosure control’ refers to the efforts made to reduce the risk of disclosure, such as applying statistical methods to protect ‘personally identifiable information’ (PII) in aggregate data tables. These safeguards can take many forms (for example, data suppression, rounding, recoding etc.).

Figures presented in the Civilian Diversity Dashboard were rounded prior to the 1 October 2023 report. Following a review which concluded there was little risk and improved ease of access and accuracy, the decision was taken to unround figures from the 1 October 2023 report onwards. Where figures are lower than five, values have been suppressed to protect identifiable information.

Percentages and related change in percentage points across time periods are calculated from unrounded data and rounded to one decimal place.

Where rounding has been used, totals and sub-totals have been rounded separately and so may not equal the sums of their rounded parts. When rounding to the nearest 10, numbers ending in “5” have been rounded to the nearest multiple of 20 to prevent systematic bias.

An updated MOD Disclosure Control and Rounding policy has been published on GOV.UK and this policy has been applied to MOD civilian personnel statistics. The policy is available at Defence Statistics Policies.

11.3 Security

The data is stored, accessed and analysed using the MOD’s restricted network and IT systems, and the access to raw data is password protected.

Analysis Civilian welcome feedback on this Background Quality Report or any of the statistics mentioned.