House of Commons Hansard Written Answers for 21 Feb 2000 (pt 29)

Departmental Staff

Caroline Flint: To ask the Secretary of State for Culture, Media and Sport what child care provision was made available in the financial year 1998-99 for use by (i) his departmental staff and (ii) employees of executive agencies under the control of his Department; what was the cost to parents of this child care; and how many parents used the facilities. [108837]

Mr. Chris Smith: I refer my hon. Friend to the reply given by my hon. Friend the Parliamentary Secretary, Cabinet Office on 15 February 2000, Official Report, column 518W.

21 Feb 2000 : Column: 794W

The following table shows the type of child care provision in my Department and the Royal Parks Agency; the number of parents who used it; and the cost to parents:

Type of provision Number of parents using child care Cost to parents £

Department for Culture, Media & Sport:

Nursery 1 1,360

Holiday playscheme 5 607

Royal Parks Agency:

Nil 0 0

Type of provision	Number of parents using child care	Cost to parents £
	Department for Culture, Media & Sport:
Nursery	1	1,360
Holiday playscheme	5	607

Royal Parks Agency:
Nil	0	0

Caroline Flint: To ask the Secretary of State for Culture, Media and Sport in each of the last five years, what proportion of women employees in (i) his Department and (ii) executive agencies under the control of his Department (a) returned to work after childbirth, (b) returned to work after childbirth before the end of maternity leave, indicating the (1) time-range and (2) mean time, (c) returned to work after childbirth on reduced working hours, indicating the average hours worked and (d) returned to work after childbirth full-time and subsequently reduced their hours. [108972]

Mr. Chris Smith: Details of maternity returners for my Department and the Royal Parks Agency are as set out.

(i) Department for Culture, Media & Sport

Proportion of women employees: 1999 1998 1997 1996 1995

(a) Returned to work after childbirth 8 5 2 1 1

(b) Returned to work after childbirth before end of maternity leave 7 3 0 1 2

1. Time range (in weeks) 18-44 27-43 -- 18 36-47

2. Mean time (in weeks) 27 32 -- 18 41

(c) Returned to work after childbirth on reduced working hours 5 3 2 0 1

(Average hours worked per week) (21.2) (22.2) (26.8) -- (21.6)

(d) Returned to work after childbirth full-time and subsequently reduced their hours 0 1 0 0 0

Proportion of women employees:	1999	1998	1997	1996	1995
(a) Returned to work after childbirth	8	5	2	1	1
(b) Returned to work after childbirth before end of maternity leave	7	3	0	1	2
1. Time range (in weeks)	18-44	27-43	--	18	36-47
2. Mean time (in weeks)	27	32	--	18	41
(c) Returned to work after childbirth on reduced working hours	5	3	2	0	1
(Average hours worked per week)	(21.2)	(22.2)	(26.8)	--	(21.6)
(d) Returned to work after childbirth full-time and subsequently reduced their hours	0	1	0	0	0

21 Feb 2000 : Column: 795W

(ii) Royal Parks Agency

Proportion of women employees: 1999 1998 1997 1996 1995

(a) Returned to work after childbirth 3 0 1 1 0

(b) Returned to work after childbirth before end of maternity leave 0 0 0 0 0

(c) Returned to work after childbirth on reduced working hours 3 0 0 1 0

(Average hours worked per week) (18) -- -- (18) --

(d) Returned to work after childbirth full-time and subsequently reduced their hours 0 0 0 0 0

Proportion of women employees:	1999	1998	1997	1996	1995
(a) Returned to work after childbirth	3	0	1	1	0
(b) Returned to work after childbirth before end of maternity leave	0	0	0	0	0
(c) Returned to work after childbirth on reduced working hours	3	0	0	1	0
(Average hours worked per week)	(18)	--	--	(18)	--
(d) Returned to work after childbirth full-time and subsequently reduced their hours	0	0	0	0	0

21 Feb 2000 : Column: 795W

Caroline Flint: To ask the Secretary of State for Culture, Media and Sport what provisions are made available to (i) departmental staff and (ii) employees of executive agencies under the control of his Department, for (a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts, (k) annual hours

21 Feb 2000 : Column: 796W

contract, (l) child care allowances, (m) careers' leave and (n) career break schemes; and what criteria are used to judge eligibility in each case. [108844]

Mr. Chris Smith: Within my Department and the Royal Parks Agency the following provisions are currently available (unless indicated [in italics], the Park's provisions and criteria are the same as those for my Department).

21 Feb 2000 : Column: 795W

Scheme/Provision Eligibility criteria

(a) Maternity leave

DCMS scheme Must be permanent or Fixed Term Contract (FTC) with Civil Service for two or more years. Also completed one year's service and be in paid service when maternity leave starts. Must agree for minimum of one calendar month

Paid Maternity Leave--18 weeks

Unpaid Maternity Leave--34 weeks

If not eligible for DCMS scheme, Statutory leave for 18 weeks Statutory requirements

(b) Maternity pay

DCMS scheme As DCMS maternity leave above

Full pay for 18 weeks

If not eligible for DCMS scheme, Statutory Maternity Pay 6 weeks at higher rate (90% of salary) plus 12 weeks at lower rate Statutory requirements

(c) Paternity leave

Seven days All male Civil Servants, but temporary appointments of less than one year are excluded

(d) Parental leave

Three months unpaid leave (but will take account of special paid leave taken in connection with parental responsibilities) After one year's service

(e) Flexible working hours

Formal flexible working hours are available to staff Formal flexible working hours are available to all staff at grades D, C and B. Higher grades can agree to work flexi hours with their line manager

Core time:

Start 07.30-10.00 hours

Work 10.00-12.00 hours

Lunch 12.00-14.00 hours

Work 14.00-16.00 hours

Finish 16.00-19.00 hours

Formal scheme requires a minimum of half hours lunch break. Carry forward up to two days credit and one and half days deficit. Can take maximum of two flexi days leave in four weekly period.

Parks--some staff have reserved rights, but it is not generally possible in park offices, where cover is required until 5pm to comply with the Visitor's Charter. However, staggered working hours are worked as an acceptable system for managing start and finish times.

(f) Part-time work

Available to all staff, but subject to operational needs All permanent DCMS staff

(g) Job sharing

Available to all staff, but subject to operational needs All permanent DCMS staff

(h) Leave to care for sick children

Paid leave up to 10 days in one year at line manager's discretion. Unpaid leave on ad hoc basis. Depends on the applicant having the right personal qualities and skills together with the availability of suitable work

Parks--special leave with pay may be granted to deal with short-term domestic problems, including care of a sick child

(i) Home working

Available on an ad hoc basis Depends on the applicant having the right personal qualities and skills together with the availability of suitable work

Parks--nothing in place at present.

(j) Term-time contracts

Would consider if required

Parks--possibility exists, subject to operational needs

(k) Annual hours contracts

Would consider if required

(l) Child care allowance

None available, but 50 per cent. of child care costs met through the DCMS schemes (one nursery place and holiday playscheme)

Parks--the Agency does not currently pay child care allowances, but would link into DCMS schemes if their staff requested

(m) Careers' leave

Unpaid special leave--line managers authorise up to 20 working days (but up to 40 working days for visiting relatives overseas). All permanent/loan staff and FTC of two or more years. Must have completed probation, have a satisfactory attendance, conduct and performance record

Personnel authorise all other requests for unpaid leave over 21 days.

(n) Career break schemes

Up to five years unpaid leave to All permanent DCMS staff.

i) cope with domestic responsibilities,

ii) undertake external studies which could benefit long term development, or

iii) to gain wider/external career experience

Scheme/Provision	Eligibility criteria
(a) Maternity leave
DCMS scheme	Must be permanent or Fixed Term Contract (FTC) with Civil Service for two or more years. Also completed one year's service and be in paid service when maternity leave starts. Must agree for minimum of one calendar month
Paid Maternity Leave--18 weeks
Unpaid Maternity Leave--34 weeks
If not eligible for DCMS scheme, Statutory leave for 18 weeks	Statutory requirements

(b) Maternity pay
DCMS scheme	As DCMS maternity leave above
Full pay for 18 weeks
If not eligible for DCMS scheme, Statutory Maternity Pay 6 weeks at higher rate (90% of salary) plus 12 weeks at lower rate	Statutory requirements

(c) Paternity leave
Seven days	All male Civil Servants, but temporary appointments of less than one year are excluded

(d) Parental leave
Three months unpaid leave (but will take account of special paid leave taken in connection with parental responsibilities)	After one year's service

(e) Flexible working hours
Formal flexible working hours are available to staff	Formal flexible working hours are available to all staff at grades D, C and B. Higher grades can agree to work flexi hours with their line manager
Core time:
Start 07.30-10.00 hours
Work 10.00-12.00 hours
Lunch 12.00-14.00 hours
Work 14.00-16.00 hours
Finish 16.00-19.00 hours
Formal scheme requires a minimum of half hours lunch break. Carry forward up to two days credit and one and half days deficit. Can take maximum of two flexi days leave in four weekly period.
Parks--some staff have reserved rights, but it is not generally possible in park offices, where cover is required until 5pm to comply with the Visitor's Charter. However, staggered working hours are worked as an acceptable system for managing start and finish times.
(f) Part-time work
Available to all staff, but subject to operational needs	All permanent DCMS staff

(g) Job sharing
Available to all staff, but subject to operational needs	All permanent DCMS staff

(h) Leave to care for sick children
Paid leave up to 10 days in one year at line manager's discretion. Unpaid leave on ad hoc basis.	Depends on the applicant having the right personal qualities and skills together with the availability of suitable work
Parks--special leave with pay may be granted to deal with short-term domestic problems, including care of a sick child

(i) Home working
Available on an ad hoc basis	Depends on the applicant having the right personal qualities and skills together with the availability of suitable work
Parks--nothing in place at present.

(j) Term-time contracts
Would consider if required
Parks--possibility exists, subject to operational needs

(k) Annual hours contracts
Would consider if required

(l) Child care allowance
None available, but 50 per cent. of child care costs met through the DCMS schemes (one nursery place and holiday playscheme)
Parks--the Agency does not currently pay child care allowances, but would link into DCMS schemes if their staff requested

(m) Careers' leave
Unpaid special leave--line managers authorise up to 20 working days (but up to 40 working days for visiting relatives overseas).	All permanent/loan staff and FTC of two or more years. Must have completed probation, have a satisfactory attendance, conduct and performance record
Personnel authorise all other requests for unpaid leave over 21 days.

(n) Career break schemes
Up to five years unpaid leave to	All permanent DCMS staff.
i) cope with domestic responsibilities,
ii) undertake external studies which could benefit long term development, or
iii) to gain wider/external career experience

21 Feb 2000 : Column: 797W

Mr. Cox: To ask the Secretary of State for Culture, Media and Sport how many senior civil servants from an ethnic minority background are employed in his Department; and how many of them are (a) men and (b) women. [110682]

Mr. Chris Smith: As at 1 April 1999, 55 members of the senior civil service were from an ethnic minority background (1.7 per cent.)

Information on ethnic origin in the civil service is collected on the understanding that it will be treated on a confidential basis. To protect the privacy of individual members of staff we do not disclose data relating to fewer than five people.

My Department has fewer than five people of ethnic minority background in the senior civil service.

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