Age - SG Core
The data below covers staff working in core Scottish Government directorate generals only. More details can be found in the notes of this publication.
Declaration rates for age group in our internal HR system, recruitment systems and People Survey are 100%, 92.6% and 99.1% respectively. Data on the age group of employees within the SG Core is complete, as this is gathered during the recruitment process once an offer has been accepted.
Workforce composition
Headcounts
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Staff aged between 16 and 29 years old make up 17.6% of the SG Core workforce, compared to 26% of Scotland’s working age population (16 to 65).
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Staff aged 60 years old or older make up 6.3% of the SG Core workforce, compared to 12% of Scotland’s working age population (16 to 65).
The chart below shows the breakdown of the SG Core workforce by age group and either pay band or working pattern (i.e. full-time or part-time). Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The percentage breakdown of Scotland’s working age population by age group is added as a comparison where available.
Figure 1a: Pay band or working pattern by age group - Dec 2022
Part-time staff make up 15.5% of all permanent staff.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 1a: Pay band or working pattern by age group - Dec 2022
Recruitment
37.6% of applications come from applicants aged between 16 and 29 years old dropping to 36.2% of offers accepted.
1.3% of applications come from applicants aged 60 years old or older rising to 1.7% of offers accepted.
The chart below shows the percentage breakdown of the age group of applications to work for the SG Core at each stage of the recruitment process. Applicants applying to multiple jobs are included for each application they make. The percentage breakdown of Scotland’s working age population by age group is added as a comparison where available.
Figure 1b: Recruitment stage reached by age group in 2022
The stages of the recruitment process are explained later in this report
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 1b: Recruitment stage reached by age group in 2022
Turnover
The percentage of joiners in a given age group in 2022 ranges from 1.9% for the 60 and over age group to 38.5% for the 30 to 39 age group.
The percentage of leavers in a given age group in 2022 ranges from 16% for the 60 and over age group to 24.2% for the 30 to 39 age group.
The chart below shows the breakdown of the SG Core workforce, the staff that joined in 2022 and the staff that left in 2022 by age group. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The percentage breakdown of Scotland’s working-age population by age group is added as a comparison where available.
Figure 1c: Joiners and leavers breakdown by age group in 2022
The chart above does not include any movement to, from or between any other Scottish Government organisations.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c], or are not present in a given data source, represented by [x].
Table 1c: Joiners and leavers breakdown by age group in 2022
Staff experiences
The experiences of staff belonging to different age groups are likely to be heavily influenced by pay grade, which is closely connected to age.
Absences
The average number of working days lost to sickness or absences in 2022 ranges from 6.9 for the 16 to 29 age group to 11.5 for the 60 and over age group.
AWDL is a measure of levels of absence that allows for comparison between different groups. A higher AWDL figure indicates a higher rate of days absent among that group, relative to the number of staff in that group and their working pattern.
Figure 1d: Average working days lost by age group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1d: Average working days lost by age group in 2022
Performance
The proportion of an age group achieving a marking of “Highly effective” or “Exceptional” in 2022 ranges from 46.6% for the 16 to 29 age group to 64.1% for the 40 to 49 age group.
Performance is assessed annually in April. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 1e: Performance marking breakdown by age group - 2021-22
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1e: Performance marking breakdown by age group - 2021-22
Substantive promotions
The proportion of an age group being promoted in 2022 ranges from 3.8% for the 60 and over age group to 19% for the 16 to 29 age group.
The chart below shows the percentage breakdown of staff getting a promotion in 2022 by age group. The percentages below are not the success rates of staff that apply for promotion. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 1f: Proportion of staff promoted in 2022 by age group
The “not promoted” group includes the following groups of staff:
- Staff that were unsuccessful in their application for a promotion in 2022.
- Staff who did not apply for a promotion in 2022.
- Staff that achieved a promotion in 2022 but didn’t start their new position until 2023.
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1f: Proportion of staff promoted in 2022 by age group
Temporary promotions
The proportion of an age group on a temporary promotion ranges from 4.2% for the 60 and over age group to 10.3% for the 40 to 49 age group.
The chart below shows the percentage of SG Core staff on a temporary promotion. Percentages may include up (↑) or down (↓) arrows to indicate figures that are significantly higher or lower than the staff average. The staff average includes staff who have not made a declaration.
Figure 1g: Proportion of staff on a temporary promotion on Dec 2022 by age group
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1g: Proportion of staff on a temporary promotion on Dec 2022 by age group
Workforce culture
This publication has been updated to include data from the 2022 People Survey. Results for People Survey 2021 can be found in last year’s publication.
The data below come from the annual Civil Service People Survey and highlight the experiences of staff working in SG Core. The scores below are the percentage of positive responses by respondents indicating they belong to a particular demographic group. Respondents who didn’t answer the question on age group have been removed from these charts and tables, although they are included in the calculation of the total figure.
Some of the percentages in the charts below are followed by arrows indicating the level of statistical significance. These boxes are also colour-coded in various shades of green and red to indicate whether the difference is desirable or not respectively.
Engagement
The chart below shows the percentage of staff who feel engaged with their work in 2022.
Figure 1h: Employee engagement score by age group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1h: Employee engagement score by age group in 2022
Inclusion & fair treatment
The chart below shows the percentage of staff feeling included and that they are treated fairly in 2022.
Figure 1i: Inclusion & fair treatment score by age group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1i: Inclusion & fair treatment score by age group in 2022
Bullying & harassment
The chart below shows the percentage of staff having experienced bullying and/or harassment at work in 2022. Lower percentages are preferred.
Figure 1j: Bullying & harassment score by age group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].
Table 1j: Bullying & harassment score by age group in 2022
Discrimination
The chart below shows the percentage of staff having experienced discrimination at work in 2022. Lower percentages are preferred.
Figure 1k: Discrimination score by age group in 2022
Some cells in the table below might not contain data. These cells have been suppressed for confidentiality purposes, represented by [c].