phsothefacts Pressure Group

Dear Parliamentary and Health Service Ombudsman,

The pay gap at PHSO was recently reported in an article by Margaret Doyle. https://ombudsresearch.org.uk/2018/04/06...

It was found that:

Women’s mean hourly rate is 9.9% lower than men’s
Women’s median hourly rate is 9.8% lower than men’s

"All except the PHSO had a median pay gap lower than the average reported figure of 9.7%, and the Legal Ombudsman has no median pay gap."

"Staff are divided into four groups (quartiles) according to level of pay: top quartile (highest pay), upper middle, lower middle and lower quartile (lowest paid). "

Please, can you provide me with a monthly breakdown for the financial year March 2017 to April 2018 for the following categories?

Top quartile - highest pay.

Overtime payments to men
Overtime payments to women
Bonus payments to men
Bonus payments to women.

Upper Middle

Overtime payments to men
Overtime payments to women
Bonus payments to men
Bonus payments to women.

Lower Middle

Overtime payments to men
Overtime payments to women
Bonus payments to men
Bonus payments to women.

Lower Quartile - lowest paid

Overtime payments to men
Overtime payments to women
Bonus payments to men
Bonus payments to women.

Yours faithfully,

Della Reynolds.

phsothefacts Pressure Group

informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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Dear Della Reynolds  

 

Thank you for your email requesting information held by the Parliamentary
and Health Service Ombudsman. Your request is as follows:

 

The pay gap at PHSO was recently reported in an article by Margaret Doyle.
[1]https://ombudsresearch.org.uk/2018/04/06...

 

It was found that:

 

Women’s mean hourly rate is 9.9% lower than men’s Women’s median hourly
rate is 9.8% lower than men’s

 

"All except the PHSO had a median pay gap lower than the average reported
figure of 9.7%, and the Legal Ombudsman has no median pay gap."

 

"Staff are divided into four groups (quartiles) according to level of pay:
top quartile (highest pay), upper middle, lower middle and lower quartile
(lowest paid). "

 

Please, can you provide me with a monthly breakdown for the financial year
March 2017 to April 2018 for the following categories?

 

Top quartile - highest pay.

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Upper Middle

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Lower Middle

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Lower Quartile - lowest paid

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Your request will be responded to in line with the Freedom of Information
Act 2000. A response will be sent to you on or before 8^th May 2018 in
line with the statutory timeframes set out in the Act.

 

Your sincerely

 

Freedom of Information/Data Protection Team

Parliamentary and Health Service Ombudsman

W: [2]www.ombudsman.org.uk

 

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InformationRights, Parliamentary and Health Service Ombudsman

3 Attachments

Dear Della Reynolds

 

RE: Your information request: FDN - 275165

 

I write in response to your email of 9^th April 2018 in regards to your
request for information held by the Parliamentary and Health Service
Ombudsman (PHSO). Your request has been handled under the Freedom of
Information Act 2000.

 

You have requested the following:

 

The pay gap at PHSO was recently reported in an article by Margaret Doyle.
[1]https://ombudsresearch.org.uk/2018/04/06...

 

It was found that:

 

Women’s mean hourly rate is 9.9% lower than men’s Women’s median hourly
rate is 9.8% lower than men’s

 

"All except the PHSO had a median pay gap lower than the average reported
figure of 9.7%, and the Legal Ombudsman has no median pay gap."

 

"Staff are divided into four groups (quartiles) according to level of pay:
top quartile (highest pay), upper middle, lower middle and lower quartile
(lowest paid). "

 

Please, can you provide me with a monthly breakdown for the financial year
March 2017 to April 2018 for the following categories?

 

Top quartile - highest pay.

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Upper Middle

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Lower Middle

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

 

Lower Quartile - lowest paid

 

Overtime payments to men

Overtime payments to women

Bonus payments to men

Bonus payments to women.

Response

The PHSO do not hold the information you request. The information gathered
for the pay gap reporting was a one-off manual exercise that was collated
on our published snapshot data of 31 March 2017 and did not include
overtime information. We no longer hold the information gathered for this
one-off manual exercise therefore the data published is the extent of what
is held on this matter. You can view the PHSO gender pay gap snapshot data
published on our website via the link below:

[2]https://www.ombudsman.org.uk/about-us/ge...

 

If you believe we have made an error in the way I have processed your
information request, it is open to you to request an internal review.  You
can do this by writing to us by post or by email to
[3][Parliamentary and Health Service Ombudsman request email]. You will need to specify what the
nature of the issue is and we can consider the matter further. Beyond
that, it is open to you to complain to the Information Commissioner’s
Office ([4]www.ico.org.uk).

 

Yours sincerely

 

Freedom of Information/Data Protection Team

Parliamentary and Health Service Ombudsman

W: [5]www.ombudsman.org.uk

 

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phsothefacts Pressure Group

Dear InformationRights,

So you hold no data on overtime pay and bonus pay? Extraordinary. I wonder what the National Audit Office will make of this? How can you claim sound financial management of public funds if you have no record of key payments? This is especially relevant since The Mail on-line revealed that CEO Amanda Campbell received significant bonus payments at the Home Office for meeting deportation targets.

Hugh Ind, the director general of the Immigration Enforcement unit, pocketed up to £10,000 extra in 2016-17. His predecessor Mandie Campbell trousered a similar sum on top of her salary in 2014-15.

Read more: http://www.dailymail.co.uk/news/article-...
Follow us: @MailOnline on Twitter | DailyMail on Facebook

Perhaps she is now 'trousering' more lucrative bonus payments for closing down cases at PHSO? What a murky cesspit you all swim in.

Yours sincerely,
Della Reynolds
phsothefacts Pressure Group

Informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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phsothefacts Pressure Group

Dear Parliamentary and Health Service Ombudsman,

I've sent this message to the NAO today as they have a remit for monitoring public spending. I will post their response in due course.

I have made a FOI request to the Parliamentary and Health Service Ombudsman regarding the payments of overtime and bonus to staff. I have been informed via the Whatdotheyknow site that the Ombudsman keeps no records of bonus or overtime payments. This is extraordinary as they are responsible for spending public money. I would be very grateful if you could look into this matter and report back. You can see the response to my request following this link. https://www.whatdotheyknow.com/request/p...

Yours faithfully,

Della Reynolds

phsothefacts Pressure Group

informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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InformationRights, Parliamentary and Health Service Ombudsman

Dear Ms Reynolds

Thank you for the below email.

We would be grateful if you could clarify if you are requesting an internal review of this request - FDN-275165 or if you have just provided a copy of what you have provided to the National Audit Office for our information?

Your sincerely

Freedom of Information/Data Protection Team
Parliamentary and Health Service Ombudsman
W: www.ombudsman.org.uk

show quoted sections

phsothefacts Pressure Group

Dear InformationRights,

Why not go for the internal review and tick that box, then I can take this to ICO. It is shocking that PHSO keeps no record of public money spent on bonus and overtime payments. I have reported this to the National Audit Office and also intend to bring it to the attention of Bernard Jenkin at PACAC.

Yours sincerely,

Della Reynolds.

phsothefacts Pressure Group

Informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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phsothefacts Pressure Group

Dear Parliamentary and Health Service Ombudsman,

Can you let me know when you will be able to complete your internal review of this request? I am being prompted to complete this request as it is overdue.

Yours faithfully,

Della Reynolds

phsothefacts Pressure Group

informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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3 Attachments

Dear Ms Reynolds,

 

Internal Review of Freedom of Information Request (FDN-275165)

 

I have considered your previous correspondence including your request for
an internal review of our response to you.

 

Internal Review Response

 

Timeliness of response:

 

The response to your request was provided on 1^st May 2018. The response
within the 20 working days stipulated by section 10(1) Freedom of
Information Act.

 

Information Provided:

 

Further to your information request on overtime pay and bonuses for the
financial year 2017/2018, it was not possible to provide the information
requested in your original request due to our current policy on
performance related pay and to our outsourced payroll arrangements and
service contract.

 

To assist, I have set out the information that we hold with regard to
bonuses and overtime below:

 

 1. No bonuses were paid in 2017/18 other than in relation to our
performance related pay policy. Our current policy requires us to
reward performance, as measured at year end, with set percentage
increases to basic pay for the future year. On this basis, for the
majority of staff, their performance related reward for 2016/17 is
shown as basic salary in 2017/18 and therefore included in the gender
pay reporting data as salary, not bonus. In a small number of cases
where staff were already at the top of their pay range, a
non-consolidated payment was made in August 2017, relating to their
performance in 2016/17. I can advise that PHSO holds information on
the number and amounts of such payments made in 2017/18. If you
require this information please let us know and we will process that
request.

 

 2. PHSO outsource our payroll processing to a third party provider. Under
this service contract PHSO do not require the provider to report
overtime paid at an individual level. Consequently PHSO only hold data
on overtime hours worked. The service contract allows for overtime to
be paid based on hours worked at an individual level. As a result PHSO
submit to the payroll provider a monthly schedule of hours worked and
the provider processes this information to calculate and pay staff
based on hours worked and hourly rate. Individuals are informed of
overtime pay in their monthly payslip and PHSO is provided with
summary pay information at a corporate level. PHSO does not hold
information on individual’s overtime pay.

 

Conclusion

 

For the reasons set out above, I partly uphold your complaint. It was not
possible to provide you the information requested for the reasons set out
in our response, however we failed in our duty under s16 FOIA to provide
advice and assistance by providing an explanation of what information we
do hold.

 

If you remain unhappy with our response, it is open to you to complain to
the Information Commissioner’s Office ([1]www.ico.org.uk).

 

Yours sincerely,

 

 

 

 

Andrew Martin

Freedom Of Information/Data Protection Manager

Parliamentary and Health Service Ombudsman

W: [2]www.ombudsman.org.uk

 

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phsothefacts Pressure Group

Dear InformationRights,

thank you for the further information regarding overtime and bonus pay at PHSO.

1. Further to your information request on overtime pay and bonuses for the
financial year 2017/2018, it was not possible to provide the information
requested in your original request due to our current policy on
performance related pay and to our outsourced payroll arrangements and
service contract.

Can you send me a copy of your current policy on performance related pay and give me the name of the outsourced company used for PHSO payroll arrangements?

I would also like to see the annual costs for outsourcing payroll arrangements to a private company for the year 2017/18 and previous years if available.

2. No bonuses were paid in 2017/18 other than in relation to our performance related pay policy. Our current policy requires us to reward performance, as measured at year end, with set percentage increases to basic pay for the future year.

Can you provide me with the 'set percentage increases' used to determine bonus pay for 2017/18.

3. In a small number of cases where staff were already at the top of their pay range, a non-consolidated payment was made in August 2017, relating to their performance in 2016/17. I can advise that PHSO holds information on the number and amounts of such payments made in 2017/18. If you require this information please let us know and we will process that request.

Please provide information on the number and amounts of non-consolidated payments made to staff at the top of their pay range for 2017/18.

4. PHSO outsource our payroll processing to a third party provider. Under this service contract PHSO do not require the provider to report overtime paid at an individual level. Consequently PHSO only hold data
on overtime hours worked.

Please provide the data on overtime hours worked broken down into months for 2017/18.

5. Individuals are informed of overtime pay in their monthly payslip and PHSO is provided with summary pay information at a corporate level. PHSO does not hold information on individual’s overtime pay.

Please provide the summary pay information which is shared at a corporate level in the same format that it is provided to the corporate team.

Thank you for partly upholding my complaint and for the further information provided.

Yours sincerely,

Della Reynolds

phsothefacts Pressure Group

Informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman


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Dear Della Reynolds,

 

RE: Your information request – R0000068

 

Thank you for your email dated 14 June 2018. We are writing to acknowledge
receipt of your request for information held by the Parliamentary and
Health Service Ombudsman (PHSO).

 

In accordance with the statutory timeframe set out in the Freedom of
Information Act 2000, a response will be sent to you by 12 July 2018. This
is 20 working days from the date of your initial request to us.

 

If you have any queries regarding your information request in the meantime
please do not hesitate to contact us at
[1][Parliamentary and Health Service Ombudsman request email]

 

Yours sincerely,

 

Freedom Of Information/Data Protection Team

Parliamentary and Health Service Ombudsman

E: [2][Parliamentary and Health Service Ombudsman request email]

W: [3]www.ombudsman.org.uk

 

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Watch our short animation to find out how we deal with complaints

 

 

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Jt Oakley left an annotation ()

The PHSO pressure group might like to keep an eye on this request:

https://www.whatdotheyknow.com/request/t...

Apparently the PHSO determines that metadata and data are the same.

It might be of use to anyone making future requests to the PHSO, to be able to understand and describe the difference- in plain terms - to make their request accurate, so that the PHSO does not confuse the two.

phsothefacts Pressure Group left an annotation ()

Thanks for the link. Will keep an eye on that. Always a good idea to avoid confusion where PHSO is concerned.

Jt Oakley left an annotation ()

The metadata is worth asking for - as its the facts and figures bit (behind the files).
of SAR.

Organisations dont like providing it and ...often ‘ forget’ to.
But the ICO always does, on request.

===
The PHSO seems to have got worse btw.

I honestly didn’t think it possible.

InformationRights, Parliamentary and Health Service Ombudsman

1 Attachment

Dear Ms Reynolds,

 

Request for information under the Freedom of Information Act 2000

 

Further to your request for disclosure of information under the provisions
of the above Act, we are now in a position to respond. Please accept our
apologies for the delay in responding to you.

 

Can you send me a copy of your current policy on performance related pay
and give me the name of the outsourced company used for PHSO payroll
arrangements?

 

Our current policy on performance related pay is attached. However this
policy in relation to performance related pay has been suspended as it is
currently being reviewed, payments for the 2017/18 performance year are
based on an equal cash share of the performance related pay budget for all
staff in scope subject to satisfactory performance. The outsourced
company that provides our payroll services is CGI HR Solutions, KT22 7LP.

 

I would also like to see the annual costs for outsourcing payroll
arrangements to a private company for the year 2017/18 and previous years
if available.

 

In 2017/18 we spent £32,741 with CGI to provide payroll services. This
figure was £37,603 in 2016/17.

 

Can you provide me with the 'set percentage increases' used to determine
bonus pay for 2017/18.

 

Performance payments made for 2016/17 performance and paid in August 2017
were paid at 1% as a cost of living increase for all and an additional 5%
depending on performance.

 

Please provide information on the number and amounts of non-consolidated
payments made to staff at the top of their pay range for 2017/18.

 

84 non consolidated payments were made in August 2017 at a cost of
£110,607.

 

Please provide the data on overtime hours worked broken down into months
for 2017/18.

 

2,721 overtime hours were worked in 2017/18. We do not hold the data
broken down into months.

 

Please provide the summary pay information which is shared at a corporate
level in the same format that it is provided to the corporate team.

 

£77,261 was paid as overtime for 2017/18. PHSO Executive Team is provided
with overtime information in this format. Summary pay information is
provided to the corporate team as below.

 

 

     
PHSO 2017/18   Actual  
Budgetary
Control   Outturn  
Full Year    
    £  
Pay Spend      
     
Operations and
Investigations   15,308,093  
External
Affairs and
Strategy   1,682,375  
Corporate
Services   3,906,433  
Executive
Office   461,852  
TOTAL PAY
SPEND   21,358,753  
       

 

 

We hope that this information is useful. If you believe we have made an
error in the way we have processed your information request, it is open to
you to request an internal review.  You can do this by writing to us by
post or by email to [1][Parliamentary and Health Service Ombudsman request email]. 

 

You will need to specify what the nature of the issue is and we can
consider the matter further. Beyond that, it is open to you to complain to
the Information Commissioner’s Office:

 

Wycliffe House

Water Lane

Wilmslow

Cheshire

SK9 5AF

 

Tel:                   01625 545700

Email:               [2][email address]

Website:           [3]http://www.ico.org.uk

 

Your request will now be closed as of this date.

 

Yours sincerely,

 

 

Freedom Of Information/Data Protection Team

Parliamentary and Health Service Ombudsman

W: [4]www.ombudsman.org.uk

 

 

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phsothefacts Pressure Group

Dear InformationRights,

I am not convinced that PHSO does not hold the overtime hours worked as a monthly record. Overtime is paid monthly so the hours collated by PHSO and passed to the external contractor must be stored in a monthly format. I have a right to see that information as it refers to the spending of public money and is not 'personal' data.

I am therefore requesting once again to see the data which is held by PHSO on monthly overtime hours worked for 2017/18.

It would not be possible for PHSO to evaluate consistency of performance without storing data on overtime and bonus payments on a monthly basis. How would it be possible for a line-manager to detect a change in performance either for the better or for the detriment if no monthly record is kept?

I will give PHSO one more chance to deliver the bonus and overtime payments broken down into monthly figures for 2017/18.

Yours sincerely,

Della Reynolds

phsothefacts Pressure Group

Informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman

Thank you for contacting the Parliamentary and Health Service Ombudsman’s (PHSO) Freedom of Information and Data Protection Team. This is to confirm we have received your request.
If you have made a request for information under the Freedom of Information Act 2000 or Environment Information Regulations 2004, we will respond to your request within 20 working days in accordance with the statutory time frames set out in both Acts.
If you have made a request for personal information held by the PHSO, your request will be processed as a Subject Access Request under the provisions of the Data Protection Act 2018 and will be responded to within one calendar month in accordance with the statutory time frame set out in the Act.
We may contact you before this time if we require further clarification or if we need to extend the time required to complete your request.
For Subject Access Requests, we will send any personal information via secure email, unless you instruct us differently. To access the information on the email we send, you will need to sign up to our secure email service. Details can be found on our website using the link below:
www.ombudsman.org.uk/about-us/being-open...
If you require us to post your personal information to you instead you will need to inform us of this and confirm your current address as soon as possible.

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Jt Oakley left an annotation ()

Bizarrae. The alternative is the the PHSO hasn’t a clue as to how it’s spending public money.
Fancy admitting that.

Jt Oakley left an annotation ()

Bizarre. The alternative is the the PHSO hasn’t a clue as to how it’s spending public money.
Fancy admitting that.

phsothefacts Pressure Group left an annotation ()

Bizarre indeed. It is just not credible that PHSO is not holding this data.

Jt Oakley left an annotation ()

Supposing the auditor wants to know.

What do they say? ...as it’s public money.

We don’t keep these sort of financial records?

Plus I don’t see much S16 help towards fulfilling your request.

Which really annoys courts - as the assumption of S16 must be at the point of request.

Not £10k later.

Jt Oakley left an annotation ()

If they are saying that the quoted information was by ‘snapshot’ - it must have been on record for them to ‘snap’

It can’t be that the PHSO just have this one snap-worthy piece of data on file - for the singular purpose of ‘snapping’.

There logically must be more.

phsothefacts Pressure Group left an annotation ()

There logically must be more or how did they create their table of findings? The pay gap data was released on 31st March and my request was just days later on 9th April yet all the data had by this time disappeared. Some serious questions need to be asked here.

Jt Oakley left an annotation ()

It may be the FORM in which they are held which does not dovetail with your request.

But, nevertheless, the PHSO should be giving you advice as to how you can obtain the data that you require, as you have spelt out what it is.

InformationRights, Parliamentary and Health Service Ombudsman

3 Attachments

Dear Ms Reynolds,

 

Request for information under the Freedom of Information Act 2000

 

Further to your email dated 24^th July, in which you request the
disclosure of information under the provisions of the above Act, we are
now in a position to respond.

 

Overtime payments are managed by our outsourced provider. We provide hours
worked to the provider who then calculates pay at an individual level for
payroll purposes. We then receive financial information based on total pay
(not separated between base and overtime).

 

In order to provide overtime hours worked on a monthly basis we would need
to manually trawl our monthly returns to the payroll provider (over 400
records per month). This would mean assessing approximately 5,000 records
showing hours worked. To collate this information would incur a commitment
of resources in excess of the limit of £450 set by the Freedom of
Information and Data Protection (Appropriate Limit and Fees) Regulations
2004 (SI No. 3244 of 2004), which equates to 18 hours of work. Section
12(1) of the Freedom of Information Act provides that a public authority
is not obliged to comply with a request where to do so would exceed such a
limit.

 

If you believe we have made an error in the way we have processed your
request, it is open to you to request an internal review. You can do this
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Jt Oakley left an annotation ()

-PHSO says off to the ICO then.

——

A warning...

Complaints against the ICO are monitored by the PHSO, so it’s really not worth bothering.

The ICO almost always upholds the PHSO’s side. Even if it’s a solid, logical complaint.

It has the remit to investigate a PHSO complainant’s evidence ..... but just seems to AVOID a proper investigation of this organisation - which, of course, has the superior power to investigate it.

=

However, justice can be obtained if you are determined enough...

If may be able to chase the complaint all the way to court.

Which, as far as I can see, is not biased -as it deals with matters of law and NOT personal opinions of the employees of these two seemingly ‘chummy’ organisations.

So I would assume that the ICO would find that the PHSO must be telling the truth about the non-existence of this data.

==

As you might recall, I took my case to court, after a long trawl and much hard work through the travesty of this complaints PHSO /ICO system,.

The PHSO had told the ICO that it didn’t have the ‘remit’ to check my evidence in an effort to get the ICO to ignore the compelling evidence within. ( Basically to push off.)

It was successful in doing so, as the ICO decision went against me.

The PHSO’s next step was to withhold the evidence that it was quoting in its defence from me.
But not the ICO, or the court - so that I was at a disadvantage in arguing my case that the PHSO had misinformed the ICO.

As far as I can see, this is illegal, as when I complained the ICO lawyer told the PHSO to hand it over.

So be aware that the PHSO has used this tactic - and may use it again.

==

The Tribunal court upheld my case anyway.

It was obvious that the PHSO was in the wring and it took less than 10 minutes for the panel to decide.

-
So if you decide to take this FOIA to the ICO be aware that these are seemingly two friendly interdependent organisations and check all the communications between them .

As you will know, you can get the data on the way that the ICO handles your case via your ICO SAR to present to the court, should it come to that.

And check that the ICO follows its remit to investigate a complaint against the PHSO ....and it isn’t being BULLIED out of a fair assement of your case.

Good luck.

phsothefacts Pressure Group

Dear InformationRights,

It is rather odd that PHSO state that they have no record of overtime or bonus payments - just total pay calculated by an external body. How can PHSO monitor for fraud?

I have been provided with the following information which reveals that fraud is not only occurring at PHSO but is being encouraged by senior management.

As a last resort, we are writing to you as management are ignoring serious fraud issues and are actually promoting it. We hope you can apply pressure by asking for relevant info relating to the fraud and by highlighting it to parliament.

In the last financial year (2017/18) PHSO has underspent. The issue with underspending is that previous year spending is used to calculate how much funding PHSO gets for the next year. This caused management in PHSO to panic. As a result, they promoted overtime close to the year-end (last two weeks has seen the biggest overtime promotion). Frontline staff were encouraged to claim overtime. The overtime rate for caseworkers was £45 an hour plus a bonus for doing 3.5 hours or more. That rate for a public sector organisation is criminal. In addition to this crazy overtime rate, staff were actually told to claim overtime even though they did not work. Staff were encouraged to fudge their timesheets. That is a fraud. I am sure that is illegal and can no longer watch this type of thing happening. Managers and staff in the operations team openly over claim in their time sheet to do reduced hours of work and to take extra time off in lieu, but this is taking this issue to another level.
The issues are:

- The overtime rate paid to operational staff and managers were a lot higher than anything that can be justified by any public sector organisation
- Staff were told by managers to fraudulently claim for overtime even though they did not work. This can clearly be seen by scanning the IT system to see who actually claimed but was not logged on
- Staff and managers openly talk about this. All the people in the quality team were asked to fill in over time and many operational teams were asked to do the same - even though they did not work
- Senior Managers promoted the behaviour and are ultimately accountable

This part is particularly relevant as it demonstrates that PHSO can identify who claimed overtime and who was logged on using their own IT systems - as you would expect.

- Staff were told by managers to fraudulently claim for overtime even though they did not work. This can clearly be seen by scanning the IT system to see who actually claimed but was not logged on

I will now take this to the National Audit Office and inform Bernard Jenkin and PACAC who are evidently keen to see that money is well-spent at PHSO under Mr Behrens.

Yours sincerely,

Della Reynolds

phsothefacts Pressure Group

Informationrights@ombudsman.org.uk, Parliamentary and Health Service Ombudsman

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Jt Oakley left an annotation ()

End of year fiddling is standard practice, to keep next years’ income high, for a lot of public organisations.

Look also for sudden purchases of equipment. - examples ipads etc.

phsothefacts Pressure Group left an annotation ()

End of year fiddling is quite likely widespread but it is still fraud.