Trust Wide Publications

Annual Report 2018/19 Annual report cover 2018-19

To read about our achievements during 2018/19, which led to the Trust being rated Outstanding by the Care Quality Commission, please see our Annual Report for 2018-19.

Previous reports:
Annual Report 2017-18
Annual Report 2016-17 
Annual Report 2015-16
Annual Report 2014/15

If you would like a copy of an Annual Report before 2014, please email



Annual Accounts for 2018/19

Our Quality Account 2018-19 covering all services provided by Cambridgeshire Community Services NHS Trust across Bedfordshire, Cambridgeshire, Luton, Peterborough, Norfolk and Suffolk is now available.

Previous Accounts:
Quality Account 2017-18
Quality Account 2016 -17
Quality Account 2015 -16 
Quality Account 2014 -15  

Medicines Formularies

Cambridgeshire Community Services NHS Trust follows the local Clinical Commissioning Groups (CCGs) Medicines Formularies as explained below. 

For the Cambridgeshire and Peterborough areas:  

For the Bedfordshire and Luton areas - click here

For the Norfolk area - click here

Trust Gender Pay Gap Report

You can read the Trust’s Gender Pay Gap Report (2017-2018) here Gender Pay Gap Report 2017-18 (final) The gender pay gap shows the difference in the average pay between all men and women in a workforce. The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value.

In summary, this report shows that in pay bands 3, non-consultant medical and 8b we have a small gender pay gap in favour of men. In bands 9 and consultants roles we have higher gender pay gap in favour of men.

When looking at the relatively small gender pay gap within some higher paid staff, it raises the question of how the overall mean gender pay gap is 32.32% (compared to 30.04% in 2016-17) and it is therefore important to remember that this report is about the gender pay gap not about equal pay gap and that the gender pay gap is mainly attributed to executive level (Band 9 roles) and medical consultants who are the highest paid staff in the Trust. In these roles, there are disproportionately more men than women compared to our overall male to female ratio. This disproportionality, relative to the pay rates for all staff groups means that the gender pay gap figure is enhanced.


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