asked leaders within the Insight Bristol team to outline who was involved in the development of each element, how much of their time they were working on the element, and what ‘grade’ they were on the Bristol pay scale for the respective years.  The salaries outlined in the 2021/22 pay grades are not inclusive of pension contributions and other associated oncosts such as national insurance contributions. The 2017/18 copy does include this, and on average these oncosts amount to a 33% addition to the published salary. Where applicable, we have therefore increased the salary costs for each individual by 33% to reflect these costs to the organisation.  As we do not know at which spinal point in the pay band an individual sits, we have taken each individual to be at the middle of their respective pay bands. Caveats in respect of costings:  Many of these systems were first developed as early as 2015. As such it has been difficult to locate and gain access to reliable, historic financial information. We have therefore had to rely on the memory of individuals as to how much was spent on some of the earlier developed elements.  Many of these systems were developed by individuals as a part of wider roles; staff within the Insight Bristol team do not complete time sheets allocating their time to individual projects/products, so time spent by staff on any element has been estimated by the developers and managers within the Insight team.  It is incredibly difficult to ascertain the time spent by individuals outside of the immediate team that was crucial for development of the various tools. For example, each tool is underpinned by a rigorous information governance approach which has been developed iteratively through engagement across the Insight Team, the LA’s Information Gov