16. To help us improve GOV.UK, wed like to know more about your visit today. . The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. Table 10 addresses the key feedback. Our comparators include policing, the UK Intelligence Community and the Civil Service. The current expected attrition for 2020-2021 is 7.5%. National Crime Agency | Civil Service Careers There are many different areas that we need to apply our budgets organisationally, including infrastructure and people, and it is a fine balance to manage total investment. 30. The NCA is proposing a higher uplift at grade 6 as a result of this. As noted in chapter 1, for an award above 3% IRC, the Agency Board would need to make choices to reallocate funding from elsewhere. This data has been collected from October 2020 to November 2021. Table 4 shows there is still a way to go to achieve comparability across all grades when comparing the NCA median with the policing equivalent. When consider what officers liked the most about working for the NCA, their team and relationships came out top, with their role and the opportunity to work on SOC also featuring highly. Evidence identified Wilson approaching more than 5,000 children globally. A request from the NCARRB as part of their seventh report in 2021, and from officers feedback, is to set out how pay works in the NCA as part of our annual submission. 1. Our one year approach is based on a number of factors, including the timing of our business planning, which has immediately followed the settlement review, and the view that a re-assessment of our strategy will take time to complete effectively. Business Support Officer - Investigations - National Crime Agency Inter-operability across all areas is important for driving a holistic approach. B)Investing in capability-based pay (through spot rates). The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. Table 8: NCA People Plan and progress made in 2021. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. Many of our hard to fill roles are situated in this geographical area, and we continue to face acute recruitment pressures here. Improved gender pay gap 2017 was mean of 11.6% and median of 16.2% which compared to 2020 was a mean of 11.74% and median of 11.18%. 68. Table 20: Spot rate eligibility by gender. The People Survey headlines can be found at table 9. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. As with the spot rate framework, the number of BAME officers at Grade 1 is low, with BAME officers on the whole being at the lower end of the grade pay range. We are targeting increases at grades 3 and 5, with a focus on grade 3 to increase the attractiveness of the offer as well as align with policing comparators, and grade 5 as data suggests this is the area of highest attrition. Though, the NCA operate as one workforce, so there is consensus that both parts of the process should cover the entire pay award to ensure it is fair and equitable. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. The proposals at chapter 3 will enable us to make some progress in the delivery of this strategy, through continuing to extend and invest in capability-based pay, shortening our pay ranges and addressing some anomalies in South-East allowances. SOC affects more UK citizens, more often, than any other national security threat, and is estimated to cost the UK economy at least 37 billion a year, with this cost increasing annually. The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. The NCA became operational in October 2013. Roles based in Chelmsford/Stevenage will receive an additional. This helped us to deploy resource where it is needed. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. Officers are satisfied with the level of support received from managers and team members, and that they are encouraged to come up with new and innovative ideas. The Agency forecast that this proposal will have a positive impact on diversity outcomes, including a reduction of the gender pay gap through reducing the length of the pay ranges and applying targeted uplifts to the lowest earners. We need to invest further in our capability-based framework, and keep pace with our comparators. Based on the policing submission for this year, it is predicted that the gap at grade 4 and 5 will reduce by some margin, however there is more to do to close the gap in future years. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. 59. National Crime Agency salaries: How much does National Crime - Indeed In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. Although we have made progress, the average length of our standard pay range is 25%. These examples demonstrate the complex nature of the work that we lead. 12.It is important to note that the above processes cover officers in delegated grades (Grade 1-6), and Senior Civil Service pay is governed centrally through government, with the Senior Salaries Review Body (SSRB). This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. There are a complex set of stakeholders and sign-off points throughout this process. . The below table shows which spot rate value our officers currently are on as of 1st January 2022. 27% of roles within the command have powers. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. The average The National Crime Agency salary ranges from approximately 32,127 per year for an Officer to 50,091 per year for an Investigations Manager. 64. Whilst we are tailoring future recruitment to target these roles, it is important that we continue to apply capability-based pay, and address anomalies in location allowances in the South-East, as our data suggests that applying reform is having a positive impact. It also draws out our pay challenges and the areas we are able to address this year. The 2021 National Strategic Assessment concluded that the threat to the UK has highly likely increased compared with 2020. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. The increase in officers on spot rate represents an increase in 219.80 FTE for a 37 hour week, or 164.85 for a 40 hour week. 2. We have higher attrition in areas that we have not been able to apply reform, which demonstrates the importance of continuing to implement our strategy. The 22/23 submission continues to execute the current pay strategy through applying the 3% IRC in line with our strategy principles of attractiveness, fairness, sustainability and looking forwards. We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. This demonstrates the need for a pay and benefits framework that will enable us to attract and retain the capabilities that we require in the right place, at the right time. The Agencys attrition rate is 8.9% as at 30 August 2021. There are areas we still need to do more work on, expert spot rates, allowances and capability based pay progression. Developing and delivering specialist capabilities and services to tackle SOC. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. Benefits and support - National Crime Agency 3. However, achievements with the vaccine programme, plans for additional jobs, and additional support provided to families and businesses, has supported the economy. 31 open jobs for Nca in London. 93. The NCA recognise the need to balance pay awards, as the economic evidence does state that if pay increases were to exacerbate temporary inflation pressures, this may drive wage demand further across the economy, and lead to increased pressures. 256 officers benefited from a 250 uplift if they earned less than 24,000, and an additional 94 officers received a small payment to ensure they were not leapfrogged on the pay scale as a result. NCA officers work at the forefront of law enforcement. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. NCA Intelligence Officer - National Crime Agency Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. This reflects the operational nature of the Agency, with these being the core grades where we bring in, develop and deploy operational capabilities. It made progress against our strategy, and included: Targeted uplifts to pay range minimums, with 4.5% for grade 6, 4.25% for grade 5 and 2.5% for grades 1-4. 56. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. 46. Cochrane seeks Advocacy and Partnerships Officer 34. To deliver reform across the employment offer, we need to re-assess our long term strategy in line with our three year spending plan that is in development. Our leadership team has remained visible throughout the pandemic, and there has also been regular communication and engagement with staff through virtual means, with an emphasis on transparency and resilience. 69. The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. This is drawn out in more detail in tables 2 and 3. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. Targeted uplifts for the lowest earners, for example grades 3-6. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. 4. 83. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. The 2021 NCA People Survey results reported in December 2021. It is therefore prudent to consider the most efficient, effective and transparent pay process that will be deployed throughout that time to ensure the necessary level of scrutiny and challenge. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. The National Crime Agency Officer Salaries | Glassdoor This will provide an average uplift across the standard pay ranges of 2.43%, and will reduce the average pay length gap to 23%. Also accountable for the effective running of the organisation to ensure it is effective, safe and legally compliant. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year Whilst we have increased recruiting activity over recent years, we are forecasting to end this financial year with 800 vacancies, of which 186 are classed as hard-to-fill. 33. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. 8% of roles within the command have powers. 81. When looking at the recruitment of operational roles we can see the challenges the Agency faces. In the future we will review our approach to allowances, working hours, overtime and shift patterns to further align the model that we need to deliver operationally. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. Table 7: Workforce by Grade powers split. 55. The challenge is more acute where these roles are also located in the South-East, as we require specific capabilities to tackle the threat in this area. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. To support the NCARRB in making their assessment, the NCA submit this written evidence document, which must first be approved by HM Treasury and the Home Secretary. The impact of COVID-19 has seen on average a 50% significant reduction in leavers from the Agency. The campaign led to 12 officers being successful to move laterally or be promoted into these roles. NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. We are constrained by the public sector IRC position. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. In order to secure the skills that the NCA requires to lead the evolving threat, it is important that our pay proposal aligns with our strategic context. Most powered officers are in operational commands, though there are some powered officers in enabling capabilities that are able to support operations where surge capacity is required. 82. As officers progress through the IOTP, we expect to see more females on spot rates. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. In our enabling functions, we have also seen attrition increase, particularly where we have not been able to implement pay reform. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. We have been able to achieve this in part, through the implementation of a new pay framework in operational commands, but there is more to do to develop the strategy for enabling functions. The below table shows the grade breakdown of the payments made, Grade 4 was the highest claim with Grades 5 and 3 following closely behind. The Agency will not be able to achieve this strategy using the remuneration lever alone, and this will require an integrated transformation programme to be approved and delivered. The officers who were successful were from across the Agency. When looking at the ethnicity of the population, we can see that officers who identify as White are the highest percentage of officers eligible to opt into Spot Rate (6.05%). Operation VENETIC led to the arrest of 1,550 people across the UK, and the seizure of 115 firearms and 54million in cash, following international partners successful extraction of data from an encrypted communications platform. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. Dont worry we wont send you spam or share your email address with anyone. At grade 1 we only have 5 female officers on the spot rate framework. This includes performance bonuses, overtime and contingent labour costs. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. 12. They have suggested that wage and price setting need to be balanced carefully, so as not to put even further pressure on the economy as inflation settles. 49. The areas that we need to build specialist operational skills are prioritised for capability-based pay. Agency needs to develop and modernise our total offer, taking into account other pay and non-pay benefits, as well as a wholescale review and how and where we work. Related jobs include researcher or language specialist. The Agency is planning on making some efficiencies this year through reducing some overtime and travel spend, though to secure the future investment required in pay, further savings within our contractual provision will be required. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. We are operating in an increasingly volatile fiscal context. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. In June 2021, the Agency introduced a hybrid working pilot, in line with government easing of restrictions. Nca Officer Jobs - 2022 | Indeed.com This is being developed for 23/24, subject to wider agreement. 89. 86. This chapter has shown the alignment between our pay strategy and the organisational context. We have also started working with commands to roll out apprenticeship opportunities, focusing on hard to fill roles and reinforcing profession pathways for existing officers. The Agency has set its intent to move away from pay being focused on time-served in post, to a framework which is aligned with developing skills and capabilities. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on our standard pay framework. To deliver this we need to continue extending capability-based pay, reduce the length of the pay ranges, and invest in pay uplifts to ensure we are building an attractive offer. The level of personal accountability and risk associated with the role. 10. The reform that we have implemented has had a positive impact within the Agency. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on. 5. To afford this activity, and as we are constrained by the public sector IRC, we will need to seek contractual savings to re-invest spend back into pay. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. Table 60: Total overtime claimed by working pattern, Table 61: Total overtime claimed by age group, Table 62: Total overtime claimed by ethnicity. 7. In future years, as we seek to make additional investment in pay, we will need to secure efficiencies across the employment offer to fund further uplifts. This would cost 210k and would bring 97 officers in to scope. JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). Whilst we have made positive progress, there is more to do realise our strategic ambition. The highest percentage of officers eligible to opt into spot rates are in the higher age brackets, 4.3% of 50-59 year olds and 2.26% of 40-49 year olds. Business Support Officer - Investigations - Civil Service Jobs - GOV.UK The National Crime Agency Salary FAQs The average The National Crime Agency salary ranges from approximately 33,298 per year for an Officer to 47,302 per year for a Senior Officer. This is set out in chapter 3, Section C of our pay proposals. The NCA has made significant choices regarding the allocation of our spending across our total strategy, and therefore we are able to allocate a 3% IRC this year. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. We must attract, develop and retain the skills that we require across our many different professions. Further attrition data is contained in Annex A, point 6. The strength of this recovery means the Office of Budget Responsibility (OBR) is expecting the pandemic to have had a smaller long-term effect on the economy than previously anticipated. Table 13: Proposed standard pay range uplifts for 2022-23. Table 51: Total overtime claimed by powers. . We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. Accountable for the development and delivery of capabilities to support the operational services across the NCA. Evidence to the NCA Remuneration Review Body (NCARRB), 2022 to - GOV.UK We will further review the plan for grade 6 as part of our future strategy. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. 61. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. . The cohort data below shows the number of officers undertaking the programme since last years report. This precedes the development of our full three year People and Pay Strategies which aims to form the basis of the NCARRB submission for 23/24. The Agency recognises that there is no additional funding for pay this year, and has deemed 3% as affordable within our current envelope. 17. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. It is offering a salary of up to 223,441 a year for the right candidate - in line with Owens's 220,000-225,000 salary bracket reported in the law-enforcement body's annual report and accounts for 2020-2021. Part of our workforce hold operational powers, and part do not. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. the Officer is an ILO in training or has returned to the UK following an overseas deployment and needs a temporary post while their full time post is determined. Built a more sophisticated benchmarking approach to inform next years pay strategy. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. The role is included in the hard to fill list agreed by the NCA workforce planning committee, please check your data pack to see if the role is classed as Hard to fill. see the job advert for full location information. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability.
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