Table 66: Spot Rate Values by grade and ethnicity. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. The Agency runs regular engagement discussions with the Trade Unions to invite challenge and scrutiny on proposals, and we shared planned workforce communications across parties. This creates sustainability and wellbeing issues, and challenges with diversity and inclusion, as overtime only benefits officers who are able to routinely complete additional unplanned work. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. 2. The results are approximately 2-3 percentage points down in comparison to 2020. As a law enforcement Agency we need to prepared to react to the changing nature of crime, this includes deploying officers outside of working hours and going beyond our normal working week. There are areas which will need more time to analyse the sustained impact. 73. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. Following the successes in 2020 we are now expanding growth in specialist areas which matches with our goals of expanding the spot rate framework into these role types. Moving roles off RRA where we apply capability based pay. The proposal will apply an average investment of 3.18% in the capability-based pay framework. Subject to future agreement, the following are key areas of focus for our future three year proposal: Bringing more roles into capability-based pay; Addressing parity across the pay ranges, reducing the length of our pay ranges and ensuring we are able to compete within key markets; Moving officers away from RRAs and on to a capability-based pay, in order to build sustainability in the model; Reviewing working arrangements, including the 40 hour week, and considering where we may need more teams on shift arrangements, in line with our role as a 24/7 law enforcement organisation. We are competing for skills across several labour markets. 11.There is also a significant amount of pay activity that does not come under the direct remit of the annual pay bargaining and review processes. What is the difference between NCA and police? - KnowledgeBurrow Search Nca jobs in London, UK with company ratings & salaries. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. Specifications: Permanent Role. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). It will take only 2 minutes to fill in. 18. 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. . Each police force sets its own application entry requirements. We are reviewing the 90% target as part of our modernisation programme. Nca Jobs in London, United Kingdom, April 2023 | Glassdoor The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. 15. 94. You have accepted additional cookies. External pay award benchmarking covering the UK economy, showed that during the first half of 2021, pay awards of circa 1.6% were being implemented by employers, with the median pay award being 1.2% in the first three months of the year. The DG will maintain a pivotal role in UK and international law enforcement, and will continue to be directly accountable to the Home Secretary against a number of ambitions set out in the Governments Beating Crime Plan and Integrated Review. 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. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. Our pay comparison position within the market is important because it links to our strategy on building an attractive and fair offer which enables us to secure the skills we need. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. The reform that we have implemented has had a positive impact within the Agency. Accountable for executing the intelligence and disrupting the highest harm crime including, but not limited to, organised immigration crime, human trafficking, sexual exploitation, economic crime, firearms, drugs, kidnap, extortion and money laundering. Table 58: Total overtime claimed by Powers. Dont include personal or financial information like your National Insurance number or credit card details. Developing and delivering specialist capabilities and services to tackle SOC. For officers who hold operational powers, the Home Secretary sets a remit letter, whereby the NCARRB (as an independent pay review body) are requested to present recommendations on pay for those officers under their remit. We have launched our online learning application, enabling learning to be delivered at pace. There continue to be challenges with comparability in relation to pay and conditions, and it is clear there is more to do to build on previous successes. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. You have rejected additional cookies. This was to recognise that some of our roles are not operating in the same environment as policing. Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. Officers at Grades 6-3 inclusive are entitled to request payment or time off in lieu (TOIL) for overtime worked, with the exception of Grade 3 officers on spot rates. The typical The National Crime Agency Investigator salary is 35,458 per year. 8% of roles within the command have powers. We have outlined that there are still gaps that will need to be addressed in future years. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. The officers who were successful were from across the Agency. In line with our strategy to build an attractive offer, the Agency is proposing to apply a differentiated investment into to our capability-based pay framework in 22/23. Building a 3 year transformation proposal to accelerate progress. 22. Invest in capability based pay to 250 more roles, focusing on hard to fill areas. Whilst we have made positive progress, there is more to do realise our strategic ambition. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. 99% of all officers have accessed the application this year to complete critical learning. United Kingdom Average salaries at National Crime Agency Popular roles Deputy Director 91,938 per year Commander 40,863 per year Senior Operations Manager 54,514 per year Management Operations Manager 45,818 per year Operations Officer 32,371 per year Head of Operations 70,782 per year Software Development Senior Software Engineer 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. Table 7: Workforce by Grade powers split. 62. The total cost of this was 211,392. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. The NCA supports the Governments levelling up agenda, and we already have sites across the country. An area where attrition has been quite high has been in our Armed Operations Unit (Firearms), where a combination of an ageing workforce and high numbers of officers moving to the police has meant the team have struggled to maintain operational capacity. This is an improvement on last year where spot rates covered 28% of our workforce. Investing in the capability-based pay framework at grade 3 will enable us to do this, to incentivise officers to develop their expertise within the NCA. As part of the 20-21 Annual Plan, the Home Secretary tasked the NCA to continue to target its efforts on reducing the number of victims of exploitation, reducing the impact of SOC on our communities and reducing harm from economic crime. The NCA became operational in October 2013. This will include reviewing our approach to overtime, shift arrangements and wider contractual terms. 59. Targeted investment at grade 3 to reduce overtime reliance. It is important to note that the Agency operates as both a civil service department, and as a law enforcement organisation. 55. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. 12. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on. The yearly trends continue to show we are operating at a low base. The NCA provide many specialist capabilities on behalf of law enforcement, intelligence and Civil Service partners. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. 49. Table 9 NCA People Survey Overview 2021. The proposal and impact is outlined at table 13. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. The NCA has a workforce of 6,032 as at 31 August 2021, and in the last four years the Agency has grown by 1,942 officers. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. In order to identify the priority roles in scope we propose a series of criteria to be utilised, in order to complete our prioritisation exercise. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. Requires professional, strategic capabilities across strategy, finance, commercial, data & technology and HR. 84. 58. The campaign led to 12 officers being successful to move laterally or be promoted into these roles. The operational examples outlined in chapter 1 present the unique and complex skills mix that we require, and these types of direct operational requirements will be considered as we implement uplifts. Well send you a link to a feedback form. Table 57: Total overtime claimed by command. . Early evaluation data suggests that the hybrid working pilot has had a positive impact on wellbeing, engagement and performance. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. Demand for skills in law enforcement is high, and availability is low, particularly across hard to fill and specialist roles. 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 broad timeline for this process is as follows: November Home Secretary issues the remit letter to the NCARRB (published on gov.uk), February NCA submits written evidence to government for consideration, March NCA DG delivers oral pay evidence to support the pay case, May The NCARRB produce their written recommendations, June July The government responds to their recommendations. 56. Table 1 shows the progress that we have made against our capability-based pay ambition, the impact of the 22/23 proposal, and the residual gap across operational roles. 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. The ambition for all allowances will be reviewed as part of our future strategy, as we also consider the impact of our estates programme, and the hybrid working pilot. Targeting awards at lower earners will reduce gender pay gap. During 2021-22 we are expecting a full year forecast of 7.26m in contingent labour costs, with the majority spend being in DDaT and Corporate Business Services which are relatively small commands. 7. The Agency has noted the NCARRB feedback on data, and has worked to provide a more robust and developed data picture to support the submission. 6. Contracts dont reflect working arrangements of 24/7 agency. The OBR have noted that ongoing global supply chain issues, energy price rises and labour market shortages are likely to continue to affect households and businesses in the UK. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on our standard pay framework. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. 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. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. 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. The data shows that our lower grades tend to have a higher ratio of part time workers. This is representative of our strong ethos and values-driven mission. The detail of the proposal was submitted in our last evidence submission. This is why the NCA offered a choice to opt-in. 31. The NCA has generally looked to policing as our key comparator, given the similarity in the types of skills that are required in our operational roles. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. 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%. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. 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. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. 64. This rose to 2% during the second quarter. Table 8: NCA People Plan and progress made in 2021. However, there has still been a notable economic impact worldwide, inflation has risen rapidly, with demand for goods outstripping supply, which is leading to higher prices for consumers. We do recognise that some of our roles are not operating in the same environment as policing. Table 45: Exit Questionnaire Reasons for working at NCA, Table 46: Exit Questionnaire consideration period for leaving, Table 47: Exit Questionnaire command leavers, Table 48: Exit Questionnaire reasons for choosing new employer. 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. Ensuring that this forward focused approach aligns directly to remuneration will form part of the future pay strategy. Accountable for the development and delivery of capabilities to support the operational services across the NCA. This creates an often complex process. Over past 4 years 1942 officers have been recruited into agency. 26. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. Extending capability-based pay is a key component of our pay strategy. This framework helps the NCA to prioritise roles for inclusion, allowing us to direct capability-based pay coverage where it will have the most impact. Almost 36% of the workforce hold operational powers, with most concentrated within our Investigations command. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. National Crime Agency | Civil Service Careers 27. Business Support Officer - Investigations - National Crime Agency It is important to continue investing in capability-based pay so that we provide an incentive for those early in their careers to develop their expertise in the NCA. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). Business Support Officer - Investigations - Civil Service Jobs - GOV.UK Authorised overtime is payable at the following rates: i) Overtime worked on a rostered working or non-working day is paid at plain time up to 37 hours (or 40 hours if on spot rate framework) per week; ii) Overtime worked on a rostered working or non-working day is paid at time and a half rate where over 37 hours (or 40 hours) are worked; iii)iii) Overtime worked on a rostered rest day or Bank Holiday with less than 14 calendar days notice is paid at double time (with no requirement to have worked 37 (or 40) hours); iv) Overtime worked on a rostered rest day or Bank Holiday where 14 or more days notice is paid at plain time in line with i) and ii) above); During 2020-21 the NCA spent 13.31m on overtime with the majority of overtime claimed in operational roles, with Intelligence and Investigations the biggest claimants. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Proposed changes for 22/23 are aimed at addressing anomalies within our current allocation, through opting officers in our Chelmsford and Stevenage branches into the South-East allowance at 2,739, which is 80% of the current rate. National Crime Agency salaries: How much does National Crime - Indeed In future years, we will review our approach to professions and functional pay, as other organisations have started to implement targeted, professions-based models. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. Although the other grades remain slightly ahead of Civil Service comparators, NCA officers did not have any pay uplift in 2022/21, and cost of living has risen. 39. Table 49: Total overtime claimed by command. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. Benefits and support - National Crime Agency 88. This data has been collected from October 2020 to November 2021. It is evident that although spot rate officers are working three hours extra a week, the data suggests that sickness levels are lower than those officers on the standard pay range. 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. Table 56: Total overtime claimed by grade. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. This evidence submission is embargoed until it is published as part of the annual cycle. The below table shows which spot rate value our officers currently are on as of 1st January 2022. 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%). News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. Our comparators include policing, the UK Intelligence Community and the Civil Service. In June 2021, the Agency introduced a hybrid working pilot, in line with government easing of restrictions. 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. Equipment Officer position with @NCA_UK in Gillingham. Table 63: Contingent Labour costs by command. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. Many of the operational roles that are designated as hard to fill remain out of scope for capability-based pay, such as forensics and social workers. The level of personal accountability and risk associated with the role. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. 21. Table 35: Number of candidates added to NCA pipeline. How many NCA officers are in the UK? Dont worry we wont send you spam or share your email address with anyone. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. Table 51: Total overtime claimed by powers. These examples demonstrate the complex nature of the work that we lead. 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. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. These roles are categorised by the following headings: Firearms These are Specialist roles within our Armed Operations Unit (AOU), these roles can receive the Expert Spot Rate salary. 16. Related jobs include researcher or language specialist. In order to alleviate the issue of police transfers we have begun using the expert spot rate within Firearms, since implementation in 2019 leavers within Firearms has reduced down to 5 in 2020 and 6 in 2021 from a high of 12 in 2018.
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