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. 36. 38. Each police force sets its own application entry requirements. Almost 36% of the workforce hold operational powers, with most concentrated within our Investigations command. Salary : 35,000 per annum. 66. 16. 49. The table below shows that pay and benefits is a concern for officers. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. Evidence identified Wilson approaching more than 5,000 children globally. The below breakdown shows the position in the pay range at each grade for officers on the standard pay range. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. The associated costings of our proposals are broken in table 14: Increase the coverage of capability-based pay: 1.33m, Adjustment of London Weighting anomalies: 170k, Current Spot Rates and Standard Pay Ranges, 3) Initial Operational Training Programme (IOTP). It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. *Where we have applied capability based pay. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. 68. Equipment Officer position with @NCA_UK in Gillingham. Some of the salaries start from 27, 664 and go as high as 44, 371. Table 58: Total overtime claimed by Powers. 54. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. 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. Extending capability based pay to remainder of eligible roles in the agency. It undermines sovereignty and corrodes economies worldwide. We operate across all four nations, with different rules applied at different times. 4. Table 5: Current standard pay range values. This is forecasted to have a positive impact on reducing the gender pay gap. 56. The Agency has to balance investment through all areas that will achieve operational delivery, along with providing a fair and transparent offer for our workforce. Leaders discussed the new opportunities and challenges 2022 will bring. We continued to recruit where we could carry out assessments effectively remotely, though for some critical roles, face to face assessment is required and explains some of our vacancy gaps, as campaigns were extended. 23. Table 57: Total overtime claimed by command. The Agency focussed on rolling our spot rates to grades 1-2 and 4-5 in previous years, to make progress against our ambition to align more closely with policing pay. This is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. We are therefore applying awards across all grades in our standard ranges. Across operational roles, in particular at grades 4 and 5, capability-based pay has gone some way to improve our comparability with policing, though the gap remains, particularly at grade 5. 63% of the TOIL claims were from male officers in the 50-59 age group. Intelligence analysts, also known as officers, work primarily for the UK's three intelligence and security agencies (GCHQ, MI5 and MI6) and also the armed forces and the police. Over the last four years we have increased representation of officers throughout all protected characteristics. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The NCA responses are covered in Chapter 3, though we have developed our proposals with these points in mind throughout. 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. We do recognise that some of our roles are not operating in the same environment as policing. 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. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. . This is drawn out in more detail in tables 2 and 3. 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. National Crime Agency. 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. 70. Our three year transformation proposal will be developed in parallel with our new People Strategy, to deliver a coherent offer. 48. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year 34. 42. Table 68: Standard Pay Range by grade and gender. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. National Crime Agency (NCA) | LinkedIn NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. The survey was completed by 59% of the workforce. 29. Recruitment has seen 25% increase in applicant numbers*. Cochrane seeks Advocacy and Partnerships Officer The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. This can be found at Annex A. 7. Table 37: Conditional offers by applicant and offers. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. 19. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. 4. 24. 82. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. 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 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. The Agencys attrition rate is 8.9% as at 30 August 2021. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. It is comprised of senior leadership team representatives from all commands in the Agency. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. The operating context remains a challenge, and the ways of working differs greatly across the Agency. 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. B)Investing in capability-based pay (through spot rates). As shown above, the majority of our officers are on the standard pay range. Built a more sophisticated benchmarking approach to inform next years pay strategy. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. 46. Location: Ideally based in the UK, Germany or Denmark. 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. *3.5% estimated pay award with pay point 3 of Chief Superintendent raised by 5,674, in line with NPCC endorsed working party recommendations from 2021. 92. The composition of our pay-bill for directly employed officers is set out in table 6. 47. The NCA has a differentiated strategy due to the varied markets that we operate in; some officers have received significant pay increases since reform began in 2017, particularly where we have focussed on targeting investment in spot rate values. 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. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. During the financial year 20/21 there was agreement that officers could be paid TOIL at a standard rate. When looking at the grade breakdown, we can start to see some of the challenges we face with the gender pay gap, with the majority of female officers sitting in the lower end of each grade. The 22/23 proposal, detailed at chapter 3, seeks to further the progress against our strategy by applying a 3% IRC as a one year approach. Salary : 34,672 to 38,314. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. 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. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). 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. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. This has meant an increase of 9% conversion rate of applicant to offer for specialist roles, over 200 additional powered officers at operational grades, and an average rise in pay satisfaction through our people survey results since 2017. 6. 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. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. 3. Expanded capability based pay to 54% of operational roles. This data has been collected from October 2020 to November 2021. 91. Whilst pay and benefits alone with not secure talent in the NCA, it is a key part of our wider reform programme to ensure we keep pace. 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%). Operational disruptions have increased, and we have had our most successful year to date in 2020/21. This enforces the need for a modernised pay and benefits offer that the workforce feels is appropriate in line with their roles and that offers progression. 35. For example, the NCA utilises some form of recognition and performance bonuses through honorariums, which are awarded to those who go above and beyond their role, and end-of-year performance bonuses for officers who achieved exceeded outcomes in their performance review. As the work that we do develops, and the skills that we require become more specialist, there is an increasing need to transform to secure the capabilities that we need. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. 32. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. 5. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. 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. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. These officers are eligible to opt into Spot Rate pay at any time. 31 Search results - Civil Service Jobs - GOV.UK 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. 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. 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. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. We continue to review our people data quarterly with the NCA Board. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. Business Support Officer - Investigations - National Crime Agency We build the best possible. These complex priorities set out the need for an integrated workforce strategy. Intelligence Analyst 3 salaries Intelligence Analyst 1 salary View More Media & Communications Based on 5 salaries Internal Communications Manager 1 salary Senior Communications Officer 1 salary View More Product & Project Management Based on 5 salaries Project Manager 1 salary Project Manager 1 salary View More Administrative Based on 4 salaries The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. Table 56: Total overtime claimed by grade. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. We have also conducted more activity and communication through our Remuneration Committee, and through our Agency review of RRAS. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. 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. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. 11. Funding our pay reform programme is a challenge, and impacts the pace of change. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. This will provide an average uplift across the standard pay ranges of 2.43%, and will reduce the average pay length gap to 23%. Table 6: NCA Total Pay-bill (for directly employed officers), (The Agency also utilises a non-consolidated pot which is 1% of the wage bill, this currently stands at 2.22m). We also need to develop our offer for our enabling professions. The Agency recognises that there is no additional funding for pay this year, and has deemed 3% as affordable within our current envelope. It is recognised that pay is one part of the package, along with the wider people offer, which is outlined in chapter 2. 65. 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. He said the . Whilst we have made positive progress, there is more to do realise our strategic ambition. The successful delivery of this work relied upon the expertise across our technical, investigate and intelligence functions, and is the broadest and deepest ever UK operation into SOC. The NCA board have approved a 3% pay award for 2022/23, applied as follows: A) Extending capability-based pay, delivered through spot sates, B) Investing in capability-Based pay, through spot rate uplifts, C) Applying increases to the standard pay ranges, D) Applying anomaly correction to South-East Weighting arrangements. Across the standard pay ranges, we have been able to apply some meaningful increases, with pay range minimums increasing by up to 3,933. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). The NCA has communicated more this year on pay than in previous years. In these areas we have specialist, operational roles that remain on the standard pay framework. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. 26. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Table 6: Workforce by command powers split. 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. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. This is being developed for 23/24, subject to wider agreement. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. Related jobs include researcher or language specialist. 8% of roles within the command have powers. Further attrition data is contained in Annex A, point 6. One of the priorities for the Agency is making our workforce more diverse. 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. **RRAs are an additional, non-consolidated payment, targeted to roles where there is clear evidence of issues with recruitment and retention as a result of pay. The NCA has a blended workforce of powered and non-powered officers. 85. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. . 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. 17. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. Vetting Officer Nca Jobs - 2021 | Indeed.com 81. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. The spot rate framework was first introduced in 2018. There is no such thing as a. 63. National Crime Agency salaries: How much does National Crime - Indeed 10. Whilst we have made progress, we still have a way to go to fully implement our strategy. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. 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. We have set out below the direction that we are heading in extending capability-based pay further this year. Our comparators include policing, the UK Intelligence Community and the Civil Service. We have outlined that there are still gaps that will need to be addressed in future years. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. 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. We require a unique, blended skills mix from different professions which we source from varied markets. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. The NCAs strategy is to extend capability-based pay fully across eligible roles and to invest in the framework to provide an incentive for officers to develop their careers in the Agency. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. To help us improve GOV.UK, wed like to know more about your visit today. 93. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Careers - National Crime Agency 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%. Developing and delivering specialist capabilities and services to tackle SOC. 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. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. These examples demonstrate the complex nature of the work that we lead. National Crime Agency Remuneration Review Body report: 2021 Recommendations from the National Crime Agency Remuneration Review Body on the pay and allowances of NCA officers with.
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