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. 10.Engagement with officers on pay is key. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. National Crime Agency | Civil Service Careers A)Expanding the coverage of Capability-based pay. Part of our workforce hold operational powers, and part do not. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. 46. Although we have made progress, the average length of our standard pay range is 25%. 12. Intelligence analyst | Explore careers | National Careers Service - GOV.UK Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. As part of the case for 3% IRC this year, we anticipate some reductions in spending elsewhere including overtime and time off in lieu (TOIL) , as our pay increases drive efficiencies. 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. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. 94. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. This is drawn out in more detail in tables 2 and 3. 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. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. We are therefore proposing to continue with previously agreed measures for this pay year, to enable us to carry out this strategic planning through 2022/23, before bringing back a multi-year proposal to the NCARRB, subject to future agreement. We also use cookies set by other sites to help us deliver content from their services. In February, he was sentenced to 25 years in prison. SOC is a significant and established threat that endangers the integrity, legitimacy and sovereignty of the UK and its institutions, both at home and overseas. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. Table 35 shows the changes in recruitment activity from 2019-2021. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. Is the role considered as a hard to fill role. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. 58. This provides is an example of the work that the NCA leads on tackling Child Sexual Abuse on a global scale. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. We need to reduce the number of officers in operational roles on different terms and conditions. 32. Table 56: Total overtime claimed by grade. Table 6 provides an overview of Powered VS. Non-powered officers. There is no such thing as a. 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. We will further review the plan for grade 6 as part of our future strategy. Table 7: Workforce by Grade powers split. Roles based in Chelmsford/Stevenage will receive an additional. You have rejected additional cookies. The pay pause will have impacted the results too, as we had our most successful year for disruptions, and officers feel they have not been rewarded when they increased delivery and performance. The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. The National Crime Agency Salaries - Glassdoor Uplift spot rate values to bring us closer to our comparators. 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. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. 7. Table 68: Standard Pay Range by grade and gender. 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. 90. UKFIU Defence against Money Laundering (DAML) Team, Infrastructure / Field / Software Engineering & Architecture, The Agency apply capability-based pay in line with the following criteria: pay comparison in the market, recruitment and retention data, the level of disruption & accountability in the role, the complexity of the role, and whether it is deemed hard-to-fill. This was to recognise that some of our roles are not operating in the same environment as policing. This includes specialist encryption to hide their communications, and cryptocurrencies to launder their profits. 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. The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. 6. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). 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. Cyber crime - related pages . 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. 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 officers who were successful were from across the Agency. Whilst we have plans to address the skills needed within the Agency to undertake specialist roles, we have more to do to seek efficiencies into our resourcing and onboarding processes. However, the NCA expects to continue to own our skills framework, whereby we determine the coverage of capability-based pay in line with operational need. Table 15: workforce by sexual orientation. 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. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. 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 ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. The survey was completed by 59% of the workforce. Salary & Allowances (NCA average compared to law enforcement average). Tackling SOC requires a coordinated and national response. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. 85. 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. Dont worry we wont send you spam or share your email address with anyone. *Pay freeze applied for the 2021 pay uplift, except where officers earnt less than 24k, who received a 250 uplift. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. This is set out in chapter 1. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. This helped us to deploy resource where it is needed. 56. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. In December 2021, the Agency ran a series of all-staff virtual events, to bring the organisation together, to listen to the challenges faced and celebrate success. 28. 81. 29. We are reviewing the 90% target as part of our modernisation programme. It is a critical part of our offer to apply affordable pay uplifts, in line with our strategy. 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. Momentum in our pay strategy has enabled more agility with our workforce in 2021. You have accepted additional cookies. We continue to review our people data quarterly with the NCA Board. Dont include personal or financial information like your National Insurance number or credit card details. Table 49: Total overtime claimed by command. Across the standard pay ranges, we have been able to apply some meaningful increases, with pay range minimums increasing by up to 3,933. Continued to enhance developmental pathways to facilitate more lateral moves between teams, and have utilised talent schemes across Civil Service and Law Enforcement. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. 80. We will review the ambition for grade 6 officers within the modernisation programme. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. We have launched our online learning application, enabling learning to be delivered at pace. 42. However, we continue to have increased operational demand in the South-East. Table 13: Proposed standard pay range uplifts for 2022-23. Table 65: Spot Rate Values by grade and ethnicity. 49. The NCA provide many specialist capabilities on behalf of law enforcement, intelligence and Civil Service partners. The NCA has a blended workforce of powered and non-powered officers. Essex Police's Ben-Julian Harrington described the cost of living crisis facing some staff, including officers who have quit for better-paid jobs in scaffolding and double-glazing. 29 Apr 2023 17:01:03 21. The People Survey headlines can be found at table 9. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. 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. Business Support Officer - Investigations - Civil Service Jobs - GOV.UK Warrington (Hub), London*, Kingston upon Thames (Tolworth), Leicester, Bridgend, Bristol - *Under the NCA Estates Strategy, the London office is part of a planned relocation to a new NCA HQ in Stratford, . Table 40: productivity statistics by grade. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. 60. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. 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. 8% of roles within the command have powers. We have seen, due to Covid-19, our officers adapting to homeworking well (as a short term measure), and data has outlined that our sickness levels have decreased from previous years. 93. The difference is exacerbated by the police receiving yearly progression through increments. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. The NCA supports the Governments levelling up agenda, and we already have sites across the country. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. 44. How many NCA officers are in the UK? 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. 74. 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. The NCAs mission is critical to our national security. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. Recruitment has seen 25% increase in applicant numbers*. 55. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. 17. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. 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. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. 89. 38. We do recognise that some of our roles are not operating in the same environment as policing. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. 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. Extending capability-based pay is a key component of our pay strategy. The NCA has communicated more this year on pay than in previous years. Table 8: NCA People Plan and progress made in 2021. The below table shows which spot rate value our officers currently are on as of 1st January 2022. This is being furthered through our Inclusion and Culture strategy. What is the difference between NCA and police? - KnowledgeBurrow 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. Ensuring that this forward focused approach aligns directly to remuneration will form part of the future pay strategy. 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. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. 2. There are other areas that the Agency needs to budget for as part of our total pay-bill that do not come under the NCARRB remit. 15. 14. *Officers funded by NCA Margin are either in process of being redeployed or whose costs cannot be attributed to a command budgetary line. 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. Location: Ideally based in the UK, Germany or Denmark. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. 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 have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. 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. 27. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). This is aligned with our strategy to build the fairness of our offer, through targeting the lower earners in the organisation. 4. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. This will increase further as we build the modernisation programme. We operate across all four nations, with different rules applied at different times. Built a more sophisticated benchmarking approach to inform next years pay strategy. This is an improvement on last year where spot rates covered 28% of our workforce. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. The 2021 NCA People Survey results reported in December 2021. Whilst this is lower than the UK average of 15%; the data shows that, where we have invested in pay reform previously, attrition, and vacancy gaps, are lower. Their collective skills and diversity of experience are crucial to our operational success. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 31 Search results - Civil Service Jobs - GOV.UK Table 52: Total overtime claimed by gender, Table 53: Total overtime claimed by ethnicity, Table 54: Total overtime claimed by age group, Table 55: Total overtime claimed by working pattern. In future years, we will review our approach to professions and functional pay, as other organisations have started to implement targeted, professions-based models. *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. The majority of the workforce sits within the operational functions of Intelligence and Investigations, with Grades 4 & 5 having the highest number of officers.

Syrian Music Instruments, Wthr Staff Changes, Articles N