Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. The NCA became operational in October 2013. 34. Whilst we have made progress, we still have a way to go to fully implement our strategy. Salary : 34,672 to 38,314. 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. Working with partners both nationally and internationally. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. 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. 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 It undermines sovereignty and corrodes economies worldwide. Once it is published, it is supported through the presentation of oral evidence by the NCA DG. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. It is a critical part of our offer to apply affordable pay uplifts, in line with our strategy. We have redesigned the way we run lateral campaigns, to move away from an annual event, and aligning it more to surging capacity to meet the operational needs. We are operating in an increasingly volatile fiscal context. 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. 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. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 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. 19. This provides is an example of the work that the NCA leads on tackling Child Sexual Abuse on a global scale. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. The National Crime Agency leads the UK's fight to cut serious and organised . National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. This data also shows that female representation is higher within our enabling functions teams. Tackling SOC requires a coordinated and national response. 92. Table 68: Standard Pay Range by grade and gender. 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. 75. To build the future pipeline, we have increased our recruiting activity, though this means we have more officers who are still early in their career. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. 45. 55. There are a complex set of stakeholders and sign-off points throughout this process. 74. 1. To support our assessment, the Agency conducts an equality impact assessment on the proposed entry list, along with forecasting the impact of implementation of the changes on the agency ambition. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. The difference is exacerbated by the police receiving yearly progression through increments. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. Equipment Officer position with @NCA_UK in Gillingham. 61. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . 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). Officers will have not seen progression last year on pay, which has become evident through this years people survey results and some of the additional feedback that we have gathered through additional fora. The People Survey headlines can be found at table 9. 52. . The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. The NCA provide many specialist capabilities on behalf of law enforcement, intelligence and Civil Service partners. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. 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. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. Table 56: Total overtime claimed by grade. The NCA aligns with this position and it underpins the proposal set out. Our largest gap in pay is with policing. At grade 1 we only have 5 female officers on the spot rate framework. This would build fairness, in line with the strategy. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. Targeted pay uplifts to reduce standard pay ranges by up to 19% since 2016. Evidence identified Wilson approaching more than 5,000 children globally. Continue roll-out of capability based pay. When looking at the recruitment of operational roles we can see the challenges the Agency faces. We have set out below the direction that we are heading in extending capability-based pay further this year. We also aim to reduce the length of our standard pay ranges so that they are aligned with the Civil Service best practice of 15%. We are competing for skills across several labour markets. 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. 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. Extending capability-based pay is a key component of our pay strategy. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. This can be found at Annex A. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. 49. Whilst this does not cover roles within the NCARRB remit, it is important to present the organisational ambition. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. Flexible working may have been a cause of this and partially contributed to a better work life balance, resulting in better productivity for the Agency. 29 Apr 2023 17:01:03 Receive newsletters. When factoring in bonuses and additional compensation, a Officer at The National Crime Agency can expect . 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 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. Satisfaction with pay and benefits has reduced by 5% in 2021. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on our standard pay framework. The operating context remains a challenge, and the ways of working differs greatly across the Agency. This includes specialist encryption to hide their communications, and cryptocurrencies to launder their profits. *NCA data is based upon median pay in operational commands. 84. 10.Engagement with officers on pay is key. . There are areas which will need more time to analyse the sustained impact. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. Table 8: NCA People Plan and progress made in 2021. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 78. Table 20: Spot rate eligibility by gender. 65. Developing and delivering specialist capabilities and services to tackle SOC. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. This is a key enabler of our strategy. *Officers funded by NCA Margin are either in process of being redeployed or whose costs cannot be attributed to a command budgetary line. It also draws out our pay challenges and the areas we are able to address this year. During the financial year 20/21 there was agreement that officers could be paid TOIL at a standard rate. 72. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. In June 2021, the Agency introduced a hybrid working pilot, in line with government easing of restrictions. 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. Cyber crime - related pages . The composition of our pay-bill for directly employed officers is set out in table 6. The Agencys attrition rate is 8.9% as at 30 August 2021. Expanded capability based pay to 54% of operational roles. 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. 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. The majority of the workforce sits within the operational functions of Intelligence and Investigations, with Grades 4 & 5 having the highest number of officers. 21. Table 57: Total overtime claimed by command. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. 10. Part of our workforce hold operational powers, and part do not. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need. Grade 3 is an important part of building a sustainable and resilient offer. 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. 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. 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. Another primary reason for leaving the Agency was work life balance/workload, to seek different working conditions and personal circumstances (ill health/family reasons/caring responsibilities). The proposal and impact is outlined at table 13. 28. The NCA Board have prioritised pay as an investment priority, alongside other critical areas, in light of the external context, the impact of the pay pause, and the need to be able to keep pace with comparators. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. 46. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. 9. The role causes significant disruption to the officers personal life and requires a high level of personal accountability in managing risks to the business. Continued to build our approach to strategic workforce planning and resourcing. To fund additional investment in subsequent years, we will need to make additional cost savings through seeking contractual reform that we will direct back into pay. 4. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. Table 13: Proposed standard pay range uplifts for 2022-23. 2. We continue to review our people data quarterly with the NCA Board. The Agency continues to evaluate the impact of more flexible working practices, should recommendations for changes emerge that impact remuneration, they will be proposed in line with the three year future strategy. This helped us to deploy resource where it is needed. 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. This is overseen through the internal NCA governance framework. Over the last four years we have increased representation of officers throughout all protected characteristics. You have rejected additional cookies. 67. 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. 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. Table 40: productivity statistics by grade. We need to go further than we have previously done to achieve this. 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. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. At 31 August 2021, the Agency had a workforce of 6,032, comprising a mix of directly employed officers, seconded officers, fixed term employees and contingent labour. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. 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. 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. 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. 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. By applying a 1% increase at the grade maximum, and the remainder as a non-consolidated award, we will continue our strategic priority to reduce the length of the pay ranges. Table 35 shows the changes in recruitment activity from 2019-2021. 27% of roles within the command have powers. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. We decided not to focus extending capability-based pay to large numbers of grade 3 officers. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. Dont worry we wont send you spam or share your email address with anyone. 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. This is drawn out in more detail in tables 2 and 3. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 13. Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. This was primarily caused by effects of the pandemic. 6. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. Achieving alignment with comparators in our capability based pay framework. The areas that we need to build specialist operational skills are prioritised for capability-based pay. To help us improve GOV.UK, wed like to know more about your visit today. 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. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. NCA general enquiries or to verify an NCA officer, available 24/7 . 63. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. The typical The National Crime Agency Investigator salary is 35,458 per year. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. You have accepted additional cookies. 3. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. The Home Secretary has accountability for the pay process and has developed a positive, partnership approach to working with the NCA. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. Further attrition data is contained in Annex A, point 6. 90. Table 63: Contingent Labour costs by command. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. The Agencys intent is to remain aligned to our pay strategy, and proposes: A 1 year pay award, proposing a 3% IRC, to be implemented for 22/23, to be applied differentially in line with our strategy. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. Each police force sets its own application entry requirements. 79. However, the Bank of England also predicts these spikes to re-adjust in the medium term. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. 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. This is set out in chapter 3, Section C of our pay proposals. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. 5. 85. childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. 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 5: Current standard pay range values. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. 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. 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 current grading composition at grades 1-6 is below in graph 1. There are areas we still need to do more work on, expert spot rates, allowances and capability based pay progression. 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. The National Crime Agency (NCA) leads the UKs fight to cut Serious and Organised Crime (SOC). We also use cookies set by other sites to help us deliver content from their services. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. The NCA therefore engage in dual processes to determine the pay award across the workforce. From Grade 4 the difference shows a higher ratio of males to females, with males more than twice as likely to be in a senior role at grade 1. 38. 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. This has allowed us to remain competitive in our enabling capabilities roles, when compared to our Civil Service comparators. We operate across all four nations, with different rules applied at different times. 41. The NCA has a blended workforce of powered and non-powered officers. 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. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. More. 11. 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. National Crime Agency Remuneration Review Body, Find out about the Energy Bills Support Scheme, Evidence submissions to NCA Remuneration Review Body, 2022 to 2023, Chapter One: NCA Context, Pay Strategy & Economic Case for Change, Chapter Four: Conclusion and Total Costings, nationalarchives.gov.uk/doc/open-government-licence/version/3. B)Investing in capability-based pay (through spot rates). Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. It would cost 14.5 million to extend capability-based pay across all eligible roles, and a further 6.7 million to achieve pay parity with policing. The yearly trends continue to show we are operating at a low base. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. It is therefore recognised that building a resilient workforce for the future will not be achieved through pay alone. This is why the NCA offered a choice to opt-in. Early evaluation data suggests that the hybrid working pilot has had a positive impact on wellbeing, engagement and performance. One of the priorities for the Agency is making our workforce more diverse. NCA Intelligence Officer Intelligence is at the heart of everything we do. Requires technical skills to develop information to support high-end operations and disruptions. 80. It is recognised that pay is one part of the package, along with the wider people offer, which is outlined in chapter 2. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. 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. 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. A)Expanding the coverage of Capability-based pay. 93. To achieve its mission, the NCA is committed to: enhancing the intelligence picture of existing and emerging SOC threats to the UK, and using the intelligence to drive, lead and support the UKs response to SOC; operating proactively at the high end of high risk, undertaking significant investigations to bring offenders to justice through prosecution or, if that is not possible, to disrupt them through other means; leading, tasking, coordinating and supporting operational activity to tackle SOC throughout law enforcement, proactively sharing intelligence, assets and capabilities with partners at local, regional, national and international levels; and. 22. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. NCA officers work at the forefront of law enforcement. 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. Whilst the government did not ask for recommendations in 2021/22 due to the pay pause, their 7th NCARRB report included feedback that we have been asked to consider. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. This will increase further as we build the modernisation programme. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. see the job advert for full location information. 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. How many NCA officers are in the UK? Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. Table 58: Total overtime claimed by Powers. 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. The survey was completed by 59% of the workforce. 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. Officers have the ability to claim TOIL rather than overtime. Operational disruptions have increased, and we have had our most successful year to date in 2020/21. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. This is increasingly being driven by advances in technology, as criminal groups are operating in a global, inter-connected way, to continue to profit and avoid detection. Location: Ideally based in the UK, Germany or Denmark. The operational success of the Agency depends on the expertise of the whole workforce. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. This is being furthered through our Inclusion and Culture strategy. It is important we provide female officers with opportunities to progress up the grade structure. 54. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption.
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