We have also started working with commands to roll out apprenticeship opportunities, focusing on hard to fill roles and reinforcing profession pathways for existing officers. The NCA has communicated more this year on pay than in previous years. A request from the NCARRB as part of their seventh report in 2021, and from officers feedback, is to set out how pay works in the NCA as part of our annual submission. Working with partners both nationally and internationally. Invest in capability based pay to 250 more roles, focusing on hard to fill areas. 31 Search results - Civil Service Jobs - GOV.UK 77. 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 officers who were successful were from across the Agency. 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. We are competing for skills across several labour markets. To afford this activity, and as we are constrained by the public sector IRC, we will need to seek contractual savings to re-invest spend back into pay. The table below shows that pay and benefits is a concern for officers. 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. *Officers funded by NCA Margin are either in process of being redeployed or whose costs cannot be attributed to a command budgetary line. We are constrained by the public sector IRC position. 63. At the NCA officers at Grades 3-6 are eligible to claim overtime, the below table shows that Grades 4 and 5 are the highest claimants, which matches with those two grades being the biggest grades in the Agency. The NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. 16. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. The data suggests that those on the standard pay range, who tend to have been with the Agency for a while, may be on a higher salary range, therefore the spot rate structure would not be beneficial to them overall. The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. Continue roll-out of capability based pay. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. 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. The NCA has a blended workforce of powered and non-powered officers. 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. Table 35: Number of candidates added to NCA pipeline. At grade 1 we only have 5 female officers on the spot rate framework. 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 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. The challenge is more acute where these roles are also located in the South-East, as we require specific capabilities to tackle the threat in this area. A high-level overview of the criteria and its application is set out in table 11. 30. Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. 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. Contracts dont reflect working arrangements of 24/7 agency. 41. 15. 6. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. 8. 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 This aligns with the work that we have completed on identifying hard to fill roles, through the vacancy gap and attrition data that is outlined in chapter 2. The results are approximately 2-3 percentage points down in comparison to 2020. The 2021 National Strategic Assessment concluded that the threat to the UK has highly likely increased compared with 2020. . The National Crime Agency Salary FAQs The average The National Crime Agency salary ranges from approximately 33,298 per year for an Officer to 47,302 per year for a Senior Officer. Table 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. 256 officers benefited from a 250 uplift if they earned less than 24,000, and an additional 94 officers received a small payment to ensure they were not leapfrogged on the pay scale as a result. 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. Whilst we have made progress, we still have a way to go to fully implement our strategy. 93. 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. Related jobs include researcher or language specialist. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. 21. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. 3. The increase in officers on spot rate represents an increase in 219.80 FTE for a 37 hour week, or 164.85 for a 40 hour week. 50. The difference is exacerbated by the police receiving yearly progression through increments. This was to recognise that some of our roles are not operating in the same environment as policing. 91. This would cost 210k and would bring 97 officers in to scope. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. 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. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Table 49: Total overtime claimed by command. 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. 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, . 31. The NCARRB cover only those officers who hold operational powers. Attrition has been steadily increasing up to April 2020. 82. 60. 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. Intelligence analyst job profile | Prospects.ac.uk NCA Intelligence Officer - National Crime Agency This has helped to build agility, and more officers have benefited from developmental career opportunities. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. Table 68: Standard Pay Range by grade and gender. Dont worry we wont send you spam or share your email address with anyone. 66. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. 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 means that the NCA runs a multi-step process across each pay year, and often in parallel. This was primarily caused by effects of the pandemic. 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. The ambition is that our pay framework rewards capability, supports agility of talent, and aligns with our people, inclusion and culture strategies. National Crime Agency | Civil Service Careers Over the last four years we have increased representation of officers throughout all protected characteristics. The NCA responses are covered in Chapter 3, though we have developed our proposals with these points in mind throughout. Careers - National Crime Agency We achieved our highest level of disruptions during this time. The detail of the proposal was submitted in our last evidence submission. 87. The level of personal accountability and risk associated with the role. 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. 24. Developing and delivering specialist capabilities and services to tackle SOC. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. This includes performance bonuses, overtime and contingent labour costs. It is important to note that there are some issues that will be addressed more fully through the three year pay deal that we are planning to submit next year: Table 10: NCARRB feedback and NCA Response. 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. 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 creates an often complex process. 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. 10. 69. This would also keep NCA pay from lagging further behind comparators in this area. Although we have made progress, the average length of our standard pay range is 25%. 92. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. Benefits and support - National Crime Agency 29. Our major responsibilities and skills requirements are set out in table 7. . *Pay freeze applied for the 2021 pay uplift, except where officers earnt less than 24k, who received a 250 uplift. 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. 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. 2. 23. It undermines sovereignty and corrodes economies worldwide. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. The NCA are planning to submit a three year pay deal as part of the 23/24 submission.
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