The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. 41. 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. The NCA supports the Governments levelling up agenda, and we already have sites across the country. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. 16. This is to negotiate on employees T&Cs whereby officers are not covered by an independent body. Extending capability based pay to remainder of eligible roles in the agency. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. This includes specialist encryption to hide their communications, and cryptocurrencies to launder their profits. *Officers funded by NCA Margin are either in process of being redeployed or whose costs cannot be attributed to a command budgetary line. Whilst we have made progress, we still have a way to go to fully implement our strategy. Intelligence analyst | Explore careers | National Careers Service - GOV.UK 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. 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%. Further, future investment into the NCA pay progress is required. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. 34. Requires professional, strategic capabilities across strategy, finance, commercial, data & technology and HR. This was primarily caused by effects of the pandemic. 6. 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. 19. 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. 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. 12. 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. Achieving alignment with comparators in our capability based pay framework. 35. Recruitment has seen 25% increase in applicant numbers*. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 81. Dont worry we wont send you spam or share your email address with anyone. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. 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. To help us improve GOV.UK, wed like to know more about your visit today. 52. This means that the NCA runs a multi-step process across each pay year, and often in parallel. 14. 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. 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. Table 5: Current standard pay range values. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. 4. The NCARRB cover only those officers who hold operational powers. 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. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 69. Extending capability-based pay is a key component of our pay strategy. 24. One of the priorities for the Agency is making our workforce more diverse. 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. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. 29 Apr 2023 17:01:03 We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. 9. *Where we have applied capability based pay. The majority of officers with powers occupy roles within our operational commands, and would be eligible for capability-based pay, however this is not absolute. This will include reviewing our approach to overtime, shift arrangements and wider contractual terms. We do recognise that some of our roles are not operating in the same environment as policing. Ensuring that this forward focused approach aligns directly to remuneration will form part of the future pay strategy. 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. In our enabling functions, we have also seen attrition increase, particularly where we have not been able to implement pay reform. 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. The proposal to implement a one year pay award for 22/23, is to enable us to continue making progress in pay reform, whilst developing the future approach. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. The National Crime Agency Investigator Salaries | Glassdoor 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. Demand for skills in law enforcement is high, and availability is low, particularly across hard to fill and specialist roles. Whilst some officers could work from home, we continued to require an office presence for sensitive work, and our officers still needed to deploy operationally. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. 67. the Officer is an ILO in training or has returned to the UK following an overseas deployment and needs a temporary post while their full time post is determined. 7. The cohort data below shows the number of officers undertaking the programme since last years report. 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. 59. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. Table 6 provides an overview of Powered VS. Non-powered officers. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. National Crime Agency offers 223k for next DG - Civil Service World 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. The Home Secretary has accountability for the pay process and has developed a positive, partnership approach to working with the NCA. Roles based in Chelmsford/Stevenage will receive an additional. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. Specifications: Permanent Role. *Data is based on NCA employees on NCA Terms & Conditions. Benefits and support - National Crime Agency The officers who were successful were from across the Agency. More. 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, . This is set out in chapter 3, Section C of our pay proposals. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. The Agency is proposing a 3% increase in remuneration costs (IRC) this year. We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. 68. The NCA has communicated more this year on pay than in previous years. Across the standard pay ranges, we have been able to apply some meaningful increases, with pay range minimums increasing by up to 3,933. 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. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. Built a more sophisticated benchmarking approach to inform next years pay strategy. 72. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. The NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. 8% of roles within the command have powers. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. 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 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. 46. Candidates from the rest of the world will be considered; however, Cochrane's Central Executive Team is only able to offer consultancy contracts outside these countries. It is important to note that the Agency operates as both a civil service department, and as a law enforcement organisation. Table 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. 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. 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. Evidence identified Wilson approaching more than 5,000 children globally. 9. 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. 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. Our three year transformation proposal will be developed in parallel with our new People Strategy, to deliver a coherent offer. 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. Satisfaction with pay and benefits has reduced by 5% in 2021. 27. Our comparators include policing, the UK Intelligence Community and the Civil Service. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. 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. We have limited investment to achieve this. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. Salary : 35,000 per annum. 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 threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. 93. 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. As officers progress through the IOTP, we expect to see more females on spot rates. Progress against our pay reform ambition must be affordable within the funding provision. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. 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. Essex Police chief says officers are leaving for scaffolding jobs 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. 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. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). Table 9 NCA People Survey Overview 2021. Evidence to the NCA Remuneration Review Body (NCARRB), 2022 to - GOV.UK Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. 39. 73. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. Data suggests that the pay gap with our comparators, particularly policing, is growing. The table below shows that pay and benefits is a concern for officers. 42. 15. Alongside continuing to prioritise the safety of our officers, we developed and mobilised new working practices quickly, such as, moving learning on line where possible and investing in technology roll-out in order to support increased remote working. 43. The impact of COVID-19 has seen on average a 50% significant reduction in leavers from the Agency. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. 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. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. 89. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. We use some essential cookies to make this website work. Table 37: Conditional offers by applicant and offers. National Crime Agency. The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. 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. Each police force sets its own application entry requirements. 51. We must attract, develop and retain the skills that we require across our many different professions. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. The current expected attrition for 2020-2021 is 7.5%. This rose to 2% during the second quarter. 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.