15. 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. We will review the ambition for grade 6 officers within the modernisation programme. This was primarily caused by effects of the pandemic. They drive and plan the effective delivery of our response with partners at senior level in law enforcement, Government, private and third sectors. 29 Apr 2023 17:01:03 The 2021 National Strategic Assessment concluded that the threat to the UK has highly likely increased compared with 2020. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. Demand for skills in law enforcement is high, and availability is low, particularly across hard to fill and specialist roles. 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. 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. 22. 65% of roles within the command have powers. Achieving alignment with comparators in our capability based pay framework. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year 30. List of National Crime Agency jobs on offer and how much they pay 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. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. Applying capability-based pay here will ensure we are rewarding officers for developing their skills where we need them, and encouraging officers to stay and grow careers within the Agency. Table 4 shows there is still a way to go to achieve comparability across all grades when comparing the NCA median with the policing equivalent. The typical The National Crime Agency Investigator salary is 35,458 per year. This is being furthered through our Inclusion and Culture strategy. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 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. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. 82. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. 79. We have launched our online learning application, enabling learning to be delivered at pace. , Although only powered officers come under the remit of the NCARRB, table 1 presents the capability-based pay position across all roles, in order to give the organisational picture. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. 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. Attrition has been steadily increasing up to April 2020. 8. Accountable for developing and delivering the intelligence in response to support the 4 P planning developed by Threat Leadership. Table 12: Proposed values for 22-23 (Capability-based pay framework). Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. The NCA therefore engage in dual processes to determine the pay award across the workforce. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. In order to secure the skills that the NCA requires to lead the evolving threat, it is important that our pay proposal aligns with our strategic context. Moving roles off RRA where we apply capability based pay. Since the introduction of pay reform in 2017, we have successfully implemented elements of our strategy, delivered through our four pay principles of: attractiveness; fairness; sustainability; and a forward-looking approach to pay. 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). A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. 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. In 21/22, progress was limited due to the pay pause. For example, the NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. We are competing for skills across several labour markets. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. 55. Built a more sophisticated benchmarking approach to inform next years pay strategy. 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. Table 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. 80. Once it is published, it is supported through the presentation of oral evidence by the NCA DG. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. 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. Table 50: Total overtime claimed by Grade. The difference is exacerbated by the police receiving yearly progression through increments. Part of our workforce hold operational powers, and part do not. We have set out below the direction that we are heading in extending capability-based pay further this year. The NCA recognise the need to balance pay awards, as the economic evidence does state that if pay increases were to exacerbate temporary inflation pressures, this may drive wage demand further across the economy, and lead to increased pressures. It is a critical part of our offer to apply affordable pay uplifts, in line with our strategy. Working parents can open an online childcare account and for every 8 they pay in, the government adds 2, up to a maximum of 2,000 a year for each child or 4,000 for a disabled child. However, we are now lagging behind at grade 6, where the NCA median is 21,050 compared with a Civil Service median of 21,325, and we still have comparably longer pay scales than other Government departments. 31 open jobs for Nca in London. As shown above, the majority of our officers are on the standard pay range. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. In these areas we have specialist, operational roles that remain on the standard pay framework. 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. This is an improvement on last year where spot rates covered 28% of our workforce. This chapter has shown the alignment between our pay strategy and the organisational context. Authorised overtime is payable at the following rates: i) Overtime worked on a rostered working or non-working day is paid at plain time up to 37 hours (or 40 hours if on spot rate framework) per week; ii) Overtime worked on a rostered working or non-working day is paid at time and a half rate where over 37 hours (or 40 hours) are worked; iii)iii) Overtime worked on a rostered rest day or Bank Holiday with less than 14 calendar days notice is paid at double time (with no requirement to have worked 37 (or 40) hours); iv) Overtime worked on a rostered rest day or Bank Holiday where 14 or more days notice is paid at plain time in line with i) and ii) above); During 2020-21 the NCA spent 13.31m on overtime with the majority of overtime claimed in operational roles, with Intelligence and Investigations the biggest claimants. We also need to develop our offer for our enabling professions. 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%. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. We must attract, develop and retain the skills that we require across our many different professions. We also use cookies set by other sites to help us deliver content from their services. Salary & Allowances (NCA average compared to law enforcement average). 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. This includes performance bonuses, overtime and contingent labour costs. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. The yearly trends continue to show we are operating at a low base. 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. We need to go further than we have previously done to achieve this. This data has been collected from October 2020 to November 2021. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. Whilst we have made positive progress, there is more to do realise our strategic ambition. Our ability to implement the strategy, delivered through our four pillars, is crucial to achieve continued operational success, in a sustainable manner. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. 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. 45. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. As officers progress through the IOTP, we expect to see more females on spot rates. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. This is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. This reflects the operational nature of the Agency, with these being the core grades where we bring in, develop and deploy operational capabilities. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. We achieved our highest level of disruptions during this time. You have accepted additional cookies. 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. 23% of roles within the command have powers. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. These were supported by all employee blogs, where officers could directly contribute to the conversation. 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. You can change your cookie settings at any time. Tackling SOC requires a coordinated and national response. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). 53. 2. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. Table 15: workforce by sexual orientation. 6. Following the successes in 2020 we are now expanding growth in specialist areas which matches with our goals of expanding the spot rate framework into these role types. 13. 52. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. When factoring in bonuses and additional compensation, a Officer at The National Crime Agency can expect . 76. It is comprised of senior leadership team representatives from all commands in the Agency. Nca Officer Jobs - 2022 | Indeed.com NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. **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. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. 2. This would cost 210k and would bring 97 officers in to scope. Data suggests that the pay gap with our comparators, particularly policing, is growing. Further, future investment into the NCA pay progress is required. This framework helps the NCA to prioritise roles for inclusion, allowing us to direct capability-based pay coverage where it will have the most impact. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. 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. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. Evidence to the NCA Remuneration Review Body (NCARRB), 2022 to - GOV.UK This includes remaining competitive, attracting new entrants and reducing the time it takes to onboard new starters at the beginning of the employment journey. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. The operating context remains a challenge, and the ways of working differs greatly across the Agency. 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. The National Crime Agency Investigator Salaries | Glassdoor 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.