The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. Targeted investment at grade 3 to reduce overtime reliance. The typical The National Crime Agency Investigator salary is 35,458 per year. Their collective skills and diversity of experience are crucial to our operational success. Inter-operability across all areas is important for driving a holistic approach. We have outlined that there are still gaps that will need to be addressed in future years. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. The NCA responses are covered in Chapter 3, though we have developed our proposals with these points in mind throughout. 3. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. 9. The results are approximately 2-3 percentage points down in comparison to 2020. One of the priorities for the Agency is making our workforce more diverse. 56. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 2. Accountable for the development and delivery of capabilities to support the operational services across the NCA. The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. 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. 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. 40. The equality and diversity tables show a similar pattern to overtime, with a difference in gender and, to an extent, age. This is why the NCA offered a choice to opt-in. This includes performance bonuses, overtime and contingent labour costs. 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. Table 6: Workforce by command powers split. The NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. 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. 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. Our largest gap in pay is with policing. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. 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. Operation VENETIC led to the arrest of 1,550 people across the UK, and the seizure of 115 firearms and 54million in cash, following international partners successful extraction of data from an encrypted communications platform. 44. To support the NCARRB in making their assessment, the NCA submit this written evidence document, which must first be approved by HM Treasury and the Home Secretary. . 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. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. 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%. This publication is available at https://www.gov.uk/government/publications/evidence-submissions-to-nca-remuneration-review-body-2022-to-2023/evidence-to-the-nca-remuneration-review-body-ncarrb-2022-to-2023-accessible-version. 12.It is important to note that the above processes cover officers in delegated grades (Grade 1-6), and Senior Civil Service pay is governed centrally through government, with the Senior Salaries Review Body (SSRB). We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. 87. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. Comparable role in organisations with a similar remit to the NCA is undertaken by an officer of more senior rank, or the role requires a specific skill set which is remunerated at a higher rate. If we look at the ethnicity, we see a similar breakdown with the number of BAME officers at Grade 1 being zero, with the majority of officers at Grades 4 and 5. The cohort data below shows the number of officers undertaking the programme since last years report. Table 2: Comparison of pay points between NCA Grade 5 and Constable Pay. We decided not to focus extending capability-based pay to large numbers of grade 3 officers. 6. In 21/22, progress was limited due to the pay pause. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. The level of personal accountability and risk associated with the role. We are reviewing the 90% target as part of our modernisation programme. Grade 3 is an important part of building a sustainable and resilient offer. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. Table 13: Proposed standard pay range uplifts for 2022-23. More detail on retention, presented through attrition data, is at chapter 2. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. 18. 10.Engagement with officers on pay is key. 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. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. It is offering a salary of up to 223,441 a year for the right candidate - in line with Owens's 220,000-225,000 salary bracket reported in the law-enforcement body's annual report and accounts for 2020-2021. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. 5. This helped us to deploy resource where it is needed. It also draws out our pay challenges and the areas we are able to address this year. In order to alleviate the issue of police transfers we have begun using the expert spot rate within Firearms, since implementation in 2019 leavers within Firearms has reduced down to 5 in 2020 and 6 in 2021 from a high of 12 in 2018. Specifications: Permanent Role. The current expected attrition for 2020-2021 is 7.5%. With the increase in hours from 37 to 40 hours, compared to those on standard terms and conditions, the tables below outlines percentage of sickness days lost. There are areas which will need more time to analyse the sustained impact. More. The Agency recognises that there is no additional funding for pay this year, and has deemed 3% as affordable within our current envelope. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. Well send you a link to a feedback form. Table 10 addresses the key feedback. The broad timeline for this process is as follows: November Home Secretary issues the remit letter to the NCARRB (published on gov.uk), February NCA submits written evidence to government for consideration, March NCA DG delivers oral pay evidence to support the pay case, May The NCARRB produce their written recommendations, June July The government responds to their recommendations. The following data tables detail officers eligible to opt in to Spot Rate as of August 2021. This means that the NCA runs a multi-step process across each pay year, and often in parallel. This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. 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. 30. Part of our workforce hold operational powers, and part do not. In the future we will review our approach to allowances, working hours, overtime and shift patterns to further align the model that we need to deliver operationally. The table below shows that pay and benefits is a concern for officers. It is important we provide female officers with opportunities to progress up the grade structure. 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. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. The People Survey headlines can be found at table 9. *NCA data is based upon median pay in operational commands. Dont include personal or financial information like your National Insurance number or credit card details. 54. 79. Table 60: Total overtime claimed by working pattern, Table 61: Total overtime claimed by age group, Table 62: Total overtime claimed by ethnicity. Table 66: Spot Rate Values by grade and ethnicity. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. 12. Whilst we recognise it is not within the remit of the NCARRB, we will review our approach to professions pay, primarily in enabling functions, which forms a part of our total pay-bill. 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. The operating context remains a challenge, and the ways of working differs greatly across the Agency. 55. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. 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. This is drawn out in more detail in tables 2 and 3. Evidence identified Wilson approaching more than 5,000 children globally. 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. 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. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. 29. The NCA has communicated more this year on pay than in previous years. Is the role considered as a hard to fill role. We continue to review our people data quarterly with the NCA Board. Roles based in Chelmsford/Stevenage will receive an additional. 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. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. This is overseen through the internal NCA governance framework. 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. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. The Agency is proposing a 3% increase in remuneration costs (IRC) this year. 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 difference is exacerbated by the police receiving yearly progression through increments. The areas that we need to build specialist operational skills are prioritised for capability-based pay. 27. As officers progress through the IOTP, we expect to see more females on spot rates. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. 53. 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 spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). 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. 81. These complex priorities set out the need for an integrated workforce strategy. The ambition is that our pay framework rewards capability, supports agility of talent, and aligns with our people, inclusion and culture strategies. Table 1 shows the progress that we have made against our capability-based pay ambition, the impact of the 22/23 proposal, and the residual gap across operational roles. B)Investing in capability-based pay (through spot rates). 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 We use some essential cookies to make this website work. . 23. Building a professions strategy for enabling functions. Extending capability based pay to remainder of eligible roles in the agency. They drive and plan the effective delivery of our response with partners at senior level in law enforcement, Government, private and third sectors. 10. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. 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. Tackling SOC requires a coordinated and national response. As shown above, the majority of our officers are on the standard pay range. The majority of the workforce sits within the operational functions of Intelligence and Investigations, with Grades 4 & 5 having the highest number of officers. You have accepted additional cookies. Table 65: Spot Rate Values by grade and ethnicity. 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. 84. In future years, as we seek to make additional investment in pay, we will need to secure efficiencies across the employment offer to fund further uplifts. 31 open jobs for Nca in London. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. 21. Over past 4 years 1942 officers have been recruited into agency. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. The ambition is to move officers off temporary allowances and on to capability-based pay. We also need to develop our offer for our enabling professions. 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. 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. 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. 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. 35. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. Table 40: productivity statistics by grade. This data also shows that female representation is higher within our enabling functions teams. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. 70. Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. Table 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. Most powered officers are in operational commands, though there are some powered officers in enabling capabilities that are able to support operations where surge capacity is required. In our enabling functions, we have also seen attrition increase, particularly where we have not been able to implement pay reform. 92. We also use cookies set by other sites to help us deliver content from their services. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. National Crime Agency (NCA) 80. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. 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. This was primarily caused by effects of the pandemic. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. The associated costings of our proposals are broken in table 14: Increase the coverage of capability-based pay: 1.33m, Adjustment of London Weighting anomalies: 170k, Current Spot Rates and Standard Pay Ranges, 3) Initial Operational Training Programme (IOTP). This is to negotiate on employees T&Cs whereby officers are not covered by an independent body. However, moving onto capability-based pay provides more stability and permanency in earnings, and our data shows that it supports wellbeing and lower sickness levels. This chapter has shown the alignment between our pay strategy and the organisational context. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. . Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. Officers have the ability to claim TOIL rather than overtime. 29 Apr 2023 17:01:03 This data has been collected from October 2020 to November 2021. 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. 45. 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. Cochrane seeks Advocacy and Partnerships Officer. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. Achieving alignment with comparators in our capability based pay framework. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. 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. Table 44: Exit Questionnaire reasons for leaving. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. **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. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. Table 6 provides an overview of Powered VS. Non-powered officers. 57. There are a complex set of stakeholders and sign-off points throughout this process. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. NCA officers work at the forefront of law enforcement. 58. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 13. Table 5: Current standard pay range values. 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. 78. Table 57: Total overtime claimed by command. To support this work, we are developing a revised benchmarking matrix. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. Expanded capability based pay to 54% of operational 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. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. 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. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. Continue roll-out of capability based pay. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. This would also keep NCA pay from lagging further behind comparators in this area. It is comprised of senior leadership team representatives from all commands in the Agency. 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. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. 24. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). 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. 65% of roles within the command have powers. 85. Table 35: Number of candidates added to NCA pipeline. Targeting awards at lower earners will reduce gender pay gap. This work will form the basis of our 23/24 NCARRB submission. 66. 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). Whilst we have made progress, we still have a way to go to fully implement our strategy.
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