16. This was to recognise that some of our roles are not operating in the same environment as policing. Grade 3 is an important part of building a sustainable and resilient offer. Progress against our pay reform ambition must be affordable within the funding provision. Permanently employed staff make up 90% of our total headcount. 22. There continue to be challenges with comparability in relation to pay and conditions, and it is clear there is more to do to build on previous successes. 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. The Agency is evaluating the success of this through our hybrid working pilot. 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. 65. The People Survey headlines can be found at table 9. In December 2021, the Agency ran a series of all-staff virtual events, to bring the organisation together, to listen to the challenges faced and celebrate success. The campaign led to 12 officers being successful to move laterally or be promoted into these roles. 44. Table 20: Spot rate eligibility by gender. We are competing for skills across several labour markets. This includes performance bonuses, overtime and contingent labour costs. 89. 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. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. 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. Building a professions strategy for enabling functions. 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. 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). Table 49: Total overtime claimed by command. 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. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. B)Investing in capability-based pay (through spot rates). This is aligned with our strategy to build the fairness of our offer, through targeting the lower earners in the organisation. We have limited investment to achieve this. 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. 67. 24. The highest percentage of officers eligible to opt into spot rates are in the higher age brackets, 4.3% of 50-59 year olds and 2.26% of 40-49 year olds. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need. 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. The equality and diversity tables show a similar pattern to overtime, with a difference in gender and, to an extent, age. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. You can change your cookie settings at any time. We operate across all four nations, with different rules applied at different times. 86. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. The Agency is proposing a 3% increase in remuneration costs (IRC) this year. This provides is an example of the work that the NCA leads on tackling Child Sexual Abuse on a global scale. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. 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. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. The ambition is to achieve full coverage of capability-based pay, in line with our criteria at table 10, across operational roles. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. Table 63: Contingent Labour costs by command. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. Whilst this is lower than the UK average of 15%; the data shows that, where we have invested in pay reform previously, attrition, and vacancy gaps, are lower. Table 68: Standard Pay Range by grade and gender. 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 NCA encourages developmental moves, and we are building pathways to support this through our talent framework. 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. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. 34. 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. We have seen, due to Covid-19, our officers adapting to homeworking well (as a short term measure), and data has outlined that our sickness levels have decreased from previous years. 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. *Pay freeze applied for the 2021 pay uplift, except where officers earnt less than 24k, who received a 250 uplift. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. Each police force sets its own application entry requirements. Table 40: productivity statistics by grade. 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. 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 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. 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. The table below shows that pay and benefits is a concern for officers. We have set out below the direction that we are heading in extending capability-based pay further this year. One of the priorities for the Agency is making our workforce more diverse. We build the best possible. Table 66: Spot Rate Values by grade and ethnicity. 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. Further, future investment into the NCA pay progress is required. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. 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. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. We also use cookies set by other sites to help us deliver content from their services. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. 5. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. 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. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. This represents year one of a three year plan, the overall investment is predicted to be 2.7% over three years. Search Nca jobs in London, UK with company ratings & salaries. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. 61. 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. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. A high-level overview of the criteria and its application is set out in table 11. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. 23% of roles within the command have powers. However, we continue to have increased operational demand in the South-East. 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 proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. Table 7: Workforce by Grade powers split. This means that the NCA runs a multi-step process across each pay year, and often in parallel. 5. The role suffers from significant recruitment and retention problems through a lack of suitably qualified candidates applying for the role and there are ongoing vacancies in the establishment. Achieving alignment with comparators in our capability based pay framework. 27. 19. . Whilst we will build on this in 22/23, there is more to do. National Crime Agency (NCA) 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. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. As noted in chapter 1, for an award above 3% IRC, the Agency Board would need to make choices to reallocate funding from elsewhere. This has helped to build agility, and more officers have benefited from developmental career opportunities. It also draws out our pay challenges and the areas we are able to address this year. Our major responsibilities and skills requirements are set out in table 7. 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. 33. 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. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. 87. NCA officers work at the forefront of law enforcement. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. Targeting awards at lower earners will reduce gender pay gap. 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. 52. We have higher attrition in areas that we have not been able to apply reform, which demonstrates the importance of continuing to implement our strategy. This is overseen through the internal NCA governance framework. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. 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. In order to identify the priority roles in scope we propose a series of criteria to be utilised, in order to complete our prioritisation exercise. The total cost of this was 211,392. When looking at the ethnicity of the population, we can see that officers who identify as White are the highest percentage of officers eligible to opt into Spot Rate (6.05%). The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. The Home Secretary has accountability for the pay process and has developed a positive, partnership approach to working with the NCA. The average The National Crime Agency salary ranges from approximately 32,127 per year for an Officer to 50,091 per year for an Investigations Manager. 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. Receive newsletters. Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. The NCARRB cover only those officers who hold operational powers. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. 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). 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%. Intelligence Analyst 3 salaries Intelligence Analyst 1 salary View More Media & Communications Based on 5 salaries Internal Communications Manager 1 salary Senior Communications Officer 1 salary View More Product & Project Management Based on 5 salaries Project Manager 1 salary Project Manager 1 salary View More Administrative Based on 4 salaries 29 Apr 2023 17:01:03 This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. 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. 51. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. 70. 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. The reform that we have implemented has had a positive impact within the Agency. 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 framework helps the NCA to prioritise roles for inclusion, allowing us to direct capability-based pay coverage where it will have the most impact. 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. The current expected attrition for 2020-2021 is 7.5%. The National Crime Agency (NCA) leads the UKs fight to cut Serious and Organised Crime (SOC). 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. There is no such thing as a. 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. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. This work will form the basis of our 23/24 NCARRB submission. . As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. The pay pause will have impacted the results too, as we had our most successful year for disruptions, and officers feel they have not been rewarded when they increased delivery and performance.

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