This precedes the development of our full three year People and Pay Strategies which aims to form the basis of the NCARRB submission for 23/24. 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. 87. 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. Whilst we have made progress, we still have a way to go to fully implement our strategy. Table 20: Spot rate eligibility by gender. 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. National Crime Agency (NCA) Our three year transformation proposal will be developed in parallel with our new People Strategy, to deliver a coherent offer. 60. Table 15: workforce by sexual orientation. We have set out below the direction that we are heading in extending capability-based pay further this year. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. You have accepted additional cookies. This is increasingly being driven by advances in technology, as criminal groups are operating in a global, inter-connected way, to continue to profit and avoid detection. Our largest gap in pay is with policing. The NCARRB cover only those officers who hold operational powers. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. 43. 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. The NCA therefore engage in dual processes to determine the pay award across the workforce. 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. Building a 3 year transformation proposal to accelerate progress. An overview of our annual People Plan and progress against it can be found at table 8. 45. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. 48. 74. . We are therefore applying awards across all grades in our standard ranges. 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 Agency forecast that this proposal will have a positive impact on diversity outcomes, including a reduction of the gender pay gap through reducing the length of the pay ranges and applying targeted uplifts to the lowest earners. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. 92. Invest in capability based pay to 250 more roles, focusing on hard to fill areas. Table 13: Proposed standard pay range uplifts for 2022-23. 2. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. In line with our strategy to build an attractive offer, the Agency is proposing to apply a differentiated investment into to our capability-based pay framework in 22/23. 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. 17. 63% of the TOIL claims were from male officers in the 50-59 age group. 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. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. This is why the NCA offered a choice to opt-in. Agency needs to develop and modernise our total offer, taking into account other pay and non-pay benefits, as well as a wholescale review and how and where we work. As officers progress through the IOTP, we expect to see more females on spot rates. 10. During 2021 the NCA has continued to build on the accelerated pace of 2020, though there has been an impact of the Covid-19 pandemic on recruitment. Moving roles off RRA where we apply capability based pay. 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. Table 2: Comparison of pay points between NCA Grade 5 and Constable Pay. . 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. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on. Search Nca jobs in London, UK with company ratings & salaries. Table 35 shows the changes in recruitment activity from 2019-2021. 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. Uplift spot rate values to bring us closer to our comparators. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. 12. 1. These complex priorities set out the need for an integrated workforce strategy. In June 2021, the Agency introduced a hybrid working pilot, in line with government easing of restrictions. 29. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. The role causes significant disruption to the officers personal life and requires a high level of personal accountability in managing risks to the business. Built a more sophisticated benchmarking approach to inform next years pay strategy. 4. 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. 19. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. The NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. *NCA data is based upon median pay in operational commands. 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. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. Our 2021 people survey results on pay decreased following the pay pause. 53. For example, the NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. The turnover for this group is low. This can be found at Annex A. The data shows that our lower grades tend to have a higher ratio of part time workers. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. 47. 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. 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. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. Whilst we have made positive progress, there is more to do realise our strategic ambition. Table 11: Criteria for extending capability-based pay. 91. The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. Their collective skills and diversity of experience are crucial to our operational success. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. This will include reviewing our approach to overtime, shift arrangements and wider contractual terms. 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. 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. 5. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. 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. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. 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. 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. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. 61. 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. 78. 29 Apr 2023 17:01:03 The Agency is evaluating the success of this through our hybrid working pilot. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. 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. 70. 1. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. Cyber crime - related pages . 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. One of the priorities for the Agency is making our workforce more diverse. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. 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. 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 Location: Ideally based in the UK, Germany or Denmark. This chapter has shown the alignment between our pay strategy and the organisational context. Table 7: Workforce by Grade powers split. Business Support Officer - Investigations - National Crime Agency The operating context remains a challenge, and the ways of working differs greatly across the Agency. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). 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. Table 65: Spot Rate Values by grade and ethnicity. We have also conducted more activity and communication through our Remuneration Committee, and through our Agency review of RRAS. Recruitment has seen 25% increase in applicant numbers*. 33. There are areas which will need more time to analyse the sustained impact. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. 63. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. 40. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. The National Crime Agency leads the UK's fight to cut serious and organised . The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. This is drawn out in more detail in tables 2 and 3. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. The typical The National Crime Agency Investigator salary is 35,458 per year. For officers who hold operational powers, the Home Secretary sets a remit letter, whereby the NCARRB (as an independent pay review body) are requested to present recommendations on pay for those officers under their remit. We achieved our highest level of disruptions during this time. 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 9 NCA People Survey Overview 2021. We have built an increased understanding of our skills gaps through our learning annual review processes, this has ensured that training is aligned more closely to the requirements of the role. The current grading composition at grades 1-6 is below in graph 1. 27% of roles within the command have powers. 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. We operate across all four nations, with different rules applied at different times. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. 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). 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. 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. Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. 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. B)Investing in capability-based pay (through spot rates). This creates an often complex process. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. 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. 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, . Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. 34. The majority of the workforce remains on the Standard Pay Range. 5. Anomaly correction in location allowances -97 additional officers receiving a South-East allowance. The successful delivery of this work relied upon the expertise across our technical, investigate and intelligence functions, and is the broadest and deepest ever UK operation into SOC. National Crime Agency (NCA) | LinkedIn JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. As shown above, the majority of our officers are on the standard pay range. NCA officers work at the forefront of law enforcement. 2. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. Leaders discussed the new opportunities and challenges 2022 will bring. Officers have the ability to claim TOIL rather than overtime. This demonstrates the need for a pay and benefits framework that will enable us to attract and retain the capabilities that we require in the right place, at the right time. 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. In future years, we will review our approach to professions and functional pay, as other organisations have started to implement targeted, professions-based models. The National Crime Agency Investigator Salaries | Glassdoor The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. 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. 3. Salary & Allowances (NCA average compared to law enforcement average). Funding our pay reform programme is a challenge, and impacts the pace of change. These officers are eligible to opt into Spot Rate pay at any time. 32. This is an encouraging indication of the strong sense of collaboration across the Agency. Working with partners both nationally and internationally. Ensuring that this forward focused approach aligns directly to remuneration will form part of the future pay strategy. . Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. National Crime Agency. Table 51: Total overtime claimed by powers. Operational disruptions have increased, and we have had our most successful year to date in 2020/21. During the financial year 20/21 there was agreement that officers could be paid TOIL at a standard rate. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. Vetting Officer Nca Jobs - 2021 | Indeed.com The ambition for all allowances will be reviewed as part of our future strategy, as we also consider the impact of our estates programme, and the hybrid working pilot. This rose to 2% during the second quarter. 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. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need.