We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. Tackling SOC requires a coordinated and national response. Where we have applied reform, attrition has reduced, and we have seen increased numbers of applications for roles that are on capability-based pay. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. Part of our workforce hold operational powers, and part do not. 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. Further, future investment into the NCA pay progress is required. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. *Data is based on NCA employees on NCA Terms & Conditions. The operational success of the Agency depends on the expertise of the whole workforce. 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. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. Search Nca jobs in London, UK with company ratings & salaries. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. 86. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. 1. 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. Table 11: Criteria for extending 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. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. Table 5: Current standard pay range values. 70. . 61. When consider what officers liked the most about working for the NCA, their team and relationships came out top, with their role and the opportunity to work on SOC also featuring highly. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. 99% of all officers have accessed the application this year to complete critical learning. Dont worry we wont send you spam or share your email address with anyone. 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. In future years, we will review our approach to professions and functional pay, as other organisations have started to implement targeted, professions-based models. 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. 35. Table 66: Spot Rate Values by grade and ethnicity. 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). Our one year approach is based on a number of factors, including the timing of our business planning, which has immediately followed the settlement review, and the view that a re-assessment of our strategy will take time to complete effectively. 57. 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. 27. It is evident that although spot rate officers are working three hours extra a week, the data suggests that sickness levels are lower than those officers on the standard pay range. This is a key enabler of our strategy. Uplift spot rate values to bring us closer to our comparators. The below breakdown shows the position in the pay range at each grade for officers on the standard pay range. 13. *Where we have applied capability based pay. 92. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. 8. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. Receive newsletters. The equality and diversity tables show a similar pattern to overtime, with a difference in gender and, to an extent, age. We also need to develop our offer for our enabling professions. You can change your cookie settings at any time. 19. Prior to this 2016-17 attrition was at 6.23%, which has risen year on year. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. 12. Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. The operational examples outlined in chapter 1 present the unique and complex skills mix that we require, and these types of direct operational requirements will be considered as we implement uplifts. To support our assessment, the Agency conducts an equality impact assessment on the proposed entry list, along with forecasting the impact of implementation of the changes on the agency ambition. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. This means that the NCA runs a multi-step process across each pay year, and often in parallel. It is important to note that the Agency operates as both a civil service department, and as a law enforcement organisation. 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. This submission evidences the impact of the pay pause, and the importance of continuing to apply a meaningful, affordable investment into our offer, to build a workforce for the future. 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. 42. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. Dont include personal or financial information like your National Insurance number or credit card details. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. 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. NCA general enquiries or to verify an NCA officer, available 24/7 . The NCAs mission is critical to our national security. Across operational roles, in particular at grades 4 and 5, capability-based pay has gone some way to improve our comparability with policing, though the gap remains, particularly at grade 5. In 21/22, progress was limited due to the pay pause. This has allowed us to remain competitive in our enabling capabilities roles, when compared to our Civil Service comparators. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. The current expected attrition for 2020-2021 is 7.5%. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. 7. Whilst this does not cover roles within the NCARRB remit, it is important to present the organisational ambition. 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. 32. Table 15: workforce by sexual orientation. 56. 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 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. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. 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. The ambition is that our pay framework rewards capability, supports agility of talent, and aligns with our people, inclusion and culture strategies. The level of personal accountability and risk associated with the role. 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. 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. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. Table 6 provides an overview of Powered VS. Non-powered officers. Each police force sets its own application entry requirements. We have also started working with commands to roll out apprenticeship opportunities, focusing on hard to fill roles and reinforcing profession pathways for existing officers. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. 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 means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. 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. 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. 90. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The NCA has communicated more this year on pay than in previous years. 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. We operate across all four nations, with different rules applied at different times. 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. 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 will apply these uplifts through our differentiated approach, rather than applying a blanket award. 3. 67. Whilst we have made positive progress, there is more to do realise our strategic ambition. Table 22: spot rate eligibility by religion. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. The operating context remains a challenge, and the ways of working differs greatly across the Agency. The Agency is evaluating the success of this through our hybrid working pilot. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. 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 60: Total overtime claimed by working pattern, Table 61: Total overtime claimed by age group, Table 62: Total overtime claimed by ethnicity. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. 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 started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. 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. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. 4. Table 6: Workforce by command powers split. This is representative of our strong ethos and values-driven mission. 6. 64. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. 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. The increase in officers on spot rate represents an increase in 219.80 FTE for a 37 hour week, or 164.85 for a 40 hour week. Our major responsibilities and skills requirements are set out in table 7. 5. The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. Table 44: Exit Questionnaire reasons for leaving. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. Evidence identified Wilson approaching more than 5,000 children globally. This chapter has shown the alignment between our pay strategy and the organisational context. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. There are areas which will need more time to analyse the sustained impact. It is important we provide female officers with opportunities to progress up the grade structure. 10. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need. We will review the ambition for grade 6 officers within the modernisation programme. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. 33. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. Targeted pay uplifts to reduce standard pay ranges by up to 19% since 2016. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. The turnover for this group is low. Accountable for the development and delivery of capabilities to support the operational services across the NCA. The typical The National Crime Agency Investigator salary is 35,458 per year. Equipment Officer position with @NCA_UK in Gillingham. 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 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. Contracts dont reflect working arrangements of 24/7 agency. 91. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 16. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. 23. 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. This will include reviewing our approach to overtime, which is currently relied upon to furnish operational demand. 38. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. We will further review the plan for grade 6 as part of our future strategy. Built a more sophisticated benchmarking approach to inform next years pay strategy. This committee is responsible for overseeing and implementing the pay framework in a way which is fair, data-driven and in line with strategy. 76. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. More. The areas that we need to build specialist operational skills are prioritised for capability-based pay. Achieving alignment with comparators in our capability based pay framework. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . This will include reviewing our approach to overtime, shift arrangements and wider contractual terms. 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. 73. 25. 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. Location: Ideally based in the UK, Germany or Denmark. In June 2021, the Agency introduced a hybrid working pilot, in line with government easing of restrictions. 94. 50. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. 29 Apr 2023 17:01:03 National Crime Agency. Almost 36% of the workforce hold operational powers, with most concentrated within our Investigations command. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. Table 57: Total overtime claimed by command. Targeting awards at lower earners will reduce gender pay gap. 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. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. 6. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. This provides is an example of the work that the NCA leads on tackling Child Sexual Abuse on a global scale. We must attract, develop and retain the skills that we require across our many different professions. Table 58: Total overtime claimed by Powers. 65. 39% of our workforce are on spot rates, with other T&Cs covering 0.22% of our organisation. 8% of roles within the command have powers. We have also conducted more activity and communication through our Remuneration Committee, and through our Agency review of RRAS. 79. 43. 65% of roles within the command have powers. As officers progress through the IOTP, we expect to see more females on spot rates. Table 35: Number of candidates added to NCA pipeline. 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. 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. The NCA therefore engage in dual processes to determine the pay award across the workforce. Accountable for developing and delivering the intelligence in response to support the 4 P planning developed by Threat Leadership. This will increase further as we build the modernisation programme. 78. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. The Agency will not be able to achieve this strategy using the remuneration lever alone, and this will require an integrated transformation programme to be approved and delivered. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. 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). These were supported by all employee blogs, where officers could directly contribute to the conversation. 83. Over the last four years we have increased representation of officers throughout all protected characteristics. Continue roll-out of capability based pay. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. 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. To deliver this we need to continue extending capability-based pay, reduce the length of the pay ranges, and invest in pay uplifts to ensure we are building an attractive offer. 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. There are areas we still need to do more work on, expert spot rates, allowances and capability based pay progression. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. 29. This has helped to build agility, and more officers have benefited from developmental career opportunities. We build the best possible. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. These roles are categorised by the following headings: Firearms These are Specialist roles within our Armed Operations Unit (AOU), these roles can receive the Expert Spot Rate salary. 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 Agency has to balance investment through all areas that will achieve operational delivery, along with providing a fair and transparent offer for our workforce. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. 4. 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%. Moving roles off RRA where we apply capability based pay. We have set out below the direction that we are heading in extending capability-based pay further this year. NCA Intelligence Officer Intelligence is at the heart of everything we do. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. Data suggests that the pay gap with our comparators, particularly policing, is growing. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. 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. Officers at Grades 6-3 inclusive are entitled to request payment or time off in lieu (TOIL) for overtime worked, with the exception of Grade 3 officers on spot rates. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere.

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