nca officer salary uk
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. 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. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. Developing and delivering specialist capabilities and services to tackle SOC. He said the . As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. 4. The National Crime Agency Salaries in London | Glassdoor The National Crime Agency Investigator Salaries | Glassdoor The officers who were successful were from across the Agency. This will increase further as we build the modernisation programme. childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. Table 15: workforce by sexual orientation. 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. 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. Table 35: Number of candidates added to NCA pipeline. 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). The 22/23 proposal, detailed at chapter 3, seeks to further the progress against our strategy by applying a 3% IRC as a one year approach. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. Proposed changes for 22/23 are aimed at addressing anomalies within our current allocation, through opting officers in our Chelmsford and Stevenage branches into the South-East allowance at 2,739, which is 80% of the current rate. Tackling SOC requires a coordinated and national response. To help us improve GOV.UK, wed like to know more about your visit today. 44. An overview of our annual People Plan and progress against it can be found at table 8. 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. SOC affects more UK citizens, more often, than any other national security threat, and is estimated to cost the UK economy at least 37 billion a year, with this cost increasing annually. Over past 4 years 1942 officers have been recruited into agency. 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. 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. 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. It will take only 2 minutes to fill in. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year 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 is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. NCA Intelligence Officer - National Crime Agency We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. We continued to recruit where we could carry out assessments effectively remotely, though for some critical roles, face to face assessment is required and explains some of our vacancy gaps, as campaigns were extended. 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. When looking at the recruitment of operational roles we can see the challenges the Agency faces. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. The NCA therefore engage in dual processes to determine the pay award across the workforce. 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. In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. The National Crime Agency Salaries - Glassdoor 57. To afford this activity, and as we are constrained by the public sector IRC, we will need to seek contractual savings to re-invest spend back into pay. 6. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. There are a complex set of stakeholders and sign-off points throughout this process. This is overseen through the internal NCA governance framework. However, we continue to have increased operational demand in the South-East. 24. 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. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. Table 13: Proposed standard pay range uplifts for 2022-23. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. 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. 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. This would also keep NCA pay from lagging further behind comparators in this area. 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. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. 18. There are areas which will need more time to analyse the sustained impact. 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. It is a critical part of our offer to apply affordable pay uplifts, in line with our strategy. It would cost 14.5 million to extend capability-based pay across all eligible roles, and a further 6.7 million to achieve pay parity with policing. Table 9 NCA People Survey Overview 2021. *Where we have applied capability based pay. We operate across all four nations, with different rules applied at different times. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. Well send you a link to a feedback form. For a proportion of our grade 3 officers who are high overtime earners, it wouldnt have been financially viable to change their terms and conditions, as they would lose the potential for overtime. 25. This would build fairness, in line with the strategy. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. Over the last four years we have increased representation of officers throughout all protected characteristics. The Agencys attrition rate is 8.9% as at 30 August 2021. More. , Although only powered officers come under the remit of the NCARRB, table 1 presents the capability-based pay position across all roles, in order to give the organisational picture. This was to recognise that some of our roles are not operating in the same environment as policing. 76. Table 10 addresses the key feedback. 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. Once it is published, it is supported through the presentation of oral evidence by the NCA DG. Attrition has been steadily increasing up to April 2020. Momentum in our pay strategy has enabled more agility with our workforce in 2021. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. This is representative of our strong ethos and values-driven mission. 16. 94. A high-level overview of the criteria and its application is set out in table 11. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. 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. It is important we provide female officers with opportunities to progress up the grade structure. The typical The National Crime Agency Investigator salary is 35,458 per year. Is the role considered as a hard to fill role. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. Permanently employed staff make up 90% of our total headcount. 31 Search results - Civil Service Jobs - GOV.UK The majority of the workforce remains on the Standard Pay Range. This helped us to deploy resource where it is needed. 91. The ambition is to move officers off temporary allowances and on to capability-based pay. Table 60: Total overtime claimed by working pattern, Table 61: Total overtime claimed by age group, Table 62: Total overtime claimed by ethnicity. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. 72. 10. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Nca Officer Jobs - 2022 | Indeed.com Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. 62. 75. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. Table 37: Conditional offers by applicant and offers. 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. Operational disruptions have increased, and we have had our most successful year to date in 2020/21. The challenge is more acute where these roles are also located in the South-East, as we require specific capabilities to tackle the threat in this area. Their collective skills and diversity of experience are crucial to our operational success. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. 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. Many of our hard to fill roles are situated in this geographical area, and we continue to face acute recruitment pressures here.