nca officer salary uk

The NCA is proposing a higher uplift at grade 6 as a result of this. Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. Data suggests that the pay gap with our comparators, particularly policing, is growing. 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. Table 56: Total overtime claimed by grade. 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. Anomaly correction in location allowances -97 additional officers receiving a South-East allowance. 32. 71. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. This will provide an average uplift across the standard pay ranges of 2.43%, and will reduce the average pay length gap to 23%. 83. There are areas which will need more time to analyse the sustained impact. 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. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 25. Table 11: Criteria for extending capability-based pay. 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. 74. 15. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. The Agency is evaluating the success of this through our hybrid working pilot. 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. The detail of the proposal was submitted in our last evidence submission. It is recognised that pay is one part of the package, along with the wider people offer, which is outlined in chapter 2. We are competing for skills across several labour markets. 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. see the job advert for full location information. 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. This is being developed for 23/24, subject to wider agreement. It undermines sovereignty and corrodes economies worldwide. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . The NCA are planning to submit a three year pay deal as part of the 23/24 submission. This includes performance bonuses, overtime and contingent labour costs. Additionally, some developmental opportunities have been withdrawn due to not being able to run throughout the pandemic. Table 8: NCA People Plan and progress made in 2021. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. 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. 36. Over past 4 years 1942 officers have been recruited into agency. As a law enforcement Agency we need to prepared to react to the changing nature of crime, this includes deploying officers outside of working hours and going beyond our normal working week. This rose to 2% during the second quarter. Our leadership team has remained visible throughout the pandemic, and there has also been regular communication and engagement with staff through virtual means, with an emphasis on transparency and resilience. 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. Well send you a link to a feedback form. A high-level overview of the criteria and its application is set out in table 11. 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. We also need to develop our offer for our enabling professions. 53. 60. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. In February, he was sentenced to 25 years in prison. It is important to note that there are some issues that will be addressed more fully through the three year pay deal that we are planning to submit next year: Table 10: NCARRB feedback and NCA Response. 4. This would cost 210k and would bring 97 officers in to scope. 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. Prior to this 2016-17 attrition was at 6.23%, which has risen year on year. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. Funding our pay reform programme is a challenge, and impacts the pace of change. 6. 92. Receive newsletters. 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. Continued to enhance developmental pathways to facilitate more lateral moves between teams, and have utilised talent schemes across Civil Service and Law Enforcement. We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. 5. 93. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. 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. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. Working parents can open an online childcare account and for every 8 they pay in, the government adds 2, up to a maximum of 2,000 a year for each child or 4,000 for a disabled child. The areas that we need to build specialist operational skills are prioritised for capability-based pay. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. Whilst we have made positive progress, there is more to do realise our strategic ambition. 95. The proposal and impact is outlined at table 13. Targeting awards at lower earners will reduce gender pay gap. 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. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. 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. The NCA became operational in October 2013. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. Targeted investment at grade 3 to reduce overtime reliance. NCA officers work at the forefront of law enforcement. 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. 27. 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. 1. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. The majority of the workforce remains on the Standard Pay Range. It will take only 2 minutes to fill in. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year Whilst we have made progress, we still have a way to go to fully implement our strategy. This is drawn out in more detail in tables 2 and 3. Extending capability based pay to remainder of eligible roles in the agency. More. Ensuring that this forward focused approach aligns directly to remuneration will form part of the future pay strategy. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. 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. 62. 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. Continue roll-out of capability based pay. 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 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. Table 65: Spot Rate Values by grade and ethnicity. This is a key enabler of our strategy. This would build fairness, in line with the strategy. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. The current grading composition at grades 1-6 is below in graph 1. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. 8. The NCA has a blended workforce of powered and non-powered officers. An overview of our annual People Plan and progress against it can be found at table 8. The Agency is proposing to apply a differentiated award to the standard pay range, to target investment in line with our strategy. 57. The NCA has communicated more this year on pay than in previous years. The operating context remains a challenge, and the ways of working differs greatly across the Agency. The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. 63% of the TOIL claims were from male officers in the 50-59 age group. This chapter has shown the alignment between our pay strategy and the organisational context. The ambition is to achieve full coverage of capability-based pay, in line with our criteria at table 10, across operational roles. Part of our workforce hold operational powers, and part do not. 12. 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. The data shows that our lower grades tend to have a higher ratio of part time workers. Table 68: Standard Pay Range by grade and gender. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. Table 9 NCA People Survey Overview 2021. 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. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. We are therefore proposing to continue with previously agreed measures for this pay year, to enable us to carry out this strategic planning through 2022/23, before bringing back a multi-year proposal to the NCARRB, subject to future agreement. Accountable for the development and delivery of capabilities to support the operational services across the NCA. 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. 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. Targeted pay uplifts to reduce standard pay ranges by up to 19% since 2016. Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. Where we have applied reform, attrition has reduced, and we have seen increased numbers of applications for roles that are on capability-based pay. In these areas we have specialist, operational roles that remain on the standard pay framework. When factoring in bonuses and additional compensation, a Officer at The National Crime Agency can expect . As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. This has helped to build agility, and more officers have benefited from developmental career opportunities. 6. Table 51: Total overtime claimed by powers. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. . 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. 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. This committee is responsible for overseeing and implementing the pay framework in a way which is fair, data-driven and in line with strategy. Roles based in Chelmsford/Stevenage will receive an additional. From Grade 4 the difference shows a higher ratio of males to females, with males more than twice as likely to be in a senior role at grade 1. . The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). Our 2021 people survey results on pay decreased following the pay pause. The officers who were successful were from across the Agency. 50. 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). An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. It is therefore recognised that building a resilient workforce for the future will not be achieved through pay alone. 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%). In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. Authorised overtime is payable at the following rates: i) Overtime worked on a rostered working or non-working day is paid at plain time up to 37 hours (or 40 hours if on spot rate framework) per week; ii) Overtime worked on a rostered working or non-working day is paid at time and a half rate where over 37 hours (or 40 hours) are worked; iii)iii) Overtime worked on a rostered rest day or Bank Holiday with less than 14 calendar days notice is paid at double time (with no requirement to have worked 37 (or 40) hours); iv) Overtime worked on a rostered rest day or Bank Holiday where 14 or more days notice is paid at plain time in line with i) and ii) above); During 2020-21 the NCA spent 13.31m on overtime with the majority of overtime claimed in operational roles, with Intelligence and Investigations the biggest claimants. 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. 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. Table 5: Current standard pay range values. We are constrained by the public sector IRC position. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. More detail on retention, presented through attrition data, is at chapter 2. Table 49: Total overtime claimed by command. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. 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. Targeted uplifts for the lowest earners, for example grades 3-6. Salary & Allowances (NCA average compared to law enforcement average). 10.Engagement with officers on pay is key. 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 below table shows the grade breakdown of the payments made, Grade 4 was the highest claim with Grades 5 and 3 following closely behind. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. Table 6 provides an overview of Powered VS. Non-powered officers. 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. 7. 24. 80. 47. 85. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. You have accepted additional cookies. Almost 36% of the workforce hold operational powers, with most concentrated within our Investigations command. We are operating in an increasingly volatile fiscal context. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent).

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