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. 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 Agency runs regular engagement discussions with the Trade Unions to invite challenge and scrutiny on proposals, and we shared planned workforce communications across parties. The Agencys attrition rate is 8.9% as at 30 August 2021. 39. The following data tables detail officers eligible to opt in to Spot Rate as of August 2021. This reflects the operational nature of the Agency, with these being the core grades where we bring in, develop and deploy operational capabilities. 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. This is to negotiate on employees T&Cs whereby officers are not covered by an independent body. Whilst we are tailoring future recruitment to target these roles, it is important that we continue to apply capability-based pay, and address anomalies in location allowances in the South-East, as our data suggests that applying reform is having a positive impact. This is why the NCA offered a choice to opt-in. The spot rate framework was first introduced in 2018. 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. 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. The detail of the proposal was submitted in our last evidence submission. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. 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. This is being developed for 23/24, subject to wider agreement. The NCA supports the Governments levelling up agenda, and we already have sites across the country. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. 89. 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. The role causes significant disruption to the officers personal life and requires a high level of personal accountability in managing risks to the business. Alongside continuing to prioritise the safety of our officers, we developed and mobilised new working practices quickly, such as, moving learning on line where possible and investing in technology roll-out in order to support increased remote working. Benefits and support - National Crime Agency The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. Satisfaction with pay and benefits has reduced by 5% in 2021. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. Expanded capability based pay to 54% of operational roles. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. This would build fairness, in line with the strategy. The operating context remains a challenge, and the ways of working differs greatly across the Agency. Location: Ideally based in the UK, Germany or Denmark. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. Demand for skills in law enforcement is high, and availability is low, particularly across hard to fill and specialist roles. Officers have the ability to claim TOIL rather than overtime. 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. This is overseen through the internal NCA governance framework. . 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. Our comparators include policing, the UK Intelligence Community and the Civil Service. The typical The National Crime Agency Investigator salary is 35,458 per year. 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. 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. 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. Dont include personal or financial information like your National Insurance number or credit card details. 63% of the TOIL claims were from male officers in the 50-59 age group. 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. 14. Many of our hard to fill roles are situated in this geographical area, and we continue to face acute recruitment pressures here. The Agency has noted the NCARRB feedback on data, and has worked to provide a more robust and developed data picture to support the submission. 27. Table 68: Standard Pay Range by grade and gender. Anomaly correction in location allowances -97 additional officers receiving a South-East allowance. 46. National Crime Agency | Civil Service Careers Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. 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 will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. This data also shows that female representation is higher within our enabling functions teams. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. You can change your cookie settings at any time. These complex priorities set out the need for an integrated workforce strategy. 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 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. 37. 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. When looking at the recruitment of operational roles we can see the challenges the Agency faces. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. Table 51: Total overtime claimed by powers. The NCA Board is ultimately responsible for making decisions around the investment of the pay bill from a strategic perspective. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. 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). 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). 23% of roles within the command have powers. The proposal and impact is outlined at table 13. Table 35 shows the changes in recruitment activity from 2019-2021. You have accepted additional cookies. Table 5: Current standard pay range values. 95. 91. Continued to build our approach to strategic workforce planning and resourcing. The ambition is to move officers off temporary allowances and on to capability-based pay. 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. 21. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. Well send you a link to a feedback form. We build the best possible. Built a more sophisticated benchmarking approach to inform next years pay strategy. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. Our largest gap in pay is with policing. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. We also need to develop our offer for our enabling professions. 88. Across the standard pay ranges, we have been able to apply some meaningful increases, with pay range minimums increasing by up to 3,933. 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. The level of personal accountability and risk associated with the role. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. An area where attrition has been quite high has been in our Armed Operations Unit (Firearms), where a combination of an ageing workforce and high numbers of officers moving to the police has meant the team have struggled to maintain operational capacity. 4. The impact of COVID-19 has seen on average a 50% significant reduction in leavers from the Agency. 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. 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. The yearly trends continue to show we are operating at a low base. Evidence to the NCA Remuneration Review Body (NCARRB), 2022 to - GOV.UK How many NCA officers are in the UK? 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. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. There is no such thing as a. see the job advert for full location information. This work will form the basis of our 23/24 NCARRB submission. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. 25. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. Early evaluation data suggests that the hybrid working pilot has had a positive impact on wellbeing, engagement and performance. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. The National Crime Agency leads the UK's fight to cut serious and organised . In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire.

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