The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. Table 2: Comparison of pay points between NCA Grade 5 and Constable Pay. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. Our major responsibilities and skills requirements are set out in table 7. We have outlined that there are still gaps that will need to be addressed in future years. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on our standard pay framework. Satisfaction with pay and benefits has reduced by 5% in 2021. 26. 38. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. What is the difference between NCA and police? - KnowledgeBurrow 9. 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. The composition of our pay-bill for directly employed officers is set out in table 6. Cochrane seeks Advocacy and Partnerships Officer. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. 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. JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in 86. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. 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. . Equipment Officer position with @NCA_UK in Gillingham. 89. 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. 31 open jobs for Nca in London. 32. We continue to review our people data quarterly with the NCA Board. The operational success of the Agency depends on the expertise of the whole workforce. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. The officers who were successful were from across the Agency. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 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 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. We are devising a three year proposal which, subject to approval, would allow us to implement our full ambition. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. The NCAs strategy is to extend capability-based pay fully across eligible roles and to invest in the framework to provide an incentive for officers to develop their careers in the Agency. The majority of the workforce remains on the Standard Pay Range. We are constrained by the public sector IRC position. Continued to enhance developmental pathways to facilitate more lateral moves between teams, and have utilised talent schemes across Civil Service and Law Enforcement. The National Crime Agency leads the UK's fight to cut serious and organised . The proposal and impact is outlined at table 13. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. 81. Part of our workforce hold operational powers, and part do not. Benefits and support - National Crime Agency 31. 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. This will include reviewing our approach to overtime, shift arrangements and wider contractual terms. We have seen, due to Covid-19, our officers adapting to homeworking well (as a short term measure), and data has outlined that our sickness levels have decreased from previous years. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. 256 officers benefited from a 250 uplift if they earned less than 24,000, and an additional 94 officers received a small payment to ensure they were not leapfrogged on the pay scale as a result. This is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. Over past 4 years 1942 officers have been recruited into agency. 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. We are operating in an increasingly volatile fiscal context. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. One of the priorities for the Agency is making our workforce more diverse. Working with partners both nationally and internationally. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. Cyber crime - related pages . Whilst we will build on this in 22/23, there is more to do. Table 57: Total overtime claimed by command. 16. This is a key enabler of our strategy. 15. 40. Expanded capability based pay to 54% of operational roles. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. To support this work, we are developing a revised benchmarking matrix. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. We have allocated 1.33m to increase the number of roles in scope of capability-based pay this year. 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. 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. Roles based in Chelmsford/Stevenage will receive an additional. 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). We achieved our highest level of disruptions during this time. The proposal will apply an average investment of 3.18% in the capability-based pay framework. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. 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. The yearly trends continue to show we are operating at a low base. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. The typical The National Crime Agency Investigator salary is 35,458 per year. The NCA acknowledges that the NCARRBs 2021 report contained some areas of feedback for consideration. Table 58: Total overtime claimed by Powers. 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. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. 49. The NCA became operational in October 2013. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. 39% of our workforce are on spot rates, with other T&Cs covering 0.22% of our organisation. Business Support Officer - Investigations - Civil Service Jobs - GOV.UK Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. 53. 6. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. 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. 2. 12. Inter-operability across all areas is important for driving a holistic approach. 21. National Crime Agency. We do recognise that some of our roles are not operating in the same environment as policing. 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. It undermines sovereignty and corrodes economies worldwide. 70. The current grading composition at grades 1-6 is below in graph 1. Business Support Officer - Investigations - National Crime Agency As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. 19. The Agency has set its intent to move away from pay being focused on time-served in post, to a framework which is aligned with developing skills and capabilities. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. These complex priorities set out the need for an integrated workforce strategy. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. Over the last four years we have increased representation of officers throughout all protected characteristics. The National Crime Agency Salaries - Glassdoor 10. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. By applying a 1% increase at the grade maximum, and the remainder as a non-consolidated award, we will continue our strategic priority to reduce the length of the pay ranges. 41. 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, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year 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. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. It will take only 2 minutes to fill in. The total cost of this was 211,392. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. 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. This positively impacted over 3,000 officers and reduced the length of the pay ranges, in line with our strategy; Increases to the value of spot rates, grade 5 by 4.5% and grade 4 by 3%, aligned with our ambition to build attractiveness within the market; Introduction of capability-based pay for grades 1-3, in line with our plan to build a sustainable and coherent set of terms and conditions; and. childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. 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%. Continue roll-out of capability based pay. Related jobs include researcher or language specialist. This would build fairness, in line with the strategy. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. National Crime Agency (NCA) | LinkedIn 95. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. This includes specialist encryption to hide their communications, and cryptocurrencies to launder their profits. 73. 22. Candidates from the rest of the world will be considered; however, Cochrane's Central Executive Team is only able to offer consultancy contracts outside these countries. We still have gaps with comparators across all grades on the capability framework, and at grade 6 on. This is an improvement on last year where spot rates covered 28% of our workforce. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. 57. 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. Is the role considered as a hard to fill role. With the increase in hours from 37 to 40 hours, compared to those on standard terms and conditions, the tables below outlines percentage of sickness days lost. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. The cohort data below shows the number of officers undertaking the programme since last years report. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. Whilst the government did not ask for recommendations in 2021/22 due to the pay pause, their 7th NCARRB report included feedback that we have been asked to consider. As with the spot rate framework, the number of BAME officers at Grade 1 is low, with BAME officers on the whole being at the lower end of the grade pay range. Although we have made progress, the average length of our standard pay range is 25%. The level of personal accountability and risk associated with the role. These were supported by all employee blogs, where officers could directly contribute to the conversation. Accountable for developing and delivering the intelligence in response to support the 4 P planning developed by Threat Leadership. 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. This represents year one of a three year plan, the overall investment is predicted to be 2.7% over three years. 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. Extending capability-based pay is a key component of our pay strategy. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. This is an encouraging indication of the strong sense of collaboration across the Agency. This will include reviewing our approach to overtime, which is currently relied upon to furnish operational demand. 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. Location: Ideally based in the UK, Germany or Denmark. The National Crime Agency Officer Salaries | Glassdoor 58. 63. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. 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. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. This data also shows that female representation is higher within our enabling functions teams. The NCA supports the Governments levelling up agenda, and we already have sites across the country. 29 Apr 2023 17:01:03 To deliver reform across the employment offer, we need to re-assess our long term strategy in line with our three year spending plan that is in development. The below table shows which spot rate value our officers currently are on as of 1st January 2022. Intelligence analyst job profile | Prospects.ac.uk The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. At grade 1 we only have 5 female officers on the spot rate framework. We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. 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. 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. Also accountable for the effective running of the organisation to ensure it is effective, safe and legally compliant. We operate across all four nations, with different rules applied at different times. Contracts dont reflect working arrangements of 24/7 agency. National Crime Agency (NCA) Moving roles off RRA where we apply capability based pay. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. 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. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. Officers will have not seen progression last year on pay, which has become evident through this years people survey results and some of the additional feedback that we have gathered through additional fora. Once it is published, it is supported through the presentation of oral evidence by the NCA DG. B)Investing in capability-based pay (through spot rates). The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. 9. Whilst this is lower than the UK average of 15%; the data shows that, where we have invested in pay reform previously, attrition, and vacancy gaps, are lower. Based on the policing submission for this year, it is predicted that the gap at grade 4 and 5 will reduce by some margin, however there is more to do to close the gap in future years. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. Funding our pay reform programme is a challenge, and impacts the pace of change. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. . 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. The below breakdown shows the position in the pay range at each grade for officers on the standard pay range. 28. This committee is responsible for overseeing and implementing the pay framework in a way which is fair, data-driven and in line with strategy. The ambition is to move officers off temporary allowances and on to capability-based pay. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. 63% of the TOIL claims were from male officers in the 50-59 age group. The 2021 NCA People Survey results reported in December 2021. The results are approximately 2-3 percentage points down in comparison to 2020. Some of the salaries start from 27, 664 and go as high as 44, 371. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. 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.

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