The NCA recognise the need to balance pay awards, as the economic evidence does state that if pay increases were to exacerbate temporary inflation pressures, this may drive wage demand further across the economy, and lead to increased pressures. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. This is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. 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. 75. 59. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. 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 is overseen through the internal NCA governance framework. 50. 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. 62. It will take only 2 minutes to fill in. 2. 93. Operational disruptions have increased, and we have had our most successful year to date in 2020/21. The ambition is to move officers off temporary allowances and on to capability-based pay. 57. Table 56: Total overtime claimed by grade. 22. 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 outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. We are competing for skills across several labour markets. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 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. For officers who hold operational powers, the Home Secretary sets a remit letter, whereby the NCARRB (as an independent pay review body) are requested to present recommendations on pay for those officers under their remit. The NCA acknowledges that the NCARRBs 2021 report contained some areas of feedback for consideration. There are areas we still need to do more work on, expert spot rates, allowances and capability based pay progression. 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 NCA are planning to submit a three year pay deal as part of the 23/24 submission. 84. Table 9 NCA People Survey Overview 2021. Table 5: Current standard pay range values. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. Table 2: Comparison of pay points between NCA Grade 5 and Constable Pay. 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. 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. The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. How many NCA officers are in the UK? 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. Some of this spend will expected but the effects of this need to be investigated in preparation for the potential three year pay deal. Business Support Officer - Investigations - Civil Service Jobs - GOV.UK Targeted investment at grade 3 to reduce overtime reliance. This creates an often complex process. However, achievements with the vaccine programme, plans for additional jobs, and additional support provided to families and businesses, has supported the economy. The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. 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. Building a professions strategy for enabling functions. 3. 47. The NCA is proposing a higher uplift at grade 6 as a result of this. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. 78. Although we have made progress, the average length of our standard pay range is 25%. 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. 5. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. The survey was completed by 59% of the workforce. This is to negotiate on employees T&Cs whereby officers are not covered by an independent body. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. The National Crime Agency Salaries in London | Glassdoor 79. 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. Whilst we have made progress, we still have a way to go to fully implement our strategy. 56. This committee is responsible for overseeing and implementing the pay framework in a way which is fair, data-driven and in line with strategy. 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. This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. 65% of roles within the command have powers. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. We have redesigned the way we run lateral campaigns, to move away from an annual event, and aligning it more to surging capacity to meet the operational needs. 31 open jobs for Nca in London. We do recognise that some of our roles are not operating in the same environment as policing. 86. The operational success of the Agency depends on the expertise of the whole workforce. Whilst we will build on this in 22/23, there is more to do. . 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. The Home Secretary has accountability for the pay process and has developed a positive, partnership approach to working with the NCA. This is set out in chapter 3, Section C of our pay proposals. Working with partners both nationally and internationally. To support this work, we are developing a revised benchmarking matrix. Requires professional, strategic capabilities across strategy, finance, commercial, data & technology and HR. The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. National Crime Agency | Civil Service Careers Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. This data has been collected from October 2020 to November 2021. This includes remaining competitive, attracting new entrants and reducing the time it takes to onboard new starters at the beginning of the employment journey. This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. When looking at the recruitment of operational roles we can see the challenges the Agency faces. 82. Grade 3 is an important part of building a sustainable and resilient offer. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. More. The 2021 NCA People Survey results reported in December 2021. The National Crime Agency Salaries - Glassdoor As officers progress through the IOTP, we expect to see more females on spot rates. , 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. However, we are now lagging behind at grade 6, where the NCA median is 21,050 compared with a Civil Service median of 21,325, and we still have comparably longer pay scales than other Government departments. 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. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. 43. This was primarily caused by effects of the pandemic. 80. 8% of roles within the command have powers. Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. National Crime Agency (NCA) This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. Early evaluation data suggests that the hybrid working pilot has had a positive impact on wellbeing, engagement and performance.
