The NCA has communicated more this year on pay than in previous years. This is an improvement on last year where spot rates covered 28% of our workforce. It will take only 2 minutes to fill in. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. 95. Continued to enhance developmental pathways to facilitate more lateral moves between teams, and have utilised talent schemes across Civil Service and Law Enforcement. 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. We need to go further than we have previously done to achieve this. Our largest gap in pay is with policing. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. Across operational roles, in particular at grades 4 and 5, capability-based pay has gone some way to improve our comparability with policing, though the gap remains, particularly at grade 5. It undermines sovereignty and corrodes economies worldwide. This aligns with the work that we have completed on identifying hard to fill roles, through the vacancy gap and attrition data that is outlined in chapter 2. This will provide an average uplift across the standard pay ranges of 2.43%, and will reduce the average pay length gap to 23%. Prior to this 2016-17 attrition was at 6.23%, which has risen year on year. 20. This would cost 210k and would bring 97 officers in to scope. 63. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. 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 impact of COVID-19 has seen on average a 50% significant reduction in leavers from the Agency. Leaders discussed the new opportunities and challenges 2022 will bring. 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 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. 44. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 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. This is drawn out in more detail in tables 2 and 3. The table below shows that pay and benefits is a concern for officers. You have rejected additional cookies. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. 39% of our workforce are on spot rates, with other T&Cs covering 0.22% of our organisation. 72. . The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. This has helped to build agility, and more officers have benefited from developmental career opportunities. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. This enforces the need for a modernised pay and benefits offer that the workforce feels is appropriate in line with their roles and that offers progression. Is the role considered as a hard to fill role. The Agency recognises that there is no additional funding for pay this year, and has deemed 3% as affordable within our current envelope. Receive newsletters. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. 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. 42. The NCA aligns with this position and it underpins the proposal set out. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. We have also conducted more activity and communication through our Remuneration Committee, and through our Agency review of RRAS. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. The NCA therefore engage in dual processes to determine the pay award across the workforce. The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. Though, the NCA operate as one workforce, so there is consensus that both parts of the process should cover the entire pay award to ensure it is fair and equitable. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. Continued to build our approach to strategic workforce planning and resourcing. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. Targeted uplifts for the lowest earners, for example grades 3-6. This is a key enabler of our strategy. 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. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 68. 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. Many of our hard to fill roles are situated in this geographical area, and we continue to face acute recruitment pressures here. 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. 8. Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. Expanded capability based pay to 54% of operational roles. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. Additionally, some developmental opportunities have been withdrawn due to not being able to run throughout the pandemic. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. The reform that we have implemented has had a positive impact within the Agency. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. When looking at the grade breakdown, we can start to see some of the challenges we face with the gender pay gap, with the majority of female officers sitting in the lower end of each grade. To support the NCARRB in making their assessment, the NCA submit this written evidence document, which must first be approved by HM Treasury and the Home Secretary. We will further review the plan for grade 6 as part of our future strategy. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. Intelligence Analyst 3 salaries Intelligence Analyst 1 salary View More Media & Communications Based on 5 salaries Internal Communications Manager 1 salary Senior Communications Officer 1 salary View More Product & Project Management Based on 5 salaries Project Manager 1 salary Project Manager 1 salary View More Administrative Based on 4 salaries 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. 35. 18. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. It is important to continue investing in capability-based pay so that we provide an incentive for those early in their careers to develop their expertise in the NCA. As shown above, the majority of our officers are on the standard pay range. 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. The campaign led to 12 officers being successful to move laterally or be promoted into these roles. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. We continue to review our people data quarterly with the NCA Board. 67. 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. The ambition is to move officers off temporary allowances and on to capability-based pay. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. The NCA Board is ultimately responsible for making decisions around the investment of the pay bill from a strategic perspective. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. 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. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. Table 50: Total overtime claimed by Grade. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. 77. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. 93. . Table 5: Comparison of Median pay in the NCA and Civil Service. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. 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. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. Continue roll-out of capability based pay. Over the last four years we have increased representation of officers throughout all protected characteristics. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. 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. Also accountable for the effective running of the organisation to ensure it is effective, safe and legally compliant. 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. 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. 21. As officers progress through the IOTP, we expect to see more females on spot rates. 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. Table 66: Spot Rate Values by grade and ethnicity. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. 58. Developing and delivering specialist capabilities and services to tackle SOC. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. The total cost of this was 211,392. Moving roles off RRA where we apply capability based pay. 90. We use some essential cookies to make this website work. Salary : 35,000 per annum. 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 Agency has to balance investment through all areas that will achieve operational delivery, along with providing a fair and transparent offer for our workforce. In our enabling functions, we have also seen attrition increase, particularly where we have not been able to implement pay reform. 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. This includes performance bonuses, overtime and contingent labour costs. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. 8% of roles within the command have powers. National Crime Agency (NCA) The NCA provide many specialist capabilities on behalf of law enforcement, intelligence and Civil Service partners. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. 6. The National Crime Agency leads the UK's fight to cut serious and organised . This creates an often complex process. Further, future investment into the NCA pay progress is required. 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. 55. 5. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. There are areas which will need more time to analyse the sustained impact. We have been able to achieve this in part, through the implementation of a new pay framework in operational commands, but there is more to do to develop the strategy for enabling functions. 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. It is evident that although spot rate officers are working three hours extra a week, the data suggests that sickness levels are lower than those officers on the standard pay range. 6. This work will form the basis of our 23/24 NCARRB submission. 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. The composition of our pay-bill for directly employed officers is set out in table 6. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. 37. Over past 4 years 1942 officers have been recruited into agency. Table 15: workforce by sexual orientation. In future years, we will review our approach to professions and functional pay, as other organisations have started to implement targeted, professions-based models. 79. The NCA became operational in October 2013. This has allowed us to remain competitive in our enabling capabilities roles, when compared to our Civil Service comparators. This is aligned with our strategy to build the fairness of our offer, through targeting the lower earners in the organisation. *Data is based on NCA employees on NCA Terms & Conditions. 7. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. 75. We are constrained by the public sector IRC position. Targeted investment at grade 3 to reduce overtime reliance. 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). The ambition is that our pay framework rewards capability, supports agility of talent, and aligns with our people, inclusion and culture strategies. The pay pause will have impacted the results too, as we had our most successful year for disruptions, and officers feel they have not been rewarded when they increased delivery and performance. 84. 12. These were supported by all employee blogs, where officers could directly contribute to the conversation. NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. 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. The majority of the workforce remains on the Standard Pay Range. 24. Table 49: Total overtime claimed by command. The areas that we need to build specialist operational skills are prioritised for capability-based pay. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. This is being developed for 23/24, subject to wider agreement. Although we have made progress, the average length of our standard pay range is 25%. This evidence submission is embargoed until it is published as part of the annual cycle. 86. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. 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. 74. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. The NCA encourages developmental moves, and we are building pathways to support this through our talent framework. Targeting awards at lower earners will reduce gender pay gap. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. Since the introduction of pay reform in 2017, we have successfully implemented elements of our strategy, delivered through our four pay principles of: attractiveness; fairness; sustainability; and a forward-looking approach to pay. The DG will maintain a pivotal role in UK and international law enforcement, and will continue to be directly accountable to the Home Secretary against a number of ambitions set out in the Governments Beating Crime Plan and Integrated Review. The following data tables detail officers eligible to opt in to Spot Rate as of August 2021. 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. 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. As part of the case for 3% IRC this year, we anticipate some reductions in spending elsewhere including overtime and time off in lieu (TOIL) , as our pay increases drive efficiencies. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. The data shows that our lower grades tend to have a higher ratio of part time workers. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. 10. This is an encouraging indication of the strong sense of collaboration across the Agency. 61. Subject to future agreement, the following are key areas of focus for our future three year proposal: Bringing more roles into capability-based pay; Addressing parity across the pay ranges, reducing the length of our pay ranges and ensuring we are able to compete within key markets; Moving officers away from RRAs and on to a capability-based pay, in order to build sustainability in the model; Reviewing working arrangements, including the 40 hour week, and considering where we may need more teams on shift arrangements, in line with our role as a 24/7 law enforcement organisation. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. childcare benefits (policy for new employees as of 5 April 2018): The government has introduced the Tax-Free Childcare (TFC) scheme. 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. 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%). 48. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. We also aim to reduce the length of our standard pay ranges so that they are aligned with the Civil Service best practice of 15%. These examples demonstrate the complex nature of the work that we lead. Further attrition data is contained in Annex A, point 6. You have accepted additional cookies. Related jobs include researcher or language specialist. Part of our workforce hold operational powers, and part do not. Attrition has been steadily increasing up to April 2020. 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. Table 7: Workforce by Grade powers split. In 21/22, progress was limited due to the pay pause. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. Table 6: NCA Total Pay-bill (for directly employed officers), (The Agency also utilises a non-consolidated pot which is 1% of the wage bill, this currently stands at 2.22m). 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. Table 57: Total overtime claimed by command. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. Requires professional, strategic capabilities across strategy, finance, commercial, data & technology and HR. We have outlined that there are still gaps that will need to be addressed in future years. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. The difference is exacerbated by the police receiving yearly progression through increments. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. This was to recognise that some of our roles are not operating in the same environment as policing. We build the best possible. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework.
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