nca officer salary uk

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. Table 63: Contingent Labour costs by command. 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. This was primarily caused by effects of the pandemic. Where we have applied reform, attrition has reduced, and we have seen increased numbers of applications for roles that are on capability-based pay. The NCAs mission is critical to our national security. This rose to 2% during the second quarter. NCA attrition has increased slightly, and particularly in areas where we have not been able to implement pay reform. The table below shows that pay and benefits is a concern for officers. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. Over the last four years we have increased representation of officers throughout all protected characteristics. This would also keep NCA pay from lagging further behind comparators in this area. Location: Ideally based in the UK, Germany or Denmark. The NCA has generally looked to policing as our key comparator, given the similarity in the types of skills that are required in our operational roles. Table 9 NCA People Survey Overview 2021. The operating context remains a challenge, and the ways of working differs greatly across the Agency. 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. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. Whilst pay and benefits alone with not secure talent in the NCA, it is a key part of our wider reform programme to ensure we keep pace. This is a key link with our inclusion strategy, whereby we aim to break barriers and create fairness across our practices for all. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. The Agency continues to evaluate the impact of more flexible working practices, should recommendations for changes emerge that impact remuneration, they will be proposed in line with the three year future strategy. These examples demonstrate the complex nature of the work that we lead. 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. Table 5: Comparison of Median pay in the NCA and Civil Service. It is important we provide female officers with opportunities to progress up the grade structure. In our enabling functions, we have also seen attrition increase, particularly where we have not been able to implement pay reform. 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. National Crime Agency. The 2021 NCA People Survey results reported in December 2021. Whilst we have increased recruiting activity over recent years, we are forecasting to end this financial year with 800 vacancies, of which 186 are classed as hard-to-fill. Table 40: productivity statistics by grade. The majority of the workforce sits within the operational functions of Intelligence and Investigations, with Grades 4 & 5 having the highest number of officers. 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. 20. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need. 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 13: Proposed standard pay range uplifts for 2022-23. Grade 3 is an important part of building a sustainable and resilient offer. 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. 24. For example, the NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. Building a 3 year transformation proposal to accelerate progress. The total cost of this was 211,392. The broad timeline for this process is as follows: November Home Secretary issues the remit letter to the NCARRB (published on gov.uk), February NCA submits written evidence to government for consideration, March NCA DG delivers oral pay evidence to support the pay case, May The NCARRB produce their written recommendations, June July The government responds to their recommendations. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. 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 majority of officers with powers occupy roles within our operational commands, and would be eligible for capability-based pay, however this is not absolute. You can change your cookie settings at any time. This was to recognise that some of our roles are not operating in the same environment as 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. 16. 5. 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 have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. 91. Some of the salaries start from 27, 664 and go as high as 44, 371. 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. Whilst we will build on this in 22/23, there is more to do. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). 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. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. Prior to this 2016-17 attrition was at 6.23%, which has risen year on year. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 50. Whilst this does not cover roles within the NCARRB remit, it is important to present the organisational ambition. 18. The NCA has communicated more this year on pay than in previous years. 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. Further, future investment into the NCA pay progress is required. Warrington (Hub), London*, Kingston upon Thames (Tolworth), Leicester, Bridgend, Bristol - *Under the NCA Estates Strategy, the London office is part of a planned relocation to a new NCA HQ in Stratford, . Table 37: Conditional offers by applicant and offers. The National Crime Agency (NCA) leads the UKs fight to cut Serious and Organised Crime (SOC). Equipment Officer position with @NCA_UK in Gillingham. Applying capability-based pay here will ensure we are rewarding officers for developing their skills where we need them, and encouraging officers to stay and grow careers within the Agency. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: psi@nationalarchives.gov.uk. 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. *Pay freeze applied for the 2021 pay uplift, except where officers earnt less than 24k, who received a 250 uplift. The campaign led to 12 officers being successful to move laterally or be promoted into these roles. The detail of the proposal was submitted in our last evidence submission. 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. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. 84. The NCA Board is ultimately responsible for making decisions around the investment of the pay bill from a strategic perspective. This will include reviewing our approach to overtime, which is currently relied upon to furnish operational demand. We also need to develop our offer for our enabling professions. 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. 22. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. 11. 87. The officers who were successful were from across the Agency. 52. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. Our major responsibilities and skills requirements are set out in table 7. The role causes significant disruption to the officers personal life and requires a high level of personal accountability in managing risks to the business. How many NCA officers are in the UK? 56. 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 yearly trends continue to show we are operating at a low base. An overview of our annual People Plan and progress against it can be found at table 8. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. 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. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. 69. 4. 39. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. 93. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. 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. 38. However, we continue to have increased operational demand in the South-East. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. 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. The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. 51. The Agency is evaluating the success of this through our hybrid working pilot. This is a key enabler of our strategy. This is drawn out in more detail in tables 2 and 3. The reform that we have implemented has had a positive impact within the Agency. 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. 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. Salary : 35,000 per annum. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. This creates an often complex process. The average pay range in the NCA is 23% compared to the Civil Service best practice of 15%. Developing and delivering specialist capabilities and services to tackle SOC. 1. 63. Contracts dont reflect working arrangements of 24/7 agency. . We achieved our highest level of disruptions during this time. We have outlined that there are still gaps that will need to be addressed in future years. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. 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). 6. Table 12: Proposed values for 22-23 (Capability-based pay framework). 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. 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. 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. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. 27. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. 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. However, achievements with the vaccine programme, plans for additional jobs, and additional support provided to families and businesses, has supported the economy. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. 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 is overseen through the internal NCA governance framework. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. This is being furthered through our Inclusion and Culture strategy. There are a complex set of stakeholders and sign-off points throughout this process. Each police force sets its own application entry requirements. 92. Invest in capability based pay to 250 more roles, focusing on hard to fill areas. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. 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. To conclude, the Agency has been continuing to develop our workforce through the 21/22 People Plan. Business Support Officer National Crime Agency 3.0 Birmingham 28,840 a year 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. The NCA provide many specialist capabilities on behalf of law enforcement, intelligence and Civil Service partners. The ambition is to move officers off temporary allowances and on to capability-based pay. 89. We are operating in an increasingly volatile fiscal context. The strength of this recovery means the Office of Budget Responsibility (OBR) is expecting the pandemic to have had a smaller long-term effect on the economy than previously anticipated. Operation VENETIC led to the arrest of 1,550 people across the UK, and the seizure of 115 firearms and 54million in cash, following international partners successful extraction of data from an encrypted communications platform. It made progress against our strategy, and included: Targeted uplifts to pay range minimums, with 4.5% for grade 6, 4.25% for grade 5 and 2.5% for grades 1-4. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. Table 6 provides an overview of Powered VS. Non-powered officers. 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. This is set out in chapter 3, Section C of our pay proposals. Search Nca jobs in London, UK with company ratings & salaries. 39% of our workforce are on spot rates, with other T&Cs covering 0.22% of our organisation. It is therefore recognised that building a resilient workforce for the future will not be achieved through pay alone. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. Continue roll-out of capability based pay. 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. There are many different areas that we need to apply our budgets organisationally, including infrastructure and people, and it is a fine balance to manage total investment. 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. When looking at the recruitment of operational roles we can see the challenges the Agency faces. Due to the job market which we recruit from, the majority of officers on the spot rate framework are male. Table 35: Number of candidates added to NCA pipeline. Funding our pay reform programme is a challenge, and impacts the pace of change. We must attract, develop and retain the skills that we require across our many different professions. 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. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. see the job advert for full location information. 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. 8% of roles within the command have powers. This is an improvement on last year where spot rates covered 28% of our workforce. 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%. The impact of COVID-19 has seen on average a 50% significant reduction in leavers from the Agency. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. 95. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. 86. 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. We are competing for skills across several labour markets. 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. 4. This will increase further as we build the modernisation programme. 78. The data shows that our lower grades tend to have a higher ratio of part time workers. 58. 31 open jobs for Nca in London. We build the best possible. The below table shows which spot rate value our officers currently are on as of 1st January 2022. We are constrained by the public sector IRC position. We require a unique, blended skills mix from different professions which we source from varied markets. This means that the NCA runs a multi-step process across each pay year, and often in parallel. As officers progress through the IOTP, we expect to see more females on spot rates. 45. We do recognise that some of our roles are not operating in the same environment as policing. 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. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. The NCARRB cover only those officers who hold operational powers. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. 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 NCA has made significant choices regarding the allocation of our spending across our total strategy, and therefore we are able to allocate a 3% IRC this year. 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. 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 below breakdown shows the position in the pay range at each grade for officers on the standard pay range. This has allowed us to remain competitive in our enabling capabilities roles, when compared to our Civil Service comparators. 79. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. Table 20: Spot rate eligibility by gender. This is why the NCA offered a choice to opt-in. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. 34. We have completed our 5th annual Recruitment Campaign, and we are onboarding joiners from this campaign throughout 21/22. 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. There are areas we still need to do more work on, expert spot rates, allowances and capability based pay progression. Table 45: Exit Questionnaire Reasons for working at NCA, Table 46: Exit Questionnaire consideration period for leaving, Table 47: Exit Questionnaire command leavers, Table 48: Exit Questionnaire reasons for choosing new employer. 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. To support our assessment, the Agency conducts an equality impact assessment on the proposed entry list, along with forecasting the impact of implementation of the changes on the agency ambition. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. 63% of the TOIL claims were from male officers in the 50-59 age group. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. 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. This data also shows that female representation is higher within our enabling functions teams. We have outlined that, whilst we have made progress, there is more to do to realise the full ambition. ~ denotes 10 or less, including values redacted to safeguard the identity of our Officers. Also accountable for the effective running of the organisation to ensure it is effective, safe and legally compliant. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. 25. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. Table 50: Total overtime claimed by Grade. Table 5: Current standard pay range values. The ambition is that our pay framework rewards capability, supports agility of talent, and aligns with our people, inclusion and culture strategies. Whilst we have made positive progress, there is more to do realise our strategic ambition. Building a professions strategy for enabling functions. Table 35 shows the changes in recruitment activity from 2019-2021. 6. 33. 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. 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 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 NCA has a workforce of 6,032 as at 31 August 2021, and in the last four years the Agency has grown by 1,942 officers. 19. Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. This has helped to build agility, and more officers have benefited from developmental career opportunities. You have rejected additional cookies. Table 22: spot rate eligibility by religion. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. 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 highest percentage of officers eligible to opt into spot rates are in the higher age brackets, 4.3% of 50-59 year olds and 2.26% of 40-49 year olds. 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. Table 16 shows that proportionately, less officers work part time hours in operational commands than they do in enabling functions. In 21/22, progress was limited due to the pay pause. Specialist Investigations Our Specialist Investigation teams include Social Workers, Financial Investigators and surveillance. 46. It also draws out our pay challenges and the areas we are able to address this year.

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