*3.5% estimated pay award with pay point 3 of Chief Superintendent raised by 5,674, in line with NPCC endorsed working party recommendations from 2021. This means that the NCA runs a multi-step process across each pay year, and often in parallel. The NCA has communicated more this year on pay than in previous years. Once it is published, it is supported through the presentation of oral evidence by the NCA DG. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. We are reviewing the 90% target as part of our modernisation programme. The NCARRB cover only those officers who hold operational powers. Search Nca jobs in London, UK with company ratings & salaries. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. This is overseen through the internal NCA governance framework. 40. Their collective skills and diversity of experience are crucial to our operational success. 60. We continue to review our people data quarterly with the NCA Board. The reform that we have implemented has had a positive impact within the Agency. Following the successes in 2020 we are now expanding growth in specialist areas which matches with our goals of expanding the spot rate framework into these role types. 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. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. More. There are a complex set of stakeholders and sign-off points throughout this process. This is a key enabler of our strategy. You have accepted additional cookies. However, moving onto capability-based pay provides more stability and permanency in earnings, and our data shows that it supports wellbeing and lower sickness levels. Employers are expecting to offer pay awards of up to 2.5% when averaged across 2021. 50. However, we continue to have increased operational demand in the South-East. 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. Our pay comparison position within the market is important because it links to our strategy on building an attractive and fair offer which enables us to secure the skills we need. Our ability to implement the strategy, delivered through our four pillars, is crucial to achieve continued operational success, in a sustainable manner. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. This has meant an increase of 9% conversion rate of applicant to offer for specialist roles, over 200 additional powered officers at operational grades, and an average rise in pay satisfaction through our people survey results since 2017. 93. Salary : 34,672 to 38,314. There is no such thing as a. Targeted investment at grade 3 to reduce overtime reliance. 12. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. We are therefore applying awards across all grades in our standard ranges. It is important we provide female officers with opportunities to progress up the grade structure. The NCA is proposing a higher uplift at grade 6 as a result of this. 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. 14. There continue to be challenges with comparability in relation to pay and conditions, and it is clear there is more to do to build on previous successes. 83. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. 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. 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. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. It undermines sovereignty and corrodes economies worldwide. You could also apply to become a police intelligence officer, if you work for the police. Table 22: spot rate eligibility by religion. 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. 39% of our workforce are on spot rates, with other T&Cs covering 0.22% of our organisation. Table 13: Proposed standard pay range uplifts for 2022-23. 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. Requires specialist knowledge to develop the strategic approach, and capabilities to drive a 4 P response (Pursue, Prevent, Protect and Prevent). Expanded capability based pay to 54% of operational roles. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. However, the Bank of England also predicts these spikes to re-adjust in the medium term. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. 7. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. 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 35 shows the changes in recruitment activity from 2019-2021. Uplift spot rate values to bring us closer to our comparators. One of the priorities for the Agency is making our workforce more diverse. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. Related jobs include researcher or language specialist. We need to go further than we have previously done to achieve this. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. 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 turnover for this group is low. Table 68: Standard Pay Range by grade and gender. 44. 29 Apr 2023 17:01:03 The level of personal accountability and risk associated with the role. Data suggests that the pay gap with our comparators, particularly policing, is growing. We have limited investment to achieve this. 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. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. The data shows that our lower grades tend to have a higher ratio of part time workers. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. 29. A list of hard-to-fill roles is included at Annex C, which includes priority operational areas for inclusion in pay reform. 41. 9. The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. *NCA data is based upon median pay in operational commands. The proposal will apply an average investment of 3.18% in the capability-based pay framework. The operating context remains a challenge, and the ways of working differs greatly across the Agency. Table 11: Criteria for extending capability-based pay. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. 25. 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. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. We build the best possible. 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. Table 37: Conditional offers by applicant and offers. Table 9 NCA People Survey Overview 2021. 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. Additionally, some developmental opportunities have been withdrawn due to not being able to run throughout the pandemic. 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. 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. 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. 3. 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.