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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. Further attrition data is contained in Annex A, point 6. Table 23: Spot rate eligibility by ethnicity, Table 24: Spot rate eligibility by disability, Table 25: Spot rate eligibility by sexual orientation. Search Nca jobs in London, UK with company ratings & salaries. 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. 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. 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. Table 22: spot rate eligibility by religion. 14. The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. 5. 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. Table 56: Total overtime claimed by grade. 39. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. 2. Table 4 shows there is still a way to go to achieve comparability across all grades when comparing the NCA median with the policing equivalent. Where we have had recruitment and retention challenges, we have applied allowances as temporary financial measures. Alongside continuing to prioritise the safety of our officers, we developed and mobilised new working practices quickly, such as, moving learning on line where possible and investing in technology roll-out in order to support increased remote working. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. They drive and plan the effective delivery of our response with partners at senior level in law enforcement, Government, private and third sectors. This data also shows that female representation is higher within our enabling functions teams. 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). We need to go further than we have previously done to achieve this. 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. 36. 71. Nca Officer Jobs - 2022 | Indeed.com Anomaly correction in location allowances -97 additional officers receiving a South-East allowance. Nca Jobs in London, United Kingdom, April 2023 | Glassdoor The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. Flexible working may have been a cause of this and partially contributed to a better work life balance, resulting in better productivity for the Agency. Built a more sophisticated benchmarking approach to inform next years pay strategy. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. The proposal and impact is outlined at table 13. This is being developed for 23/24, subject to wider agreement. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. The Trade Unions also set their own set of evidence to the NCARRB to support in ensuring a holistic set of pay recommendations. Almost 36% of the workforce hold operational powers, with most concentrated within our Investigations command. In order to alleviate the issue of police transfers we have begun using the expert spot rate within Firearms, since implementation in 2019 leavers within Firearms has reduced down to 5 in 2020 and 6 in 2021 from a high of 12 in 2018. Table 35: Number of candidates added to NCA pipeline. 55. 61. We build the best possible. 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 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. 49. Working parents can open an online childcare account and for every 8 they pay in, the government adds 2, up to a maximum of 2,000 a year for each child or 4,000 for a disabled child. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. These examples demonstrate the complex nature of the work that we lead. 68. Our ability to implement the strategy, delivered through our four pillars, is crucial to achieve continued operational success, in a sustainable manner. This provides is an example of the work that the NCA leads on tackling Child Sexual Abuse on a global scale. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. We are devising a three year proposal which, subject to approval, would allow us to implement our full ambition. For example, the NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. Prior to this 2016-17 attrition was at 6.23%, which has risen year on year. We use some essential cookies to make this website work. The NCA are planning to submit a three year pay deal as part of the 23/24 submission. The role suffers from significant recruitment and retention problems through a lack of suitably qualified candidates applying for the role and there are ongoing vacancies in the establishment. 45. More. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. 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. It undermines sovereignty and corrodes economies worldwide. 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. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. 76. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. *NCA data is based upon median pay in operational commands. 20. This is an encouraging indication of the strong sense of collaboration across the Agency. Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. 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. 6. Table 10 addresses the key feedback. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. 60. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. This includes performance bonuses, overtime and contingent labour costs. Part of our workforce hold operational powers, and part do not. The below breakdown shows the position in the pay range at each grade for officers on the standard pay range. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. What is the difference between NCA and police? - KnowledgeBurrow This demonstrates the need for a pay and benefits framework that will enable us to attract and retain the capabilities that we require in the right place, at the right time. 41. 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. National Crime Agency. Table 18: workforce by command work pattern split, Table 19: workforce by grade gender split. National Crime Agency salaries: How much does National Crime - Indeed Table 6 provides an overview of Powered VS. Non-powered officers. Develops technical and specialist skills to support critical work in fraud, asset denial, money laundering, bribery and corruption. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. As part of the 20-21 Annual Plan, the Home Secretary tasked the NCA to continue to target its efforts on reducing the number of victims of exploitation, reducing the impact of SOC on our communities and reducing harm from economic crime. Table 6: Workforce by command powers split. Vetting Officer Nca Jobs - 2021 | Indeed.com News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. Table 63: Contingent Labour costs by command. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. Satisfaction with pay and benefits has reduced by 5% in 2021. The role causes significant disruption to the officers personal life and requires a high level of personal accountability in managing risks to the business. We are reviewing the 90% target as part of our modernisation programme. 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. In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. The composition of our pay-bill for directly employed officers is set out in table 6. The Agencys attrition rate is 8.9% as at 30 August 2021. 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. Intelligence analyst job profile | Prospects.ac.uk 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%. More detail on retention, presented through attrition data, is at chapter 2. 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. Business Support Officer - Investigations - Civil Service Jobs - GOV.UK Benefits and support - National Crime Agency Apply to Nca Officer jobs now hiring on Indeed.com, the worlds largest job site. This is why the NCA offered a choice to opt-in. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. Details Reference number 280580 Salary 30,740 Roles based in London will also receive an additional London Weighting of 3,595. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. 69. Well send you a link to a feedback form. This means that the NCA runs a multi-step process across each pay year, and often in parallel. The OBR have noted that ongoing global supply chain issues, energy price rises and labour market shortages are likely to continue to affect households and businesses in the UK. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. Full-time Job type: Administration, Investigations Contract type: Permanent Grade: G5 (Detective Constable / EO equivalent) Salary: 30,000+ Reference number: 280580. The 3% IRC that we are proposing is affordable within our budget without having detrimental impacts elsewhere. 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. Where we have applied reform, attrition has reduced, and we have seen increased numbers of applications for roles that are on capability-based pay. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). Continued to enhance developmental pathways to facilitate more lateral moves between teams, and have utilised talent schemes across Civil Service and Law Enforcement. At grade 1 we only have 5 female officers on the spot rate framework. Over the last four years we have increased representation of officers throughout all protected characteristics. This is set out in chapter 3, Section C of our pay proposals. Table 68: Standard Pay Range by grade and gender. Intelligence Officer/Analyst These are campaigns which fill vacancies across the NCAs Intelligence command, as either an Intelligence Officer or within an Analyst team. 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 will take only 2 minutes to fill in. The proposal will apply an average investment of 3.18% in the capability-based pay framework. 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. 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. The below table shows the grade breakdown of the payments made, Grade 4 was the highest claim with Grades 5 and 3 following closely behind. 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. 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. 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%. He blackmailed victims, using threats of sharing material already obtained to incite more extreme abuse, including the abuse of younger siblings and friends. The National Crime Agency leads the UK's fight to cut serious and organised . *Officers funded by NCA Margin are either in process of being redeployed or whose costs cannot be attributed to a command budgetary line. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The majority of the workforce sits within the operational functions of Intelligence and Investigations, with Grades 4 & 5 having the highest number of officers. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. 58. Figure 1 shows the NCA pay strategy and the progress that we have made in implementing reform. The proposal to implement a one year pay award for 22/23, is to enable us to continue making progress in pay reform, whilst developing the future approach. 13. Table 5: Current standard pay range values. The equality and diversity tables show a similar pattern to overtime, with a difference in gender and, to an extent, age. We also need to develop our offer for our enabling professions. Additionally, some developmental opportunities have been withdrawn due to not being able to run throughout the pandemic. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. 61% of overtime claims are from officers with powers, which broadly reflects the breakdown of powers vs. non-powers in the Agency. 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. The spot rate framework was first introduced in 2018. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 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. Table 5: Comparison of Median pay in the NCA and Civil Service. As a result of the Covid-19 pandemic, the UK economy has faced its toughest climate in 10 years. *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. 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. We have continued to encounter increased volumes of applications for posts in capability-based pay, and conversion rates from application to hire are increasing. The NCAs mission is critical to our national security. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. 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. However, the NCA expects to continue to own our skills framework, whereby we determine the coverage of capability-based pay in line with operational need. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). This would cost 210k and would bring 97 officers in to scope. Our largest gap in pay is with policing. This committee is responsible for overseeing and implementing the pay framework in a way which is fair, data-driven and in line with strategy. 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. 15. 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. 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. The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. NCA officers work at the forefront of law enforcement. 72. Table 52: Total overtime claimed by gender, Table 53: Total overtime claimed by ethnicity, Table 54: Total overtime claimed by age group, Table 55: Total overtime claimed by working pattern. Demand for skills in law enforcement is high, and availability is low, particularly across hard to fill and specialist roles. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. The National Crime Agency Investigator Salaries | Glassdoor Our constantly evolving and expanding capabilities means that we need people with experience of project management to policing, crime analysis to commercial procurement. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. 8. 89. 47. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. It is offering a salary of up to 223,441 a year for the right candidate - in line with Owens's 220,000-225,000 salary bracket reported in the law-enforcement body's annual report and accounts for 2020-2021. Table 19 shows that there is a higher proportion of females than males at Grade 6 and 5. The NCA Board is ultimately responsible for making decisions around the investment of the pay bill from a strategic perspective. 27. 78. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. 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. We continued to recruit where we could carry out assessments effectively remotely, though for some critical roles, face to face assessment is required and explains some of our vacancy gaps, as campaigns were extended. 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. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. This creates an often complex process. 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. We are targeting increases at grades 3 and 5, with a focus on grade 3 to increase the attractiveness of the offer as well as align with policing comparators, and grade 5 as data suggests this is the area of highest attrition. You have rejected additional cookies. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. The National Crime Agency (NCA) leads the UKs fight to cut Serious and Organised Crime (SOC). The areas that we need to build specialist operational skills are prioritised for capability-based pay. Our three year transformation proposal will be developed in parallel with our new People Strategy, to deliver a coherent offer. Table 69: Standard Pay Range by grade and ethnicity. 91. 46. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. The data shows that our lower grades tend to have a higher ratio of part time workers. The following data tables detail officers eligible to opt in to Spot Rate as of August 2021. 99% of all officers have accessed the application this year to complete critical learning. The outcome of this work will tie into our next recruitment campaign, due to be launched in January 2022. Specifications: Permanent Role. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. 28. You could also apply to become a police intelligence officer, if you work for the police. 30. 81. Table 57: Total overtime claimed by command. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. We also need to ensure officers can access the training they need, and to drive inclusion and an open, transparent culture. 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. National Crime Agency Remuneration Review Body report: 2021 The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. This will include reviewing our approach to overtime, which is currently relied upon to furnish operational demand. 33. 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. 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. Existing application of our capability-based pay framework, along with our reforms, have helped with the challenges of recruiting the skills we need. 66. 93. 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: [email protected]. This creates sustainability and wellbeing issues, and challenges with diversity and inclusion, as overtime only benefits officers who are able to routinely complete additional unplanned work. These officers are eligible to opt into Spot Rate pay at any time. However, the Bank of England also predicts these spikes to re-adjust in the medium term. This is forecasted to have a positive impact on reducing the gender pay gap. Targeted pay uplifts to reduce standard pay ranges by up to 19% since 2016. Grade 3 is an important part of building a sustainable and resilient offer. Table 50: Total overtime claimed by Grade. 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. 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. 53. 87. Continue roll-out of capability based pay. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles.