In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. We do recognise that some of our roles are not operating in the same environment as policing. 7. Commands are reviewing the current vacancy levels and assessing the pipeline to ensure the skills are being posted to the areas we have prioritised. 4. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. Table 7: Workforce by Grade powers split. Essex Police's Ben-Julian Harrington described the cost of living crisis facing some staff, including officers who have quit for better-paid jobs in scaffolding and double-glazing. The change is in part attributed to the 2020-21 government pay pause that was applicable to most of the workforce. The outcomes from the National Police Chiefs Council (NPCC) workforce review mirrors the challenges we face in attraction and recruitment. This includes specialist encryption to hide their communications, and cryptocurrencies to launder their profits. The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. Operating across geographical and virtual borders, SOC perpetuates serious violence, and harm to the UK from across the globe. 3. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. Officers on the spot rate pay structure tend to be evenly split between powers and non-powers. B)Investing in capability-based pay (through spot rates). As officers progress through the IOTP, we expect to see more females on spot rates. An uplift in our location allowance, and some targeted increases to shift allowances, to make some progress in building comparability and fairness. 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. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. We decided not to focus extending capability-based pay to large numbers of grade 3 officers. 69. Although we have made progress, the average length of our standard pay range is 25%. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. The increase in officers on spot rate represents an increase in 219.80 FTE for a 37 hour week, or 164.85 for a 40 hour week. The Agency has set its intent to move away from pay being focused on time-served in post, to a framework which is aligned with developing skills and capabilities. The proposal and impact is outlined at table 13. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. 29 Apr 2023 17:01:03 The turnover for this group is low. 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. Extending capability based pay to remainder of eligible roles in the agency. This includes performance bonuses, overtime and contingent labour costs. 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. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. Due to the job market which we recruit from, the majority of officers on the spot rate framework are male. Table 60: Total overtime claimed by working pattern, Table 61: Total overtime claimed by age group, Table 62: Total overtime claimed by ethnicity. 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. 2. 25. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. The National Crime Agency leads the UK's fight to cut serious and organised . The Agency has made some progress against our pay strategy, through introducing a capability-based framework, whereby officers are rewarded as their expertise develops. 38. 76. You can change your cookie settings at any time. It will take only 2 minutes to fill in. Search Nca jobs in London, UK with company ratings & salaries. Accountable for the development and delivery of capabilities to support the operational services across the NCA. Cochrane seeks Advocacy and Partnerships Officer. 90. 12. 4. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. 74. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. Part of our workforce hold operational powers, and part do not. This means a proportion of our work force (8.56%) are in Spot Rate posts, whilst remaining on the standard pay framework. National Crime Agency (NCA) We also need to develop our offer for our enabling professions. Officers have the ability to claim TOIL rather than overtime. 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. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. The Agency is proposing a 3% increase in remuneration costs (IRC) this year. *NCA data is based upon median pay in operational commands. The 2021 NCA People Survey results reported in December 2021. We are devising a three year proposal which, subject to approval, would allow us to implement our full ambition. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. 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 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. There are a complex set of stakeholders and sign-off points throughout this process. Tying capability based pay into areas that will require it most, investing in an affordable uplift in line with the evolving economic context. 5. 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. Specialist Intelligence Our specialist Intelligence teams include Forensic roles (physical or digital), Technical Operations and Human Intelligence (HUMINT). Is the role considered as a hard to fill role. 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. Our proposal, along with how this compares to the estimated police award for this year, is outlined at table 12. Related jobs include researcher or language specialist. Well send you a link to a feedback form. However, the Bank of England also predicts these spikes to re-adjust in the medium term. 51. Each police force sets its own application entry requirements. The equality and diversity tables show a similar pattern to overtime, with a difference in gender and, to an extent, age. We are operating in an increasingly volatile fiscal context. 83. The difference is exacerbated by the police receiving yearly progression through increments. When factoring in bonuses and additional compensation, a Officer at The National Crime Agency can expect . 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. Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission. Progress against our pay reform ambition must be affordable within the funding provision. To help us improve GOV.UK, wed like to know more about your visit today. We are therefore applying awards across all grades in our standard ranges. 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. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. 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. We have outlined that there are still gaps that will need to be addressed in future years. Table 66: Spot Rate Values by grade and ethnicity. Leaders discussed the new opportunities and challenges 2022 will bring. This is forecasted to have a positive impact on reducing the gender pay gap. 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. As the spot rate framework has developed, the number of officers working 40 hours per week has increased annually. 82. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. 68. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. 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. The majority of the workforce remains on the Standard Pay Range. The most prevalent reason for leaving the Agency in operational areas is retirement, which means that we lose experienced officers with important skills. 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.
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