The National Crime Agency Investigator Salaries | Glassdoor The NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. 80. . For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). 52. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. 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. 2. The NCA protects the public by targeting and pursuing criminal groups who pose the greatest risk to the UK. 27. It is imperative that we align our pay strategy to support this, in order to stay ahead of the threat. 85. Developing and delivering specialist capabilities and services to tackle SOC. Due to the job market which we recruit from, the majority of officers on the spot rate framework are male. The National Crime Agency Salaries in London | Glassdoor Built a more sophisticated benchmarking approach to inform next years pay strategy. Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. 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. 75. The yearly trends continue to show we are operating at a low base. 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. 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. Where we have applied reform, attrition has reduced, and we have seen increased numbers of applications for roles that are on capability-based pay. 30. For example, the NCA are a proactive, rather than reactive, organisation, and we operate on different contractual terms and working patterns. Business Support Officer - Investigations - National Crime Agency 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 4 shows there is still a way to go to achieve comparability across all grades when comparing the NCA median with the policing equivalent. 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. 50. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 15. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. We propose to continue this progress in 22/23, as outlined in our proposals at chapter 3. This rose to 2% during the second quarter. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. We will further review the plan for grade 6 as part of our future strategy. 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. 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. 14. We have developed a People Plan, which identifies keys areas of delivery for 21/22 in culture, learning, recruitment, and pay and benefits. 53. 81. 51. Table 51: Total overtime claimed by powers. 39. Invest in capability based pay to 250 more roles, focusing on hard to fill areas. 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 is representative of our strong ethos and values-driven mission. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. 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. The tables below show the diversity & inclusion characteristics of overtime, showing the gender split, ethnicity, age groups and working patterns of claimants. The results are approximately 2-3 percentage points down in comparison to 2020. The cohort data below shows the number of officers undertaking the programme since last years report. The NCARRB cover only those officers who hold operational powers. By applying a 1% increase at the grade maximum, and the remainder as a non-consolidated award, we will continue our strategic priority to reduce the length of the pay ranges. 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. 36. 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, . As officers progress through the IOTP, we expect to see more females on spot rates. This will increase further as we build the modernisation programme. The NCA workforce is comprised of a blend of specialist skills and capabilities, and therefore the pay framework is complex. We are proposing a targeted pay uplift for our grade 6 officers this year, to support fairness and attractiveness of the offer. *Pay freeze applied for the 2021 pay uplift, except where officers earnt less than 24k, who received a 250 uplift. The NCA aligns with this position and it underpins the proposal set out. In order to understand the reasons for our officers leaving, we have examined data from our exit questionnaire. This represents year one of a three year plan, the overall investment is predicted to be 2.7% over three years. Table 7: Workforce by Grade powers split. The NCAs mission is critical to our national security. 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. He said the . 9. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. 7. Gender pay gap within capability based pay is below agency total, with a mean of 4.66% compared to 11%. 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. In these areas we have specialist, operational roles that remain on the standard pay framework. 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). The operating context remains a challenge, and the ways of working differs greatly across the Agency. In order to secure the skills that the NCA requires to lead the evolving threat, it is important that our pay proposal aligns with our strategic context. We have engaged with the workforce more on our prioritisation, and have provided more opportunities for the workforce to develop in these areas. The NCA IOTP is a 24 month blended training programme which accredits officers as either an Intelligence Officer or Investigations Officer. Part of our workforce hold operational powers, and part do not. The current grading composition at grades 1-6 is below in graph 1. 38. You have rejected additional cookies. We have higher attrition in areas that we have not been able to apply reform, which demonstrates the importance of continuing to implement our strategy. 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. Investigator salaries at The National Crime Agency can range from 29,008 - 55,859 per year. We operate across all four nations, with different rules applied at different times. 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. 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. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. This would also keep NCA pay from lagging further behind comparators in this area. As we move towards producing the ethnicity pay gap, we need to improve opportunities for BAME officers at the highest grades. 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 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. However, achievements with the vaccine programme, plans for additional jobs, and additional support provided to families and businesses, has supported the economy. We will examine how we reinvest the non-consolidated pay pot through our modernisation programme. We achieved our highest level of disruptions during this time. JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in We have set out the plan to submit a 3 year pay proposal for agreement next year, in order to support this. Government defines SOC as a tier two national security threat, with cyber sitting alongside terrorism as a tier one threat. **RRAs are an additional, non-consolidated payment, targeted to roles where there is clear evidence of issues with recruitment and retention as a result of pay. Evidence identified Wilson approaching more than 5,000 children globally. These officers are eligible to opt into Spot Rate pay at any time. 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. Uplift spot rate values to bring us closer to our comparators. 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. The below table shows which spot rate value our officers currently are on as of 1st January 2022. Roles based in Chelmsford/Stevenage will receive an additional. Table 1: Progress against capability-based pay ambition, Figure 2: Current Powers VS. Non-Powers Split. This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. 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. It is important to note that there are some issues that will be addressed more fully through the three year pay deal that we are planning to submit next year: Table 10: NCARRB feedback and NCA Response. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. 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. 7. 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. As part of managing pay, the Agency engage with our three recognised Trade Unions, who represent the interests of their members. UKFIU Defence against Money Laundering (DAML) Team, Infrastructure / Field / Software Engineering & Architecture, The Agency apply capability-based pay in line with the following criteria: pay comparison in the market, recruitment and retention data, the level of disruption & accountability in the role, the complexity of the role, and whether it is deemed hard-to-fill. 73. The NCA therefore engage in dual processes to determine the pay award across the workforce. Info/Apply: http://ow.ly/K6Kh50NUewR #CivilServiceJobs #KentJobs #MedwayJobs . The officers who were successful were from across the Agency. [footnote 1] The NCA intend on bringing more roles into capability-based pay this year. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. The proposal and impact is outlined at table 13. Contracts dont reflect working arrangements of 24/7 agency. 1. 87. 47. This was to recognise that some of our roles are not operating in the same environment as policing. This is an improvement on last year where spot rates covered 28% of our workforce. The 22/23 proposal, detailed at chapter 3, seeks to further the progress against our strategy by applying a 3% IRC as a one year approach. Extending capability based pay to remainder of eligible roles in the agency. In 21/22, progress was limited due to the pay pause. The NCA is proposing a higher uplift at grade 6 as a result of this. These are movements taking place outside of the lateral campaign, so will include promotions and other recruitment activities. There are a complex set of stakeholders and sign-off points throughout this process. The intention was to undermine the UKs economy, integrity, infrastructure and institutions through criminality. 62. As detailed in our Annual Plan, we are developing the Agency so it can best lead the whole system. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. The NCA has a blended workforce of powered and non-powered officers. 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. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. This is set out in chapter 3, Section C of our pay proposals. The overall engagement score of 62% is a reduction of 3 percentage points, though this result is still a 12% improvement on 2018. National Crime Agency salaries: How much does National Crime - Indeed It is important we provide female officers with opportunities to progress up the grade structure. We must attract, develop and retain the skills that we require across our many different professions. 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. 72. 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. The Agency has noted the NCARRB feedback on data, and has worked to provide a more robust and developed data picture to support the submission. This year we have aligned our pay plan more closely into the People Plan, which is covered in chapter 2. These complex priorities set out the need for an integrated workforce strategy. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. This has helped to build agility, and more officers have benefited from developmental career opportunities. 84. 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. 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. The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. As we plan for the future, we recognise there is a need to accelerate transformation to achieve our pay principles. 68. This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. 31 Search results - Civil Service Jobs - GOV.UK 17. Over the past year, 29 staff moved from Investigations to Intelligence, and 23 moved from Intelligence to Investigations. Table 10 addresses the key feedback. We need to go further than we have previously done to achieve this. Officer salaries at The National Crime Agency can range from 23,582 - 36,430 per year. These were supported by all employee blogs, where officers could directly contribute to the conversation. 60. More. Accountable for developing and delivering the intelligence in response to support the 4 P planning developed by Threat Leadership. 56. In line with our strategy, we aim to extend capability-based pay across all eligible operational roles. This is being furthered through our Inclusion and Culture strategy. 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. This will be achieved through harnessing the collective powers of law enforcement, government, the voluntary sector and industry. 24. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. 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 build the best possible. 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. However, there has still been a notable economic impact worldwide, inflation has risen rapidly, with demand for goods outstripping supply, which is leading to higher prices for consumers. 55. Sustained, unforced attrition within the roles team over two years, A track record of difficulty recruiting over a two-year period. Table 69: Standard Pay Range by grade and ethnicity. 28. The pilot will help us test new working practices that could be adopted as we emerge from the pandemic. 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. 44. The Agency will apply these uplifts through our differentiated approach, rather than applying a blanket award. It is therefore recognised that building a resilient workforce for the future will not be achieved through pay alone. The Agency is proposing to apply a differentiated award to the standard pay range, to target investment in line with our strategy. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. Additionally, some developmental opportunities have been withdrawn due to not being able to run throughout the pandemic. At grade 1 we only have 5 female officers on the spot rate framework. You may be able to start in a related job in the security services then apply to join an intelligence officer training programme. Our leadership team has remained visible throughout the pandemic, and there has also been regular communication and engagement with staff through virtual means, with an emphasis on transparency and resilience. 31 open jobs for Nca in London. Targeted uplifts for the lowest earners, for example grades 3-6. 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. 45. The Covid-19 pandemic has impacted the nature of the threat, though the level has remained consistent. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. Agree priority areas to prioritise for capability-based pay, aligning the approach with hard to fill roles. We have launched our online learning application, enabling learning to be delivered at pace. 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. Whilst the NCARRB process covers officers with powers, non-powered officers pay is determined through a collective bargaining process with the Trade Unions. This is the uplift that is affordable alongside the choices that the NCA need to make across the spending period. Table 9 NCA People Survey Overview 2021. The role requires a skill set that requires significant training investment to and experience to achieve level of proficiency required. 93. Vetting Officer Nca Jobs - 2021 | Indeed.com Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. Intelligence analyst | Explore careers | National Careers Service - GOV.UK Starting salaries for the three agencies - GCHQ, MI5 and MI6 - are in the region of 30,000 to 35,000, plus benefits. This positively impacted over 3,000 officers and reduced the length of the pay ranges, in line with our strategy; Increases to the value of spot rates, grade 5 by 4.5% and grade 4 by 3%, aligned with our ambition to build attractiveness within the market; Introduction of capability-based pay for grades 1-3, in line with our plan to build a sustainable and coherent set of terms and conditions; and. Our 2021 people survey results on pay decreased following the pay pause. The ambition is to move officers off temporary allowances and on to capability-based pay. We will review the ambition for grade 6 officers within the modernisation programme. This data has been collected from October 2020 to November 2021. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. 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. We decided not to focus extending capability-based pay to large numbers of grade 3 officers. Based on the policing submission for this year, it is predicted that the gap at grade 4 and 5 will reduce by some margin, however there is more to do to close the gap in future years. Search Nca jobs in London, UK with company ratings & salaries. Wed like to set additional cookies to understand how you use GOV.UK, remember your settings and improve government services. National Crime Agency | Civil Service Careers Leading the UK's fight to cut serious and organised crime. 1. 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. 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. , Although only powered officers come under the remit of the NCARRB, table 1 presents the capability-based pay position across all roles, in order to give the organisational picture. 58. Expanded capability based pay to 54% of operational roles. 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. The percentage breakdowns broadly reflect the NCA workforce, with there being minor differences in some areas. Table 66: Spot Rate Values by grade and ethnicity. This is to negotiate on employees T&Cs whereby officers are not covered by an independent body.