The proposal will apply an average investment of 3.18% in the capability-based pay framework. 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. The areas that we need to build specialist operational skills are prioritised for capability-based pay. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. 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. 13. We will offer higher increases to the lower grades, for example at grade 6, as we have fallen behind the Civil Service median pay. Table 68: Standard Pay Range by grade and gender. . The reform that we have implemented has had a positive impact within the Agency. This is why the NCA offered a choice to opt-in. 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 overseen through governance by the Remuneration Committee, which is chaired by an operational Director. National Crime Agency Remuneration Review Body, Find out about the Energy Bills Support Scheme, Evidence submissions to NCA Remuneration Review Body, 2022 to 2023, Chapter One: NCA Context, Pay Strategy & Economic Case for Change, Chapter Four: Conclusion and Total Costings, nationalarchives.gov.uk/doc/open-government-licence/version/3. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. Responsible for planning and driving the most effective and impactful whole system response to the SOC threats. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. It undermines sovereignty and corrodes economies worldwide. We also have officers with powers in other roles, who are able to support operational activity through surge capacity activity. This reflects the operational nature of the Agency, with these being the core grades where we bring in, develop and deploy operational capabilities. 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. 36. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. This is an improvement on last year where spot rates covered 28% of our workforce. 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 workforce composition across the grades is proportionately weighted towards grades 4 and 5. The NCARRB cover only those officers who hold operational powers. Recruitment has seen 25% increase in applicant numbers*. It is recognised that pay is one part of the package, along with the wider people offer, which is outlined in chapter 2. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. Inter-operability across all areas is important for driving a holistic approach. The NCA acknowledges that the NCARRBs 2021 report contained some areas of feedback for consideration. Location: Ideally based in the UK, Germany or Denmark. 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. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. In 2020, when we applied our last full pay award, officers received the largest consolidated pay increases in the recent history of the Agency. 51. 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 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. 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. The National Crime Agency leads the UK's fight to cut serious and organised . National Crime Agency salaries: How much does National Crime - Indeed This estimate is based upon 23 The National Crime Agency Investigator salary report (s) provided by employees or estimated based upon statistical methods. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. 43. Our comparators include policing, the UK Intelligence Community and the Civil Service. Upon the introduction of spot rates, officers were able to voluntarily opt into the framework. 57. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. National Crime Agency offers 223k for next DG - Civil Service World 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. 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. 95. It is important to note that the Agency operates as both a civil service department, and as a law enforcement organisation. 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. 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. This can be found at Annex A. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. 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 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. SOC affects more UK citizens, more often, than any other national security threat, and is estimated to cost the UK economy at least 37 billion a year, with this cost increasing annually. Extending capability based pay to remainder of eligible roles in the agency. For example, grade 4 on spot rate 2 has received an additional 4,387 (or 11.2%). Accountable for developing and delivering the intelligence in response to support the 4 P planning developed by Threat Leadership. We have been able to achieve this in part, through the implementation of a new pay framework in operational commands, but there is more to do to develop the strategy for enabling functions. 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. This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. Targeted pay uplifts to reduce standard pay ranges by up to 19% since 2016. This is drawn out in more detail in tables 2 and 3. 81. You can change your cookie settings at any time. The National Crime Agency Investigator Salaries | Glassdoor 8. A new NCA Director General (DG) will be appointed in 2022, charged with leading the Agency through a period of significant transformation. National Crime Agency Remuneration Review Body report: 2021 We decided not to focus extending capability-based pay to large numbers of grade 3 officers. Table 5: Current standard pay range values. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. 4. Agency needs to develop and modernise our total offer, taking into account other pay and non-pay benefits, as well as a wholescale review and how and where we work. Uplift spot rate values to bring us closer to our comparators. 47. 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. We are operating in an increasingly volatile fiscal context. To fund additional investment in subsequent years, we will need to make additional cost savings through seeking contractual reform that we will direct back into pay. The leadership team have engaged more through blogs, FAQs, webchats and the Proud to Protect all officer event. 80. 62. 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. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. Table 9 NCA People Survey Overview 2021. The composition of our pay-bill for directly employed officers is set out in table 6. The overall engagement score of 62% is a reduction of 3 percentage points, though this result is still a 12% improvement on 2018. This was to recognise that some of our roles are not operating in the same environment as policing. As the work that we do develops, and the skills that we require become more specialist, there is an increasing need to transform to secure the capabilities that we need. Table 8: NCA People Plan and progress made in 2021. We have outlined that there are still gaps that will need to be addressed in future years. The level of personal accountability and risk associated with the role.