79. Building a 3 year transformation proposal to accelerate progress. We need to reduce the number of officers in operational roles on different terms and conditions. Table 13: Proposed standard pay range uplifts for 2022-23. Working with partners both nationally and internationally. This was primarily caused by effects of the pandemic.
NCA Intelligence Officer - National Crime Agency You have accepted additional cookies. The 2021 National Strategic Assessment concluded that the threat to the UK has highly likely increased compared with 2020. The National Crime Agency (NCA) leads the UKs fight to cut Serious and Organised Crime (SOC). Table 40: productivity statistics by grade. 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. We have also conducted more activity and communication through our Remuneration Committee, and through our Agency review of RRAS. Owens's decision to retire followed her diagnosis with, and initial treatment for, breast cancer over the summer. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. Over the last four years we have increased representation of officers throughout all protected characteristics. We recognise that there is more to do on leadership and managing change, which has reduced by 3% to 45% positive. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. This work will form the basis of our 23/24 NCARRB submission. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. As part of the case for 3% IRC, we anticipate some reductions in spending elsewhere such as overtime and TOIL. 30. 6. 35. 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. Table 9 NCA People Survey Overview 2021. An area where attrition has been quite high has been in our Armed Operations Unit (Firearms), where a combination of an ageing workforce and high numbers of officers moving to the police has meant the team have struggled to maintain operational capacity. 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.
Vetting Officer Nca Jobs - 2021 | Indeed.com When looking at the ethnicity of the population, we can see that officers who identify as White are the highest percentage of officers eligible to opt into Spot Rate (6.05%). 63. Salary : 35,000 per annum.
The National Crime Agency Salaries in London | Glassdoor 256 officers benefited from a 250 uplift if they earned less than 24,000, and an additional 94 officers received a small payment to ensure they were not leapfrogged on the pay scale as a result. Overtime claims by Command follows a similar distribution as overtime, with operational areas having the largest total. Table 50: Total overtime claimed by Grade. We need to invest further in our capability-based framework, and keep pace with our comparators. The NCA aligns with this position and it underpins the proposal set out. Table 4: Comparison of Median pay in the NCA Operational commands and Police forces. This would also keep NCA pay from lagging further behind comparators in this area. Dont worry we wont send you spam or share your email address with anyone. The NCA acknowledges that the NCARRBs 2021 report contained some areas of feedback for consideration. 31. This was to recognise that some of our roles are not operating in the same environment as policing. 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. We must attract, develop and retain the skills that we require across our many different professions. For example, the Investigations command ran an internal campaign to increase officers in hard to fill roles in the South-East. 8% of roles within the command have powers. The total cost of this was 211,392.
JCP in Kent on Twitter: "Equipment Officer position with @NCA_UK in The NCARRB feedback from their 2021 visits is reflective of the Agency engaging more, directly with the workforce. This proposal will move our grade 6 pay 1,439 ahead of the Civil Service median. 82. This evidence submission is embargoed until it is published as part of the annual cycle. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. 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. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. NCA officers work at the forefront of law enforcement. You could also apply to become a police intelligence officer, if you work for the police. Table 16: Workforce by command work pattern split, Table 17: Workforce by command Gender split. The spot rate framework allows our officers to progress along a number of spot rate values as their skills and experience builds. 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. Whilst we have made positive progress, there is more to do realise our strategic ambition. In February, he was sentenced to 25 years in prison. This data has been collected from October 2020 to November 2021. Across the standard pay ranges, we have been able to apply some meaningful increases, with pay range minimums increasing by up to 3,933. Whilst this does not cover roles within the NCARRB remit, it is important to present the organisational ambition. News stories, speeches, letters and notices, Reports, analysis and official statistics, Data, Freedom of Information releases and corporate reports. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. 29 Apr 2023 17:01:03 The spot rate framework was first introduced in 2018. The diversity of these groups is represented in the IOTP diversity statistics shown on the following pages. We decided not to focus extending capability-based pay to large numbers of grade 3 officers.
2. A request from the NCARRB as part of their seventh report in 2021, and from officers feedback, is to set out how pay works in the NCA as part of our annual submission. Table 38: Internal transfers for Intelligence, Table 39: Internal transfers for Intelligence. To support this, the Agency has a number of pay processes, policies and procedures that are subject to negotiation with Trade Unions. Dont include personal or financial information like your National Insurance number or credit card details. For an award above 3% IRC, the Agency Board would need to make choices to reallocate funding which would impact operational delivery elsewhere. The National Crime Agency leads the UK's fight to cut serious and organised . Once it is published, it is supported through the presentation of oral evidence by the NCA DG. It is comprised of senior leadership team representatives from all commands in the Agency. Proposed changes for 22/23 are aimed at addressing anomalies within our current allocation, through opting officers in our Chelmsford and Stevenage branches into the South-East allowance at 2,739, which is 80% of the current rate. The NCA therefore engage in dual processes to determine the pay award across the workforce. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. 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. It would cost 14.5 million to extend capability-based pay across all eligible roles, and a further 6.7 million to achieve pay parity with policing. 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. 70. Continue roll-out of capability based pay.
31 Search results - Civil Service Jobs - GOV.UK 54. Follow us on: - Twitter (https://twitter.com/NCA_UK) - Facebook (https://www.facebook.com/NCA) Website http://www.nationalcrimeagency.gov.uk. 18. As an NCA Intelligence Officer you'll be at the centre of the action, helping to prioritise operations. Many of our hard to fill roles are situated in this geographical area, and we continue to face acute recruitment pressures here. This has helped to build agility, and more officers have benefited from developmental career opportunities. Our officers, and the partners we work with, deliver outstanding operational results to ensure the public are protected. However, the Bank of England also predicts these spikes to re-adjust in the medium term. At 31 August 2021, the Agency had a workforce of 6,032, comprising a mix of directly employed officers, seconded officers, fixed term employees and contingent labour. 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. The senior leadership team is conducting more on-site and virtual visits to hear directly from officers across the Agency. 42. This is an improvement on last year where spot rates covered 28% of our workforce. The overall engagement score of 62% is a reduction of 3 percentage points, though this result is still a 12% improvement on 2018. This would go some way to addressing anomalies, whilst giving us the scope to develop our future strategy. Table 58: Total overtime claimed by Powers. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. This includes remaining competitive, attracting new entrants and reducing the time it takes to onboard new starters at the beginning of the employment journey. Search Nca jobs in London, UK with company ratings & salaries.