. The following operational examples demonstrate the criticality, breadth and specialist nature of operations that the NCA are responsible for: 8. Table 7: Workforce by Grade powers split. The officers who were successful were from across the Agency. The pay strategy is detailed at chapter 1, with an overview on how pay works in the Agency at Annex B. 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. SOC includes child abuse, human trafficking, slavery, money laundering, fraud, cybercrime, corruption, and the smuggling of drugs and firearms into the UK. Location: Ideally based in the UK, Germany or Denmark. The Agency continues to score strongly on officers feeling aligned to our organisational purpose. Since the introduction of capability-based pay, it has been a priority to bring more operational roles into scope of the framework. We need to go further than we have previously done to achieve this. 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. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. External pay award benchmarking covering the UK economy, showed that during the first half of 2021, pay awards of circa 1.6% were being implemented by employers, with the median pay award being 1.2% in the first three months of the year. 11. We are reviewing the 90% target as part of our modernisation programme. The current expected attrition for 2020-2021 is 7.5%. 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. 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. Our major responsibilities and skills requirements are set out in table 7. 58. Operational disruptions have increased, and we have had our most successful year to date in 2020/21. There are areas which will need more time to analyse the sustained impact. 71. The NCA has focused on areas with the most pressing recruitment and retention issues first, utilising a data-led approach. The National Crime Agency employees rate the overall compensation and benefits package 2.4/5 stars. The NCA has continued to take a leading role in protecting the public throughout the Covid-19 pandemic. The NCA therefore engage in dual processes to determine the pay award across the workforce. Table 8: NCA People Plan and progress made in 2021. 99% of all officers have accessed the application this year to complete critical learning. 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. 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. "The NCA is proud to have led the UK part of this operation, working in partnership with policing and other agencies. 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%). 60. There are other areas that the Agency needs to budget for as part of our total pay-bill that do not come under the NCARRB remit. 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. 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. The ambition is to move officers off temporary allowances and on to capability-based pay. A three year pay and workforce transformation deal ,which is currently in the preliminary stages of discussion. 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. 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. 36. 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. The NCA responses are covered in Chapter 3, though we have developed our proposals with these points in mind throughout. Table 37: Conditional offers by applicant and offers. 31 open jobs for Nca in London. 55. 82. United Kingdom Average salaries at National Crime Agency Popular roles Deputy Director 91,938 per year Commander 40,863 per year Senior Operations Manager 54,514 per year Management Operations Manager 45,818 per year Operations Officer 32,371 per year Head of Operations 70,782 per year Software Development Senior Software Engineer This is set out in chapter 3, Section C of our pay proposals. 19. We propose to continue this progress in 22/23, as outlined in our proposals at chapter 3. 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 difference is exacerbated by the police receiving yearly progression through increments. Table 2: Comparison of pay points between NCA Grade 5 and Constable Pay. Whilst pay and benefits alone with not secure talent in the NCA, it is a key part of our wider reform programme to ensure we keep pace. For a proportion of our grade 3 officers who are high overtime earners, it wouldnt have been financially viable to change their terms and conditions, as they would lose the potential for overtime. You could also apply to become a police intelligence officer, if you work for the police. The 2021 NCA People Survey results reported in December 2021. This has allowed us to remain competitive in our enabling capabilities roles, when compared to our Civil Service comparators. The most common scenario is when Officers are transitioning into or out of an International Liaison Officer (ILO) role i.e. 37. Our ability to implement the strategy, delivered through our four pillars, is crucial to achieve continued operational success, in a sustainable manner. 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. You have accepted additional cookies. However, we continue to have increased operational demand in the South-East. Early benchmarking suggests that the gap with comparators will widen, and increasing attrition across enabling functions is evidence of this problem. The threat has proved resilient throughout Covid-19, with offenders increasingly operating online and using emerging technologies. This means that the NCA runs a multi-step process across each pay year, and often in parallel. Many of the operational roles that are designated as hard to fill remain out of scope for capability-based pay, such as forensics and social workers. 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. National Crime Agency. The NCA has a blended workforce of powered and non-powered officers. 21. Investigations Officer These are frontline roles investigating Serious and Organised Crime, which includes the arresting and interviewing of suspects. 25. The ambition is to achieve full coverage of capability-based pay, in line with our criteria at table 10, across operational roles. The proposal and impact is outlined at table 13. The NCA supports the Governments levelling up agenda, and we already have sites across the country. We have launched the Agencys first talent programme focused on officers from Black, Asian and Minority Ethnic backgrounds. 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 have higher attrition in areas that we have not been able to apply reform, which demonstrates the importance of continuing to implement our strategy. The NCA became operational in October 2013. Table 1 shows the progress that we have made against our capability-based pay ambition, the impact of the 22/23 proposal, and the residual gap across operational roles. 35. Table 35: Number of candidates added to NCA pipeline. Investing in the capability-based pay framework at grade 3 will enable us to do this, to incentivise officers to develop their expertise within the NCA. Progress against our pay reform ambition must be affordable within the funding provision. 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. The highest percentage of officers eligible to opt into spot rates are in the higher age brackets, 4.3% of 50-59 year olds and 2.26% of 40-49 year olds. Officers report that they have a clear understanding of our objectives and goals, and that they understand how their work contributes to our mission.
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