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. 63. The intent is to build on this investment through proposing a multi-year investment deal next year (subject to approval). 2. The Agency will apply the criteria set out to determine the roles that will be prioritised for investment. Our Intelligent Officer/Analyst and Investigations Officer campaigns have improved considerably, however specialist recruitment has become more challenging. Extending capability based pay to remainder of eligible roles in the agency. This can be found at Annex A. Table 35: Number of candidates added to NCA pipeline. It is therefore prudent to consider the most efficient, effective and transparent pay process that will be deployed throughout that time to ensure the necessary level of scrutiny and challenge. Building a professions strategy for enabling functions. You can change your cookie settings at any time. However, we need to ensure we embed a coherent employment offer, and approach to pay, to support this. Receive newsletters. Continued to build our approach to strategic workforce planning and resourcing. It is recognised that this comparison cannot focus on pay alone, and we will be conducting a comparison of wider contractual conditions. We identified and arrested prolific online offender David Wilson, who was charged with 96 sexual offences committed against 51 boys aged 4 to 14. The Agency forecast that this proposal will have a positive impact on diversity outcomes, including a reduction of the gender pay gap through reducing the length of the pay ranges and applying targeted uplifts to the lowest earners. Due to the job market which we recruit from, the majority of officers on the spot rate framework are male. 91. 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. As outlined we have made some progress in achieving that, through extending capability-based pay from 48% in 2018, to 56% now. Whilst we have plans to address the skills needed within the Agency to undertake specialist roles, we have more to do to seek efficiencies into our resourcing and onboarding processes. 65. 16. Related jobs include researcher or language specialist. This will move us forwards in our strategy of building attractiveness and sustainability through reducing the gap with comparators. The workforce composition across the grades is proportionately weighted towards grades 4 and 5. The vacancy gaps in these areas are 34% and 30% respectively, compared with the NCA average of 21%. The below data shows that the majority of our powered roles are officers graded 4 and 5, which are more frontline facing roles. From Grade 4 the difference shows a higher ratio of males to females, with males more than twice as likely to be in a senior role at grade 1. Early evaluation data suggests that the hybrid working pilot has had a positive impact on wellbeing, engagement and performance. The 2021 National Strategic Assessment concluded that the threat to the UK has highly likely increased compared with 2020. Table 10 addresses the key feedback. In 2021, the Agency ran a lateral movement campaign which resulted in 116 workforce moves, mainly moving officers from Intelligence roles into Investigations roles. Intelligence analyst job profile | Prospects.ac.uk This will include reviewing our approach to overtime, which is currently relied upon to furnish operational demand. It is therefore recognised that building a resilient workforce for the future will not be achieved through pay alone. . The Home Secretary has accountability for the pay process and has developed a positive, partnership approach to working with the NCA. 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. External factors, such as the impact and disruption from the pandemic, are likely to have had an impact on the outcome. Table 20: Spot rate eligibility by gender. A diverse workforce enables a culture where different perspectives and knowledge are embraced to innovatively combat newly emerging criminal threats. 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. 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. We've rounded up all the jobs on offer at the NCA's Warrington hub that you can apply for right now. The NCA Board is ultimately responsible for making decisions around the investment of the pay bill from a strategic perspective. One of the priorities for the Agency is making our workforce more diverse. This has helped to build agility, and more officers have benefited from developmental career opportunities. This is overseen through governance by the Remuneration Committee, which is chaired by an operational Director. Absence has been lower during the COVID 19 Pandemic; with spot rate sickness levels are even lower than 2018 and 2019. B)Investing in capability-based pay (through spot rates). This is aligned with our strategy to build the fairness of our offer, through targeting the lower earners in the organisation. National Crime Agency Remuneration Review Body report: 2021
Baltimore Booze Cruise, Cuanto Cuesta La Carrera De Maestro En Estados Unidos, Forced Respawn Of Wild Dinos At Server Restart Value, Who Has The Smallest Ears In The World Human, Articles N