Table 44: Exit Questionnaire reasons for leaving. Our 2021 people survey results on pay decreased following the pay pause. We decided not to focus extending capability-based pay to large numbers of grade 3 officers. 49. Although the other grades remain slightly ahead of Civil Service comparators, NCA officers did not have any pay uplift in 2022/21, and cost of living has risen. Looking at overtime claims by officers with and without powers, the split is even with powers officers claiming 51% of overtime. 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. The NCA therefore engage in dual processes to determine the pay award across the workforce. Our pay comparison position within the market is important because it links to our strategy on building an attractive and fair offer which enables us to secure the skills we need. National Crime Agency (NCA) 81. When consider what officers liked the most about working for the NCA, their team and relationships came out top, with their role and the opportunity to work on SOC also featuring highly. 7. As of August 2021 we have 2198 officers on the spot rate framework, the increase in hours presents a productivity gain for the Agency. The data shows that our lower grades tend to have a higher ratio of part time workers. This included moving people laterally to fill specialist roles, linking learning outcomes to reward, and bolstering our leadership and management capability. Funding our pay reform programme is a challenge, and impacts the pace of change. As part of the 20-21 Annual Plan, the Home Secretary tasked the NCA to continue to target its efforts on reducing the number of victims of exploitation, reducing the impact of SOC on our communities and reducing harm from economic crime. The comparison between median NCA pay in Enabling Functions and the Civil Service is outlined at table 5. The Agency continues to evaluate the impact of more flexible working practices, should recommendations for changes emerge that impact remuneration, they will be proposed in line with the three year future strategy. This estimate is based upon 14 The National Crime Agency Officer salary report (s) provided by employees or estimated based upon statistical methods. In balancing the above, we are proposing a meaningful uplift, by applying a 3% IRC this year, balanced with other Agency priorities. Embedded quarterly Diversity Dashboards to equip leadership teams with the tools to focus their activities, reporting activity to the NCA Board. Table 66: Spot Rate Values by grade and ethnicity. We have started to move officers from Recruitment and Retention Allowances (RRA)** to capability based pay. 17. Accountable for the development and delivery of capabilities to support the operational services across the NCA. For officers who hold operational powers, the Home Secretary sets a remit letter, whereby the NCARRB (as an independent pay review body) are requested to present recommendations on pay for those officers under their remit. In 2021, the Agency introduced a People Plan, to consolidate our position, set efficiencies and to bring people on to fill critical capability gaps. 70. The majority of the workforce remains on the Standard Pay Range. This will provide an average uplift across the standard pay ranges of 2.43%, and will reduce the average pay length gap to 23%. There are a complex set of stakeholders and sign-off points throughout this process.
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