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National Crime Agency Remuneration Review Body

Volume 637: debated on Thursday 8 March 2018

The National Crime Agency (NCA) Remuneration Review Body has made recommendations on pay and allowances for NCA officers designated with operational powers, and observations on the NCA’s proposals to reform pay arrangements. I would like to thank the chair and members of the review body for their careful consideration of the evidence from the NCA, the Home Office, HMT and the trade unions.

The Government are committed to the delivery of world-class public services, and ensuring that public sector workers are fairly remunerated for the vitally important work that they do. That is why we ended the across-the-board 1% pay award policy for public sector workforces in September 2017. We recognised that some flexibility would be required in certain areas.

Each workforce is different and pay awards should therefore reflect the particular circumstances faced by those public workers and their recruitment and retention levels. It is also vital that our world-class public services continue modernising to maximise the contribution of our public servants, so they can continue to do their incredible work, improving our lives and keeping us safe.

Previous review body reports highlighted the need for reform to NCA pay arrangements and I welcome the review body’s support for the NCA’s proposed changes as an important step in that direction. There are two main elements to the pay reform: officers in two grades performing intelligence and investigator roles can opt into a new spot rate pay structure; and for the remaining workforce existing pay bands are being compressed. These changes are highly targeted, focusing on roles where there is evidence that pay has fallen significantly behind the market rate, and critical to the agency’s ability to improve productivity and transform to meet the rapidly evolving threat from serious and organised crime. This targeted pay reform will support the NCA’s ability to recruit and retain highly skilled staff to continue to fulfil their vital role.

To support implementation of these changes, the 2017-18 award will be backdated to 1 August 2017 and the 2018-19 award implemented on 1 August 2018. The award is as follows:

A varied award for staff in two targeted operational grades choosing to opt into the new pay structure and move onto new terms and conditions, including an increase in contracted hours;

A minimum 1% award for all officers not eligible for the new pay structure and not already receiving the pay range maximum for their grade;

A 1% award made up of consolidated and non-consolidated elements for officers not eligible for the new pay structure and already in receipt of the maximum for their grade or reaching it;

A 1% increase to the London weighting payment in 2017-18. 2018-19 will be determined following a formal review of the allowance.

These awards will be fully funded within the NCA’s existing budget. The small number of officers electing to remain on the terms and conditions of pre-cursor organisations will remain on their 2016-17 pay rates.

Copies of the NCA Remuneration Review Body’s report are available in the Vote Office and at