Home Office: structure and salaries for June 2021 added. Dear UK Border Agency, l request information on the complete ranking system used by Border Force i.e. The government will take a robust and thorough approach to assessing cases for pay flexibility higher than 2.5% in 2020/21, particularly cases that seek flexibility for multiple years, and will only consider cases that realise cashable and sustainable savings and/or productivity and efficiencies very quickly within the business case lifecycle. Example: if the total costs of the remit proposals were 100,000 and the baseline costs were 2,000,000 the projected costs would be 2,100,000. When submitting a business case departments must demonstrate they have considered and met the following headline principles throughout their proposals: In submitting proposals, departments should be clear on whether increases in line with the NLW and statutory holiday pay entitlement are included within the headline pay award. The unit creates and updates/maintains content for all channels including GOV.UK, the Home Office intranet and social media channels. However, senior staff have an important leadership role in demonstrating the need for pay decisions to follow public sector pay policy. Border Force officers protect UK border entry points like ports and airports, by enforcing immigration and customs regulations. 31 January . Dont include personal or financial information like your National Insurance number or credit card details. 2 0 obj The national average salary for a Border Force Officer is 34,165 per year in United Kingdom. Recyclable savings are generated when staff leave the department and are replaced by entrants with a lower cost. All pay remits must be approved by a Secretary of State or responsible minister, and each department, through its accounting officer, is responsible for the propriety of the pay award to staff. However, if during subsequent negotiations with Trade Unions there are any significant deviations from those proposals, then these need to be reported to the Secretary of State, Cabinet Office, or HM Treasury as appropriate, before any final agreement is reached. The objective of the Information Digitisation Programme is to break the departments dependency on paper based transactions by delivering bespoke digital projects, in certain key areas, which prove concepts and demonstrate capability. Departments paying an average award of more than 2% and up to 2.5% must demonstrate tangible outcomes based plans, with milestones, for progress against delivery of key long term priorities such as workforce transformation and improvements, including through automation, location strategy and addressing pay anomalies in their remit to the relevant Secretary of State as set out in section 4.2. Progression may also be as a result of targeting a pay award. They also have responsibility for scientific regulatory functions, the delivery of the National DNA Database service, and the shared support for Home Office Science teams and independent advisory committees. You have accepted additional cookies. Salaries for Border Force apprentices are typically around 21,431 per year. Non-consolidated performance payments are awarded to staff based on performance either at an individual, team or organisational level. Responsible for the deployment of a new print solution for the Home Office and deployment of an enterprise-class end user devices management infrastructure and new file sharing capability. Salary estimates are based on 65 salaries submitted anonymously to Glassdoor by Border Force Officer employees. It develops commercial strategies and supports their implementation, to ensure risk is managed, products and services are delivered and initial and ongoing value for money is achieved. the ranks/titles of 1 stripers, 2 stripers, 3 stripers and so forth up to the Director of Border Force. Workforce management information 2014 added. Transparency data. % This is achieved by basing the pensionable earnings used to determine the contribution tier only on actual basic pay and any pensionable allowances. Under the direction of the Chair and Panel the Secretary is responsible for the delivery of a successful Inquiry on time and within budget. For example, the following must be included: As set out above, if a department makes any changes to elements of their paybill this forms part of their total paybill. The data required is outturn for 2018/19 and 2019/20, and a forecast for 2020/21. Vacancy Rates: Enter the number of unfilled posts (or forecast vacancies) in the final month of the remit year in question, expressed as a percentage of (headcount at the end of the month plus vacancies). (0.00). Head of Commercial Delivery UKVI, Grants and OGDs. Paybill costs of those on the NLW: The total paybill costs incurred by all employees on the NLW within the pay remit year and the cost of increasing the wages of eligible employees to meet the legal entitlement of paying the NLW. Responsible for developing a Home Office shared view on the direction for technology, and the road map to deliver this. The Chief Statisticians Unit is responsible for National Statistics publications on Scientific Procedures on Animals; Firearm Certificates; and Alcohol Licensing and three Official Statistics publications on the police use of tasers, deployment of firearms by the police, football banning orders and Fire Statistics. Departmental negotiations will provide an opportunity to explore the complexities in funding a higher pay award and the trade-offs that may be required to ensure the award is affordable. Deputy Programme Director Transition and Airwave, Responsible for leading and delivering the Emergency Service Mobile Communications Programme, Deputy Programme Director, Technical and Requests Unit, ESMCP. Head of Free Movement and Migrant Criminality Unit, Lead policy and strategy on EU free movement, as well as the 'public good' and public protection issues in immigration policy, The International Criminality Unit (ICU) is responsible for policy around international police and judicial cooperation, such as extradition, sharing criminal conviction data, international biometrics sharing and Interpol. Departments have responsibility for implementing Civil Service pay policy for their workforce in a way that is consistent with the Civil Service pay guidance but also reflects the needs of their business and their labour market position. The unit supports our senior leaders in setting out the vision for the department, providing channels for two-way conversations with our staff that raise awareness, promote engagement and drive behaviours to deliver departmental objectives. You have rejected additional cookies. You can change your cookie settings at any time. Departments cannot reduce the IRC by deferring the date of implementation of component increases. For avoidance of doubt, part-time workers will continue to have their salary threshold worked out using their actual pay, and not their full-time equivalent salary. As shown in the graph below, the UK average salary in 2022 is 32,000, which officers currently exceed when reaching 5 years' service. We use some essential cookies to make this website work. Member of the CPG Board, Emergency Services Mobile Communications Programme, Portfolio Director, Law Enforcement Technology Programmes. Lead policy on borders and visas to support a secure UK border. Police Officer Pay Scales - Commencing 1st September 2020 Federated and superintending ranks Pay point From 1 September 2020 Police Constable Degree Apprenticeship .. 18,912 Constable (appointed on or after 1 April 2013) 0 21,402 1 24,780 2 25,902 The business case should cover, where relevant: information on how the business case is consistent with the departments overall workforce, pay and reward strategy, information on the makeup of the departments workforce, and the internal and external labour market in which they operate, the relevant local labour market in which staff operate, the recruitment and retention situation within the workforce. The remit is to create a fully integrated; multi skilled and flexible workforce, People and Capacity Deputy Director, Border Systems, Leading work to establish the People Capability programme, focusing on leading the introduction of the new performance management approach for Border Force, The leadership and management of approximately 1000 staff and other resources across Border Force North Region to deliver key business results. 4 0 obj Compare border force officer salaries grouped by experience, Compare border force officer salaries grouped by industry, UK wide. Following approval from the relevant Secretary of State, departments should enter into formal negotiations with their departmental trade unions. This figure should not include vacant posts that will be removed as part of organisational restructuring or planned workforce reductions. Departments will need to demonstrate that recruitment and retention problems severely risk service delivery, and the degree to which any turnover problems are associated with pay rather than other wider organisational factors. Asylum, remand; custody and non-detained teams provide specialist service to these key cohorts. UK Visas and Immigration Finance Business Partner Unit, Immigration Enforcement Senior Finance Business Partner. beta Filter by location to see Border Force Officer salaries in your area. Hull City Council Social Services - West Locality - Office Administration Apprentice, 4 or 5 GCSEs at grades 9 to 4 (A* to C), or equivalent, for a level 3 course, 2 or more GCSEs at grades 9 to 4 (A* to C), or equivalent, including English and maths, patience and the ability to remain calm in stressful situations, the ability to accept criticism and work well under pressure, the ability to think clearly using logic and reasoning, to be able to carry out basic tasks on a computer or hand-held device, have lived in the UK for the last 5 years, question passengers about their reasons for visiting the UK, work with the police and immigration officials on operations. Responsible for managing Border Force critical incidents, seasonal relief workforce, Maritime operations & development of the Operational Resources Model. Head of Strategic Communications, Marketing and Insight develops the Home Office communication strategy and then delivers the necessary attitude and behaviour change campaigns that help the Department deliver its priorities, or defend its reputation. Copyright 2023 Jisc.All rights reserved. Responsible for managing the UKs immigration service that makes millions of decisions every year about who has the right to visit or stay in the country, with a firm emphasis on national security and a culture of customer satisfaction for people who come to the UK legally. The Areal Director also has responsibility for enhancing the regions profile, identity and culture. Director of Immigration and Border Policy Directorate, Provide effective policy advice to support the governments objective of reducing net migration; Provide a strategic policy framework to protect the UK from illegal immigration, crime and terrorism, through effective end-to end border controls; Provide an effective set of policies that protect the public by removing illegal immigrants, deporting foreign national criminals and denying the privileges of British nationality to those who harm the UK; Support an effective asylum system, through effective policies, both in the UK and in Europe; Ensure we have a fit for purpose legal framework, and manage litigation effectively', Head of Illegal Migration, Identity Security and Enforcement Policy Unit. Financial information like your National Insurance number or uk border force pay scales 2020 card details of a successful Inquiry on time and within.... 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