How much does a Border Force Officer make? 31 January . x]kq. All elements which increase paybill cost must be included in the calculation of the pay award, except employer National Insurance Contributions and employer pension contributions. It includes the total cost of all staff that are not on the formal Civil Service payroll, including for example, consultants, interim and agency staff. ", Director, Immigration Compliance & Enforcement - North, Midlands and Wales. Non-consolidated performance pay pot (% of paybill): Enter the size of the non-consolidated performance pay pot expressed as a percentage of total pay-bill. Includes salary costs for 1CS18, 1CS45 and 1CS44 and 3CS01. 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. The UK Central Authority, within International Criminality Unit, is responsible for extradition and mutual legal assistance casework. 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. We achieve this through our work on counterterrorism, policing, fire, crime, nationality, and immigration policy. Responsible for developing a Home Office shared view on the direction for technology, and the road map to deliver this. The cost of any revalorisation must be included in the pay award, ie the IRC calculation. This guidance does not apply to departments that are already in arrangements outside of the pay remit guidance including those in multi-year deals. Conditions. The highest salary for a Border Force Officer in United Kingdom is 46,219 per year. This should include staff paid from programme budgets. CAST only operate where others cannot for reasons of impartiality, national security or market failure. Where Departments are citing staff motivation as a contributor to turnover, they must demonstrate whether these problems are associated with pay, for example, through evidence from surveys of staff and exit interviews. Senior Border Force officers can earn between 37,450 and 41,193 per year. Oversees the Departments Honours Secretariat and Shared Services, HR Delivery, HR Workforce Planning and MI, Deputy Director Employee Relations; Reward; Health, Safety and Wellbeing; HR Policy, The purpose of this role is to ensure that the department adheres to employment law and safeguards the health, safety and wellbeing of its staff; to defend the department against employment tribunal and PI claims and to manage staff reward solutions and HR policies, HR Director for HM Passport Office and UK Visas and Immigration, Provides strategic HR support to HM Passport Office and UK Visas and Immigration, HR Business Partner Team - HM Passport Office and UK Visas and Immigration, Provides strategic HR support to Immigration Enforcement, HR Business Partner Team - Immigration Enforcement, HR Director, Policy and Enablers, and Resourcing. Workforce management information for 2016 added. It develops, maintains and manages Group-wide relationships with suppliers, and the wider public sector, and contributes to cross Home Office and Government Commercial and IT goals to introduce significant efficiencies and savings. You have rejected additional cookies. Salary estimates are based on 65 salaries submitted anonymously to Glassdoor by Border Force Officer employees. Member of the CPG Board. If departments are looking for a longer term approach to individual pay that delivers sustainable savings, they should contact Civil Service Employee Policy (CSEP) for further advice on the options which could apply. The Office for Security and Counter Terrorism Senior Finance Business Partner is responsible for supporting these business areas in strategic and tactical decision making, ensuring financial consequences, risks and opportunities are understood and considered at the point at which decisions are taken; providing professional challenge to the business, ensuring financial plans, forecasts and underlying assumptions are robust and are appropriately tested; and working on behalf of the business to commission and oversee the delivery of expert financial support and advice from other areas of finance to time and quality in order to meet business objectives. 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 Glassdoor community relies on people like you to share accurate salary info to promote fair compensation everywhere. 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. In milestone and reference-point based systems, progression means the cost of moving staff within the pay range. Your input helps Glassdoor refine our pay estimates over time. You can unsubscribe using the link in 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. Average earnings per head (FTE) is direct wages and salaries divided by FTE workforce. Leading the Press Office, the Head of News helps to develop and deliver effective media handling strategies and support to Ministers and policy teams as well as proactive media handling strategies. The HO Data Analytics Capability is a business change programme that delivers a Data Analytics capability to drive an intelligence-led organisation, in order to help make our communities safer and improve the publics customer experience of interacting with the HO. Number of exit packages: Enter the number of exit packages made within the year. National Asylum lead supporting head of Asylum responsible for oversight of caseworking and policy. Provides information management services, direction and policy on KIM, to help business areas manage their knowledge and information in a way which supports delivery of departmental objectives and complies with our legal obligations. growth of capability. Police Scotland Officer Salaries 2022-23 Police Scotland officers now start at 29k. <> Such proposals will only be considered where there is a clear case that workforce reforms will generate real and cashable productivity and efficiency gains. information on how the department is meeting key long term priorities, if the award is over 2% and up to 2.5%. In the table, 'PP (L)' means 'Pay Point (London)'. Scope and purpose of the pay remit guidance, Key factors determining the 2020/21 pay award, Departments requiring HM Treasury approval, Check benefits and financial support you can get, Find out about the Energy Bills Support Scheme, Government efficiency, transparency and accountability, nationalarchives.gov.uk/doc/open-government-licence/version/3, any remaining historic progression increments, cost of increases in the non-consolidated performance pot above its existing proportion of total paybill, non-consolidated payments (except for payments related to performance from the non-consolidated performance pot), buy-out of allowances or non-pay entitlements, incentive payments relating to the implementation of pay reforms, cost associated with changes in non-pay benefits (e.g. Provide advice to Ministers and senior officials on border control and Customs operations, Director General, Crime and Policing Group. Paybill per head: The template calculates two measures to show the total paybill divided by the workforce size. Member of the CPG Board. ", Director, Immigration Compliance and Enforcement - Scotland & Northern Ireland. Border Force Officer (Current Employee) - UK - 5 December 2022 In every single aspect Border Force has the most frustrating and incompetent management. Dont worry we wont send you spam or share your email address with anyone. International and Immigration Policy Group Finance Business Partner Unit. Recyclable savings are generated when staff leave the department and are replaced by entrants with a lower cost. The group also works closely with other enabler functions to provide a joined-up enabling function to support operational delivery. Where appropriate, departments are also expected to apply this guidance alongside the HM Treasury guidance on public sector pay and terms. For payments made after 01 September 2020, backdated pay will not be included when determining contribution tiers. These include any benefits to an individual, in the form of pay, pension or other remuneration, when leaving service (through either compulsory redundancy or other agreed departures) other than entitlements accrued in the normal course of employment up to and including the exit date. Lead for Temporary Migration, Points Based System, PBS Sponsorship, Family, Study and Accession Casework. For example, health insurance, a company vehicle, part or full-time remote working, company share schemes, higher paid annual holiday days, a short commute, and maternity and paternity leave are benefits that can contribute towards your living standards, work/life balance, and job satisfaction. The post holder is responsible for developing the departments leadership and capability programmes of work. Working with partners within the Home Office and other government departments, the Director of the Interventions and Sanctions Unit is responsible for the development and systematic application of a range of sanctions in order to deny access to public and financial services by those who are not entitled, thereby removing incentives for people to stay in the UK illegally and encouraging those who remain here unlawfully to regularise their stay or to depart voluntarily. Headcount: Enter the total Civil Service workforce on a headcount basis, calculated as the average for the remit year based on the size of the workforce at the end of each month. Average earnings per head: The template calculates two measures to show direct wages and salaries (i.e. Responsible for the implementation of the cross-government Counter Extremism Strategy. Departments are asked to submit these data using the Workforce and Pay Remit (WPR) application in OSCAR for each remit as soon as they are approved, but in any case by 30th September 2020 (if necessary on a provisional basis in the first instance). This publication is available at https://www.gov.uk/government/publications/civil-service-pay-remit-guidance-202021/civil-service-pay-remit-guidance-202021. Functions to provide a joined-up enabling function to support operational delivery lower cost operational delivery appropriate, departments also... Of work joined-up enabling function to support operational delivery our pay estimates time. Partner Unit within International Criminality Unit, is responsible for developing the departments leadership capability! To deliver this on 65 salaries submitted anonymously to Glassdoor by Border Force Officer employees cost of moving staff the... Community relies on people like you to share accurate salary info to promote fair compensation.... 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