Health & Wellbeing:

The Employee Assistance Programme (EAP) is available to all NPIA employees, permanent and fixed-term.  It is also available to family members within your household. The assistance provided includes:

• Independent and confidential helpline - 0800 10 22 10 - provided by AXA PPP
• Telephone counselling
• Legal information
• Debt counselling
• Management support and consultancy
• Face-to-face counselling - referral required from HR
• Telephone advice from experienced healthcare professionals

NPIA provides periodic healthcare screening and employees can also access a wide range of healthcare services for yourself, your family and relatives and friends from a highly-regarded provider, from only £1.25 per week. This includes:

• Fast local consultations and tests
• Treatment and surgery
• Up to £200 towards physiotherapy costs
• Financial assistance for cancer and TB
• Health concern advice line
  

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Childcare Support

NPIA operates a tax-efficient voucher scheme, reducing the cost of childcare vouchers by the amount of tax and national insurance that you would have paid on the earnings used to purchase them. A salary sacrifice scheme is operated so you can purchase childcare vouchers directly from your salary. The scheme is available to both male and female permanent employees on NPIA terms and conditions. The vouchers are exempt from tax and National Insurance contributions for up to £55 per employee, per week - £243 per month - which is the total amount you will be able to sacrifice from your salary, meaning that each working parent will be able to save each year up to:

• Lower rate tax payer - £962
• Higher rate tax payer - £1,195

Childcare vouchers may be used for childcare until 1 September following your child's 15th birthday, providing the child carer is registered or approved.  Approved child carers may include:

• Nurseries
• Registered childminders
• Out of school clubs
• Holiday play schemes
• Nannies and au pairs - providing they are council registered

NPIA also provide a number of Family Friendly Benefits such as maternity leave and pay, parental leave, adoption leave and career break.

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Discounted Shopping

NPIA has contracted with a leading provider of discount schemes, Asperity, to provide staff with cut-price online shopping. This reduces the cost of purchases ranging from the weekly shop at your local supermarket to gym membership and high spec electrical goods. The Reward Gateway is available to all NPIA employees including permanent staff, temporary staff and consultants and seconded police officers.




 

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Flexible working

NPIA provides employees with the ability to work flexibly in getting the job done. 

Working flexibly can include:

• Reducing or varying working hours, for example, to take account of school term times
• Reducing the number of days worked by, within reason, compressing contracted hours into fewer days
• Working from home for all or part of the week
• Working a set number of hours a year rather than a week. This is known as 'annualised hours'.

The need to get the job done must always be paramount in any decision to agree to flexible working arrangements.

Flexi Time

Most NPIA employees have the option to work flexi-time, which provides the flexibility to work longer hours at certain times in order to take time off at others. Up to three days can be carried forward in any month and up to one and a half days can be advanced from the following month. Shift workers are excluded from flexi-time arrangements as they are contracted to attend at particular hours. Employees at grade 3A and above are also excluded, as they are expected to work the reasonable hours necessary to deliver their core objectives. Flexible working is more appropriate to those senior grades.

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Cycle to work

The government's own tax efficient scheme to encourage cycling to work enables you to make big savings on a new bike.

NPIA will provide cycles and safety equipment on hire as a tax free benefit, through a provider that gives access of up to 50% under the retail price. At the end of one year's hire, in which payments are deducted directly from your salary, you can purchase the bike at its realistic market value. This benefit is available to all NPIA permanent employees who have completed their probationary period.

 

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Annual leave

NPIA provides a generous annual leave allowance of up to 30 days - see details below. This compares with the most common entitlement - according to Income Data Services - of 25 days and is in addition to 8 public holidays and 2.5 privilege days. NPIA's annual leave year runs from 1 April to 31 March.  A maximum of nine days can be carried over at the end of each leave year, subject to approval from your line manager, and up to three days can be taken in advance of the next leave year.

An employee's annual leave entitlement depends on their length of service and grade, as follows:

• Grade 4A and above - 30 days on commencement 
• All other grades - 25 days on commencement increasing by one day per year up to a maximum of 30 days after 5 years service.
• For part-time employees, their annual leave allowance is pro rated according to hours worked. However, length of service for part-time employees is not pro rated in the same way to calculate their entitlement.

Privilege days

In addition to annual leave and public holidays employees receive two and a half privilege days. These are:

• A half day on Maundy Thursday 
• The Queen's birthday - a designated day around the time of the late May bank holiday 
• An additional day during the Christmas period

These days are normally fixed by NPIA, although there may be some flexibility in the exact day you wish to take as long as it is close to the designated day. Privilege days are pro rated for part-time employees.

Leave for public duties

NPIA provides paid leave during normal working hours for certain voluntary activities, depending on the nature of that activity. Normally up to five days paid leave is allowed for working in the community for a UK-registered charity and up to 18 for service as a Special Constable. For further information see our Special Constabulary webpage.

Unpaid leave is also provided in certain circumstances. These arrangements do not cover duties undertaken outside normal working hours. These are subject to management discretion.

Special leave for domestic emergencies

NPIA recognises that employees often have family responsibilities and may need time in the short term to deal with illness, bereavement, accident, breakdown in normal care provisions, or the setting up of long-term care arrangements. Up to a maximum of five days paid leave can be given in any one leave year if you need to provide support to, or arrange the funeral of a dependent.

Special leave for caring responsibilities or career break

Special leave without pay can be provided for longer periods of absence where employees have passed their probationary period. This may be to carry out caring responsibilities or reasons such as extended travel or to take advantage of a career development opportunity. This is at management discretion, but NPIA will do all it can to enable employees to carry out their caring responsibilities through working reduced hours or an alternative working pattern.

Study leave and educational funding

NPIA is committed to developing and supporting its staff to ensure they are able to provide the best possible support to policing. This is part of NPIA's commitment to valuing its people. NPIA provides paid and unpaid study leave to support personal development. This is allocated according to business priority. Paid study leave is allocated to staff when a qualification is essential to fulfil all aspects of their role and when the study has the potential to enhance their ability to perform their role. Unpaid leave may also be given when it will enhance future career prospects, though not necessarily performance in the current role.

Further details are available in the Educational Funding Policy.

Enhanced maternity, paternity and adoption leave

NPIA exceeds its statutory obligations in providing leave and pay for these happy times in your life. For maternity and adoption leave, NPIA tops up statutory maternity pay - a maximum payment of £117.18 per week after the first six weeks, which are at 90% of pay to full pay for 26 weeks, provided you qualify for statutory maternity pay.

Paternity leave is three weeks at full pay. In addition, during periods of unpaid leave, NPIA will pay up to ten 'keeping in touch' days when staff can attend work to keep up to speed with developments while they are away.

 

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Pension schemes

NPIA is covered by the Principal Civil Service Pension Scheme - PCSPS. New starters are eligible to join the Nuvos scheme - open to those with no previous membership of PCSPS. Membership is not compulsory and staff may take a Partnership Pension Account or opt out of a pension altogether.

Generally, the PCSPS benefits are generous. Over the last few years there has been a rapid decline in the number of employers offering a final salary pension scheme. The Civil Service is no exception and only existing pension scheme members retain their entitlement. However, NPIA in common with other Civil Service employers, continues to offer a defined benefit pension i.e. the employer underwrites the vast majority of the costs. This is the Nuvos scheme, which contrasts with defined contribution / money purchase schemes offered by most employers, where the scheme member shoulders the investment risk.

Pension benefits and employees contributions

You will have the option of joining either of the following pension schemes.

Nuvos - Occupational pension scheme based on your pensionable earnings in each year you are a member with a pensionable age of 65. Contributions are currently 3.5% of pensionable earnings. The Nuvos pension scheme is a career average pension scheme. Your pension will be based on an accrual rate of 2.3% of pensionable pay each year and increased in line with Retail Price Index. You will also be able to exchange some of your pension for a tax free lump sum should you wish to do so.

Partnership - This pension provides a way of saving for retirement. We will make contribution on your behalf to a stakeholder pension, which is a form of personal pension. The employer contributions will vary according to your age at the beginning of the tax year. You decide how much you want to contribute but you do not have to contribute anything. If you do contribute, your employer will match your contribution up to 3% of pensionable earnings.

Other benefits of the civil service pension scheme are:

• Death in service benefits;
• Injury benefit;
• The option of purchasing added pension provisions;
• Compensation scheme if you are made redundant or are unable to work for medical reasons. Further details can be obtained from: www.civilservice-pensions.gov.uk

Employees will receive an annual pension statement giving the value of their accrued Civil Service pension, including inflation increases based on Retail Price Index - RPI - for the previous year.  Pension statements will project the value of the pension going forward to retirement age, assuming no change to pensionable pay.  The Benefit Statement Guide section of the Civil Service pensions website provides examples of what to expect based on the scheme you have joined.

Life assurance

Three times your pensionable pay will be payable to your husband, wife, civil partner or partner and children should you die in service and are a member of the Nuvos, Classic or Premium scheme. On death before retirement, nominated beneficiaries receive the pension pot if you are in the Partnership Scheme.

Critical illness

Pension will be paid early on ill health retirement if the employee is a member of the Nuvos, Classic or Premium scheme. Otherwise a lump sum is payable for those in the Partnership Scheme.

Injury benefit

A benefit is provided to employees who suffer a qualifying injury while on duty, which reduces their earning capacity. This covers all employees, including those not in the PCSPS arrangements. Go to the Civil Service pensions website for more information.

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Long Service Awards

NPIA recognises the commitment of its staff to public service and is currently developing a policy to celebrate the accomplishments of staff who have served 10 years and 25 years within the public sector.

In-year recognition

Employees may also be eligible for recognition at any time throughout the year. Recognition can be in the form of bonuses, commendations or leisure activities. These reward individual outstanding achievements/performance or outstanding teamwork in delivering particularly demanding tasks. Bonuses may be paid as a one off lump sum (cash or vouchers) or may be in the form of additional annual leave

Non-financial recognition is available to contractors on contracts of at least six months. Financial rewards are also available to employees who have excelled in ways that will not be recognised through the annual Performance Development and Review (PDR) process.

 

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Pay and grading

NPIA rewards its staff through an attractive remuneration package that recognises personal contribution and performance.

The pay system is transparent and the grading structure is supported by the Hay job evaluation system.  Together with the value of protection for the future, in the form of pension, life assurance and death benefit, the value of monetary reward offered to NPIA employees is attractive.

Annual pay reviews are informed by benchmarking against competitor organisations and an annual performance-related progression award forms part of the pay review process, which is effective from 1 July each year. 

NPIA offers competitive pay ranges to attract and retain the workforce it needs. For 2009 / 2010 the pay ranges are:

Grade	Min	Mid-Point	Max
NAT 1A	15800	18243	20685
LOND 1A	19800	21418	23035
NAT 1B	19000	22357	25714
LOND 1B	23000	27597	32194
NAT 2A	22000	27071	32142
LOND 2A	27000	32559	38117
NAT 2B	27500	33839	40178
LOND 2B	32500	39430	46359
NAT 3A	37700	46171	54642
LOND 3A	43700	52756	61812
NAT 3B	50500	61276	72052
LOND 3B	56500	68026	79552
NAT 4A	71000	76799	82597
LOND 4A	77000	82799	88597

Progression through the ranges is through performance related annual pay increases.

However, reward at NPIA is about much more than basic pay. The value of the Civil Service Pension and the generous holiday entitlement can add between 20% and 30% to your basic pay.

This of course is in addition to the wide range of lifestyle and non-cash benefits such as the flexible working and career development opportunities that are on offer (see 'Other Benefits' Section).

View the examples below, to see how the total reward package could work out for you..

 

Sick pay

NPIA provides a generous occupational sick pay scheme. Employees on temporary contracts receive one week's full pay for every four weeks paid service up to a maximum of 6 months pay.

Permanent employees can receive six months full pay and six months half pay in any 48 month rolling period, subject to absence management procedures and any assessment by NPIA's Occupational Health Service on fitness to return to work. Employees on fixed-term appointments of two years or more receive the same entitlement as permanent employees.

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NPIA is committed to developing and supporting its staff to ensure they are able to provide the best possible support to policing. This is part of NPIA's commitment to valuing its people.

NPIA provides paid and unpaid study leave to support personal development. This is allocated according to business priority. Paid study leave is allocated to staff when a qualification is essential to fulfil all aspects of their role and when the study has the potential to enhance their ability to perform their role.

Unpaid leave may also be given when it will enhance future career prospects rather than being directly relevant to the current role.

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Home Office Sports and Social Club:

Employees have access to numerous sports clubs and activities throughout the year.

Civil Service Sports Council

Employees may join this organisation and gain preferential access to sporting, social and shopping discount facilities.

Home Office Imbiber's Club

This is the Home Office wine tasting club which meets regularly in London. 

Civil Service Motoring Association

The Civil Service Motoring Association (CSMA) is the UK's largest private home, motoring and leisure association. Membership helps to cut the cost of motoring by offering special discounts, including preferential insurance costs, holiday and special travel offers. The association is run by members to help other members get more for their money across a range of leisure pursuits.

Benefits include:

• Exclusive offers from CSMA approved partners 
• A wide programme of events and activities organised by local and special interest groups 
• Special discounts at CSMA leisure retreats, located in several of the most beautiful parts of the UK 
• A CSMA Club magazine full of interesting articles as well as news of the latest events members can take part in

Further information can be found at the Civil Service Motoring Association website.

 

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Season ticket loan

You can request a loan to cover the cost of an annual or quarterly season ticket. This can help you purchase an annual ticket at this year's prices or gain a discount compared to monthly fares. The purpose of the loan is to assist staff by spreading the costs over the year.

This loan is interest free and will be recovered in monthly installments from your salary. The scheme is available to all permanent and fixed-term staff who have passed their probationary period and are employed for not less than 18 hours a week.

Free refreshments

Employees and contractors receive free tea and coffee, together with chilled water, accessible at 'meeting points' at all locations.

Free car parking

NPIA offer free car parking at most sites, other than in Westminster.

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