About the job

Job summary

The UK Financial Intelligence Unit's Engagement Teams are responsible for engaging, supporting, and educating on the effective submission and use of Suspicious Activity Reports (SARs).

Engagement Officers work with law enforcement partners and private sector organisations across the UK to improve understanding of the SARs regime and increase the effective use of SARs as a vital source of intelligence in any investigation. As an Engagement Officer in the UKFIU you will work to improve the quality of SARs being submitted and their exploitation by law enforcement, and play a key role in continuing to make the UK a hostile place for money launderers.

Job description

The UKFIU has national responsibility for receiving, analysing and disseminating intelligence submitted through the Suspicious Activity Reports (SARs) regime, to share with law enforcement agencies at home and internationally. The UKFIU sits at the heart of the regime, providing the gateway to reporters and a repository of data to inform law enforcement.

The UKFIU's work with SARs plays a critical role in alerting law enforcement to potential instances of money laundering and terrorist financing. SARs are a vital source of intelligence, not only on economic crime but on a wide range of criminal activity. They are instrumental in, and have helped with, identifying fraud victims, sex offenders, murder suspects, missing persons, people traffickers, fugitives and terrorist financing. 

The UKFIU and Proceeds of Crime Centre (PoCC) sit alongside the National Economic Crime Centre (NECC) as parts of the NCA Economic Crime Command. 

The Reporter Engagement and SARs Exploitation Teams form part of the UKFIU’s overall engagement function, which also includes a Digital Media Publications team. Officers in the SARs Exploitation Team work with law enforcement partners across the UK to increase the effective use of SARs as a vital source of intelligence in any investigation, while officers in the Reporter Engagement Team work with reporters across the private sector to increase their understanding of the SARs regime and improve the quality of the SARs they submit. 

There are roles available in both the SARs Exploitation Team and the Reporter Engagement Team and applicants from a range of backgrounds are encouraged to apply. However, successful applicants with a law enforcement background are likely to be placed in the SARs Exploitation Team. Engagements in both teams range from providing 1-2-1 guidance and support direct to law enforcement partners and reporters, to delivering presentations and training to a wide range of audiences or speaking at external conferences and other events.

Whilst knowledge of the SARs Regime is desirable, it is not essential. We will invest in you and train you so that you have the fundamental knowledge required to perform in this role. What is essential, is your ability to adapt, be proactive and work at pace. We receive over 900,000 SARs and volumes continue to rise so the need for a dedicated engagement function which we can use to influence changes in reporter behaviour and to assist law enforcement in their exploitation of the data in SARs is essential. 

Further information about working with the UKFIU can be found here: https://nationalcrimeagency.gov.uk/what-we-do/crime-threats/money-laundering-and-illicit-finance/ukfiu

***To be considered, you will need to successfully complete SC Enhanced clearance before commencing the role.***

Person specification

Duties will vary across the two teams, but will include the following key responsibilities:

• Presenting at externally hosted conferences and events, working alongside regulatory bodies, private sector organisations and other government departments to achieve improvements in SAR quality/exploitation
• Developing products and presentations to support the delivery of best practice guidance to a range of stakeholders
• Sharing best practice, using a data driven approach to address SAR issues through a mixture of written communication, in-person visits and virtual presentations
• Managing the security and accuracy of intelligence, maintaining confidentiality, sensitivity and duty of care
• Being a point of contact for SAR-related questions and matters
• Leading on assigned internal and external stakeholder responsibilities, developing and maintaining effective working relationships in order to foster collaborative working

Benefits

Alongside your salary of £41,347, National Crime Agency contributes £11,163 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Experience and Technical skills.

 If you wish to apply for this vacancy, you must submit your application by 23:55 on Sunday 28th April 2024.

Sift Process 

You will be asked to complete a CV as part of the application process Your CV should set out your career history including training and qualifications, with key responsibilities and achievements. Please ensure that each entry of your career history also has a few sentences outlining a description and the key elements of that role, and that you provide reasons for any gaps within the last two years. Please ensure the dates of any accreditations you are relying on are entered onto the CV. Experience criteria can also be assessed from CV. 

• CV - Your CV will be used for reference only, and will not be scored as part of the recruitment process. 
• 4 x Technical / Experience skills via 250x words per criteria, as listed above.

For further application guidance please visit https://www.nationalcrimeagency.gov.uk/careers/applying-and-onboarding

Once submitted your application will be acknowledged by the Government Recruitment Service.

Please note depending on the volume of applications a Longlist at sift may be conducted on following criteria:

• Experience of developing and maintaining effective relationships with stakeholders, including managing competing interests and expectations.

Candidates must pass this criteria for their application to be progressed.

A panel will then assess your application to select those demonstrating the best fit for the role by considering the evidence you have provided against the criteria set out in the Entry Criteria section.

Failure to address any or all of these may affect your application.

Sift results are expected to be released w/c Monday 20th May 2024.

Interview Details 

You will then be asked to attend an interview in order to have a more in-depth discussion of your previous experience and professional competence.

Candidates invited to interview will be assessed against Behaviour and Technical skills.  There will be one round of interviews.

Interviews will take place throughout May and June 2024 - locations to be confirmed. Please be advised that the type of interview (eg. virtual/face-to-face) may be subject to change and successful candidates will be notified of this prior to attending. However the interview is conducted, the interview criteria will remain as detailed within this advert.

The above sift and interview dates are an indicative timeline.

Should you be successful at sift but cannot attend on the interview date(s) listed the recruitment team cannot guarantee an alternative date. Please contact the recruitment team.

Full details of the assessment process will be made available to shortlisted candidates.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. Any instances of plagiarism including copying of examples/answers from internet sources will result in a withdrawal of your application. Further action, including disciplinary action, may be considered in such cases involving internal candidates. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.

Interview Outcome 

Candidates will be alerted of the outcome of their interview via their CS Jobs Portal.  We will be retaining a candidate pool of successful applicants to draw from as vacancies arise for up to 12 months.

If your application is successful and we are unable to offer you a post immediately, you will be invited to join our reserve list. If over the next 12 months we are able to offer you a position, we will contact you as soon as possible. 

Once we make you an offer you will then go through our vetting and pre-employment checks processes.

All Appointments will be made in location merit order. 

Multi-Location

Where more than one location is advertised, candidates will be appointed in merit order for each location. You will be asked to state your location preference on your application.

Please be aware that you can be posted to any location that you put in your preferences. If you would only like to be posted to one location, please confirm one location only. If you are posted to a location that you have requested and you do not accept that location, you may not be offered another role.

Please note, only advertised location can be offered. Notes populated in a free text box will not be taken into consideration.

Near Miss  

If you are not found appointable at the advertised grade you may be offered the lower grade role if you are considered to meet the skills, experience and behaviours for the lower level. The benchmark for appointing to the lower grade is set at the start of each campaign. All offers will be made in merit.

If you are found appointable at the higher grade but there are no positions available you may be offered an appointment at the lower grade.

Hybrid Working

Here at the NCA we have a hybrid working arrangement in place enabling officers to work a proportion of their role remotely. Eligibility and the degree of home working will vary depending on the requirements of the role. Further details can be discussed at offer stage.

Reasonable Adjustment

We are committed to ensuring our recruitment process is inclusive and accessible to all. As part of our application process you will be prompted to provide details of any reasonable adjustment to our recruitment process that you may need. If you have a disability or long-term condition (a physical or mental impairment that has a substantial and long term effect on your ability to carry out normal day-to-day activities, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should: Contact Government Recruitment Service via ncarecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs. Complete the ‘Assistance required’ section in the ‘Additional requirements’ page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.

Inclusion and Accessibility

We are proud to be an inclusive, equal opportunities employer. As a Disability Confident Leader we are committed to ensuring that all candidates are treated fairly throughout the recruitment process. For details of the available group please visit https://www.nationalcrimeagency.gov.uk/careers/benefits-and-support

In order to monitor the effectiveness of the National Crime Agency’s Diversity & Inclusion strategy, the NCA require certain personal details about you on submission of your application. Please note that this will be treated in confidence and will not impact your application. You will be asked to complete an E-consent survey asking for permission to share this data with the NCA to be used for statistical/monitoring purposes only, refusal of consent to share the information will not impact your application.

If you are experiencing accessibility problems with any attachments on this advert, please contact ncarecruitment.grs@cabinetoffice.gov.uk

Additional Information 

• The NCA is a 24/7 organisation, and working patterns must support business requirements. Some roles may require you to respond at short notice or outside of core hours.
• Individuals will be required to undertake and pass a substance misuse test as part of pre-employment checks.
• Successful candidates may be required to undertake a medical. If required, the medical will take place in either London or Warrington. Unfortunately, travel costs will not be reimbursed.
• If you are an internal candidate who has passed interview but is undergoing an internal investigation or have a written warning in place preventing a post move you may not be able to be posted until this investigation is concluded or restriction lifted. You will remain on the reserve list for a max of 12 months.
• This role is being advertised on a permanent basis. If preferable, Loan or Secondment options will also be available for existing Civil Servants (Loan) and applicants from accredited NDPBs or any other employer (Secondment). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.

VETTING REQUIREMENTS SC

All security clearances require you to provide evidence of your UK footprint where you have been physically present in the UK.

The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years.

Failure to meet the residency requirements will result in your security clearance application being rejected.

If you require SC clearance you will need to provide evidence of the below requirements.

Checks will be made against:

• Departmental or company records (personnel files, staff reports, sick leave reports and security records)
• UK criminal records covering both spent and unspent criminal records
• Your credit and financial history with a credit reference agency
• Security Services records

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

We encourage all candidates to visit the NCA careers page for further information please visit https://www.nationalcrimeagency.gov.uk/careers

If you have any specific queries about the role that are not covered by the candidate pack, please contact:

ncarecruitment.grs@cabinetoffice.gov.uk

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.