Jones Lang LaSalle Limited

Eptura Workplace

Eptura Workplace is a comprehensive SaaS-based Integrated Workplace Management System (IWMS). The platform features ten integrated modules covering space management, reservations, asset tracking, visitor management, and service requests, complemented by the Hummingbird mobile employee experience app and robust business intelligence capabilities for optimising workplace operations and employee satisfaction.

Features

• Space Management
• Move Management
• Reservations
• Asset Management
• Service Requests
• Inventory Management
• Visitor Management
• Workplace Experience
• Insights
• Mobile Interface

Benefits

• Reduce operational costs
• Improve space utilisation
• Streamlined maintenance activity
• Improve your staff’s workplace experience
• Enable data-driven decision making

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at GCloud_tenders@jll.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

213485539035643

Contact

Melanie Mack
+442031471344
GCloud_tenders@jll.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  • Project and portfolio management
  • Asset life-cycle management
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: None
• System requirements:
  • 2GHz CPU, 4GB RAM, 100 Mbps NIC
  • Chrome, Edge, Firefox, Safari browsers
  • IOS 12.0 or Android 13.0 required for Asset application
  • AutoCAD 2013-2026 compatibility needed for SoftSpace CAD plug-in
  • Windows 10 operating system mandatory for Revit BIM integration
  • Microsoft Exchange 2010-2019 or Office 365 for email reservations
  • Zebra ZQ610 printer hardware for asset labels
  • IPad Air, Mini, Pro devices necessary for Hummingbird space panel
  • Microsoft Windows 10 or 7 operating system required for desktops

User support

• Email or online ticketing support: Yes, at extra cost
• Support response times: Response times according to ticket priority Urgent - 15 minutes High - 2 hours Normal - 4 hours Low - 8 hours
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: WCAG 2.2 AA
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: JLL provides comprehensive technical support through multiple service tiers designed to accommodate diverse customer requirements and budgets. Our support programs encompass technical assistance, on-site consulting, system maintenance, integrity monitoring, and user training services. Our tiered support structure offers varying levels of service intensity, from basic technical assistance to comprehensive managed services. Each tier includes different response times, coverage hours, and service scope to match specific operational needs. Higher-tier programs typically include priority support channels, extended coverage windows, and more frequent system health assessments. JLL's support programs can include dedicated technical resources depending on the service tier selected. Higher-level support packages often feature assigned technical account managers who provide personalised service coordination and strategic guidance. Cloud support engineers are typically available for infrastructure-related services and cloud platform management. For detailed information about available support tiers, current pricing, and technical resource assignments, please consult with your JLL representative to discuss options that align with your organisation's specific needs and budget parameters.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: JLL provides comprehensive support to help users successfully implement and adopt Eptura Workplace through our proven hybrid implementation methodology and extensive training programmes.; ; Implementation Support JLL's implementation approach combines Systems Development Life Cycle (SDLC) principles with Agile Development elements, ensuring 98% of projects come in under budget and ahead of schedule. Our six-phase methodology includes Plan, Analyse, Design-Build/Test-Release, Transition, Sustainment, with parallel Project Management and Change Management tracks.; ; Training Services JLL develops and delivers customised training classes reflecting specific business processes, features, and modules users need for daily operations. We typically employ a Train-the-Trainer approach, providing clients with comprehensive training materials. However, we adapt to various training modalities including live webinars, recorded sessions, and "lunch and learn" formats based on client requirements.; ; User Documentation and Resources Eptura provides extensive user documentation through the Eptura Knowledge Centre, featuring detailed onboarding checklists for both Core and Advanced implementations. The knowledge centre includes setup guides for all modules, training videos, integration guides, and ongoing support resources.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: Using the Reporting Insights function, system users have access to build their own reports to capture all aspect of data contained within the system. Users can configure reports to contain the specific data required for offboarding and can output the report to a range of file formats including xls, csv, docx, pdf, pptx.
• End-of-contract process: Should a client choose not to renew its Eptura Workplace contract, an off-boarding process is initiated. During this period, the client has the ability to export their data from the Eptura Workplace platform. Once the off-boarding window closes, the client's access to the Eptura Workplace service is deactivated. Following deactivation, Eptura proceeds with the permanent deletion of the client's data from its servers in line with its data retention and physical storage policies, ensuring all client information is securely and permanently removed after the business relationship has ended. Should you require additional assistance in offboarding data retrieval, our technical consultants can provide support for an additional fee.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: JLL creates accessible user documentation by following established accessibility standards that ensure all employees and clients can effectively use our materials. We structure content with clear headings and logical navigation, use plain language that avoids unnecessary jargon, and maintain visual design standards including sufficient colour contrast and readable fonts. Documentation is available in multiple formats including web-based and mobile-responsive versions that work with assistive technologies like screen readers. We employ consistent layout patterns and templates across all materials, conduct regular accessibility audits, and gather user feedback for continuous improvement to meet evolving standards and diverse user needs.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Eptura offers four mobile apps to provide users with workplace management functionality on the move: Hummingbird enables office booking and room scheduling for workplace customers. iOffice Asset provides asset management capabilities including barcode scanning, asset searches, and location updates, with service request integration. Eptura Workplace Service Request allows users to create and manage facility tickets remotely, including photo documentation and team communication. Eptura Workplace Mail streamlines package management with check-in functionality, route mapping, delivery tracking, and signature collection. These apps collectively enhance office space utilisation, enable work flexibility, and improve facility management efficiency for organisations using Eptura's integrated workplace solutions.
• Service interface: Yes
• User support accessibility: None or don’t know
• Description of service interface: The Admin module serves as the central control hub for Site Administrators managing their Eptura workplace service interface. This comprehensive tool enables full configuration and customisation of Eptura instances, including module preferences, organisational categories and visual branding with custom colour schemas and logos. Administrators can manage user accounts and security settings, maintain vendor Address Books, configure Marketplace integrations, monitor automated import process logs, and establish SFTP connections for data imports. This centralised interface ensures organisations can tailor their Eptura workplace service to meet specific operational requirements while maintaining security oversight.
• Accessibility standards: None or don’t know
• Description of accessibility: Eptura Workplace is actively advancing accessibility standards through comprehensive design enhancements aligned with Web Content Accessibility Guidelines (WCAG 2.1 AA) and ADA compliance. The platform incorporates improved colour contrast exceeding AA standards, accessible icons with equitable representation, full keyboard navigation capabilities, and alternative text descriptions for screen readers. Through partnership with Level Access, Eptura achieved a 92% accessibility health score, demonstrating their commitment to inclusive design. These proactive efforts include design consistency across mobile and desktop platforms, revamped navigation with improved readability, and completion of Voluntary Product Accessibility Templates (VPAT®) ensuring Section 508 compliance for federal accessibility requirements
• Accessibility testing: N/A
• API: Yes
• What users can and can't do using the API: Eptura Workplace features a robust integration framework, representing a significant investment that enables seamless interaction with various third-party applications. Typical use cases include Employee Directory Integration, Visitor Management, Space Utilisation with sensor data. Setup: Authenticate using username/password headers across three API endpoints (main API v2, Sensor API v3, Visitor API v3). All requests require HTTPS. Operations: Perform CRUD operations across Workplace modules, search assets, paginate through large datasets, sort results, and get record counts. Update resources using PUT requests with object ID and new values. Constraints: Visitors can only be created through registrations, not directly Large datasets require pagination implementation Must implement retry logic and error handling PUT updates need object ID plus target values Best Practices Required: Restrict requests to needed data, use proper pagination, make sequential calls, implement local logging, and request data at each collection level for optimal performance.
• API documentation: Yes
• API documentation formats: HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Configuration of the application can be done by designated admin users. Configuration changes (i.e. data field additions/modification, workflow, etc) are done through the standard graphical user interface and do not require any technical programming knowledge.

Scaling

• Independence of resources: SLAs are defined in the contract and are commensurate with the products and services you license. Our standard SLA is 99.5% monthly uptime, and we have agreed to include penalties for failure to meet that SLA in past contracts; it should be noted, however, that we use monitoring software to ensure uptime SLAs are met and currently have a system availability of 99.98% over the course of the last year on a monthly and quarterly basis. We rarely fail to exceed our SLA. eptura.com/terms/sla/

Analytics

• Service usage metrics: Yes
• Metrics types: Eptura offers these key service metrics: Availability: 99.5% monthly uptime commitment with tiered service credits (2-15%) when thresholds aren't met. Support Response Times: Critical issues: 45 minutes to 1 hour first response High priority: 1-2 hours Medium/Low: 24 hours Monitoring: 24/7 error reporting via support portal with system record verification. Error Classification: Four severity levels with defined response and update frequencies for Standard and Premium Support tiers.
• Reporting types: Real-time dashboards
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Reseller providing extra features and support
• Organisation whose services are being resold: JLL resell Eptura Workplace on behalf of Eptura.

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: Other locations
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Physical access control, complying with SSAE-18 / ISAE 3402
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type: Deleted data can’t be directly accessed / Cryptographic Erasure

Data importing and exporting

• Data export approach: Users can export data to an externally managed data lake in three ways: through our API, scheduled reports via the Insights Module and/or export process
• Data export formats:
  • CSV
  • ODF
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: SLAs are defined in the contract and are commensurate with the products and services you license. Our standard SLA is 99.5% monthly uptime, and we have agreed to include penalties for failure to meet that SLA in past contracts; it should be noted, however, that we use monitoring software to ensure uptime SLAs are met and currently have a system availability of 99.98% over the course of the last year on a monthly and quarterly basis. Eptura rarely fail to exceed its SLA.
• Approach to resilience: Primary data center is Azure South Central US with backups at Azure North Central US. App servers are rebuilt nightly using the latest available image to prevent malware from persisting in the environment. Network firewalls are configured with deny-by-default rules and all unused ports closed. Network is segmented into security groups with app servers isolated from database servers and other infrastructure. The network is monitored 24x7x365 for unusual traffic using OMS and Instana, and automated triggers are configured to block DDoS attempts and alert the appropriate teams to potential issues. ClamAV is installed on the file server to prevent files containing malicious code from being stored in the application environment. Refer to Application Support and Business Continuity and Business Cont. and Disaster Recovery - Data Center
• Outage reporting: Eptura provide real-time service status updates on its status page. The updates are specific to each Eptura platform and provide detailed information about the impact to users. The status update page allows users to review historic data and filter results. Users can also subscribe for email updates to status updates.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Eptura Workplace supports a role-based security model to provide controlled access to management users.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: Less than 1 month
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: Less than 1 month
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards:
  • ISO/IEC 27001
  • Other
• Other security governance standards: The framework follows NIST SP 800-53 guidelines and maintains certifications including GDPR, Australian Privacy Principles, and California Consumer Privacy Act compliance.
• Information security policies and processes: Eptura operates under Eptura's ISO27001:2022 certified Information Security Management System. The Senior Director, Information Security serves as both Information Security Officer and Data Protection Officer, reporting to the CEO, Legal Counsel and Board. Security governance includes risk management, regular internal audits, and annual penetration testing. Policies cover data protection, access controls, incident management, and business continuity. Compliance is ensured through quarterly risk reviews, monitoring via Jira tracking, and mandatory security training for all personnel.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: Eptura employs an agile change management process aligned with DevOps principles, enabling development and operations teams to collaborate for rapid, controlled deployments. All changes to customer systems, networks, servers, cloud environments, and databases are registered in Jira, documenting technical details, risk assessments, testing methods, rollback plans, and necessary approvals. Production changes are tested in a separate environment prior to deployment to minimise risk. Both standard and emergency changes require oversight; emergency changes may be verbally approved after risk assessment but must be recorded in Jira. Ad-hoc changes to production systems are strictly prohibited, preserving system integrity and security.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Eptura’s vulnerability management process for Eptura Workplace includes monthly infrastructure and application scanning and annual penetration testing. Vulnerabilities are assessed by severity; critical issues are patched within 15 days, high-risk within 30 days, and medium-risk within 90 days. All changes are tracked through formal processes and tested before deployment. If a patch cannot be immediately applied, compensating controls are implemented. Threat assessment is ongoing and incorporates both risk evaluation and monitoring of emerging vulnerabilities through regular updates from industry sources. This approach ensures threats are assessed promptly and remediation aligns with risk to maintain platform security.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: Eptura employs continuous automated monitoring and logging across all Eptura Workplace environments to detect attacks, misuse, or malfunctions. System and user activities—including logins, access attempts, and configuration changes—are logged, centrally stored, and reviewed at least quarterly. Alerts are triggered for suspicious activity or potential compromises, and dedicated security and incident response teams analyse events using established workflows. When a potential compromise is identified, Eptura initiates its major incident response procedures, containing and investigating the threat promptly. High-severity incidents require immediate action, with initial response and containment occurring within hours to ensure effective mitigation and notification.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: Eptura incident management processes utilise pre-defined procedures for rapid and organised major incident response. Users report incidents by contacting security@eptura.com, or the designated on-call contact after business hours. Major incident types are clearly classified by severity, aligning resources and escalation protocols accordingly. Each incident is formally logged and assessed by an Incident Response Team, with mandatory reporting including incident timeline, impacted assets, and resolution details. Incident reports are detailed and follow a standardised structure, ensuring all relevant events, actions, and outcomes are documented. Post-incident review is conducted within seven days to analyse control gaps and define remediation actions.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: No

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 2%
• Between £250,000 and £500,000: 2%
• Between £500,001 and £1,000,000: 3%
• Between £1,000,001 and £2,500,000: 4%
• Between £2,500,001 and £5,000,000: 5%
• Over £5,000,001: 5%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: BARR Certifications
• ISO/IEC 27001 accreditation date: Wednesday 27 November 2024
• What the ISO/IEC 27001 doesn’t cover: Not Applicable
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: LRQA Limited
• ISO 9001 accreditation date: Friday 7 March 2025
• What the ISO 9001 doesn’t cover: Not Applicable
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 279aeea2-1841-41c7-b493-ccb05aa05c3c
• Cyber essentials plus: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Other security certifications: Yes
• Any other security certifications: SOC 2 Type II

Social value

• Section B - Commitment for Future: Delivery:

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
    • How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
    • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at GCloud_tenders@jll.com. Tell them what format you need. It will help if you say what assistive technology you use.