| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £785.00 | |
| Senior data architect | £1,323.00 | |
| Chief data architect | £1,682.00 |
IPSOS (MARKET RESEARCH) LTD
Digital Strategy and Digital Transformation
Ipsos (Market Research) Limited is a provider of Digital Transformation and offers a range of digital transformation services including digital strategy development, implementing a digital delivery framework, delivery methodology selection, business case development and benefits realisation, supporting change management and developing and implementing an enterprise information architecture.
Features
- Digital strategy development and support of implementation
- Digital Transformation Roadmap – converting strategy to action
- Business change support
- Solution architecture development for Digital Transformation
- Digital platform development, implementation and support
- Business Case development for Digital Transformation
- Benefits realisation measurement and digital strategy
- UX Consultancy and solution design
- Service Design
- Agile delivery of Digital Transformation services
Benefits
- Build a digital culture with a clear digital strategy
- Reduce costs, increase efficiency and generate revenue with Digital Transformation
- Develop the optimal operating model for your Organisation
- Drive improvements across functions through innovation
- Increase Citizen self-service and improve service delivery
- Business case development and benefits realisation for Digital Transformation
- Rationalise and modernise legacy application estates with a digital strategy
- Implement scalable digital platforms to support business and digital strategy
- Roadmap to single version of truth through master data management
- Incremental approach to Digital Transformation
Pricing
Service documents
Request an accessible format
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Framework
G-Cloud 15
Service ID
2 3 2 5 0 4 7 6 8 3 0 0 4 5 8
Contact
IPSOS (MARKET RESEARCH) LTD
Sebastian Scott
Telephone: 02030595000
Email: tenders@ipsos.com
About the service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data auditing and organising
- Data/information structure design
Service scope
- Service constraints
- No immediate constraints.
User support
- Email or online ticketing support
- Yes, at extra cost
- Support response times
- All SLAs and response times are agreed with customers and aligned to their specific requirements.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- None or don’t know
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
- Support Levels, Technical Account Management and all associated costs are agreed separately with customers in line with their support requirements. Typically support models are agreed around agreed core hours. Additionally, Technical Account Management services are also available
Supplier type
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- No
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee analytics engineer | £517.00 | |
| Analytics engineer | £656.00 | |
| Senior analytics engineer | £720.00 | |
| Lead analytics engineer | £1,235.00 | |
| Head of analytics engineering | £1,424.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £470.00 | |
| Data analyst | £597.00 | |
| Senior data analyst | £720.00 | |
| Principal data analyst | £1,235.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £597.00 | |
| Senior data engineer | £720.00 | |
| Lead data engineer | £1,235.00 | |
| Head of data engineering | £1,424.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee data scientist | £470.00 | |
| Associate data scientist | £517.00 | |
| Data scientist | £656.00 | |
| Principal data scientist | £785.00 | |
| Lead data scientist | £1,235.00 | |
| Head of data science | £1,424.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £1,323.00 | |
| Lead machine learning engineer | £1,424.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £470.00 | |
| Performance analyst | £597.00 | |
| Senior performance analyst | £720.00 | |
| Lead performance analyst | £1,235.00 | |
| Head of performance analysis | £1,424.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior developer | £470.00 | |
| Developer | £597.00 | |
| Senior developer | £720.00 | |
| Senior developer - management | £785.00 | |
| Lead developer | £1,235.00 | |
| Lead developer - management | £1,323.00 | |
| Principal developer | £1,424.00 | |
| Principal developer - management | £1,542.00 |
Standards and certifications
- ISO/IEC 27001 certification
- Yes
- ISO/IEC 27001 accredited by
- SGS
- ISO/IEC 27001 accreditation date
- Wednesday 5 March 2025
- What the ISO/IEC 27001 doesn’t cover
- N/A
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- ISO 9001 certification accredited by
- SGS
- ISO 9001 accreditation date
- Tuesday 19 August 2025
- What the ISO 9001 doesn’t cover
- N/A
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Cyber Essentials Certificate Number
- 5372b41c-900e-4494-b994-609f16d7c763
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
- Other security certifications
- No
Social value
- 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
- 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
- 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
- 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
- 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.
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
- 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
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 that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- 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
- 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.
- Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and 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
- 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
- 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)
- 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
- 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
- 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
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
- 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
- Creation of outreach activities to create a pipeline of employees for the future contract delivery
- 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
- 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
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 tenders@ipsos.com.
Tell them what format you need. It will help if you say what assistive technology you use.