RSM UK TAX AND ADVISORY SERVICES LLP
Data Governance & Compliance Services
From evaluating the current data governance environment to designing a tailored best-practice framework and, most importantly, supporting the behavioural change that results in long-term implementation, our team ensures accessible, high-quality data, backed by strong management, lineage and privacy controls.
Features
- Benchmark of current environment against specified industry best practice
- Policies, procedures and defined roles in a unified governance framework
- Guided implementation to realise lasting behavioural change
- Manage data by establishing, enforcing and monitoring governance activities
- Detailed review of data quality including data quality rule development
- Data quality dashboard build for on-going performance management
- Guided data governance tool selection process
- Establish AI-ready data with documented lineage
- Grow a modern, full-firm data governance culture
Benefits
- Full-service approach tailored specifically to business needs
- Accurate, secure, consistent and responsibly used data for the organisation
- Demonstrated benefits to overcome resistance to new policies and procedures
- Embedded behaviour change to see lasting, tangible benefits
- Reduce duplication, resolve inconsistencies, forge reliable and trusted data
- Trusted, consistent view of core business data
- Automate data management processes with tools that fit your requirements
- Trusted, reliable data can support trusted and reliable AI outputs
- Assigned responsibilities and empowered individuals drive on-going data governance culture
Business architect
| £1,708.00 |
|
| £2,296.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
Data architect
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Enterprise architect
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Solution architect
| £1,842.00 |
|
| £2,296.00 |
|
| £3,019.00 |
|
| £3,780.00 |
|
| £4,590.00 |
|
Chief data officer
| £5,400.00 |
|
Chief information security officer
| £5,400.00 |
|
Chief technology officer
| £5,400.00 |
|
Analytics engineer
| £1,357.00 |
|
| £1,842.00 |
|
| £2,296.00 |
|
| £3,019.00 |
|
| £3,403.00 |
|
Data analyst
| £1,708.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
Data engineer
| £1,954.00 |
|
| £2,654.00 |
|
| £3,019.00 |
|
| £3,403.00 |
|
Data governance manager
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Data scientist
| £1,357.00 |
|
| £1,708.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Machine learning engineer
| £3,019.00 |
|
| £3,780.00 |
|
Performance analyst
| £1,357.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Business relationship manager
| £1,708.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
Service transition manager
| £1,357.00 |
|
| £1,708.00 |
|
| £1,954.00 |
|
| £3,403.00 |
|
Business analyst
| £1,357.00 |
|
| £1,708.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Delivery manager
| £1,708.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,780.00 |
|
Digital portfolio manager
| £1,954.00 |
|
| £2,486.00 |
|
| £3,019.00 |
|
| £3,780.00 |
|
Product manager
| £1,954.00 |
|
| £2,654.00 |
|
| £3,019.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Programme delivery manager
| £3,403.00 |
|
Service designer
| £1,357.00 |
|
| £1,708.00 |
|
| £1,954.00 |
|
| £2,654.00 |
|
| £3,403.00 |
|
| £3,780.00 |
|
Standards and certifications
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ISO/IEC 27001 certification
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Yes
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ISO/IEC 27001 accredited by
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Bsi
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ISO/IEC 27001 accreditation date
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Friday 9 January 2026
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What the ISO/IEC 27001 doesn’t cover
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N/A
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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No
-
Quality management systems (QMS)
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Yes
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CSA STAR certification
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No
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PCI certification
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No
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Cyber essentials
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No
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Cyber Essentials Alternative
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None of the criteria
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Cyber essentials plus
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Yes
-
Cyber Essentials Plus Certificate Number
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07d16a46-1cbe-484f-ac2f-3ce5fd43b368
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Other security certifications
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No
Social value
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Mission: Kick start economic growth
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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
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New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
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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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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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
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Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
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Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
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Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
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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
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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
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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
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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
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Volunteering opportunities for staff
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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
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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
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
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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
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Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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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
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Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
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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
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Mission: Make Britain a clean energy superpower
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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.
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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
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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
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Mission: Break down barriers to opportunity
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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
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Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
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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
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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)
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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
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Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
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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
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Introducing transparency to pay and reward processes
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Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
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Working conditions which promote an inclusive working environment and promote retention and progression
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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
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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.
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Understanding of the issues affecting the development of new skills by target cohort
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Other measures to offer development opportunities for the target cohort(s) in the contract workforce
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Understanding of issues relating to entering the contract workforce
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Content of the outreach activity is designed to suit the target cohort
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Mission: Build an NHS fit for the future
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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.
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Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
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Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
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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
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Actions to invest in the physical and mental health and wellbeing of the contract workforce
Service documents
Request an accessible format
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email the supplier at
bidteam@rsmuk.com.
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