ARKE LTD
Modelling & Simulation - Artificial Intelligence (AI)
Arke’s Artificial Intelligence services provide a sociotechnical perspective on the implementation of emerging technology within a wide range of systems and capabilities. We do not implement AI solutions and therefore are well-placed to deliver our core analysis and assessment services in an impartial and independent way.
Features
- Roadmap delivery of AI verification, test, experimentation, and prototyping
- Support with integration into existing or future processes and workflows
- Sociotechnical perspectives
- Support navigating AI ethics, trust, transparency and explainability
- Holistic information management
- Data definitions
- Exploitation planning
- Trustworthiness and user perspectives
Benefits
- Maximise the value of your investment
- Compliments technical design services ensuring expected benefits are delivered
- Empowers you to maximise the benefits of AI
Business architect
| £602.82 |
£602.82 |
| £967.14 |
£967.14 |
| £1,235.79 |
£1,235.79 |
| £1,463.65 |
£1,463.65 |
Data architect
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,463.65 |
£1,463.65 |
Enterprise architect
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Solution architect
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Analytics engineer
| £602.82 |
£602.82 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Data analyst
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,463.65 |
£1,463.65 |
Data engineer
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Data governance manager
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Data scientist
| £602.82 |
£602.82 |
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Performance analyst
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Problem manager
| £1,112.22 |
£1,112.22 |
| £1,463.65 |
£1,463.65 |
Business analyst
| £602.82 |
£602.82 |
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Delivery manager
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Digital portfolio manager
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Product manager
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Programme delivery manager
| £1,321.76 |
£1,321.76 |
Service owner
| £1,235.79 |
£1,235.79 |
Content strategist
| £1,235.79 |
£1,235.79 |
User researcher
| £602.82 |
£602.82 |
| £967.14 |
£967.14 |
| £1,112.22 |
£1,112.22 |
| £1,235.79 |
£1,235.79 |
| £1,321.76 |
£1,321.76 |
| £1,463.65 |
£1,463.65 |
Standards and certifications
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ISO/IEC 27001 certification
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No
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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Yes
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ISO 9001 certification accredited by
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BSI
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ISO 9001 accreditation date
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Tuesday 29 April 2025
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What the ISO 9001 doesn’t cover
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None. Arke's ISO9001 covers all areas of our operation.
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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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Yes
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Cyber Essentials Certificate Number
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9100a3fa-1536-4bbf-bbd8-bec8e7aa4225
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Cyber essentials plus
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Yes
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Cyber Essentials Plus Certificate Number
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39ecca4e-c6e5-4c3f-89aa-4e4510cd2775
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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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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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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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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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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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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
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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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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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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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Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
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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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Plans for positive actions with community groups.
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Plans to respond flexibly and adapt approaches to community engagement and initiatives
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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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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
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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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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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Working conditions which promote an inclusive working environment and promote retention and progression
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Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
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 issues relating to entering the contract workforce
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
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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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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
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
gearle@arkeltd.co.uk.
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