XTRAVIRT LIMITED
Public and Private Cloud Managed Support Services
Xtravirt Managed Support Services for Public and Private Cloud platforms integrates with customers internal IT capability to provide robust and scalable operational support across multiple cloud providers products and services. Core service is for support and management and does not include Cloud licensing (see other offers)
Features
- 24x7 Support for Cloud Services
- Supports dedicated or hybrid cloud ecosystems
- Flexible service modules cover L3/4 Support, Monitor and Manage
- Integrate with Risk and Compliance Management for comprehensive governance
- Ongoing strategic guidance and technical design authority support available
Benefits
- Mitigates key person dependencies and skills gaps
- Releases internal teams to higher value project activity
- Accelerates transition and adoption right from initial deployment
- Creates sponsors from early adopters through high quality support
- Ensures clear accountability for maintaining environment security and integrity
- Supports audit and control requirements
- Reduces the cost of recruiting and retaining complex skills
Business architect
| £1,100.00 |
£900.00 |
| £1,100.00 |
£900.00 |
| £1,300.00 |
£1,000.00 |
| £1,400.00 |
£1,100.00 |
Data architect
| £1,300.00 |
£1,000.00 |
| £1,400.00 |
£1,100.00 |
| £1,550.00 |
£1,200.00 |
Enterprise architect
| £1,200.00 |
£900.00 |
| £1,300.00 |
£1,000.00 |
| £1,400.00 |
£1,100.00 |
| £1,550.00 |
£1,200.00 |
Network architect
| £1,300.00 |
£1,000.00 |
| £1,400.00 |
£1,100.00 |
| £1,550.00 |
£1,200.00 |
Security architect
| £1,200.00 |
£900.00 |
| £1,400.00 |
£1,100.00 |
| £1,550.00 |
£1,200.00 |
Solution architect
| £1,100.00 |
£900.00 |
| £1,300.00 |
£1,200.00 |
| £1,300.00 |
£1,200.00 |
| £1,300.00 |
£1,200.00 |
| £1,550.00 |
£1,400.00 |
Technical architect
| £800.00 |
|
| £850.00 |
|
| £1,100.00 |
£900.00 |
| £1,300.00 |
|
| £1,400.00 |
|
Chief data officer
| £1,550.00 |
|
Chief information security officer
| £1,550.00 |
|
Chief technology officer
| £1,600.00 |
|
Cyber security audit and assurance
| £1,300.00 |
|
| £1,400.00 |
|
Cyber security governance and risk management
| £1,200.00 |
|
| £1,300.00 |
|
| £1,400.00 |
|
Cyber security incident response
| £1,200.00 |
|
Business relationship manager
| £1,100.00 |
|
| £1,200.00 |
|
| £1,300.00 |
|
End user computing engineer
| £800.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
IT service manager
| £900.00 |
|
Infrastructure engineer
| £600.00 |
|
| £650.00 |
|
| £950.00 |
|
| £1,050.00 |
|
| £1,400.00 |
|
Infrastructure operations engineer
| £600.00 |
|
| £650.00 |
|
| £950.00 |
|
| £1,050.00 |
|
| £1,400.00 |
|
Service transition manager
| £1,100.00 |
|
Delivery manager
| £1,100.00 |
|
Digital portfolio manager
| £1,200.00 |
|
| £1,400.00 |
|
Programme delivery manager
| £1,200.00 |
|
Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
ISO/IEC 27001 accredited by
-
Citation ISO Certification Ltd
-
ISO/IEC 27001 accreditation date
-
Thursday 31 July 2025
-
What the ISO/IEC 27001 doesn’t cover
-
Cloud services for which the Supplier is a reseller
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
ISO 9001 certification accredited by
-
Citation ISO Certification Ltd
-
ISO 9001 accreditation date
-
Tuesday 2 July 2024
-
What the ISO 9001 doesn’t cover
-
Cloud services for which the Supplier is a reseller
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
39171213-70be-4397-ae05-34d43f1940bf
-
Cyber essentials plus
-
Yes
-
Cyber Essentials Plus Certificate Number
-
80b97068-b96b-4d11-bd33-1ecd32fe3c29
-
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
-
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
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
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 educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
-
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
-
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 to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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
-
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
-
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
-
Introducing transparency to pay and reward processes
-
Working conditions which promote an inclusive working environment and promote retention and progression
-
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 issues relating to entering the contract workforce
-
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
-
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
Service documents
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