Emergn
Data Product Strategy
Business-led advisory to define and embed a cloud data product strategy. We help establish trusted, reusable data products by clarifying ownership, governance and catalogue approach, making data easier to discover, understand and use. We assess capability and operating model, then deliver a practical roadmap for quality, reporting and analytics.
Features
- Data capability assessment aligned to goals, context and constraints
- Data product definition: consumers, channels, and outcomes
- Data asset governance and operating model, including cloud
- Data quality assessment and prioritised improvement roadmap
- Data catalogue setup for discovery and reuse
- Analytics and reporting approach to support decision-making
- Cloud technology recommendations tailored to data consumption type
- Data product roadmap and prioritisation for incremental delivery
- Measures and KPIs for value, adoption and data trust
- Evidence based incremental implementation approach
Benefits
- Better decisions through trusted data and clearer ownership
- Cloud data initiatives aligned to strategic business outcomes
- Reduced risk through a practical roadmap for implementation
- Improved data quality, reducing rework and inconsistent reporting
- Better discoverability and reuse of data through cataloguing
- Faster delivery of priority insights through clear prioritisation
- More consistent governance across teams and domains
- Increased adoption by designing data products around real users
- Better value from data tooling through fit-for-purpose choices
- Clear measures of progress for data and analytics improvement
Business architect
|
£329.00 |
|
£409.00 |
|
£507.00 |
|
£569.00 |
Data architect
| £1,420.00 |
£507.00 |
| £1,852.00 |
£569.00 |
| £1,950.00 |
£916.00 |
Enterprise architect
|
£409.00 |
|
£507.00 |
|
£569.00 |
|
£800.00 |
Solution architect
|
£329.00 |
|
£409.00 |
|
£507.00 |
|
£569.00 |
|
£800.00 |
Technical architect
|
£329.00 |
|
£409.00 |
|
£507.00 |
|
£569.00 |
|
£800.00 |
Chief data officer
| £1,950.00 |
£1,150.00 |
Chief technology officer
| £1,950.00 |
£1,150.00 |
Analytics engineer
|
£311.00 |
|
£356.00 |
|
£400.00 |
|
£462.00 |
|
£622.00 |
Data analyst
|
£311.00 |
|
£382.00 |
|
£444.00 |
|
£489.00 |
Data engineer
|
£356.00 |
|
£400.00 |
|
£462.00 |
|
£622.00 |
Data governance manager
|
£507.00 |
|
£569.00 |
|
£800.00 |
Data scientist
|
£196.00 |
|
£196.00 |
|
£311.00 |
|
£400.00 |
|
£533.00 |
|
£622.00 |
Machine learning engineer
|
£400.00 |
|
£533.00 |
Performance analyst
|
£311.00 |
|
£382.00 |
|
£444.00 |
|
£489.00 |
|
£622.00 |
Infrastructure engineer
|
£267.00 |
|
£329.00 |
|
£400.00 |
|
£551.00 |
|
£622.00 |
Infrastructure operations engineer
|
£267.00 |
|
£329.00 |
|
£400.00 |
|
£551.00 |
|
£622.00 |
Problem manager
|
£302.00 |
|
£373.00 |
Business analyst
|
£222.00 |
| £827.00 |
£222.00 |
| £1,049.00 |
£302.00 |
| £1,420.00 |
£373.00 |
| £1,667.00 |
£444.00 |
| £1,852.00 |
£622.00 |
Delivery manager
| £827.00 |
£373.00 |
| £1,049.00 |
£462.00 |
| £1,420.00 |
£533.00 |
| £1,852.00 |
£622.00 |
Digital portfolio manager
| £1,049.00 |
£373.00 |
| £1,420.00 |
£462.00 |
| £1,667.00 |
£533.00 |
| £1,852.00 |
£622.00 |
Product manager
| £827.00 |
|
| £1,049.00 |
|
| £1,420.00 |
£700.00 |
| £1,667.00 |
|
| £1,852.00 |
|
Programme delivery manager
| £1,667.00 |
|
Quality assurance testing (QAT) analyst
|
£160.00 |
|
£267.00 |
|
£302.00 |
|
£356.00 |
Test engineer
|
£249.00 |
|
£284.00 |
|
£391.00 |
|
£444.00 |
Test manager
|
£444.00 |
|
£622.00 |
Development operations (DevOps) engineer
|
£267.00 |
|
£267.00 |
|
£329.00 |
|
£400.00 |
|
£440.00 |
|
£551.00 |
|
£606.00 |
|
£622.00 |
|
£684.00 |
Frontend developer
|
£178.00 |
|
£178.00 |
|
£213.00 |
|
£311.00 |
|
£382.00 |
|
£622.00 |
Software developer
|
£178.00 |
|
£178.00 |
|
£231.00 |
|
£391.00 |
|
£430.00 |
|
£436.00 |
|
£479.00 |
|
£622.00 |
|
£684.00 |
Accessibility specialist
|
£267.00 |
|
£311.00 |
|
£373.00 |
|
£453.00 |
Content designer
|
£267.00 |
|
£267.00 |
|
£311.00 |
|
£373.00 |
|
£453.00 |
|
£622.00 |
Interaction designer
|
£267.00 |
|
£267.00 |
|
£311.00 |
|
£373.00 |
|
£453.00 |
|
£622.00 |
Service designer
|
£267.00 |
|
£267.00 |
|
£311.00 |
|
£373.00 |
|
£453.00 |
|
£622.00 |
Technical writer
| £576.00 |
£329.00 |
| £716.00 |
£409.00 |
User researcher
|
£267.00 |
|
£267.00 |
|
£293.00 |
|
£329.00 |
|
£356.00 |
|
£622.00 |
Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
ISO/IEC 27001 accredited by
-
Bureau Veritas - LATTAK
-
ISO/IEC 27001 accreditation date
-
Friday 1 December 2023
-
What the ISO/IEC 27001 doesn’t cover
-
No exceptions listed on certification.
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
ISO 9001 certification accredited by
-
Bureau Veritas - LATTAK
-
ISO 9001 accreditation date
-
Friday 1 December 2023
-
What the ISO 9001 doesn’t cover
-
No exceptions listed on certification.
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
Cf4cc33c-660d-41b0-b1a1-61a1e6b61f8c
-
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
-
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
-
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
-
Ensuring new workers are informed of their right to join a trade union
-
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
-
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
-
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 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
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
-
Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
-
Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
-
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
-
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
-
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
-
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
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
-
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
Service documents
Request an accessible format
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email the supplier at
go@emergn.com.
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