PTS CONSULTING (UK) LIMITED
Cloud Wi-Fi Consultancy & Project Management Support
PTS offers Wi-Fi consultancy/design expertise to transform wireless environments for cloud/hybrid operation. Services include strategy, full campus/building audits, specification/ITT creation, procurement and implementation oversight. Expertise includes integration with wider network/building infrastructure, campus-wide wireless surveys, capacity/coverage modelling, and LoRaWAN/IoT/sensor networks, ensuring Wi-Fi solutions are resilient, scalable and aligned to operational/user requirements.
Features
- Vendor-independent advice with no supplier or integrator conflicts
- Holistic consultancy informed by wider technology and digital context
- Team-based delivery using appropriate skills for specific activities
- Collaborative approach shaped through structured stakeholder engagement
- Flexible engagement stage-by-stage or across full lifecycle
- Delivered by experienced consultants supported by specialist SMEs
- Proven methodologies informed by long-term sector best practice
- RIBA-aligned services where linked to construction programmes
- Feasibility studies and business case development support
- Experience across research, academic, government and residential environments
Benefits
- Practical, cost-effective Wi-Fi outcomes that are feasible to operate
- Accelerated delivery compared to internal-only resourcing models
- Solutions informed by in-sector analysis and benchmarking
- Stronger outcomes through cross-sector insight and lessons learned
- Reduced risk through independent expert recommendations
- Improved internal capability and understanding of wireless design
- Better value at procurement through clearer requirements
- Wi-Fi solutions designed for longevity and adaptability
- Improved integration with wider digital and network ecosystems
- More efficient balance of internal and external delivery effort
Enterprise architect
| £750.00 |
|
| £1,000.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Network architect
| £700.00 |
|
| £1,000.00 |
|
| £1,280.00 |
|
Security architect
| £800.00 |
|
| £1,020.00 |
|
| £1,300.00 |
|
Solution architect
| £600.00 |
|
| £780.00 |
|
| £1,050.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Technical architect
| £600.00 |
|
| £900.00 |
|
| £1,050.00 |
|
| £1,250.00 |
|
| £1,250.00 |
|
Infrastructure engineer
| £520.00 |
|
| £760.00 |
|
| £980.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
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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Wednesday 11 June 2025
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What the ISO 9001 doesn’t cover
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N/A
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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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Cc308b05-f97c-4a98-8b31-46d242050e64
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Cyber essentials plus
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Yes
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Cyber Essentials Plus Certificate Number
-
C91afb70-eb51-4488-90c8-75892e9fa8c7
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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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Ensuring new workers are informed of their right to join a trade union
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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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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
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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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Activities to cascade good practice on fair working conditions throughout the supply chain
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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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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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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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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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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
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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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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 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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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach 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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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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