HUMAN ENGINE LIMITED

Technology Roadmap

We develop technology roadmaps that align short-term priorities with long-term transformation goals. By understanding your strategic objectives, savings requirements and investment constraints, we create a practical, evidence-based plan that guides technology modernisation, improves service delivery and supports organisational, customer and workforce outcomes.

Features

• Assessment of current technology landscape and digital maturity
• Alignment of technology plans to organisational strategy
• Development of short, medium and long-term roadmap phases
• Prioritisation of transformation initiatives and investments
• Identification of dependencies, risks and delivery constraints
• Cost modelling and savings opportunity analysis
• Integration of cloud, data and application strategies
• Sequencing of projects for practical implementation
• Stakeholder engagement to validate roadmap direction
• Clear visual roadmap deliverables for leadership audiences

Benefits

• Clear direction for technology modernisation and transformation
• Roadmap aligned to strategic goals and organisational priorities
• Improved decision making on technology investment and sequencing
• Reduced risk through early identification of constraints
• More efficient allocation of resources and budget
• Stronger alignment between technology, services and user needs
• Long-term savings through planned consolidation and optimisation
• Better understanding of dependencies across programmes
• Improved engagement with stakeholders and leadership
• More predictable and manageable technology change pipeline

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 procurement@human-engine.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

922080695672672

Contact

Michael Curnow
0203 538 7822
procurement@human-engine.co.uk

About the service

• Service categories:

  Cloud Support Services

  Cloud Migration Planning

  • Capability analysis
  • Enterprise architecture
  • Cloud gap assessment
  • Architecture options analysis
  • Delivery Road-mapping
  • Other

Service scope

• Service constraints: Delivery of this service requires active engagement from stakeholders to provide access to systems, documentation and timely decision-making. The effectiveness of the review is dependent on the availability of subject matter experts and technical leads. Work is primarily delivered remotely unless otherwise agreed. Implementation of recommended changes may be subject to internal governance, technical capacity and wider organisational dependencies outside the scope of this service.

User support

• Email or online ticketing support: Yes
• Support response times: We provide same-day responses to queries received within office hours (Monday–Friday, 08:30–17:30, excluding UK Bank Holidays). Most enquiries are acknowledged within two hours and responded to within one business day. Questions received outside office hours are picked up the next working day. Throughout the engagement, the project lead provides ongoing email support for clarifications, issue resolution and progress updates. Response times can be expedited where required and agreed with the buyer as part of mobilisation.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: None or don’t know
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: Yes
• Web chat support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support accessibility standard: None or don’t know
• How the web chat support is accessible: Our web chat function is delivered through our website and provides a simple, text-based communication channel during standard office hours. Users can type questions, request support or provide updates, and our team will respond directly through the platform. The chat widget works with standard browsers and supports resizing and standard keyboard navigation. Users who require alternative communication methods can contact us via email or phone, and we can make reasonable adjustments where required. The web chat is intended for quick queries rather than complex issue resolution. As the widget is provided by a third-party tool and not a bespoke platform, formal accessibility certification is not available.
• Web chat accessibility testing: No formal testing has been conducted with assistive technology users. The web chat widget is a standard third-party tool that operates within modern browsers, and informal internal testing has confirmed that it functions with basic keyboard navigation and browser zoom features. Users who rely on assistive technologies and prefer an alternative communication method can use email or phone support, and we will make reasonable adjustments on request. If required, we can agree additional accessibility support processes as part of service mobilisation.
• Support levels: We provide a single, inclusive support level for all engagements, covering email, phone and optional web chat support during office hours (Monday–Friday, 08:30–17:30, excluding UK Bank Holidays). Support includes answering questions, providing clarifications, resolving issues, and supplying progress updates throughout delivery. There is no additional cost for support; it is included within the agreed day rates for the service. For larger or more complex programmes, enhanced support arrangements can be agreed during mobilisation, such as extended-hours availability or more frequent progress touchpoints. A dedicated Project Lead acts as the primary point of contact and provides coordination, issue resolution and overall quality assurance. Where required, we can also assign a Business Support Manager to oversee service delivery and ensure effective communication between teams. As this is an advisory and transformation consulting service, we do not provide a technical account manager or cloud support engineer. However, subject matter experts are available throughout the engagement to support queries related to operating model design, governance, architecture assessment and digital transformation.
• AI chatbot: No

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Developed Vetting (DV)

Pricing

• Discount for educational organisations: No

Architecture roles

Business architect

Role level	UK Rate	Offshore Rate
Trainee business architect	£500.00
Associate business architect	£750.00
Business architect	£950.00
Lead business architect	£1,250.00

Data architect

Role level	UK Rate	Offshore Rate
Data architect	£750.00
Senior data architect	£950.00
Chief data architect	£1,250.00

Enterprise architect

Role level	UK Rate	Offshore Rate
Enterprise architect	£750.00
Senior enterprise architect	£950.00
Lead enterprise architect	£1,250.00
Principal enterprise architect	£1,600.00

Network architect

Role level	UK Rate	Offshore Rate
Associate network architect	£750.00
Network architect	£950.00
Lead network architect	£1,250.00

Security architect

Role level	UK Rate	Offshore Rate
Security architect	£750.00
Lead security architect	£950.00
Principal security architect	£1,250.00

Solution architect

Role level	UK Rate	Offshore Rate
Associate solution architect	£500.00
Solution architect	£750.00
Senior solution architect	£950.00
Lead solution architect	£1,250.00
Principal solution architect	£1,600.00

Technical architect

Role level	UK Rate	Offshore Rate
Associate technical architect	£500.00
Technical architect	£750.00
Senior technical architect	£950.00
Lead technical architect	£1,250.00
Principal technical architect	£1,600.00

Chief digital and data roles

Chief data officer

Role level	UK Rate	Offshore Rate
Chief data officer	£1,800.00

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,800.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,800.00

Data roles

Analytics engineer

Role level	UK Rate	Offshore Rate
Trainee analytics engineer	£500.00
Analytics engineer	£750.00
Senior analytics engineer	£950.00
Lead analytics engineer	£1,250.00
Head of analytics engineering	£1,600.00

Data analyst

Role level	UK Rate	Offshore Rate
Associate analyst	£500.00
Data analyst	£750.00
Senior data analyst	£950.00
Principal data analyst	£1,250.00

Data engineer

Role level	UK Rate	Offshore Rate
Data engineer	£500.00
Senior data engineer	£750.00
Lead data engineer	£950.00
Head of data engineering	£1,250.00

Data ethicist

Role level	UK Rate	Offshore Rate
Data ethics lead	£750.00
Head of data ethics	£1,250.00

Data governance manager

Role level	UK Rate	Offshore Rate
Data governance manager	£750.00
Lead data governance manager	£950.00
Head of data governance	£1,250.00

Data scientist

Role level	UK Rate	Offshore Rate
Trainee data scientist	£500.00
Associate data scientist	£750.00
Data scientist	£950.00
Principal data scientist	£1,250.00
Lead data scientist	£1,600.00
Head of data science	£1,800.00

Machine learning engineer

Role level	UK Rate	Offshore Rate
Senior machine learning engineer	£950.00
Lead machine learning engineer	£1,250.00

Performance analyst

Role level	UK Rate	Offshore Rate
Associate performance analyst	£500.00
Performance analyst	£750.00
Senior performance analyst	£950.00
Lead performance analyst	£1,250.00
Head of performance analysis	£1,600.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Trainee business analyst	£500.00
Junior business analyst	£750.00
Business analyst	£950.00
Senior business analyst	£1,250.00
Lead business analyst	£1,600.00
Head of business analysis	£1,800.00

Delivery manager

Role level	UK Rate	Offshore Rate
Associate delivery manager	£500.00
Delivery manager	£750.00
Senior delivery manager	£950.00
Head of (Agile) delivery management	£1,250.00

Digital portfolio manager

Role level	UK Rate	Offshore Rate
Digital portfolio analyst	£750.00
Digital portfolio manager	£950.00
Senior digital portfolio manager	£1,250.00
Head of portfolio	£1,600.00

Product manager

Role level	UK Rate	Offshore Rate
Associate product manager	£750.00
Product manager	£950.00
Senior product manager	£1,250.00
Lead product manager	£1,600.00
Head of product	£1,800.00

Programme delivery manager

Role level	UK Rate	Offshore Rate
Programme delivery manager	£1,250.00

Service owner

Role level	UK Rate	Offshore Rate
Service owner	£1,250.00

User-centred design roles

Accessibility specialist

Role level	UK Rate	Offshore Rate
Junior accessibility specialist	£500.00
Accessibility specialist	£750.00
Senior accessibility specialist	£950.00
Head of accessibility	£1,250.00

Content designer

Role level	UK Rate	Offshore Rate
Associate content designer	£500.00
Junior content designer	£750.00
Content designer	£950.00
Senior content designer	£1,250.00
Lead content designer	£1,600.00
Head of content design	£1,800.00

Content strategist

Role level	UK Rate	Offshore Rate
Content strategist	£1,250.00

Graphic designer

Role level	UK Rate	Offshore Rate
Associate graphic designer	£500.00
Junior graphic designer	£750.00
Graphic designer	£950.00
Senior graphic designer	£1,250.00
Lead graphic designer	£1,600.00
Head of graphic design	£1,800.00

Interaction designer

Role level	UK Rate	Offshore Rate
Associate interaction designer	£500.00
Junior interaction designer	£750.00
Interaction designer	£950.00
Senior interaction designer	£1,250.00
Lead interaction designer	£1,600.00
Head of interaction design	£1,800.00

Service designer

Role level	UK Rate	Offshore Rate
Associate service designer	£500.00
Junior service designer	£750.00
Service designer	£950.00
Senior service designer	£1,250.00
Lead service designer	£1,600.00
Head of service design	£1,800.00

Technical writer

Role level	UK Rate	Offshore Rate
Technical writer	£750.00
Lead technical writer	£950.00

User researcher

Role level	UK Rate	Offshore Rate
Associate user researcher	£500.00
Junior user researcher	£750.00
User researcher	£950.00
Senior user researcher	£1,250.00
Lead user researcher	£1,600.00
Head of user research	£1,800.00

Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: No
• Cyber Essentials Alternative: None of the criteria
• Cyber essentials plus: No
• Cyber Essentials Alternative: None of the criteria
• 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
  • Plans to engage the contract workforce in deciding the most important workplace issues to address
  • Ensuring new workers are informed of their right to join a trade union
  • 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
  • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
  • 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
  • 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
  • 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
  • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
  • 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 these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
  • 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.

  • 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
  • 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

  • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
  • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
  • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
  • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
  • 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
  • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
  • Plans for positive actions with community groups.
  • Measures for making facilities used in the delivery of the contract available for community groups, education or training
  • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
  • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
  • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
• 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
  • 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
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • 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
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • 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 the issues affecting the development of new skills by target cohort
  • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • Understanding of issues relating to entering the contract workforce
  • Creation of outreach activities to create a pipeline of employees for the future contract delivery
  • Content of the outreach activity is designed to suit the target cohort
  • 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
  • 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
  • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 procurement@human-engine.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.