LINEA ASSOCIATES LIMITED

International Clinical Resourcing Platform

The world’s first intelligent global medical careers hub and recruitment platform. Using a unique and easy to use cloud-based system you’ll quickly find doctors, nurses and allied health professionals with the correct training and qualifications to meet your requirements.

Features

• Dedicated to medical recruitment – designed by medical recruiters
• Smart Search and filtering using AI
• Credentialling/Compliance management module
• Supports centralised, de-centralised recruitment or a combination of both
• Built to be networked together to form an online ‘marketplace
• Instant candidate to job matching with 100% accuracy
• Intelligent eligibility checker enables candidates to search internationally
• Inbuilt communications using platforms such as WhatsApp, Voice, SMS, email
• Provision of end-to-end international medical recruitment CRM/ATS system
• Supports portals for partner agencies, candidates and medical facilities

Benefits

• Reduce Manpower and Costs by 40%
• Improve Quality and Accuracy by 90%
• Accelerate Recruitment and Cut Timescales by 33%
• A SaaS cloud-based solution
• State-of-the-art job board integrates into your website
• Unique intelligent knowledge base understands global medical recruitment
• Candidate applications are immediately and intelligently matched
• AI understands the complex medical licensure, visa and compliance processes
• Anytime, Anywhere, Any device.
• Scalable for all sizes of organisations

£348 a unit a month

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  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 claire.schneider@lineaassociates.net. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 14

Service ID

116504189399175

Contact

Claire Schneider
07950130067
claire.schneider@lineaassociates.net

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: The system can be considered an extension of any organisations' HR system.
• Cloud deployment model:
  • Public cloud
  • Private cloud
  • Community cloud
  • Hybrid cloud
• Service constraints: N/A
• System requirements: N/A

User support

• Email or online ticketing support: Yes, at extra cost
• Support response times: Generally within 8 hours
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), 7 days a week
• Web chat support: No
• Onsite support: No
• Support levels: Bronze - support is provided during core hours (9-5) 5 days per week. Silver - Support is provided during core hours (9-5) 7 days per week. Platinum - Support is provided 24 hours per day, 7 days per week. Support costs are dependent on the size of the organisation. We provide technical account management support
• Support available to third parties: No

Onboarding and offboarding

• Getting started: Online training is provided. An intuitive user interface is also available.
• Service documentation: No
• End-of-contract data extraction: We offer a service to export the customers' candidate data. This is via SQL or Excel. This is sent via secure digital transfer.
• End-of-contract process: We offer a service to export the customers' candidate data. This is via SQL or Excel. This is sent via secure digital transfer.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Internet Explorer 11
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The system is a web based application that is built to be responsive on mobile and smart devices.
• Service interface: No
• User support accessibility: None or don’t know
• API: No
• Customisation available: Yes
• Description of customisation: The features and functionality are managed by the Systems Manager (ourselves). The customer is provided with an Admin role to enable them to customise their implementation. The following customisation options are available: The user interface Branding Level of functionality Configurable to regions

Scaling

• Independence of resources: The system is based around the Azure public cloud which scales in line with usage.

Analytics

• Service usage metrics: Yes
• Metrics types: We provide reports on the entire lifecycle from registration to onboarding from a candidate view and employer view.
• Reporting types:
  • API access
  • Real-time dashboards

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Up to Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
  • Other locations
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 3.0)
• Penetration testing frequency: At least every 6 months
• Penetration testing approach: In-house
• Protecting data at rest: Physical access control, complying with CSA CCM v3.0
• Data sanitisation process: No
• Equipment disposal approach: In-house destruction process

Data importing and exporting

• Data export approach: We offer a service to export the customers' candidate data. This is via SQL or Excel. This is sent via secure digital transfer.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • Excel
  • SQL
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • Excel
  • SQL

Data-in-transit protection

• Data protection between buyer and supplier networks: Other
• Other protection between networks: There is no connection to the buyer's network. This is a cloud based platform that is independent of other networks.
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: Support is consistently assessed against specific SLA's. Support is provided to clients in line with the agreed system requirements and clients extras as part of the programme. Any issues regarding this process will be escalated to the account manager who will take the appropriate action to ensure SLA achievement and compensate the client in situation where this is deemed appropriate and necessary.
• Approach to resilience: Available on request
• Outage reporting: Email Alerts

Identity and authentication

• User authentication needed: Yes
• User authentication: Username or password
• Access restrictions in management interfaces and support channels: The system recognises level of access through login information. Roles and level of access are granted on creation of each user. This is controlled by the customer administrator
• Access restriction testing frequency: At least every 6 months
• Management access authentication: Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: No
• Other security certifications: No

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: Other
• Other security governance standards: Cyber Essentials
• Information security policies and processes: Our reporting structure is dependent on the type and complexity of the programme, however a typical structure comprises: Programme Director - working in partnership with the client SRO Programme Manager. Programme Team - comprising various skill sets, experience and hierarchical levels. We ensure policy adherence through adoption and management of robust ISO procedures.

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Change Acceptance Process (CAP) Sustainable programme success is dependent upon our ability to go beyond training clients in new skills sets & develop people as change agents. We utilise CAP to develop change culture. CAP is a 9 step process to manage change. It’s fundamental in embedding change in the culture of organisations: 1. Set-up for success 2. Clarify the vision 3. Clarify the need 4. Evaluate potential resistance 5. Communicate & convince 6. Delivery early benefits 7. Remove obstacles 8. Embed in the organisation 9. Embed in the Culture.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Our IT Support team carries out vulnerability assessments on our entire system on a monthly basis. An automated vulnerability assessment system (VAS) is used to to identify vulnerabilities across our organisation's IT estate. Tracking, metrics and reporting are used to effectively manage any potential vulnerabilities.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Our service includes: Comprehensive monitoring & alerting. We collect log data on the activities of users, and review/audit it. Coupled with intelligent baselining & effective prioritisation, enabling critical alerts to be raised to the right people at the right time. Knowledgeable analysts. understand and remediate possible attacks and incidents. Deciphering the information generated through monitoring. We provide regular reports/reviews to ensure the service continues to deliver at expected levels. This means no issues are missed, and alerts can be analysed/understood after the event. Our flexible process isn't tied to specific design so the service can evolve based changes to GPG13
• Incident management type: Supplier-defined controls
• Incident management approach: Security incidents are inevitable and they will vary in their business impact. All incidents need to be effectively managed, particularly those that invoke the organisation’s disaster recovery and business continuity plans. How risk are managed? Obtain senior management approval and backing. Establish an incident response capability. Provide specialist training Define the required roles and responsibilities Establish a data recovery capability Test the incident management plans Decide what information will be shared and with whom Collect and analyse post-incident evidence Conduct a lessons learned review Educate users and maintain their awareness Report criminal incidents to Law Enforcement.

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Social Value

• Social Value:

  Social Value

  • Fighting climate change
  • Covid-19 recovery
  • Tackling economic inequality
  • Equal opportunity
  • Wellbeing

  Fighting climate change

  Step 1 — Discovery: Asking questions regarding environmental management practices, current suppliers and management procedures. This phase provides the backbone for all subsequent phases. Step 2 — Alignment: Identify/investigate characteristics of stakeholders playing a role in the success of the business. We identify areas/opportunities for stakeholders to collaborate in creating sustainable practices and aligned projects. Step 3 — Establishing Priorities: Analyse/prioritise actions taken to ensure effective participation in sustainability. Considering interactions sustainability has with commercial strategy and objectives. We focus on high win-win components, whilst considering relevant legislation and standards. Initial actions should deliver positive commercial impact for the client, in addition to the chosen areas of sustainability. Step 4 — Implementation: Based on steps 1 to 3, we will identify actions that can fast-track sustainability. We work closely with clients to collate all information into working documents containing objectives, KPIs, actions, deadlines, and responsibilities. Step 5 — Looking, Learning and Adapting: We view sustainability from different perspectives, helping clients ‘look, learn and adapt,’ so they can embed approaches which create their own sustainability heritage. All stakeholders are guided to work together in achieve ongoing successes, with commerce and sustainability interlinked.

  Covid-19 recovery

  Our service provisions can play a crucial role in supporting COVID-19 recovery efforts in several ways: Remote Work Solutions: With many organizations shifting to remote work arrangements during the pandemic, many of our services can provide essential tools and platforms for communication, collaboration, and project management, enabling clients to maintain productivity while ensuring the safety and well-being of their employees. Data Security and Compliance: Our services offer robust security measures and compliance frameworks to protect confidential information and ensure compliance with relevant regulations, such as GDPR. Scalability and Flexibility: The flexibility and scalability of our services allow clients to quickly adapt to changing demands and scale their operations as needed during the recovery phase. Whether it's scaling up to meet increased demand for online services or scaling down to optimise costs, we provide the agility and flexibility required for effective recovery efforts. Cost-Efficiency: We provide efficient and effective services at cost-effective rates. This cost-efficiency is particularly beneficial for organisations facing budget constraints or financial uncertainty as they navigate the recovery phase.

  Tackling economic inequality

  We consider it imperative to ensure the talents and skills available throughout the entire community are considered where opportunities to support programme delivery arise. We are committed to achieving and maintaining a workforce & supply chain which broadly reflects our values and the local community in which our support is being provided. This results in local community investment and benefit. We will: Actively promote awareness regarding careers in local areas of skill shortages relevant to the contract Aim to recruit and train people from the local community not currently in work or education Ensure that the contract fulfils the criteria of “good work” – as defined in the Good Work Plan (fair pay, participation and progression, voice and autonomy, etc) Always consider the impact of economic inequality through our services and embed objectives into programme governance and PMO processes, developing KPIs to effectively evaluate these processes and actively challenge any decisions which don’t actively address economic inequality. We will collect data covering the following areas: • Income Inequality. - the extent to which income is distributed unevenly in a group of people. • Pay Inequality – the difference between people’s pay from employment only. • Wealth Inequality – the unequal distribution of assets in a group of people. • Gender pay gap – ensuring that people are paid based on experience and subject matter expertise only. • Embracing equality and diversity thus attracting a broad range of talent. We have adopted the Gini Index for measuring, monitoring and reporting against income distribution across local populations. The Index serves as a gauge of economic inequality. We will use the collected data to ensure that resource connected to our programmes are all paid fairly for their level of expertise and experience. Furthermore, we will develop individuals and invest in local supply chains.

  Equal opportunity

  We are committed to promoting diversity, equity, and inclusion within our internal and external workforce. Our approach aims to address issues related to inequality in employment, skills, and pay, both within our organisation and those of our key sub-contractors. This method statement outlines our strategies to meet the Award Criteria, demonstrating our understanding of the issues and presenting concrete measures to tackle inequality. Measures to Tackle Inequality: Recruitment and Hiring Practices: • Ensure inclusive recruitment processes to attract a diverse pool of candidates. • Set diversity targets for hiring and track progress regularly. • Provide unconscious bias training for hiring managers. Skills Development: • Design and implement training programmes to enhance the skills of all employees, ensuring equal access and opportunities for professional development. • Establish mentorship and coaching programmes to support underrepresented groups. Pay Equality: • Conduct regular pay equity audits to identify and rectify any discrepancies. • Promote transparency in pay structures and communicate the organisation's commitment to fair compensation. • Provide ongoing training to HR and management to ensure awareness of pay equity principles. Monitoring and Reporting: • Implement a robust monitoring system to track key metrics related to employment, skills development, and pay equality. • Produce regular reports assessing the impact of implemented measures and outlining areas for improvement. Linea is dedicated to fostering an inclusive and equitable contract workforce. Our method statement demonstrates a comprehensive understanding of the issues surrounding inequality in employment, skills, and pay. Through proactive measures, continuous monitoring, and collaboration with key stakeholders, we are committed to creating a workplace that reflects diversity, promotes skill development, and ensures fair compensation for all.

  Wellbeing

  We are committed to promoting and maintaining the mental health and well-being of our internal and external workforce. We recognise that mental health is a vital component of overall well-being, and we are dedicated to creating a supportive work environment that fosters mental health awareness, reduces stigma, and provides resources for employees to seek help when needed. Objectives: Promote Mental Health Awareness: We conduct regular awareness campaigns to educate employees about mental health, reduce stigma, and encourage open conversations. We provide information on common mental health issues and available resources. Create a Supportive Work Environment: We aim to foster a culture of inclusivity, empathy, and respect. We encourage open communication and ensure workers feel comfortable discussing mental health concerns without fear of discrimination or judgment. Provide Resources and Support: We offer access to mental health resources, such as counselling services, support groups, and educational materials. Confidentiality: We ensure confidentiality regarding employees' mental health concerns. Information about an employee's mental health will only be disclosed to relevant parties with the employee's explicit consent, except in cases where there is a risk of harm to the employee or others. Return-to-Work Support: We have implemented a structured return-to-work programme for employees who have been on mental health-related leave, providing support and accommodations as needed. EAP (Employee Assistance Programme): We provide access to an Employee Assistance Programme offering confidential counselling services, mental health assessments, and referrals to appropriate professionals or services.

Pricing

• Price: £348 a unit a month
• Discount for educational organisations: No
• Free trial available: No

Service documents

• Pricing document

  PDF

• Skills Framework for the Information Age rate card

  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 claire.schneider@lineaassociates.net. Tell them what format you need. It will help if you say what assistive technology you use.