GRAYCE GROUP LIMITED
Grayce // Cloud Migration Planning Services
Grayce’s Cloud Support Service provides scalable, low‑risk support for the delivery of cloud‑based projects and programmes. Our consultants strengthen client teams with capability across business analysis, product management, project and programme support, software and data delivery, working in secure and non-secure onshore environments.
Our consultant transfer option ensures knowledge retention.
Features
- Low-cost Cloud Support Consultant Service supporting cloud projects
- Scalable, onshore consultants embedded within client delivery teams
- Support across Discovery, Alpha, Beta and Live cloud phases
- Agile Business Analysis covering user stories, requirements and solution design
- Agile Project Management across Scrum, Kanban, planning and reporting
- PMO expertise including governance, assurance, benefits and risk management
- Data analysis capability including analytics, visualisation and business intelligence
- Vendor‑agnostic support across multi‑supplier cloud environments
- Delivery aligned to client security, data protection and governance requirements
- Public sector experience including complex CG and Health programmes
Benefits
- Reduces costs and reliance on contractors by up to 40%
- Improves workforce diversity and balance of capability
- Enables long‑term capability, with around 70% of consultants transitioning permanently
- Increases innovation through digitally native, user‑centred delivery approaches
- Improves team performance through continuous development and assurance
- Builds sustainable internal capability through structured knowledge transfer
- Faster delivery across cloud design, build, migration and live services
- Reduces delivery and operational risk through governed, assured execution
- Rapid deployment to support changing delivery priorities
- Improves workforce flexibility, diversity and innovation through last-mile training
Architecture roles
Business architect
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Data architect
| £400.00 |
|
| £550.00 |
|
Enterprise architect
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Network architect
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Security architect
| £400.00 |
|
| £550.00 |
|
Solution architect
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Technical architect
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Cyber security roles
Cyber security audit and assurance
| £550.00 |
|
Cyber security governance and risk management
| £360.00 |
|
| £550.00 |
|
Cyber security monitoring
| £360.00 |
|
| £550.00 |
|
Cyber security incident response
| £360.00 |
|
| £550.00 |
|
Cyber security vulnerability management
| £360.00 |
|
| £550.00 |
|
Cyber security digital forensics
| £360.00 |
|
| £550.00 |
|
Cyber security testing
| £360.00 |
|
| £550.00 |
|
Cyber security secure design
| £360.00 |
|
| £550.00 |
|
Data roles
Analytics engineer
| £320.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Data analyst
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Data engineer
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Data governance manager
| £400.00 |
|
| £550.00 |
|
Data scientist
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Machine learning engineer
| £550.00 |
|
Performance analyst
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
IT operations roles
Application operations engineer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Business relationship manager
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Change and release manager
| £360.00 |
|
| £360.00 |
|
| £400.00 |
|
Command and control centre manager
| £360.00 |
|
| £550.00 |
|
| £550.00 |
|
End user computing engineer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
IT service manager
| £320.00 |
|
| £400.00 |
|
| £550.00 |
|
Incident manager
| £360.00 |
|
| £400.00 |
|
Infrastructure engineer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Infrastructure operations engineer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Problem manager
| £360.00 |
|
| £400.00 |
|
Service desk manager
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
Service transition manager
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Product and delivery roles
Business analyst
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Delivery manager
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Digital portfolio manager
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
Product manager
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Programme delivery manager
| £550.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Test engineer
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Software development roles
Development operations (DevOps) engineer
| £320.00 |
|
| £320.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
| £550.00 |
|
| £550.00 |
|
Frontend developer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
Software developer
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £550.00 |
|
| £550.00 |
|
| £550.00 |
|
| £550.00 |
|
User-centred design roles
User researcher
| £320.00 |
|
| £360.00 |
|
| £400.00 |
|
| £400.00 |
|
| £550.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
Citation
-
ISO/IEC 27001 accreditation date
-
Thursday 22 September 2022
-
What the ISO/IEC 27001 doesn’t cover
-
It is full scope
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
Bb57df98-67c9-47e0-8585-067783e946f2
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
Social value
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Section B - Commitment for Future: Delivery
-
-
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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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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
-
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
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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
-
Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
-
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
-
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
-
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
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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
-
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
-
Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
-
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 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
-
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 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
-
Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
-
Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
-
Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
-
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
-
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
-
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
-
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
-
Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
-
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
-
Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
-
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
-
Introducing transparency to pay and reward processes
-
Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
-
Working conditions which promote an inclusive working environment and promote retention and progression
-
Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
-
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
-
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 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
-
Other measures to offer development opportunities for the target cohort(s) in 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
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