BDQ
Asana Work Management - Implementation, Support and Consultancy
BDQ provides outcomes-focused consultancy across a multi-vendor toolset, delivering implementation, process analysis, training, and ongoing support. We help ensure solutions are adopted, governed, and continuously improved. Flexible options include Basic, Standard or Bespoke packages, Fixed Price projects, Time & Materials, and a Consultancy Time Bank.
Features
- Asana implementation aligned to team workflows and delivery needs.
- Workspace, project, and template setup for consistent execution.
- Automation rules configured to reduce manual task administration.
- Integrations configured with collaboration and productivity toolsets.
- Training and adoption support for teams and project leaders.
Benefits
- Improved visibility across work, priorities, and delivery progress.
- Faster project execution through standardised processes and templates.
- Reduced admin overhead using automation and structured workflows.
- Higher adoption through tailored enablement and coaching.
- Better cross-team collaboration and accountability for outcomes.
Business architect
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
£1,200.00 |
| £1,200.00 |
£1,200.00 |
Enterprise architect
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Solution architect
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Technical architect
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Data engineer
| £900.00 |
£700.00 |
| £1,200.00 |
£700.00 |
| £1,200.00 |
|
Application operations engineer
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
IT service manager
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Service desk manager
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
Business analyst
| £900.00 |
£900.00 |
| £900.00 |
£900.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Delivery manager
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,400.00 |
|
Programme delivery manager
| £1,200.00 |
|
Quality assurance testing (QAT) analyst
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £900.00 |
|
| £1,200.00 |
|
Test engineer
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
Test manager
| £1,200.00 |
|
| £1,400.00 |
|
Development operations (DevOps) engineer
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,400.00 |
|
| £1,400.00 |
|
Frontend developer
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
Software developer
| £900.00 |
£700.00 |
| £900.00 |
£700.00 |
| £1,200.00 |
£700.00 |
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
| £1,200.00 |
|
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
-
Yes
-
Cyber Essentials Certificate Number
-
Provided
-
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
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
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
-
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.
-
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
-
Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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
-
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
-
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
-
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
-
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
-
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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