| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £1,500.00 | |
| Senior solution architect | £2,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,500.00 | |
| Senior technical architect | £2,000.00 |
PEOPLEWARE LTD
Workforce Management System Configuration and Consulting (WFM)
Workforce Management experts have the ability to migrate your Workforce Management applications to a new platform and help support Workforce Optimisation efforts. Our expertise covers Workforce Management Advisory, Configuration, Integration with other platforms, core configuration changes and support.
Features
- Organisational Change Management and Training approach
- Developing WFM practise
- Experts in Peopleware WFM
- Custom Reports and integration with BI/HR/Payroll
- Integration capability across multiple ACDs/CRM/HR/Payroll platforms
- Health Checks: people, process, and systems
- What-if Scenario/Capacity Planning
- Forecast & Schedule Optimisation
Benefits
- Improve your customer experience, employee engagement, and reduce your costs
- What-if experiments to help make informed decisions
- Get the most value from Peopleware through various schedule optimisations.
- Analyse your setup, correct technical flaws, and provide recommendations
- Tailor your reports to your stakeholders specific needs
- Integration avoid data duplication
- Ensure Peopleware implementation provides continued value
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
1 2 9 7 4 3 6 5 7 6 8 1 1 1 3
Contact
PEOPLEWARE LTD
Johnny Basra
Telephone: +44 7512712454
Email: johnny.basra@peopleware.com
About the service
- Service categories
-
- Cloud Support Services
- Training
- Basic user - cloud based services
- Basic user - cloud based services
- Super user - Cloud Based Services
- Super user - Cloud Based Services
- Advanced troubleshooting skills
- Advanced troubleshooting skills
- Function/service optimisation skills
- Function/service optimisation skills
- Other
- Other
- Basic user - cloud based services
- Training
- Cloud Support Services
Service scope
- Service constraints
- NA
User support
- Email or online ticketing support
- Yes
- Support response times
- Depends on the product plan.
- 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
- No
- Support levels
-
Each plan comes with support from our experts. All plans include assessment, diagnosis, and recommended resolution of suspected faults and performance issues with the injixo platform. This support is sometimes known as break/fix. Users of the Essential and Advanced plans can get support via email, and requests from Advanced customers are given priority. Users of the Enterprise plan may request support by phone or email and are given the highest priority. Enterprise users have the option to put in place a service level agreement.
Users of all plans have the option to purchase an extended support service. This includes contact by phone as well as email and goes beyond break/fix to include advice on usage of the application, WFM best practices, and process improvement.
Supplier type
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- No
Government Digital and Data Roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business analyst | £1,250.00 | |
| Senior business analyst | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Developer | £1,500.00 | |
| Senior developer | £2,000.00 |
Standards and certifications
- ISO/IEC 27001 certification
- Yes
- ISO/IEC 27001 accredited by
- MSECB
- ISO/IEC 27001 accreditation date
- Monday 3 June 2024
- What the ISO/IEC 27001 doesn’t cover
- Not applicable as Peopleware’s Information Security Management System covers the provision, operation, maintenance, and management of the Peopleware platform. It sets out the obligations that we place on Peopleware employees and third-party suppliers who create, maintain, store, access, process, or transmit information within our development & staging environments, and the production environment that is accessed by customers.
- 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
- In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- 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
- 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
- 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
- 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
- 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 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
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
- 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
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- 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
- 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
- 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
Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.
- 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
- Understanding of issues relating to entering the contract workforce
- 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
Service documents
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 johnny.basra@peopleware.com.
Tell them what format you need. It will help if you say what assistive technology you use.