TEKWURX LIMITED
Tekwurx Cloud Resource Augmentation Service
As organisations transition to the cloud—or prepare for the journey—our experienced team is ready to collaborate with yours to ensure a successful migration. We work seamlessly as part of your team, delivering expertise and support tailored to your project’s needs.
Features
- Highly skilled and experienced resources to augment internal teams
- Solution architecture, planning, governance, implementation, training & BAU support
- Broad and deep market sector knowledge
- Security-cleared (SC) resources
- PRINCE2-certified project management ensuring controlled, predictable delivery
- Leverages >20 years of subject matter expertise
- Knowledge transfer ensuring client self-sufficiency at service completion
- Support BMC Helix, EasyVista, Lansweeper, Tekwurx uControl, other...
Benefits
- Reduced time to deliver projects and gain ROI
- Maintain or reduce project-delivery headcount.
- Improved flexibility
- Increased productivity
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
1 3 3 2 5 7 0 3 6 2 3 1 3 8 9
Contact
TEKWURX LIMITED
Nik Dimmock
Telephone: +44 203 740 1905
Email: sales@tekwurx.com
About your service
- Service categories
-
Cloud Support Services
Cloud Migration Planning
- Enterprise architecture
- Cloud gap assessment
- Architecture options analysis
- Delivery Road-mapping
Service scope
- Service constraints
- None
User support
- Email or online ticketing support
- No
- Phone support
- No
- Web chat support
- No
- Support levels
- Not applicable to this service
Resellers
- Supplier type
- Reseller providing extra support
- Organisation whose services are being resold
- BMC Helix, EasyVista, Lansweeper
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,500.00 | |
| Senior data architect | £2,000.00 | |
| Chief data architect | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,500.00 | |
| Senior enterprise architect | £2,000.00 | |
| Lead enterprise architect | £2,250.00 | |
| Principal enterprise architect | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,250.00 | |
| Solution architect | £1,500.00 | |
| Senior solution architect | £2,000.00 | |
| Lead solution architect | £2,250.00 | |
| Principal solution architect | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £1,250.00 | |
| Technical architect | £1,500.00 | |
| Senior technical architect | £2,000.00 | |
| Lead technical architect | £2,250.00 | |
| Principal technical architect | £2,500.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £1,250.00 | |
| Data analyst | £1,500.00 | |
| Senior data analyst | £2,000.00 | |
| Principal data analyst | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data governance manager | £1,500.00 | |
| Lead data governance manager | £2,250.00 | |
| Head of data governance | £2,500.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Configuration analyst | £1,500.00 | |
| Change and release analyst | £1,500.00 | |
| Change and release manager | £2,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| IT service analyst | £1,500.00 | |
| IT service manager | £2,000.00 | |
| Senior IT service manager | £2,250.00 | |
| Head of IT service management | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £2,000.00 | |
| Major incident manager | £2,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Problem analyst | £1,500.00 | |
| Problem manager | £2,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk analyst | £1,500.00 | |
| Senior service desk analyst | £2,000.00 | |
| Service desk manager | £2,250.00 | |
| Head of service desk | £2,500.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £800.00 | |
| Junior business analyst | £1,000.00 | |
| Business analyst | £1,500.00 | |
| Senior business analyst | £2,000.00 | |
| Lead business analyst | £2,250.00 | |
| Head of business analysis | £2,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £1,250.00 | |
| Delivery manager | £1,500.00 | |
| Senior delivery manager | £2,000.00 | |
| Head of (Agile) delivery management | £2,500.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- No
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 20b11a27-f6fe-4761-bc64-cca8b0888d47
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- None of the criteria
- Other security certifications
- No
Social value
- 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
- Plans to engage the contract workforce in deciding the most important workplace issues to address
- 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
- 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
- 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
- Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
- 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.
- 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: 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
- Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
- 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
- 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
-
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 sales@tekwurx.com.
Tell them what format you need. It will help if you say what assistive technology you use.