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DIONACH LTD

PCI DSS Services

Dionach is a PCI Qualified Security Assessor (QSA) and PA-QSA which enables us to provide reliable, practical advice to help your business remain compliant with PCI DSS. Dionach offer a variety of services to help with your compliance. In Q2 2017 Dionach will also be a PCI Forensic Investigator (PFI).

Features

  • PCI DSS Scope Review
  • PCI QSA Consultancy
  • SAQ Consultancy
  • PCI ASV Scanning
  • Penetration Testing
  • Report on Compliance (RoC)
  • Payment Application QSA
  • Forensic Investigations
  • Payment Forensic Investigations

Benefits

  • Achieve PCI compliance
  • Implement PCI efficiently
  • Managing ongoing PCI DSS requirements
  • Reduce likelihood of significant data loss
  • Understand PCI and reduce ongoing burden

Pricing

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 tenders@dionach.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

1 5 2 6 0 0 5 8 5 2 6 3 7 1 2

Contact

DIONACH LTD Bid Team
Telephone: 01865 877830
Email: tenders@dionach.com

About your service

Service categories

Cloud Support Services

Security Services

  • Security audit services
  • Security quality assurance (QA) and testing

Service scope

Service constraints
All PCI engagements are strictly limited to the systems, processes and personnel included within the agreed scope. Activities cannot extend into areas not declared unless additions are agreed through a re‑scoping exercise. Compliance assessments depend on the accuracy and completeness of evidence, documentation, and access provided by the client. Activities such as CHD discovery or forensic analysis may require running approved tools on client systems. Formal assessments may require onsite access, scheduled interviews, and observation of processes; constraints may apply where where client operational restrictions prevent testing of specific systems or locations.

User support

Email or online ticketing support
Yes
Support response times
Within 24hrs
User can manage status and priority of support tickets
No
Phone support
Yes
Phone support availability
9 to 5 (UK time), Monday to Friday
Web chat support
No
Support levels
All engagements include direct access to named specialists rather than a generic ticketing queue. Engagements are led by a qualified PCI QSA. Contract management and project delivery support is also included at no extra cost. Direct contact details are provided for all associated personnel, who can be contacted at any time within working hours and will respond to all queries within 24 hours

Resellers

Supplier type
Not a reseller

Staff security

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

Pricing

Discount for educational organisations
No

Architecture roles

Security architect
Role level UK Rate Offshore Rate
Security architect £1,600.00
Lead security architect £1,800.00
Principal security architect £2,000.00

Cyber security roles

Cyber security audit and assurance
Role level UK Rate Offshore Rate
Lead cyber security audit and assurance £1,800.00
Principal cyber security audit and assurance £2,000.00
Cyber security governance and risk management
Role level UK Rate Offshore Rate
Associate cyber security governance and risk manager £1,600.00
Lead cyber security governance and risk manager £1,800.00
Principal cyber security governance and risk manager £2,000.00
Cyber security incident response
Role level UK Rate Offshore Rate
Associate cyber incident response £1,600.00
Lead cyber security incident response £1,800.00
Principal cyber security incident response £2,000.00
Cyber security vulnerability management
Role level UK Rate Offshore Rate
Associate cyber security vulnerability management £1,400.00
Lead cyber security vulnerability management £1,600.00
Principal cyber security vulnerability management £1,800.00
Cyber security digital forensics
Role level UK Rate Offshore Rate
Associate cyber security digital forensics £1,600.00
Lead cyber security digital forensics £1,800.00
Principal cyber security digital forensics £2,000.00
Cyber security testing
Role level UK Rate Offshore Rate
Associate cyber security testing £1,400.00
Lead cyber security penetration testing £1,600.00
Principal cyber security testing £1,800.00
Cyber security secure design
Role level UK Rate Offshore Rate
Associate cyber security secure systems architecture and design £1,600.00
Lead cyber security secure systems architecture and design £1,800.00
Principal cyber security secure systems architecture and design £2,000.00

Non-mandatory Standards and certifications

ISO/IEC 27001 certification
Yes
Who accredited the ISO/IEC 27001
Amtivo Group Limited
ISO/IEC 27001 accreditation date
Friday 15 August 2003
What the ISO/IEC 27001 doesn’t cover
None, entire organisation is covered in scope.
ISO 28000:2022 certification
No
ISO 9001 certification
Yes
Who accredited the ISO 9001 certification
Amtivo Group Limited
ISO 9001 accreditation date
Thursday 14 March 2019
What the ISO 9001 doesn’t cover
None, entire organisation is covered in scope.
Quality management systems (QMS)
Yes
CSA STAR certification
No
PCI certification
No
Cyber essentials
Yes
Please provide your Cyber Essentials Certificate Number
1d383b81-1c83-4539-a508-c4a20d646a4f
Cyber essentials plus
Yes
Please provide your Cyber Essentials Plus Certificate Number
546690db-1233-4f0b-8240-27203811df70
Other security certifications
Yes
Any other security certifications
  • CREST Certified
  • NCSC CHECK
  • PCI-DSS-QSA

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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • 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
    • 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
    • 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

  • 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
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • 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
    • 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)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • 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

  • 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

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 tenders@dionach.com. Tell them what format you need. It will help if you say what assistive technology you use.