FORRIT TECHNOLOGY LIMITED
Forrit One Support
Forrit provides support services to assist with the implementation and management of the Forrit One Platform. Forrit One is a secure, cloud-native Content Management System (CMS) built on Microsoft Azure. It enables organisations to create, manage, and optimise websites and digital experiences with enterprise-grade scalability, compliance, and security.
Features
- Automated provisioning of Azure resources via Service Delivery Hub
- Full Microsoft Entra ID/Active Directory integration
- Consolidated dashboard
- Page Builder and HTML Component Editor
- Integration with third-party APIs (location , localisation)
- Media Library with metadata tagging and advanced search
- Telemetry and alerting through Azure Application Insights
- Hybrid Headless CMS
- Cloud Native - use any cloud provider
- Version Control & Rollback
Benefits
- Simplifies resource configuration processes
- Efficiency: Rapid deployment and reusable components reduce time-to-market
- Scalability: Elastic cloud hosting on Microsoft Azure
- Security: RBAC, MFA, and compliance with ISO27001 and Cyber Essentials
- Consolidates your web estate
- Ensures brand consistency
- Enables easy building and editing of webpages
- Allows rapid localisation
- Flexibility: Supports complex enterprise requirements and integrations
- Delivers significant cost savings
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
1 5 8 5 1 1 9 5 6 2 5 0 8 5 4
Contact
FORRIT TECHNOLOGY LIMITED
Forrit
Telephone: 0131 460 1874
Email: businessdesk@forrit.com
About your service
- Service categories
-
Cloud Support Services
Ongoing Support
- Product support capabilities
- Logging and management of incidents
- End user training coordination
Service scope
- Service constraints
- Support only being available remotely
User support
- Email or online ticketing support
- Yes
- Support response times
- Standard support is provided Monday to Friday, 09:00–17:00 UK time. Extended or 24x7 support is available under a separate agreement.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AA
- Phone support
- Yes
- Phone support availability
- 24 hours, 7 days a week
- Web chat support
- No
- Support levels
-
PM Account Manager aligned to each account.
Support Hours - Standard support is provided Monday to Friday, 09:00–17:00 UK time. Extended or 24x7 support is available by prior arrangement under a separate agreement.
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Staff screening not performed
- Government security clearance
- None
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead enterprise architect | £1,500.00 | |
| Principal enterprise architect | £2,180.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead solution architect | £1,500.00 | |
| Principal solution architect | £2,180.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £2,180.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business relationship manager | £900.00 | |
| Senior business relationship manager | £1,200.00 | |
| Lead business relationship manager | £1,500.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Delivery manager | £960.00 | |
| Senior delivery manager | £1,200.00 | |
| Head of (Agile) delivery management | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Product manager | £960.00 | |
| Senior product manager | £1,200.00 | |
| Lead product manager | £1,500.00 | |
| Head of product | £2,180.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £850.00 | |
| QAT analyst | £960.00 | |
| Senior QAT analyst | £1,200.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £490.00 | |
| Junior frontend developer | £670.00 | |
| Frontend developer | £850.00 | |
| Senior frontend developer | £960.00 | |
| Lead frontend developer | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice developer | £490.00 | |
| Junior developer | £670.00 | |
| Developer | £850.00 | |
| Senior developer | £960.00 | |
| Lead developer | £1,200.00 | |
| Principal developer | £1,500.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- QAS International
- ISO/IEC 27001 accreditation date
- Monday 4 March 2024
- What the ISO/IEC 27001 doesn’t cover
- N/A.
- 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
- 7048fd74-f718-4427-8390-1529f043eb38
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
- 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
- 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
- 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
- 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
- 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
-
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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
-
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
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 businessdesk@forrit.com.
Tell them what format you need. It will help if you say what assistive technology you use.