NEW VERVE CONSULTING LTD.
Atlassian Professional Services
As an Atlassian Cloud- and ITSM-specialized partner, we work alongside you to design, build, deploy, and support Atlassian solutions that meet your specific needs. Our experienced team enables you to move towards more collaborative and agile ways of working, empowering users and increasing adoption, allowing you to focus on value.
Features
- Strategic support, innovation, and guidance for Atlassian Cloud
- Specialist Atlassian Cloud implementation services and support
- Proactive insights for Agile, IT Service Management and DevOps practices
- Deep AI integration with Rovo, Loom, Teamwork Graph, MCP Server
- Jira, Confluence, Bitbucket automation (no-code, scripts, pipelines)
- Atlassian Connect & Forge development services for bespoke requirements
- Comprehensive training for effective onboarding and adoption at all levels
- Atlassian estate, site backup, and information security management
Benefits
- Work with ITSM and Cloud-Specialized Atlassian Platinum Solution Partner
- Learn from Atlassian-certified experts
- Streamline supplier onboarding through our Cyber Essentials certification
- Maintain compliance with our security-cleared staff
- Leverage our advanced product and ecosystem knowledge
- Benefit from proactive insights & recommendations
- Maximise value with bespoke solutions tailored to your needs
- Enjoy our innovative, dynamic, collaborative and transparent approach to delivery
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
1 8 5 3 2 9 3 7 6 9 6 9 6 3 2
Contact
NEW VERVE CONSULTING LTD.
Tushar Singh
Telephone: +441416749505
Email: hello@newverveconsulting.com
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data auditing and organising
- Data/information structure design
- Engagement and communication planning
- Project management and governance
- Service optimisation/right sizing
- Mobilisation coordination
- Other
Service scope
- Service constraints
- N/A
User support
- Email or online ticketing support
- Yes, at extra cost
- Support response times
- We offer flexible SLAs. Our standard offerings are Standard and Premium. Standard = 9-5, Monday-Friday. Premium = 8-8, Monday-Friday. We provide weekend support at additional cost. Refer to our Atlassian Managed Support services for costs.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AA
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- Yes, at an extra cost
- Web chat support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support accessibility standard
- WCAG 2.2 AA
- Web chat accessibility testing
- We use Slack as our web chat tool. Accessibility was evaluated by Slack’s internal accessibility team, 3rd party accessibility firms, expert testers & assistive technology users. There is guidance online on how to use screen readers with the Slack desktop app - https://get.slack.help/hc/en-us/articles/360000411963-Use-a-screen-reader-with-Slack-s-desktop-app.
- Support levels
- When you purchase an Atlassian Cloud subscription, you gain access to Atlassian support. The plan you purchase (Standard/Premium/Enterprise) dictates what SLA you will receive. We recommend New Verve's support plans if you require dedicated SLAs with phone and on-site coverage. We also recommend our plans for flexibility: there are no limitations on what you can ask. - Local support - Coverage for Atlassian products as well as third-party Marketplace apps - Coverage for all of your users, not just admins or named contacts - Solid SLAs - Access to a 24-hour user-friendly service desk - Telephone and remote support - Insights and pro-active recommendations We provide two main service plans (refer to our listed service Atlassian Managed Support). All prices are in GBP and are quoted exclusive of VAT. Each of our support plans includes a basic provision of support hours to cover your high priority needs. If you need additional help to set up, configure, and administer your Atlassian applications, you have the option to purchase additional support hours. Standard (9-5, Monday-Friday, Standard SLA) Premium (8-8, Monday-Friday, Premium SLA)
- AI chatbot
- Yes
Resellers
- Supplier type
- Reseller providing extra features and support
- Organisation whose services are being resold
- Atlassian
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate business architect | £1,500.00 | |
| Business architect | £1,700.00 | |
| Lead business architect | £1,900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,500.00 | |
| Senior data architect | £1,700.00 | |
| Chief data architect | £1,900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,500.00 | |
| Senior enterprise architect | £1,700.00 | |
| Lead enterprise architect | £1,900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £1,500.00 | |
| Senior solution architect | £1,700.00 | |
| Lead solution architect | £1,900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,500.00 | |
| Senior technical architect | £1,700.00 | |
| Lead technical architect | £1,900.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| IT service analyst | £1,300.00 | |
| IT service manager | £1,500.00 | |
| Senior IT service manager | £1,700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk analyst | £1,300.00 | |
| Senior service desk analyst | £1,500.00 | |
| Service desk manager | £1,700.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £1,000.00 | |
| Junior business analyst | £1,200.00 | |
| Business analyst | £1,300.00 | |
| Senior business analyst | £1,500.00 | |
| Lead business analyst | £1,700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Delivery manager | £1,300.00 | |
| Senior delivery manager | £1,500.00 | |
| Head of (Agile) delivery management | £1,700.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| DevOps engineer | £1,300.00 | |
| Senior DevOps engineer | £1,500.00 | |
| Lead DevOps engineer | £1,700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Developer | £1,300.00 | |
| Senior developer | £1,500.00 | |
| Lead developer | £1,700.00 |
Non-mandatory 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
- Please provide your Cyber Essentials Certificate Number
- 946646a2-4c56-469f-9215-5a0959f00814
- 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
- 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
- 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.
-
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: 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 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
- Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
- Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
- Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- 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
-
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
- 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
- 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
- Introducing transparency to pay and reward processes
- 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: 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 hello@newverveconsulting.com.
Tell them what format you need. It will help if you say what assistive technology you use.