LARMER BROWN LIMITED

Engage365

Engage365 is the only LMS fully integrated with MS365. Engage365 is an employee engagement solution that’s designed to ensure people feel valued and engaged with the employee check-in– a framework for regular two-way feedback and reflection, coaching and recognition.

Features

• Fully integrated with the clients own MS365 instance
• Create Employee Check-ins
• Receive Employee Feed back
• Add colleague recognition

Benefits

• Receive data reflecting employee engagement
• Align objectives and requests to business strategies
• Report and analysis data for employee reviews

• Education pricing available
• Free trial available

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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

Framework

G-Cloud 15

Service ID

206163327293867

Contact

Janice C Brown
07774184589
sales@larmerbrown.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes
• What software services is the service an extension to: MS365
• Cloud deployment model: Private cloud
• Service constraints: None - upgrades are quarterly and applied out of hours. ; Only pre-requisite is MS365
• System requirements:
  • Admin and User access via Chrome provides a better experience
  • Users any Browser, MS Teams or download the Mobile App

User support

• Email or online ticketing support: Yes
• Support response times: Depending on issue from 2 hours. We have 99.7% uptime.
• 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
• Onsite support: Yes, at extra cost
• Support levels: All technical support is included in subscription charge. Two hour response time is achieved Monday to Friday between 9am and 5pm. Each client is assigned a named technical support person and consultant.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: We offer pre-sale proof of concept environment. Extensive Lesson Plan is used to identify priorities for Discovery Workshop. Following each 2 hour session Admins consolidate knowledge either in POC or own pre-production environment. Critical Path Plan is maintained by both parties and reviewed weekly until Go Live.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
  • Other
• Other documentation formats:
  • ELearning
  • Knowledge Base
  • OnLine Help Centre
• End-of-contract data extraction: All learning content is stored in the client's own SharePoint environment,; User and tracking data stored in Learn365 application can be exported into multiple formats for migration purposes.; Tracking data in existing LMS can also be migrated to Learn365.
• End-of-contract process: 60 days notice required.; Support is available for one month after end of subscription.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Chrome
• Application to install: Yes
• Compatible operating systems:
  • Windows
  • Other
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Users can access learning via mobile app. If required, learning can be downloaded and consumed off-line. When the user is back on-line the results are uploaded,
• Service interface: No
• User support accessibility: WCAG 2.2 AA
• API: Yes
• What users can and can't do using the API: Admins can use the API to link to a third party application. LTI's can also be used top link to LMS. There are no limits or charges.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Global Admin - installation (2.5 hours) assign Admins to five different roles, configure system emails, AI activation or not; Admins - Branding, learning paths by job role, uploading content from any source, configuration to support requisite workflow, reporting, content builder, hierarchal reporting

Scaling

• Independence of resources: Yes - guaranteed

Analytics

• Service usage metrics: Yes
• Metrics types: 1. Training overview ; 1. Content package counts; 3. Learning module; 4. Quiz status; 5. Courses information; 6. Session attendance; 7. Surveys taken; 8. Users Enrolment; 9. Training progress ; 10. Learner progress; 11. Training duration
• Reporting types:
  • Real-time dashboards
  • Regular reports
• Resource tagging: Yes
• FOCUS resource tagging: Yes

Resellers

• Supplier type: Reseller providing extra features and support
• Organisation whose services are being resold: Zensai UK Limited

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: Yes
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least every 6 months
• Penetration testing approach: Another external penetration testing organisation
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Physical access control, complying with another standard
  • Encryption of all physical media
  • Scale, obfuscating techniques, or data storage sharding
• Data sanitisation process: No
• Equipment disposal approach: A third-party destruction service

Data importing and exporting

• Data export approach: Jamal??
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • Excel
  • PowerPoint
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • Private network or public sector network
  • TLS (version 1.2 or above)
  • Legacy SSL and TLS (under version 1.2)
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • Legacy SSL and TLS (under version 1.2)

Availability and resilience

• Guaranteed availability: LRS is hosted by private cloud provider who guarantee 99.7% uptime
• Approach to resilience: Available upon request
• Outage reporting: Email alerts

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: We implement role based access controls combined with MFA.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: ELearning Course completed with assessments reviewed six monthly. All employees must complete and pass every six months.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Upgrades are released three monthly. The Larmer Brown Team undertake UAT. For Enterprise clients a UAT environment with Test Scripts is available, with technical support if required. Upgrades are only scheduled once the client has signed off the requirement.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Potential threats are assessed via weekly security checks and scanning.; Firewalls and gateways are configured and monitored.; Patches are usually identified, fixed and applied within 3 working days.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Potential compromises are detected via alerts and daily monitoring.; In case of a potential compromise we follow our internal security policy actions by containing the compromise and taking corrective actions to prevent a repeat compromise.; Incidents are addressed immediately as part of our incident management process.
• Incident management type: Supplier-defined controls
• Incident management approach: Azure Private Cloud is managed by Zensai, who we understand manage several central government private clouds. The Larmer Brown process is instigated via either a ticket, email or call to our Support Desk. Any incidents are discussed with a Zensai Technical Support Contact and a process is agreed. Any incidents are documented, and a report is sent to the client.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: All core functionality included in proof of concept with technical support. Usually one month in duration but can be extended if requested.

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 18%
• Between £250,000 and £500,000: 25%
• Between £500,001 and £1,000,000: 35%
• Between £1,000,001 and £2,500,000: 45%
• Between £2,500,001 and £5,000,000: 55%
• Over £5,000,001: 60%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: LRQA Group Limited
• ISO/IEC 27001 accreditation date: Thursday 6 April 2017
• What the ISO/IEC 27001 doesn’t cover: N/A
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: LRQA Group Limited
• ISO 9001 accreditation date: Thursday 6 April 2017
• What the ISO 9001 doesn’t cover: N/A
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: Yes
• Who accredited the PCI DSS certification: Blackfoot UK Limited
• PCI DSS accreditation date: Friday 8 August 2025
• What the PCI DSS doesn’t cover: N/A
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: Df5d1835-b4cd-4288-a430-0429441d5778
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: 7f4ec699-4b44-408e-88d8-cba0769858f9
• Other security certifications: Yes
• Any other security certifications:
  • ISO27017
  • ISO27018
  • NCSC Certified
  • SOC 2 Type 2 Report
  • Carbon FootprinT Standard (PAS 2060)

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
    • 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 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
    • 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
    • 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
    • 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
    • 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 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: 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
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery

  • 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

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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