CPC PROJECT SERVICES LIMITED
CPC Digital Asset Management and Operations
At CPC, we're committed to enhancing asset value across transport and other sectors, leveraging cutting-edge digital solutions to address the comprehensive needs of asset management and operations. Our service is tailored to support dynamic interaction of people, processes, assets, and technology, ensuring our clients benefit from relevant targeted solutions.
Features
- Data science and analytics
- Remote condition monitoring integration
- Visualisation tools
- Interactive dashboards
- Strategic deployment support
- Dynamic scalability for growth
- Proactive service disruption minimisation
- Predictive asset and operational insights
- User-driven continuous improvement
Benefits
- Optimises whole life cost and workforce allocation
- Minimises service disruptions
- Enhances decision-making efficiency
- Provides comprehensive operational oversight
- Streamlines asset management processes
- Supports long-term strategic planning
- Adapts to evolving operational demands
- Reduces unplanned operational costs
- Facilitates predictive maintenance planning
- Aligns with sustainable management goals
Government Digital and Data Roles
Data analyst
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £1,630.00 |
|
Data engineer
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £2,000.00 |
|
Data governance manager
| £1,110.00 |
|
| £1,500.00 |
|
| £2,000.00 |
|
Data scientist
| £600.00 |
|
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £1,630.00 |
|
| £2,000.00 |
|
Machine learning engineer
| £1,110.00 |
|
| £1,500.00 |
|
Business analyst
| £600.00 |
|
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £1,630.00 |
|
| £2,000.00 |
|
Delivery manager
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £2,000.00 |
|
Programme delivery manager
| £1,500.00 |
|
Development operations (DevOps) engineer
| £600.00 |
|
| £600.00 |
|
| £690.00 |
|
| £1,110.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £1,500.00 |
|
| £1,630.00 |
|
| £1,630.00 |
|
Frontend developer
| £600.00 |
|
| £600.00 |
|
| £690.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £2,000.00 |
|
Software developer
| £600.00 |
|
| £600.00 |
|
| £690.00 |
|
| £1,110.00 |
|
| £1,110.00 |
|
| £1,500.00 |
|
| £1,500.00 |
|
| £1,630.00 |
|
| £1,630.00 |
|
Standards and certifications
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ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
ISO 9001 certification accredited by
-
LRQA Group Limited
-
ISO 9001 accreditation date
-
Wednesday 24 April 2024
-
What the ISO 9001 doesn’t cover
-
The certification covers: Management Consultancy, Project, Programme and Cost Management Services, including Employer's Agent, Principal Designer
and Building Surveying roles
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
Acbbc14a-a5f4-4c39-a630-97abde7e24a9
-
Cyber essentials plus
-
Yes
-
Cyber Essentials Plus Certificate Number
-
2db8a6cf-a118-4eaf-8dad-ae72b25a1ad8
-
Other security certifications
-
Yes
-
Any other security certifications
-
Data Protection issued by ICO
Social value
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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
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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
-
Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
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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
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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
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Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Volunteering opportunities for staff
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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
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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
-
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
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
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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
-
Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
Mission: Make Britain a clean energy superpower
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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.
-
Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
-
Mission: Break down barriers to opportunity
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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
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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
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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
-
Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.
-
Other measures to offer development opportunities for the target cohort(s) in the contract workforce
-
Understanding of issues relating to entering the contract workforce
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
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Mission: Build an NHS fit for the future
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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
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