ROCK KITCHEN HARRIS LIMITED
Python application implementation and design
Delivering high-performance, secure, and user-centric Python applications tailored for public sector digital transformation. We specialise in the end-to-end design and implementation of Django, Flask, and FastAPI solutions. Aligning technical excellence with the GDS Service Standard, we build resilient, scalable platforms bridging the gap between complex government requirements and seamless user-experiences.
Features
- End-to-end design and development of Python-based digital services
- Expert implementation using Django, Flask, and FastAPI frameworks
- User-centred design (UCD) integrated into technical architecture
- API-first development and seamless integration with legacy government systems
- Cloud-native deployment (AWS/Azure) following DevOps and CI/CD best practices
- Robust security architecture including identity management and data encryption
- Agile delivery-methodology aligned with GDS Discovery, Alpha, and Beta phases
- Scalable microservices or monolithic architectures based on service needs
- Fully responsive frontend development integrated with Python backends
- Performance-tuned database design and asynchronous task processing
Benefits
- Accelerated delivery of robust, production-ready digital services
- Compliance with GDS Service Standards and accessibility (WCAG 2.2) requirements
- Reduced operational costs through efficient, clean, and maintainable Python code
- Use of secure by design implementation principles
- Seamless scalability to handle high volumes of user traffic
- Future-proofed applications built on modern, open-source Python ecosystems
- Transparent and collaborative delivery with knowledge transfer to internal teams
- Improved user satisfaction through intuitive design and rapid performance
- Reduced technical risk via expert-led architectural decision-making
- Direct access to senior developers and architects throughout the lifecycle
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
2 6 2 3 8 7 1 2 7 4 8 0 2 5 7
Contact
ROCK KITCHEN HARRIS LIMITED
Harshul Modha
Telephone: 0116 233 7500
Email: gcloud@rkh.co.uk
About your service
- Service categories
-
Cloud Support Services
Ongoing Support
- Product support capabilities
- Logging and management of incidents
- Reporting and proactive results analysis
- End user training coordination
- Other
Service scope
- Service constraints
- Design and implementation services are typically delivered remotely, via an Agile workflow with regular sprint cycles. We can be onsite for milestones, WIPs and retros. While we specialise in cloud-native Python environments, we require defined access to existing infrastructure for integrations. Project timelines are subject to discovery outcomes to ensure the final design meets all user needs and security requirements.
User support
- Email or online ticketing support
- Yes
- Support response times
- We provide a dedicated ticketing portal for all support requests, accessible 24/7. Each ticket is prioritised based on impact, with initial response times ranging from 1 to 4 hours for critical issues during standard business hours. Our developers act as stewards for your application, providing clear, human communication on progress. Every support request is tracked, audited, and resolved with a focus on long-term stability rather than quick fixes, ensuring your application remains resilient and performant as it scales. We use Basecamp as our central project management tool.
- 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
- Yes
- 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 haven't conducted specific web chat accessibility testing, but we use Slack for web chat.
Our customers are in direct communication with our team (not chat bots) and we leverage all of Slack's accessibility initiatives to ensure we are providing an accessible web chat tool: https://slack.com/intl/en-gb/accessibility - Support levels
-
We offer a unified, high-tier support level that ensures every client receives the expertise and technical rigour they deserve.
Technical Account Manager (TAM).
Included as standard, your TAM provides strategic oversight and ensures your Python applications align with your long-term digital roadmap.
Standard Hours.
9:00 to 17:00, Monday to Friday (excluding UK Public Holidays).
Response Times.
P1 (Critical) within 1-2 hours; P2 (High) within 4 hours; P3 (Normal) within 1 business day.
Continuous Improvement.
Support hours can be used for "mini-sprints" to add small features or performance optimisations, ensuring the code never goes stale.
Proactive Monitoring.
We don’t just wait for tickets; we monitor application health to identify and resolve potential issues before they impact your users. - AI chatbot
- No
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- Yes
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior business relationship manager | £1,065.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £600.00 | |
| Delivery manager | £848.00 | |
| Senior delivery manager | £1,065.00 | |
| Head of (Agile) delivery management | £1,635.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Digital portfolio manager | £848.00 | |
| Senior digital portfolio manager | £1,065.00 | |
| Head of portfolio | £1,635.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £630.00 | |
| Product manager | £848.00 | |
| Senior product manager | £1,065.00 | |
| Lead product manager | £1,290.00 | |
| Head of product | £1,635.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,635.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £600.00 | |
| Junior DevOps engineer | £630.00 | |
| DevOps engineer | £848.00 | |
| Senior DevOps engineer | £1,065.00 | |
| Senior DevOps engineer - management | £1,065.00 | |
| Lead DevOps engineer | £1,290.00 | |
| Lead DevOps engineer - management | £1,290.00 | |
| Principal DevOps engineer | £1,290.00 | |
| Principal DevOps engineer - management | £1,290.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £600.00 | |
| Junior frontend developer | £630.00 | |
| Frontend developer | £848.00 | |
| Senior frontend developer | £1,065.00 | |
| Lead frontend developer | £1,065.00 | |
| Head of frontend development | £1,290.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice developer | £600.00 | |
| Junior developer | £630.00 | |
| Developer | £848.00 | |
| Senior developer | £1,605.00 | |
| Senior developer - management | £1,065.00 | |
| Lead developer | £1,290.00 | |
| Lead developer - management | £1,290.00 | |
| Principal developer | £1,290.00 | |
| Principal developer - management | £1,290.00 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate content designer | £600.00 | |
| Junior content designer | £630.00 | |
| Content designer | £848.00 | |
| Senior content designer | £1,065.00 | |
| Lead content designer | £1,290.00 | |
| Head of content design | £1,290.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Content strategist | £1,065.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate graphic designer | £600.00 | |
| Junior graphic designer | £630.00 | |
| Graphic designer | £848.00 | |
| Senior graphic designer | £1,065.00 | |
| Lead graphic designer | £1,065.00 | |
| Head of graphic design | £1,290.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| User researcher | £1,065.00 | |
| Senior user researcher | £1,290.00 | |
| Lead user researcher | £1,635.00 | |
| Head of user research | £1,750.00 |
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
- 8b8e6dc4-b40e-4d06-8c31-841b7e435b8b
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- 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
- 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.
- How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
- How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
- 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: 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
- Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
- 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
- Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
- Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- Plans for positive actions with community groups.
- Measures for making facilities used in the delivery of the contract available for community groups, education or training
- Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
- Plans to respond flexibly and adapt approaches to community engagement and initiatives
- Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
- Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
-
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
- Collaborative ways of working with the supply chain to deliver additional environmental benefits 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
- 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
- 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
- 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 gcloud@rkh.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.