TPG THE PROJECT GROUP LTD
Microsoft Power Platform Support Services
TPG provide expert consulting and support services for the Microsoft Power Platform, helping organisations design, build, deploy and optimise Power Apps, Power Automate, Power BI and Dataverse solutions. Our service focuses on secure, scalable delivery, governance, and measurable business outcomes aligned to operational and strategic needs.
Features
- Business and extended-hours support for Microsoft Power Platform solutions.
- Prioritised incident management based on impact and severity.
- Break/fix support for live Power Platform apps and automations.
- Access to experienced Power Platform engineers and Microsoft specialists.
- Named technical contact for Enhanced and Premium support.
- Support for solution stability, performance, and service continuity.
- Guidance on configuration, governance, and Power Platform good practice.
- Secure, remote-first support aligned to UK public sector requirements.
- Integration support with Microsoft 365 and Azure services.
- Clear escalation routes and transparent support processes.
Benefits
- Reduces application downtime through structured incident management and prioritised support.
- Improves reliability of live Power Platform solutions.
- Reduces operational risk using experienced Power Platform engineers.
- Speeds issue resolution through clear escalation and extended support hours.
- Improves productivity by minimising disruption to critical applications.
- Reduces internal IT workload through specialist external support.
- Improves governance and stability using best-practice guidance.
- Provides predictable costs through fixed monthly pricing.
- Enables safe organisational adoption of Power Platform solutions.
- Improves service continuity with (optional) out-of-hours P1 incident support.
Business architect
| £880.00 |
£800.00 |
| £1,045.00 |
£1,045.00 |
| £1,155.00 |
£1,155.00 |
| £1,265.00 |
£1,265.00 |
Data architect
| £1,045.00 |
£1,045.00 |
| £1,155.00 |
£1,155.00 |
| £1,265.00 |
£1,265.00 |
Enterprise architect
| £1,045.00 |
£1,045.00 |
| £1,100.00 |
£1,100.00 |
| £1,155.00 |
£1,155.00 |
| £1,265.00 |
£1,265.00 |
Solution architect
| £1,045.00 |
£1,045.00 |
| £1,045.00 |
£1,045.00 |
| £1,100.00 |
£1,100.00 |
| £1,155.00 |
£1,155.00 |
| £1,265.00 |
£1,265.00 |
Technical architect
| £1,045.00 |
£1,045.00 |
| £1,045.00 |
£1,045.00 |
| £1,100.00 |
£1,100.00 |
| £1,155.00 |
£1,155.00 |
| £1,265.00 |
£1,265.00 |
Standards and certifications
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ISO/IEC 27001 certification
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No
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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Yes
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ISO 9001 certification accredited by
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The Certification Body of TÜV SÜD Management Service GmbH
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ISO 9001 accreditation date
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Wednesday 8 July 2026
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What the ISO 9001 doesn’t cover
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NA
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Quality management systems (QMS)
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No
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CSA STAR certification
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No
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PCI certification
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No
-
Cyber essentials
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Yes
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Cyber Essentials Certificate Number
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6e137074-1059-462b-b875-d0b9e42ae320
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Cyber essentials plus
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No
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Cyber Essentials Alternative
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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.
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Other security certifications
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No
Social value
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Mission: Kick start economic growth
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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
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New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
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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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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Ensuring new workers are informed of their right to join a trade union
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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
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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
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Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
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Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
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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
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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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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
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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
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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
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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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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
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How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
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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
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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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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
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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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Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
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Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
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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.
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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
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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
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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
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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
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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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Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
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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
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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)
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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
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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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Introducing transparency to pay and reward processes
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Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
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Working conditions which promote an inclusive working environment and promote retention and progression
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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
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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.
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Understanding of the issues affecting the development of new skills by target cohort
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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
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Other measures to offer development opportunities for the target cohort(s) in the contract workforce
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Understanding of issues relating to entering the contract workforce
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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.
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Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
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Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
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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
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