SOCIAL VALUE PORTAL LTD
Social Value Strategy, Local Needs Analysis, Real Estate, Impact, Planning, Procurement Support
Boost Social Value as a strategic priority by:
- Ensuring Social Value commitments are rooted in community priorities through Local Needs Analysis
- Incorporating Social Value into planning policy and throughout the real estate lifecyle
- embedding Social Value across your organisation including into Procurement & Evaluation
Features
- Undertake Local Needs Analysis to identify community needs
- Develop long-term solutions to maximise Social Value
- Deliver social impact evaluation assessments to undertake ROI
- Social Value in planning policy, processes and Local Plan
- Create a Social Value Strategy and Action Plan
- Social Value Model, 002, 0620, SRM and TOM System experts
- Quantify wellbeing of developments using Real Estate Wellbeing Calculator™
- Compare assets and target improvements - RESVI™
- Embed social value into procurement and support with ITT
- Design and perform evaluation of Social Value from bidders
Benefits
- Deliver more, high impact social value for communities
- Implement best in class, data driven solutions to maximise delivery
- Helps commissioners, procurers, planners to make decisions around Social Value
- Dynamic data on deprivation, health and wellbeing, employment, education, crime
- Granular report giving insight into communities’ biggest challenges and opportunities
- Delivers better economic, social and environmental outcomes for communities
- Maximise long-term, positive outcomes for your communities
- Reduces risk of challenge around evaluation
- Granular report giving insight into communities’ biggest challenges and opportunities
- Leveraging Local Plan and updating Validation Requirements for planning
Pricing
- Education pricing available
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 sales@socialvalueportal.com.
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Framework
G-Cloud 15
Service ID
3 4 5 3 3 4 9 0 2 7 8 0 1 6 0
Contact
SOCIAL VALUE PORTAL LTD
Guy Battle
Telephone: 0203 747 6555
Email: sales@socialvalueportal.com
About your service
- Service categories
-
Cloud Support Services
Managed Cloud
Managed Public cloud
- Managed Public SaaS/PaaS
Service scope
- Service constraints
- None
User support
- Email or online ticketing support
- Yes
- Support response times
- Support is available 24 hours a day, 7 days a week through our Knowledge Hub. Shoudld a user require help which they cannot resolve without an advisor then they can email aupport or submit a ticket - we respond to queries within 1 working day.
- 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
- Web chat support availability
- 9 to 5 (UK time), 7 days a week
- Web chat support accessibility standard
- WCAG 2.2 AA
- Web chat accessibility testing
- Web chat testing has been conducted by our quality assurance team with feedback being shared with the development team to improve performance.
- Support levels
- Our Support team will support in coordinating the delivery of our services with your dedicated consultant. Should the solution we provide be delivered or supported by our online solution we will ensure successful onboarding, manage supplier and member training webinars and respond to technical, product or social value queries in a timely manner. Onsite support is available upon request. In addition to supporting your organisation directly we provide support to your supply chain with setup, access, training, understanding of your expectations and applicability of the methodolody.
- AI chatbot
- Yes
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,000.00 | £1,000.00 |
| Solution architect | £1,100.00 | £1,100.00 |
| Senior solution architect | £1,250.00 | £1,250.00 |
| Lead solution architect | £1,400.00 | £1,400.00 |
| Principal solution architect | £1,500.00 | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £1,000.00 | £1,000.00 |
| Technical architect | £1,100.00 | £1,100.00 |
| Senior technical architect | £1,250.00 | £1,250.00 |
| Lead technical architect | £1,400.00 | £1,400.00 |
| Principal technical architect | £1,500.00 | £1,500.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £1,000.00 | £1,000.00 |
| Data analyst | £1,100.00 | £1,100.00 |
| Senior data analyst | £1,250.00 | £1,250.00 |
| Principal data analyst | £1,500.00 | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee data scientist | £1,000.00 | £1,000.00 |
| Associate data scientist | £1,100.00 | £1,100.00 |
| Data scientist | £1,250.00 | £1,250.00 |
| Principal data scientist | £1,400.00 | £1,400.00 |
| Lead data scientist | £1,500.00 | £1,500.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £500.00 | £500.00 |
| Junior business analyst | £750.00 | £750.00 |
| Business analyst | £1,000.00 | £1,000.00 |
| Senior business analyst | £1,250.00 | £1,250.00 |
| Lead business analyst | £1,500.00 | £1,500.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £750.00 | £750.00 |
| Delivery manager | £1,000.00 | £1,000.00 |
| Senior delivery manager | £1,500.00 | £1,500.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- DNV
- ISO/IEC 27001 accreditation date
- Wednesday 27 July 2022
- What the ISO/IEC 27001 doesn’t cover
- The certification includes the operation, support, maintenance and development of The Social Value Portal and associated data in accordance with the statement of applicability Version 5.1.
- 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
- C5c7a366-f958-44e3-9b46-276be13d470d
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 5c212c3c-5cff-4eb6-83ef-584d62a1e541
- Other security certifications
- No
Social value
- Section B - Commitment for Future: Delivery
-
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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
- 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
- Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
- 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
- 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
- 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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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
-
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
- 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)
- 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
-
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
- 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
- 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
- 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
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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 underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to 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
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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
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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 sales@socialvalueportal.com.
Tell them what format you need. It will help if you say what assistive technology you use.