BROVANTURE LIMITED
Oracle Cloud EPM - Training Service
Brovanture provides a configurable mix of Implementation, Consulting, Training and Support services designed for Oracle Cloud EPM – including Planning and Budgeting (PBCS, EPBCS) and Financial Close (FCCS, FCC). These services are designed for fast, reliable and cost-effective enablement for line-of-business teams in public sector organisations, at a fixed cost.
Features
- Complete services available from project initiation to long term support
- Dedicated project and account management staff co-ordinate all our projects
- Project scope, resources, responsibilities and deliverables are developed with clients
- Iterative/agile implementation process keeps projects on track and on target
- Brovanture consultants are multiple Oracle product certified and finance qualified
- Oracle certified support staff have, on average, 11 years experience
- Onshore local support with options to meet specific client needs
- Dedicated training is based on client specific implementations
- Regularly run ‘Update’ courses are free for supported clients forever
- Extensive Public Sector experience based on multiple successful implementations
Benefits
- A single source of services for all project requirements
- Oracle Cloud experience and track record reduces project risk
- Fixed price options give certainty for project duration and costs
- Unique collaborative approach and process ensure project success
- Long term support keeps solutions performing and relevant
- Access to regular free training for admin and users
- Expert support services deliver the correct resolutions quickly
- Existing known solutions to public sector requirements fast track results
- Best practice integration experience to correctly connect source systems
- Multiple public sector references provide assurance of success
Architecture roles
Business architect
| £900.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Data architect
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Enterprise architect
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Network architect
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
Security architect
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Solution architect
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Technical architect
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Data roles
Analytics engineer
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Data analyst
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Data engineer
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
IT operations roles
Business relationship manager
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Change and release manager
| £1,160.00 |
|
| £1,300.00 |
|
Command and control centre manager
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
End user computing engineer
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
IT service manager
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Incident manager
| £1,160.00 |
|
| £1,300.00 |
|
Infrastructure engineer
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Problem manager
| £1,160.00 |
|
| £1,300.00 |
|
Service desk manager
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Service transition manager
| £1,160.00 |
|
| £1,300.00 |
|
Product and delivery roles
Business analyst
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Delivery manager
| £900.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Programme delivery manager
| £1,300.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £900.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Test engineer
| £900.00 |
|
| £900.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
Test manager
| £1,160.00 |
|
| £1,300.00 |
|
Software development roles
Development operations (DevOps) engineer
| £900.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Software developer
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,160.00 |
|
| £1,300.00 |
|
| £1,300.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
Aequalis Management LTD
-
ISO/IEC 27001 accreditation date
-
Sunday 1 October 2023
-
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
-
Aequalis Management LTD
-
ISO 9001 accreditation date
-
Sunday 1 October 2023
-
What the ISO 9001 doesn’t cover
-
N/A
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
2af62fc3-1400-4374-a0a8-7c9f0d4dec38
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
Social value
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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
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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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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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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Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
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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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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
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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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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.
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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
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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 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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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
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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
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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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Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
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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.
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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: 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
-
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
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Working conditions which promote an inclusive working environment and promote retention and progression
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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
-
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.
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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
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
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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
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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
Service documents
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