FRONTLINE CONSULTANCY AND BUSINESS SERVICES LIMITED

Managed Frontline IBMi Cloud Operations and Support

Managed operational support for IBMi private cloud environments, providing monitoring, administration, availability management, security controls, and performance optimisation. The service supports IBMi workloads hosted within private cloud environments through proactive management, incident response, capacity management, and resilience oversight, ensuring secure, compliant, reliable operation aligned to customer requirements and service levels.

Features

• Operational management of IBMi environments across cloud platforms
• Continuous monitoring of IBMi performance and availability
• IBMi system administration and access control management
• Incident response coordination for IBMi operational issues
• Availability and resilience management including failover coordination
• Security hardening and control management for IBMi systems
• Identity and access management including multi-factor authentication
• Centralised alerting and reporting for IBMi environments

Benefits

• Ensures reliable, stable operation of critical IBMi workloads
• Reduces operational risk through proactive monitoring and management
• Improves availability and resilience of IBMi environments
• Strengthens security posture through controlled access and oversight
• Provides predictable operational support aligned to defined SLAs
• Enables organisations to retain IBMi expertise without internal overhead

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 <removed>@2263e525-f62a-4709-b1ff-188838e9fe71.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

348887885356436

Contact

<removed>
<removed>
<removed>@2263e525-f62a-4709-b1ff-188838e9fe71.com

About your service

• Service categories:

  Cloud Support Services

  Managed Cloud

  Managed Private Cloud

  • Managed Private IaaS

  Managed Public cloud

  • Managed Public IaaS

  Managed Hybrid Cloud

  • Managed Hybrid IaaS

Service scope

• Service constraints: Some IBMi operational support tooling is optimised for Microsoft-based management environments. Any environment-specific constraints are identified during onboarding and documented prior to service commencement.

User support

• Email or online ticketing support: Yes
• Support response times: We respond to support queries in line with defined priority-based service levels during core support hours, Monday to Friday, 08:00–18:00 (excluding UK public holidays).; ; Priority 1 incidents receive an initial response within 1 hour and target resolution within 4 hours. Priority 2 incidents receive a response within 2 hours and resolution within 8 hours. Priority 3 incidents receive a response within 4 hours and resolution within 16 hours. Priority 4 requests receive a response within 8 hours and resolution within 32 hours.; ; Weekend support is available by prior agreement where required.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: None or don’t know
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Support levels: We provide structured, priority-based support levels designed to align with business impact and service criticality. Support is delivered Monday to Friday, 08:00–18:00 (excluding UK public holidays), and is accessible via phone, email, and an online ticketing portal.; ; Priority 1 incidents receive a 1-hour response and 4-hour target resolution.; Priority 2 incidents receive a 2-hour response and 8-hour resolution.; Priority 3 incidents receive a 4-hour response and 16-hour resolution.; Priority 4 requests receive an 8-hour response and 32-hour resolution.; ; Support services include remote technical assistance, WebEx support, transparent escalation with access to senior engineers and management, regular status updates, and access to an extensive knowledge base.; ; Support costs are clearly defined within the service pricing and are based on the selected support tier and service scope. Enhanced support options, including extended hours or faster response targets, are available at an agreed additional cost.; ; Each customer is assigned a dedicated Technical Account Manager or Cloud Support Engineer, providing service oversight, coordination of escalations, proactive reviews, and ongoing service optimisation.

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Security Clearance (SC)

Pricing

• Discount for educational organisations: No

Architecture roles

Network architect

Role level	UK Rate	Offshore Rate
Network architect	£1,050.00
Lead network architect	£1,200.00

Security architect

Role level	UK Rate	Offshore Rate
Security architect	£1,200.00
Lead security architect	£1,350.00

Solution architect

Role level	UK Rate	Offshore Rate
Senior solution architect	£1,200.00

Technical architect

Role level	UK Rate	Offshore Rate
Lead technical architect	£1,350.00

Chief digital and data roles

Chief data officer

Role level	UK Rate	Offshore Rate
Chief data officer	£1,650.00

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,650.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,650.00

Cyber security roles

Cyber security audit and assurance

Role level	UK Rate	Offshore Rate
Lead cyber security audit and assurance	£1,200.00
Principal cyber security audit and assurance	£1,350.00

Cyber security monitoring

Role level	UK Rate	Offshore Rate
Lead cyber security monitoring	£1,200.00
Principal cyber security monitoring	£1,350.00

Cyber security incident response

Role level	UK Rate	Offshore Rate
Lead cyber security incident response	£1,200.00
Principal cyber security incident response	£1,350.00

Cyber security vulnerability management

Role level	UK Rate	Offshore Rate
Lead cyber security vulnerability management	£1,200.00	£1,350.00

Cyber security secure design

Role level	UK Rate	Offshore Rate
Lead cyber security secure systems architecture and design	£1,200.00
Principal cyber security secure systems architecture and design	£1,350.00

IT operations roles

Business relationship manager

Role level	UK Rate	Offshore Rate
Business relationship manager	£1,050.00
Senior business relationship manager	£1,200.00
Lead business relationship manager	£1,350.00

End user computing engineer

Role level	UK Rate	Offshore Rate
End user computing engineer	£800.00
Senior end user computing engineer	£1,050.00
Lead end user computing engineer	£1,200.00
Principal end user computing engineer	£1,350.00

IT service manager

Role level	UK Rate	Offshore Rate
IT service analyst	£800.00
IT service manager	£1,050.00
Senior IT service manager	£1,200.00
Head of IT service management	£1,350.00

Incident manager

Role level	UK Rate	Offshore Rate
Incident manager	£1,050.00
Major incident manager	£1,200.00

Infrastructure engineer

Role level	UK Rate	Offshore Rate
Infrastructure engineer	£1,050.00
Senior infrastructure engineer	£1,200.00
Lead infrastructure engineer	£1,350.00

Service desk manager

Role level	UK Rate	Offshore Rate
Service desk analyst	£800.00
Senior service desk analyst	£1,050.00
Service desk manager	£1,200.00
Head of service desk	£1,350.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Business analyst	£1,200.00
Senior business analyst	£1,350.00

Delivery manager

Role level	UK Rate	Offshore Rate
Senior delivery manager	£1,350.00

Product manager

Role level	UK Rate	Offshore Rate
Head of product	£1,350.00

Software development roles

Software developer

Role level	UK Rate	Offshore Rate
Developer	£1,050.00
Senior developer	£1,200.00
Senior developer - management	£1,350.00

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: ISOQAR
• ISO/IEC 27001 accreditation date: Friday 4 April 2025
• What the ISO/IEC 27001 doesn’t cover: Not applicable
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: ISOQAR
• ISO 9001 accreditation date: Friday 4 April 2025
• What the ISO 9001 doesn’t cover: Not applicable
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 8ea95a9b-a949-413e-be70-96ea0a5c9838
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: 222b6d6d-aee1-42a8-86dc-7a2e1860c51f
• 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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • 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
    • 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
    • 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
    • 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
    • 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
    • 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
    • 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
    • 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

  • 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
    • 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
    • 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
    • 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

  • 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

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 <removed>@2263e525-f62a-4709-b1ff-188838e9fe71.com. Tell them what format you need. It will help if you say what assistive technology you use.