CYBER SECURITY DEFENCE CONSULTANTS LIMITED
Secure Apple Privileged Access and Device Management Service
Comprehensive Apple device management and security service powered by Jamf, delivering Privileged Access Workstation configurations for Tier 0, 1, and 2 administrative access. NCSC-aligned security baselines, zero-touch deployment, continuous compliance monitoring, and threat protection. Supports GovAssure requirements with SC-cleared UK-based support team.
Features
- Privileged Access Workstation configurations Tier 0, 1, and 2 access
- Zero-touch Apple device deployment via Apple Business Manager integration
- NCSC Device Security Guidance configuration profile enforcement
- Jamf Protect endpoint security with real-time threat detection
- Jamf Connect Zero Trust Network Access with identity provider integration
- Continuous compliance monitoring against GovAssure and CAF requirements
- Automated security policy enforcement and remediation
- Full device lifecycle management including secure retirement and wipe
- FileVault encryption management and key escrow
- Integration with Microsoft Entra ID, Okta, and Google Workspace
Benefits
- Enables secure privileged administration from Apple devices meeting GovAssure standards
- Reduces credential exposure through tiered access architecture
- Achieves NCSC device security compliance through enforced configuration profiles
- Provides hardware-bound device trust via Apple Managed Device Attestation
- Eliminates manual device provisioning with zero-touch deployment
- Detects and responds to macOS and iOS threats in real-time
- Demonstrates compliance posture through continuous monitoring dashboards
- Supports Conditional Access policies linking device compliance to resource access
- Reduces operational overhead through fully managed service delivery
- Delivered by SC-cleared specialists with government Apple deployment experience
Security architect
| £850.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Solution architect
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Technical architect
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Chief information security officer
| £1,150.00 |
|
Cyber security audit and assurance
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security governance and risk management
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security monitoring
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security incident response
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security vulnerability management
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security digital forensics
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security testing
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Cyber security secure design
| £650.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Data governance manager
| £850.00 |
|
| £1,000.00 |
|
| £1,150.00 |
|
Development operations (DevOps) engineer
| £500.00 |
|
| £500.00 |
|
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
| £1,000.00 |
|
| £1,050.00 |
|
| £1,150.00 |
|
| £1,150.00 |
|
Standards and certifications
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ISO/IEC 27001 certification
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Yes
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ISO/IEC 27001 accredited by
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IQC - Institute of Quality & Control
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ISO/IEC 27001 accreditation date
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Sunday 27 March 2022
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What the ISO/IEC 27001 doesn’t cover
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The Check Point ISO/IEC 27001 certification fully covers Harmony Email & Collaboration, which is the service being offered. The certification scope explicitly includes development, sales, marketing, support and operations of Harmony Email & Collaboration along with associated Infinity Portal and ThreatCloud AI threat intelligence infrastructure.
No aspects of the Harmony Email & Collaboration service delivered under this G-Cloud listing fall outside the ISO 27001 certification scope.
CSDC as the reseller does not hold independent ISO 27001 certification. CSDC maintains Cyber Essentials Plus certification and staff security vetting to BS7858:2019. CSDC professional services including implementation, training, and enhanced support are delivered by consultants holding professional certifications including CISSP, CISM, and ISO 27001 Lead Auditor qualifications.
Any CSDC-delivered professional services (available at additional cost) are outside the Check Point ISO 27001 certification scope but are delivered following information security best practices aligned to ISO 27001 controls. CSDC is committed to achieving ISO 27001 certification for its consultancy operations.
The Check Point certification is valid until March 2028 and covers the complete cloud service infrastructure, development lifecycle, and operational support for all Harmony product family services.
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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No
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Quality management systems (QMS)
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Yes
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CSA STAR certification
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No
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PCI certification
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No
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Cyber essentials
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Yes
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Cyber Essentials Certificate Number
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338d88d0-089d-4b8a-8186-fd29508892aa
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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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Yes
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Any other security certifications
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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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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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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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Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
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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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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
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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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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
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
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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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
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Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
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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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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
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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
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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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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
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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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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
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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
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Actions to invest in the physical and mental health and wellbeing of the contract workforce
Service documents
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