| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Network architect | £1,100.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,100.00 |
LARMER BROWN LIMITED
Training Needs Assessment & Training Strategy Services
The TNA service is customised, taking into account the specific application and the job role of the users. A cross-section of users is requested and the interviews where a questionnaire is usually completed is conducted virtually. The Training Strategy reflects analysis of the TNA results and includes recommendations.
Features
- Objective is to identify learning needs
- Learning needs usually provide options on tools to be used
- Questionnaire reflects business objectives
- TNA is first step in Change and Communication planning
- TNA is presented to the project team
Benefits
- Set user expectations
- Create learning and/or support content specific to requirements
- Avoid costly mistakes - wrong tool
- Avoid costly mistakes - wrong content type
- Ensure users are engaged via TNA sessions
- Brief Project Team via TNA and Training Strategy Presentation
- Prove Return on Investment
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@larmerbrown.com.
Tell them what format you need. It will help if you say what assistive technology you use.
Framework
G-Cloud 15
Service ID
3 9 4 5 1 4 2 1 7 7 6 8 6 6 9
Contact
LARMER BROWN LIMITED
Janice C Brown
Telephone: 07774184589
Email: sales@larmerbrown.com
About the service
- Service categories
-
Cloud Support Services
Training
- Advanced troubleshooting skills
- Other
Service scope
- Service constraints
- None - delivery usually remote but can be on client site,
User support
- Email or online ticketing support
- Yes
- Support response times
- Usually less than 2 hours
- User can manage status and priority of support tickets
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
- Consultant who delivers the Workshop is available for follow up support. Premier Support is sold in 7.5 hour segments @£895
Supplier type
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Delivery manager | £895.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Product manager | £995.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Accessibility specialist | £695.00 | |
| Senior accessibility specialist | £895.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate content designer | £795.00 | |
| Junior content designer | £595.00 | |
| Content designer | £795.00 | |
| Senior content designer | £795.00 | |
| Lead content designer | £1,100.00 | |
| Head of content design | £1,100.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Content strategist | £895.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Graphic designer | £650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate interaction designer | £895.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service designer | £1,400.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical writer | £695.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| User researcher | £595.00 |
Standards and certifications
- ISO/IEC 27001 certification
- Yes
- ISO/IEC 27001 accredited by
- LRQA Group Limited
- ISO/IEC 27001 accreditation date
- Thursday 6 April 2017
- What the ISO/IEC 27001 doesn’t cover
- N/A
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- ISO 9001 certification accredited by
- LRQA Group Limited
- ISO 9001 accreditation date
- Thursday 6 April 2017
- What the ISO 9001 doesn’t cover
- N/A
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- Yes
- PCI DSS certification accredited by
- Blackfoot UK Limited
- PCI DSS accreditation date
- Friday 8 August 2025
- What the PCI DSS doesn’t cover
- N/A
- Cyber essentials
- Yes
- Cyber Essentials Certificate Number
- Df5d1835-b4cd-4288-a430-0429441d5778
- Cyber essentials plus
- Yes
- Cyber Essentials Plus Certificate Number
- 7f4ec699-4b44-408e-88d8-cba0769858f9
- Other security certifications
- Yes
- Any other security certifications
-
- ISO27017
- ISO27018
- NCSC Certified
- SOC 2 Type 2 Report
- Carbon FootprinT Standard (PAS 2060)
Social value
- 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
- 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
- Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
- 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
- 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
- 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 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
- 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.
- 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
- Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
- 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
- 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 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
- 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
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
- Other measures to offer development opportunities for the target cohort(s) in the contract workforce
- 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
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@larmerbrown.com.
Tell them what format you need. It will help if you say what assistive technology you use.