Skip to main content
Digital Marketplace

Beta Help us improve the Digital Marketplace - send your feedback

SFG20

Digital Asset Management Services

Digital Asset Management Services provide expert guidance in establishing a complete, reliable baseline of asset data. Whether purchased standalone or alongside one of SFG20's SaaS products (Lot 2b), this ensures customer asset registers align with industry standards, supporting accurate, standards-based maintenance planning and informed decision-making across facilities.

Features

  • Asset register review, cleansing and standardisation to industry conventions
  • New / validation of asset surveys, remote, on-site or hybrid
  • Asset condition assessment using agreed, consistent ranking methodologies
  • Bespoke maintenance schedule authoring for non-standard assets
  • Maintenance delivery audits against statutory and contractual requirements
  • Estate-wide consistency checks across asset and maintenance data
  • Predictive maintenance cost and resource modelling
  • Early-stage project maintenance strategy modelling and validation
  • Tender documentation authoring aligned to asset data structures
  • Independent expert validation of asset and maintenance datasets

Benefits

  • Accurate, structured asset data ready for Facilities-iQ configuration
  • Improved statutory compliance through validated asset and maintenance data
  • Reduced operational risk from incomplete or inaccurate asset records
  • Optimised Facilities-iQ outputs through consistent, high-quality data inputs
  • Scalable data foundations supporting portfolio growth and change
  • Clear visibility of asset condition, risk and maintenance priorities
  • Improved maintenance planning, forecasting and lifecycle decision-making
  • Greater cost certainty through data-driven maintenance modelling
  • Faster, more confident mobilisation of Facilities-iQ software
  • Stronger governance and assurance through independent expert validation

Pricing

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 fiq-onboarding@sfg20.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

4 1 2 7 8 1 0 6 9 1 7 0 3 1 2

Contact

SFG20 SFG20 Customer Success Team
Telephone: +44(0)1768 860459
Email: fiq-onboarding@sfg20.co.uk

About your service

Service categories

Cloud Support Services

Set Up and Migration

  • Data auditing and organising
  • Data/information structure design
  • Service optimisation/right sizing
  • Mobilisation coordination

Service scope

Service constraints
The service is designed to be flexible and scalable; however, buyers should be aware of some practical constraints. Asset surveys require access to relevant documentation, and delivery timescales are therefore dependent on availability and the cooperation of stakeholders. Survey scope and asset complexity may also affect delivery effort and timelines. The service does not replace statutory inspections or certifications where these are legally required and should be used alongside existing compliance obligations.
Any constraints or dependencies are discussed and agreed with buyers in advance to ensure expectations are clear and delivery is planned appropriately.

User support

Email or online ticketing support
No
Phone support
No
Web chat support
No
Support levels
There is no ongoing support associated with this service, as it is structured as a consultancy engagement with clearly defined and agreed-upon deliverables. All activities, outputs, and outcomes are completed within the scope of the engagement. Any questions or clarifications related to the deliverables will be addressed at the time of handover, ensuring the client fully understands and can utilize the information provided. While ongoing operational or technical support is not included, we can discuss separate arrangements for additional consultancy or advisory services if required.

Resellers

Supplier type
Not a reseller

Staff security

Staff security clearance
Other security clearance
Government security clearance
None

Pricing

Discount for educational organisations
No

Product and delivery roles

Business analyst
Role level UK Rate Offshore Rate
Senior business analyst £1,500.00
Lead business analyst £1,800.00

Non-mandatory Standards and certifications

ISO/IEC 27001 certification
No
ISO 28000:2022 certification
No
ISO 9001 certification
Yes
Who accredited the ISO 9001 certification
Centre for Assessment
ISO 9001 accreditation date
Tuesday 1 August 2023
What the ISO 9001 doesn’t cover
SFG20's ISO 9001 certification applies specifically to the technical authoring process for drafting, reviewing and updating the SFG20 Schedules. The certification is limited to quality‑management systems implemented and maintained for that function - any activities, functions, or departments outside this defined scope are not included within the current accreditation
Quality management systems (QMS)
No
CSA STAR certification
No
PCI certification
Yes
Who accredited the PCI DSS certification
Stripe
PCI DSS accreditation date
Thursday 22 January 2026
What the PCI DSS doesn’t cover
We do not store, process, or transmit payment card data within our systems. All payment processing is handled by Stripe, a PCI DSS Level 1 certified payment service provider. Customers enter card details directly into Stripe-hosted payment components, and our systems only receive non-sensitive payment tokens and transaction references. We have an active self certification for PCI DSS in place with Stripe.
Cyber essentials
Yes
Please provide your Cyber Essentials Certificate Number
02aa5608-3537-4227-af78-2d33fbaa8959
Cyber essentials plus
Yes
Please provide your Cyber Essentials Plus Certificate Number
3f2ea68b-8903-42f9-bed2-69b9d54f3e67
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
    • 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
    • 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
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • 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
    • 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
    • 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 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

  • 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.

    • 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
    • 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

  • 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 employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • 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
    • 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)
    • 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
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • 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
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort

  • 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

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 fiq-onboarding@sfg20.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.