WORKDAY LIMITED

Workday Sana Learn

Sana Learn is an AI-powered learning platform providing one home for all knowledge. It combines course creation, delivery, and management in a single, consumer-grade experience. It personalizes the learner journey using machine learning to focus on skill gaps and offers real-time collaborative authoring and impactful analytics for administrators.

Features

• AI-powered LMS for enterprise training, onboarding, continuous upskilling programs.
• Builtin authoring for courses, quizzes, programs, and adaptive learning paths.
• AI tutor answers questions, explains concepts, and guides learner practice.
• Personalized learning journeys using placement tests, recommendations, and spaced repetition.
• Analytics dashboards tracking engagement, completion, knowledge gaps, and training impact.
• Integrations with HRIS, identity, and content providers for automated provisioning.
• Social learning features: discussions, reflections, peer review, and collaborative spaces.
• Gamification through badges, certificates, leaderboards, and nudges to encourage completion.
• Supports internal employee enablement and external customer or partner academies.
• Enterprisegrade security, permissions, compliance features for regulated global organizations

Benefits

• Reduces onboarding time by automating role-based learning paths organization-wide globally.
• Increases employee productivity by closing skill gaps through personalized recommendations.
• Reduces compliance risk via mandatory courses, certifications, automated renewal reminders.
• Accelerates change adoption when launching tools, processes, or products company-wide.
• Improves oversight with dashboards showing progress, engagement, and learning outcomes.
• Reduces support tickets, providing self-service content and AI assistance.
• Standardizes training delivery across locations, ensuring consistent messages, policies, practices.
• Speeds content creation with AI-assisted authoring, templates, and collaboration workflows.
• Improves decisionmaking using analytics on skills, completion, and knowledge gaps.
• Supports continuous improvement by iterating courses from performance data insights.

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 Tendertracker@workday.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

455533583256327

Contact

Andy Venter
020 3318 2336
Tendertracker@workday.com

About the service

• Service categories:
  • Applications
    • Content workflow and management
      • Content services
        • Enterprise Content Management Applications
        • Content Sharing and Collaboration Applications
      • Document
        • Document
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: While Sana Learn is powerful, it has some practical boundaries. It focuses on learning, not replacing your HRIS, ITSM, or broader cloud management tools. Its gamification centres on badges, certificates and leaderboards rather than complex point economies. Some advanced community features, like rich social profiles or alumni networks, are not core capabilities today. You still need existing systems for identity, HR data and incident management, which Sana Learn integrates with instead of duplicating. Finally, it works best when organisations invest in clear learning goals, good content owners and ongoing measurement, not as a purely technical deployment across the organisation effectively.
• System requirements:
  • Microsoft Edge
  • Chrome
  • Safari

User support

• Email or online ticketing support: Yes
• Support response times: Sana’s support SLAs vary by incident priority. Level 1 (critical) issues receive an initial response within 4 business hours and are worked continuously with frequent updates until a workaround or resolution is reached. Level 2 (high) issues receive a 16-hour response and daily updates. Level 3 (medium) issues receive a 24-hour response for minor service loss or documentation problems, while Level 4 (low) issues receive a 40-hour response for general or non-urgent queries. Support availability includes standard and extended weekday hours, dedicated weekend coverage for certain tiers, and full 24/7, year-round support for Level 1 incidents for enterprise clients.
• 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
• Onsite support: No
• Support levels: Sana provides several support levels so customers can match coverage to their needs. All plans include self‑service resources in our help center. Standard plans include business‑hours technical support Monday to Friday, with higher tiers adding weekend coverage or full 24/7 support for critical incidents. Billing and subscription questions are handled online or by phone during local business hours on weekdays. Exact pricing for each support level, and whether you get a dedicated technical contact (such as a technical account manager), depends on your commercial agreement and plan, so your Sana account team can confirm what applies to you.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: From day one, your users have access to a rich online help center with guides, FAQs, videos, and step‑by‑step instructions, plus in‑product tutorials, tooltips, and walkthroughs that appear in context as they work. We also provide “Intro to Sana” courses directly in the platform so learners, creators, and admins can practice navigation, content creation, assignments, and reporting in a safe environment.; ; For live guidance, we run regular virtual onboarding webinars and role‑specific training sessions. Typical formats include beginner platform overviews, deep dives for administrators on programs and automations, and feature‑focused sessions as we launch new capabilities. These are all delivered online so global teams can join easily.; ; Enterprise customers are additionally supported by a dedicated Customer Success Manager and a specialist training team. They help design and execute your rollout plan, run tailored workshops for admins and content creators, support integrations and content migration, and provide ongoing best‑practice advice and business reviews. For many customers, this is complemented by community events and partner meetups where peers share how they use Sana.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • Other
• Other documentation formats:
  • Interactive in‑product tutorials, tooltips, and walkthroughs.
  • Online training courses such as “Intro to Sana”,
  • Which function as step‑by‑step product guides inside the platform.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: The terms of data transfer upon termination are specified by the service agreement. Sana promptly makes Customer data available to terminating Customers in CSV format or JSON, or alternative formats determined by the Customer, at the Customer's reasonable expense.
• End-of-contract data extraction: When your contract with Sana ends, you stay in control of your data.; ; While the service is active, you can export much of your content directly from the product (for example via built‑in export features or APIs) and from any systems you’ve connected to Sana.; ; At termination, your organization can send us a written request asking us either to return your personal data or to delete it. If you request a return, we will provide your data back in a commonly used, secure format and then delete remaining copies. If you only request deletion, we will securely erase it without a return.; ; Any data we are legally required to keep (for example for tax or regulatory reasons) is held only for that specific purpose, remains protected by our security controls, and is not used for anything else. Once those obligations end, those copies are also securely deleted.; ; In all cases, deletion follows industry‑standard techniques designed to prevent data recovery (for example secure overwriting or secure destruction of encryption keys for encrypted data).
• End-of-contract process: At the end of your contract, your access to the Sana platform ends and we start the off‑boarding process. Your organization can send us a written request within 30 days asking us either to receive back your personal data or to have it securely deleted. If you request a return, we provide the data in a commonly used, secure format and then delete remaining copies. In all cases, any personal data we still hold in active systems is deleted within a defined period, and backup copies are automatically aged out and removed. Where we are legally required to keep limited archival records (for example for tax purposes), we keep them only for that purpose and continue to protect them under the same security controls.; ; Your subscription price covers use of the Sana platform as specified in your order form, together with our standard SLA (including uptime commitments and service credits) and our standard support offering (self‑service resources, billing and subscription help, and technical support appropriate to your plan).; ; Separate professional services and other non‑software work (for example, bespoke implementation or consulting) are not part of the license price and, if used, are billed as additional services under your contract.

Using the service

• Web browser interface: No
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Sana Learn is a browser-based platform that works across desktop, tablet, and mobile without requiring any installed client. The interface uses fully responsive web design, so pages automatically adapt to different screen sizes and remain easy to use on phones as well as laptops. Learners can access courses, assessments, videos, and progress tracking from mobile browsers with full functionality. Some content creation options are better accessed on desktops.
• Service interface: Yes
• Description of service interface: Sana Learn offers modern service interfaces so it can plug cleanly into your existing stack. It supports SAML SSO and SCIM for secure sign-on and automated user provisioning from identity providers and HR systems. A documented REST API and webhooks let you pull learning data into BI tools or other applications, and push events or updates back into Sana. For training telemetry, Sana supports xAPI and dedicated reporting endpoints so completions and engagement can flow into your analytics environment. In practice, this means Sana can act as a connected hub, not a silo.
• Accessibility standards: None or don’t know
• Description of accessibility: Sana Learn is accessible as a web-based application that can be used directly through modern web browsers without the need for additional software installations. The service is built using responsive design principles, allowing it to function effectively across desktop computers, laptops, tablets, and mobile devices. Users can access Sana on different operating systems, including Windows, macOS, iOS, and Android. The interface adapts to various screen sizes and input methods and follows established web accessibility best practices to support the use of screen readers. This approach helps ensure that learners with diverse accessibility needs can effectively navigate and use the platform.
• Accessibility testing: At Workday, accessibility is an ongoing journey, where we test, evaluate, and document conformance levels. We work towards a continuous improvement of accessibility across our product offerings and anticipate enhanced web content accessibility guidelines (WCAG) conformance in future releases. We anticipate publishing documentation as we complete assessments on an ongoing basis. Workday updates this documentation to reflect updates in the services that materially affect the WCAG criteria
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: Sana Learn’s APIs are designed to connect the platform to your existing stack rather than to replace the admin UI. Through SCIM and SAML you can automate user provisioning and SSO from your IdP and HR systems. REST APIs, webhooks, and xAPI let you integrate with HR, CRM, content libraries, and BI tools, and move learning data in and out of Sana. Changes to people data flow automatically from your source systems and drive groups and enrollments. Course authoring, program design, and visual configuration are handled in the Sana interface rather than via public APIs.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Sana Learn is designed to feel like your own learning environment, not a generic tool.; ; You can fully brand the platform with your company name, custom domain (e.g. learn.yourcompany.com), logos, fonts, colors, and imagery, and even run separate branded portals for different audiences such as employees, partners, or customers. The landing page, welcome copy, and key notifications can be tailored to your tone of voice.; ; On the learning side, you can design role‑ and region‑specific learning paths, use Smart Groups to target the right people automatically, and control who sees what through flexible roles and permissions. Course authors can customize templates, tags, surveys, and feedback flows, while admins configure automations for enrollments, reminders, and due dates.; ; Data and governance are also configurable: you can add custom user fields, define skills frameworks, and build your own dashboards and reports, then connect them to HR, CRM, or BI systems via integrations and APIs.; ; In practice, global or platform admins control branding, roles, domains, and integrations; group admins manage programs and audiences for their area; and subject‑matter experts shape the learning content itself. This combination gives you strong central control with room for local teams to tailor the experience where it matters.

Scaling

• Independence of resources: Sana Learn is engineered so that one customer’s demand doesn’t slow everyone else down. The platform runs on auto‑scaling, cloud‑native infrastructure with a secure multi‑tenant design, meaning resources can expand during spikes while keeping each customer’s environment logically isolated. Global CDN and load balancing ensure fast content delivery worldwide, even at peak times. This is backed by an enterprise‑grade uptime SLA and continuous monitoring, so our operations team can detect and resolve performance issues before they affect learners. In practice, you get consistent, reliable performance regardless of what other customers are doing.

Analytics

• Service usage metrics: Yes
• Metrics types: Sana Learn gives you rich usage and ROI-focused reporting through its Insights module. You can track active usage of key courses and programs, completion and engagement rates, time spent learning, and detailed assessment results. Skill, competency, and role-readiness dashboards show how learning is building capabilities across teams. Surveys and feedback help you capture perceived impact and quality. All of this data can be exported or accessed via API and combined with HR or business metrics in your BI tools, so you can connect learning activity to outcomes like faster ramp-up, better performance, and reduced compliance risk.
• Reporting types:
  • API access
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: No

Supplier type

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • European Economic Area (EEA)
  • Other locations
• User control over data storage and processing locations: Yes
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: Another external penetration testing organisation
• Protecting data at rest: Physical access control, complying with SSAE-18 / ISAE 3402
• Data sanitisation process: Yes
• Data sanitisation type: Data Erasure
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001

Data importing and exporting

• Data export approach: Admins can export standard and custom reports from Insights into CSV or Excel for deeper analysis, audits, or compliance needs. These exports can cover users, enrollments, completions, assessments, and other key metrics, and can also be scheduled to run automatically on a recurring basis.; ; Learners can download their own training records, including progress and completion history, in spreadsheet formats, and access certificates or other proof of completion for safekeeping or sharing with managers and external stakeholders.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • XLSX
  • PDF
  • JSON
  • SCORM
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • PDF
  • PPT/PPTX
  • DOC/DOCX
  • SCORM 1.2
  • SCORM 2004
  • MP4/MP3
  • JPEG/PNG

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: Sana will use commercially reasonable efforts to make the Sana Platform available with a Monthly Uptime Percentage of at least 99.95% during any monthly cycle (the “ Service Commitment ”). Sana Labs SLA - https://sanalabs.com/download/legal/Sana-Labs-Service-Level.pdf
• Approach to resilience: A business continuity and disaster recovery plan is documented to identify and reduce risks, limit the consequences of damaging incidents, and ensure the timely resumption of essential operations
• Outage reporting: Sana Learn provides multiple ways to understand and monitor service health and outages.; ; First, we maintain a public status page at status.sanalabs.com, where you can see real‑time availability information and historical uptime, including the metrics used for our SLA. This is the primary external dashboard for platform status.; ; When there is a service disruption, particularly a critical outage, we follow a structured incident and communication process. For high‑severity issues, we provide an initial response within a defined time window and then send regular status updates until the problem is resolved. Customers are notified via email and in‑app messages, and enterprise customers also receive direct updates from their dedicated Customer Success Manager.; ; In addition, we use automated alerting and monitoring to detect issues quickly and notify relevant contacts, and after significant incidents we provide a written post‑incident report that covers root cause, impact, and remediation steps. For any personal data breach, we notify customers within legally aligned timelines and provide the detail needed to meet regulatory obligations.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Access to the production environment requires two-factor authentication. Password configurations; enforce a minimum length of eight characters and alphanumeric complexity, or passwords are; dynamically generated.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: Between 1 month and 6 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: Between 1 month and 6 months
• How long system logs are stored for: Between 1 month and 6 months

Security governance

• Named board-level person responsible for service security: Yes
• Software Security Code of Practice: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Sana maintains security policies/processes and maintains SOC 2 and ISO27001

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: Sana maintains configuration and change management processes, also maintains SOC 2 and ISO27001
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Sana performs vulnerability scans continuously on external-facing systems and performs penetration testing at least annually.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: Network and systems monitoring, including error logs on servers, disks and security events for any potential; problems. Such monitoring includes:; a) Reviewing changes affecting systems handling authentication, authorization, and auditing;; b) Reviewing privileged access to Workday production systems processing Covered Data; and; c) Engaging third parties to perform network vulnerability assessments and penetration testing on a regular basis.; ; A security incident response plan that includes procedures to be followed in the event of; any security breach of any application or system directly associated with the accessing, processing, storage or transmission; of Covered Data.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Post-quantum cryptography secure: No
• Incident management approach: A Security Incidents Policy and Incident Response Plan have been implemented to ensure the organization is prepared to respond quickly and appropriately if a security incident occurs. The Incident Response plan covers roles and responsibilities, risk analysis, communication, and recordkeeping. Customer are notified in accordance with applicable laws, regulations and contractual requirements.; The incident process is reviewed and updated on an annual basis.

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: No

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 0%
• Between £2,500,001 and £5,000,000: 0%
• Over £5,000,001: 0%

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: EYCP
• ISO/IEC 27001 accreditation date: Thursday 19 June 2025
• What the ISO/IEC 27001 doesn’t cover: Workday Vndly and Paradox are covered by ISO/ IEC 27001 , accredited by A-Lign as of 17/04/2025. Workday Contract Intelligence and Contract Lifecycle Management (CI&CLM) is covered by ISO/ IEC 27001 , accredited by Schellman as of 24/10/2025. Sana Learn is overed by by ISO/ IEC 27001 , accredited by Insight Assurance as of 01/04/2025. Workday HiredScore is not covered by ISO/ IEC 27001.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): No
• CSA STAR certification: Yes
• CSA STAR accreditation date: Monday 26 February 2024
• CSA STAR certification level: Level 1: CSA STAR Self-Assessment
• What the CSA STAR doesn’t cover: Workday HiredScore, Workday Contract Intelligence and Contract Lifecycle Management (CI&CLM), Sana Learn, Paradox are not covered by Workday's CSA STAR certification.
• PCI certification: No
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: 7935196d-1bf8-4684-9356-e5c3d4ed32e0
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: 5f3a038c-07bd-43cf-8a17-9aa0cc9d3637
• Other security certifications: Yes
• Any other security certifications:
  • SOC 1/2/3
  • ISO 27017
  • EU Code of Conduct (EU CoC)
  • Esquema Nacional de Seguridad (ENS)

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
  • 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
  • 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
  • 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
  • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
  • 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
  • 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

  • Understanding of the types of businesses in the market and the level of participation by 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
  • 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
  • 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
  • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
  • 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
  • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
  • Plans to respond flexibly and adapt approaches to community engagement and initiatives
  • 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
  • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
• 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
  • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
• 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)
  • 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
  • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
  • 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
  • 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

  Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

  • 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
  • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
  • 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
  • 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

• 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 Tendertracker@workday.com. Tell them what format you need. It will help if you say what assistive technology you use.