FUTURE PERFECT (HEALTHCARE) LIMITED
Cloud-based support for creating or refining new PANACEA services
PANACEA digital innovations platform, open standards vendor-neutral interoperability (openEHR). AI innovations working with EPRs and clinical/diagnostic systems far faster, at less cost. PANACEA enables 2-way real-time shared care for interoperable whole-system workflows e.g. complex discharges, Home-Before-Hospital, Virtual Wards, Inheritable Cancers Registry, Pharmacogenomics. Clinical data archivals. DCB0129/0160 standards. Economic evaluation.
Features
- PANACEA openEHR-based clinical record application, that also front-ends CDS/Genomics/AI applications
- Trial-use of Cloud Software services: genomics, decision-support and AI applications.
- Discovery/execution of your journey into our open-standards clinical records systems.
- Our considerable expertise in open-standards interoperability/development and our products catalogue
- End-to-end clinical implementations of vendors’ platforms, testing SaaS business models.
- Cloud roadmaps aligned with integrated (eg COVID-19, Cancer, Genomic) pathways.
- Accreditations: ISO-9001/14001/27001 and CyberEssentials. Clinical safety assurances: DCB0129/0160.
- Benefits Framework: stakeholder engagement, business case, deployment, realisation, evaluation.
- EPMA/ePrescribing, Genomics and AI clinical/research implementation, benefits and change management.
- Customer support operating, as required, between business hours and 24x7.
Benefits
- Fast-tracks new bioscience digital-technologies to work with your clinical-records systems.
- Providing true end-to-end clinical workflow for genomics and AI applications.
- Supports integrated care through integrated information, via Community/Private Cloud.
- Guarantees clinically safety-assured digital implementations.
- Clinical research of new care-models using genomics and/or AI applications.
- Future-proofing through open standards, getting the data right, good governance.
- Liberating data from proprietary systems into open-system clinical records.
- Shared vision with stakeholders, for widespread adoption and maximum benefit.
- For vendor partners, maximises your business benefits of Cloud.
- Accommodates Trials of vendor platforms, ahead of SaaS business models.
Architecture roles
Business architect
| £1,373.00 |
|
Data architect
| £1,030.00 |
|
| £1,373.00 |
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Enterprise architect
| £1,373.00 |
|
| £1,716.00 |
|
Network architect
| £1,030.00 |
|
Security architect
| £1,030.00 |
|
| £1,373.00 |
|
Solution architect
| £1,030.00 |
|
| £1,716.00 |
|
Technical architect
| £1,030.00 |
|
| £1,373.00 |
|
Chief digital and data roles
Chief data officer
| £1,716.00 |
|
Chief information security officer
| £1,716.00 |
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Chief technology officer
| £1,716.00 |
|
IT operations roles
Application operations engineer
| £1,373.00 |
|
Business relationship manager
| £1,716.00 |
|
Change and release manager
| £915.00 |
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Command and control centre manager
| £1,373.00 |
|
End user computing engineer
| £915.00 |
|
| £1,373.00 |
|
IT service manager
| £915.00 |
|
| £1,373.00 |
|
Incident manager
| £744.00 |
|
| £1,373.00 |
|
Infrastructure engineer
| £915.00 |
|
| £1,030.00 |
|
| £1,716.00 |
|
Infrastructure operations engineer
| £1,030.00 |
|
Service desk manager
| £744.00 |
|
| £1,373.00 |
|
Service transition manager
| £915.00 |
|
| £915.00 |
|
| £1,373.00 |
|
Product and delivery roles
Business analyst
| £1,030.00 |
|
| £1,373.00 |
|
| £1,716.00 |
|
Delivery manager
| £915.00 |
|
| £1,030.00 |
|
| £1,373.00 |
|
| £1,716.00 |
|
Digital portfolio manager
| £1,030.00 |
|
| £1,716.00 |
|
Product manager
| £1,030.00 |
|
| £1,716.00 |
|
Programme delivery manager
| £1,716.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £744.00 |
|
| £915.00 |
|
| £1,373.00 |
|
Software development roles
Development operations (DevOps) engineer
| £1,030.00 |
|
Frontend developer
| £1,030.00 |
|
Software developer
| £915.00 |
|
| £1,373.00 |
|
User-centred design roles
Accessibility specialist
| £1,030.00 |
|
Content designer
| £1,030.00 |
|
Content strategist
| £1,030.00 |
|
Interaction designer
| £1,030.00 |
|
Service designer
| £1,373.00 |
|
User researcher
| £1,373.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
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Yes
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Who accredited the ISO/IEC 27001
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Citation ISO Certification Limited accredited by ASCB
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ISO/IEC 27001 accreditation date
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Friday 5 September 2025
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What the ISO/IEC 27001 doesn’t cover
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The scope of the Management System applies to the following:- THE PROVISION OF CONSULTANCY AND INTEGRATION SERVICES TO HEALTHCARE
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ISO 28000:2022 certification
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No
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ISO 9001 certification
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Yes
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Who accredited the ISO 9001 certification
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Citation ISO Certification Limited accredited by ASCB
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ISO 9001 accreditation date
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Wednesday 8 March 2023
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What the ISO 9001 doesn’t cover
-
The scope of the Management System applies to the following:- THE PROVISION OF CONSULTANCY AND INTEGRATION SERVICES TO HEALTHCARE
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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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Please provide your Cyber Essentials Certificate Number
-
B714003d-1c8e-467f-a4ba-28636b6db90d
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Cyber essentials plus
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No
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Cyber Essentials Alternative
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None of the criteria
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Other security certifications
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Yes
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Any other security certifications
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Data Security and Protection Toolkit - 2024-25 (version 7)
Social value
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Section B - Commitment for Future: Delivery
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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
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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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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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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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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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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
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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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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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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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.
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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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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
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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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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)
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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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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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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.
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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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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: 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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Introducing transparency to pay and reward processes
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Working conditions which promote an inclusive working environment and promote retention and progression
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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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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.
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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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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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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.
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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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