ARRIMO LTD
NHS Bespoke Cloud Preperation, Change, Advice, Assurance and Support
Arrimo offers tailored solutions for cloud preparation, change management, and comprehensive support. Specialising in advising NHS entities, it ensures seamless transitions to cloud services. With personalised guidance, we empower NHS organisations to harness the full potential of cloud technology while prioritising data integrity and patient care.
Features
- Investigation and Audit of Legacy Solutions
- Stabilisations and Support, Legagy Contract Alignment and Change
- Bespoke - Service Tailored to Individual Requirements
- Online Repository and Portal - 24/7 Access to Information Provided
- Email Support Offering Assurance, Advice, Support and Guidance
- Fast Response Times
- Flexible Contracting Period
- Proactive Change Management Dealing With Issues Before They Impact Business
- Providing Single Point Of Call For Multiple Vendors
Benefits
- Experienced team of 45 years in NHS IT/digital transformation projects
- Open Information Approach
- Affordability with attention on value for money
- Effective and Quick Response To Service Queries
- Focused and Small Specialised Team
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 thomas.mizon@arrimo.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
5 3 5 1 6 3 8 6 6 2 5 2 2 8 7
Contact
ARRIMO LTD
Thomas Mizon
Telephone: 07972148582
Email: thomas.mizon@arrimo.co.uk
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data auditing and organising
- Data/information structure design
- Engagement and communication planning
- Project management and governance
- Service optimisation/right sizing
- Mobilisation coordination
- Other
Service scope
- Service constraints
-
There are no significant constraints impacting the delivery of this service.
Where specialist NHS readiness or legacy-estate discovery activities require access to onsite stakeholders, system owners or documentation, delivery timelines will be aligned collaboratively with the buyer. All work is fully scalable within agreed call-off parameters.
User support
- Email or online ticketing support
- Yes
- Support response times
- Generally, urgent questions are responded to within one hour of receipt during working hours (08.30-18.00) or the next working day. In any case all questions are responded to within 24 hours.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AA
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), 7 days a week
- Web chat support
- No
- Support levels
-
Arrimo provides one fully comprehensive support level for all buyers, designed to deliver the highest standard of service without tiers or limitations. Our approach ensures every organisation receives the same depth of expertise, responsiveness and senior-level oversight throughout the engagement. Support is available during standard UK business hours through email, phone and planned meetings, with a commitment to respond to all queries within one business day. This enables buyers to access timely guidance on cloud readiness, legacy analysis, assurance, commercial considerations, change management and NHS-specific requirements such as DPIA, Cyber Essentials and governance alignment.
Support is delivered directly by Arrimo’s specialist advisors, with escalation handled seamlessly through senior advisors to maintain continuity and unblock issues quickly. Where cross-functional coordination is required, Arrimo engages with all operational leads to ensure decisions are well-informed and aligned to organisational priorities. This unified, high-quality service model avoids diluted or tiered support and ensures consistent delivery from start to finish.
All support is included within the agreed day-rate or fixed-price engagement, with no additional charges or optional add-ons. Arrimo’s single-tier approach guarantees that every buyer receives the best level of support available, ensuring confidence, clarity and assurance throughout the service.
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
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £535.00 | £535.00 |
| Junior business analyst | £535.00 | £535.00 |
| Business analyst | £640.00 | £640.00 |
| Senior business analyst | £800.00 | £800.00 |
| Lead business analyst | £910.00 | £910.00 |
| Head of business analysis | £1,285.00 | £1,285.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £535.00 | £535.00 |
| Delivery manager | £910.00 | £910.00 |
| Senior delivery manager | £1,070.00 | £1,070.00 |
| Head of (Agile) delivery management | £1,285.00 | £1,285.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Digital portfolio analyst | £640.00 | £640.00 |
| Digital portfolio manager | £910.00 | £910.00 |
| Senior digital portfolio manager | £1,070.00 | £1,070.00 |
| Head of portfolio | £1,285.00 | £1,285.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,285.00 | £1,285.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- No
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- E4e227b2-e3a6-4b52-95c6-571567e0ea0d
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- None of the criteria
- 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
- New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
- 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
- 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
- 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
-
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.
- 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
- Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
-
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 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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach 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 thomas.mizon@arrimo.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.