CITY SCIENCE CORPORATION LIMITED
Cadence
Cadence is a cloud-native GIS platform that simplifies designing, building, and publishing interactive maps. It combines advanced geospatial technology with intuitive user experience, enabling organisations to transform complex spatial data into actionable insights through mapping, analysis, visualisation, and collaborative storytelling.
Features
- Fully hosted solution requiring no local software installation
- Create professional maps with advanced styling and visualisation tools
- Buffer analysis, overlay analysis, isochrones, and dynamic filtering capabilities
- Granular permissions management for gatekeepers, editors, and external users
- Supports GeoJSON, Shapefiles, GeoTIFF, CSV, WMS/WFS live feeds
- Scheduled data updates, archiving, and automated data pipeline processing
- Combine maps, text, and images into interactive narrative presentations
- Generate custom reports with charts, tables, and exportable formats
- Responsive design enabling full functionality on desktop and mobile devices
- RESTful API for integration with enterprise systems and applications
Benefits
- Start creating professional maps within minutes without technical expertise
- Share interactive maps securely across teams and external stakeholders
- Transform complex geospatial data into clear, actionable visual insights
- Cloud-hosted solution eliminates infrastructure management and maintenance requirements
- Publish public-facing maps without requiring user login credentials
- Automate repetitive tasks through templated processes and scheduled updates
- Eliminate duplicate data efforts and optimise spatial analysis workflows
- Control data access precisely by user role and sensitivity level
- Access full functionality from any modern browser on any device
- Support strategic decisions with comprehensive spatial analysis and reporting
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
5 4 3 5 9 6 2 7 7 1 4 8 6 1 7
Contact
CITY SCIENCE CORPORATION LIMITED
Laurence Oakes-Ash
Telephone: 01392 440449
Email: bidding@cityscience.com
About your service
- Service categories
-
Cloud Support Services
Managed Cloud
Managed Private Cloud
- Managed Private IaaS
- Managed Private SaaS/PaaS
- Application management
Service scope
- Service constraints
- Cadence requires modern web browsers (Chrome, Edge, Safari latest versions). The platform is hosted exclusively on AWS UK/EU data centres and cannot be deployed in other cloud environments. Planned maintenance occurs during low-usage periods with minimum one-week advance notice. The service supports standard GIS file formats; proprietary formats may require conversion. While mobile-optimised, some advanced analytical functions are best suited to desktop use. Integration with legacy systems may require additional configuration. Support is provided during core hours (09:00-17:00 UK time, Mon-Fri) with out-of-hours emergency support available for Priority 1 incidents.
User support
- Email or online ticketing support
- Yes
- Support response times
- Email and online ticketing support provided during core hours at no extra cost. Tickets resolved according to the following support levels: - Priority 1 (System failure): 30-minute response, 4-hour resolution target - Priority 2 (Degraded service): 1-hour response, 8-hour resolution target - Priority 3 (Minor issues): 4-hour response, 3-5 day resolution - Priority 4 (Urgent changes): 1-hour response, 8-hour resolution - Priority 5 (Non-urgent changes): 8-hour response, 2-hour to 10-day resolution
- 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), Monday to Friday
- Web chat support
- Yes
- Web chat support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support accessibility standard
- WCAG 2.2 AA
- Web chat accessibility testing
- N/A
- Support levels
- Standard Support (Included): - Core hours: 09:00-17:00 UK time, Monday-Friday (excluding public holidays) - Email and ticketing system with SLA-based response times - Priority 1 (System failure): 30-minute response, 4-hour resolution target - Priority 2 (Degraded service): 1-hour response, 8-hour resolution target - Priority 3 (Minor issues): 4-hour response, 3-5 day resolution - Priority 4 (Urgent changes): 1-hour response, 8-hour resolution - Priority 5 (Non-urgent changes): 8-hour response, 2-hour to 10-day resolution - Monthly availability reports and quarterly service reviews - Dedicated Account Manager (Dr Thomas Baird) - Product Manager for roadmap coordination (Aaron Fagan-Cooper) Emergency Support (Included for P1): - 24/7 emergency contact number for Priority 1 incidents - Automatic C-level escalation for critical issues - No additional cost for P1 emergency response Enhanced Support (Optional, at extra cost): - Extended phone support during core hours - Dedicated GIS technical support workshops - Onsite training and implementation assistance - Technical Account Manager assignment - Custom SLA arrangements
- AI chatbot
- No
Resellers
- 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
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £700.00 | £700.00 |
| Senior data architect | £850.00 | £850.00 |
| Chief data architect | £1,000.00 | £1,000.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £1,000.00 | £1,000.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee analytics engineer | £450.00 | £450.00 |
| Analytics engineer | £600.00 | £600.00 |
| Senior analytics engineer | £700.00 | £700.00 |
| Lead analytics engineer | £850.00 | £850.00 |
| Head of analytics engineering | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £450.00 | £450.00 |
| Data analyst | £600.00 | £600.00 |
| Senior data analyst | £700.00 | £700.00 |
| Principal data analyst | £800.00 | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £600.00 | £600.00 |
| Senior data engineer | £700.00 | £700.00 |
| Lead data engineer | £850.00 | £850.00 |
| Head of data engineering | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data ethics lead | £850.00 | £850.00 |
| Head of data ethics | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data governance manager | £700.00 | £700.00 |
| Lead data governance manager | £850.00 | £850.00 |
| Head of data governance | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate data scientist | £450.00 | £450.00 |
| Data scientist | £600.00 | £600.00 |
| Principal data scientist | £775.00 | £775.00 |
| Lead data scientist | £850.00 | £850.00 |
| Head of data science | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £700.00 | £700.00 |
| Lead machine learning engineer | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £450.00 | £450.00 |
| Performance analyst | £600.00 | £600.00 |
| Senior performance analyst | £700.00 | £700.00 |
| Lead performance analyst | £850.00 | £850.00 |
| Head of performance analysis | £1,000.00 | £1,000.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Configuration analyst | £450.00 | £450.00 |
| Change and release analyst | £600.00 | £600.00 |
| Change and release manager | £800.00 | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| IT service analyst | £600.00 | £600.00 |
| IT service manager | £700.00 | £700.00 |
| Senior IT service manager | £850.00 | £850.00 |
| Head of IT service management | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £850.00 | £850.00 |
| Major incident manager | £1,000.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk analyst | £600.00 | £600.00 |
| Senior service desk analyst | £700.00 | £700.00 |
| Service desk manager | £850.00 | £850.00 |
| Head of service desk | £1,000.00 | £1,000.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £450.00 | £450.00 |
| Product manager | £600.00 | £600.00 |
| Senior product manager | £700.00 | £700.00 |
| Lead product manager | £800.00 | £800.00 |
| Head of product | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £900.00 | £900.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £450.00 | £450.00 |
| Test engineer | £600.00 | £600.00 |
| Senior test engineer | £700.00 | £700.00 |
| Lead test engineer | £750.00 | £750.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test manager | £850.00 | £850.00 |
| Head of test | £1,000.00 | £1,000.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior DevOps engineer | £450.00 | £450.00 |
| DevOps engineer | £600.00 | £600.00 |
| Senior DevOps engineer | £700.00 | £700.00 |
| Senior DevOps engineer - management | £725.00 | £725.00 |
| Lead DevOps engineer | £750.00 | £750.00 |
| Lead DevOps engineer - management | £775.00 | £775.00 |
| Principal DevOps engineer | £800.00 | £800.00 |
| Principal DevOps engineer - management | £825.00 | £825.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior frontend developer | £450.00 | £450.00 |
| Frontend developer | £600.00 | £600.00 |
| Senior frontend developer | £700.00 | £700.00 |
| Lead frontend developer | £750.00 | £750.00 |
| Head of frontend development | £900.00 | £900.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior developer | £450.00 | £450.00 |
| Developer | £600.00 | £600.00 |
| Senior developer | £700.00 | £700.00 |
| Senior developer - management | £750.00 | £750.00 |
| Lead developer | £775.00 | £775.00 |
| Lead developer - management | £825.00 | £825.00 |
| Principal developer | £800.00 | £800.00 |
| Principal developer - management | £850.00 | £850.00 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior user researcher | £450.00 | £450.00 |
| User researcher | £600.00 | £600.00 |
| Senior user researcher | £700.00 | £700.00 |
| Lead user researcher | £800.00 | £800.00 |
| Head of user research | £900.00 | £900.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 60cf1dbe-486e-4241-b994-101e032f2e04
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- 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
- 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
- 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
-
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
-
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
- 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
- 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
-
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
- Working conditions which promote an inclusive working environment and promote retention and progression
- 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
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
- 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
-
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 bidding@cityscience.com.
Tell them what format you need. It will help if you say what assistive technology you use.