EPIMORPHICS LIMITED
Data Publishing - Ongoing Support
Epimorphics provides ongoing operational support for cloud-hosted data services, including monitoring, incident management, optimisation and enhancements. We maintain linked-data, graph and API-based platforms; apply updates and security patches; refine data models; and deliver continuous improvements, ensuring reliable, scalable and well-governed data publishing.
Features
- reference data, URI set and ontology development
- explore, understand and design data for re-use
- integrate discovery, descriptive and structural metadata with your data
- data service design for publishing and internal data integration
- ongoing support and hosting for your data services
- app and user interface tailoring
- data, vocabulary and schema modelling and design
- best practice and standards focused data API design
- advanced UI and front-end app development for specific user needs
- end-to-end data publishing pipeline
Benefits
- create a strategy for publishing your data as 5-star data
- ensure your data complies with data maturity and FAIR principles
- maximise internal data integration
- integrate into your business systems and workflows including AI
- strengthen data governance and architecture with reference data
- user centred data publishing platform
- great user feedback on developer friendly data APIs
- develop tailored formats for data APIs
- end-to-end service development
- maximise data-sharing for maximum reuse by traditional and emerging users
Architecture roles
Business architect
| £450.00 |
|
| £550.00 |
|
| £700.00 |
|
| £850.00 |
|
Data architect
| £950.00 |
|
| £1,200.00 |
|
| £1,650.00 |
|
Enterprise architect
| £950.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,500.00 |
|
Network architect
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
Security architect
| £850.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Solution architect
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
| £1,200.00 |
|
| £1,500.00 |
|
Technical architect
| £600.00 |
|
| £750.00 |
|
| £950.00 |
|
| £1,200.00 |
|
| £1,500.00 |
|
Chief digital and data roles
Chief data officer
| £1,650.00 |
|
Chief technology officer
| £1,650.00 |
|
Data roles
Analytics engineer
| £450.00 |
|
| £625.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,100.00 |
|
Data analyst
| £450.00 |
|
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
Data engineer
| £750.00 |
|
| £950.00 |
|
| £1,100.00 |
|
| £1,400.00 |
|
Data ethicist
| £900.00 |
|
| £1,250.00 |
|
Data governance manager
| £800.00 |
|
| £1,000.00 |
|
| £1,500.00 |
|
Data scientist
| £450.00 |
|
| £600.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,600.00 |
|
Machine learning engineer
| £1,000.00 |
|
| £1,300.00 |
|
IT operations roles
Application operations engineer
| £450.00 |
|
| £550.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,100.00 |
|
Business relationship manager
| £700.00 |
|
| £925.00 |
|
| £1,100.00 |
|
Infrastructure engineer
| £650.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,200.00 |
|
| £1,500.00 |
|
Product and delivery roles
Business analyst
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,100.00 |
|
Delivery manager
| £500.00 |
|
| £750.00 |
|
| £1,100.00 |
|
| £1,300.00 |
|
Product manager
| £600.00 |
|
| £750.00 |
|
| £850.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
Software development roles
Development operations (DevOps) engineer
| £550.00 |
|
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £975.00 |
|
| £1,200.00 |
|
| £1,250.00 |
|
| £1,400.00 |
|
| £1,500.00 |
|
Frontend developer
| £550.00 |
|
| £650.00 |
|
| £750.00 |
|
| £900.00 |
|
| £1,100.00 |
|
| £1,400.00 |
|
Software developer
| £450.00 |
|
| £650.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,300.00 |
|
| £1,500.00 |
|
| £1,600.00 |
|
User-centred design roles
Accessibility specialist
| £550.00 |
|
| £650.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Content designer
| £450.00 |
|
| £550.00 |
|
| £750.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,100.00 |
|
Content strategist
| £1,000.00 |
|
Graphic designer
| £450.00 |
|
| £550.00 |
|
| £750.00 |
|
| £850.00 |
|
| £950.00 |
|
Interaction designer
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
Service designer
| £550.00 |
|
| £650.00 |
|
| £850.00 |
|
| £950.00 |
|
| £1,150.00 |
|
| £1,300.00 |
|
Technical writer
| £750.00 |
|
| £950.00 |
|
User researcher
| £450.00 |
|
| £550.00 |
|
| £750.00 |
|
| £950.00 |
|
| £1,100.00 |
|
| £1,400.00 |
|
Non-mandatory Standards and certifications
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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
-
8b7e5713-df5d-4fc1-a447-43d0351dd183
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
Social value
-
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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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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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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 educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Volunteering opportunities for staff
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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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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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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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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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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
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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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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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Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
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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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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
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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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Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
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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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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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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
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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
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Working conditions which promote an inclusive working environment and promote retention and progression
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Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
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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
-
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
procurement@epimorphics.com.
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