QUORUM NETWORK RESOURCES LTD.

iManage Implementation, Training and Support

A full, end-to-end service for iManage Work from implementation, deployment, training and support. iManage Work is the leading email and document management system providing a fully audited, secure, intuitive email and document repository. iManage integrates with Microsoft 365 and leverages modern technology such as AI and machine learning.

Features

• Full end to end deployment and support including training
• Single user interface accessed from any device, anywhere, any platform
• Personlised search across the entire organisations content, with access permissions
• Integrations with Microsoft 365 including Word and Outlook ribbons
• Version control and document comparison features
• Maintain control with Customer Managed Encryption Keys (CMEK)
• Full document audit trail including print, email and edit history
• Comprehensive security as it encrypts all your data
• Share content with internal and external collaborators

Benefits

• Mobile working for the modern day professional
• Need to know access, content segregation and ethical walls
• Single partner relationship: licensing, implementation, training and support
• Quorum has experience of both cloud and on premise solutions
• iManage certified engineers
• Zero learning curve due to an already familiar interface
• Access documents and files without compromising disk space

• Education pricing available

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 tenders@quorum.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

570417562293506

Contact

Client Sales
0131 652 3954
tenders@quorum.co.uk

About your service

• Service categories:

  Applications

  Content workflow and management

  • Capture
  • Document

  Content services

  • Enterprise Content Management Applications
  • Content Sharing and Collaboration Applications

  Enterprise portals and digital workspaces

  • Integrated Employee Workspaces
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: IManage Work extends functionality within Microsoft 365 on both Windows and Mac desktops. Compatible with M365 and Gmail to allow secure management of all documents and emails.
• Cloud deployment model: Public cloud
• Service constraints: Suitable internet connectivity to support the transfer of electronic content to and from the iManage hosted cloud service. Requires Microsoft 365 or above for full feature availability.
• System requirements:
  • Microsoft Windows 11 or higher
  • Microsoft 365 or higher

User support

• Email or online ticketing support: Yes
• Support response times: Monday to Friday from 8am until 6pm, initial response within 1 hour or less.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: First and second line support provided for all iManage related issues with escalation to iManage as part of standard service.; Support provided remotely from our Edinburgh service centre but onsite end user support available - costs would depend on number of engineers required, the number of locations to be covered, the number of end users to be covered and the hours of onsite support required.; Service Delivery Manager provided as part of core service to ensure all aspects of support service remain within SLA and can be escalated if required.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: IManage requires both user adoption and training in order for users to receive the benefit of the solution. Quorum can provide this training, user adoption and support if required including materials to support the ongoing use of iManage. Online training content is available
• Service documentation: Yes
• Documentation formats:
  • ODF
  • PDF
• End-of-contract data extraction: The data is available for download for a period of 90 days and Quorum are able to provide tools and consultancy to allow the extract of all necessary content in an agreed structure. The API suite can also be used to extract content.
• End-of-contract process: The contract is a rolling annual contract and if no longer needed, notice can be given to terminate the service and a process for extraction of all content would then be required to ensure the extract meets the requirements of the organisation or system that the data will be moved to.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: We will produce our documents and supporting material using best practices for equality and diversity such as accessible slide designs and easy to read colour schemes. We will ask participants in advance for any accessibility requirements and take these into account in the Design phase

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Other
• Application to install: Yes
• Compatible operating systems:
  • Android
  • IOS
  • MacOS
  • Windows
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The interface is a responsive HTML5 web interface that scales to the device being used so is consistent across all platforms. Additional functionality is available within Microsoft 365 for a richer user experience
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: There are multiple service interfaces these include an iManage Ribbon within Microsoft 365 Applications and also a fully responsive HTML5 web interface.
• Accessibility standards: None or don’t know
• Description of accessibility: IManage Work Desktop for Windows can be configured in an Enhanced Accessibility mode. This allows iManage Work for Windows to be used with screen-reading software to read on-screen text, including: ; • iManage tab, ribbon, menus, dialog boxes, and panels available in Microsoft Office, Outlook, Visio and Project.; • iManage tab, menus, dialog boxes, and panels available in Adobe Acrobat.; • Email Management toolbar and Select Filing Location dialog box in Microsoft Outlook; • iManage Work Panel; • iManage Work Agent Services
• Accessibility testing: IManage developed the software to work with screen readers and other assistive technology.
• API: Yes
• What users can and can't do using the API: IManage Work has a published set of APIs to allow approved integration with other products and systems. The API suite allows all aspects of the iManage Work system to be managed including user, group and security access management, content upload, download and movement within the system.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: IManage Work allows all data fields to be customised to meet user requirements. Content is organised within a logical structure to meet how the organisation wishes to organise its data securely. All content is tagged with metadata which is fully customisable.; Customisation of the system is undertaken by admin level users in conjunction with the iManage support firm, and iManage if required, and cannot be undertaken by normal users.; ; Users are able to change the look and feel of the web interface and views within Microsoft Office to show the metadata that they require to help managing and finding the content that they have access to.

Scaling

• Independence of resources: IManage Work deploys modern service scaling to allow introduction of extra resources should the demands on the service require it. The system responds and adjusts to the demands placed upon it

Analytics

• Service usage metrics: Yes
• Metrics types: IManage Work provide system availability and service monitoring. The Threat Manager package allows monitoring of individual user activity to show how much content each individual accesses and whether their access patterns change.
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Reseller providing extra support
• Organisation whose services are being resold: IManage

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• 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 every 6 months
• Penetration testing approach: Another external penetration testing organisation
• Protecting data at rest:
  • Physical access control, complying with another standard
  • Encryption of all physical media
  • Scale, obfuscating techniques, or data storage sharding
• Data sanitisation process: No
• 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: Users can export data with all actions audited on an individual item or group of items. Tools are available to allow extraction of larger data sets. If extraction is for secure sharing, the iManage Work platform includes a secure sharing service.
• Data export formats: Other
• Other data export formats:
  • Microsoft Word
  • Microsoft Excel
  • Original file format
  • Microsoft PowerPoint
  • PDF
  • EML file for all emails
• Data import formats: Other
• Other data import formats:
  • All formats to be agreed to allow for system config
  • All Microsoft Office files
  • All PDFs
  • All image types
  • All email formats

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: Published availability has been 99.999% over the last 2 years
• Approach to resilience: Data resides in four data centres with two primary and two secondary. Primary and secondary locations are more than 50 miles apart. Within each location, all services are fully redundant.
• Outage reporting: IManage Trust Center provides a dashboard of all service status and visibility of all scheduled maintenance. Updates can be subscribed to, allowing all changes or alerts to be received by email.

Identity and authentication

• User authentication needed: Yes
• User authentication: Multi-Factor Authentication (MFA)
• Access restrictions in management interfaces and support channels: Management interfaces are restricted to named user accounts secured with unique password and can be set using conditional access policies to restrict to particular IP address, enforce MFA or other agreed restrictions.
• Access restriction testing frequency: At least every 6 months
• Management access authentication: Multi-Factor Authentication (MFA)

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users receive audit information on a regular basis
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Available from iManage on request.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Quorum change management follows ITIL best practice with all change requests, impact assessments, detailed change records and roll back plans stored within our service management system.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: IManage monitor connectivity to their services to flag any suspicious behaviour that requires further investigation.; Updates to the services are released to the software periodically with any emergency changes able to be deployed quickly subject to established change control
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: All monitoring completed by iManage across all of their systems. User authentication can be provided via Microsoft Azure AD allowing additional risk based conditional access controls to be implemented. Microsoft Azure AD alerts are available in real time. iManage monitor their service 24 x 7 x 365.
• Incident management type: Supplier-defined controls
• Incident management approach: Quorum follows ITIL best practice for the management of all incidents and problems. Users report an incident to Quorum through email, web interface or phone with all actions against the incident then tracked within our service management system. Users can then see all actions against their incident with client level reporting of all incidents for the organisation on an agreed frequency.
• Post-quantum cryptography secure: Yes

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: Yes
• 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%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Citation ISO Certification Ltd
• ISO/IEC 27001 accreditation date: Tuesday 14 October 2025
• What the ISO/IEC 27001 doesn’t cover: All our services are covered
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: Citation ISO Certification Ltd
• ISO 9001 accreditation date: Monday 13 October 2025
• What the ISO 9001 doesn’t cover: All our services are covered
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: No
• Cyber Essentials Alternative: You do not have a current and valid Cyber Essentials certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: F3d9b310-142c-432b-9b6c-c006a479aa79
• Other security certifications: Yes
• Any other security certifications:
  • Microsoft Intelligent Security Association (MISA)
  • NCSC Assured Provider - Cyber Advisor (Cyber Essentials)

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
    • 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
    • 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
    • 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 to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • 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: 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)
    • 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 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
    • 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)
    • 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
    • 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
    • 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
    • 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 tenders@quorum.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.