VE3 GLOBAL LTD

VE3 RewardX – Referral & Advocacy Programme Engine

VE3 RewardX – Referral & Advocacy Programme Engine enables organisations to design and automate referral and advocacy programmes that drive participation through trusted networks. The platform manages referral tracking, rewards, fraud controls and reporting, helping scale engagement, acquisition and community-led growth across digital channels.

Features

• Automated referral programme setup
• Configurable referral rules and rewards
• Multi-channel referral sharing
• Multi-channel referral sharing
• Fraud detection and validation
• Reward fulfilment automation
• CRM and platform integrations
• Scalable campaign management

Benefits

• Increases participation through trusted networks
• Accelerates programme reach organically
• Accelerates programme reach organically
• Improves engagement and retention
• Ensures fair and secure referrals
• Faster campaign launch and scaling
• Clear visibility of referral performance
• Higher ROI from advocacy programmes

• 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 prime@ve3.global. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

572093558936453

Contact

Nikhil Alex
02045520840
prime@ve3.global

About your service

• Service categories:

  Applications

  Customer relationship management

  • Marketing campaign management
• 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: RewardX can operate as a standalone SaaS platform and also acts as an add-on or extension to existing systems such as CRM, HR, loyalty and partner platforms through APIs and integrations.
• Cloud deployment model: Public cloud
• Service constraints: The service requires internet access and is delivered as a standard SaaS offering, with bespoke code changes not included. Integrations are subject to the availability of, and access to, the buyer’s systems and APIs. Planned maintenance may occur outside core UK business hours with advance notice provided. Data residency is UK by default, with alternative locations available only by prior agreement.
• System requirements:
  • Modern, up-to-date web browser
  • Secure HTTPS/TLS access to RewardX endpoints
  • Outbound connectivity to whitelisted API endpoints
  • Optional SAML 2.0 or OIDC SSO identity provider

User support

• Email or online ticketing support: Yes
• Support response times: We provide 24×7 email and online ticketing support. Standard enquiries are acknowledged within 30 minutes, with response times faster for priority incidents. Weekend and bank-holiday response times remain the same for supported customers under Enhanced and Premium SLAs
• 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: No
• Onsite support: Yes
• Support levels: We provide four support tiers: Standard, Enhanced, Premium and Managed. Standard includes business-hours support, incident handling and access to cloud support engineers. Enhanced adds extended-hours cover, proactive monitoring and improved response SLAs. Premium provides full 24×7 support, priority incident handling, continuous monitoring and scheduled service reviews. Managed offers a fully managed 24×7 service including optimisation, patching, lifecycle management and operational governance. Support pricing varies by tier and is charged as a monthly managed-service fee based on scope and SLA. Customers selecting Enhanced, Premium or Managed tiers receive access to a Technical Account Manager or Cloud Support Engineer for architectural guidance, optimisation recommendations and ongoing assistance.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: The onboarding process includes a discovery and onboarding session for admin users, configuration of tenant settings, roles, and access, and setup of incentive programmes including rules, catalogues, and workflows. Integration enablement is provided where applicable, followed by a go-live checklist and operational handover to ensure a smooth transition.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: At the end of the contract, users can export all relevant data including campaign configurations, rules, workflows, reward records, and reporting data. Exports are typically provided in standard formats such as CSV or Excel, ensuring users retain access to their data. Support from the RewardX team is available to assist with extraction and transfer.
• End-of-contract process: At the end of the contract, RewardX ensures a controlled offboarding process, including a final data export and confirmation. Accounts are then securely closed, and all data is deleted in accordance with agreed retention policies and contractual obligations. A formal service termination confirmation is provided to the buyer.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The core functionality is the same across mobile and desktop. The interface is responsive and optimised for smaller screens on mobile devices, with simplified layouts and navigation. Desktop provides a larger workspace better suited to complex configuration, reporting and administration tasks.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: RewardX provides a secure, web-based user interface for configuring incentive programmes, managing rules and workflows, approving rewards, monitoring activity and accessing reports. The platform also exposes API interfaces for system-to-system integration with CRM, HR and digital channels
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: The service interface is tested against recognised accessibility standards using assistive technologies such as screen readers and keyboard-only navigation. Accessibility checks are incorporated into UI testing to ensure compatibility with common assistive tools and modern browsers, with usability feedback used to inform ongoing improvements.
• API: Yes
• What users can and can't do using the API: Users can use the RewardX API to set up and configure incentive campaigns, define rules, triggers, workflows, and rewards, and make changes such as updating campaign details or retrieving reporting and audit data. Some administrative actions and complex workflow configurations must be performed via the web interface, and API access depends on permissions and endpoint connectivity.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: The service is configurable through rules, workflows, templates and access controls. Bespoke software development is not included, but extensions can be delivered through APIs and configuration.

Scaling

• Independence of resources: RewardX is hosted on a multi-tenant cloud architecture with resource isolation and load balancing to ensure one user’s activity does not affect others. Performance is monitored continuously, and scaling mechanisms maintain consistent response times, even during peak demand, guaranteeing reliable and independent access for all users.

Analytics

• Service usage metrics: Yes
• Metrics types: RewardX provides metrics on campaign performance, reward issuance, user activity, and engagement levels across customers, employees, and partners. Administrative and operational dashboards show real-time status of workflows, approvals, and integrations, enabling monitoring, auditing, and reporting of service usage
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: Yes

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Baseline Personnel Security Standard (BPSS)

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 once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Other
• Other data at rest protection approach: Data at rest in RewardX is protected using encryption at rest, combined with physical access controls and multi-tenant isolation provided by the secure data centre. Additional measures include access controls, monitoring, and backup procedures to ensure confidentiality, integrity, and resilience of stored data.
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: Exports are available via admin tools and APIs. Bulk exports can be supported where needed.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • JSON
  • PDF
• Data import formats:
  • CSV
  • Other
• Other data import formats: JSON

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: Other
• Other protection within supplier network: Data within the network is protected using encryption at rest, role-based access controls, and secure internal communications, in addition to TLS for any internal data transfers where needed.

Availability and resilience

• Guaranteed availability: RewardX is delivered as a cloud-based SaaS platform with high availability designed to support continuous operations. The service is generally available 24/7, excluding planned maintenance. Standard SLAs guarantee 99.9% uptime, with monitoring and redundancy to minimise downtime.
• Approach to resilience: RewardX is designed for high availability and resilience. The platform is hosted in secure, geographically redundant data centres with failover, load balancing, and continuous monitoring to minimise service disruption. Backups and disaster recovery procedures ensure data integrity and rapid recovery. Detailed resilience architecture information is available on request.
• Outage reporting: RewardX reports service outages through email alerts to registered administrators. Critical incidents are communicated directly with guidance on mitigation and estimated resolution times. While there is no public dashboard or API for outage reporting, customers can contact support for real-time status updates and assistance during service disruptions.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Access to RewardX management interfaces and support channels is role-based and strictly controlled. Administrative privileges are granted only to authorised personnel based on job function. All access is protected by strong authentication, including optional multi-factor authentication, and activities are logged and monitored for auditing.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

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: At least 12 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• 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: Our organisation follows a comprehensive set of information security policies aligned with ISO/IEC 27001 standards, covering areas such as access control, data protection, incident management, vulnerability management, and secure software development. A dedicated security team reports directly to the board-level security executive, ensuring oversight and accountability. Policies are enforced through regular training, audits, monitoring, and incident reporting, and adherence is tracked via automated tools and management reviews. Any violations are investigated and addressed promptly to maintain compliance and protect customer data.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: RewardX uses structured configuration and change management processes to ensure service stability, security, and compliance. All components—including software, infrastructure, and integrations—are tracked through their lifecycle using version control and asset management tools. Changes are assessed for security, operational, and compliance impact before approval, tested in controlled environments, documented, and deployed according to formal procedures. Emergency changes follow a controlled, auditable workflow. Continuous monitoring ensures the live environment remains stable, secure, and compliant.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: RewardX follows a structured vulnerability management process to protect the platform and its users. Threat Assessment: Potential threats are identified through automated vulnerability scanning, penetration testing, and monitoring of security advisories from sources such as NCSC, CVE databases, and industry security feeds. Patch Deployment: Critical vulnerabilities are assessed and patched promptly, with standard updates applied according to severity and tested in controlled environments before production deployment. Monitoring and Reporting: Continuous monitoring ensures emerging threats are detected early, and remediation progress is tracked. Users are informed of relevant security updates when required.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: RewardX continuously monitors the platform to detect potential security compromises. Logs and events from infrastructure, applications, and APIs are analysed in real time. Suspicious activity is flagged automatically, and the security team investigates immediately. Confirmed incidents follow a structured response process—containment, remediation, and user notification. Critical issues are prioritised for rapid action, minimising disruption and ensuring continuous protection of data and services.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: RewardX follows a structured incident management process with predefined procedures for common security and operational events. Users can report incidents via the support portal or email, which are triaged by the security team. All incidents are investigated promptly, and incident reports detailing impact, root cause, and remediation are provided to affected users. Critical incidents are escalated immediately to senior security staff, and lessons learned are incorporated into processes to prevent recurrence.
• Post-quantum cryptography secure: No

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: 1%
• Between £250,000 and £500,000: 1.25%
• Between £500,001 and £1,000,000: 1.5%
• Between £1,000,001 and £2,500,000: 2%
• Between £2,500,001 and £5,000,000: 3%
• Over £5,000,001: 5%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Staunchly Management and System Services Limited
• ISO/IEC 27001 accreditation date: Saturday 6 January 2024
• What the ISO/IEC 27001 doesn’t cover: N/A
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: Staunchly Management and System Services Limited
• ISO 9001 accreditation date: Saturday 24 June 2023
• What the ISO 9001 doesn’t cover: N/A
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: D87607cd-0025-481e-8f94-0800702f70cf
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: F46b0858-b762-40d1-9775-dbf1fc93978b
• Other security certifications: Yes
• Any other security certifications:
  • ISO 14001
  • ISO 20001
  • ISO 22301

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
    • 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 these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • 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)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • 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
    • 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
    • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
    • 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
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • 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 prime@ve3.global. Tell them what format you need. It will help if you say what assistive technology you use.