Katalyze Data
SAS Viya Cloud Analytics and Managed Service
Katalyze Data provides a fully managed SAS Viya cloud (Azure, AWS, GCP) analytics service, delivering secure platform setup, configuration as well as a managed service including maintenance, monitoring and user support. This includes the provision of SAS Viya licenses.
Features
- Cloud‑hosted SAS Viya analytics platform
- Managed services for user platform support
- Initial consultation to define requirements and scope
- Provision and procurement of SAS software licences
- Cloud platform configuration and provisioning
- SAS Viya analytical software deployment and testing
- Ongoing incident management services
- Continuous platform maintenance and updates
- Proactive monitoring with alerts
- On‑demand support for analytics users
Benefits
- Reduces customer effort through fully managed analytics operations.
- Improves decision‑making with modern SAS Viya analytics capability.
- Accelerates deployment using preconfigured cloud environments.
- Minimises downtime through proactive monitoring and alerts.
- Enhances platform reliability with continuous maintenance and updates.
- Reduces business risk via secure, encrypted cloud architecture.
- Cuts incident resolution time with on‑demand expert support.
- Optimises cloud spend using right‑sized resource recommendations.
- Improves user productivity through expert SAS and open‑source training.
- Supports strategic planning with roadmap guidance and service reviews.
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
5 8 8 9 7 5 4 9 2 2 4 6 5 6 4
Contact
Katalyze Data
PJ Walters
Telephone: 01993 848010
Email: info@katalyzedata.com
About your service
- Service categories
-
Cloud Support Services
Managed Cloud
Managed Private Cloud
- Managed Private IaaS
- Managed Private SaaS/PaaS
Managed Public cloud
- Managed Public IaaS
- Managed Public SaaS/PaaS
Managed Hybrid Cloud
- Managed Hybrid IaaS
- Managed Hybrid SaaS/PaaS
Service scope
- Service constraints
- None
User support
- Email or online ticketing support
- Yes
- Support response times
- On‑Demand Support SLA Response Time to Call P0: 2 hours (including out of hours) P1: 2 hours P2: 4 hours P3: Within 1 business working day P4: Within 2 business working days Time to Start of Work P0: 2 hours (including out of hours) P1: 2 hours P2: Within 1 business working day P3: Within 3 business working days P4: Within 5 business working days Pricing of support levels and provision of technical account manager/cloud support engineer is based on specific environment size.
- 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
- Support levels
-
On‑Demand Support SLA
Response Time to Call
P0: 2 hours (including out of hours)
P1: 2 hours
P2: 4 hours
P3: Within 1 business working day
P4: Within 2 business working days
Time to Start of Work
P0: 2 hours (including out of hours)
P1: 2 hours
P2: Within 1 business working day
P3: Within 3 business working days
P4: Within 5 business working days
Pricing of support levels and provision of technical account manager/cloud support engineer is based on specific environment size.
Resellers
- Supplier type
- Reseller providing extra features and support
- Organisation whose services are being resold
- SAS Institute
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,300.00 | |
| Senior data architect | £1,450.00 | |
| Chief data architect | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,125.00 | |
| Senior enterprise architect | £1,300.00 | |
| Lead enterprise architect | £1,450.00 | |
| Principal enterprise architect | £1,650.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £925.00 | |
| Data analyst | £1,125.00 | |
| Senior data analyst | £1,300.00 | |
| Principal data analyst | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £1,125.00 | |
| Senior data engineer | £1,300.00 | |
| Lead data engineer | £1,450.00 | |
| Head of data engineering | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee data scientist | £400.00 | |
| Associate data scientist | £925.00 | |
| Data scientist | £1,125.00 | |
| Principal data scientist | £1,300.00 | |
| Lead data scientist | £1,450.00 | |
| Head of data science | £1,650.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £400.00 | |
| Junior business analyst | £925.00 | |
| Business analyst | £1,125.00 | |
| Senior business analyst | £1,300.00 | |
| Lead business analyst | £1,450.00 | |
| Head of business analysis | £1,650.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £1,125.00 | |
| Delivery manager | £1,300.00 | |
| Senior delivery manager | £1,450.00 | |
| Head of (Agile) delivery management | £1,650.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £925.00 | |
| QAT analyst | £1,125.00 | |
| Senior QAT analyst | £1,300.00 | |
| Lead QAT analyst | £1,450.00 |
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
- 3c85604f-6c9a-43ea-b7cd-08df1826749f
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 2d588071-f040-4616-a248-626eaf89b939
- 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
- 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
- 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 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
- 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
- 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
- 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
-
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
- 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
- Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
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
- 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
-
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
- 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
- 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
-
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
- Understanding of issues relating to entering the contract workforce
- Creation of outreach activities to create a pipeline of employees for the future contract delivery
-
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
-
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 info@katalyzedata.com.
Tell them what format you need. It will help if you say what assistive technology you use.