CYBERIAM HOLDINGS LIMITED
CyberIAM - Support Services - Security Services
Assistance to customers through entire identity lifecycle journey from advisory at the beginning of a green field program all the way to support. We offer our support packages to provide a pool of hours delivered by skilled engineers assisting your team with resolving bugs and issues to an professional SLA.
Features
- Troubleshooting/Fixing broken connectors
- Assisting with Data Cleansing
- Orphaned Account Management
- Monitoring System Tasks
- Large pool of consultants
- Troubleshooting and Debugging
- Provide guidance on best practices
- Policy-Based Access Control - PBAC
- Role-Based Access Control - RBAC
- Attribute-Based Access Control - ABAC
Benefits
- Reports and online dashboards
- Monthly support calls
- Blend of business and technical consultants
- Reduce buiness costs
- Drawer down on hours used only
- Centralised, flexible access decisions aligned to business policies
- Simple, scalable access management based on job roles
- Fine-grained, dynamic access using contextual attributes
Pricing
- Education pricing available
Service documents
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Framework
G-Cloud 15
Service ID
6 2 5 9 6 7 3 2 1 5 9 8 1 5 6
Contact
CYBERIAM HOLDINGS LIMITED
Chris Loder
Telephone: 08443350012
Email: sales@cyberiam.com
About your service
- Service categories
-
Cloud Support Services
Security Services
- Security strategy
- Security risk management
- Security design
- Security audit services
- Security quality assurance (QA) and testing
- Other
Service scope
- Service constraints
-
Typically, our proposals outline assumptions, dependencies, and out-of-scope items - these vary based on the requirements provided by the customer. We maintain a flexible approach, and where needed, we can adapt these elements to align with the customer’s expectations and project conditions.
By default our proposals are based on remote delivery. However, if on-site work is required, we are able to accommodate this and adjust the scope accordingly.
User support
- Email or online ticketing support
- Yes
- Support response times
- Within 8hrs - during business hours Monday - Friday.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- None or don’t know
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
Available upon request - agreed with user per project
Low > Medium > High > Very High
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business architect | £704.00 | £336.00 |
| Associate business architect | £928.00 | £588.00 |
| Business architect | £1,896.00 | £1,344.00 |
| Lead business architect | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,600.00 | £1,134.00 |
| Senior data architect | £1,896.00 | £1,344.00 |
| Chief data architect | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,392.00 | £966.00 |
| Senior enterprise architect | £1,600.00 | £1,134.00 |
| Lead enterprise architect | £1,896.00 | £1,344.00 |
| Principal enterprise architect | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Security architect | £1,600.00 | £1,134.00 |
| Lead security architect | £1,896.00 | £1,344.00 |
| Principal security architect | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,600.00 | £1,134.00 |
| Solution architect | £1,896.00 | £1,344.00 |
| Senior solution architect | £2,104.00 | £1,512.00 |
| Lead solution architect | £2,104.00 | £1,512.00 |
| Principal solution architect | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £928.00 | £588.00 |
| Technical architect | £1,392.00 | £966.00 |
| Senior technical architect | £1,600.00 | £1,134.00 |
| Lead technical architect | £2,104.00 | £1,512.00 |
| Principal technical architect | £2,104.00 | £1,512.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £3,000.00 | £3,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £3,000.00 | £3,000.00 |
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead cyber security audit and assurance | £2,104.00 | £1,512.00 |
| Principal cyber security audit and assurance | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security governance and risk manager | £928.00 | £588.00 |
| Lead cyber security governance and risk manager | £1,896.00 | £1,344.00 |
| Principal cyber security governance and risk manager | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security monitoring | £1,392.00 | £966.00 |
| Lead cyber security monitoring | £1,896.00 | £1,344.00 |
| Principal cyber security monitoring | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security secure systems architecture and design | £1,392.00 | £966.00 |
| Lead cyber security secure systems architecture and design | £1,896.00 | £1,344.00 |
| Principal cyber security secure systems architecture and design | £2,104.00 | £1,512.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data governance manager | £1,392.00 | £966.00 |
| Lead data governance manager | £1,600.00 | £1,134.00 |
| Head of data governance | £2,104.00 | £1,512.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £704.00 | £336.00 |
| Junior business analyst | £704.00 | £336.00 |
| Business analyst | £1,392.00 | £966.00 |
| Senior business analyst | £1,600.00 | £1,134.00 |
| Lead business analyst | £1,896.00 | £1,344.00 |
| Head of business analysis | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £928.00 | £588.00 |
| Delivery manager | £1,392.00 | £966.00 |
| Senior delivery manager | £1,600.00 | £1,134.00 |
| Head of (Agile) delivery management | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £928.00 | £588.00 |
| Product manager | £1,392.00 | £966.00 |
| Senior product manager | £1,600.00 | £1,134.00 |
| Lead product manager | £1,600.00 | £1,134.00 |
| Head of product | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £2,104.00 | £1,512.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £1,392.00 | £996.00 |
| QAT analyst | £1,600.00 | £1,134.00 |
| Senior QAT analyst | £1,896.00 | £1,344.00 |
| Lead QAT analyst | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £1,392.00 | £966.00 |
| Test engineer | £1,600.00 | £1,134.00 |
| Senior test engineer | £1,896.00 | £1,344.00 |
| Lead test engineer | £2,104.00 | £1,512.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test manager | £1,600.00 | £1,134.00 |
| Head of test | £2,104.00 | £1,512.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £704.00 | £336.00 |
| Junior DevOps engineer | £704.00 | £336.00 |
| DevOps engineer | £1,392.00 | £966.00 |
| Senior DevOps engineer | £1,600.00 | £1,134.00 |
| Senior DevOps engineer - management | £1,896.00 | £1,344.00 |
| Lead DevOps engineer | £1,896.00 | £1,344.00 |
| Lead DevOps engineer - management | £2,104.00 | £1,512.00 |
| Principal DevOps engineer | £2,104.00 | £1,512.00 |
| Principal DevOps engineer - management | £2,104.00 | £1,512.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- PERRY JOHNSON REGISTRARS, INC.
- ISO/IEC 27001 accreditation date
- Thursday 20 June 2024
- What the ISO/IEC 27001 doesn’t cover
- None or unknown
- 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
- 39acc0e9-62e5-4816-8d03-17f865d1c0f0
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- Other security certifications
- No
Social value
- Section B - Commitment for Future: Delivery
-
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority
- New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
- Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
- 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
- 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
- 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 educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
- Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises
- 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
-
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
- 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
- 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
- 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
- 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 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
-
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
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 sales@cyberiam.com.
Tell them what format you need. It will help if you say what assistive technology you use.