Node4 Ltd

Web Build

Web Build is the core implementation phase following Web Foundation, focusing on agile development. Customer requirements are detailed in a task backlog and addressed through a series of Sprints, encompassing build, test, playback, and feedback. The process culminates in an end-to-end playback, assessing system readiness before go-live.

Features

• Agile development process, broken down into manageable, focused Sprints
• Detailed task backlog capturing all customer web development requirements
• Each Sprint includes dedicated phases for build and development
• Comprehensive testing in each Sprint ensures quality and functionality
• Regular playback sessions for continuous customer engagement and input
• Feedback loops integrated into each Sprint for iterative improvements
• Collaborative approach with customers for constant requirement alignment
• Final end-to-end system playback to assess readiness pre-launch
• Emphasis on user experience and interface in development process
• Continuous communication with customer throughout the build process

Benefits

• Ensures a structured, efficient approach to web development
• Captures and addresses all customer requirements systematically and thoroughly
• Facilitates development of high-quality, functional web solutions
• Regular testing phases guarantee a robust, error-free web product
• Continuous customer involvement ensures alignment with expectations and needs
• Iterative approach allows for constant refinement and enhancement
• Strengthens customer relationship through collaborative development process
• Comprehensive final review ensures complete system functionality and readiness
• Focuses on creating user-friendly and engaging web experiences
• Maintains open, transparent communication for customer satisfaction and clarity

Service documents

• 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 bidmanagement@node4.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

626278120887027

Contact

James Tandy
0345 123 2222
bidmanagement@node4.co.uk

About the service

• Service categories:
  • Cloud Support Services
    • Set Up and Migration
      • Other
        • Other

Service scope

• Service constraints: Web Build's agile development process, while designed for efficiency and customer engagement, has some constraints. Success hinges on the detailed articulation of requirements in the task backlog, requiring comprehensive initial input. The iterative nature of Sprints, incorporating build, test, playback, and feedback phases, demands active customer participation for continual alignment and iterative improvements. This approach, though flexible, may face challenges in accommodating significant late-stage changes without impacting timelines. Ensuring system readiness for go-live requires both parties to closely collaborate, maintaining open communication and flexibility to adapt as the project evolves within the agile framework's scope.

User support

• Email or online ticketing support: Yes, at extra cost
• Support response times: Node4 operate an enterprise grade SLA, with P1 response times at 30 minutes. Our service desk is available 24/7/365: other options available including Monday - Friday 9.00am - 5:30pm (excl. public holidays), Monday - Friday 7:00am - 7:00pm (excl. public holidays), with add-ons available outside these hours.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: WCAG 2.2 AA
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• AI chatbot: No
• Web chat support accessibility standard: WCAG 2.2 AA
• Web chat accessibility testing: We utilise standard accessibility software to validate our interfaces for assistive technology users.
• Support levels: Our managed services are ISO 20000 certified and underpinned by the ITILv4 framework, ensuring a best practice approach to IT service management that focuses on aligning IT services with the needs of your business.; ; We offer flexible support options that can be tailored to meet your specific requirements and budget constraints, ensuring you receive the optimal level of support necessary to achieve your objectives.; ; Leveraging ITILv4 principles, our service delivery model encompasses a comprehensive range of capabilities, including incident management, problem management, change management, and continuous improvement, among others. This ensures not only the resolution of immediate issues but also the proactive enhancement of service performance and reliability over time.; ; Our approach is to work with you to understand your business goals, operational needs, and the challenges you face. Based on this understanding, we design a support package that offers the right mix of responsiveness, expertise, and resources. This approach allows us to provide a service that is both efficient and cost-effective, ensuring you derive maximum value from your IT investments while also fostering innovation and growth within your organisation.; ; Whichever tier of support chosen, Node4 ensure on-shore engineering support is available for all tickets.

Supplier type

• Supplier type: Reseller providing extra support
• Organisation whose services are being resold: Microsoft, Fortinet

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Security Clearance (SC)

Pricing

• Discount for educational organisations: No

Government Digital and Data Roles

Architecture roles

Business architect

Role level	UK Rate	Offshore Rate
Trainee business architect	£450.00
Associate business architect	£635.00
Business architect	£830.00
Lead business architect	£1,165.00

Data architect

Role level	UK Rate	Offshore Rate
Data architect	£830.00
Senior data architect	£1,010.00
Chief data architect	£1,660.00

Enterprise architect

Role level	UK Rate	Offshore Rate
Enterprise architect	£830.00
Senior enterprise architect	£1,010.00
Lead enterprise architect	£1,165.00
Principal enterprise architect	£1,330.00

Network architect

Role level	UK Rate	Offshore Rate
Associate network architect	£635.00
Network architect	£830.00
Lead network architect	£1,165.00

Security architect

Role level	UK Rate	Offshore Rate
Security architect	£830.00
Lead security architect	£1,165.00
Principal security architect	£1,330.00

Solution architect

Role level	UK Rate	Offshore Rate
Associate solution architect	£635.00
Solution architect	£830.00
Senior solution architect	£1,010.00
Lead solution architect	£1,165.00
Principal solution architect	£1,330.00

Technical architect

Role level	UK Rate	Offshore Rate
Associate technical architect	£635.00
Technical architect	£830.00
Senior technical architect	£1,010.00
Lead technical architect	£1,165.00
Principal technical architect	£1,330.00

Chief digital and data roles

Chief data officer

Role level	UK Rate	Offshore Rate
Chief data officer	£1,660.00

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,660.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,660.00

Cyber security roles

Cyber security audit and assurance

Role level	UK Rate	Offshore Rate
Lead cyber security audit and assurance	£1,235.00
Principal cyber security audit and assurance	£1,485.00

Cyber security governance and risk management

Role level	UK Rate	Offshore Rate
Lead cyber security governance and risk manager	£1,235.00
Principal cyber security governance and risk manager	£1,485.00

Cyber security monitoring

Role level	UK Rate	Offshore Rate
Associate cyber security monitoring	£650.00
Lead cyber security monitoring	£1,235.00

Cyber security incident response

Role level	UK Rate	Offshore Rate
Associate cyber incident response	£650.00
Lead cyber security incident response	£1,235.00
Principal cyber security incident response	£1,485.00

Cyber security vulnerability management

Role level	UK Rate	Offshore Rate
Lead cyber security vulnerability management	£1,235.00
Principal cyber security vulnerability management	£1,485.00

Cyber security digital forensics

Role level	UK Rate	Offshore Rate
Associate cyber security digital forensics	£650.00
Lead cyber security digital forensics	£1,235.00

Cyber security testing

Role level	UK Rate	Offshore Rate
Associate cyber security testing	£650.00
Lead cyber security penetration testing	£1,235.00

Cyber security secure design

Role level	UK Rate	Offshore Rate
Associate cyber security secure systems architecture and design	£650.00
Lead cyber security secure systems architecture and design	£1,235.00
Principal cyber security secure systems architecture and design	£1,485.00

Data roles

Analytics engineer

Role level	UK Rate	Offshore Rate
Trainee analytics engineer	£415.00
Analytics engineer	£775.00
Senior analytics engineer	£935.00
Lead analytics engineer	£1,080.00

Data analyst

Role level	UK Rate	Offshore Rate
Associate analyst	£590.00
Data analyst	£775.00
Senior data analyst	£935.00
Principal data analyst	£1,235.00

Data engineer

Role level	UK Rate	Offshore Rate
Data engineer	£775.00
Senior data engineer	£935.00
Lead data engineer	£1,080.00

Data ethicist

Role level	UK Rate	Offshore Rate
Data ethics lead	£1,080.00

Data governance manager

Role level	UK Rate	Offshore Rate
Data governance manager	£80.00
Lead data governance manager	£1,080.00

Data scientist

Role level	UK Rate	Offshore Rate
Data scientist	£775.00
Principal data scientist	£1,235.00
Lead data scientist	£1,080.00

Machine learning engineer

Role level	UK Rate	Offshore Rate
Senior machine learning engineer	£935.00
Lead machine learning engineer	£1,080.00

Performance analyst

Role level	UK Rate	Offshore Rate
Performance analyst	£775.00
Senior performance analyst	£935.00
Lead performance analyst	£1,080.00

IT operations roles

Application operations engineer

Role level	UK Rate	Offshore Rate
Application operations engineer	£775.00
Senior application operations engineer	£935.00
Lead application operations engineer	£1,080.00

Change and release manager

Role level	UK Rate	Offshore Rate
Configuration analyst	£775.00
Change and release analyst	£775.00
Change and release manager	£1,080.00

End user computing engineer

Role level	UK Rate	Offshore Rate
Associate end user computing engineer	£590.00
End user computing engineer	£775.00
Senior end user computing engineer	£935.00
Lead end user computing engineer	£1,080.00
Principal end user computing engineer	£1,235.00

IT service manager

Role level	UK Rate	Offshore Rate
IT service analyst	£775.00
IT service manager	£1,080.00
Senior IT service manager	£935.00
Head of IT service management	£1,545.00

Incident manager

Role level	UK Rate	Offshore Rate
Incident manager	£1,080.00
Major incident manager	£1,080.00

Infrastructure engineer

Role level	UK Rate	Offshore Rate
Associate infrastructure engineer	£590.00
Infrastructure engineer	£775.00
Senior infrastructure engineer	£935.00
Lead infrastructure engineer	£1,080.00
Principal infrastructure engineer	£1,235.00

Infrastructure operations engineer

Role level	UK Rate	Offshore Rate
Associate infrastructure operations engineer	£590.00
Infrastructure operations engineer	£775.00
Senior infrastructure operations engineer	£935.00
Lead infrastructure operations engineer	£1,080.00
Principal infrastructure operations engineer	£1,235.00

Problem manager

Role level	UK Rate	Offshore Rate
Problem analyst	£775.00
Problem manager	£1,080.00

Service desk manager

Role level	UK Rate	Offshore Rate
Service desk analyst	£775.00
Senior service desk analyst	£935.00
Service desk manager	£1,080.00
Head of service desk	£1,545.00

Service transition manager

Role level	UK Rate	Offshore Rate
Service transition manager	£1,080.00
Lead service transition manager	£1,080.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Junior business analyst	£590.00
Business analyst	£775.00
Senior business analyst	£935.00
Lead business analyst	£1,080.00

Delivery manager

Role level	UK Rate	Offshore Rate
Associate delivery manager	£590.00
Delivery manager	£1,080.00
Senior delivery manager	£935.00

Digital portfolio manager

Role level	UK Rate	Offshore Rate
Digital portfolio analyst	£1,080.00
Digital portfolio manager	£935.00

Product manager

Role level	UK Rate	Offshore Rate
Product manager	£1,080.00
Senior product manager	£935.00

Programme delivery manager

Role level	UK Rate	Offshore Rate
Programme delivery manager	£1,235.00

Quality assurance testing (QAT) roles

Quality assurance testing (QAT) analyst

Role level	UK Rate	Offshore Rate
Tester (QAT)	£775.00
QAT analyst	£775.00
Senior QAT analyst	£935.00

Test engineer

Role level	UK Rate	Offshore Rate
Test engineer	£775.00
Senior test engineer	£935.00
Lead test engineer	£1,080.00

Test manager

Role level	UK Rate	Offshore Rate
Test manager	£1,080.00

Software development roles

Development operations (DevOps) engineer

Role level	UK Rate	Offshore Rate
Junior DevOps engineer	£590.00
DevOps engineer	£775.00
Senior DevOps engineer	£935.00
Senior DevOps engineer - management	£1,080.00
Lead DevOps engineer	£1,080.00
Lead DevOps engineer - management	£1,235.00
Principal DevOps engineer	£1,235.00

Frontend developer

Role level	UK Rate	Offshore Rate
Frontend developer	£775.00
Senior frontend developer	£935.00
Lead frontend developer	£1,080.00

Software developer

Role level	UK Rate	Offshore Rate
Apprentice developer	£415.00
Junior developer	£590.00
Developer	£775.00
Senior developer	£935.00
Lead developer	£1,080.00
Principal developer	£1,235.00

User-centred design roles

Accessibility specialist

Role level	UK Rate	Offshore Rate
Accessibility specialist	£775.00
Senior accessibility specialist	£935.00

Content designer

Role level	UK Rate	Offshore Rate
Content designer	£775.00
Senior content designer	£935.00
Lead content designer	£1,080.00

Graphic designer

Role level	UK Rate	Offshore Rate
Junior graphic designer	£590.00
Graphic designer	£775.00
Senior graphic designer	£935.00

Interaction designer

Role level	UK Rate	Offshore Rate
Interaction designer	£775.00
Senior interaction designer	£935.00
Lead interaction designer	£1,080.00

Service designer

Role level	UK Rate	Offshore Rate
Service designer	£775.00
Senior service designer	£935.00
Lead service designer	£1,080.00

User researcher

Role level	UK Rate	Offshore Rate
Junior user researcher	£590.00
User researcher	£775.00
Senior user researcher	£935.00
Lead user researcher	£1,080.00

Standards and certifications

• ISO/IEC 27001 certification: Yes
• ISO/IEC 27001 accredited by: Alcumus ISOQAR
• ISO/IEC 27001 accreditation date: Thursday 21 September 2023
• What the ISO/IEC 27001 doesn’t cover: Nothing. All our core services are covered by our ISO 27001 certification.
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• ISO 9001 certification accredited by: Alcumus ISOQAR
• ISO 9001 accreditation date: Tuesday 2 April 2019
• What the ISO 9001 doesn’t cover: Nothing. Every core service provided by Node4 is covered by our ISO 9001 certification.
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber Essentials Certificate Number: 9f823353-c2e3-4257-814d-457c32de3681
• Cyber essentials plus: Yes
• Cyber Essentials Plus Certificate Number: 462842f5-50d4-4c01-a98b-98fd0ee1f716
• Other security certifications: Yes
• Any other security certifications:
  • ISO 27017
  • ISO 27018

Social value

• 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
  • 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
  • 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

  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

  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
  • 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
  • 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
  • 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

  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

• 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 bidmanagement@node4.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.