PretaGov
AI Search on Your Own Documents and Data: Cited Answers, On-Premises Option, Setup and Support
Generative AI chatbot answering staff questions from your documents and data, including policies, case files and Power BI dashboards. It calculates figures, cites the source page and declines what it cannot answer. Runs on-premises with a local LLM if needed. Fixed-price pilot, then support. Trialled with a government oversight agency.
Features
- Answers cite the source page for every response
- Calculates figures from tables, spreadsheets and Power BI dashboards
- Declines questions the source material cannot answer
- Handles difficult PDFs, including tables spanning pages
- Can run on-premises with a local AI model
- Retrieval-augmented generation (RAG) built on open-source Onyx
- Connects to SharePoint, websites and 40+ other sources
- Permission-aware access with Onyx Enterprise licence
- Multilingual answers from verified translated content
- Fixed-price pilot with success measures agreed up front
Benefits
- Staff find answers faster, with evidence attached
- Answers stand up to review and assurance
- Sensitive documents stay under your control
- No lock-in: open-source platform, your data
- Low-risk start with a fixed-price pilot
- Same small team builds, supports and answers calls
- No supplier access to your systems or data needed
- Less time spent searching policies and case files
Government Digital and Data Roles
Business architect
| £550.00 |
£400.00 |
| £750.00 |
£550.00 |
| £950.00 |
£700.00 |
| £1,150.00 |
£850.00 |
Data architect
| £900.00 |
£650.00 |
| £1,050.00 |
£950.00 |
| £1,250.00 |
£950.00 |
Enterprise architect
| £950.00 |
£650.00 |
| £1,100.00 |
£750.00 |
| £1,250.00 |
£950.00 |
| £1,400.00 |
£950.00 |
Network architect
| £750.00 |
£550.00 |
| £950.00 |
£650.00 |
| £1,150.00 |
£800.00 |
Security architect
| £1,050.00 |
£750.00 |
| £1,250.00 |
£900.00 |
| £1,450.00 |
£1,050.00 |
Solution architect
| £700.00 |
£500.00 |
| £900.00 |
£650.00 |
| £1,050.00 |
£750.00 |
| £1,200.00 |
£850.00 |
| £1,350.00 |
£950.00 |
Chief technology officer
| £1,600.00 |
£1,150.00 |
Business relationship manager
| £750.00 |
£550.00 |
| £900.00 |
£650.00 |
| £1,050.00 |
£750.00 |
Infrastructure engineer
| £800.00 |
£600.00 |
Business analyst
| £650.00 |
£450.00 |
| £850.00 |
£600.00 |
Product manager
| £900.00 |
£650.00 |
Test engineer
| £550.00 |
£400.00 |
| £650.00 |
£500.00 |
Development operations (DevOps) engineer
| £950.00 |
£700.00 |
Frontend developer
| £650.00 |
£600.00 |
| £850.00 |
£600.00 |
Software developer
| £700.00 |
£500.00 |
| £950.00 |
£700.00 |
Accessibility specialist
| £1,050.00 |
£800.00 |
Graphic designer
| £550.00 |
£400.00 |
Standards and certifications
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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
-
Cyber Essentials Certificate Number
-
54615493-2c4a-4d76-9cd1-1c5c373a7645
-
Cyber essentials plus
-
No
-
Cyber Essentials Alternative
-
None of the criteria
-
Other security certifications
-
No
Social value
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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
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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
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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
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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
-
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
-
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
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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
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
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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
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
-
Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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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
-
Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
-
Mission: Make Britain a clean energy superpower
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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
-
Mission: Break down barriers to opportunity
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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
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Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
-
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
-
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.
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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
-
Mission: Build an NHS fit for the future
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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
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
contact@pretagov.com.
Tell them what format you need. It will help if you say what assistive technology you use.