CODIANCE LIMITED
Local Government Digital Solutions
We’re experts in web application for Local Authorities including cloud integrations to modernise existing software designed for the specific needs of the users. We take a people-centric approach to design & development, putting your team’s behaviours and needs at the centre. Accelerate your ambitions with Codiance experts.
Features
- Customisable Cloud services tailored to diverse customer requirements
- Scalable content management systems designed for Local Government use
- Built-in task management tools for enhancing web team productivity
- Seamless integration with Google Analytics for enriched editor insights
- Multi-site search functionality to efficiently index content across online assets
- Solution designed to tackle various current and emerging challenges
- Configurable content workflow accommodating different user roles
- Intuitive editing interface for simplified content management
- Comprehensive form solution with seamless integration with Microsoft Dynamics 365
- Cloud AI Co-pilot integrations and chat bots
Benefits
- Empower web teams with actionable insights for informed decision-making
- Enhance design decisions through automated advice for web editors
- Optimise resource utilisation for your web team
- Improve website content quality with automated design guidance
- Tailored implementation support to align your website with organisational needs
- Maintain control over web content with flexible approval workflows
- Streamline the migration of your microsite estate into managed/cloud environments
- Reduced costs associated with managing a large microsite portfolio
- Facilitate compliance with website accessibility standards such as WCAG
- Accelerated web app delivery saving time and money
Architecture roles
Business architect
| £750.00 |
|
| £900.00 |
|
| £995.00 |
|
Data architect
| £900.00 |
|
| £995.00 |
|
| £1,295.00 |
|
Enterprise architect
| £900.00 |
|
| £995.00 |
|
| £995.00 |
|
| £1,150.00 |
|
Network architect
| £750.00 |
|
| £900.00 |
|
| £995.00 |
|
Security architect
| £900.00 |
|
| £995.00 |
|
| £1,150.00 |
|
Solution architect
| £750.00 |
|
| £900.00 |
|
| £995.00 |
|
| £995.00 |
|
| £1,150.00 |
|
Technical architect
| £750.00 |
|
| £900.00 |
|
| £995.00 |
|
| £995.00 |
|
| £1,150.00 |
|
Chief digital and data roles
Chief data officer
| £1,250.00 |
|
Chief information security officer
| £1,250.00 |
|
Chief technology officer
| £1,250.00 |
|
Cyber security roles
Cyber security audit and assurance
| £925.00 |
|
| £1,075.00 |
|
Cyber security governance and risk management
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security monitoring
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security incident response
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security vulnerability management
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security digital forensics
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security testing
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Cyber security secure design
| £650.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Data roles
Analytics engineer
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Data analyst
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Data engineer
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Data ethicist
| £925.00 |
|
| £1,075.00 |
|
Data governance manager
| £795.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Data scientist
| £650.00 |
|
| £795.00 |
|
| £1,075.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Machine learning engineer
| £925.00 |
|
| £925.00 |
|
Performance analyst
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
IT operations roles
Application operations engineer
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Business relationship manager
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
Change and release manager
| £795.00 |
|
| £795.00 |
|
| £795.00 |
|
Command and control centre manager
| £795.00 |
|
| £925.00 |
|
| £795.00 |
|
| £1,075.00 |
|
End user computing engineer
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
IT service manager
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Incident manager
| £795.00 |
|
| £795.00 |
|
Infrastructure engineer
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Infrastructure operations engineer
| £650.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Problem manager
| £795.00 |
|
| £925.00 |
|
Service desk manager
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
Service transition manager
| £795.00 |
|
| £795.00 |
|
| £795.00 |
|
| £925.00 |
|
Product and delivery roles
Business analyst
| £550.00 |
|
| £750.00 |
|
| £945.00 |
|
| £945.00 |
|
| £1,100.00 |
|
Delivery manager
| £600.00 |
|
| £750.00 |
|
| £945.00 |
|
| £1,100.00 |
|
Digital portfolio manager
| £750.00 |
|
| £750.00 |
|
| £945.00 |
|
| £1,100.00 |
|
Product manager
| £600.00 |
|
| £750.00 |
|
| £945.00 |
|
| £945.00 |
|
| £1,100.00 |
|
Programme delivery manager
| £945.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £695.00 |
|
| £695.00 |
|
| £795.00 |
|
| £795.00 |
|
Test engineer
| £695.00 |
|
| £695.00 |
|
| £795.00 |
|
| £795.00 |
|
Test manager
| £795.00 |
|
| £950.00 |
|
Software development roles
Development operations (DevOps) engineer
| £590.00 |
|
| £795.00 |
|
| £925.00 |
|
| £925.00 |
|
| £925.00 |
|
| £925.00 |
|
| £1,075.00 |
|
| £1,075.00 |
|
Frontend developer
| £575.00 |
|
| £695.00 |
|
| £795.00 |
|
| £795.00 |
|
| £950.00 |
|
Software developer
| £575.00 |
|
| £695.00 |
|
| £795.00 |
|
| £795.00 |
|
| £795.00 |
|
| £795.00 |
|
| £950.00 |
|
| £950.00 |
|
User-centred design roles
Accessibility specialist
| £795.00 |
|
| £970.00 |
|
| £1,100.00 |
|
Content designer
| £650.00 |
|
| £795.00 |
|
| £795.00 |
|
| £1,000.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
Content strategist
| £975.00 |
|
Graphic designer
| £550.00 |
|
| £795.00 |
|
| £1,000.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
Interaction designer
| £550.00 |
|
| £795.00 |
|
| £1,000.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
Service designer
| £900.00 |
|
| £995.00 |
|
| £995.00 |
|
| £1,150.00 |
|
Technical writer
| £900.00 |
|
| £950.00 |
|
User researcher
| £550.00 |
|
| £795.00 |
|
| £1,000.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
British Assessment Bureau
-
ISO/IEC 27001 accreditation date
-
Tuesday 17 September 2024
-
What the ISO/IEC 27001 doesn’t cover
-
Third-Party Operations: While we ensure our partners and suppliers adhere to high standards, their internal operations and systems are not covered by our certification. Physical Security of Non-Codiance Sites: Although we work with remote teams and clients, physical security at client premises, partner sites, or any location not managed by Codiance is excluded. Non-Operational Projects: Experimental or proof-of-concept projects not integrated into our operational processes may fall outside our ISMS scope.
-
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
-
Fc9bc17c-da16-4ec6-8b28-8f110dc6d916
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
E96a5c31-2753-4172-a73e-18a8add73aa4
-
Other security certifications
-
No
Social value
-
Section B - Commitment for Future: Delivery
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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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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
-
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
-
Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
-
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 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
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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 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
-
Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
-
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 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
-
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
-
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
Service documents
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