ROCKTIME LIMITED
Legacy to Cloud Transformation
Rocktime understands the importance for Public Sector organisations to transition from legacy to cloud as part of a Digital Transformation Programme. Our Cloud Specialists offer planning and support as part of the implementation of a clear roadmap for the migration of web applications, legacy software and servers.
Features
- Current platform and infrastructure reviews and recommendations
- Legacy to Cloud Domain and DNS migration and management
- Digital Transformation Consultancy
- ICT due diligence
- Digital landscape review and recommendations
- Digital Maturity Assessments
- Technology Application Review
- Security Review
- Organisation Process Development
- Data Migration including Refresh and Regression Testing
Benefits
- Shape and deliver a better technical experience
- Translate insight and knowledge into efficient migration
- Develop efficiencies within the workforce and processes
- Select the right technology channels and platforms
- Manage short-term and long-term digital growth
- Help determine risk and opportunities
- Develop technical digital roadmap
- Digital Transformation Consultancy
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
6 7 1 4 9 4 5 2 8 0 8 3 4 0 0
Contact
ROCKTIME LIMITED
Alex McCreath
Telephone: 01202 678777
Email: rtsales@rocktime.co.uk
About your service
- Service categories
-
Cloud Support Services
Managed Cloud
Managed Public cloud
- Managed Public SaaS/PaaS
- Application management
Service scope
- Service constraints
- Remote Support only.
User support
- Email or online ticketing support
- Yes
- Support response times
- Responses made during office hours Monday to Friday
- User can manage status and priority of support tickets
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
We are committed to providing effective and timely product support to our clients with both telephone and email support services during office working hours.
All systems developed by Rocktime are provided with an inclusive bug-fix warranty. This is designed to provide timely support to eliminate niggles or bugs that only come to light once the developed system has been launched.
Support work is prioritise and assigned resources to investigate issues within a defined timeframe.
8.1 Priority levels
The support types are prioritised according to potential business impact and are identified as follows:
Priority Level 1
• Critical bug fixes (errors that prevent the site from functioning)
• Payment platform (errors that prevent the site from functioning)
• Server Diagnosis (if on Rocktime Hosting)
Priority Level 2
• Minor Bug fixes
• Validation issues
• JavaScript issues
Priority Level 3
• Simple text changes (for static content)
• Graphical amendments (for static content)
• Minor usability changes
• Simple programming changes
• Browser compatibility issues (for static content) for past and / or future browsers
• Minor layup alterations (for static content)
Priority Level 4
• Core updates
• Module updates (core and control panel)
• Security updates
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business architect | £1,200.00 | |
| Lead business architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,200.00 | |
| Senior data architect | £1,200.00 | |
| Chief data architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,200.00 | |
| Solution architect | £1,200.00 | |
| Lead solution architect | £1,200.00 | |
| Principal solution architect | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,200.00 | |
| Lead technical architect | £1,200.00 | |
| Principal technical architect | £1,200.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £1,200.00 |
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead cyber security audit and assurance | £1,200.00 | |
| Principal cyber security audit and assurance | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber incident response | £1,200.00 | |
| Lead cyber security incident response | £1,200.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data analyst | £1,200.00 | |
| Senior data analyst | £1,200.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate application operations engineer | £1,200.00 | |
| Application operations engineer | £1,200.00 | |
| Senior application operations engineer | £1,200.00 | |
| Lead application operations engineer | £1,200.00 | |
| Principal application operations engineer | £1,200.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £1,200.00 | |
| Product manager | £1,200.00 | |
| Senior product manager | £1,200.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £1,200.00 | |
| Frontend developer | £1,200.00 | |
| Senior frontend developer | £1,200.00 | |
| Lead frontend developer | £1,200.00 | |
| Head of frontend development | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Developer | £1,200.00 | |
| Senior developer | £1,200.00 | |
| Lead developer | £1,200.00 | |
| Principal developer | £1,200.00 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Accessibility specialist | £1,200.00 | |
| Senior accessibility specialist | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Graphic designer | £1,200.00 | |
| Senior graphic designer | £1,200.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate interaction designer | £1,200.00 | |
| Interaction designer | £1,200.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- Amtivo formerly known as British Assessment Bureau
- ISO/IEC 27001 accreditation date
- Monday 3 February 2025
- What the ISO/IEC 27001 doesn’t cover
- N/A
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- Amtivo formerly known as British Assessment Bureau
- ISO 9001 accreditation date
- Monday 3 February 2025
- What the ISO 9001 doesn’t cover
- N/A
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- Yes
- Who accredited the PCI DSS certification
- SAQ D Self Assessment
- PCI DSS accreditation date
- Tuesday 18 November 2025
- What the PCI DSS doesn’t cover
- N/A
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 9b60235d-1ff0-42a0-b133-a00d279b109d
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
- 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
- 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
- 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
- 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
- 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
- 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)
- Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
-
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
-
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
- 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
- Other measures to offer development opportunities for the target cohort(s) in the contract workforce
- Understanding of issues relating to entering the contract workforce
-
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
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 rtsales@rocktime.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.