de Novo Solutions
Services - Oracle Fusion AI Strategy, Maturity Assessment & Business Case Development
A structured advisory service assessing an organisation’s readiness for Generative AI and Agentic AI, identifying high-value opportunities, and developing business cases for investment.
Features
- Fusion AI maturity scoring and capability assessment
- AI use-case identification and prioritisation
- Modelling for GenAI and agentic automation
- Risk assessment, governance implications, and policy frameworks
- Oracle AI Roadmap with short, medium, long-term recommendations
- Responsible and governed AI framework
- Value and benefits modelling for AI use and justification
- Cost and investment analysis
- Detailed public-sector–ready business case development
- Executive and stakeholder alignment workshops
Benefits
- Clear AI direction aligned to Oracle Fusion
- Reduced AI investment risk
- Stronger executive confidence and buy-in
- Accelerated time to value
- Provides an independent, structured assessment of data, governance maturity.
- Business case aligned to financial, operational, and regulatory standards
- Foundation for organisation AI compliance policy
- Delivery of a common AI vision and roadmap
- Prepares organisation to scale Oracle Fusion AI capabilities
- Future proof AI foundation and maximise ROI
Architecture roles
Business architect
| £950.00 |
£450.00 |
| £1,150.00 |
£500.00 |
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
Data architect
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
| £2,250.00 |
£750.00 |
Enterprise architect
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
| £2,250.00 |
£750.00 |
Solution architect
| £1,150.00 |
£500.00 |
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
| £2,250.00 |
£750.00 |
Technical architect
| £1,150.00 |
£500.00 |
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
| £2,250.00 |
£750.00 |
Chief digital and data roles
Chief data officer
| £2,250.00 |
|
Chief technology officer
| £2,250.00 |
|
Data roles
Analytics engineer
| £725.00 |
£350.00 |
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,575.00 |
£650.00 |
Data analyst
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
Data engineer
| £1,150.00 |
£500.00 |
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
IT operations roles
Business relationship manager
| £1,650.00 |
|
| £1,950.00 |
|
| £2,150.00 |
£750.00 |
Change and release manager
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
| £1,575.00 |
£650.00 |
IT service manager
| £999.00 |
£550.00 |
| £1,150.00 |
£600.00 |
| £1,275.00 |
£650.00 |
| £1,575.00 |
£750.00 |
Incident manager
| £1,150.00 |
£600.00 |
| £1,275.00 |
£650.00 |
Problem manager
| £999.00 |
£550.00 |
| £1,150.00 |
£600.00 |
Service desk manager
| £875.00 |
£500.00 |
| £999.00 |
£550.00 |
| £1,150.00 |
£600.00 |
| £1,275.00 |
£650.00 |
Service transition manager
| £875.00 |
£500.00 |
| £999.00 |
£550.00 |
| £1,150.00 |
£600.00 |
| £1,275.00 |
£650.00 |
Product and delivery roles
Business analyst
| £725.00 |
£350.00 |
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
| £1,575.00 |
£650.00 |
Delivery manager
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
| £1,575.00 |
£650.00 |
| £1,975.00 |
£750.00 |
Product manager
| £1,150.00 |
£500.00 |
| £1,350.00 |
£600.00 |
| £1,650.00 |
£650.00 |
| £1,750.00 |
£700.00 |
| £2,250.00 |
£750.00 |
Programme delivery manager
| £1,975.00 |
£750.00 |
Service owner
| £1,575.00 |
£650.00 |
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
Test engineer
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
Test manager
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
Software development roles
Software developer
| £725.00 |
£350.00 |
| £875.00 |
£450.00 |
| £999.00 |
£500.00 |
| £1,150.00 |
£550.00 |
| £1,150.00 |
£550.00 |
| £1,275.00 |
£600.00 |
| £1,275.00 |
£600.00 |
| £1,575.00 |
£650.00 |
| £1,575.00 |
£650.00 |
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
PJR - Perry Johnson Registrars
-
ISO/IEC 27001 accreditation date
-
Thursday 4 July 2024
-
What the ISO/IEC 27001 doesn’t cover
-
Statement of applicability (SOA) - Note: at the time of G-Cloud 15 there are no SOA exclusions / non applicability entries
-
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
-
7e22ca0d-a921-4a9c-a243-4bb6c7df4a4d
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
100eb6a3-683a-4624-bafa-5624cfe44290
-
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
-
New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
-
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
-
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
-
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
-
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
-
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
-
Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
-
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 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
Service documents
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