ISG Engineering & Digital Solutions
ISG’s Engineering & Digital Advisory navigates the digital transformation journey, guiding through the haze of emerging technology designing execution strategies to achieve business goals. Engineering & Digital Advisory offers insights, evaluates technology and digital strategies, designs operating models, structures and negotiate partnerships with Providers to deliver digital and technology services.
Features
- Define digital journeys in automation, hybrid cloud, emerging technologies
- Digital operating model design across people, process and technology
- Structure/negotiate partnerships to deliver digital and cloud services
- Define cloud hosting, adoption and migration strategies
- Identify digital initiatives and benefits using our Digital Evaluation Framework
- Business Case development to support your digital transformation programme
- Profile environment rationalisation and utilisation to enable your transformation
- Assess adoption/maturity of Client Agile and DevOps practices
- Assist clients move to Agile, Digital and DevOps practices
- Engineering Solutions supports clients with hardware and software engineering challenges
Benefits
- Independent global experience of existing and emerging digital markets
- Experience in successful digital adoption projects ensures stakeholder buy in
- Deep knowledge and relationships with both traditional/emerging cloud providers
- Informed analysis of prevailing trends, competitive pressures and regulation
- Faster decisions made using up to date insights
- Understand maturity of organisation regarding transformation readiness and capability
- Simplified management of services, providers, and infrastructure
- Decreased footprint of IT assets and capital expenditures
- Optimise value through processes, people and technology alignment
- Achieve responsive and innovative digital and IT outcomes
Pricing
Service documents
Request an accessible format
Framework
G-Cloud 15
Service ID
6 8 4 8 2 8 0 1 6 0 3 0 1 9 6
Contact
INFORMATION SERVICES GROUP EUROPE LIMITED
Ant Drake
Telephone: 07827950275
Email: anthony.drake@isg-one.com
About your service
- Service categories
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Cloud Support Services
Ongoing Support
- Other
Service scope
- Service constraints
- None
User support
- Email or online ticketing support
- Yes
- Support response times
- Clients will have email access to the ISG team members performing the engagement, we would aim to respond within one working day.
- 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
- Dedicated account management support with extensive project reporting and analysis
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- No
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £811.00 | |
| Performance analyst | £1,079.00 | |
| Senior performance analyst | £1,199.00 | |
| Lead performance analyst | £1,487.00 | |
| Head of performance analysis | £1,846.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior business analyst | £599.00 | |
| Business analyst | £811.00 | |
| Senior business analyst | £1,079.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,487.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- BSI Assurance UK Ltd
- ISO/IEC 27001 accreditation date
- Friday 31 October 2025
- What the ISO/IEC 27001 doesn’t cover
- The management of Information Security protecting client data across ISGs global advisory, Research, Managed Services and Platforms. All global ISG staff and locations are in scope - therefore all services ARE covered by our ISO27001 certification
- 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
- D3c935da-5d9f-43d7-9d3b-103014ed7c66
- 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
- Yes
- Any other security certifications
-
- SOC2 Type 2 for GovernX
- TISAX (Trusted Information Security Assessment Exhcange)
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
- 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
- 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
- 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
- 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
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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
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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 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 that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- 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
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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
- 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
- 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
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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
- Content of the outreach activity is designed to suit the target cohort
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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
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