Liaison Financial Services Ltd

People Planning

Workforce demand and risk planning cloud based solution to effortlessly engage your line managers on a regular basis and conduct a “digital conversation;” to identify future recruitment demand and underlying attrition risks. It automates a number of HR processes, signposting managers to other systems and resources.

Features

• Proactively plan, assess, develop and hire talent
• Delivers insights about workforce gaps in your organisation over 12-36mths
• Automatically and intelligently build workforce demand plans for teams/departments
• Proactively drives HR to take right actions at right time
• Mobilise talent acquisition and talent management teams early
• Have full sight of your HR Team's future workload instantly
• Instant, full visibility of the reasons for any upcoming recruitment
• Workforce demand and risk planning
• Identification of potential flight risks
• Real time reporting of HR data

Benefits

• Reduces empty chair time through better workforce management
• Reduces unwanted attrition
• Allows focus on talent pipelining, upskilling
• Have the data to own the workforce demand plan
• Plan moves and mobilise internal talent
• Mitigate performance issues early
• Re-engage flight risks and boost retention
• Improve diversity and inclusivity campaigns as more time to plan.
• HR colleagues able to address wellbeing issues
• Improved onboarding capabilities

£20,000 a user

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 bidsteam@liaisongroup.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 14

Service ID

707210835513587

Contact

Chloe Miller
07407646875
bidsteam@liaisongroup.com

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: Only requirement is an internet connection
• System requirements:
  • Email account
  • Internet Explorer 8 to 11
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari 9+
  • Opera

User support

• Email or online ticketing support: Email or online ticketing
• Support response times: Users are able to contact by email and all queries are categorised by priority. ; Typically all queries responded to within 1 business day. ; Queries are responded to during the standard business working week.
• 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
• Onsite support: Onsite support
• Support levels: Our SaaS based solution has been designed for ease of use. As such onsite support is generally not required, however if needed it can be arranged.; A technical account manager is provided throughout the contract duration.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Typically, onboarding is a 4-6 week process, all performed online and via telephone. The majority of configuration is done by the customer success team, the buyer simply takes part in 3 web meetings and provides a few simple data extracts. ; Representatives from the buyer organisation would be asked to take part in User Acceptance Testing prior to launch.; Onsite training can be provided if required but it is not normally needed as the system is designed not to require training. ; Online training can be provided if required but it is not normally needed.
• Service documentation: No
• End-of-contract data extraction: Via our CSV data export function
• End-of-contract process: Upon confirmation that a customer wishes to end their contract, all data pertaining to their organisation is deleted (within 30 days if not sooner).; ; The price of the contract includes implementation / configuration. A dedicated customer success lead, regular opportunities to edit and modify the company account. ; 4 quarterly review meetings with key stakeholders and regular catch up calls with operational main users are included.; All data belongs to the buying orgainsation and is provided or deleted as requested in line with GDPR regulations.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Internet Explorer 11
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The mobile experience is for line managers using the platform to provide data about their teams as a quick and easy interface. However there is no difference he experience is the same as for tablet or laptop.
• Service interface: No
• User support accessibility: None or don’t know
• API: No
• Customisation available: Yes
• Description of customisation: What can be customised:; The language used and questions asked via our platform to managers can be entirely customised. ; Also, the reporting section can be customised.; How users can customise:; Central users can access to tool and build specific reports and choose specific audiences to share them with at chosen frequencies (automatically).; Who can customise:; Central users with permission can customise.

Scaling

• Independence of resources: The platform is built with scalability in mind. By utilising the Heroku Platform as a Service we can scale our ability to serve spikes in users automatically. We have worked with large organisations in multiple countries with thousands of users accessing Foresight at the same time, with no issues.

Analytics

• Service usage metrics: Yes
• Metrics types: Typically, we provide information about % users utilising the platform (and those that aren’t). Also the volumes of data retrieved, by business area, over time.
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Up to Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: European Economic Area (EEA)
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 3.0)
• Penetration testing frequency: Less than once a year
• Penetration testing approach: ‘IT Health Check’ performed by a Tigerscheme qualified provider or a CREST-approved service provider
• Protecting data at rest: Other
• Other data at rest protection approach: Data hosted on AWS servers utilising their physical security to protect data. ; ; Data centres housed in nondescript facilities, with:; -extensive setback using military grade perimeter control berms; -boundary protection. ; ; Perimeter/building ingress points strictly controlled by security staff utilising:; -video surveillance; -state-of-the-art intrusion detection systems; -other electronic means. ; ; Authorised staff must pass two-factor authentication three times to access data centre floors. Visitors/contractors required to:; -present identification; -sign-in ; -be escorted by authorised staff; ; Data Encryption utilising AES-256, block-level storage encryption; ensuring only authorised personnel can read/access ; ; Techniques detailed in NIST 800-88 (“Guidelines for Media Sanitization”) used as part of decommissioning process.
• Data sanitisation process: Yes
• Data sanitisation type:
  • Explicit overwriting of storage before reallocation
  • Deleted data can’t be directly accessed
• Equipment disposal approach: In-house destruction process

Data importing and exporting

• Data export approach: Via our CSV export function.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: Other
• Other protection within supplier network: Within our internal networks Foresight utilises several tools to protect our data. This tools include but are not limited to; firewalls, anti virus systems, intrusion detection systems, consistent patching/updating, VPN connections, WPA2, network segmentation.

Availability and resilience

• Guaranteed availability: 95% although we typically see 99+%; We notify clients/users of any planned outages by email alerts
• Approach to resilience: We utilise AWS datacentres. This infrastructure is widely regarded and industry leading in resilience and availability. Further information can be provided on request.
• Outage reporting: We constantly monitor system performance and availability. We notify users of any planned outages by email alerts.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Dedicated link (for example VPN)
  • Username or password
  • Other
• Other user authentication: Single sign on SAML2.0 (if specified as needed by customer); User and password
• Access restrictions in management interfaces and support channels: Access is controlled via an admin portal where users are only given access to the minimum amount they require. Essentially access is granted on a need-to-know basis
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • 2-factor authentication
  • Dedicated link (for example VPN)
  • Username or password
  • Other
• Description of management access authentication: SSO (SAML2.0 – if requested by customer); Username and password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: Yes
• Other security certifications: No

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: No
• Security governance approach: Foresight adheres to the ISO 27001 security framework, but is not yet certified
• Information security policies and processes: Foresight adheres to the ISO 27001 security framework, but is not yet certified.; ; As a small organisation, we have an Information security specialist that sits in the technical team and reports directly to one of the business Founder/Directors; ; Policies are communicated and trained at induction stage for new starters, then any updates or amendments are communicated and trained during monthly operational team meetings.

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Configuration/change management specifically adheres to ISO 27001. Our process contains 5 key parts:; -Identifying a need ; -Alignment/communication; -Fall back plan; -Implementation; -Monitoring. ; ; Identifying a need can stem from several sources such as a business incentive/detection of security vulnerability. Once identified, proposed changes are scoped, along with impact they may have, and parties that are involved. This ensures we are prepared for change. Once configuration/change is scoped a fall back plan is developed ensuring business continuity should the changes need to be rolled-back. The configuration/change is implemented, with monitoring to track/insure the systems/changes are working as intended and are secure.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Our vulnerability management process specifically adheres to ISO 27001 A.12.16.1.; In brief we utilize active monitoring/intrusion detection systems to detect vulnerabilities as well as reviewing system logs. Additionally, our internal security team stays up to date with all of the latest security news and patch notes relating to the system we use. If a vulnerability comes to light we aim to patch it immediately, at minimum within 24 hours. Our security team follows internal procedure essentially made up of 6 key steps; Preparation, Identification, Containment, Eradication, Recovery, and Lessons Learned
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: In brief we utilise active monitoring/intrusion detection systems, user reports/tickets and the review of system logs to detect vulnerabilities. If a vulnerability comes to light we aim to patch it immediately, at minimum within 24 hours. Our security team follows internal procedure essentially made up of 6 key steps; Preparation, Identification, Containment, Eradication, Recovery, and Lessons Learned
• Incident management type: Supplier-defined controls
• Incident management approach: Our incident management process specifically adheres to ISO 27001; ; We have a predefined procedure made up of 6 key steps:; ; -Preparation; -Identification; -Containment; -Eradication; -Recovery; -Lessons Learned; ; As part of the identification process users are relied on to inform us of any incidents they may come across. Incidents are reported to the security team utilising a web based ticketing/reporting system. Upon remediation, a report is written outlining what the incident was, when it occurred, how it was mitigated, and lessons learned/future steps to be taken to ensure an incident of a similar kind does not occur again.

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Social Value

• Social Value:

  Social Value

  • Fighting climate change
  • Covid-19 recovery
  • Tackling economic inequality
  • Equal opportunity
  • Wellbeing

  Fighting climate change

  Liaison has a strong track record of minimising carbon emissions through remote delivery.e.g, closing our head office has reduced energy/water usage/carbon emissions with no impact to service delivery. Our Social Value and Sustainability Company Statement details how we drive environmental improvements year-on-year. Assessing/ improving our environmental performance using a robust Environmental Management System, We are working towards being accredited with ISO14001 (environmental supply chain management) with scheduled certification date of June. Our Carbon Reduction Plan (published on our website) outlines Liaison’s commitment to reach Net Zero by 2040, reducing emissions by 40% by 2025 and 80% by 2030 as a minimum. Service Delivery through call-off-contracts is predominantly digital/remotely accessible, minimising environmental impact whilst achieving the same/improved outcomes. Our entire workforce works remotely, functioning on a paperless office basis. In addition, >89% of our services are digitised, reducing the carbon footprint associated with travel/materials. We ran an innovative communications campaign to drive awareness around events such as World Environment Day, resulting in 90% of communication being electronic. Digitising the Service: • People Planning/Analytics/Staff Bank/ Rota and Roster – Our workforce transformation platforms are all digitised, allowing for zero-carbon-footprint access/use. Each service is designed to minimise manual processes/paper use through remotely accessible data portals. • Digital Marketing – A suite of digital marketing tools and an expert team who deliver key marketing messages through digital platforms e.g. social media, negating need for paper based resources. • Where there is need for travel, we will continue to encourage the use of public transport/ incentivise employee car sharing schemes through manager engagement/ESG webinars and continue to work with GMP Drivercare (fleet management tool enabling staff to access hybrid/electric vehicles) to further reduce emissions. Liaison encourage staff to reduce their own emissions by offering benefits through our salary sacrifice scheme e.g. energy-efficient heat pumps/solar panels.

  Covid-19 recovery

  During the Covid-19 pandemic, we are proud to have continued to deliver a ‘business as usual’ service to our clients, despite the pandemic restrictions. Ensuring all reviews have been completed to schedule and have delivered feedback sessions, strategy meetings and training digitally. Liaison remained fully operational with no furlough ensuring that we were able to offer continued business as usual for our clients. Supporting the NHS with cloud-based software as a service solution that has delivered staff lateral flow self-testing to tens of thousands of front-line workers and provided valuable reporting for NHS clients as well as delivering a vaccination bank of workers using our cloud-based workforce platform to help the vaccine roll out. We developed a COVID hub on our website to share best practice, useful guides/trusted expertise to help NHS organisations navigate the coronavirus pandemic. We wanted to ensure that organisations could obtain the support it needed quickly and in one place, by compiling a range of FAQs taken from clients, relevant news articles and guidance. COVID update webinars have been offered free of charge to clients/non-clients. Liaison is innovative, as the demands of the NHS change, we change the way we work to deliver a service that is better suited for the future. Liaison was able to review its operating activities, making significant changes reducing the need for face to face meetings. The closure of our offices has allowed all workers to work from home, removing all commuting. We encourage both internal/external meetings to be ran virtually using digital technology. Liaison continue to work closely with our clients, providing support/additional benefits helping to aid the recovery of local communities/economies, through employment, training, guidance, advice, consultancy, community support, developing new ways of working/supporting the health of those affected by covid within the business and clients workforce.

  Tackling economic inequality

  Liaison continually upskill all employees through service specific training sessions/ contract reviews/milestone tracking, obtaining feedback around ease of access, including inequality/modern poverty, allowing alternative access options where needed. We continually undertake market analysis to understand customer needs/measure performance through KPIs/SLAs. We upskill employees through comprehensive induction and ongoing formal/informal training/development programmes. Compulsory ISO27001 training is provided, ensuring data handling aligned to best practice guidelines. We have partnered with Thrive, providing us with a reporting platform to manage/evidence social value activities against the social value model award criteria in a clear/ quantifiable way. Prioritising workforce upskilling, increasing average workforce skill level through: o Workshops o Reviews o Self-assessments o Liaison Academy (our staff training portal) o Steer your Career initiative, allowing our workforce to take ownership of their career o External webinars covering VAT submission, effective workforce transformation through task management etc. • Recruiting locally, allocating our workforce based on location and local knowledge, ensuring we are responsive to our clients’ needs We encourage equality, diversity and inclusion amongst employees, with a workforce truly representative of society. Selection for employment, promotion and training is based on aptitude/ ability in accordance with our equal opportunities/ harassment/ bullying policy. We provide bias training, ensuring indiscriminate selection. We use job/skillset criteria to select candidates and use non-biased/discriminatory language/neutral wording in job adverts. Individuals with specific protected characteristics underrepresented within the business/with different needs or have historically been disadvantage in employment are targeted for employment/training opportunities. All employees are offered training/development opportunities, enabling them to realise their potential, professionally and personally. Our staff continuously complete online training, enhancing skills, ensuring they are up-to-date with best practice guidelines/ addressing knowledge gaps. Liaison are signed up to the Social Mobility Pledge, committing to outreach/access /recruitment, putting social mobility/equality of opportunity at the heart of our recruitment.

  Equal opportunity

  Equal Opportunities Liaison believes that equality and diversity in the workplace is socially, ethically and morally desirable and that discrimination is not acceptable in any form. Equality and diversity means that all individual staff will be valued and will be supported in fulfilling their potential and that the culture of the company will value the difference that individuals bring to work. Examples of Company policies: • Equality, diversity and inclusion • Harassment and Bullying sets out our endeavours to be diverse along many dimensions and the responsibilities of both managers and employees in achieving this. Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, marital or civil partnership status, cultural background, socio-economic status, physical and mental ability, experience and education. In support of our aim to provide equality and diversity at work, we aim not to discriminate directly or indirectly by ensuring that; • No employee or prospective employee, client or candidate will receive less favourable treatment than another as a result of direct or indirect discrimination, or discrimination by perception or association. • No employee or prospective employee, client or candidate will be placed at a disadvantage by requirements or conditions of a post which unfairly discriminate against them. • All managers will develop and practice the concept of equality and diversity in the application of conditions of service, recruitment, training and promotion opportunities.

  Wellbeing

  Liaison has developed an employee Wellbeing Policy to manage its obligations to maintain the mental health and wellbeing of all staff. It covers the organisation's commitment to employee health, the responsibilities of managers and others for maintaining psychological health, health promotion initiatives, communicating and training on health issues, the range of support available for the maintenance of mental health, and organisational commitment to handling individual issues. These also include polices on the following subject matters mentioned: • Supporting staff experiencing domestic violence • Adoption leave • Adverse weather • Fertility treatment • Flexible working • Homeworking • Menopause • Miscarriage and stillbirth • Parental Bereavement • Parental Leave • Paternal Leave • Shared Parental Leave • Sabbatical Leave • Short-term temporary working oversees • Volunteering • Working flexibly We continue to develop and run a range of health promotion initiatives designed to raise awareness of health and lifestyle issues affecting mental health and wellbeing. The programmes cover: stress management; disability awareness; bullying and harassment; handling violence and traumatic incidents at work; lifestyle behaviours. Examples of health measures implemented include: • Health Assured Employee Assistance Programme • The introduction of Mental Health First Aiders • Procedures for reporting and handling inappropriate behaviour (for example bullying and harassment) • Methods in place to measure staff physical and mental health and wellbeing engagement over time and adapt to any changes in the results • Subsidised gym membership and discounts • Health insurance • Opportunities for flexible and agile working • Encourage exercise/regular social events to boost staff health, teamwork and mental wellbeing, such as lunchtime walking clubs or ‘coffee roulette’ where staff take time out of their day to chat with another staff member and are reimbursed for their costa coffee (for example). Employees state these simple activities enhance morale and increase productivity.

Pricing

• Price: £20,000 a user
• Discount for educational organisations: No
• Free trial available: No

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

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 bidsteam@liaisongroup.com. Tell them what format you need. It will help if you say what assistive technology you use.