JUMPING BEAN TRAINING LTD
Learning Management System (LMS) Market Analysis and Selection
Jumping Bean Training provides an independent, vendor-agnostic Learning Management System (LMS) selection service for public sector. We define requirements, assess the market, shortlist suppliers, and run structured demos with weighted scoring. Outputs include procurement-ready documents, evidence and an audit trail for governance and award decisions.
Features
- Requirements discovery workshops with stakeholders, users, procurement and IT.
- Define user personas, user needs, and success criteria for procurement.
- Review current LMS, integrations, reporting, and constraints to inform requirements.
- Route to market and further competition planning aligned to frameworks.
- Market scan and options appraisal across relevant LMS platforms.
- Create vendor shortlist aligned to priorities, constraints, and compliance needs.
- Draft procurement ready requirements pack, schedules, and evaluation criteria.
- Design transparent weighted scoring model and scoring guidance for panels.
- Facilitate structured supplier demos using scripts, scenarios, and evidence capture.
- Manage supplier clarifications log, consistency, and audit trail documentation.
Benefits
- Reduces internal effort and timescales through structured procurement support.
- Improves requirement quality, reducing rework and procurement ambiguity.
- Enables fair, transparent vendor comparison using consistent scoring evidence.
- Strengthens governance approvals with clear rationale and auditable decision trail.
- Reduces selection risk and avoids costly LMS mistakes.
- Ensures integration and security requirements are surfaced early.
- Improves stakeholder alignment, speeding decisions and reducing disagreement.
- Delivers procurement ready documentation, saving time for tender preparation.
- Provides evidence based recommendation supporting confident platform selection.
- Improves audit readiness and defensibility for procurement challenges.
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
7 1 0 4 1 0 7 7 8 8 7 3 5 2 5
Contact
JUMPING BEAN TRAINING LTD
Alvaro Sotto
Telephone: 01313805137
Email: hello@jumpingbean.training
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Other
Service scope
- Service constraints
- This service is advisory and does not include running the procurement process, contract negotiation or legal review. We support route-to-market planning, further competition approach, requirements capture, procurement-ready documentation, and structured evaluation (including demos, scoring moderation, clarification management, and evidence capture). The buyer remains responsible for issuing the tender, managing the e-tendering portal, supplier appointment and purchasing decisions. Implementation, configuration, data migration, integrations, content build and user training are excluded unless separately contracted. Access to stakeholders, current system information and documentation is required. Timelines depend on availability and supplier response periods.
User support
- Email or online ticketing support
- Yes
- Support response times
- We are available for questions during working hours (09:00-17:00, Monday-Friday). We will respond within 48 hours.
- 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
-
This service includes support for questions relating to LMS analysis and selection activities, including route-to-market planning, requirements, procurement documentation, evaluation approach, scoring, supplier demonstrations, clarification management, evidence capture, and recommendations.
Email and Microsoft Teams support is available during working hours (09:00–17:00, Monday–Friday). We aim to respond within 48 hours.
Support is provided by a named consultant for continuity throughout the engagement, with regular check-ins agreed at mobilisation.
This service does not include ongoing LMS platform technical support, procurement execution, or e-tendering portal management unless separately contracted.
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £1,250.00 | £1,250.00 |
| Senior solution architect | £1,450.00 | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £1,250.00 | £1,250.00 |
| Senior technical architect | £1,450.00 | £1,450.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Change and release manager | £1,250.00 | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service transition manager | £1,250.00 | £1,250.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior business analyst | £850.00 | £850.00 |
| Business analyst | £1,050.00 | £1,050.00 |
| Senior business analyst | £1,250.00 | £1,250.00 |
| Lead business analyst | £1,450.00 | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Delivery manager | £1,250.00 | £1,250.00 |
| Senior delivery manager | £1,450.00 | £1,450.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,250.00 | £1,250.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £1,450.00 | £1,450.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- No
- Cyber Essentials Alternative
- In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- None of the criteria
- 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
- Plans to engage the contract workforce in deciding the most important workplace issues to address
- Ensuring new workers are informed of their right to join a trade union
- 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
- 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
- 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
- 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
- How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
- Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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
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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 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)
- Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- 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
- 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
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- Plans for positive actions with community groups.
- Measures for making facilities used in the delivery of the contract available for community groups, education or training
- Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
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
- Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
- Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
- Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
- 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
- Introducing transparency to pay and reward processes
- 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 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
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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
- 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 hello@jumpingbean.training.
Tell them what format you need. It will help if you say what assistive technology you use.