IRIS SOFTWARE LIMITED

Staffology HR by IRIS

Staffology HR is a modern, cloud-based HR solution designed for small and mid-sized businesses. It simplifies people management with intuitive tools for onboarding, compliance, and employee engagement. Flexible, scalable, and easy to integrate, Staffology HR empowers businesses to streamline the employee lifecycle and focus on growth.

Features

• Cloud access, from anywhere device, with internet connection
• API connectivity to any 3rd party cloud platform
• Real Time dashboard reporting
• Encryption of data at rest
• Encryption of data in transit TLS1.2 or above
• Software is written in ASP.NET, running against version 4.7.2 .
• Tech stack uses Windows Server 2016, IIS, SQL Server 2016
• Utilizes Real Time Security Monitoring via Carbon Black EDR solution.
• Uses UK data centres exclusively for storing data
• Staffology HR stores data in UK Microsoft Azure centres exclusively.

Benefits

• Manage records, empower employees, automate HR, ensure compliance
• Employees can log working hours/overtime with manager approvals
• Run employee appraisals, setting objectives & tailored development plans
• Expenses with configurable codes, automatic conversion, seamless submission, approval, payment
• Employees can track time, request leave/expenses, within app.
• Automate employee life-cycle with the workflow engine
• Build & Automate forms to be sent/completed by employees
• Optimize payroll operations with integration, syncing data in real-time.
• Recruit,manage, hire candidates effortlessly with sync to HR
• Track, record and set training courses with built in reporting

• Education pricing available
• Free trial available

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 Bidteam@iris.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

728195599637076

Contact

Bid Team
0344 225 1525
Bidteam@iris.co.uk

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: Our Staffology HR suite delivers flexibility with either integrated in-house payroll or a managed payroll service. Customers benefit from IRIS Recruitment, a powerful applicant tracking system. Through our marketplace, we also provide a benefits platform, eLearning solutions, and time & attendance systems, creating a complete, connected HR ecosystem.
• Cloud deployment model: Private cloud
• Service constraints: None
• System requirements:
  • Staffology HR licenses per employee monthly, minimum of ten required.
  • Staffology HR offers four packages tailored to budget requirements.

User support

• Email or online ticketing support: Yes
• Support response times: What target response and resolution timescales should I expect?; ; P1. Response = 30 mins, Resolve = 4.5 hours; ; P2. Response = 60 mins, Resolve = 8 hours; ; P3. Response = 4.5 hours, Resolve = 6.2 days; ; P4. Response = 8 hours, Resolve = To be advised
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: None or don’t know
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: Yes
• Web chat support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support accessibility standard: None or don’t know
• How the web chat support is accessible: There are no bespoke standards other than typical Windows settings already in use.
• Web chat accessibility testing: None
• Onsite support: No
• Support levels: Support is standard, no variation in cost. Does not come with a "Technical Account Manager" or "Cloud Support Engineer".
• Support available to third parties: No
• AI chatbot: Yes

Onboarding and offboarding

• Getting started: The Project Coordinator team will be in contact to arrange session bookings.; ; The Implementation consultant will send out Teams invites to the customer for each of the sessions at least 1 week in advance of them occurring. They will provide a course outline with each of these invites detailing what is to be covered.; ; The training sessions will be online and in a one to one capacity with the customer and the consultant. During the session they will access the customers system and share their screen to show sections and explain what is required. At other times the customer may be asked to share their screen and drive the system to show their knowledge and understanding.; ; We also have online help guides and videos to assist the customers implementation.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
  • Other
• Other documentation formats:
  • Word
  • Excel
  • CSV
• End-of-contract data extraction: Pre-built reports within the system allow data to be extracted. A function in the system allows documents to be extracted. Or the customer can purchase consultancy time for one of the IRIS Consultants to perform this function and provide all the reports and documents to them.
• End-of-contract process: Subscription cost includes, creating of the system, online training videos. 1 to 1 consultancy time for various amounts; Staffology Professional = 4 sessions; Staffology Ultimate = 9 sessions; ; Additional costs are for any data imports required, additional consultancy time. Linking to Staffology Payroll. ; ; Assistance from our support team is included in the cost and this can be via online ticket or phone call. Pre-built reports within the system allow data to be extracted. A function in the system allows documents to be extracted. Or the customer can purchase consultancy time for one of the IRIS Consultants to perform this function and provide all the reports and documents to them.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: N/A

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: Yes
• Compatible operating systems:
  • Android
  • IOS
  • Linux or Unix
  • MacOS
  • Windows
  • ChromeOS
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The mobile app is designed for employee self service , giving them the ability to request leave including sickness , submitting timesheets and expenses , giving kudos to colleagues, viewing company org chat & directory , viewing policies & changing personal data such as bank details. At the time of writing, functionality for conducting performance reviews, completing forms , recording training, accidents , benefits and running reports are not available on the app in comparison to the browser version.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AAA
• Description of service interface: Staffology HR is a modern, cloud‑based solution that simplifies every aspect of people management. With its intuitive interface and clear navigation, HR teams and employees can easily access tools for recruitment, onboarding, absence tracking, and performance management. Automation reduces admin time by streamlining holiday pay, expenses, and timesheet approvals, while the self‑service portal empowers staff to manage their own data securely from any device. Integrated training management, customizable HR forms, and seamless payroll connectivity ensure compliance and efficiency.
• Accessibility standards: WCAG 2.2 AAA
• Accessibility testing: None
• API: Yes
• What users can and can't do using the API: Users set up Staffology HR’s API by authenticating with OAuth tokens, then use REST endpoints to configure and manage services. Changes are made through authorized API calls, but limitations exist around authentication, token expiry, and validation rules.; ; To set up the service through API, users must request application credentials (application ID, secret,client ID) from Staffology support. These are used to generate an OAuth access_token via the /tokens endpoint. Once obtained, the token is included in the Authorization header for all API requests, enabling secure server-to-server communication.; ; To make changes through API, users send requests to specific REST endpoints (e.g., for employee records, forms, or integrations). Updates or creations require properly formatted JSON payloads. The API supports standard HTTP methods (GET, POST, PUT, DELETE) and returns status codes to confirm success or highlight errors.; ; Limitations include:; ; Tokens expire and must be refreshed regularly.; Application tokens are for trusted server use only and cannot be exposed to client devices.; Validation errors (HTTP 422) occur if payloads contain invalid fields.; Access may be restricted by insufficient scope or incorrect credentials.; Deprecated versions (API v1) will eventually be retired, requiring migration to v2.; This ensures secure, controlled integration while preventing unauthorized or malformed changes.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
  • PDF
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Staffology HR is a flexible platform that allows organisations to tailor the system to their needs. Administrators can customise branding by adding company logos and colours, ensuring the portal reflects corporate identity. They can also configure workflows, such as approval processes for absences, onboarding, and leavers, so that HR procedures align with internal policies.; ; Beyond branding and workflows, admins have control over permissions and rights, deciding what employees and line managers can view or edit. They can create and adjust absence types, reasons, and alerts, and set up group absence calendars for visibility across teams. Work patterns can be customised to reflect fixed schedules, part-time arrangements, or flexible shifts. Payroll elements such as payments, deductions, and pay types can also be tailored to match organisational structures.; ; Customisation is carried out through the HR admin interface, which provides step-by-step options for setting up companies, onboarding staff, and managing rights. Employees mainly use self-service tools to update personal details or request leave, while line managers may approve absences depending on permissions. Ultimately, only HR administrators have authority to customise core settings, ensuring consistency, compliance, and controlled access while still allowing flexibility for branding and workflow design.

Scaling

• Independence of resources: Staffology HR is a cloud-based SaaS platform designed to deliver consistent performance regardless of user demand. Its multi-tenant architecture ensures each customer’s data and usage are logically separated, while scalable cloud infrastructure automatically adjusts resources to handle spikes in activity. Load balancing distributes requests across servers to prevent bottlenecks, and automated data management (such as audit log retention policies) keeps systems efficient. Security features like IRIS Identity and multi-factor authentication protect access without adding strain. Continuous monitoring and updates further optimize performance, guaranteeing that one user’s heavy workload does not negatively impact another’s experience across the service.

Analytics

• Service usage metrics: Yes
• Metrics types: General Service Availability is monitored via Datadog, Audit Logs and End User Adoption via Gainsight
• Reporting types: Reports on request
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: None

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations:
  • United Kingdom
  • Other locations
• User control over data storage and processing locations: No
• Datacentre security standards: Managed by a third party
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest: Physical access control, complying with another standard
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Data Erasure

Data importing and exporting

• Data export approach: Import is via pre built CSV templates. ; ; Export is via pre built reports, customer can created custom queries. ; Or customer can purchase consultancy time for IRIS to complete for them.
• Data export formats:
  • CSV
  • Other
• Other data export formats: File type uploaded to employee record can be exported
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • Private network or public sector network
  • TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: Azure employs redundancy across various aspects of its infrastructure. This includes:; Availability zones: These are physically separate data centers within a region, with independent power, cooling, and networking. If one zone has an issue, your application or data can be automatically switched to another zone with minimal disruption.; Virtual Machine Availability Sets: Grouping your VMs within an availability set ensures they reside in separate fault domains within a zone. If a hardware failure affects one domain, your VMs in other domains remain operational.; Backup and disaster recovery services: Azure offers tools for backing up data and replicating it to geographically separate locations. This ensures data recovery even in case of a widespread outage.; Scalability: Azure allows you to easily scale resources up or down based on your application's needs. This helps maintain availability during traffic spikes by automatically provisioning additional resources to handle the load.
• Approach to resilience: Since the service is hosted in Azure this means any problems with the service can quickly and easliy be moved to another location geographically similar. Azure also has built in disaster recovery tools.
• Outage reporting: Customers would be notified directly for any significant outages.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Staffology HR authenticates users through IRIS (Okta) Identity, a centralized identity management system. Employees must sign in using secure credentials, and administrators can enable multi-factor authentication (MFA) for added protection. When MFA is activated, users receive an email notification and must verify their identity during login, ensuring stronger security. Access is further controlled through role-based permissions, allowing administrators to define what employees and line managers can view or manage. Combined with audit data retention policies, these measures safeguard sensitive HR information by ensuring only authorized individuals gain access while minimizing risks from outdated or unnecessary records.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: User-defined

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Group policies in force:; ISMS Acceptable use policy; ISMS Access control; ISMS Anti-virus; ISMS Communication and mobile devices; ISMS Computer systems and equipment use; ISMS Cybercrime and security incidents; ISMS Email policy; ISMS Information management; ISMS Internet use; ISMS Laptop and tablet security policy; ISMS Legal compliance; ISMS Password and authentication policy; ISMS Physical access policy; ISMS Remote access policy
• Software Security Code of Practice: No

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: Any changes to configuration or maintenance are only carried out by IRIS staff with the appropriate permissions according to their role and following strict adherence to the Change Advisory Board procedures.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Vulnerability scans and patching are performed on a regular basis and findings mitigated immediately. Findings from scans are tracked and rescans are performed until no findings are identified.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Azure uses a two-pronged approach to protective monitoring. Continuous collection and logging are handled through Azure Monitor, which gathers platform metrics, activity logs, and diagnostic logs automatically. Alerting and threat detection are enabled by log analysis and anomaly detection to identify suspicious behavior. Azure integrates with security services such as Azure Sentinel, Azure Security Center, and Microsoft Defender for Cloud to provide advanced, machine-learning-driven threat detection, vulnerability management, and security recommendations. When threats are detected, alerts are sent via email, SMS, or ticketing systems. Microsoft security experts also monitor Azure infrastructure for critical or widespread security events.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: The IRIS Group Incident Reporting Procedure outlines the process for reporting Information Security, Physical and Information Systems Incidents.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: Yes
• Description of free trial: Staffology HR can be trialled for 30 days free of charge.
• Link to free trial: https://www.iris.co.uk/l/ppc-staffology-hr/

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 0%
• Between £2,500,001 and £5,000,000: 0%
• Over £5,000,001: 0%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: Bsi
• ISO/IEC 27001 accreditation date: Sunday 13 October 2024
• What the ISO/IEC 27001 doesn’t cover: Some regions where ISO is not the prevalent standard, for example North America, are not covered by our ISO Certifications and in those regions we have other assurance frameworks like SOC1 and SOC2.; ; Our Every HR is not actively ISO 27001 compliant but is working towards.
• ISO 28000:2022 certification: No
• ISO 9001 certification: Yes
• Who accredited the ISO 9001 certification: Bsi
• ISO 9001 accreditation date: Tuesday 21 January 2025
• What the ISO 9001 doesn’t cover: Some regions where ISO is not the prevalent standard, for example ; ; North America, are not covered by our ISO Certifications and in those regions we have other assurance frameworks like SOC1 and SOC2.
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: Yes
• Who accredited the PCI DSS certification: Foregenix Ltd
• PCI DSS accreditation date: Friday 4 April 2025
• What the PCI DSS doesn’t cover: Only our PayPlus environment is covered by our PCI certification. No sensitive payment card information is processed or stored in any IRIS environment and all processing activities are outsourced.
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 2896d6f0-b1c8-4f71-8256-596356f682e0
• 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
    • 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
    • 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
    • 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
    • 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: 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
    • 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
    • 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
    • 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.
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives

  • 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
    • Collaborative ways of working with the supply chain to deliver additional environmental benefits 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
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • 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
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • 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
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • 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
    • 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

  • 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
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

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 Bidteam@iris.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.