IRIS SOFTWARE LIMITED

Every HR by IRIS

Every HR By IRIS is a complete, cloud-based, modular HR management system designed specifically for schools and trusts. Whether you’re hiring, managing absences, preparing for performance reviews, or building culture, Every HR gives you the control and insight to create an environment where your staff can flourish.

Features

• Real time HR reporting
• Site wide licensing, unlimited users
• Trust Overview
• Payroll integration
• Library of 150+ CPD accredited E-learning content
• Manage staff absence, performance and training
• End to end process for recruitment
• Workforce Census and Single Central Record
• Case management
• Dedicated support team via live chat, phone, and email

Benefits

• Make proactive rather than reactive decisions
• Ensure a consistent approach across HR processes
• Information is easily accessible and stored in one place
• Dedicated Implementation Specialist for onboarding
• Features to support with staff absences
• Multi Academy Function to implement certain modules, reducing admin time
• Streamline recruitment processes to assist with attracting the best talent
• Ability to update data on mass and integrate with payroll
• Reduction of duplicated work with the SCR and WFC modules
• Effortlessly track CPD hours

• Education pricing 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

745397767347995

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
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: None
• System requirements:
  • Web Browser
  • Internet Connection
  • Wifi for mobile access

User support

• Email or online ticketing support: Yes
• Support response times: The Every by IRIS customer support team operating hours are 8am - 5pm Monday - Friday. This does mean that there is no weekend assistance and queries/updates will be provided the following 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: 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: Our web chat is compatible with screen readers. ; ; Our web chat widget can be affected by different zoom levels allowing users to view their messages clearly.; Chat transcripts can be sent to the user via email at the end of the conversation to help further.
• Web chat accessibility testing: We have not explored web chat testing with assistive technology.
• Onsite support: Yes, at extra cost
• Support levels: The customer support team (post implementation/setup) are split across the UK and India. ; ; Our 1st line level support team are made up primarily with our colleagues in India.; ; Our 2nd and 3rd line level support team are based in the UK for more advanced queries and troubleshooting. ; ; The Every Customer Support team aim for the following response times:; • A monthly average pick up time of less than 15 seconds per incoming live chat. ; • A monthly average close time of less than 15 minutes per live chat session. ; • A monthly average close time of less than 2 working days per each customer support ticket whether escalated from live chat or emailed directly to support@weareevery.com (excludes tickets that require development investigation and data task requests). ; • Voicemails will be responded to within 24 hours. ; P1s are handled specifically by the 3rd line staff or team leader and will keep the client informed at every stage of the investigation through to resolution.
• Support available to third parties: Yes
• AI chatbot: No

Onboarding and offboarding

• Getting started: An Implementation Consultant will be assigned to guide you through each stage of your journey. They will tailor your project plan according to your specific priorities and deadlines, aligned with their availability. Your consultant will take the lead on the key aspects of your implementation — from scheduling project meetings, configuring the system based on your requirements, demonstrating how to manage and adjust settings after initial setup, to guiding you on how to configure any actions required within the system. We offer a comprehensive Help Centre filled with detailed guides to help you get the most out of your system which is available to all users that have a log in for Every. Additionally, we provide interactive online training sessions where attendees can test their knowledge with mid-session quizzes, participate in breakout rooms to encourage peer-to-peer learning, and access a test environment to apply what they’ve learned.; ; Our training covers the full functionality of each module, offering a thorough overview of their capabilities. ; ; The consultants follow a structured plan throughout your implementation to ensure that each dependency is achieved.
• Service documentation: Yes
• Documentation formats:
  • PDF
  • Other
• Other documentation formats:
  • Word
  • Excel
• End-of-contract data extraction: They will log a support ticket and our database engineers will provide reports / excel extracts of their customer data. Customers can also extract additional data themselves within a grace period after their contract ends.
• End-of-contract process: IRIS would be bound by GDPR regulations in proving a usable export for trust data in line with the time scales set out under GDPR at the end of the contract.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: An Implementation Consultant will be assigned to guide you through each stage of your journey. They will tailor your project plan according to your specific priorities and deadlines, aligned with their availability. Your consultant will take the lead on the key aspects of your implementation — from scheduling project meetings, configuring the system based on your requirements, demonstrating how to manage and adjust settings after initial setup, to guiding you on how to configure any actions required within the system.. We offer a comprehensive Help Centre filled with detailed guides to help you get the most out of your system which is available to all users that have a log in for Every. Additionally, we provide interactive online training sessions where attendees can test their knowledge with mid-session quizzes, participate in breakout rooms to encourage peer-to-peer learning, and access a test environment to apply what they’ve learned.; ; Our training covers the full functionality of each module, offering a thorough overview of their capabilities. Session plans can be shared in advance, so you know what to expect; ; For offboarding, customer can export their data via the front end of the system themselves.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: The mobile service provides a subset of functions, specific to tasks that would be performed and are acceptable to update via a mobile device.; The desktop (web based) service provides more comprehensive functionality and reporting, however the mobile service provides all the functionality required for the scenarios it is intended to be used for.
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: Every HR has an internal API for interfacing with an IRIS payroll product. Additionally it has API links through Wonde to push and pull data between EveryHR and MIS systems. The level of detail and data pulled/pushed is dependant on the MIS system and their links with Wonde.; ; An IRIS owned MIS API integration is in development which will allow a better level of integration between MIS systems and Every HR.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • Other
• API sandbox or test environment: No
• Customisation available: Yes
• Description of customisation: Various parts of the system can be customised by the admin users, such as product branding, including webpage, report logos and titles. Key data categories can be customised such as user groups, access levels and certain system notifications, product branding (such as user groups, access levels, data partitioning groups) and certain system notifications (such as emails).; All the items listed above can be customised by user administrators in the settings part of the system.

Scaling

• Independence of resources: The service is provided by load balanced web servers with regional failover.; The performance and infrastructure of the software is monitored 24/7 and there is the possibility for more servers to be available on demand if required.

Analytics

• Service usage metrics: Yes
• Metrics types: Customers can export reports and review the analytics of many modules within Every HR.
• Reporting types: Reports on request
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Staff screening not performed
• Government security clearance: None

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CHECK service provider
• Protecting data at rest: Physical access control, complying with CSA CCM v4.0
• 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
  • Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: Users are able to export data through a variety of inbuilt reports in Word or Excel formats (including exports of the grids/tables within the product). Equally, Every HR has the facility to define 'custom reports', though this feature is very much still in development.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • Word
  • Excel
• Data import formats:
  • CSV
  • Other
• Other data import formats: Excel

Data-in-transit protection

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

Availability and resilience

• Guaranteed availability: The Every Customer Support team aim for the following response times:; • A monthly average pick up time of less than 15 seconds per incoming live chat. ; • A monthly average close time of less than 15 minutes per live chat session. ; • A monthly average close time of less than 2 working days per each customer support ticket whether escalated from live chat or emailed directly to support@weareevery.com (excludes tickets that require development investigation and data task requests). ; • Voicemails will be responded to within 24 hours. ; P1s are handled specifically by the 3rd line staff or team leader and will keep the client informed at every stage of the investigation through to resolution.
• Approach to resilience: The system is hosted within a UK data centre, with separate, load-balanced web and database servers.; ; Redundant Internet links, network connectivity and a multi-DC provider strategy reduce the risk from data centre failure.; ; All local disk arrays are RAID10 for additional resilience and all hosts and core networking devices are dual powered. Our host data centres are supported by at least N+1 electrical infrastructure with at least dual geographically redundant network feeds. The hosts also maintain an ISO 27001 managed Business Continuity and Disaster Recovery plan at a corporate level that seeks to ensure the maximum availability and integrity of service delivery, support and communications.; ; Catastrophic failure should result in downtime of no longer than 30 minutes.; ; Guaranteed availability is 99.5% annually. Actual achieved availability is at 99.99%. Refund mechanisms are agreed on a case by case basis, but this would normally be provided as service credits.
• Outage reporting: We have a tool called Gainssight for reporting outages and additional communications will be via emails.

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: Access is limited to authorised personnel, as required solely to fulfil their role.; Customer permission must be given before any user data is accessed and all management interfaces and support channels are fully audited.
• Access restriction testing frequency: Less than once a year
• Management access authentication: 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: 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

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: No
• Security governance approach: Security governance is driven from board level and is fundamental part of all processes. We comply with Cyber Security Essentials.; There are policies and procedures in place covering: Information Security, GDPR, Acceptable Use, Stored Data, Access Control, Data in Transit, Physical Security, Disposal of stored data, System protection, software development and testing. These are issued to, tracked and followed by all personnel.; Internal and external training is provided on an annual basis and reinforced quarterly.
• Information security policies and processes: IRIS operates using a full suite of policies and procedures, including but not limited to:; IRIS Group Data Protection Policy; IRIS Information Security and Acceptable Use Policies Summary; IRIS Data classification and handling policy; Personal data incidents reporting procedure; Engineering Personal Data Breach Policy
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: All changes are tracked and monitored through the development / release cycle. All components are unit tested, manual tested and release tested prior to release. Regular automated penetration tests are run on test servers with release code, prior to release.; Tracking is recorded and monitored through project and issue management tools.; All component changes go through a formal process of scoping, specification, implementation, regression testing and release.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: We follow the OWASP guidelines including security testing on our product for the OWASP Top 10 vulnerabilities.; In addition to our development procedures, the application is automatically penetration tested using software penetration testing tools at each major release. It is also penetration tested annually using a CREST accredited security company.; Our hosting environment is penetration tested on a monthly basis.; Patches are generally deployed immediately after they are approved for release, or as soon as practicable (after they are approved for release) in other cases.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Protective monitoring is provided covering both hardware/software failure and system attack/compromise.; Intrusion detection systems monitor system changes, as well as providing a comprehensive audit trail of changes.; Additionally, the system and applications are monitored live for availability and/or failures.; Audit trails and monitoring tools are used to identify issues or potential compromises.; Notifications are provided to key members of staff and prioritised accordingly. Target incident response time is immediate or as close to as possible.
• Incident management type: Supplier-defined controls
• Incident management approach: The incident management process is defined formally in the Information Security policy.; Users report incidents or suspected incidents to the internal service desk and these are then reviewed by one of the information security team. All calls, emails or live chat records are logged and tracked until closure.; Tickets are dealt with or escalated to the appropriate level (including board level) as appropriate.; In the case of major incidents a major incident report will be produced. For minor or non-incidents, feedback will be given to the users directly.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: No

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.