PUBLIC DIGITAL LIMITED
Clinical or service pathway redesign for new technology deployment
Public Digital is a digital transformation consultancy. We work with NHS organisations and Local Authorities to help them redesign clinical pathways or other citizen-facing services to enable them to drive best value and effectiveness out of implementing and adopting new cloud-based data and AI platforms or EPR systems.
Features
- Intensive discovery and options analysis to quantify potential use cases
- Understanding needs, behaviours, pain points and pathway redesign opportunities
- Cost-benefit analysis to inform business case for redesigned service
- Co-designed blueprint of fully redesigned pathway or service
- Client team set up around new pathway or service
- Support adoption through changed behaviours and ways of working
- New pathway or service implemented across the organisation
- Team coached through implementation of new pathway or service
- Roadmap for future opportunities deploying the AI or data technology
Benefits
- Understanding benefits of new technology and implications for the pathway
- Identifying impactful deployments of new products/technology
- Redesigning the pathway or service to achieve maximum value
- Equipping teams to support implementation and configuration of new technology
- Ensuring lasting service and product ownership within the organisation
- Achieving realisable benefits from new AI and data platforms
- Roadmap of future options to achieve further benefits
Pricing
£0 to £300,000 a unit a month
Service documents
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Framework
G-Cloud 14
Service ID
7 4 6 2 0 9 4 9 0 8 0 3 8 3 3
Contact
PUBLIC DIGITAL LIMITED
Public Digital
Telephone: 07908775575
Email: procurement@public.digital
Planning
- Planning service
- Yes
- How the planning service works
- The service is delivered alongside the wider implementation of AI, data, case management or EPR systems within an organisation. It provides a comprehensive planning approach to ensure that the organisation is able to achieve the benefits of the cloud-based technology within its operational delivery by understanding and implementing the appropriate changes to how it delivers its services. This follows a structured planning approach, which progresses through discovery, options analysis to identify potential use cases for deployment of the new technology, understanding of user needs and current ways of working, quantifying the potential cost benefits of redesigning the service and implementation of the technology, to inform a wider investment case. The implementation is then planned through a structured programme of training, coaching, and facilitation to redesign the pathway or service, while adapting and responding to the unique context and user needs.
- Planning service works with specific services
- No
Training
- Training service provided
- Yes
- How the training service works
-
Public Digital works with senior leaders and operational and digital teams, both on a one-to-one and group basis, offering coaching, training and advice. This includes guidance on how to effectively use cloud-hosted systems, manage change, and create an integrated digital environment.
Our flexible training offer helps organisations introduce digital ways of working through co-developed, bespoke training plans. Training delivery formats include modular programmes, immersive digital ‘masterclasses’, and one-to-one coaching/mentoring for digital leaders.
We build engagement through educational activities that apply the real-world experience of our consultants, prioritising activities that support digital sustainability, e.g. train-the-trainer; providing training toolkits and resources; and building communities of practice to encourage in-house knowledge exchange.
We support organisations to break down silos and encourage multidisciplinary working, adopting a more unified and integrated approach to digital delivery. This encourages teams to share resources, ideas, and best practices, allowing for more efficient and collaborative solutions, while facilitating agile, user-led and open working practices.
This service involves equipping and upskilling service delivery teams (e.g. clinicians, managers) to understand how services and technology need to be aligned to achieve benefits, and to redesign their pathways to achieve the benefits of enhanced AI, data or case management systems. - Training is tied to specific services
- No
Setup and migration
- Setup or migration service available
- No
Quality assurance and performance testing
- Quality assurance and performance testing service
- No
Security testing
- Security services
- Yes
- Security services type
- Cyber security consultancy
Ongoing support
- Ongoing support service
- No
Service scope
- Service constraints
- N/a
User support
- Email or online ticketing support
- Email or online ticketing
- Support response times
- We respond to client queries on email within 24 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
- N/a
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Staff screening not performed
- Government security clearance
- Up to Developed Vetting (DV)
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
- No
- Other security certifications
- No
Social Value
- Social Value
-
Social Value
- Fighting climate change
- Tackling economic inequality
- Equal opportunity
- Wellbeing
Fighting climate change
Both internally and on engagements, we commit to working in a way that actively reduces our carbon footprint, conserves resources and promotes sustainability.
We maintain an organisational commitment to reduce greenhouse gas emissions to net zero as quickly as possible before 2050. We do this through a combination of emission limitation, reduction and elimination and have been calculating, monitoring and publishing our emissions data since 2022.
We actively follow and encourage good practice, including:
-Using our annual emissions data to develop science-based targets
-Using office space that is powered by renewable energy, including securing certification of the energy’s origin, and increasing the energy efficiency of hardware and software used in our delivery work
-Limiting air travel to long haul, using only public transport and electric vehicles for transit, selecting accommodation that can evidence sustainability practices, and exploring sustainable travel booking options
-Identifying a reduction target for carbon emissions per employee as an intensity unit
-Compiling advice and activities to support employees in making ethical and sustainable choices in the course of their work and personal lives, including:
-switching to renewable energy providers and opting in to salary-sacrifice schemes
-Challenging our suppliers to provide actionable carbon data and reduce their carbon footprints
-Off-setting at least 150% of our emissions and exploring carbon syncing whereby emissions are absorbed at approximately the same rate as they are emitted by the company.
On projects, we promote conscientious design and development practices that are inherently mindful of social and ecological impact, without sacrificing standards and user experience.
We take measures to ensure that activities take place remotely where possible and support clients to make technology decisions that reduce the planetary impacts of their operations.Tackling economic inequality
Much of our work centres around helping partners deliver public-purpose services that are user-focused and consider inclusivity as a key driver.
This includes adherence to and promotion of recognised standards, such as the UNDP’s Sustainable Development Goals.
To achieve equitable outcomes through our work, we regularly engage end-user citizens, prioritising those most at risk of exclusion and addressing their most critical needs.
With clients, we regularly work to benefit the broader community, responding to opportunities to engage and add value beyond the immediate project scope.
Public Digital is committed to being a diverse and inclusive community with a broad spectrum of job families, skills and roles, and employees from a variety of backgrounds and nationalities.
Some of the measures we take to tackle economic inequality include:
-Maintaining a Code of Conduct to ensure that all of our work adheres to best practice and standards in fighting global issues such as child labour, forced labour, modern slavery and human trafficking.
-Partnering with educational institutions to offer paid internships each year; since 2021 we have offered eight internships, offering interns a first hand view of digital transformation and research projects and involvement in live client projects.
-Offering flexible working arrangements to accommodate staff, including remote working, flexitime and part-time hours.
-Promoting and paying for training, courses and other programmes to encourage personal and professional development.
-Putting in place governance structures, such as a Social Impact Committee who meet quarterly to discuss our engagement internally and externally on key themes.
These include environment, equality & diversity and supply chain.
We also have a Wellbeing, Diversity and Inclusion Working Group for staff.
Committing to investing time and money to good causes for both local and international charities.Equal opportunity
Public Digital is proud to be an equal opportunities employer and benefits from the diversity of background, experience and opinion of its employees.
We take proactive measures to remove barriers to employment for underrepresented and marginalised groups, following good practice and eliminating unconscious biases.
We do this through fair recruitment and selection practices, inclusive internal processes, and providing transparent individual development plans.
We have applied the following behaviours and practices to discourage bias:
-Using blind-sifting of all applications
-Performing routine bias checks on job descriptions and advertising channels to ensure we are not discouraging potentially disadvantaged candidates
-Ensuring we use diverse selection panels to mitigate bias
-Advertising roles in low and middle-income countries so that our workforce is reflective of our global client base
-Discussing employee’s individual needs as part of onboarding and ensuring that anyone with additional needs receive support, including workplace adjustments and supporting remote team members to feel connected and included in all aspects of the business.
-Providing employees with a career mentor and a pastoral buddy alongside their line manager.
-Ensuring a coaching approach is embedded in our working practices, with all managers receiving coaching training.
To date we have:
-Reduced the gender gap, with 70% female employees and a third of women in leadership positions, including a majority of both the Leadership Team and Board.
-Increased representation of non-white ethnic groups from 13% to 20% since 2022.
-We have also worked with clients to support more inclusive recruitment practices:
We consider diversity when creating teams for new projects, bringing together different skills, perspectives and backgrounds, and ensuring our project teams are representative of society at large.
We also provide training to clients on understanding unconscious bias and equality for hiring managers, to ensure we consider inclusivity throughout.Wellbeing
The health, safety and wellbeing of our staff is our primary concern. We view both mental and physical health as equally important, recognising that anyone can be affected and that issues can arise from many different situations.
We maintain a positive, supportive and transparent environment, openly discussing wellbeing risks and the signs to watch out for in ourselves and others. We believe that accessing help should be normalised, straightforward and judgement-free, encouraging wellbeing through various mechanisms and approaches:
-Regular buddy and manager check in meetings, these are set at monthly intervals, but are often more frequent.
-Open communication groups which cover topics on mental health and wellbeing, women’s health, career coaching
-Regular team and whole business gatherings which encourage interaction and provides staff with more avenues for support.
-Trained Mental Health First Aiders who can offer confidential support and guidance.
-Regular engagement surveys for staff which are reported at Management Board meetings.
This helps us to understand how we can improve the way we work but also to respond to feedback from our staff and network members.
A Social Value Committee who meets quarterly to discuss our engagement internally and externally on four key themes, Environment, Equality & Diversity, Supply Chain and Wellbeing.
Policies for Dignity at Work (including anti bullying and harassment), Diversity, Equality and Inclusion and a comprehensive internal grievance policy.
All new starters are given access to our policies when onboarding.
When working on projects, we always do so in teams of at least two, whilst ensuring that a senior Partner has oversight of work and regularly checks in with engaged colleagues to understand progress and concerns.
Pricing
- Price
- £0 to £300,000 a unit a month
- Discount for educational organisations
- No
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 procurement@public.digital.
Tell them what format you need. It will help if you say what assistive technology you use.