RADAPEX LTD
Oracle Application Express (APEX) Application Support
RADAPEX offers a technical support service providing end-to-end maintenance of the Oracle APEX application layer and its associated cloud infrastructure.
Our service bridges the gap between high-level application code and low-level infrastructure, ensuring your APEX environment is patched, performant, and secure.
Features
- Full-Stack Monitoring
- Expert management of APEX version upgrades
- Infrastructure Patch Management
- Oracle APEX Development Support Services
- Security Hardening
- Troubleshooting & Root Cause Analysis
- APEX Quality Framework (AQF)
Benefits
- Reduced Technical Risk
- Security Assurance
- Minimise Downtime
- Scalable Support Model
Architecture roles
Solution architect
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
Technical architect
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
Data roles
Analytics engineer
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
Data analyst
| £875.00 |
|
| £1,250.00 |
|
| £2,300.00 |
|
Data engineer
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
IT operations roles
Application operations engineer
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Business relationship manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Change and release manager
| £825.00 |
|
| £825.00 |
|
| £925.00 |
|
Command and control centre manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
End user computing engineer
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
IT service manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Incident manager
| £825.00 |
|
| £975.00 |
|
Infrastructure engineer
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Infrastructure operations engineer
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Problem manager
| £825.00 |
|
| £925.00 |
|
Service desk manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Service transition manager
| £825.00 |
|
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Product and delivery roles
Business analyst
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Delivery manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Digital portfolio manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Product manager
| £825.00 |
|
| £925.00 |
|
| £975.00 |
|
Programme delivery manager
| £925.00 |
|
Quality assurance testing (QAT) roles
Test engineer
| £525.00 |
|
| £775.00 |
|
| £875.00 |
|
| £1,250.00 |
|
Software development roles
Development operations (DevOps) engineer
| £475.00 |
|
| £525.00 |
|
| £775.00 |
|
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
| £2,300.00 |
|
Frontend developer
| £475.00 |
|
| £525.00 |
|
| £775.00 |
|
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
Software developer
| £475.00 |
|
| £525.00 |
|
| £775.00 |
|
| £875.00 |
|
| £1,250.00 |
|
| £1,650.00 |
|
| £1,650.00 |
|
| £2,300.00 |
|
| £2,300.00 |
|
User-centred design roles
Accessibility specialist
| £875.00 |
|
| £1,250.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
British Assessment Bureau
-
ISO/IEC 27001 accreditation date
-
Tuesday 20 January 2026
-
What the ISO/IEC 27001 doesn’t cover
-
Please contact RADAPEX directly for information regarding ISO/IEC 27001 certification for this service.
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ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
Who accredited the ISO 9001 certification
-
British Assessment Bureau
-
ISO 9001 accreditation date
-
Tuesday 20 January 2026
-
What the ISO 9001 doesn’t cover
-
Please contact RADAPEX directly for information regarding ISO 9001 certification for this service.
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
No
-
Cyber Essentials Alternative
-
You do not have a current and valid Cyber Essentials certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
E439c4e9-a630-462f-9881-e5cd038e1997
-
Other security certifications
-
No
Social value
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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
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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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Ensuring new workers are informed of their right to join a trade union
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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
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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
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Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
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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
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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
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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
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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
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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
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Volunteering opportunities for staff
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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
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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
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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
-
Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
Service documents
Request an accessible format
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email the supplier at
contact@radapex.com.
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