CRIMSON LIMITED
Microsoft D365 CRM for Local Authorities
Dynamics 365 CRM for councils helps manage resident interactions, cases, and services efficiently. Designed for local government, it improves visibility, reporting, and service outcomes while integrating with existing council systems.
Features
- Microsoft Dynamics 365 (CRM) - full CRM platform
- Creation of portals, blogs/KB articles for effective collaboration
- Links cases with service teams and contractors
- Microsoft Dynamics 365 for Field Service for mobile workforce
- Incorporates configurable workflows to support all key processes
- Single Microsoft platform for all areas of your services
- AI Transformation, including engagement in change and user adoption
- Single view of a citizen
- Scoping workshops, business case creation and Proof of Value
Benefits
- Partnership approach to a Dynamics 365 rollout and implementation
- Dynamics 365 CRM Provides a single version of the truth
- Dynamics 365 CRM Automates the workflow of business processes
- Auditing, reporting, analysis and BI across all processes
- Reduces need for bespoke service specific applications
- Agile deployment, configuration and implementation for quick business value realisation
- Improves Efficiency and productivity
- Ensures compliance to Technology Code of Practice
- Reduces silo working and increases collaboration
- Provides a platform for future extension
Business architect
| £800.00 |
|
| £950.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
Data architect
| £1,000.00 |
|
| £1,250.00 |
|
| £1,450.00 |
|
Enterprise architect
| £1,000.00 |
|
| £1,200.00 |
|
| £1,250.00 |
|
| £1,450.00 |
|
Solution architect
| £1,000.00 |
|
| £1,000.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
| £1,450.00 |
|
Chief data officer
| £1,450.00 |
|
Chief information security officer
| £1,450.00 |
|
Chief technology officer
| £1,450.00 |
|
Analytics engineer
| £800.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,450.00 |
|
Data analyst
| £800.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,000.00 |
|
Delivery manager
| £900.00 |
|
| £1,000.00 |
|
| £1,250.00 |
|
| £1,425.00 |
|
Quality assurance testing (QAT) analyst
| £750.00 |
|
| £800.00 |
|
| £900.00 |
|
| £950.00 |
|
Test engineer
| £800.00 |
|
| £850.00 |
|
| £900.00 |
|
| £1,000.00 |
|
Test manager
| £900.00 |
|
| £1,000.00 |
|
Development operations (DevOps) engineer
| £800.00 |
|
| £800.00 |
|
| £900.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,000.00 |
|
| £1,200.00 |
|
| £1,250.00 |
|
| £1,250.00 |
|
Standards and certifications
-
ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
No
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
A5d542cc-f94f-4ca2-83c0-033f56e4e8d0
-
Cyber essentials plus
-
Yes
-
Cyber Essentials Plus Certificate Number
-
14df8697-965f-493d-92d6-6884a293f557
-
Other security certifications
-
No
Social value
-
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 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
-
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
-
Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
-
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
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
-
Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
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Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract
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 local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
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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)
-
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
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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)
-
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
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Working conditions which promote an inclusive working environment and promote retention and progression
-
Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
-
Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
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
-
Mission: Build an NHS fit for the future
-
That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.
Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.
-
Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
-
Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
-
Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
Service documents
Request an accessible format
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email the supplier at
ciara.mcmillan@crimson.co.uk.
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