VIZST TECHNOLOGY LTD
Project Management and Professional Services
Vizst Technology offer professional services from project management to training designed around your technology platforms and best practice. Our customer focused expertise, practical technology experience and flexible approach deliver high quality projects on time and on budget. We manage the full project lifecycle with governance, regular communication and risk management.
Features
- Design/architecture, implementation, testing, service handover
- Professional planning and scoping of migrations and transitions
- Flexible methodologies include agile, waterfall and hybrid
- Key documentation including PID, RACI, Communications Plan, Project Reports
- Full governance, regular reporting and status updates for stakeholders
- Professional services including engineer and architect support
- End to end project services
Benefits
- Strategic partnership to drive value from your digital transformation journey
- Expert guidance from certified project managers and engineers
- Increased delivery assurance and reduced risk
- PRINCE2 aligned
Architecture roles
Enterprise architect
| £1,250.00 |
|
| £1,350.00 |
|
Network architect
| £1,350.00 |
|
Security architect
| £1,250.00 |
|
Solution architect
| £1,250.00 |
|
| £1,350.00 |
|
Technical architect
| £1,250.00 |
|
| £1,350.00 |
|
Chief digital and data roles
Chief information security officer
| £1,600.00 |
|
Chief technology officer
| £1,600.00 |
|
Cyber security roles
Cyber security audit and assurance
| £950.00 |
|
| £1,250.00 |
|
Cyber security governance and risk management
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
Cyber security secure design
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
IT operations roles
Application operations engineer
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
Business relationship manager
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
Change and release manager
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
Command and control centre manager
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
End user computing engineer
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
IT service manager
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
Incident manager
| £800.00 |
|
| £950.00 |
|
Infrastructure engineer
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
Infrastructure operations engineer
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
Problem manager
| £650.00 |
|
| £800.00 |
|
Service desk manager
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
Service transition manager
| £650.00 |
|
| £800.00 |
|
| £950.00 |
|
| £1,250.00 |
|
Product and delivery roles
Delivery manager
| £950.00 |
|
| £1,250.00 |
|
| £1,350.00 |
|
Programme delivery manager
| £1,250.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
British Assessment Bureau
-
ISO/IEC 27001 accreditation date
-
Tuesday 1 April 2025
-
What the ISO/IEC 27001 doesn’t cover
-
There are no aspects not covered.
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
Who accredited the ISO 9001 certification
-
British Assessment Bureau
-
ISO 9001 accreditation date
-
Tuesday 1 April 2025
-
What the ISO 9001 doesn’t cover
-
There are no aspects not covered.
-
Quality management systems (QMS)
-
No
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
F137c22f-9836-4d88-8b46-a3666d3a6557
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
Aa00e970-3e73-4e73-bda0-5a1994ee9300
-
Other security certifications
-
Yes
-
Any other security certifications
-
Social value
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Section B - Commitment for Future: Delivery
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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 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
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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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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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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
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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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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
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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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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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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.
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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
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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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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
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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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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
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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
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Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
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Plans for positive actions with community groups.
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Collaborating with anchor institutions and community groups to make facilities available for education, training or community events
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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.
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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
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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
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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
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Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
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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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Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
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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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Introducing transparency to pay and reward processes
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Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
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Working conditions which promote an inclusive working environment and promote retention and progression
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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
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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
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Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
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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.
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Understanding of the issues affecting the development of new skills by target cohort
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Other measures to offer development opportunities for the target cohort(s) in the contract workforce
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Understanding of issues relating to entering the contract workforce
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Creation of outreach activities to create a pipeline of employees for the future contract delivery
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Content of the outreach activity is designed to suit the target cohort
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Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
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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
-
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
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