3ROC LTD

Security-led Cloud Migration, Network Security, and Secure Connectivity Services

3ROC Ltd specialises in security-led cloud migration, network security, and secure connectivity services for public sector organisations operating in regulated environments. We provide experienced SMEs who design, implement, and integrate secure networking, cloud platforms, and security tooling into BAU operations, enabling safe cloud adoption, data centre exit, and service delivery.

Features

• Security-led cloud migration and platform enablement.
• Network security architecture and secure connectivity design
• Design and implementation of segmented, resilient enterprise networks
• Integration of network security tooling into BAU operations
• Secure hybrid and multi-cloud networking (AWS and Azure)
• Firewall, traffic management, and access control implementation
• Protective monitoring and vulnerability management integration
• Migration of legacy platforms with security and continuity controls
• Independent technical assurance and delivery governance

Benefits

• Reduces risk during cloud migration and data centre exit
• Improves security, visibility, and control of cloud-connected services
• Ensures secure connectivity between cloud, on-premise, and users
• Prevents common cloud failures caused by poor network design
• Embeds security tooling into BAU operations, not bolt-ons
• Improves resilience, performance, and service availability
• Enables compliance with public sector security expectations
• Builds internal capability across cloud, networking, and security
• Provides access to senior network and security SMEs
• Delivers confident, evidence-led transformation outcomes

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 sohail.khaliq@3roc.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

778056804217575

Contact

Mr Sohail Khaliq
07896774344
sohail.khaliq@3roc.co.uk

About your service

• Service categories:

  Cloud Support Services

  Set Up and Migration

  • Data auditing and organising
  • Data/information structure design
  • Engagement and communication planning
  • Project management and governance
  • Service optimisation/right sizing
  • Mobilisation coordination
  • Other

Service scope

• Service constraints: Our service implements a solution-based approach providing technical assessments and strategic advisory services to ensure digital transformation and data transference solutions for clients wanting to adapt to the cloud. In addition, we provide training and onboarding services to ensure staff are equipped to use the new system set up. We are not bound by service constraints, as our solutions are designed to overcome any service constraints that the client has regarding their current system.

User support

• Email or online ticketing support: Yes
• Support response times: A named Service Lead will provide day-to-day oversight, with defined escalation routes.; All queries will be responded to within 24 hours during core support hours 9am and 5PM Monday to Friday, excluding bank Holidays, unless specific Service Level Agreements (SLAs) have been otherwise agreed. Support can be accessed via phone or e-mail, and the Service Lead will act as our primary point of contact throughout the engagement process to ensuring high-quality service delivery to the agreed requirements. Maintenance support and system issues are supported by the cloud service provide, while we provide after sales support for application and service queries.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: None or don’t know
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: Yes
• Web chat support availability: 24 hours, 7 days a week
• Web chat support accessibility standard: None or don’t know
• How the web chat support is accessible: Our web chat service is designed to be accessible, inclusive, and easy to use for a wide range of users, including those with disabilities or additional access needs.; ; The service is accessed through a standard web browser and does not require users to install additional software. It is available on desktop, tablet, and mobile devices, with operating hours aligned to the client’s Service Desk agreement, including optional 24/7 availability.; ; The web chat interface is compatible with common screen readers and assistive technologies and supports full keyboard-only navigation. Text is displayed clearly, with sufficient colour contrast and support for browser-based font scaling. The service aligns with WCAG 2.1 AA accessibility principles where applicable to the third-party platforms used.; ; Users can use web chat to report incidents, request IT support such as password resets or access changes, and ask general service-related questions. They can communicate in real time with Service Desk analysts, provide additional information during an interaction, and have conversations automatically logged into the ticketing system for tracking and audit purposes.; ; Users cannot make direct system changes, bypass security controls, request actions outside the agreed service scope, or access data belonging to other users or organisations.
• Web chat accessibility testing: Accessibility testing is carried out during service setup and when significant changes are made to the web chat platform or supporting tools. This includes testing with screen readers such as NVDA and VoiceOver to confirm that chat controls, message content, and notifications are announced correctly. Keyboard-only navigation is tested to ensure users can open the chat, enter text, send messages, and end sessions without requiring a mouse.; ; We also test colour contrast, text clarity, and focus indicators to ensure content is readable and navigation state is clear for users with visual impairments. Browser zoom and text scaling are used to verify that content remains usable at increased sizes without loss of functionality.; ; Where third-party web chat platforms are used, we review the supplier’s accessibility documentation and conduct practical testing to confirm that stated accessibility features operate as expected in real usage scenarios.; ; Feedback from users and Service Desk analysts is actively reviewed to identify and address accessibility issues. Any issues identified are logged, prioritised, and resolved as part of our continuous service improvement process, ensuring the web chat remains accessible and usable for all users.
• Support levels: We provide additional after-sales operational support and optimisation to ensure maintenance is part of our service support offering, including incident triage, monitoring integration, problem management, and continual improvement. We will develop maintenance strategies with the client as part of the solution to ensure that they have management capability and provide interim oversight and support. We will provide integrated computerised maintenance management systems (CMMS) and enterprise asset management (EAM) software to streamline operations.; ; A named Service Lead will provide day-to-day oversight, with defined escalation routes.; All queries will be responded to within 24 hours during core support hours 9am and 5PM Monday to Friday, excluding bank Holidays, unless specific Service Level Agreements (SLAs) have been otherwise agreed. Support can be accessed via phone or e-mail, and the Service Lead will act as our primary point of contact throughout the engagement process to ensuring high-quality service delivery to the agreed requirements. Maintenance support and system issues are supported by the cloud service provide, while we provide after sales support for application and service queries.
• AI chatbot: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Pricing

• Discount for educational organisations: No

Architecture roles

Business architect

Role level	UK Rate	Offshore Rate
Business architect	£1,105.00	£718.00

Data architect

Role level	UK Rate	Offshore Rate
Data architect	£1,105.00	£718.00

Enterprise architect

Role level	UK Rate	Offshore Rate
Enterprise architect	£1,285.00	£817.00

Network architect

Role level	UK Rate	Offshore Rate
Network architect	£1,105.00	£718.00

Security architect

Role level	UK Rate	Offshore Rate
Security architect	£950.00	£618.00

Solution architect

Role level	UK Rate	Offshore Rate
Solution architect	£1,105.00	£718.00

Technical architect

Role level	UK Rate	Offshore Rate
Technical architect	£925.00	£619.00

Chief digital and data roles

Chief data officer

Role level	UK Rate	Offshore Rate
Chief data officer	£1,285.00	£817.00

Chief information security officer

Role level	UK Rate	Offshore Rate
Chief information security officer	£1,285.00	£817.00

Chief technology officer

Role level	UK Rate	Offshore Rate
Chief technology officer	£1,285.00	£817.00

Cyber security roles

Cyber security audit and assurance

Role level	UK Rate	Offshore Rate
Lead cyber security audit and assurance	£950.00	£618.00

Cyber security governance and risk management

Role level	UK Rate	Offshore Rate
Lead cyber security governance and risk manager	£950.00	£618.00

Cyber security monitoring

Role level	UK Rate	Offshore Rate
Lead cyber security monitoring	£850.00	£519.00

Cyber security incident response

Role level	UK Rate	Offshore Rate
Lead cyber security incident response	£950.00	£618.00

Cyber security vulnerability management

Role level	UK Rate	Offshore Rate
Lead cyber security vulnerability management	£850.00	£519.00

Cyber security digital forensics

Role level	UK Rate	Offshore Rate
Lead cyber security digital forensics	£950.00	£618.00

Cyber security testing

Role level	UK Rate	Offshore Rate
Lead cyber security penetration testing	£850.00	£519.00

Cyber security secure design

Role level	UK Rate	Offshore Rate
Lead cyber security secure systems architecture and design	£950.00	£618.00

Data roles

Analytics engineer

Role level	UK Rate	Offshore Rate
Analytics engineer	£650.00	£435.00

Data analyst

Role level	UK Rate	Offshore Rate
Data analyst	£700.00	£400.00

Data engineer

Role level	UK Rate	Offshore Rate
Data engineer	£850.00	£519.00

Data ethicist

Role level	UK Rate	Offshore Rate
Data ethics lead	£950.00	£618.00

Data governance manager

Role level	UK Rate	Offshore Rate
Data governance manager	£950.00	£618.00

Data scientist

Role level	UK Rate	Offshore Rate
Data scientist	£950.00	£618.00

Machine learning engineer

Role level	UK Rate	Offshore Rate
Lead machine learning engineer	£950.00	£618.00

Performance analyst

Role level	UK Rate	Offshore Rate
Performance analyst	£650.00	£435.00

IT operations roles

Application operations engineer

Role level	UK Rate	Offshore Rate
Application operations engineer	£972.00	£435.00

Business relationship manager

Role level	UK Rate	Offshore Rate
Business relationship manager	£850.00	£519.00

Change and release manager

Role level	UK Rate	Offshore Rate
Change and release manager	£850.00	£519.00

Command and control centre manager

Role level	UK Rate	Offshore Rate
Operational control manager	£950.00	£618.00

End user computing engineer

Role level	UK Rate	Offshore Rate
End user computing engineer	£810.00	£346.00

IT service manager

Role level	UK Rate	Offshore Rate
IT service manager	£950.00	£618.00

Incident manager

Role level	UK Rate	Offshore Rate
Incident manager	£850.00	£519.00

Infrastructure engineer

Role level	UK Rate	Offshore Rate
Infrastructure engineer	£972.00	£435.00

Infrastructure operations engineer

Role level	UK Rate	Offshore Rate
Infrastructure operations engineer	£972.00	£435.00

Problem manager

Role level	UK Rate	Offshore Rate
Problem manager	£850.00	£519.00

Service desk manager

Role level	UK Rate	Offshore Rate
Service desk manager	£850.00	£519.00

Service transition manager

Role level	UK Rate	Offshore Rate
Service transition manager	£950.00	£618.00

Product and delivery roles

Business analyst

Role level	UK Rate	Offshore Rate
Business analyst	£650.00	£435.00

Delivery manager

Role level	UK Rate	Offshore Rate
Delivery manager	£950.00	£618.00

Digital portfolio manager

Role level	UK Rate	Offshore Rate
Digital portfolio manager	£1,285.00	£817.00

Product manager

Role level	UK Rate	Offshore Rate
Product manager	£850.00	£519.00

Programme delivery manager

Role level	UK Rate	Offshore Rate
Programme delivery manager	£1,305.00	£618.00

Service owner

Role level	UK Rate	Offshore Rate
Service owner	£950.00	£618.00

Quality assurance testing (QAT) roles

Quality assurance testing (QAT) analyst

Role level	UK Rate	Offshore Rate
QAT analyst	£700.00	£400.00
Senior QAT analyst	£925.00	£519.00

Test engineer

Role level	UK Rate	Offshore Rate
Test engineer	£800.00	£435.00

Test manager

Role level	UK Rate	Offshore Rate
Test manager	£925.00	£519.00

Software development roles

Development operations (DevOps) engineer

Role level	UK Rate	Offshore Rate
DevOps engineer	£750.00	£519.00

Frontend developer

Role level	UK Rate	Offshore Rate
Frontend developer	£650.00	£435.00

Software developer

Role level	UK Rate	Offshore Rate
Developer	£650.00	£435.00

User-centred design roles

Accessibility specialist

Role level	UK Rate	Offshore Rate
Accessibility specialist	£850.00	£519.00

Content designer

Role level	UK Rate	Offshore Rate
Content designer	£650.00	£435.00

Content strategist

Role level	UK Rate	Offshore Rate
Content strategist	£850.00	£519.00

Graphic designer

Role level	UK Rate	Offshore Rate
Graphic designer	£700.00	£400.00

Interaction designer

Role level	UK Rate	Offshore Rate
Interaction designer	£650.00	£435.00

Service designer

Role level	UK Rate	Offshore Rate
Service designer	£850.00	£519.00

Technical writer

Role level	UK Rate	Offshore Rate
Technical writer	£650.00	£435.00

User researcher

Role level	UK Rate	Offshore Rate
User researcher	£850.00	£519.00

Non-mandatory 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: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• Cyber essentials plus: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials Plus certificate which has been awarded by one of the government approved Cyber Essentials accreditation bodies but you are working towards gaining it, and will be in a position to confirm that you have been awarded a current and valid Cyber Essentials Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• 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
    • 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
    • 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

  • 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

  • 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
    • 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
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • 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
    • 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

  • 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
    • 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
    • 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
    • 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

  • 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
    • Understanding of issues relating to entering the contract workforce

  • 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 sohail.khaliq@3roc.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.