bpmd
Migrating from ARIS to Celonis
Migration from ARIS to Celonis for process modelling or process mining. We use our proprietary migration automation to transfer models or datasets, configure access and governance, and prepare the environment for effective use and faster adoption.
Features
- Migration from ARIS to Celonis platform
- Automated migration of ARIS process models
- Migration of ARIS process mining datasets
- Proprietary automated migration tooling
- Mapping of ARIS structures to Celonis CPM
- Celonis environment, access, and security configuration
- Governance and usage control setup
- Validation of migrated models and datasets
- Process mining data model configuration
- Optional user training and enablement
Benefits
- Reduces time to value from Celonis
- Avoids manual recreation of ARIS content
- Protects integrity of existing process assets
- Minimises disruption during platform transition
- Accelerates decommissioning of ARIS tooling
- Enables faster insight from process mining
- Improves confidence in migrated analytics
- Reduces delivery risk for transformation programmes
Pricing
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 info@bpm-d.com.
Tell them what format you need. It will help if you say what assistive technology you use.
Framework
G-Cloud 15
Service ID
7 8 8 8 8 5 6 7 6 9 2 0 3 5 9
Contact
bpmd
Liam O'Neill
Telephone: 07572756090
Email: info@bpm-d.com
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
Service scope
- Service constraints
- There are no specific service constraints. Delivery can be provided remotely or on-site as required by the customer.
User support
- Email or online ticketing support
- No
- Phone support
- No
- Web chat support
- No
- Support levels
-
Bpmd provides support appropriate to professional services engagements rather than managed or hosted services.
During service delivery, support is provided by the named consultants assigned to the engagement. Support is available during agreed working hours and covers all activities within the agreed scope of work.
Optional post-delivery or follow-on support can be provided where required. This is typically delivered on a time and materials basis and may include advisory support, issue resolution, further configuration, or assistance with ongoing improvement activities. The scope and duration of any post-delivery support is agreed with the customer.
bpmd does not provide a 24/7 helpdesk, managed service, or platform-level support for third-party software such as SAP, Signavio, WalkMe, LeanIX, or Celonis. Platform support remains the responsibility of the relevant software vendor.
Support provided during delivery is included in the agreed service pricing. Optional post-delivery support is charged at the applicable day or hourly rates published on the G-Cloud framework. There are no fixed support packages or minimum support commitments.
bpmd does not provide a separate technical account manager or cloud support engineer. Support is provided directly by the consultants delivering the service, ensuring continuity, accountability, and subject-matter expertise.
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Staff screening not performed
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business architect | £680.00 | £400.00 |
| Associate business architect | £950.00 | £580.00 |
| Business architect | £1,240.00 | £740.00 |
| Lead business architect | £1,360.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £680.00 | £400.00 |
| Senior enterprise architect | £950.00 | £580.00 |
| Lead enterprise architect | £1,240.00 | £740.00 |
| Principal enterprise architect | £1,360.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £680.00 | £400.00 |
| Solution architect | £950.00 | £580.00 |
| Senior solution architect | £1,240.00 | £740.00 |
| Lead solution architect | £1,360.00 | £820.00 |
| Principal solution architect | £1,600.00 | £1,000.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £680.00 | £400.00 |
| Data analyst | £950.00 | £580.00 |
| Senior data analyst | £1,240.00 | £740.00 |
| Principal data analyst | £1,360.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £680.00 | £400.00 |
| Performance analyst | £950.00 | £580.00 |
| Senior performance analyst | £1,240.00 | £740.00 |
| Lead performance analyst | £1,360.00 | £820.00 |
| Head of performance analysis | £1,980.00 | £1,000.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £680.00 | £400.00 |
| Junior business analyst | £680.00 | £400.00 |
| Business analyst | £950.00 | £580.00 |
| Senior business analyst | £1,240.00 | £740.00 |
| Lead business analyst | £1,360.00 | £820.00 |
| Head of business analysis | £1,980.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £680.00 | £400.00 |
| Delivery manager | £950.00 | £580.00 |
| Senior delivery manager | £1,240.00 | £740.00 |
| Head of (Agile) delivery management | £1,360.00 | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,240.00 | £740.00 |
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
- Yes
- Please provide your Cyber Essentials Certificate Number
- F0a3f45f-453b-46c1-851d-44ff03323303
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- None of the criteria
- 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
- 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
- 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
- Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
- Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
- Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
-
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
- 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
- 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
- Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it
-
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
- 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
- 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
- Introducing transparency to pay and reward processes
- 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
-
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 info@bpm-d.com.
Tell them what format you need. It will help if you say what assistive technology you use.