| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £2,365.00 | £2,365.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £2,365.00 | £2,365.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £2,365.00 | £2,365.00 |
JCURV LIMITED
Agile Transformation
JCURV’s mission is to increase the agility of organisations so they can thrive in an increasingly uncertain world, sustainably. We provide an end-to-end solution for full transition to Agile ways of working. Our certified agile practitioners provide tailor-made, co-created agile solutions and establish agile governance based on your business needs.
Features
- Mobilise leaders through workshops to champion agile transformation.
- Workshops and simulations to develop vision, roadmap and stakeholder alignment.
- Agile leadership coaching programme to build agile culture and mindset.
- Upskill, train and coach teams, embed agile ways of working.
- Establish agile governance framework to support and sustain the change.
- Address key barriers through leadership, teams, and stakeholder collaboration.
- Explore and implement agile tooling and facilities for work management.
- Design and build flow metrics, fostering continuous improvement mindset.
- Establish communities of practice set up for sustainable agile practices.
- Provide playbook, toolkits and train the “trainer” to ensure sustainability.
Benefits
- Alignment across organisation, data-driven and results-focused transformation.
- Agile practice adapted to cloud-based service provision.
- Agile governance and change management in government context.
- Improved collaboration between teams, stakeholders and customers.
- Reduce risk and improved control for efficient service delivery.
- Quicker time-to-market with focus on customer needs.
- Culture of experimentation, continuous improvement and adaptation.
- Clear visibility of work, priorities and constraints.
- Early ROI with shorter delivery cycles and cross-organisational feedback flow.
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
7 9 3 0 7 2 4 2 9 1 8 5 4 0 2
Contact
JCURV LIMITED
Vikram Jain
Telephone: +447843242464
Email: vikram@jcurv.com
About the service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Engagement and communication planning
- Project management and governance
- Mobilisation coordination
- Other
Service scope
- Service constraints
- N/a
User support
- Email or online ticketing support
- No
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- No
- Support levels
-
We do not offer direct user support. Our support services are structured around assisting client teams and stakeholders to maximize project success. This includes providing Account Managers or dedicated support staff as part of individual projects and client partnerships.
The cost of support is included in project quotations and varies based on the scope and duration of the engagement. We ensure transparency in our pricing, with support costs clearly outlined in project proposals and agreements.
For each project and client partnership, we assign Account Managers or support staff to work closely with client teams and stakeholders. These professionals provide technical assistance and strategic guidance, ultimately benefiting end-users by facilitating project success and alignment with user needs.
Supplier type
- 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
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £874.00 | £874.00 |
| Junior business analyst | £1,094.00 | £1,094.00 |
| Business analyst | £1,386.00 | £1,386.00 |
| Senior business analyst | £1,645.00 | £1,645.00 |
| Lead business analyst | £1,920.00 | £1,920.00 |
| Head of business analysis | £1,920.00 | £1,920.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £1,094.00 | £1,094.00 |
| Delivery manager | £1,386.00 | £1,386.00 |
| Senior delivery manager | £1,645.00 | £1,645.00 |
| Head of (Agile) delivery management | £1,920.00 | £1,920.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Digital portfolio analyst | £1,094.00 | £1,094.00 |
| Digital portfolio manager | £1,386.00 | £1,386.00 |
| Senior digital portfolio manager | £1,645.00 | £1,645.00 |
| Head of portfolio | £1,920.00 | £1,920.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £1,094.00 | £1,094.00 |
| Product manager | £1,386.00 | £1,386.00 |
| Senior product manager | £1,645.00 | £1,645.00 |
| Lead product manager | £1,920.00 | £1,920.00 |
| Head of product | £1,920.00 | £1,920.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £1,920.00 | £1,920.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £1,920.00 | £1,920.00 |
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
- Fb451e4f-e7ba-44bb-89a8-5c6dfad6bf45
- Cyber essentials plus
- No
- Cyber Essentials Alternative
- None of the criteria
- 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 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
- 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
- How these flow down the supply chain and are monitored Illustrative examples include reporting, site visits, audits, etc.
- How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
- How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
- Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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
- 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
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 vikram@jcurv.com.
Tell them what format you need. It will help if you say what assistive technology you use.