ROLE MAPPER TECHNOLOGIES LTD

AI Powered Job Architecture Management Platform

AI powered, job architecture, job description management platform and data transformation services. Tech-supported, expert data creation for management in connected workspaces. Easy visibility of jobs and skills across the organisation supporting transparency and pay equity. Automated workflows, reduce time to create, review, approve, evaluate jobs for consistency and process efficiencies.

Features

• AI-powered transformation delivering robust work and skills data foundation
• Cloud-based job architecture workspace incorporating evaluation framework
• Centralised catalogue of standardised, skills-based job descriptions
• AI powered content creation, de-biasing and augmentation features
• Visualisation of jobs, work and skills across the organisation
• Automated workflow fast-tracking JD creation, review and approval
• Pay equity analysis, reporting and gender pay gap dashboard
• Comprehensive audit trail functionality supports governance and compliance
• Automate collaborative review and approval with key stakeholders
• Tech enabled stakeholder engagement and change management

Benefits

• Expertise and technology combined to deliver quality at speed
• Replaces laborious manual processes, saving time and resource burden
• Digitised structures and dynamic jobs, work and skills management
• Improved work/pay transparency, reducing risk of pay equity fines
• Consistent work and skills data informing workforce planning
• Data consistency and standardised processes enable more effective governance
• Progression and performance management transparency improves employee engagement and retention
• Fast, well supported user onboarding maximising return on investment
• Process efficiencies saving time and money
• Improved stakeholder engagement and change management

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 ruth.evans@rolemapper.tech. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

797865839630886

Contact

Ruth Evans
07904 984304
ruth.evans@rolemapper.tech

About your service

• Service categories:

  Applications

  Content workflow and management

  Content services

  • Enterprise Content Management Applications
  • Content Sharing and Collaboration Applications

  Enterprise portals and digital workspaces

  • Multi-Audience Portals
• Multi cloud support: Yes

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: The service is updated using a rolling release update process. These updates do not affect the availability of the service.
• System requirements:
  • Role Mapper Platform Licence
  • Supported Web Browser

User support

• Email or online ticketing support: Yes
• Support response times: We aim to respond to questions within 24 hours.; Support is available Monday to Friday, 9am to 5pm GMT.
• User can manage status and priority of support tickets: No
• Phone support: No
• Web chat support: Yes
• Web chat support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support accessibility standard: WCAG 2.2 AA
• Web chat accessibility testing: We have not carried out formal web chat testing with assistive technology users.; ; Where web chat or support tooling is used, we rely on the accessibility features and standards supported by our third-party provider, Zendesk.
• Onsite support: Yes, at extra cost
• Support levels: We provide the same high level of Customer Success support to all customers.; ; Support includes access to an account manager and full Customer Success team. Support is provided during UK business hours and supports customers operating around the world. This support is included in the contract price.; ; We do not offer tiered support levels and do not charge additional fees for support. All customers receive the same level of support.
• Support available to third parties: No
• AI chatbot: No

Onboarding and offboarding

• Getting started: We support users to get started through guided onboarding and online support. This includes remote walkthroughs and access to clear user documentation to help users understand and use the service effectively. User documentation and guides are hosted on our Zendesk help centre and are available at any time via the web, with clear signposting from within the platform.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: When a contract ends, users can extract their data through standard data export processes. Data can be provided in commonly used digital formats to support transfer or retention.
• End-of-contract process: At the end of the contract, access to the service is ended in line with the agreed contract terms. Users can extract their data using standard data export processes prior to contract termination.; ; The contract price includes access to the service, ongoing maintenance, standard support, and updates for the duration of the contract. No additional end-of-contract activities are included unless otherwise agreed.; ; Any additional support or services beyond standard data extraction would be subject to separate agreement and cost.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: Onboarding and offboarding support is delivered remotely. Users can request assistance from the Customer Success team if they require clarification or alternative ways of accessing information. Where documents are provided for download, these are shared in commonly used, accessible formats and are readable without the need for specialist software. User documentation and guides are also hosted on our Zendesk help centre and can be accessed at any time via the web through clear platform signposting.

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
• Application to install: No
• Designed for use on mobile devices: No
• Service interface: No
• User support accessibility: WCAG 2.2 AA
• API: Yes
• What users can and can't do using the API: Read only access to the customers Job Architecture.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Yes, however, typically we would customise for the customer during onboarding by the RoleMapper Team.

Scaling

• Independence of resources: Resource usage is monitored regularly. The service uses cloud infrastructure that can be scaled as required to manage demand and ensure users are not affected by other users’ usage.

Analytics

• Service usage metrics: Yes
• Metrics types: The service provides standard usage metrics through a usage dashboard. This includes user logins, document creation, and documents exported.
• Reporting types: Real-time dashboards
• Resource tagging: No
• FOCUS resource tagging: No

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Baseline Personnel Security Standard (BPSS)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: A third-party destruction service
• Data sanitisation type: Data Erasure

Data importing and exporting

• Data export approach: Users can export their data using standard data export processes supported by the service.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • Word
  • PDF
• Data import formats: Other
• Other data import formats:
  • Word
  • PDF

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: The service has an availability service level agreement of 99% annual system uptime.; ; No service credits or refunds are defined if this availability level is not met.
• Approach to resilience: The service is designed to be resilient through the use of cloud infrastructure with redundancy and monitoring in place to maintain availability.; ; The platform is hosted in a cloud environment with redundant components and supports failover and recovery mechanisms to minimise disruption in the event of component or service failure. System health and performance are monitored to support continuity and recovery.; ; Further details of the underlying datacentre and infrastructure resilience are available on request.
• Outage reporting: Outages are communicated to customers via email alerts from the RoleMapper Customer Success team.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Management interfaces and support channels are restricted to authorised users only. Access is controlled through role-based user permissions, ensuring that only users with sufficient access rights can view or manage administrative functions.
• Access restriction testing frequency: At least once a year
• Management access authentication: Identity federation with existing provider (for example Google Apps)

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: At least 12 months
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: At least 12 months
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: No
• Security governance approach: We are working toward ISO27001 certification. Do comply with the majority of the defined SSCoP. The identified gaps are planned to be filled during our work to comply with ISO27001. We also have Cyber Essentials Certification 20/01/2026 - 20/01/2027.
• Information security policies and processes: RoleMapper follows a defined set of information security policies and processes that govern how information is protected across the service.; ; These include policies covering information security, access control, data protection, incident management, change management, business continuity, and secure development. Policies are aligned to recognised good practice and are reviewed and updated periodically.; ; Information security governance sits with Operations, with accountability for policy oversight, implementation, and compliance. Access to systems and data is role-based, and activity is logged and monitored.; ; Compliance with policies is supported through documented processes, access controls, monitoring, staff training, and regular review. Security incidents are managed through a defined incident management process.
• Software Security Code of Practice: No

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: RoleMapper follows defined configuration and change management processes to manage service components securely.; ; Service components are tracked throughout their lifecycle using configuration management and change control processes. Changes are logged, version controlled, and reviewed to maintain traceability.; ; All changes are assessed before implementation to identify potential security, availability, or operational impact. Security considerations form part of this assessment.; ; Changes are implemented in a controlled manner and monitored after deployment to ensure they operate as intended.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: RoleMapper follows a defined vulnerability management process to identify, assess, and address potential threats to the service.; ; Potential threats are assessed through regular vulnerability scanning, monitoring, and review of system activity. Identified vulnerabilities are prioritised based on risk and potential impact.; ; Security patches and updates are deployed in a timely manner through controlled change management processes, with higher-risk vulnerabilities addressed first.; ; Information about potential threats is obtained from third-party security tooling, cloud provider alerts, dependency monitoring, and recognised industry security advisories.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: RoleMapper uses protective monitoring to identify potential security compromises across the service.; ; System activity, access events, and logs are monitored to detect unusual or suspicious behaviour. Alerts are reviewed to identify potential compromises.; ; When a potential compromise is identified, it is investigated and managed through the incident management process. Appropriate actions are taken to contain, assess, and remediate the issue.; ; Incidents are responded to promptly, with priority given to higher-risk events, in line with defined incident response procedures.
• Incident management type: Supplier-defined controls
• Incident management approach: RoleMapper follows defined incident management processes to manage service and security incidents.; ; Pre-defined processes are in place for common incident types and are used to assess, prioritise, and respond to incidents based on severity and impact.; ; Users report incidents by contacting the RoleMapper Customer Success or support team via email.; ; Incident updates and reports are provided to users through direct communication, including email, as appropriate to the nature and severity of the incident.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Supplier-defined process

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: No

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 10%
• Between £500,001 and £1,000,000: 10%
• Between £1,000,001 and £2,500,000: 15%
• Between £2,500,001 and £5,000,000: 15%
• Over £5,000,001: 20%

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: F583fd8c-ec89-4a03-8f8f-f09cc55ae666
• Cyber essentials plus: No
• Cyber Essentials Alternative: You do not have a current and valid Cyber Essentials Plus certificate, or will not have in place within 12 months of the date of award but have an IASME certified equivalent.
• 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

    • 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
    • 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
    • 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
    • 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
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • 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
    • 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: 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
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • 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
    • 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
    • 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: 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
    • 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

  • 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 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
    • Introducing transparency to pay and reward processes
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • 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
    • 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.

    • Other measures to offer development opportunities for the target cohort(s) in 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

• 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 ruth.evans@rolemapper.tech. Tell them what format you need. It will help if you say what assistive technology you use.