LAMINAR GROUP LTD
PMO P3M3 Maturity Assessment
Laminar carries out its proprietary Discovery assessment in conjunction with a P3M3 assessment by our qualified P3O and PMO CC consultants to diagnose and assess key points of improvement in developing a lean and effective Digital PMO focused on quick wins for sustainable growth.
Features
- P3M3 Diagnostic Assessment: Formal evaluation of project management maturity levels.
- Proprietary Discovery: Deep-dive analysis of culture, data, and digital-tools.
- Accredited Delivery: Industry-standard assessments by P3O and PMO CC experts.
- Digital PMO Gap Analysis: Benchmarking technology against best-in-class digital infrastructure.
- Lean Process Mapping: Eliminating waste and streamlining governance workflows.
- Multi-Level Stakeholder Engagement: Qualitative insights via structured interviews and surveys.
- Quantitative Maturity Scoring: Objective scores across seven P3M3 management perspectives.
- Quick-Win Identification: Identifying immediate, low-cost improvements for rapid impact.
- Strategic-Transformation Roadmap: Prioritized action plan to reach targeted maturity levels.
- Executive Insight Reporting: Data visualizations and summaries for C-suite decision-makers.
Benefits
- Objective Baseline Establishment: Evidence-based justification for future PMO investment.
- Improved Delivery Velocity: Accelerating timelines by removing bureaucratic bottlenecks.
- Executive Insight Reporting: Data visualizations and summaries for C-suite decision-makers.
- Optimized Financial Control: Reducing overspend through improved risk mitigation strategies.
- Scalable Governance Frameworks: Sustainable structures supporting growth without increased overhead.
- Alignment with Government Standards: Compliance with GDS and public-sector practices.
- Informed Resource Allocation: Maximizing productivity by resolving capacity planning bottlenecks.
- Increased Stakeholder Buy-In: Fostering improvement culture by involving delivery teams.
- Rapid Return on Investment: Immediate efficiency gains through quick-win implementation.
- Evidence-Based Decision Making: Empowering leadership with accurate data for strategic-choices.
Business architect
| £752.00 |
£752.00 |
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,392.00 |
£1,392.00 |
Data architect
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,928.00 |
£1,928.00 |
Enterprise architect
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,624.00 |
£1,624.00 |
Solution architect
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,624.00 |
£1,624.00 |
Chief data officer
| £1,928.00 |
£1,928.00 |
Chief technology officer
| £1,928.00 |
£1,928.00 |
Analytics engineer
| £752.00 |
£752.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Data analyst
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,624.00 |
£1,624.00 |
Data engineer
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Data governance manager
| £960.00 |
£960.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Performance analyst
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Business analyst
| £752.00 |
£752.00 |
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Delivery manager
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,928.00 |
£1,928.00 |
Digital portfolio manager
| £960.00 |
£960.00 |
| £1,392.00 |
£1,392.00 |
| £1,624.00 |
£1,624.00 |
| £1,928.00 |
£1,928.00 |
Product manager
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
| £1,928.00 |
£1,928.00 |
Programme delivery manager
| £1,624.00 |
£1,624.00 |
Service owner
| £1,624.00 |
£1,624.00 |
Quality assurance testing (QAT) analyst
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
Test engineer
| £856.00 |
£856.00 |
| £960.00 |
£960.00 |
| £1,184.00 |
£1,184.00 |
| £1,392.00 |
£1,392.00 |
Test manager
| £1,628.00 |
£1,628.00 |
| £1,928.00 |
£1,928.00 |
Standards and certifications
-
ISO/IEC 27001 certification
-
No
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
ISO 9001 certification accredited by
-
United Registrar of Systems
-
ISO 9001 accreditation date
-
Wednesday 6 September 2023
-
What the ISO 9001 doesn’t cover
-
N/A
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Cyber Essentials Certificate Number
-
6f77f1fe-2caf-408a-b712-c6fc21d5216c
-
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
-
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
-
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
-
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
-
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
-
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.
-
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
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
-
Plans for positive actions with community groups.
-
Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
-
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
-
Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
-
Working conditions which promote an inclusive working environment and promote retention and progression
-
Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
Service documents
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