Liaison Financial Services Ltd

Flexible Workforce

Cloud software solution for temporary workforce management; all staff types and resourcing routes: Agency Direct Employment (Direct Engagement) facilitated via TempRE/STAFFflow, Standard Agency Placement, Internal Bank/External Collaborative Bank. Facilitates reduced temporary staff expenditure and administration, optimises financial control; governance; approvals; process efficiency. Roster interface/vacancy to payment including reporting/workforce intelligence.

Features

• Agency Direct Employment facilitation via TempRE and STAFFflow (HMRC tested)
• Bespoke configuration and customisation. Real-time reporting.
• Collaborative Bank and Bank management incorporating growth tools
• Compliance management, contracting, worker passport, applicant tracking and audit trail
• Weekly payroll, disbursements and e-timesheet configurable approval process
• Full temporary workforce supply chain management, neutral vendor
• HR Workforce Effectiveness analytics, Booking Rate Index cloud software
• Account management, regular on-site support and helpdesk
• Agency neutral, self-billing automated invoicing and credit control
• Comprehensive management information suite including break glass and NHSI reporting

Benefits

• Neutral platform: no agency involvement
• Capability and capacity: extract maximum value from existing resources
• Instant, measurable and direct recurring cash savings
• Full IR35 processing and compliance
• Total control over internal workforce (rostering, compliance and WTR
• Total control over supply chain (access, quality; supply; rates; charges)
• Real time management information: workforce demand; performance management; exception reporting
• One system does it all: integration with third party software
• Helpdesk for workers, agencies and NHS: telephone; email; self-service portal
• Free implementation, free training, free access to Liaison Academy

£1,000 a licence

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 bidsteam@liaisongroup.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 14

Service ID

839390035692757

Contact

Chloe Miller
07407646875
bidsteam@liaisongroup.com

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: No
• System requirements:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari 9+
  • Opera

User support

• Email or online ticketing support: Email or online ticketing
• Support response times: Email and Online support is provided 24/7; Our Workforce Management self-service portal allows users to log on 24/7 to access FAQs and additional documentation and guidance to assist with any questions they may have, alternatively our Workforce Helpdesk is available for all questions and support.
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 24 hours, 7 days a week
• Web chat support: No
• Onsite support: Onsite support
• Support levels: Free Implementation – training and support.; We do not charge for implementation, training or onsite support for the duration of the contract.; A technical account manager is provided throughout the contract duration.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Free Implementation – training and support; We do not charge for implementation, training or onsite support for the duration of the contract.; We provide onsite and online training and continuous support for all users of our Workforce Management system including user documentation. We provide a thorough communication campaign exercise for on-boarding, a whole familiarisation, education and awareness campaign to get users ready. Providing webinars, how to use guidelines/ instructions, points of contact, user ID set up, password set up, fully facilitated on-boarding service, face to face or remote - whichever is deemed most effective for the buyer.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
  • Other
• Other documentation formats:
  • Tableau
  • Office 365
• End-of-contract data extraction: Users can extract all transactional data at any time. Upon contract expiration, Liaison will provide the Contracting Authority with data tables of the permanent data held within the system in an electronic format within a secure environment as agreed by the Contracting Authority.; Data can also be deleted upon request in line with GDPR regulations.
• End-of-contract process: We have designed an end of contract process plan to decommission, and return requested data and disconnection of the service including user access, all agreed with the Contracting Authority in accordance with all statutory regulations.; Upon agreement with the Contracting Authority, user access is removed from the system and any proprietary data is removed from our system.; Liaison do not charge for the termination process.

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: Yes
• Differences between the mobile and desktop service: TempRE has been adapted for mobile usage. ; ; The TempRE Worker App, available on both Android and IOS, is a workforce app designed for locums, bank staff and other healthcare professionals from NHS trusts and health boards whose employer uses the TempRE service. Candidates can sign contracts, confirm shifts and submit timesheets in real time. The app also enables bank workers to access live bank vacancies and apply for bank shifts quickly.; ; The mobile feature has been designed for ease of access for essential time-sensitive transactions.
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: Liaison set up the service on behalf of the Contracting Authority using the API. ; ; We have a standard import file format that allows users to create an interface file that can import into the system on a regular basis as required.; ; We welcome and encourage feedback on system development and utilise a suitable project management system to continuously develop the system in accordance with user needs.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
  • ODF
  • PDF
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Users can configure the tables that maintain the data to their own specific requirements.; ; The user of the application is able to define system configuration. Our multi-worker functionality enables the engagement of all worker categories and associated pay rates for the management of the whole contingent workforce, with hundreds of agencies supply staff through our systems.; The system can accommodate a four-level organisation structure, configured at set up stage; Grades and specialities are configurable by client; Search criteria within the workers profile allows relevant sector, grade and speciality to be chosen. More than one choice can be selected; ; Rules can also be defined for vacancy release.; ; If required, the system can be customised to allow for dual stage timesheet authorisation.; ; Service requests can also be made dependent on user requirements and customisations made based on user feedback.

Scaling

• Independence of resources: We monitor performance and activity in real time using dashboards and other performance related indicators. All performance updates are tested and we have a contingency and response plan to protect ourselves against surges and peaks of activity. We have regular client reviews and debriefs around performance and we have a 'tiered operating system' to deal with forecast peaks of activity. As part of our service centre we have built in a tiered platform model - tier 1, tier 2 tier 3 to deal with peaks and surges. A key element of our world class service centre - to protect performance.

Analytics

• Service usage metrics: Yes
• Metrics types: The service metrics are based on activities against regular key performance indicators and SLAs, which range from real time reporting to weekly, monthly, bi-annually, annually upon request by the Contracting Authority.
• Reporting types:
  • API access
  • Real-time dashboards
  • Regular reports
  • Reports on request

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Other security clearance
• Government security clearance: Up to 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 3.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a Tigerscheme qualified provider or a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v3.0
  • Physical access control, complying with SSAE-16 / ISAE 3402
  • Physical access control, complying with another standard
• Data sanitisation process: No
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v.30, CAS (Sanitisation) or ISO/IEC 27001

Data importing and exporting

• Data export approach: Data can be extracted from the Workforce Management cloud software system at various sections (for example lists of jobs, invoices, timesheets, shifts) within the software in a csv or excel format.
• Data export formats:
  • CSV
  • ODF
• Data import formats:
  • CSV
  • ODF
  • Other
• Other data import formats: Microsoft Excel

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)

Availability and resilience

• Guaranteed availability: Liaison constantly monitor system performance and availability. We notify clients/users of any planned outages by email alerts with a guaranteed availability of 99.5% availability excluding scheduled maintenance.
• Approach to resilience: All services are provided through UK Azure datacentres.
• Outage reporting: We constantly monitor system performance and availability. We notify users of any planned outages by email alerts.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Username or password
  • Other
• Other user authentication: Username and password
• Access restrictions in management interfaces and support channels: User profiles control access to system data and management interfaces.; All user profiles require username and password log in.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Username or password
  • Other
• Description of management access authentication: Username and password; We provide multiple defined user types within the applications.

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: At least 12 months

Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: QEC
• ISO/IEC 27001 accreditation date: 15/06/2019
• What the ISO/IEC 27001 doesn’t cover: Our accreditation covers all elements relating to our service
• ISO 28000:2007 certification: No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Cyber essentials plus: Yes
• Other security certifications: Yes
• Any other security certifications: CREST certified penetration testing

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: ISO 27001 processes and procedures

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: The development and configuration is only altered in accordance with the needs of users or based on statutory changes that impact on the system.; ; All changes that affect users, are communicated to users in advance of implementation and all user manuals and training guides are updated accordingly and available online.
• Vulnerability management type: Conforms to a recognised standard, for example CSA CCM v3.0 or SSAE-16 / ISAE 3402
• Vulnerability management approach: Network and hardware monitoring are in place to specifically monitor and prevent potential threats or vulnerability.; ; All emergency patches are deployed immediately and general patching is maintained at T-1 and tested prior to deployment.; ; If we detect a vulnerability within our systems, we will isolate and take those systems offline within 15 minutes, whilst any remedial work is completed.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Alerts are predefined to identify potential compromises.; When notified of a potential compromise a service ticket is automatically created as a Priority 1 and actioned accordingly.
• Incident management type: Supplier-defined controls
• Incident management approach: We have pre-defined processes for common events. All incidents are reported through the Helpdesk via email (24/7) or telephone.; All recorded resolutions are reported back to the user who raised the incident via email.

Secure development

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

Public sector networks

• Connection to public sector networks: Yes
• Connected networks:
  • NHS Network (N3)
  • Health and Social Care Network (HSCN)

Social Value

• Social Value:

  Social Value

  • Fighting climate change
  • Covid-19 recovery
  • Tackling economic inequality
  • Equal opportunity
  • Wellbeing

  Fighting climate change

  Liaison has a strong track record of minimising carbon emissions through remote delivery.e.g, closing our head office has reduced energy/water usage/carbon emissions with no impact to service delivery. ; Our Social Value and Sustainability Company Statement details how we drive environmental improvements year-on-year. Assessing/ improving our environmental performance using a robust Environmental Management System, We are working towards being accredited with ISO14001 (environmental supply chain management) with scheduled certification date of June. Our Carbon Reduction Plan (published on our website) outlines Liaison’s commitment to reach Net Zero by 2040, reducing emissions by 40% by 2025 and 80% by 2030 as a minimum. ; Service Delivery through call-off-contracts is predominantly digital/remotely accessible, minimising environmental impact whilst achieving the same/improved outcomes. Our entire workforce works remotely, functioning on a paperless office basis. In addition, >89% of our services are digitised, reducing the carbon footprint associated with travel/materials. We ran an innovative communications campaign to drive awareness around events such as World Environment Day, resulting in 90% of communication being electronic. ; Digitising the Service:; • People Planning/Analytics/Staff Bank/ Rota and Roster – Our workforce transformation platforms are all digitised, allowing for zero-carbon-footprint access/use. Each service is designed to minimise manual processes/paper use through remotely accessible data portals.; ; • Digital Marketing – A suite of digital marketing tools and an expert team who deliver key marketing messages through digital platforms e.g. social media, negating need for paper based resources. ; ; • Where there is need for travel, we will continue to encourage the use of public transport/ incentivise employee car sharing schemes through manager engagement/ESG webinars and continue to work with GMP Drivercare (fleet management tool enabling staff to access hybrid/electric vehicles) to further reduce emissions. Liaison encourage staff to reduce their own emissions by offering benefits through our salary sacrifice scheme e.g. energy-efficient heat pumps/solar panels.

  Covid-19 recovery

  During the Covid-19 pandemic, we are proud to have continued to deliver a ‘business as usual’ service to our clients, despite the pandemic restrictions. Ensuring all reviews have been completed to schedule and have delivered feedback sessions, strategy meetings and training digitally. ; ; Liaison remained fully operational with no furlough ensuring that we were able to offer continued business as usual for our clients. Supporting the NHS with cloud-based software as a service solution that has delivered staff lateral flow self-testing to tens of thousands of front-line workers and provided valuable reporting for NHS clients as well as delivering a vaccination bank of workers using our cloud-based workforce platform to help the vaccine roll out. ; ; We developed a COVID hub on our website to share best practice, useful guides/trusted expertise to help NHS organisations navigate the coronavirus pandemic. We wanted to ensure that organisations could obtain the support it needed quickly and in one place, by compiling a range of FAQs taken from clients, relevant news articles and guidance. ; ; COVID update webinars have been offered free of charge to clients/non-clients. Liaison is innovative, as the demands of the NHS change, we change the way we work to deliver a service that is better suited for the future. ; ; Liaison was able to review its operating activities, making significant changes reducing the need for face to face meetings. The closure of our offices has allowed all workers to work from home, removing all commuting. We encourage both internal/external meetings to be ran virtually using digital technology. ; ; Liaison continue to work closely with our clients, providing support/additional benefits helping to aid the recovery of local communities/economies, through employment, training, guidance, advice, consultancy, community support, developing new ways of working/supporting the health of those affected by covid within the business and clients workforce.

  Tackling economic inequality

  Liaison continually upskill all employees through service specific training sessions/ contract reviews/milestone tracking, obtaining feedback around ease of access, including inequality/modern poverty, allowing alternative access options where needed. We continually undertake market analysis to understand customer needs/measure performance through KPIs/SLAs. We upskill employees through comprehensive induction and ongoing formal/informal training/development programmes. Compulsory ISO27001 training is provided, ensuring data handling aligned to best practice guidelines. We have partnered with Thrive, providing us with a reporting platform to manage/evidence social value activities against the social value model award criteria in a clear/ quantifiable way. ; ; Prioritising workforce upskilling, increasing average workforce skill level through: ; o Workshops ; o Reviews ; o Self-assessments ; o Liaison Academy (our staff training portal) ; o Steer your Career initiative, allowing our workforce to take ownership of their career ; o External webinars covering VAT submission, effective workforce transformation through task management etc. ; • Recruiting locally, allocating our workforce based on location and local knowledge, ensuring we are responsive to our clients’ needs ; ; We encourage equality, diversity and inclusion amongst employees, with a workforce truly representative of society. Selection for employment, promotion and training is based on aptitude/ ability in accordance with our equal opportunities/ harassment/ bullying policy. We provide bias training, ensuring indiscriminate selection. We use job/skillset criteria to select candidates and use non-biased/discriminatory language/neutral wording in job adverts. ; ; Individuals with specific protected characteristics underrepresented within the business/with different needs or have historically been disadvantage in employment are targeted for employment/training opportunities. ; ; All employees are offered training/development opportunities, enabling them to realise their potential, professionally and personally. Our staff continuously complete online training, enhancing skills, ensuring they are up-to-date with best practice guidelines/ addressing knowledge gaps. ; ; Liaison are signed up to the Social Mobility Pledge, committing to outreach/access /recruitment, putting social mobility/equality of opportunity at the heart of our recruitment.

  Equal opportunity

  Equal Opportunities ; ; Liaison believes that equality and diversity in the workplace is socially, ethically and morally desirable and that discrimination is not acceptable in any form. Equality and diversity means that all individual staff will be valued and will be supported in fulfilling their potential and that the culture of the company will value the difference that individuals bring to work. ; ; Examples of Company policies: ; • Equality, diversity and inclusion ; • Harassment and Bullying ; ; sets out our endeavours to be diverse along many dimensions and the responsibilities of both managers and employees in achieving this. ; ; Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, marital or civil partnership status, cultural background, socio-economic status, physical and mental ability, experience and education. ; ; In support of our aim to provide equality and diversity at work, we aim not to discriminate directly or indirectly by ensuring that; ; ; • No employee or prospective employee, client or candidate will receive less favourable treatment than another as a result of direct or indirect discrimination, or discrimination by perception or association. ; • No employee or prospective employee, client or candidate will be placed at a disadvantage by requirements or conditions of a post which unfairly discriminate against them. ; • All managers will develop and practice the concept of equality and diversity in the application of conditions of service, recruitment, training and promotion opportunities.

  Wellbeing

  Liaison has developed an employee Wellbeing Policy to manage its obligations to maintain the mental health and wellbeing of all staff. It covers the organisation's commitment to employee health, the responsibilities of managers and others for maintaining psychological health, health promotion initiatives, communicating and training on health issues, the range of support available for the maintenance of mental health, and organisational commitment to handling individual issues. These also include polices on the following subject matters mentioned: ; ; • Supporting staff experiencing domestic violence ; • Adoption leave ; • Adverse weather ; • Fertility treatment ; • Flexible working ; • Homeworking ; • Menopause ; • Miscarriage and stillbirth ; • Parental Bereavement ; • Parental Leave ; • Paternal Leave ; • Shared Parental Leave ; • Sabbatical Leave ; • Short-term temporary working oversees ; • Volunteering ; • Working flexibly ; ; We continue to develop and run a range of health promotion initiatives designed to raise awareness of health and lifestyle issues affecting mental health and wellbeing. The programmes cover: stress management; disability awareness; bullying and harassment; handling violence and traumatic incidents at work; lifestyle behaviours. Examples of health measures implemented include: ; ; • Health Assured Employee Assistance Programme ; • The introduction of Mental Health First Aiders ; • Procedures for reporting and handling inappropriate behaviour (for example bullying and harassment) ; • Methods in place to measure staff physical and mental health and wellbeing engagement over time and adapt to any changes in the results ; • Subsidised gym membership and discounts ; • Health insurance ; • Opportunities for flexible and agile working ; • Encourage exercise/regular social events to boost staff health, teamwork and mental wellbeing, such as lunchtime walking clubs or ‘coffee roulette’ where staff take time out of their day to chat with another staff member and are reimbursed for their costa coffee (for example). Employees state these simple activities enhance morale and increase productivity.

Pricing

• Price: £1,000 a licence
• Discount for educational organisations: No
• Free trial available: No

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 bidsteam@liaisongroup.com. Tell them what format you need. It will help if you say what assistive technology you use.