ELMS AVIATION LIMITED

ELMS Competence & Compliance Solution

SaaS for organisations looking for digital staff competence and compliance management, particularly for regulated industries.

Features

• Centralised staff competency management
• Simple intuitive RAG matrix reports indicating readiness-to-deploy
• Full visibility of competence and authorisations/certifications
• Comprehensive assessment functionality to capture CBTA, scoring schemas and objectives
• Digital experience logbook and Read & Sign functionality
• Document generation and e-signature
• Comprehensive powerful API / Integrations
• Global access through MS Azure’s secure cloud
• Device agnostic including native app access
• Supports and can enforce SSO and MFA

Benefits

• Clear visibility of staff competence, progression, and succession planning
• Easy to demonstrate internally and externally (supply chain / regulator)
• Smart workflows for OJT, recency, assessments and authorisations
• Instant audit readiness and reduced compliance risk
• Staff empowerment through individual visibility of competence requirements
• Risk mitigation and incident avoidance through proactive management
• Comprehensive control and governance from centrally defined processes
• Efficient targeted Read & Sign distribution encourages uptake
• Portable digital experinece logbook for all staff
• Seamless data exchange through the powerful API

• Education pricing available

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 info@elms-aviation.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

845116855500211

Contact

John Scale
+44 (0) 7814263179
info@elms-aviation.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  • Enterprise performance management
  • Project and portfolio management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: N/A
• System requirements:
  • Device; e.g. Desktop, Laptop, Tablet, or Smartphone
  • Supported Internet browser; e.g. Google Chrome, Edge, Safari
  • Internet connection

User support

• Email or online ticketing support: Yes
• Support response times: Typically within 1-hour of receipt during UK business hours
• User can manage status and priority of support tickets: No
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes, at extra cost
• Support levels: Initial support is provided by our onboarding team to ensure that customers are onboarded in the most efficient manner possible, so that they can realise immediate value from the product. Once onboarded the customer will enter a period of hypercare (typically 3-months) where we bed-in our customers and ensure that processes are updated and any inefficiencies ironed out. This initial phase comes as part of the Set-up and Onboarding element of the commercial proposal.; ; Once onboarded an account/customer success manager will manage the relationship with a customer which will typically see monthly and quarterly meetings, to review the account.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: As part of the onboarding process we have a knowledge transfer phase. The knowledge transfer phase is tailored to the requirements of the customer, and can include onsite or online briefings/training sessions, along with ample resources / documentation which can include inline guides and video content.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: Multiple methods for extracting data post contract, the format of which is specified as part of the contract with the customer,
• End-of-contract process: Subject to the customer requirements and defined in contract.
• Documentation accessibility standard: None or don’t know
• How the documentation is accessible: Accessible through the app and / or on customer systems e.g. Intranet

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Chrome
  • Safari
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: A web optimised application that scales to device / screen size. Native app available for smartphones with limited reporting capability.
• Service interface: No
• User support accessibility: None or don’t know
• API: Yes
• What users can and can't do using the API: The API known as ELMSConnect is a very flexible and versatile API that can integrate with multiple customer systems and processes. Example use cases are integrations with HR, Training and Operational Systems, to remove the likelihood for multiple data entry and ensure that there is a single source of data. Typical processes see integrations with HR systems for Joiner, Mover, Leaver (JML) processes, and updating records from and to training and operational systems.; ; The API is set up by our onboarding and integrations team in conjunction with the customer. Admin users can make and manage changes to the API.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: From the perspective of which functionality and configurations they wish to use.

Scaling

• Independence of resources: This comes as standard as part of the MS Azure Cloud Infrastructure that our product utilises, which is highly, secure, highly scalable and highly available.

Analytics

• Service usage metrics: Yes
• Metrics types: Metrics range from user activity, and key Competence based KPIs.
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request
• 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
  • European Economic Area (EEA)
• User control over data storage and processing locations: No
• Datacentre security standards: Managed by a third party
• 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
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type: Data Erasure

Data importing and exporting

• Data export approach: Users can export their data through various reports available in the app, with .xls, .csv, and .pdf formats available.
• Data export formats:
  • CSV
  • Other
• Other data export formats:
  • PDF
  • XLS
• Data import formats:
  • CSV
  • Other
• Other data import formats:
  • JSON
  • XML

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: Monthly minimum uptime guarantee = 98%; Annual minimum uptime guarantee = 99%; ; Where in any month the Monthly Minimum Uptime Level is not achieved, and provided always the Customer is not materially breaching the terms of the agreement, the Supplier shall apply a service; credit equal to 5% of the Subscription Fees applicable to that month (calculated on a pro-rata basis), with additional credits of 5% of the Subscription Fees applicable to that month for each additional; 1% failure below the Monthly Minimum Uptime Level.
• Approach to resilience: Available on request
• Outage reporting: Email alerts

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Role Based Access Control (RBAC) is deployed with x7 user roles delineating access requirements.
• Access restriction testing frequency: At least once a year
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password

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: 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

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: Information security is fundamental to our operations, and as such we operate an Information Security Management System (ISMS) that is certified to the ISO/IEC 27001:2022 standard. We have a set of information security policies and procedures that set out what we do and how we do it. We have an information security management organisation structure that includes the leadership team, an information security management leadership team, within which we have an information security manager and management review team.; ; The document set is reviewed at least annually and audited both internally and externally annually.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Configuration and change management forms part of our Information Security Management System (ISMS) that is certified to the ISO/IEC 27001:2022 standard. We have policies and procedures within the document set, that define what we do and how we do it.; ; Configuration and change management cover the entire product lifecycle, from product development through to delivery, with documentation and governance tracking and controlling the process. Information security is central to this with consideration, evaluation and assessment built in to each aspect of the lifecycle.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Vulnerability management forms part of our Information Security Management System (ISMS) that is certified to the ISO/IEC 27001:2022 standard. We have policies and procedures within the document set, that define what we do and how we do it.; ; We have multiple vehicles to identify vulnerabilities, including threat intelligence (multiple recognised sources), automated vulnerability scanning tools, and third-party penetration testing reports. Vulnerabilities that are identified are assessed and classified and managed inline with the Technical Vulnerability Management procedure.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Protective monitoring forms part of our Information Security Management System (ISMS) that is certified to the ISO/IEC 27001:2022 standard. We have policies and procedures within the document set, that define what we do and how we do it. ; We have multiple vehicles to identify potential compromises, including MS Azure monitoring tools, MS Defender, automated vulnerability scanning tools, third-party penetration testing reports, and compliance audits. We respond to potential compromises following our Incident Management procedure.
• Incident management type: Supplier-defined controls
• Incident management approach: Incident management forms part of our Information Security Management System (ISMS) that is certified to the ISO/IEC 27001:2022 standard. Our Incident Management procedure defines the process for managing incidents, including the following: 1) How users identify an incident; 2) Immediate response and containment; 3) Notify the relevant internal stakeholders; 4) Log the event; 5) Report the incident to ISO 27001 compliance and external authorities; 6) Conduct Root Cause Analysis (RCA); 7) Corrective actions and remediation; 8) Review and Update Security Controls; 9) Monitor and prevent future incidents; 9) Final reporting and documentation
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• 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: 12.5%
• Between £1,000,001 and £2,500,000: 15%
• Between £2,500,001 and £5,000,000: 17.5%
• Over £5,000,001: 20%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: UKAS Management Systems
• ISO/IEC 27001 accreditation date: Wednesday 14 May 2025
• What the ISO/IEC 27001 doesn’t cover: N/A
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): No
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: 7f147582-5814-409f-a0df-6b4719b022a8
• 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
    • New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
    • 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
    • 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
    • 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
    • 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
    • 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

  • 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: 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 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

  • 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
    • 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
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • Content of the outreach activity is designed to suit the target cohort
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort

  • 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 info@elms-aviation.com. Tell them what format you need. It will help if you say what assistive technology you use.