PLUS US WORKFORCE SERVICES LLP

Neutral Vendor and Managed Services

Plus Us Workforce Services provides technology-led workforce management solutions to over 18 NHS Trusts and Health Boards. Our cloud-based platform, Workforce Manager, enables NHS organisations to digitise and streamline the full spectrum of workforce operations—from recruitment and onboarding to shift allocation, compliance, and integrated payroll processing.

Features

• Interoperability with Third-Party Systems
• Full Workforce Visibility
• Real-Time Data Access
• Intuitive Data Presentation
• Powerful Reporting & Analytics
• End-to-End Management Tools
• API-Enabled Connectivity
• Latest .Net Technology

Benefits

• Integrates with existing systems, reducing manual work and boosting efficiency.
• Centralises temporary workforce data for complete visibility, control and decision-making.
• Provides live schedules, hours and pay data for faster decisions.
• Clear dashboards help managers quickly spot trends, issues and opportunities.
• Actionable insights into performance and spend drive optimisation and savings.
• Manages the full temporary staff lifecycle in one system.
• Connects with API-enabled tools to reduce duplication and improve accuracy.
• Modern technology ensures secure, reliable and easily integrated solutions.

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 bidteam@plusus.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

853577970261525

Contact

Paul Terry
07713393707
bidteam@plusus.co.uk

About your service

• Service categories:

  Applications

  Supply chain management

  • Supply chain planning
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Private cloud
• Service constraints: No
• System requirements: Fully accessible via all web browsers, mobile and desktop

User support

• Email or online ticketing support: Yes
• Support response times: Within 24 hours Monday - Friday, within 48 hours over a weekend
• 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
• Support levels: Plus Us offers a tiered, flexible support model aligned to each client’s size, complexity, and risk profile.; ; Standard Support; All clients receive business-as-usual support, including access to the Workforce Manager platform, system monitoring, incident management, scheduled maintenance, and a UK-based service desk. This also includes on-site support from an Engagement Manager and a dedicated Client Manager, alongside remote technical support, user guidance, and resolution of configuration or data issues within agreed SLAs. Standard support is included within the core service fee.; ; Managed Support (included where required); For larger or more complex deployments, Plus Us provides enhanced support through a dedicated on-site Client Manager acting as a single point of accountability. This includes proactive service reviews, MI analysis, optimisation recommendations, supplier performance oversight, and escalation management. Managed support is included within the agreed call-off pricing and tailored without a fixed uplift, ensuring value for money.; ; Specialist & Consultancy Support (chargeable); Where specialist consultancy is required—such as programme management, interoperability design, optimisation initiatives, or change delivery—support is provided on a transparent, pre-agreed day-rate basis.; ; All clients are supported by a dedicated project management team with access to technical specialists as needed.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Plus Us supports users through a structured, supported onboarding and adoption process designed to ensure rapid and confident use of the service.; ; Each implementation begins with a discovery and configuration phase, followed by a clear onboarding plan tailored to the organisation’s workflows and user groups. We provide a combination of onsite and remote training, depending on client preference and operational need. Onsite sessions are commonly delivered for core teams such as workforce, HR and finance, while wider user groups can be trained remotely via live online sessions.; ; Training is role-specific, ensuring administrators, hiring managers, agencies and workers receive focused, relevant guidance. This is supported by user documentation, including step-by-step guides, process maps and FAQs, all aligned to the client’s agreed configuration.; ; Post go-live, users have access to ongoing support via a dedicated Client Manager and service desk, alongside refresher training and onboarding for new starters. Adoption is monitored through regular reviews, allowing us to identify additional training needs and continuously improve user confidence, consistency and effectiveness across the service.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: Plus Us ensures a structured, secure and transparent approach to end-of-contract data extraction, supporting users to retain full access to their data and transition smoothly at contract end.; ; As part of exit planning, we work with the client to agree the scope, format and timing of data extraction. Users can extract their data directly via standard reporting and export tools within the Workforce Manager platform throughout the contract, including worker records, assignments, timesheets, compliance data, audit logs and financial information.; ; At contract end, Plus Us provides a formal data handover, supplying all agreed datasets in commonly used, open formats such as CSV or Excel, ensuring compatibility with alternative systems. Where required, data extracts can also be provided via secure file transfer or API-based delivery.; ; Clear documentation is supplied to explain file structures and data definitions, supporting ease of interpretation and reuse. Data is retained securely for an agreed period post-contract to allow validation and reconciliation before final deletion, in line with GDPR and NHS data governance requirements. This approach ensures continuity, transparency and full client ownership of data throughout and beyond the contract lifecycle.
• End-of-contract process: At the end of the contract, Plus Us follows a structured exit and transition process to ensure continuity of service and full client data ownership. This includes agreed notice periods, formal exit planning, data extraction and handover, and support for transition to an alternative provider or in-house solution. Access to the Workforce Manager platform is maintained for the agreed period to allow reconciliation, reporting and validation. All data is handled securely in line with GDPR and NHS data governance requirements before systems are decommissioned and data is securely deleted.; ; The contract price includes system access, agreed configuration, standard integrations, onboarding, training, user documentation, ongoing support, service management and routine updates and enhancements.; ; Additional costs only apply where buyers request services outside the agreed scope, such as bespoke integrations, significant configuration changes, additional onsite training beyond the agreed plan, extended data retention, or consultancy and project work delivered. All additional costs are agreed in advance through a transparent change control process.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: There are no discerning feature differences between the mobile or desktop service.
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: Plus Us provides a secure, cloud-based service interface through its Workforce Manager platform, accessible via modern web browsers and mobile-responsive views. The interface supports multiple user roles, including client administrators, hiring managers, agencies and workers, using role-based access controls. Core functionality includes vacancy and shift management, onboarding, compliance checks, timesheets, approvals, reporting and secure API integrations. The interface is designed to be intuitive and consistent, supporting high-volume operational use across public sector environments. The service interface is designed to meet WCAG 2.2 AA standards and aligns with EN 301 549 accessibility requirements.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: Accessibility is embedded into our development lifecycle. Interface testing includes explaining workflows to users who rely on keyboard-only navigation and screen readers, alongside internal testing against WCAG success criteria. Feedback from real-world users, including NHS operational staff with varying accessibility needs, informs ongoing refinements. Accessibility considerations are reviewed during system updates and enhancements to ensure continued compliance and usability.
• API: Yes
• What users can and can't do using the API: Plus Us provides secure, RESTful APIs that allow participating organisations and approved third-party systems to integrate with the Workforce Manager platform. The API enables controlled data exchange to support interoperability with HR, rostering, payroll and workforce planning systems.; ; What users can do:; Via the API, users can set up core data objects such as users, worker records, assignments, vacancies, timesheets and reference data. Automated data feeds can be configured to create and update vacancies, submit filled shifts, synchronise worker details, and retrieve status updates, compliance indicators and reporting data. The API supports real-time and scheduled data transfers using authenticated endpoints.; ; Making changes:; Authorised users can make changes through the API to update worker information, amend assignments, cancel or adjust vacancies, and submit or update timesheet data, subject to role-based permissions and business rules agreed at implementation.; ; Limitations:; The API is designed for data exchange rather than full system configuration. Policy rules, approval hierarchies, rate controls, cascade logic and compliance thresholds are configured within the Workforce Manager application, not directly via the API. All API access is subject to security controls, audit logging, and agreed data schemas to ensure data integrity, compliance and system stability.
• API documentation: Yes
• API documentation formats: Open API (also known as Swagger)
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Buyers can customise the Plus Us service, both at technology and service level.; ; Buyers can configure the Workforce Manager platform to align with their operational, financial and compliance requirements. This includes customising approval workflows, user roles and permissions, vacancy distribution rules, cascade structures (bank first, then agency), protected time parameters, rate caps aligned to local and national policies, and compliance requirements. Reporting dashboards and management information can also be tailored to reflect local KPIs, governance needs and audit requirements.; ; At a service level, buyers can choose the level of support provided, ranging from technology-only delivery to a fully managed service including client management, agency engagement, worker onboarding and Direct Engagement support. Implementation plans, training approaches, engagement models and review cycles are also tailored to each buyer.; ; Customisation is delivered through configuration rather than bespoke code, ensuring flexibility without compromising system stability, security or upgradeability. Any changes are managed through controlled change processes, agreed governance and documented configuration, ensuring transparency and ongoing compliance with public sector standards.

Scaling

• Independence of resources: Plus Us operates the Workforce Manager platform within a secure, cloud-based environment designed to ensure consistent performance for all users. Resources are logically separated by client, with role-based access controls and data segregation to prevent cross-client impact. The platform uses scalable infrastructure that automatically adjusts capacity to manage peaks in demand without degrading service for other users. Performance, availability and usage are continuously monitored, with proactive alerting and capacity management in place. This approach ensures one organisation’s demand does not adversely affect the performance, security or reliability experienced by other users.

Analytics

• Service usage metrics: Yes
• Metrics types: Plus Us provides comprehensive service usage and performance metrics through the Workforce Manager platform and supporting management information reports. Metrics include system usage by user group, vacancy volumes, fill rates, time-to-fill, bank versus agency utilisation, Direct Engagement uptake, compliance completion rates, timesheet submission and approval performance, payroll accuracy, rate-cap breaches and spend against budget. System availability and uptime metrics are also monitored. Reports can be viewed in real time via dashboards or provided as scheduled management information, supporting operational oversight, governance, audit and continuous service improvement.
• 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
• 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: Another external penetration testing organisation
• Protecting data at rest:
  • Physical access control, complying with another standard
  • Encryption of all physical media
  • Scale, obfuscating techniques, or data storage sharding
• 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:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Data Erasure

Data importing and exporting

• Data export approach: Users can export their data from the Workforce Manager platform throughout the contract using built-in reporting and export tools. Standard exports include worker records, assignments, timesheets, compliance data, audit logs and financial information, which can be downloaded in common formats such as CSV or Excel. For larger datasets or automated requirements, data can also be exported via secure APIs or provided through secure file transfer. Exports are subject to role-based permissions and audit logging to ensure data security, integrity and compliance with GDPR and NHS data governance standards.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

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

Availability and resilience

• Guaranteed availability: Plus Us provides the Workforce Manager platform as a cloud-based service with a high level of availability, designed to support continuous operational use across public sector environments.; ; We typically guarantee availability of at least 99.5% per calendar month, excluding planned maintenance. Planned maintenance is scheduled in advance and communicated to users to minimise disruption. Platform availability is continuously monitored, with proactive alerting and incident management in place to identify and resolve issues quickly.; ; Availability commitments are formalised within the Service Level Agreement (SLA) agreed at contract or call-off stage. The SLA defines uptime targets, monitoring methods, incident severity classifications and response times. Performance against availability targets is reported as part of regular service management and review meetings.; ; Where availability falls below the guaranteed level and the issue is attributable to Plus Us (excluding agreed exceptions such as force majeure or customer-side connectivity issues), service credits are applied. These are calculated in line with the SLA and typically provided as a credit against future invoices or licence fees, proportionate to the level and duration of service unavailability.; ; This transparent, SLA-backed approach ensures accountability, protects buyers from service disruption and incentivises continuous service resilience and improvement.
• Approach to resilience: Plus Us has designed the Workforce Manager platform with resilience built in at both application and infrastructure levels, aligned to the government’s Asset protection and resilience principle.; ; The service is hosted in a secure, third-party cloud environment engineered for high availability and fault tolerance. The datacentre setup uses resilient infrastructure with redundant power, networking and storage, and is designed to tolerate component failure without service interruption. Data is stored on resilient storage with automated backup and recovery processes to protect against data loss.; ; At application level, Workforce Manager uses scalable, load-balanced services to manage fluctuations in demand and maintain consistent performance. Continuous monitoring, automated alerts and defined incident management processes enable rapid identification and resolution of issues. Regular patching, updates and disaster recovery testing are undertaken to ensure ongoing service robustness.; ; Business continuity and disaster recovery arrangements are in place, with recovery procedures documented and tested. Detailed information on datacentre architecture, disaster recovery objectives and testing outcomes can be provided to buyers on request where required to support assurance, audit or governance needs.
• Outage reporting: Plus Us uses a structured and transparent approach to outage reporting to ensure users are promptly informed of service issues and progress toward resolution.; ; Service availability is continuously monitored, with incidents logged and managed through defined operational processes. Where an outage or service degradation occurs, affected customers are notified directly via email alerts, providing details of the issue, impact, and expected resolution times. Updates are issued at regular intervals until the incident is resolved, followed by a post-incident summary where appropriate.; ; Availability and incident information is also shared through regular service management communications and review meetings. Where required, incident and availability data can be provided via reporting extracts or secure data feeds, including historical uptime and incident records.; ; The service does not currently provide a public status dashboard. API-based outage notifications are not exposed to end users; however, availability and incident metrics can be shared through agreed reporting mechanisms.; ; This approach ensures timely communication, clear accountability and appropriate transparency without exposing sensitive operational information publicly.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Username or password
• Access restrictions in management interfaces and support channels: Access to management interfaces and support channels is restricted through strong user authentication, role-based access controls and the principle of least privilege. Administrative access to the Workforce Manager platform is limited to authorised personnel only, with permissions granted based on job role and reviewed regularly. Support channels are protected by identity verification processes to ensure only approved users can raise or manage requests relating to their organisation. All access and actions are logged and auditable. Elevated or temporary access is granted only where necessary and removed once the task is complete, ensuring secure and controlled management of the service.
• 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: At least 12 months
• Access to supplier activity audit information: Users receive audit information on a regular basis
• 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: Yes
• Security governance standards: ISO/IEC 27001
• Information security policies and processes: Plus Us follows a comprehensive set of information security policies and processes aligned to recognised UK public sector and NHS standards. Our security framework is aligned with ISO 27001, the NHS Data Security and Protection Toolkit (DSPT), UK GDPR and Cyber Essentials principles.; ; Key policies include information security, data protection, access control, incident management, business continuity, supplier assurance and secure development practices. These policies govern how data is accessed, processed, stored and protected across the Workforce Manager platform.; ; Security governance is embedded within our organisational structure. Overall accountability sits with senior management, with operational responsibility delegated to named security and technical leads. Clear reporting lines ensure security risks, incidents and compliance issues are escalated promptly through defined management and executive routes.; ; Compliance is enforced through role-based access controls, mandatory staff training, secure onboarding and offboarding processes, regular risk assessments, and documented operating procedures. Controls are reviewed throughout implementation and business-as-usual delivery, with security considerations embedded into change management and product development.; ; Incidents and risks are logged, investigated and reviewed through formal processes, with corrective actions tracked to completion. Regular audits, client reviews and continuous monitoring ensure policies remain effective, current and consistently followed across the organisation and its supply chain.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Plus Us operates formal, supplier-defined configuration and change management processes aligned to ISO27001 principles and PRINCE2 delivery methodology. All service components, configurations and integrations are documented, version-controlled and tracked throughout their lifecycle, from implementation through change, upgrade and decommissioning.; ; Proposed changes are logged, assessed and approved through a structured change process that considers operational, technical and security impacts. Security impact assessments are performed where changes affect data, access controls, integrations or infrastructure. Changes are tested in non-production environments before release, with audit trails maintained. Approved changes are deployed through controlled release cycles and reviewed post-implementation to confirm stability and compliance.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Plus Us operates a structured, supplier-defined vulnerability management process aligned to ISO 27001 principles and the government’s Operational security guidance. Threats to the Workforce Manager platform are identified through automated vulnerability scanning, secure development practices, change reviews and monitoring of the hosting environment. Vulnerabilities are assessed and prioritised based on severity, exploitability and potential impact. Critical issues are remediated as a priority, with patches deployed promptly following testing, while lower-risk items are scheduled into routine maintenance cycles. Threat intelligence is sourced from cloud hosting provider advisories, software vendors, dependency alerts, penetration testing and NCSC guidance.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Plus Us operates supplier-defined protective monitoring processes aligned to ISO 27001 principles and operational security guidance. Potential compromises are identified through continuous monitoring of system availability, access logs, audit trails, error events and security alerts across the Workforce Manager platform and hosting environment. Alerts trigger defined incident management procedures, including investigation, containment and escalation to technical and security leads. Incidents are triaged based on severity, with critical incidents responded to immediately and escalated in line with SLA timeframes. Root cause analysis and corrective actions are completed, with lessons learned applied to prevent recurrence.
• Incident management type: Supplier-defined controls
• Incident management approach: Plus Us operates documented, supplier-defined incident management processes aligned to ISO 27001 principles and NHS operational security expectations. Pre-defined response procedures are in place for common events such as service outages, security alerts and data issues, ensuring consistent and timely handling. Incidents can be reported by users via the service desk using email or phone, or are identified through automated monitoring and alerts. Incidents are logged, triaged and escalated based on severity. Incident updates and outcomes are communicated to affected users via email, with formal incident reports and root cause summaries provided where appropriate.
• 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: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 1.5%
• Between £2,500,001 and £5,000,000: 2.5%
• Over £5,000,001: 5%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: BSI
• ISO/IEC 27001 accreditation date: Sunday 22 September 2024
• What the ISO/IEC 27001 doesn’t cover: No elements are not covered by our certification.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: Yes
• Who accredited the PCI DSS certification: Worldpay
• PCI DSS accreditation date: Thursday 12 June 2025
• What the PCI DSS doesn’t cover: There are no elements that are not covered under our certification.
• Cyber essentials: No
• Cyber Essentials Alternative: In relation to the services you do not have a current and valid Cyber Essentials 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 certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• 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
    • 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

  • 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.

    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation 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 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 local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract

  • 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
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and 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
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • 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 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
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • 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
    • 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
    • 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

  • 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
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

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 bidteam@plusus.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.