L.A. INTERNATIONAL COMPUTER CONSULTANTS LIMITED
NHS informatics, Health and Social Care Transformation Services
Trusted delivery partner for the NHS, experienced in major digital and cloud programme delivery. Specialist knowledge of EPR, EHR, PACS, RIS, LIMS, Win10 deployments and PMO Services. Capabilities in: Business Case Development, Procurement, Implementation / Deployment, Data Migration (HL7), Cut-Over Management, Testing, Training, Communications and Engagement.
Features
- Broad service range delivered by expert NHS and Health experts
- Access to high-level NHS Consultants that provide industry thought leadership
- Business Case Development (FBC | OBC | PBC | RBC)
- Deployment Teams (Office 365/Windows 10, Clinical Systems & Applications)
- Programme management for NHS specific projects (EPR/EHR/LHCR)
- Rapid deployment of DDaT Consultants at all SFIA levels/functions
- Multiple Delivery Models -T&M, Work Packages Solutions and Managed Services
- Full Knowledge Transfer and Training provided to Client staff members
- ISO9001, ISO27001, Cyber Essentials Plus and HMG Approved Defence Contractor
Benefits
- Deep market knowledge and experience of the NHS/Health Sector
- Coverage of Health Information/Interoperability Standards, Health Classification Systems, EPR/PAS
- Ensures that NHS/Health cloud solutions are aligned to business drivers
- Multiple delivery options provide Clients with flexible and agile services
- Flexible, fully configurable service models which drive value for money
- Ability to quickly ramp/scale teams to meet requirements
- Broad service range to satisfy any type of technical/functional requirement
- Increased Client Knowledge base reduces dependence on external resources
- Ability to fulfil projects requiring DV Clearance and SC Clearance
- Industry best practice and ISO accredited approach to Quality Management
Architecture roles
Business architect
| £200.00 |
|
| £500.00 |
|
| £600.00 |
|
| £800.00 |
|
Data architect
| £600.00 |
|
| £700.00 |
|
| £950.00 |
|
Enterprise architect
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Network architect
| £500.00 |
|
| £600.00 |
|
| £800.00 |
|
Security architect
| £600.00 |
|
| £800.00 |
|
| £950.00 |
|
Solution architect
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Technical architect
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Chief digital and data roles
Chief data officer
| £1,000.00 |
|
Chief information security officer
| £1,000.00 |
|
Chief technology officer
| £1,000.00 |
|
Cyber security roles
Cyber security audit and assurance
| £800.00 |
|
| £950.00 |
|
Cyber security governance and risk management
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security monitoring
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security incident response
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security vulnerability management
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security digital forensics
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security testing
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Cyber security secure design
| £500.00 |
|
| £800.00 |
|
| £950.00 |
|
Data roles
Analytics engineer
| £200.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Data analyst
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £950.00 |
|
Data engineer
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Data ethicist
| £800.00 |
|
| £1,000.00 |
|
Data governance manager
| £700.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Data scientist
| £300.00 |
|
| £500.00 |
|
| £600.00 |
|
| £950.00 |
|
| £800.00 |
|
| £1,000.00 |
|
Machine learning engineer
| £700.00 |
|
| £800.00 |
|
Performance analyst
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £1,000.00 |
|
IT operations roles
Application operations engineer
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Business relationship manager
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Change and release manager
| £600.00 |
|
| £600.00 |
|
| £600.00 |
|
Command and control centre manager
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £1,000.00 |
|
End user computing engineer
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
IT service manager
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Incident manager
| £600.00 |
|
| £700.00 |
|
Infrastructure engineer
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Infrastructure operations engineer
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £950.00 |
|
Problem manager
| £500.00 |
|
| £600.00 |
|
Service desk manager
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Service transition manager
| £500.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
Product and delivery roles
Business analyst
| £200.00 |
|
| £300.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Delivery manager
| £400.00 |
|
| £550.00 |
|
| £650.00 |
|
| £900.00 |
|
Digital portfolio manager
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £900.00 |
|
Product manager
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £900.00 |
|
Programme delivery manager
| £800.00 |
|
Quality assurance testing (QAT) roles
Quality assurance testing (QAT) analyst
| £350.00 |
|
| £450.00 |
|
| £550.00 |
|
| £650.00 |
|
Test engineer
| £500.00 |
|
| £550.00 |
|
| £625.00 |
|
| £700.00 |
|
Test manager
| £725.00 |
|
| £900.00 |
|
Software development roles
Development operations (DevOps) engineer
| £150.00 |
|
| £200.00 |
|
| £600.00 |
|
| £650.00 |
|
| £700.00 |
|
| £750.00 |
|
| £800.00 |
|
| £850.00 |
|
| £900.00 |
|
Frontend developer
| £150.00 |
|
| £200.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Software developer
| £150.00 |
|
| £200.00 |
|
| £500.00 |
|
| £600.00 |
|
| £650.00 |
|
| £650.00 |
|
| £700.00 |
|
| £750.00 |
|
| £800.00 |
|
User-centred design roles
Accessibility specialist
| £200.00 |
|
| £500.00 |
|
| £600.00 |
|
| £800.00 |
|
Content designer
| £200.00 |
|
| £150.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
Content strategist
| £850.00 |
|
Graphic designer
| £200.00 |
|
| £150.00 |
|
| £400.00 |
|
| £500.00 |
|
| £550.00 |
|
| £650.00 |
|
Interaction designer
| £200.00 |
|
| £150.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £850.00 |
|
Service designer
| £200.00 |
|
| £150.00 |
|
| £600.00 |
|
| £700.00 |
|
| £800.00 |
|
| £900.00 |
|
Technical writer
| £500.00 |
|
| £600.00 |
|
User researcher
| £200.00 |
|
| £150.00 |
|
| £500.00 |
|
| £600.00 |
|
| £700.00 |
|
| £850.00 |
|
Non-mandatory Standards and certifications
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ISO/IEC 27001 certification
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Yes
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Who accredited the ISO/IEC 27001
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Approachable Certification Ltd
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ISO/IEC 27001 accreditation date
-
Monday 10 March 2025
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What the ISO/IEC 27001 doesn’t cover
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N/A - Scope of activities: Recruitment consultants specialising in the supply of contract and permanent IT and Engineering staff to organisations throughout the
world in accordance with the Statement of Applicability Issue 8.
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ISO 28000:2022 certification
-
No
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ISO 9001 certification
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Yes
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Who accredited the ISO 9001 certification
-
Approachable Certification Ltd
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ISO 9001 accreditation date
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Monday 10 March 2025
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What the ISO 9001 doesn’t cover
-
N/A - Scope of activities: Recruitment consultants specialising in the supply of contract and permanent IT and Engineering staff to organisations throughout the
world.
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Quality management systems (QMS)
-
Yes
-
CSA STAR certification
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No
-
PCI certification
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No
-
Cyber essentials
-
Yes
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Please provide your Cyber Essentials Certificate Number
-
60724047-9886-42bc-ba8e-4df1696f6b58
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Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
201121ad-0a74-469b-a85c-a5b96beaec7a
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Other security certifications
-
Yes
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Any other security certifications
-
ISO 2000-1:2018
Social value
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Section B - Commitment for Future: Delivery
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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
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New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
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New apprenticeships on the contract workforce in the relevant area that meet the criteria set out in MAC 1b
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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
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Plans to engage the contract workforce in deciding the most important workplace issues to address
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Ensuring new workers are informed of their right to join a trade union
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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
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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
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Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
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Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
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Activities to cascade good practice on fair working conditions throughout the supply chain
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Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
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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
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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
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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
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Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
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Volunteering opportunities for staff
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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
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Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
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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
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How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
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Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract
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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.
-
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
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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
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Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
-
Activities to identify opportunities to open up sub-contracts under the prime contract to a diverse range of businesses, including new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
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Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
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Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
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Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
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Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
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Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
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Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
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Plans for positive actions with community groups.
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Measures for making facilities used in the delivery of the contract available for community groups, education or training
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Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
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Plans to respond flexibly and adapt approaches to community engagement and initiatives
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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: 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
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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
-
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)
-
Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
-
Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
-
Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
-
Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
-
Introducing transparency to pay and reward processes
-
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
-
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
-
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
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