CODE ENIGMA LIMITED
Drupal Migration
We'll plan, execute and provide ongoing support for your Drupal migration to the latest release of Drupal. An initial audit will recommend the best route for migrating the content and functionality of your Drupal site. We'll take you through the process of managing resources, security, transfer and testing.
Features
- Experienced migration to the latest version of Drupal
- Site audits include performance, security, core, contributed and custom modules
- Potential routes from Drupal 7 include site rebuild or migration
- Robust quality assurance reviews and testing
- Ongoing support and updates available
Benefits
- Improved performance (including accessibility) and scalability
- Regular new features to Drupal Core and backwards compatibility features
- Full multilingual support in all content and configuration
- Routinely supported by security fixes
- Mobile-first UI
Pricing
Service documents
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 sales@codeenigma.com.
Tell them what format you need. It will help if you say what assistive technology you use.
Framework
G-Cloud 15
Service ID
8 9 6 9 2 1 4 6 9 8 1 8 0 0 5
Contact
CODE ENIGMA LIMITED
Greg Harvey
Telephone: 020 3588 1550
Email: sales@codeenigma.com
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data auditing and organising
- Data/information structure design
- Engagement and communication planning
- Project management and governance
- Service optimisation/right sizing
- Mobilisation coordination
- Other
Service scope
- Service constraints
-
"We can only support sites using version control.
Clients and their services are required to conform to our ISO 27001 information security policies.
We work as a distributed team so will not normally work onsite.
We're unable to support Windows servers on any hosting platform.
We're Debian Linux specialists, infrastructure running other versions may require migration to a new server.
Security in our hosting service is a shared responsibility between Code Enigma, Amazon Web Services (or other hosting provider), and the client."
User support
- Email or online ticketing support
- Yes
- Support response times
-
24/7 access to ticketing system. Our UK/EU based team is available from 8am to 6pm (UK). Response times are as follows:
Urgent - within 1 hour - e.g. Unavailability of the entire system.
High - within 4 hours - e.g. Unavailability of a key module or major function, causing significant business impact.
Normal - within 1 working day - Problems causing inconvenience, minor disruption or restricting performance.
Low - endeavour to respond within 2 working days - Non urgent problems, cosmetic or general enquiries for information.
Only urgent issues are responded to at weekends. - User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- None or don’t know
- Phone support
- Yes
- Phone support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support
- Yes
- Web chat support availability
- 9 to 5 (UK time), Monday to Friday
- Web chat support accessibility standard
- None or don’t know
- How the web chat support is accessible
- Our web chat tool, Mattermost is WCAG 2.1 AA compliant. For meeting Web Contact Accessibility Guidelines https://docs.mattermost.com/overview/compliance.html#accessibility-compliance
- Web chat accessibility testing
- None
- Support levels
-
All clients have access to the same level of support and Service Level Agreement.
Code Enigma provides all clients with secure, authenticated access to our management dashboard. From this, you’re able to manage your users, access instant chat services, view live systems status dashboards and use our secure file sharing.
This also enables access to our Service Desk which is based on the open source, issue management tool, Redmine.
Our Operations team oversees contract and relationship management for all clients, including scheduling and chairing regular service reviews. These are an opportunity to review and discuss any key issues/incidents, improvement suggestions/requests and problem/root cause analysis. They are also an opportunity for qualitative feedback on how we deliver our services. The frequency of these reviews is agreed with you, but we typically meet with clients monthly.
PAYG: £140ph (£275ph Weekends/Bank holidays).
5hr Package: £630pm.
Additional 5hr Package (each): £600pm. - AI chatbot
- No
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Solution architect | £600.00 | |
| Senior solution architect | £800.00 | |
| Lead solution architect | £800.00 | |
| Principal solution architect | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical architect | £600.00 | |
| Senior technical architect | £800.00 | |
| Lead technical architect | £800.00 | |
| Principal technical architect | £1,000.00 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Application operations engineer | £600.00 | |
| Senior application operations engineer | £800.00 | |
| Lead application operations engineer | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business relationship manager | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Change and release analyst | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Operational control manager | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £800.00 | |
| Major incident manager | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Infrastructure engineer | £600.00 | |
| Senior infrastructure engineer | £800.00 | |
| Lead infrastructure engineer | £800.00 | |
| Principal infrastructure engineer | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Infrastructure operations engineer | £600.00 | |
| Senior infrastructure operations engineer | £800.00 | |
| Lead infrastructure operations engineer | £800.00 | |
| Principal infrastructure operations engineer | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Problem manager | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk manager | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service transition manager | £800.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Head of business analysis | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Head of (Agile) delivery management | £800.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £1,000.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior test engineer | £800.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior DevOps engineer | £600.00 | |
| DevOps engineer | £800.00 | |
| Senior DevOps engineer | £800.00 | |
| Senior DevOps engineer - management | £800.00 | |
| Lead DevOps engineer | £800.00 | |
| Lead DevOps engineer - management | £800.00 | |
| Principal DevOps engineer | £1,000.00 | |
| Principal DevOps engineer - management | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior frontend developer | £600.00 | |
| Frontend developer | £800.00 | |
| Senior frontend developer | £800.00 | |
| Lead frontend developer | £800.00 | |
| Head of frontend development | £1,000.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior developer | £600.00 | |
| Developer | £800.00 | |
| Senior developer | £800.00 | |
| Senior developer - management | £800.00 | |
| Lead developer | £800.00 | |
| Lead developer - management | £800.00 | |
| Principal developer | £1,000.00 | |
| Principal developer - management | £1,000.00 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Accessibility specialist | £800.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- NQA Certification
- ISO/IEC 27001 accreditation date
- Thursday 25 September 2025
- What the ISO/IEC 27001 doesn’t cover
- Areas of HR and Finance teams that deal with company data
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- NQA Certification
- ISO 9001 accreditation date
- Wednesday 30 August 2023
- What the ISO 9001 doesn’t cover
- Areas of HR and Finance teams that deal with company data
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- 2e42eafb-B8af-499e-8446-09d8f3e7b8e2
- 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
- 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 report and address bullying and harassment
- Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
- Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
- Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
- Plans for an appropriate income replacement policy for staff who are required to spend time away from work to care for a sick dependent or close relative
- 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 educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Volunteering opportunities for staff
- Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
- Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
- Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
-
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: 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 the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
- Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- 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
- Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
- Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
- 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
- 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
-
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
- 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)
- 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
- 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
- Working conditions which promote an inclusive working environment and promote retention and progression
- 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
-
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 issues relating to entering the contract workforce
-
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
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 sales@codeenigma.com.
Tell them what format you need. It will help if you say what assistive technology you use.