Open Source Intelligence (OSINT) & Intelligence Analysis Training
Ofqual accredited OSINT & Intelligence Analysis Courses Level 1-3 delivered through a secure, cloud based e-learning platform. Structured content, modular exercises and feedback from OSINT & Intelligence expert practitioners. Applicable across all sectors. The courses provide practical skills to add value and impact, including understanding of Social Media Intelligence (SOCMINT).
Features
- Ofqual accredited training to Level 3
- Secure, on-demand, online platform delivery
- Designed and delivered by recognised leaders in OSINT tradecraft
- Social Media Intelligence SOCMINT skills included
- Structured content, modular learning and feedback provided
- Complete the course at your own pace
- Grounded in proven intelligence frameworks
Benefits
- Achieve a nationally recognised, transferrable qualification
- Learn practical and transferable skills for the digital age
- Enhance knowledge of the public data landscape
- Exploit and enhance your organisation's information requirements
- Gain awareness of tools, tooling, and where to find them
- Improve public data search techniques and tradecraft
- Gain insights into methodologies applicable to public and private sectors
Pricing
- Education pricing available
Service documents
Request an accessible format
Framework
G-Cloud 15
Service ID
9 0 2 0 1 3 9 1 4 2 8 9 5 7 9
Contact
INTELLIGENCE MANAGEMENT SUPPORT SERVICES LIMITED
Peter Bailey
Telephone: 020 8050 0515
Email: frameworks@intelmsl.com
About your service
- Service categories
-
Cloud Support Services
Training
- Basic user - cloud based services
- Super user - Cloud Based Services
- Basic troubleshooting skills
- Advanced troubleshooting skills
- Function/service optimisation skills
- Other
Service scope
- Service constraints
-
The Service does not include the following:
• Delivery of software licenses
• Delivery of hardware
User support
- Email or online ticketing support
- Yes
- Support response times
- IMSL responds to all client questions within one business day during standard working hours (Monday to Friday, 09:00–17:00 UK time). Weekend and public holiday support is available by prior arrangement but may involve extended response times or additional charges. All communications are handled through secure channels, and escalation procedures are in place for critical issues.
- 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
- Support levels
-
Overview:
IMSL provides tiered support for learners undertaking Ofqual‑accredited OSINT and Intelligence Analysis training, delivered remotely through a secure e‑learning platform. Support operates Monday–Friday, 09:00–17:00, with structured tutor engagement and optional enhanced services for organisational cohorts.
Standard (Bronze):
Email/platform support with responses within one business day; technical assistance for access issues; tutor feedback on exercises within five working days; access to learning materials and FAQs.
Enhanced (Silver):
Priority queue with four‑hour initial response; scheduled 1:1 virtual tutorials; enhanced feedback on assessments; proactive progress monitoring; optional support for portfolio development.
Premium (Gold):
Dedicated Training Support Coordinator; weekly learner progress reporting; expedited assessment turnaround within three working days; virtual clinic sessions; escalation handling for cohort‑wide issues; optional alignment to organisational competency frameworks.
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Conforms to BS7858:2019
- Government security clearance
- Developed Vetting (DV)
Pricing
- Discount for educational organisations
- Yes
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee analytics engineer | £580.00 | |
| Analytics engineer | £740.00 | |
| Senior analytics engineer | £890.00 | |
| Lead analytics engineer | £1,100.00 | |
| Head of analytics engineering | £1,340.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £580.00 | |
| Data analyst | £740.00 | |
| Senior data analyst | £890.00 | |
| Principal data analyst | £1,100.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £740.00 | |
| Senior data engineer | £890.00 | |
| Lead data engineer | £1,100.00 | |
| Head of data engineering | £1,340.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee data scientist | £580.00 | |
| Associate data scientist | £740.00 | |
| Data scientist | £890.00 | |
| Principal data scientist | £1,100.00 | |
| Lead data scientist | £1,340.00 | |
| Head of data science | £1,580.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £1,100.00 | |
| Lead machine learning engineer | £1,340.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £580.00 | |
| Performance analyst | £740.00 | |
| Senior performance analyst | £890.00 | |
| Lead performance analyst | £1,100.00 | |
| Head of performance analysis | £1,340.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £470.00 | |
| Junior business analyst | £580.00 | |
| Business analyst | £740.00 | |
| Senior business analyst | £890.00 | |
| Lead business analyst | £1,100.00 | |
| Head of business analysis | £1,340.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £470.00 | |
| Junior DevOps engineer | £580.00 | |
| DevOps engineer | £890.00 | |
| Senior DevOps engineer | £1,100.00 | |
| Senior DevOps engineer - management | £1,100.00 | |
| Lead DevOps engineer | £1,340.00 | |
| Lead DevOps engineer - management | £1,340.00 | |
| Principal DevOps engineer | £1,580.00 | |
| Principal DevOps engineer - management | £1,580.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £470.00 | |
| Junior frontend developer | £580.00 | |
| Frontend developer | £740.00 | |
| Senior frontend developer | £890.00 | |
| Lead frontend developer | £1,100.00 | |
| Head of frontend development | £1,340.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice developer | £470.00 | |
| Junior developer | £580.00 | |
| Developer | £740.00 | |
| Senior developer | £890.00 | |
| Senior developer - management | £890.00 | |
| Lead developer | £1,100.00 | |
| Lead developer - management | £1,100.00 | |
| Principal developer | £1,340.00 | |
| Principal developer - management | £1,340.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- No
- 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
- 469006a1-d223-454b-ac1f-dddb222e742f
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 8ee01d64-d45e-4c49-8fa8-8fac5547c662
- 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
- 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
- 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
- Volunteering opportunities for staff
- 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.
-
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
- 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 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
- 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)
- Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
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
- 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
- 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)
- Working conditions which promote an inclusive working environment and promote retention and progression
- 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 underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
- 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
-