CAPACITAS LIMITED
Cloud Centre of Excellence
Transformation and standardisation of your Cloud landscape through implementation of a Cloud Centre of Excellence function. Cloud Centre of Excellence encompasses sharing of best Cloud engineering practices from small platform teams to the wider organisation; includes Operational practices, performance, efficiency, CostOps/FinOps, sustainability, reliability and security of the Cloud architecture.
Features
- DevSecOps target operating model definition
- Maturity Assessment of existing DevSecOps teams to identify optimisation areas
- Deep-Dive sessions to understand Cloud-specific DevSecOps functions
- Working with Cloud engineering teams to understand practices & communications
- Defining Excellence standards for how Cloud engineering teams should operate
- Setting up a Cloud Excellence framework to engineering team adoption
- Setting up Cloud Enabling functions to transfer Cloud Excellence practices
- Mentoring Cloud functions to collaborate in community of best practices
- Governing and supporting the Cloud Cloud of Excellence company-wide
Benefits
- Guaranteed delivery quality against agreed DORA metrics (quality, speed)
- Increased speed, frequency & quality of engineering teams' output
- Improved Cloud understanding and communication of practices between functions
- Standardised templates and processes for consistent Cloud engineering teams' improvements
- Stronger DevSecOps team ethos through consistent adoption of best practices
- Up to £200k in cloud savings identified through DevSecOps automation
- Increased security awareness from engineering team through better Cloud practices
- Better knowledge-sharing on Cloud Excellence across engineering teams
Pricing
Service documents
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Framework
G-Cloud 15
Service ID
9 5 4 6 9 3 9 0 1 7 1 0 6 9 1
Contact
CAPACITAS LIMITED
Danny Quilton
Telephone: 07956 881 777
Email: sales@capacitas.co.uk
About your service
- Service categories
-
Cloud Support Services
Set Up and Migration
- Data auditing and organising
- Project management and governance
- Service optimisation/right sizing
Service scope
- Service constraints
- None
User support
- Email or online ticketing support
- Yes, at extra cost
- Support response times
- By agreement with the client
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- None or don’t know
- Phone support
- No
- Web chat support
- Yes, at an extra cost
- 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
- By agreement with the client
- Web chat accessibility testing
- None
- Support levels
- Support levels are customised to client requirements. Default support levels are: P1: Response time = 30 minutes, Target Resolution time = 4 hours; P2: Response time = 1 hour, Target resolution time = 8 hours; P3: Response time = 2 hours, Target resolution time = 3 days; P4: Response time = Next working day, Target resolution time = 10 days.
- AI chatbot
- No
Resellers
- Supplier type
- Not a reseller
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Security Clearance (SC)
Pricing
- Discount for educational organisations
- No
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £435.00 | |
| Technical architect | £905.00 | |
| Senior technical architect | £1,260.00 | |
| Lead technical architect | £1,700.00 | |
| Principal technical architect | £2,008.00 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £2,008.00 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £435.00 | |
| Performance analyst | £905.00 | |
| Senior performance analyst | £1,260.00 | |
| Lead performance analyst | £1,700.00 | |
| Head of performance analysis | £2,008.00 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £1,700.00 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £905.00 | |
| QAT analyst | £1,260.00 | |
| Senior QAT analyst | £1,535.00 | |
| Lead QAT analyst | £1,700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £905.00 | |
| Test engineer | £1,260.00 | |
| Senior test engineer | £1,535.00 | |
| Lead test engineer | £1,700.00 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test manager | £1,260.00 | |
| Head of test | £1,700.00 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £435.00 | |
| Junior DevOps engineer | £905.00 | |
| DevOps engineer | £1,260.00 | |
| Senior DevOps engineer | £1,535.00 | |
| Senior DevOps engineer - management | £1,535.00 | |
| Lead DevOps engineer | £1,700.00 | |
| Lead DevOps engineer - management | £1,700.00 | |
| Principal DevOps engineer | £2,008.00 | |
| Principal DevOps engineer - management | £2,008.00 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- BSI
- ISO/IEC 27001 accreditation date
- Monday 31 March 2025
- What the ISO/IEC 27001 doesn’t cover
-
Due the structure of our business and technical estate, the following controls are out of scope of our ISO 27001 system:
A 7.1 Physical security perimeters
A 8.13 Information backup
A 8.30 Outsourced development - ISO 28000:2022 certification
- No
- ISO 9001 certification
- No
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- No
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- A50f491d-dc33-47bf-93bf-000b0e6f69c3
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 53cfc58f-2d87-4fc1-86ff-2d4e51105e4f
- 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
- 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
- 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
- Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
- Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
- 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 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
- 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
- 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 to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
-
Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.
Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.
- Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
- Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
- Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
-
Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero
Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.
- Understanding of 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
-
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 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
- Introducing transparency to pay and reward processes
- 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
- 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 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
- 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
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@capacitas.co.uk.
Tell them what format you need. It will help if you say what assistive technology you use.