ASSESSFIRST

Assessment, Selection & Development Software

Online soft (potential) skills and hard (technical) skills assessments to support organisation's people selection processes. Online soft (potential) skills and hard (technical) skills assessments to support people development programme's.

Features

• SWIPE - Scientifically robust personality and leadership assessment
• DRIVE - Scientifically robust motivations assessment
• BRAIN - Scientifically robust mental agility assessment
• VOICE - Technical and Language assessment - role simulation questions
• Skills mapping and identifying skills gaps
• Competency Framework - Defining and translating company culture using data
• Individual development plans - Specific to culture and individual
• Mobility - Succession Planning, using the data points of potential
• High volume application assessment and management for pre-selecting and development
• SCAN - CV Analysis, interview scheduling and Pre-Screening questions

Benefits

• SWIPE - Identify potential and make better data-driven decisions
• DRIVE - Identify motivators and make better data-driven decisions
• BRAIN - Identify mental agility and make better decisions
• VOICE - Identify technical ability in a data-driven way
• Talent Mapper - Better understand team dynamics
• Competency Framework - Bring your values to life using data
• IDP - Better coach, develop and orient based on potential
• Mobility - Mobilise based upon natural talents and data
• High Volume - Pre-select in a non-bias, fair way
• SCAN - More efficiently manage the top of the funnel

• Education pricing available

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 rguinchard@assessfirst.com. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

962629156703034

Contact

Rebecca Guinchard
07700166968
rguinchard@assessfirst.com

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Talent Management Applications
• Multi cloud support: Yes

Service scope

• Software add-on or extension: Yes, but can also be used as a standalone service
• What software services is the service an extension to: We can serve all of our online assessments via an API to 3rd party ATS platforms.
• Cloud deployment model: Public cloud
• Service constraints: No
• System requirements: Modern standards compliant web browser

User support

• Email or online ticketing support: Yes
• Support response times: Priority 1‬ - High Severity - 2 hours response time, 24 hours resolution time; Priority 2 - Medium Severity - 4 hours response time, 48 hours resolution time; Priority 3- Low Severity - 24 hours response time, 48 hours resolution time‭
• 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: AssessFirst has a standard SLA, viewable upon request. We would allow for flexibility depending on specific customer requirements.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: At AssessFirst, we place a strong emphasis on high-quality service delivery, built on responsiveness, expertise, and personalised support. From the very first day of the partnership, you will be supported by a dedicated team with deep knowledge of talent acquisition best practices and your organisational; context. This includes:; • A Solutions Architect, who will train and empower users, respond to operational questions, and guide your teams through their first recruitment and managerial use cases.; • A Customer Success Manager, who takes over after the initial onboarding phase to ensure long-; term success. They will monitor usage, share internal best practices, facilitate ambassador; programs, and conduct regular reviews.; • An Account Manager, who ensures strategic alignment and long-term collaboration, providing; continuity and strategic guidance across projects.; To support continuous up-skilling, we also provide access to the AssessFirst Academy: a dedicated e-; learning platform with modular, always-accessible training programs tailored to user roles (e.g., HR,; recruiters, managers). Users can progress at their own pace and gain expertise in areas such as test; administration, result interpretation, predictive modelling, and campaign management.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • PDF
• End-of-contract data extraction: Users can extract their data through the following methods:; ; Self-service export: Both recruiters and candidates can export their data directly from the platform in JSON format at any time during the contract.; ; End-of-contract process: When a contract terminates, AssessFirst provides:; - Data export assistance upon request; - A transition period to allow complete data retrieval; - Support for secure data transfer to a replacement provider if needed; ; Data retention after contract end:; - Candidate personal data: retained for 2 years (unless deletion is requested); - Client personal data: retained for 3 years for presentation/prospecting purposes; - Upon explicit request, all data copies can be deleted with written confirmation of destruction provided; ; Format: Data is exported in JSON format, ensuring portability and compatibility with other systems in compliance with GDPR Article 20 (right to data portability).; ; Clients can request their data export by contacting their Customer Success Manager or emailing the support team. The export includes all assessment results, candidate profiles, and configuration data associated with their account.
• End-of-contract process: What happens at the end of the contract:; Upon contract termination, AssessFirst initiates a structured offboarding process:; • Client is notified and given a transition period to extract all data; • Data export is provided in JSON format (self-service or upon request); • User accounts and access rights are deactivated; • If transitioning to another provider, AssessFirst can assist with secure data transfer; • Upon client request, all data copies are permanently deleted with written confirmation of destruction provided; • Candidate personal data is retained for 2 years post-contract (unless earlier deletion is requested); • Client personal data is retained for 3 years for administrative purposes, then securely deleted; ; What's included in the contract price:; • Full platform access during contract term; • Data export in JSON format (self-service); • Standard offboarding support; • Data deletion upon request with destruction certificate; • Technical support during transition period; ; Additional costs (if applicable):; • Custom data export formats beyond standard JSON; • Extended data retention beyond standard periods; • Dedicated migration assistance to a new provider (professional services); • Expedited offboarding timeline (if shorter than standard notice period); • Historical data archival services; ; Standard terms include 30 days minimum notice for termination.
• Documentation accessibility standard: WCAG 2.2 A

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: Same features
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: The service provides a web-based user interface that allows candidates to create and manage their personal accounts. Through this interface, candidates can complete online assessments, interact with assessment content, and submit their responses. Once assessments are completed, the interface also enables candidates to securely access and review their results and related feedback. The service interface is designed to support standard user interactions such as authentication, form completion, navigation, and result consultation via a browser.
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: We have conducted two types of impact studies.First, an impact study assessed how various cognitive impairments affect both the ability to use the interface and the risk of being penalized in assessment scores. The study, which is publicly accessible, shows only minor impacts across all identified difficulties, supporting both optimal accessibility and strong assessment fairness.; ; Second, a usability study involved job seekers with low digital literacy and long-term unemployment, asked to use the product without instructions or assistance. Conducted by a French governmental body, this study led to our solution being selected for deployment due to its accessibility and intuitive use.
• API: Yes
• What users can and can't do using the API: What users can and can't do using the AssessFirst API; Setup; - Users authenticate via a unique API token (AF-Token header), generated exclusively by administrator users from the platform. Integration involves subscribing to webhooks (assessment.finished, user.linked, user.completed) and retrieving predictive models to configure scoring. Partners can embed questionnaires via iFrame.; ; What users CAN do; - Send invitations to candidates for psychometric assessments; - Retrieve results: PDF reports, JSON scores, synthesis data, and adequacy/fit scores against predictive models; - Manage groups: create, update, delete candidate groups and campaigns; - Subscribe to webhooks for real-time event notifications; - Access a one-pager report link for viewing all candidate results without login; - Integrate with 35+ ATS/HRIS (Greenhouse, Workday, SAP SuccessFactors, etc.); ; Limitations; - No talent management access: mobility tools, talent mapping, and competency frameworks are unavailable via API; - No full platform data exposure: detailed texts and complete platform content are restricted; - One active API token per account, admin-only generation; - One-pager links expire after 1 hour; - Results retrieval depends on candidate status (existing users must accept sharing before data is accessible); - Rate limiting applied on all endpoints
• API documentation: Yes
• API documentation formats: HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: What can be customised; - Predictive models: custom scoring models tailored to specific job profiles; - SSO authentication: client-managed identity provider via SAMLv2 protocol, allowing control of their own password policy; - API integration: webhooks, iFrame embedding of questionnaires, ATS/HRIS connectivity; - Branding: per-user avatar and color gradients; HTML email templates with replaceable branding/content; - Roles & permissions: RBAC with 4 levels (Candidate, Manager, Recruiter, Administrator); - Language: locale parameter on every API endpoint; ; How users customise; - Via the platform back-office for predictive models, roles, branding, and group management; - Via API for ATS/HRIS integration, webhook subscriptions, and iFrame embedding; - Via SSO setup (SAMLv2) for authentication delegation; - Feature availability is gated by subscription plan tier; ; Who can customise; - Administrator (highest access): generates API tokens, configures SSO, manages recruiter slots and all platform settings; - Recruiter: manages invitations, configures predictive models within their scope, accesses candidate data; - Manager: limited access : views candidate data only from accepted invitations; - Candidate (lowest access): manages own personal information only

Scaling

• Independence of resources: AssessFirst guarantees resource independence through:; ; Infrastructure:; • Multi-tenant architecture with logical data segregation (RBAC); • Amazon EKS (Kubernetes) with auto-scaling across multiple Availability Zones; • AWS Load Balancers distributing traffic to prevent resource monopolization; • Cloudflare CDN and DDoS protection absorbing traffic spikes; ; Monitoring:; • Real-time monitoring via Datadog detecting abnormal resource consumption; • AWS GuardDuty analyzing logs for anomalies; • Daily alert review by administrators; ; Resilience:; • Two separate clusters on dedicated AWS instances; • Infrastructure as Code enabling rapid scaling; • 99.9% SLA availability commitment

Analytics

• Service usage metrics: Yes
• Metrics types: Assessment request numbers (filtered by time); Assessment completion numbers (filtered by time); Assessment scores (subdivided into % of alignment with expectation); NPS score; Candidate satisfaction data; Conversion funnel data capture; Individual user activity data; Number of campaigns created
• Reporting types:
  • API access
  • 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: Conforms to BS7858:2019
• Government security clearance: Security Clearance (SC)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: European Economic Area (EEA)
• 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 every 6 months
• Penetration testing approach: Another external penetration testing organisation
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Encryption of all physical media
• 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
  • Physical Destruction / Hardware containing data is completely destroyed

Data importing and exporting

• Data export approach: Self-service export (Platform):; Recruiters and candidates can directly export their data from the AssessFirst platform at any time. The built-in export function allows users to download their profiles, assessment results, and associated data.; ; On-request export:; Clients can request a complete data export by contacting their Customer Success Manager or emailing support. This includes:; • Candidate profiles and assessment results; • Recruitment campaign data; • Account configuration and settings; • Historical data within retention periods; ; API access:; For clients with API integration, data can be programmatically extracted via RESTful API endpoints, enabling automated synchronization with external systems (ATS, HRIS).
• Data export formats: Other
• Other data export formats: JSON
• Data import formats: Other
• Other data import formats: JSON

Data-in-transit protection

• Data protection between buyer and supplier networks:
  • TLS (version 1.2 or above)
  • Other
• Other protection between networks: HTTPS enforced on all endpoints; Cloudflare edge protection with WAF; DMARC, SPF, and DKIM for email security
• Data protection within supplier network:
  • TLS (version 1.2 or above)
  • IPsec or TLS VPN gateway

Availability and resilience

• Guaranteed availability: AssessFirst guarantees 99.90% service availability (equivalent to maximum 9 hours unplanned downtime per year). This commitment is documented in our Service Level Agreement (SLA).; ; Remedies for non-compliance: If we fail to meet the guaranteed availability level, customers are entitled to service credits as compensation. The credit amount is proportional to the extent and duration of the availability breach, as detailed in contractual terms.; ; Availability monitoring: Real-time service status is publicly available at status.assessfirst.com. Customers receive proactive notifications of planned maintenance windows and any service incidents.; ; Our SLA excludes: scheduled maintenance (communicated at least 48 hours in advance), force majeure events, issues caused by customer actions or third-party services outside our control.; ; The 99.90% target is calculated monthly based on total minutes minus planned maintenance windows.
• Approach to resilience: Our service uses a multi-cluster architecture with two separate Kubernetes clusters (EKS) running on dedicated AWS EC2 instances, enabling automatic failover if one cluster fails.; ; Datacentre resilience: Primary infrastructure in AWS eu-west-3 (Paris, France) with secondary disaster recovery site in eu-central-1 (Frankfurt, Germany). All AWS datacentres are ISO 27001, SOC 1/2/3, and CSA CCM certified.; ; Backup strategy: Automated hourly database backups to an isolated encrypted server in France (72-hour retention). Daily backups at 23:00 UTC replicated to Frankfurt (7-day retention), ensuring geographic redundancy.; ; Recovery objectives: RTO of 4 hours for critical services (application, API, Back Office), 11 hours for important services, 24 hours for auxiliary systems. RPO of 4 hours nominal, 24 hours maximum.; ; Additional protections: Cloudflare WAF and CDN provide DDoS protection and traffic distribution. Annual disaster recovery tests conducted (most recent: April and August 2025) validating successful failover procedures.; ; As a remote-first company with no physical premises dependency, our operations remain resilient to regional disruptions affecting physical offices.
• Outage reporting: Public dashboard: Real-time service status is available at status.assessfirst.com, providing live visibility into platform availability, scheduled maintenance, and incident history.; ; Email alerts: Customers are notified via email for any service disruptions affecting their accounts. Incident notifications include initial alert, progress updates, and resolution confirmation.; ; Internal monitoring: We use Datadog as our SIEM for real-time monitoring, centralised log collection, and automated alerting. Bugsnag provides application error tracking with stability scores. AWS CloudWatch monitors infrastructure resources.; ; Incident classification and response times:; - Critical incidents: Response within 2 hours; - Major incidents: Response within 4 hours ; - Important incidents: Response within 1 business day; - Minor incidents: Response within 3 business days; ; Support channels: Customers can report issues via our support portal (Hubspot) or contact their dedicated account manager. All incidents are tracked in Jira with full audit trail.; ; Post-incident: Root cause analysis reports are provided for significant outages upon customer request.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Management interfaces: Infrastructure access requires VPN + nominative account + IAM + SSH. Database access requires VPN + nominative account + IAM. AWS console access triggers email notification to CTO. MFA mandatory for all infrastructure access.; ; Support channels: Hubspot ticketing system with role-based access. Support staff access limited to necessary customer data. All support actions logged and auditable. Privileged access reviewed regularly with immediate deactivation on role change or departure.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Public key authentication (including by TLS client certificate)
  • Dedicated link (for example VPN)
  • Username or password

Audit information for users

• Access to user activity audit information: Users contact the support team to get audit information
• How long user audit data is stored for: Between 1 month and 6 months
• Access to supplier activity audit information: Users contact the support team to get audit information
• How long supplier audit data is stored for: Between 1 month and 6 months
• How long system logs are stored for: Between 1 month and 6 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: AssessFirst operates an ISO 27001:2022 certified Information Security Management System (ISMS) with comprehensive policy framework including: Information Security Policy (PSI), IT Security Procedures (PSSI), Access Control Policy, Change Management Policy, Supplier Security Policy, and AI Governance Policy.; ; Reporting Structure:; - CEO (David Bernard): Ultimate accountability for security governance; - CTO/CISO (Jean-Baptiste Comte): Application security design, code review, ISMS implementation; - Cybersecurity Manager (Christopher Roussel): Infrastructure security, security awareness; - DPO (Julie Babeau): GDPR compliance; ; Policy Compliance:; - All ISMS documents require dual approval from Head of Core Team and CISO; - Annual security awareness training for all employees; - Quarterly team meetings covering security updates and incident lessons learned; - Bi-annual management reviews with Executive Committee validation; - Annual internal audits conducted by designated impartial controllers; - Results tracked in Jira with corrective actions monitored; - Risk assessments with formal treatment strategies (Reduce, Accept, Transfer, Avoid); - Low/medium risks accepted by CISO; high/critical risks require Executive approval; - Documentation maintained on Notion with version control and change history
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Configuration and change management approach: Infrastructure as Code using Terraform ensures all configurations are version-controlled and auditable. Changes documented in Jira with detailed plans in Confluence for major changes.; ; Change process: Initiator documents request, Validators (CISO + IT) assess security impact, Testers verify conformity. Critical changes require mandatory CISO approval. Load testing conducted via Datadog dashboards before production deployment.; ; Component tracking through GitLab repositories with full version history. Asset inventory maintained and reviewed regularly. Firewall rules reviewed every 6 months.
• Vulnerability management type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Vulnerability management approach: Threat assessment: Continuous pentesting via YesWeHack bug bounty, monthly Nessus vulnerability scans, PHPStan code analysis, AWS GuardDuty threat detection, and CVE monitoring from vendor alerts.; ; Patch deployment by severity:; - Critical: <24h (application) / <48h (internal); - High: 3-5 business days; - Medium: 10-15 business days; - Low: 30 business days; ; Threat intelligence from: NVD/CVE databases, AWS security bulletins, vendor advisories, YesWeHack researcher reports, and industry security feeds.
• Protective monitoring type: Complies with a recognised standard, for example CSA CCM v4.0 or SSAE-18 / ISAE 3402
• Protective monitoring approach: Compromise identification: Datadog SIEM centralises logs with real-time alerting on suspicious patterns. AWS GuardDuty monitors network threats. Bugsnag tracks application errors. Monitoring covers credential harvesting, unauthorised privileged access, integrity modifications, service degradation, and abnormal resource consumption.; ; Response process: Automated alerts trigger investigation. Incidents classified by severity with defined response times: Critical <2h, Major <4h, Important <1 day, Minor <3 days. Incident management documented in Jira with post-incident reviews.; ; 24/7 monitoring with on-call rotation for critical alerts.
• Incident management type: Complies with a recognised standard, for example, CSA CCM v4.0 or ISO/IEC 27035:2011 or SSAE-18 / ISAE 3402
• Incident management approach: Pre-defined processes: Documented incident response procedures with severity classification (Critical, Major, Important, Minor). Response times: Critical <2h, Major <4h, Important <1 day, Minor <3 days. Crisis management exercises conducted annually.; ; User reporting: Via Hubspot support portal, email to support team, or in-app feedback. All reports create tracked tickets in Jira.; ; Incident reports: Post-incident reviews documented in Confluence. Customer notification for incidents affecting their data. GDPR breach notification within 72 hours to authorities where required. Root cause analysis and corrective actions tracked.
• Post-quantum cryptography secure: No

Secure development

• Approach to secure software development best practice: Independent review of processes (for example CESG CPA Build Standard, ISO/IEC 27034, ISO/IEC 27001 or CSA CCM v4.0)

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: Yes
• Free trial available: No

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 3%
• Between £250,000 and £500,000: 5%
• Between £500,001 and £1,000,000: 7%
• Between £1,000,001 and £2,500,000: 10%
• Between £2,500,001 and £5,000,000: 12%
• Over £5,000,001: 15%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: Yes
• Who accredited the ISO/IEC 27001: AFNOR Certification
• ISO/IEC 27001 accreditation date: Tuesday 30 September 2025
• What the ISO/IEC 27001 doesn’t cover: Not Applicable - Nothing.
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• 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: In relation to the services you do not have a current and valid Cyber Essentials Plus 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 Plus certificate by one of the government approved accreditation bodies within 12 months of the date of award.
• 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
    • Ensuring new workers are informed of their right to join a trade union
    • 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
    • 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
    • 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
    • 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
    • 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
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating 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 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
    • 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)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Advertising of supply chain opportunities openly and to ensure they are accessible to a diverse range of businesses, including advertising all subcontracting opportunities on Contracts Finder
    • 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
    • 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
    • Measures to involve local stakeholders and/or users in design (e.g. in the design of services, systems, products or buildings)
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Measures to engage users and communities and build relationships to increase community integration build trust and influence how the contract is delivered
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives
    • 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
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • 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
    • 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
    • Creation of outreach activities to create a pipeline of employees for the future contract delivery
    • 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
    • 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 rguinchard@assessfirst.com. Tell them what format you need. It will help if you say what assistive technology you use.