SOFTCAT PLC
Dogma MS Dynamics ERP Implementation
Business Central ERP support services provide expert troubleshooting, configuration, and optimization for cloud-hosted Microsoft Dynamics 365 Business Central. We help organisations maintain, enhance, and maximize their ERP investment through responsive technical support, system monitoring, and process improvements.
Features
- Remote support for cloud-hosted business applications
Benefits
- Quickly resolve issues affecting cloud business applications
Pricing
- Education pricing available
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 psitq@softcat.com.
Tell them what format you need. It will help if you say what assistive technology you use.
Framework
G-Cloud 15
Service ID
9 9 1 1 8 2 1 2 5 7 8 8 6 0 0
Contact
SOFTCAT PLC
Public Sector Tenders
Telephone: 01628 403403
Email: psitq@softcat.com
About your service
- Service categories
-
Cloud Support Services
Managed Cloud
Managed Private Cloud
- Application management
Managed Public cloud
- Application management
Service scope
- Service constraints
- The service is primarily delivered remotely, with onsite support available at additional cost and subject to location and scheduling. Support is provided for cloud-hosted applications and depends on buyer-provided access, permissions, and accurate documentation. Resolution times may vary based on application complexity, third-party integrations, and vendor dependencies. Changes, upgrades, or configuration updates may require buyer approval and testing coordination. Service availability and response times are defined by the agreed support level and service schedule.
User support
- Email or online ticketing support
- Yes
- Support response times
- Within 5 minutes during business hours, with response times clearly defined in the agreed support level agreement. Standard support operates Monday-Friday 9-5 UK time. Enhanced and Premium support levels offer extended hours and faster response commitments. Weekend response times may vary based on selected support tier and are agreed contractually.
- User can manage status and priority of support tickets
- Yes
- Online ticketing support accessibility
- WCAG 2.2 AA
- Phone support
- Yes
- Phone support availability
- 24 hours, 7 days a week
- Web chat support
- Yes, at an extra cost
- Web chat support availability
- 9 to 5 (UK time), 7 days a week
- Web chat support accessibility standard
- WCAG 2.2 AA
- Web chat accessibility testing
- We carry out usability and accessibility checks on our web chat solution to ensure it is usable with common assistive technologies. This includes testing keyboard-only navigation, screen reader compatibility, focus order, and readable contrast levels. We review chat interactions using widely adopted assistive tools and browser accessibility features to confirm that users can initiate chats, read messages, and submit responses without barriers. Feedback from these checks is used to improve clarity, interaction flow, and usability. Where platform updates are introduced, accessibility is re-reviewed to ensure continued alignment with WCAG 2.2 AA principles. Alternative support channels, including email and phone support, are available to ensure all users can access assistance if required.
- Support levels
- Dogma provides tiered cloud application support aligned to customer needs. Standard Support includes remote email, ticketing, and phone support during business hours for cloud-hosted applications such as Dynamics 365, Business Central, CRM, HR, and Finance & Operations. Enhanced Support offers faster response times, priority incident handling, and extended support hours. Premium Support provides near 24/7 coverage, proactive monitoring, regular optimisation reviews, and escalation management. Pricing varies based on the selected support tier, coverage hours, application scope, and complexity, and is agreed contractually. Where required, a dedicated technical account manager or cloud application support engineer is assigned to provide ongoing guidance, service reviews, and alignment with business objectives.
- AI chatbot
- Yes
Resellers
- Supplier type
- Reseller (no extras)
- Organisation whose services are being resold
- Dogma
Staff security
- Staff security clearance
- Other security clearance
- Government security clearance
- Baseline Personnel Security Standard (BPSS)
Pricing
- Discount for educational organisations
- Yes
Architecture roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business architect | £1,213.22 | £416.04 |
| Associate business architect | £1,899.06 | £775.68 |
| Business architect | £2,313.06 | £977.64 |
| Lead business architect | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data architect | £1,899.06 | £775.68 |
| Senior data architect | £2,313.06 | £977.64 |
| Chief data architect | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Enterprise architect | £1,592.60 | £535.92 |
| Senior enterprise architect | £1,899.06 | £775.68 |
| Lead enterprise architect | £2,313.06 | £977.64 |
| Principal enterprise architect | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate network architect | £1,899.06 | £775.68 |
| Network architect | £2,313.06 | £977.64 |
| Lead network architect | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Security architect | £1,899.06 | £775.68 |
| Lead security architect | £2,313.06 | £977.64 |
| Principal security architect | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate solution architect | £1,213.22 | £416.04 |
| Solution architect | £1,592.60 | £535.92 |
| Senior solution architect | £1,899.06 | £775.68 |
| Lead solution architect | £2,313.06 | £977.64 |
| Principal solution architect | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate technical architect | £1,213.22 | £416.04 |
| Technical architect | £1,592.60 | £535.92 |
| Senior technical architect | £1,899.06 | £775.68 |
| Lead technical architect | £2,313.06 | £977.64 |
| Principal technical architect | £3,034.44 | £1,605.22 |
Chief digital and data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief data officer | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief information security officer | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Chief technology officer | £3,034.44 | £1,605.22 |
Cyber security roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Lead cyber security audit and assurance | £2,313.06 | £977.64 |
| Principal cyber security audit and assurance | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security governance and risk manager | £1,899.06 | £775.68 |
| Lead cyber security governance and risk manager | £2,313.06 | £977.64 |
| Principal cyber security governance and risk manager | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security monitoring | £1,899.06 | £775.68 |
| Lead cyber security monitoring | £2,313.06 | £977.64 |
| Principal cyber security monitoring | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber incident response | £1,899.06 | £775.68 |
| Lead cyber security incident response | £2,313.06 | £977.64 |
| Principal cyber security incident response | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security vulnerability management | £1,899.06 | £775.68 |
| Lead cyber security vulnerability management | £2,313.06 | £977.64 |
| Principal cyber security vulnerability management | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security digital forensics | £1,899.06 | £775.68 |
| Lead cyber security digital forensics | £2,313.06 | £977.64 |
| Principal cyber security digital forensics | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security testing | £1,899.06 | £775.68 |
| Lead cyber security penetration testing | £2,313.06 | £977.64 |
| Principal cyber security testing | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate cyber security secure systems architecture and design | £1,899.06 | £775.68 |
| Lead cyber security secure systems architecture and design | £2,313.06 | £977.64 |
| Principal cyber security secure systems architecture and design | £3,034.44 | £1,605.22 |
Data roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee analytics engineer | £1,213.22 | £416.04 |
| Analytics engineer | £1,592.60 | £535.92 |
| Senior analytics engineer | £1,899.06 | £775.68 |
| Lead analytics engineer | £2,313.06 | £977.64 |
| Head of analytics engineering | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate analyst | £1,213.22 | £416.04 |
| Data analyst | £1,899.06 | £775.68 |
| Senior data analyst | £2,313.06 | £977.64 |
| Principal data analyst | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data engineer | £1,592.60 | £535.92 |
| Senior data engineer | £1,899.06 | £775.68 |
| Lead data engineer | £2,313.06 | £977.64 |
| Head of data engineering | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data ethics lead | £2,313.06 | £977.64 |
| Head of data ethics | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Data governance manager | £1,899.06 | £775.68 |
| Lead data governance manager | £2,313.06 | £977.64 |
| Head of data governance | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee data scientist | £1,213.22 | £416.04 |
| Associate data scientist | £1,213.22 | £416.04 |
| Data scientist | £1,592.60 | £535.92 |
| Principal data scientist | £1,899.06 | £775.68 |
| Lead data scientist | £2,313.06 | £977.64 |
| Head of data science | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Senior machine learning engineer | £1,899.06 | £775.68 |
| Lead machine learning engineer | £2,313.06 | £977.64 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate performance analyst | £1,213.22 | £416.04 |
| Performance analyst | £1,592.60 | £535.92 |
| Senior performance analyst | £1,899.06 | £977.64 |
| Lead performance analyst | £2,313.06 | £977.64 |
| Head of performance analysis | £3,034.44 | £1,605.22 |
IT operations roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate application operations engineer | £1,213.22 | £416.04 |
| Application operations engineer | £1,592.60 | £535.92 |
| Senior application operations engineer | £1,899.06 | £775.68 |
| Lead application operations engineer | £2,313.06 | £977.64 |
| Principal application operations engineer | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Business relationship manager | £1,899.06 | £775.68 |
| Senior business relationship manager | £2,313.06 | £977.64 |
| Lead business relationship manager | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Configuration analyst | £1,899.06 | £775.68 |
| Change and release analyst | £2,313.06 | £977.64 |
| Change and release manager | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Operations analyst | £1,592.60 | £535.92 |
| Senior operations analyst | £1,899.06 | £775.68 |
| Operational control manager | £2,313.06 | £977.64 |
| Head of command and control | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate end user computing engineer | £1,213.22 | £416.04 |
| End user computing engineer | £1,592.60 | £535.92 |
| Senior end user computing engineer | £1,899.06 | £775.68 |
| Lead end user computing engineer | £2,313.06 | £977.64 |
| Principal end user computing engineer | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| IT service analyst | £1,592.60 | £535.92 |
| IT service manager | £1,899.06 | £775.68 |
| Senior IT service manager | £2,313.06 | £977.64 |
| Head of IT service management | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Incident manager | £2,313.06 | £977.64 |
| Major incident manager | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate infrastructure engineer | £1,213.22 | £416.04 |
| Infrastructure engineer | £1,592.60 | £535.92 |
| Senior infrastructure engineer | £1,899.06 | £775.68 |
| Lead infrastructure engineer | £2,313.06 | £977.64 |
| Principal infrastructure engineer | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate infrastructure operations engineer | £1,213.22 | £416.04 |
| Infrastructure operations engineer | £1,592.60 | £535.92 |
| Senior infrastructure operations engineer | £1,899.06 | £775.68 |
| Lead infrastructure operations engineer | £2,313.06 | £977.64 |
| Principal infrastructure operations engineer | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Problem analyst | £2,313.06 | £977.64 |
| Problem manager | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service desk analyst | £1,592.60 | £535.92 |
| Senior service desk analyst | £1,899.06 | £775.68 |
| Service desk manager | £2,313.06 | £977.64 |
| Head of service desk | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service acceptance analyst | £1,592.60 | £535.92 |
| Service readiness analyst | £1,899.06 | £775.68 |
| Service transition manager | £2,313.06 | £977.64 |
| Lead service transition manager | £3,296.26 | £1,605.22 |
Product and delivery roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Trainee business analyst | £1,213.22 | £416.04 |
| Junior business analyst | £1,213.22 | £416.04 |
| Business analyst | £1,592.60 | £535.92 |
| Senior business analyst | £1,899.06 | £775.68 |
| Lead business analyst | £2,313.06 | £977.64 |
| Head of business analysis | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate delivery manager | £1,592.60 | £535.92 |
| Delivery manager | £1,899.06 | £775.68 |
| Senior delivery manager | £2,313.06 | £977.64 |
| Head of (Agile) delivery management | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Digital portfolio analyst | £1,592.60 | £535.92 |
| Digital portfolio manager | £1,899.06 | £775.68 |
| Senior digital portfolio manager | £2,313.06 | £977.64 |
| Head of portfolio | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate product manager | £1,213.22 | £416.04 |
| Product manager | £1,592.60 | £535.92 |
| Senior product manager | £1,899.06 | £775.68 |
| Lead product manager | £2,313.06 | £977.64 |
| Head of product | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Programme delivery manager | £2,313.06 | £977.64 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Service owner | £2,313.06 | £977.64 |
Quality assurance testing (QAT) roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (QAT) | £1,213.22 | £416.04 |
| QAT analyst | £1,592.60 | £535.92 |
| Senior QAT analyst | £1,899.06 | £775.68 |
| Lead QAT analyst | £1,899.06 | £775.68 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Tester (test engineer) | £1,213.22 | £416.04 |
| Test engineer | £1,592.60 | £535.92 |
| Senior test engineer | £1,899.06 | £775.68 |
| Lead test engineer | £1,899.06 | £775.68 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Test manager | £1,592.60 | £535.92 |
| Head of test | £1,899.06 | £775.68 |
Software development roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice DevOps engineer | £1,213.22 | £416.04 |
| Junior DevOps engineer | £1,213.22 | £416.04 |
| DevOps engineer | £1,592.60 | £535.92 |
| Senior DevOps engineer | £1,899.06 | £775.68 |
| Senior DevOps engineer - management | £1,899.06 | £775.68 |
| Lead DevOps engineer | £2,313.06 | £977.64 |
| Lead DevOps engineer - management | £2,313.06 | £977.64 |
| Principal DevOps engineer | £3,034.44 | £1,605.22 |
| Principal DevOps engineer - management | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice frontend developer | £1,213.22 | £416.04 |
| Junior frontend developer | £1,213.22 | £416.04 |
| Frontend developer | £1,592.60 | £535.92 |
| Senior frontend developer | £1,899.06 | £775.68 |
| Lead frontend developer | £2,313.06 | £977.64 |
| Head of frontend development | £3,034.44 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Apprentice developer | £1,213.22 | £416.04 |
| Junior developer | £1,213.22 | £416.04 |
| Developer | £1,592.60 | £535.92 |
| Senior developer | £1,899.06 | £775.68 |
| Senior developer - management | £1,899.06 | £775.68 |
| Lead developer | £2,313.06 | £977.64 |
| Lead developer - management | £2,313.06 | £977.64 |
| Principal developer | £3,034.44 | £1,605.22 |
| Principal developer - management | £3,034.44 | £1,605.22 |
User-centred design roles
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Junior accessibility specialist | £1,213.22 | £416.04 |
| Accessibility specialist | £1,213.22 | £416.04 |
| Senior accessibility specialist | £1,592.60 | £535.92 |
| Head of accessibility | £1,899.06 | £775.68 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate content designer | £1,213.22 | £416.04 |
| Junior content designer | £1,213.22 | £416.04 |
| Content designer | £1,592.60 | £535.92 |
| Senior content designer | £1,899.06 | £775.68 |
| Lead content designer | £2,313.06 | £977.64 |
| Head of content design | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Content strategist | £1,213.22 | £416.04 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate graphic designer | £1,213.22 | £416.04 |
| Junior graphic designer | £1,213.22 | £416.04 |
| Graphic designer | £1,592.60 | £535.92 |
| Senior graphic designer | £1,899.06 | £775.68 |
| Lead graphic designer | £2,313.06 | £977.64 |
| Head of graphic design | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate interaction designer | £1,213.22 | £416.04 |
| Junior interaction designer | £1,213.22 | £416.04 |
| Interaction designer | £1,592.60 | £535.92 |
| Senior interaction designer | £1,899.06 | £775.68 |
| Lead interaction designer | £2,313.06 | £977.64 |
| Head of interaction design | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate service designer | £1,213.22 | £416.04 |
| Junior service designer | £1,213.22 | £416.04 |
| Service designer | £1,592.60 | £535.92 |
| Senior service designer | £1,899.06 | £775.68 |
| Lead service designer | £2,313.06 | £977.64 |
| Head of service design | £3,296.26 | £1,605.22 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Technical writer | £1,899.06 | £775.68 |
| Lead technical writer | £2,313.06 | £977.64 |
| Role level | UK Rate | Offshore Rate |
|---|---|---|
| Associate user researcher | £1,213.22 | £416.04 |
| Junior user researcher | £1,213.22 | £416.04 |
| User researcher | £1,592.60 | £535.92 |
| Senior user researcher | £1,899.06 | £775.68 |
| Lead user researcher | £2,313.06 | £977.64 |
| Head of user research | £3,296.26 | £1,605.22 |
Non-mandatory Standards and certifications
- ISO/IEC 27001 certification
- Yes
- Who accredited the ISO/IEC 27001
- NQA
- ISO/IEC 27001 accreditation date
- Monday 8 April 2024
- What the ISO/IEC 27001 doesn’t cover
- N/A
- ISO 28000:2022 certification
- No
- ISO 9001 certification
- Yes
- Who accredited the ISO 9001 certification
- NQA
- ISO 9001 accreditation date
- Monday 8 April 2024
- What the ISO 9001 doesn’t cover
- N/A
- Quality management systems (QMS)
- Yes
- CSA STAR certification
- No
- PCI certification
- Yes
- Who accredited the PCI DSS certification
- SecurityMetrics
- PCI DSS accreditation date
- Friday 10 January 2025
- What the PCI DSS doesn’t cover
- N/A
- Cyber essentials
- Yes
- Please provide your Cyber Essentials Certificate Number
- E9fd5f85-7cd1-4ff2-aba9-6f9f5f225b1b
- Cyber essentials plus
- Yes
- Please provide your Cyber Essentials Plus Certificate Number
- 181966c9-f0aa-42ed-9271-d1b111bdf43b
- Other security certifications
- Yes
- Any other security certifications
- Security Standards dependant on the vendor solution
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 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
- 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
- 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
- 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)
- Ensuring accessibility to contracting and subcontracting opportunities for disabled business owners and employees
- 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
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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
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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)
- 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
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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
- 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
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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
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Service documents
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