CIRRO LIMITED
OT Cyber Security - Baseline Health Check
As the worlds of IT and OT merge, OT assets are at greater risk than ever of cyber security attacks. Identify OT assets, even non-networked ones, and build a risk picture. Protect Critical National Infrastructure and Industrial Operations with Risk-Based Vulnerability Management for OT
Features
- Understand the risks associated with your OT environment
- Complete, centralised inventory of all your operational assets
- Support for Safety Critical environments
- Detailed list of common vulnerabilities and exposures for your devices
- provides baseline for future plans to secure the OT environment
- Executive level presentation of risks to enable budget and prioritisation
- Consistent with NCSC and NPSA guidance
- Ensure organisational infrastructure resilience and safety.
- Defend against state sponsored threats
- Supports ICS SCADA and DCS
Benefits
- Gain full visibility of OT environment and assets
- Bring OT cyber security inline with IT cyber security
- Gain insight on OT cyber security real world risk
- Complete OT cyber security solution
- Dedicated OT cyber Security experts
- Significantly reduce OT cyber risks & exposure
- Ensure executive level understanding and support for OT security risk
- Ensure compliance of Critical National Infrastructure.
- Adherence to Network and Information Security (NIS) Regulations
- Reduced workload of managing OT cybersecurity
Architecture roles
Business architect
| £350.00 |
£250.00 |
| £800.00 |
£550.00 |
| £1,000.00 |
£800.00 |
| £1,250.00 |
£850.00 |
Data architect
| £750.00 |
£650.00 |
| £1,050.00 |
£850.00 |
| £1,250.00 |
£900.00 |
Enterprise architect
| £1,050.00 |
£850.00 |
| £1,150.00 |
£900.00 |
| £1,250.00 |
£950.00 |
| £1,450.00 |
£1,200.00 |
Network architect
| £800.00 |
£550.00 |
| £900.00 |
£650.00 |
| £1,000.00 |
£900.00 |
Security architect
| £1,260.00 |
|
| £1,450.00 |
£1,550.00 |
Solution architect
| £750.00 |
£650.00 |
| £850.00 |
£700.00 |
| £950.00 |
£850.00 |
| £1,000.00 |
£950.00 |
Chief digital and data roles
Chief data officer
| £1,350.00 |
£1,000.00 |
Chief information security officer
| £1,500.00 |
£1,250.00 |
Chief technology officer
| £1,500.00 |
£1,250.00 |
Cyber security roles
Cyber security audit and assurance
| £850.00 |
£800.00 |
| £1,050.00 |
£1,000.00 |
Cyber security governance and risk management
| £1,350.00 |
£1,350.00 |
| £1,450.00 |
£1,450.00 |
| £1,550.00 |
£1,550.00 |
Cyber security monitoring
| £650.00 |
£650.00 |
| £1,260.00 |
£1,000.00 |
Cyber security incident response
| £750.00 |
|
| £1,300.00 |
|
Cyber security vulnerability management
| £900.00 |
|
| £1,250.00 |
|
| £1,450.00 |
|
Cyber security testing
| £750.00 |
£650.00 |
| £1,050.00 |
£950.00 |
Cyber security secure design
| £1,350.00 |
|
| £1,500.00 |
|
IT operations roles
Application operations engineer
| £350.00 |
£250.00 |
| £450.00 |
£350.00 |
| £670.00 |
£550.00 |
| £850.00 |
£700.00 |
| £900.00 |
£800.00 |
Business relationship manager
| £950.00 |
|
| £1,050.00 |
|
Change and release manager
| £600.00 |
|
| £600.00 |
|
| £770.00 |
|
End user computing engineer
| £450.00 |
£400.00 |
| £500.00 |
£450.00 |
| £700.00 |
|
| £750.00 |
|
| £800.00 |
|
IT service manager
| £450.00 |
£350.00 |
| £650.00 |
|
| £750.00 |
|
| £950.00 |
|
Incident manager
| £650.00 |
|
| £750.00 |
|
Infrastructure engineer
| £350.00 |
£300.00 |
| £400.00 |
£350.00 |
| £500.00 |
|
| £650.00 |
|
| £780.00 |
|
Infrastructure operations engineer
| £350.00 |
£250.00 |
| £425.00 |
£390.00 |
| £650.00 |
|
| £790.00 |
|
| £920.00 |
|
Problem manager
| £550.00 |
£450.00 |
| £625.00 |
|
Service desk manager
| £450.00 |
|
| £525.00 |
|
| £650.00 |
|
| £975.00 |
|
Software development roles
Development operations (DevOps) engineer
| £250.00 |
|
| £350.00 |
|
| £550.00 |
|
| £650.00 |
|
| £780.00 |
|
| £920.00 |
|
| £920.00 |
|
Software developer
| £200.00 |
£150.00 |
| £300.00 |
£200.00 |
| £450.00 |
£350.00 |
| £650.00 |
|
| £760.00 |
|
| £800.00 |
|
| £900.00 |
|
Non-mandatory Standards and certifications
-
ISO/IEC 27001 certification
-
Yes
-
Who accredited the ISO/IEC 27001
-
IQS Audits Ltd
-
ISO/IEC 27001 accreditation date
-
Monday 14 July 2025
-
What the ISO/IEC 27001 doesn’t cover
-
All operations covered
-
ISO 28000:2022 certification
-
No
-
ISO 9001 certification
-
Yes
-
Who accredited the ISO 9001 certification
-
IQS Audits Ltd
-
ISO 9001 accreditation date
-
Monday 14 July 2025
-
What the ISO 9001 doesn’t cover
-
All operations covered
-
Quality management systems (QMS)
-
Yes
-
CSA STAR certification
-
No
-
PCI certification
-
No
-
Cyber essentials
-
Yes
-
Please provide your Cyber Essentials Certificate Number
-
444257b3-e39b-43a1-ac7a-38aaaf1c49ff
-
Cyber essentials plus
-
Yes
-
Please provide your Cyber Essentials Plus Certificate Number
-
0f502da2-6ecb-4b4e-a52f-8c9c99388c62
-
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
-
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
-
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
-
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
-
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
-
Plans to respond flexibly and adapt approaches to community engagement and initiatives
-
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
-
Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition
Service documents
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