Awarded to North Highland

Start date: Monday 8 January 2018
Value: £99,870
Company size: large
Home Office; Capabilities and Resources; Digital, Data and Technology

The Specification of DDaT Technical Roles

2 Incomplete applications

1 SME, 1 large

5 Completed applications

1 SME, 4 large

Important dates

Published
Thursday 19 October 2017
Deadline for asking questions
Thursday 26 October 2017 at 11:59pm GMT
Closing date for applications
Thursday 2 November 2017 at 11:59pm GMT

Overview

Summary of the work
The definition for DDAT Technical of a consistent and coherent set of job roles and competencies.
To include
• DDAT role / skills definition for agreed roles and levels
Develop a capability matrix and career path at all levels with training and development requirements for all roles.
Latest start date
Monday 1 January 2018
Expected contract length
2 to 3 months
Location
London
Organisation the work is for
Home Office; Capabilities and Resources; Digital, Data and Technology
Budget range

About the work

Why the work is being done
To
• allow DDAT Leadership to undertake effective and efficient resource planning and budgeting by using consistent granular role descriptions for DDAT technical roles
• inform and enable DDAT’s Strategy for building effective people capability in-house over time
• provide a powerful incentive for attracting and retaining talent through clearly defined, market-relevant learning role definitions and career pathways
• enable effective programme mobilisation and execution through improving inter-operability and collaboration between the different roles
• improve efficiency / effectiveness of DDAT recruitment through provision of clearly defined skills requirements and job descriptions
Problem to be solved
A coherent structure of roles and responsibilities defined with career paths and a development framework will enable the recruitment at all levels of staff who can be trained into the skills of the future.
Who the users are and what they need to do
The team leading the transformation of the structure of DDaT together with Recruiters / line managers / individual staff that need to clearly set out the structure of roles and responsibilities throughout the organisation.
Early market engagement
Any work that’s already been done
The Cross Government Framework for the DDaT Profession has defined a number of roles within a ‘technical’ cluster, and some engineering roles in the IT Operations cluster. There is a definition of capabilities for each role.
https://www.gov.uk/government/collections/digital-data-and-technology-job-roles-in-government
These need to be clarified and enhanced to provide a framework that can be used throughout Home Office DDaT. Any missing elements also need to be identified.
Existing team
The supplier will be working with the profession lead, and technical leads in DDaT
Current phase
Not applicable

Work setup

Address where the work will take place
Home Office locations in Croydon, London, and Supplier premises
Working arrangements
This is envisaged as a fixed price engagement with agreed outputs. It is expected that some of this will be achieved working on-site working with role leads. Remaining work can be off-site. Normal operational hours of Monday to Friday 9am to 5pm
Security clearance
All staff must hold or be prepared to undergo CTC Security Clearance to operate on this project.

Additional information

Additional terms and conditions
Exit Activities / knowledge transfer

Skills and experience

Buyers will use the essential and nice-to-have skills and experience to help them evaluate suppliers’ technical competence.

Essential skills and experience
  • Evidence a deep understanding of IT operations skills and capability requirements.
  • Evidence experience of completing Training Needs Analysis for IT technical services.
  • Evidence experience of creating Training Plans for IT services.
  • Be able to provide personnel with TNA development experience
  • Demonstrate that the supplier understands the training market, types of training available and explanation of a methodology to support evaluation.
  • Be able to demonstrate, with previous outputs, process followed, the type of information gathered and used and the level of detail including graphical and backup data as output
Nice-to-have skills and experience
  • Evidence experience of working in a challenging and complex private or public sector technical environment with regularly changing priorities.
  • Evidence a strong knowledge of and experience working with IT technical services within the private or public sector.

How suppliers will be evaluated

How many suppliers to evaluate
4
Proposal criteria
  • Team structure, capability and experience (15%)
  • Capability to develop a technical skills framework (15%)
  • Methodology approach that you plan to use (10%)
  • Risks Dependencies and Assumptions (10%)
  • Delivery timescales (10%)
Cultural fit criteria
  • Open and collaborative team approach
  • Flexible working by time and location
  • Committed to collaborative team working
Payment approach
Fixed price
Assessment methods
  • Written proposal
  • Case study
  • Work history
  • Presentation
Evaluation weighting

Technical competence

60%

Cultural fit

20%

Price

20%

Questions asked by suppliers

1. What is the budget?
We are not proposing to disclose the exact budget for this programme of work at this stage as we are looking to the market to confirm the team size and duration required to deliver the requirements.
2. Re Essential Skills and Experience point 1 - are you looking for a response about IT operations, or all elements of IT delivery?
Evidence a knowledge of the technical skills and capabilities required at all levels within a DDaT organisation
3. Re Essential Skills and Experience point 2- are you looking for experience of TNA to build the competence of IT staff, rather than TNA to support the delivery of new systems to non IT staff?
To build the competence of technical IT staff, and to specify career paths and a development plan from from junior to senior roles.
4. Re Essential Skills and Experience point 4 - are you seeking named individuals, or an indication of the depth/breadth of the pool of expertise and speed of on-boarding?
An indication of capability is sufficient now, CVs will be requested for the next stage.
5. Re Essential Skills and Experience point 6 - could you clarify the scope ? Are you seeking examples of process and previous outputs for TNA or for the remit of the whole bid (i.e. definition of job roles, competencies, career paths and training requirements)?
To demonstrate competence to provision the whole bid.
6. Will the Training & Development requirements be based on existing Home Office / Civil Service offerings or would you like your partner for this work to provide a view of additional opportunities for progressing each capability?
The prime resopurce will need to be what is available through Civil Service (including GDS Academy). Where other required training is identified, this should simply be identified as such.
7. For the Training & Development requirements, are you just looking for a T&D curriculum for each role or would are you also looking for support in conducting Training Needs Analysis that shows the gap between current and target capability?
The T&D Curriculum
8. Would you like suppliers to include rollout / training on the use of the tools as part of their response?
No thank you
9. In order to pull together a plan for the work, it would be useful to have an idea of the number of discreet roles (e.g. Business Analyst, Problem Manager) and levels (e.g. Senior, Lead) that are in scope. Could you also confirm the number of employees in scope.
We do not require a plan at this stage. Short-listed suppliers will be provided with further information at Request For Proposal stage. We have described all the roles as being in the 'Technical' cluster as described by the cross government framework.