The Specification of DDaT Technical Roles

Tender description

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. Expected Contract Length 2 to 3 months Latest start date Monday 1 January 2018 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 Are the Users 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. Work Already 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 Skills & 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 Haves • 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. Work Location Home Office locations in Croydon, London, and Supplier premises Working Arrangments 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 T&Cs Exit Activities / knowledge transfer No. of 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 Evaluation Weighting Technical competence 60% Cultural fit 20% Price 20% Questions from 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.