Temporary and Permanent Staffing 2 Framework – Crescent Purchasing

Temporary and Permanent Staffing 2 Framework

Reference:  CA17570

Description:  This process is a re-tender of the current Temporary & Permanent Staffing Framework let by CPC and expiring in July 2026.  CPC intends to put a Framework in place for the supply of temporary and permanent staffing, across education and also the wider public sector. The purpose of this Framework is to give CPC members a compliant route to market. The collective spending power of Members utilising CPC frameworks is harnessed to drive down costs, which often allows for savings delivery which our membership otherwise would be unable to achieve individually.

Total value (estimated)

• £150,000,000 excluding VAT
• £180,000,000 including VAT

Contract dates (estimated)

• 20 July 2026 to 16 July 2029
• Possible extension to 16 July 2030

 

Lot 1 – Academic Roles

Description:  Academic staff in schools and colleges are education professionals responsible for delivering high-quality teaching, supporting student development, and contributing to the academic standards of the institution. They play a central role in creating effective learning environments that promote academic achievement, personal growth, and progression.

Their core responsibilities typically include planning and delivering lessons, assessing student performance, developing curriculum materials, providing academic guidance, and maintaining accurate records of student progress. Academic staff also contribute to pastoral support, safeguarding, and the overall wellbeing of learners.

In colleges, academic staff may also engage in vocational training, industry partnerships, research activity (in some institutions), and programme development aligned with regulatory or awarding body requirements. Beyond classroom teaching, academic staff support institutional objectives through collaboration with colleagues, participation in meetings and quality assurance processes, and adherence to educational standards and policies. Overall, academic staff are essential to ensuring educational excellence, student success, and continuous improvement within schools and colleges.

Academic roles will also cover the Higher Education sector. Examples of roles within this Lot can be seen below:

Academic Roles in Schools

Teaching Roles

• Classroom Teacher (Primary or Secondary)
• Subject Teacher (e.g., Maths Teacher, English Teacher, Science Teacher)
• Special Educational Needs (SEN) Teacher
• Early Years Practitioner
• Supply Teacher

Specialist Academic Support Roles

• Learning Support Teacher
• Literacy or Numeracy Coordinator
• Assessment Coordinator
• Gifted & Talented Coordinator

Academic Roles in Colleges (Further Education & Sixth Form)

Teaching & Lecturing Roles

• Lecturer (e.g., Business Lecturer, Engineering Lecturer)
• Senior Lecturer
• Tutor / Personal Tutor
• Programme Leader
• Course Leader

Vocational & Technical Academic Roles

• Vocational Trainer
• Assessor
• Workshop Instructor
• Skills Coach

Academic Roles in Universities (and any other Higher Education institutions)

• Lecturer
• Senior Lecturer
• Assistant Professor
• Associate Professor
• Professor
• Adjunct Professor
• Professor Emeritus/Emerita
• Research Associate
• Postdoctoral Researcher
• Research Fellow
• Principal Investigator
• Clinical Instructor
• Laboratory Instructor

Lot value (estimated)

• £20,000,000 excluding VAT
• £24,000,000 including VAT

 

Lot 2 – Non-Academic Roles

Description:  There are a variety of areas and roles within these for non-academic roles. Some are education specific whilst other are generic and can be for any public sector organisation. Below are some examples, but this list is not exhaustive.

General

• Cleaner
• Cleaning Supervisor
• Receptionist
• Chef
• PA (e.g. to the Headteacher or a Director)
• Caretaker
• Security
• Bus Driver

Assistant/Administrative Roles

• School Administrator
• Bursar
• Accounts Assistant
• Buying Assistant
• Kitchen Assistant
• Lunchtime Supervisor
• IT Support Technician
• Maintenance Technician
• Systems Administrator
• AV Technician
• Recruitment Administrator
• Learning & Development Coordinator
• Events Coordinator
• Transport Coordinator
• Logistics Assistant

Officer Roles

• Admissions Officer
• Exams Officer
• Attendance Officer
• Academic Advisor
• Examinations Officer
• Finance Officer
• Payroll Officer
• Procurement Officer
• Buying Officer
• Pastoral Support Officer
• Safeguarding Officer
• Behaviour Support Officer
• Welfare Officer
• HR Officer
• Marketing Officer
• Communications Officer
• Graphic designer
• SEO/PPC executive

Manager Roles

• Data Manager
• Office Manager
• School Business Manager
• Quality Assurance Lead
• Learning Resource Centre Manager
• Finance Manager
• Payroll Manager
• Procurement Manager
• Site Manager
• Facilities Manager
• Estate Manager
• Catering Manager
• Network Manager
• HR Manager
• Marketing Manager
• Social Media Manager

Lot value (estimated)

• £20,000,000 excluding VAT
• £24,000,000 including VAT

 

Lot 3 – Executive & Leadership Roles

Description:  These roles can be both within higher education and within alternative public sector organisations. Examples of roles are listed below but are not exhaustive.

• Head of Department (e.g., Head of English)
• Head of Year
• Curriculum Leader
• Assistant Headteacher
• Deputy Headteacher
• Headteacher / Principal
• Head of Faculty
• Curriculum Manager
• Director of Studies
• Vice Principal (Curriculum)
• Principal
• HR Director
• Superintendent
• Dean
• Chancellor
• Vice Chancellor
• Chief Financial Officer (CFO)
• School Board Member
• Trustee
• Chief Operating Officer (COO)
• City Council Chair
• Governor
• Procurement Director
• Police Chief
• Fire Chief
• Transportation Commissioner
• Housing Authority Executive Director
• Chief Executive Officer (CEO)
• Medical Director
• Director of Operations
• Council Leader
• Director of Finance
• Director of Development
• Director of Asset Management

Lot value (estimated)

• £10,000,000 excluding VAT
• £12,000,000 including VAT

 

Lot 4 – Master Vendor

Description:  A master vendor model in temporary and permanent staffing is a recruitment approach where an organisation partners with a primary staffing agency (the master vendor) that takes the lead in filling roles and managing other suppliers. With this model, as opposed to the neutral vendor approach, detailed below as Lot 5, the master vendor will try and fill the vacancy first with their own pool of staff, and then if this is unsuccessful, they will approach other agencies within the tiered model.

Benefits of a master vendor model include:

• Simplified Supplier Management
• Faster Time-to-Hire
• Cost Efficiency & Control
• Scalability & Flexibility
• Better Compliance & Risk Management
• Data & Reporting Insights
• Stronger Supplier Performance Management

Another key benefit of this model is that members can continue to work with incumbent suppliers within the temporary and permanent staffing market by including them within the master vendors tiered model. The master vendor manages the process on behalf of the member.

With the current framework:

• £70,000,000 excluding VAT
• £84,000,000 including VAT

 

Lot 5 – Neutral Vendor

Description:  A neutral vendor model in temporary and permanent staffing is a hiring approach where a member would use a third-party intermediary (the neutral vendor) to manage recruitment suppliers, rather than working directly with multiple agencies. In this scenario, the neutral vendor does not try to fill the role with their own pool of staff and instead utilises the agencies that sit within the tiered model to fill the role.

Benefits of a neutral vendor model include:

• Impartiality: No bias toward any single agency
• Wider talent access: Multiple agencies competing
• Cost control: Standardised rates and invoicing
• Efficiency: One point of contact for all suppliers
• Transparency: Clear tracking of supplier performance

Another key benefit of this model is that members can continue to work with incumbent suppliers within the temporary and permanent staffing market by including them within the neutral vendors tiered model. The neutral vendor manages the process on behalf of the member.

Lot value (estimated)

• £20,000,000 excluding VAT
• £24,000,000 including VAT

 

Lot 6 – Vendor Management System (VMS)

Description:  A vendor Management System is a type of software that helps members to manage their contingent workforce. A VMS can be both internally managed, such as by the members internal HR department, or a Managed Service Provider can run it on behalf of the member. It is anticipated that this Lot will be for an internal requirement and the MSP option would be picked up in Lot 4.

Advantages of a VMS:

• Standardised processes
• Cost control
• Vendor accountability
• Audit-ready compliance
• Real-time workforce data
• Consistent rates
• Full visibility
• No need for emails and spreadsheets

Suppliers applying for this Lot must have a proprietary technology system. Suppliers will not be able to bid for a place on this Lot with a third party, bought-in or white labelled product. Technology suppliers should be able to demonstrate Cyber Essentials Plus or equivalent security compliance.

The VMS must be able to support:

• Multi-agency procurement
• Digital mini-competitions
• Compliance & safeguarding audit trails
• Workforce data aggregation
• Timesheet ? invoice ? MI automation
• Staff bank integration (internal supply pools)
• Cross-organisation deployment (essential, for example, with MATs)

The VMS must be able to provide:

• Real-time market data
• Spend analytics
• Visibility of supply patterns
• Reporting compatible with DfE workforce reform objectives
• Integrate directly with internal supply pools
• Automate rostering
• Provide blended reporting (agency + internal)
• Open APIs (again reinforces the importance of proprietary rather than bought-in VMS systems)
• SSO capability
• Compatibility with mainstream MIS and payroll systems
• Data export standards (CSV, XML, API)

The VMS must align with the following legislation:

• Safer Recruitment in Education (KCSIE, EEA sanctions checks, etc)
• Conduct of Employment Agencies Regulations 2003
• Agency Workers Regulations 2010
• PA23 transparency and auditability
• GDPR and UK data sovereignty requirements

Lot value (estimated):

• £10,000,000 excluding VAT
• £12,000,000 including VAT

 

Enquiry deadline:  1 May 2026, 6:00pm

Tender submission deadline:  15 May 2026, 6:00pm

Award decision date (estimated):  20 July 2026

Award criteria – quality 60% and price 40%

Procedure type:  Open procedure

 

Contracting Authority

Crescent Purchasing Consortium Limited

Procurement House, Leslie Hough Way

Salford

M6 6AJ

Contact name: Katherine Orme

Telephone: 0161 535 0122

Email: k.orme@thecpc.ac.uk

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