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GSA Techsource Ltd Bank Chambers 53 Wade Street Lichfield Staffordshire WS13 6HL

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GSA, IT and Healthcare Informatics Recruitment

IT and Healthcare Informatics Recruitment · GSA

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Information technology recruitment and clinical coding recruitment

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<h2><a href="/cm/jobs/it">INFORMATION TECHNOLOGY and CLINICAL CODING</a></h2><h2><a href="/cm/jobs/it">Information Technology</a></h2>Leaders in Information Technology recruitment, with over 30 years' experience delivering IT professionals into the public and private sector, with particular expertise in Development, Testing, Project and Programme Management, Networking, Security and Digital.&nbsp;GSA Techsource works closely, and in partnership, with our clients to deliver on challenging requirements for in-demand skills on both a contract and permanent capacity.&nbsp; We pride ourselves on our ability to go the extra mile to ensure a successful outcome.To help enable this, we have an impressive tech stack including:<ul><li>A market leading timesheet and billing / invoicing system resulting in accurate, timely payment and invoicing, easy approval and simple reporting for all users.&nbsp;</li><li>Industry leading search technology allowing us to search multiple data sources quickly and accurately.</li><li>A powerful CRM with an impressive network of candidates and clients.</li><li>Access to industry leading job boards and candidate databases.</li><li>Electronic signatures for contracts.</li><li>We are Cyber Essentials certified.</li></ul>We can deliver in the public sector via a number of frameworks including RM6277 Non-Medical, Non-Clinical, and RM3749 Public Sector Resourcing.<h2><a href="/cm/jobs/clinical-coding">Clinical Coding</a></h2><div class="wysiwyg">We have focused on the Clinical Coding market for over 13 years, to help satisfy the continued increases in demand we experience from clients across the UK. Starting in 2010, we identified that NHS Trusts across the UK were struggling to recruit high calibre Clinical Coding staff which held significant financial consequences. <a href="\cm\team\tom-blakey">Tom Blakey</a> and the team dedicate their time to speaking and networking with a mixture of Coding Managers and Coding Professionals throughout the UK, across both NHS and Private Sector clients.The service has developed to meet a multitude of needs and as a result, we can be very flexible in how we engage.&nbsp;OUR CAPABILITIES<ul><li>Over 500 registered Clinical Coders, Auditors and Managers</li><li>Relationships with 60+ NHS Trusts, private sector healthcare providers</li><li>Clinical Coding managed services - purchase a set number of days (e.g., 100) to provide ad-hoc fast response coding support when you need it</li><li>Weekend Project support &ndash; if you have limited space during the week we can provide coders at weekends</li><li>Contingent support from 1 day to 12 months</li><li>Off site clinical coding (undertaken remotely)</li><li>Accredited CCS NMNC (RM6160 and RM6277) framework provider</li></ul>Clinical Coding contractors CAN EXPECT:<ul><li>Constant updates of Clinical Coding opportunities available nationally both via our website and via email</li><li>Dedicated support both before and throughout your assignments from GSA Techsource &ndash; whatever your experience level</li><li>Prompt payments via our electronic self-billing timesheet system</li><li>The most competitive pay rates because of our excellent relationships with NHS and Private sector organisations and our honesty with both our clients and candidates</li><li>Complete confidentiality, whatever your present situation<ul><li>If you are unsure about a move into contracting, we are here to help. We can offer weekend or part-time work, allowing you to work alongside a permanent position, or help you in the smooth transition to full time contract clinical coding.</li></ul></li></ul>CLIENTS CAN EXPECT:<ul><li><a data-cke-saved-href="http://www.gsatechsource.com/" href="http://www.gsatechsource.com/" title="www.gsatechsource.com">GSA Techsource</a>&nbsp;to provide fully qualified and compliant Clinical Coding staff with a proven track record at extremely competitive costs</li><li>Accurate and honest information regarding the availability and costs of recruiting Clinical Coding staff</li><li>Expert advice and solutions tailored to each Trust or organisation's requirements</li><li>A single point of contact providing as much assistance as required throughout the recruitment process</li><li>Regular updates of developments within coding and the availability of clinical coding contractors</li></ul>RELATED LINKSNHS Digital - (formerly the Health and Social Care Information Centre) provides up to date Information, Data and IT Services throughout the healthcare sector &ndash;&nbsp;<a data-cke-saved-href="http://www.digital.nhs.uk/" href="http://www.digital.nhs.uk/" title="www.digital.nhs.uk" target="_blank" rel="noopener">www.digital.nhs.uk</a>&nbsp;IHRIM &ndash; An excellent source of information regarding up to date information on legislation, best practice and current developments in the health informatics arena &ndash;&nbsp;<a data-cke-saved-href="http://www.ihrim.co.uk/" href="http://www.ihrim.co.uk/" title="www.ihrim.co.uk" target="_blank" rel="noopener">www.ihrim.co.uk</a>HSJ &ndash; A great source of information for current affairs within the Healthcare sector -&nbsp;<a data-cke-saved-href="http://www.hsj.co.uk/" href="http://www.hsj.co.uk/" title="www.hsj.co.uk" target="_blank" rel="noopener">www.hsj.co.uk</a><a data-cke-saved-href="https://www.facebook.com/groups/451938828196696/" href="https://www.facebook.com/groups/451938828196696/" title="GSA Techsource Clinical Coding Facebook group" target="_blank" rel="noopener">GSA Techsource Clinical Coding Facebook group</a>&nbsp;-&nbsp;<a data-cke-saved-href="https://www.facebook.com/groups/451938828196696/" href="https://www.facebook.com/groups/451938828196696/" title="https://www.facebook.com/groups/451938828196696/" target="_blank" rel="noopener">https://www.facebook.com/groups/451938828196696/</a>Keep an eye on our&nbsp;<a href="/cm/blogs">Blog</a>&nbsp;for Clinical Coding related articles and topics for discussion #ClinicalCoding #ClinicalCoder #NHS #ClinicalData #NCCQ #ACC</div>

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We have an enviable team of consultants with many years of experience under their belts. Feel free to click through their image for a brief bio...

Meet the Team

We have an amazing team with a vast wealth of recruitment experience between them, covering IT and Clinical Coding, in both Contract and Permanent markets. Find out a little more about them here...&nbsp;

About us

Manage your IR35 Process

The IR35 reform deadline date of 6th April 2021 has long passed and the new rules have been well cemented in.&nbsp;GSA Techsource has partnered with Kingsbridge to provide an award winning comprehensive IR35 solution that manages the entire process, from status assessment to process consultation, so you can confidently and compliantly maintain your flexible workforce outside IR35 where applicable.WHAT CAN THE KINGSBRIDGE IR35 STATUS TOOL DO FOR YOU?The Kingsbridge Status Tool provides:<ul><li>Fast, efficient and accurate IR35 assessments</li><li>Access to real time reporting</li><li>IR35 specialists on-hand to assess indeterminate status result</li><li>Interaction with the whole supply chain, including unique circumstances</li><li>The ability to request a manual review irrespective of the result produced by the tool</li></ul>&nbsp;SHOW DOES THE KINGSBRIDGE IR35 STATUS TOOL WORK?The Kingsbridge IR35 Status Tool takes a best-of-both approach, allying a custom-designed automated process - developed by&nbsp;<a data-cke-saved-href="https://go.kingsbridge.co.uk/AndyVessey" href="https://go.kingsbridge.co.uk/AndyVessey" title="Andy Vessey ATT" target="_blank" rel="noopener">Andy Vessey ATT</a>, ex-HMRC, tax advisor, and a leading IR35 specialist who has defended over 500 investigations, most of which he has won - with in-house expert consultancy to provide the quickest, most accurate IR35 status result available.&nbsp;If it&rsquo;s a clear-cut case, the tool then generates an instant determination, as well as a comprehensive report that pulls through the notable positives or negatives of a given engagement, as well as an official Status Determination Statement (SDS) that you can supply to the contractor. If it&rsquo;s a borderline result, the answers given are passed over to one of Kingsbridge&rsquo;s in-house IR35 specialists for further manual review.Kingsbridge is currently the only IR35 status provider on the market to offer a hybrid solution, and we firmly believe that it&rsquo;s the best one-stop-shop to meet all your IR35 business requirements&nbsp;IR35 PROTECT OFFERS ADAPTABLE TRIBUNAL COVER FOR CONTRACTORSIf a role is successfully outside of IR35, it is important to back the assessment with IR35 insurance.Kingsbridge offer a market leading, Zurich underwritten IR35 insurance policy that protects the whole supply chain for up to &pound;100k legal defence costs and &pound;100k tax liability, as well as providing a legal expenses policy.Not only does this insurance protect the contractor in the run up to April 2021, it's also designed to flex come the reform deadline to cover the fee-payer as well. This means that the entire supply chain is protected against the potentially crippling costs of an IR35 enquiry and any tax debts found owing - peace of mind for the contractor, and a safe bet for the fee payer.Find out more about&nbsp;<a data-cke-saved-href="https://go.kingsbridge.co.uk/ir35protectinsurance" href="https://go.kingsbridge.co.uk/ir35protectinsurance" title="IR35 protect here" target="_blank" rel="noopener">IR35 protect here</a>, or speak with one of our consultants to discuss further.<a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

Contract resource, when managed properly, can provide a cost effective, flexible solution to short term project needs, contingent resource problems or in certain cases, longer term specialist business requirements.

Contract Recruitment Services

Contract resource, when managed properly, can provide a cost effective, flexible solution to short term project needs, contingent resource problems or in certain cases, longer term specialist business requirements. We invest personal time with all our clients so that we can provide the right solution on terms that are acceptable at the outset with no hidden charges or nasty surprises.All our contractors undergo a process of assessment, qualification and referencing before we begin the exacting process of measuring their attributes against your needs. Accurate, validated CVs with our own recommendations will help you to select the right candidates for further assessment, while our contractor care programme allows them to focus on the task in hand.Our account managers can advise on market rates for skills, deliver skilled contractors within time and budget, manage any issues as they arise and provide professional contractor services including fully compliant contract documentation approved by APSCO.In addition to contract recruitment we are able to provide the following services:<ul><li>Salary Surveys</li><li>Bespoke Recruitment Campaigns</li><li>Psychometric Testing</li><li>Technical Testing</li><li>Recruitment Process Consultancy</li><li>Contractor Novation</li></ul>To discuss your contract recruitment solution, call us on 01543 250555Alternatively email us on&nbsp;<a data-cke-saved-href="mailto:enquiries@gsatechsource.com" href="mailto:enquiries@gsatechsource.com" title="enquiries@gsatechsource.com" target="_blank" rel="noopener">enquiries@gsatechsource.com</a>.<a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

Traditional daily rate contractors aren't always the right solution. GSA has the flexibility and experience to engage with clients in a number of innovative ways in the delivery of specialist resource.

Managed Recruitment Services

Traditional daily rate contractors aren't always the right solution. GSA has the flexibility and experience to engage with clients in a number of innovative ways in the delivery of specialist resource.If you require project resource, we can tailor a variety of solutions to suit your needs including a deliverables based service, or fixed cost. These solutions can give you better control over your costs and quality with reduced supplier numbers.We also have experience of the transfer of contractors and payroll to help reduce costs and streamline processes, and will be happy to discuss a tailored approach to your recruitment needs.In addition to managed services, we can also offer:<ul><li>Salary Surveys</li><li>Bespoke Recruitment Campaigns</li><li>Psychometric Testing</li><li>Assessment Centres&nbsp;</li><li>Technical Testing</li><li>Recruitment Process Consultancy</li><li>Contractor Novation</li></ul>To discuss our Managed Service solutions, call us on 01543 250555Alternatively email us on mailto:<a data-cke-saved-href="mailto:enquiries@gsatechsource.com" href="mailto:enquiries@gsatechsource.com">enquiries@gsatechsource.com</a>.<a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

The best permanent talent can be very challenging to find and even harder to recruit.

Permanent Recruitment Services

The best permanent talent can be very challenging to find and even harder to recruit. The client is the starting point. We will spend as much time with you as necessary to understand the role, its nature, value and where it fits into your business. We will review recruitment processes, from assessment and selection through to candidate attraction and all the common mistakes in between, to maximise your chances (and ours) of a successful outcome.We know where to locate the right candidates, how to attract them and how to partner you in managing and controlling an effective, professional recruitment campaign, casting you and us in the best possible light.In addition to permanent recruitment we are able to provide the following services:<ul><li>Salary Surveys</li><li>Bespoke Recruitment Campaigns</li><li>Psychometric Testing</li><li>Assessment Centres&nbsp;</li><li>Technical Testing</li><li>Recruitment Process Consultancy</li><li>Contractor Novation</li></ul>To discuss how we can deliver your permanent recruitment needs, call us on 01543 250555&nbsp;or&nbsp;<a data-cke-saved-href="mailto:enquiries@gsatechsource.com" href="mailto:enquiries@gsatechsource.com" title="email us" target="_blank" rel="noopener">email us</a>.<a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

“GSA Techsource have managed numerable searches across a variety of roles. They clearly grasp our requirements and ensure only worthy CVs are sent for consideration. They are very responsive and deliver great results.” Head of QA, Northgate

What Do Our Clients Say

<blockquote>"I have worked with Lauren and the team at GSA now for 18 months and it truly has been one of the most collaborative recruitment agencies I've worked with. The team are responsive, approachable and honest, which are qualities both me and my managers find important.&nbsp; They have a wealth of knowledge in the sector and I always appreciate their input on the recruitment market. Not only that but they are a great bunch to work with personally so thanks team!" Charlotte Bliss, People Partner, Inspired Gaming Group&nbsp;&ldquo;GSA Techsource have managed numerable searches across a variety of roles. They clearly grasp our requirements and ensure only worthy CVs are sent for consideration. They are very responsive and deliver great results.&rdquo;&nbsp;Head of QA, Software Services Company</blockquote>&ldquo;After 16 years, GSA Techsource continues to be our key supplier for contract and permanent IT resource and I would estimate that they successfully fill 4 out of every 5 requirements within the business. They understand the IT market and have a high degree of expertise within the technologies that we deploy.&nbsp;We receive small numbers of relevant CVs and in the majority of cases hire from the original short-list, which is what matters most to me, managing a team within a pressured, high transaction environment.&rdquo;&nbsp;UK Development Manager, Global Stationery Supplier<blockquote>GSA Techsource have been our preferred recruitment provider for the last 6 years. During this time they have successfully filled the majority of contract and permanent positions for iTradeNetwork. They have gained a good understanding of our business needs, and are able to take a high level brief and use this in order to present us with good candidates. They are ethical and easy to work with. They remain flexible, being prepared to engage on our projects in ways that suit our business.&nbsp;IT Director, Supply Chain solutions developer&nbsp;</blockquote>I have experienced GSA Techsource as an NHS Manager looking to recruit technical staff within the NHS, at Chelsea and Westminster Hospital. It was clear that they knew the type of staff that we were looking for and had access to an excellent pool of those staff. At every stage of the recruitment process GSA Techsource were professional, courteous and exercised due diligence in selecting potential contractor staff. They never needed chasing and made all the necessary arrangement for vetting checks and interviews. I always felt that they truly understood the unique requirements of the NHS. I would have no hesitation in recommending them to other NHS Trusts.&nbsp;Service Desk Manager, NHS Foundation Trust, London<blockquote>In the 12 months we have worked with GSA I have been very happy with the service provided by the company. The service is very responsive and the quality of the contractor we currently use from GSA has been exceptional.&nbsp; What has impressed me most about GSA is the professional way in which they have supported us and deal quickly with our requests but without the constant barrage of emails and calls which other agencies seem to employ. I actually feel they listen to what we really want.&nbsp;Head of Business Intelligence, Community NHS Trust</blockquote>We had been using other agencies for a number of years, and had managed to recruit a permanent team but needed a couple of months&rsquo; cover during the transition period.&nbsp;Tom introduced us to 2 candidates, both of whom I considered to be of the standard required. Tom arranged for them to come in for tests and this went very smoothly and the person we recruited has proved a good team player and an excellent coder. I was also favourably impressed by the daily rate.&rdquo;&nbsp;​Clinical Coding Team Leader, NHS Foundation Trust, London<blockquote>We contacted Tom and GSA Techsource when we needed some Clinical Coding support to our Clinical Coding department while trying to recruit on a permanent basis. Upon Tom taking a detailed job description of what we were looking for as well as a good description of the team environment that we have within the department, Tom immediately came back with 2 candidates that both matched the specification we were looking for as they both had extensive Clinical Coding experience and equally as important they were both available at short notice and where at extremely competitive prices.&nbsp;We decided to recruit both the candidates, one starting just three days after we approached Tom with the need to bring in additional support. Both candidates provided us with the support we needed within the Clinical Coding department and also fitted in extremely well within the department.&nbsp;I would have no hesitation recommending Tom and GSA Techsource for providing staff into Clinical Coding departments as they quickly developed an understanding of what we were looking for and provided an excellent solution.&nbsp;Clinical Coding Team Manager, NHS Foundation Trust, Birmingham<a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a></blockquote>

GSA Techsource supplies a large range of staff into the Public Sector. Our experienced team specialises in delivering the best candidates for a variety of exciting opportunities.

Public Sector Clients

GSA Techsource supplies a large range of staff into the Public Sector. Our experienced team&nbsp;specialises in delivering the best candidates for a variety of exciting opportunities.Due to our expertise in this area, we have been appointed to the following Government&nbsp;frameworks delivering to the NHS and Central Government departments:<ul><li>Crown Commercial Services NMNC (Non-Medical, Non-Clinical) RM6160 and RM6277</li><li>Public Sector Resourcing (PSR)</li><li>Digital Outcomes and Specialists&nbsp;</li></ul>Through the&nbsp;NMNC&nbsp;framework,&nbsp;we deliver to a large number of NHS trusts across multiple disciplines but with a primary focus on&nbsp;<a href="\cm\jobs\clinical-coding">Clinical Coding</a> and Healthcare Informatics. If you wish to discuss filling your contract requirements via the NMNC framework or other route, please contact <a href="\cm\team\tom-blakey">Tom Blakey</a>&nbsp;on 01543 250555 or&nbsp;<a href="mailto:tom.blakey@gsatechsource.com?subject=nmnc%20enquiry">email</a>.&nbsp;Through PSR and Digital Outcomes &amp; Specialists we supply contract and interim resource to multiple Central Government departments including the MOD, MOJ, DWP, HMRC, DVLA, NHS, Defra, HM Treasury, FCO, Cabinet Office, PM's Office, CPS, Department for Business, Department for Education, Department for Transport, TFL, and the Department for International Affairs. Recruitment through PSR requires specialist knowledge and onboarding and we are position to offer a streamlined and efficient service via the framework to fulfil your recruitment needs. If you wish to discuss your requirements and how we can assist you via the framework please contact <a href="\cm\team\anya-jones">Anya Jones</a> on 01543 250555 or <a href="mailto:anya.jones@gsatechsource.com?subject=PSR%20enquiry">email.</a><a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

GSA have a fully integrated, cloud based timesheet, invoicing and payroll system making it simple to approve timesheets and manage invoicing for both clients and contractors. 

GSA Timesheet System

GSA have a fully integrated, cloud based timesheet, invoicing and payroll system making it simple to approve timesheets and manage invoicing for both clients and contractors.&nbsp;Timesheets are submitted simply and quickly, available for immediate approval. We use a <a href="/cm/candidates/guide-to-self-bill-invoicing">self billing</a> invoice system, so invoices exactly match approved timesheets removing any errors that may delay payroll.&nbsp;Our clients are invoiced accurately, with any required PO information, and timesheet information, attached to the invoiceFor all current users, click <a data-cke-saved-href="http://timesheets.gsatechsource.com" href="http://timesheets.gsatechsource.com/">here&nbsp;</a>to login.<a href="\cm\employers\manage-your-ir35-process">Manage Your IR35 Process</a> / <a href="\cm\employers\contract-recruitment-services">Contract Recruitment Services</a> / <a href="\cm\employers\managed-recruitment-services">Managed Recruitment Services</a> / <a href="\cm\employers\permanent-recruitment-services">Permanent Recruitment Services</a> / <a href="\cm\employers\public-sector-clients">Public Sector Clients</a> / <a href="\cm\employers\upload-vacancy">Submit A Vacancy</a>

Please use the form below or call us on 01543 250 555

Submit a Vacancy

We would love the opportunity to discuss how we can help fill your requirements or assist with any recruitment questions you might have. Please use the form below or call us on 01543 250 555 to discuss our services and how we can help build your team.

Clients

Working with some of the most exciting organisations in the UK, GSA Techsource has been supplying specialist contractors for over 20 years

Contracting Through GSA Techsource

Why Contract Through GSA?Working with some of the most exciting organisations in the UK, GSA Techsource has been supplying specialist contractors for over 25 years; we know the importance of treating our contractors well so we ensure that our processes, from the raising and signing of contracts to paying our contractors on time, run as smoothly and efficiently as possible.By securing your contract through GSA, you will benefit from<ul><li>A monthly payroll service, paid promptly by BACS&nbsp;</li><li>Published, clear payment schedule &ndash; if we have your invoice and your approved timesheets, you will be paid on time</li><li>On-line time-sheet and payslip system</li><li>On-line signing of contracts &ndash; these can be raised, signed and countersigned within minutes.</li><li>Professional contracts and access to legal advice, approved by APSCO</li><li>Links to umbrellas companies and advice on company formation</li><li>Market information to advise on roles, skills and pay rates&nbsp;</li><li>Dedicated support &ndash; we will deal with problems and queries promptly and courteously</li><li>Access to industry leading IR35 insurance and status determination processes where applicable.</li></ul>We value ongoing&nbsp;<a href="/cm/feedback">feedback</a>&nbsp;from our contractors and clients alike, and take suggestions for improvements seriously. Listening to comments, good or bad, allows us to deliver the best service we can.<a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

Your CV is an extremely important document. It is your first opportunity to ‘sell’ yourself to a prospective employer – it needs to be accurate, clear, concise and professional. 

How to write a professional CV

<h4>Your CV is an extremely important document. It is your first opportunity to &lsquo;sell&rsquo; yourself to a prospective employer &ndash; it needs to be accurate, clear, concise and professional.&nbsp;</h4>If a CV has a poor layout, is full grammatical errors, and riddled with spelling mistakes, it can be enough to turn a reader off, no matter how good your skills are.Keep colours to a minimum (ideally don't use colour), and keep your fonts consistent. It&rsquo;s always a good idea to use mainstream fonts to ensure the reader sees the CV as it was intended to look.Let&rsquo;s start with the basic structure. The length of a CV is always a contentious point and 2 pages is often stated as the ideal. However, job mobility over recent years means CVs often contain details of several roles and even if only briefly described, 2 pages are soon filled. It is perhaps sensible to aim for 3-4 pages max - much more than this and the reader is very unlikely to read the document in its entirety.There is no right or wrong layout, but the following is a good place to start:In the&nbsp;CV heading&nbsp;you can write your general information:&bull; Name&bull; Surname&bull; Local address&bull; E-mail address&bull; Phone number(s)CV Skills Summary (not summery!) This is the place to catch the readers' attention with your primary skills &ndash; you don&rsquo;t need to go into great length about each. The skills summary is also often referred to as a personal (not personnel!) profile.CV Objective&nbsp;If you have a specific aim in your job move, it is worth adding this under your objectives ie "What is the next step in my career?" This should be a short, concise statement that informs the employer what kind of position you are looking for. The type of position, the role (managerial, supervisor, contractor) should be included as well.Professional or Work Experience description on your CV&nbsp;This section includes any work experience that you have in the field you are applying for. Even if the post was unpaid, voluntary, summer job, internship, co-op experience or extracurricular activity it is worth including - always try to explain any gaps in your CV and state whether your roles were permanent, contract, part time etc Each job detail should include this basic information:&bull; Name of organization.&bull; Title of position&bull; Length you held the post (dates)&bull; ResponsibilitiesAlso include languages (spoken/written/understood).Education on your CV&nbsp;List all of your qualifications in this section. Include certifications from non-academic institutions, especially those that are related to the job vacancy.The Activities and Interests Section in your CV&nbsp;Views differ regarding the inclusion of hobbies and interests as it is possible to both interest and alienate a reader. Any activities that you do in your free time, can be related to your job or give the reader a feeling of team work or motivation. Participating in student activities, professional associations or enthusiast clubs shows leadership qualities. Leave out any activities related to politics, religion or controversial topics as these can easily alienate the reader.CV References&nbsp;If you have references that you are willing to provide you can either include them in the end of the CV or state &lsquo;References Available Upon Request&rsquo;Finally, check, check and check again. Don't just rely on spell checker - for example,&nbsp;a homonym won't always be picked up as it maybe spelled correctly but is the wrong word being used, as in the example above - summery vs summary!<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> /&nbsp;<a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

You’ve bagged an interview for your dream job, and you’re the best candidate by a mile.

How to succeed at interview

You&rsquo;ve bagged an interview for your dream job, and you&rsquo;re the best candidate by a mile. But forget any ideas you might have about your abilities shining through of their own accord. Interviewing well is a skill like any other, and it takes knowledge, commitment and hard work to come out on top. Remember, every employer is going to ask themselves two things about you: Are you qualified for the job? Are you enthusiastic? Taking the time to prepare a perfect interview will successfully answer both these questions.Dress to impressFace to face or remote, if you look untidy, that&rsquo;s how you&rsquo;ll be remembered. If in doubt, it&rsquo;s always better to be too smart than too laid back. Wearing a suit or a smart dress sounds obvious, but you wouldn&rsquo;t believe the number of candidates who turn up in jeans and t-shirt, either virually or in person. It sounds patronising telling someone to dress smart, but a lot of people coming out of school or university just aren&rsquo;t interview-savvy. Occasionally casual is ok, but check with your recruitment consultant first to see what is expected.Prepare, prepare, prepare!List likely questions in advance. Memorise your answers. Check the time and place of your interview. Find out how to get there - do a dry run if necessary. Research the company you want to work for. Research the person interviewing you - a rudimentary search on the net might throw up some useful information.Get physicalNever underestimate the importance of a firm, confident handshake and positive body language. Employers have been known to turn down a candidate because they slouched in their chair. You have to look keen and engaged, so mirror the body language of the person interviewing you, lean in towards them at times and don&rsquo;t cross your arms. Always accept a glass of water, it can create a useful barrier during an uncomfortable question and buy you a few crucial seconds while you take a sip. But never take a biscuit &mdash; they&rsquo;ll often try to throw you with a difficult question the moment you take a big bite!Use examplesIt&rsquo;s no good just using abstract terms to talk about how organised or efficient you are. Prepare some examples from your past experience to immediately back up your claims. Emphasise what unique talents you&rsquo;ll be bringing to the company. Don&rsquo;t go too far though - pretending you&rsquo;re some kind of superhero will make you hard to relate to. Show humility - talk about an area you&rsquo;ve struggled at, and the way you overcame the problem.Always be positiveWhen you&rsquo;re asked why you&rsquo;re moving on, don&rsquo;t start slagging off your old boss. A lot of industries are very close knit and you may be insulting the interviewer&rsquo;s friend. Think of positive reasons &mdash; make it all about the new company, your new career prospects and your ambition to succeed. Prepare at least 15 questions to ask at the end &ndash; five about the role, five about the company, and five specifically about the interviewer. It seems a lot, but you&rsquo;ll find most of your prepared questions will be answered during the course of the interview, and they&rsquo;re crucial for showing your interest in the role.Ending the interviewAt the end, try asking if they have any reservations about you &ndash; this will give you the perfect opportunity to give an immediate riposte to their concerns and provide you with a clean finish to the interview.<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

What is competency based interviewing and what should I expect in the interview?

A Guide to Competency Based Interviews

What is competency based interviewing and what should I expect in the interview?Behavioural or competency based interviews are a style of interviewing used by organisations in order that a candidate can best show how they would demonstrate certain behaviours/skills in the workplace; by answering questions about how you have reacted to and dealt with previous work place situations. The idea being that by looking at past experience a potential employer can predict future behaviour. A competency is something that can be measured and is now commonly used, not only in interviews and through other aspects of the assessment process but also in appraisals and training.<img src="/static/imglib/15a8c37a-ac02-4340-bf11-7ccc4a394bb1.jpeg" height="177" width="345" alt="Competency Based Interviews" title="Competency Based Interviews" />During the interview itself you will be asked to give an example of a situation or task that led you to take a certain course of action.The interview questions maybe slightly different to the style you may be used to. They will tend to focus on past situations and your behaviour in those situations.Questions are likely to start with:"Please give me an example of when. .&rdquo; or "Tell me about an occasion..." etc.In responding to a competency-based question, the most important principle is therefore to:Give a real example that actually happened to you&nbsp;- don't talk in broad terms about how you generally tackle those sorts of situations. Talk about a specific example. Be specific, not general or vague.When answering, remember that the interviewer wants to know what YOU as an individual delivered and achieved, so avoid over-using examples of &lsquo;we&rsquo;.Once you have talked about your example, the interviewer will probably ask you further probing questions to get a deeper understanding of what you did.So, the second key principle is:Be ready to talk about your example in a lot of detail.These probing questions will then be used to determine the course of action you took and what changes were created by those actions and the effects of those actions on others (which is key to remember when discussing your answer).Don't describe how you would behave. Describe how you did actually behave. If you later decided you should have behaved differently, explain this. The employer will see that you learned something from experience. When answering competency style questions it is best to adopt the STAR model, which will allow you to structure your answer in a logical and concise manner.Situation&nbsp;&ndash; Describe the situation/problem you were faced with (try and keep your examples recent)Task&nbsp;&ndash; what did you have to do?Action&nbsp;&ndash; what action did you take and why. Were there any challenges/obstacles and how did you overcome them?Results&nbsp;&ndash; highlight the outcomeDescribe the&nbsp;Situation and the&nbsp;Task briefly. Most of your answers should focus on&nbsp;Action and&nbsp;Results; applying the who (you), what, when, where, why and how model often used in journalism to answer all the relevant questions that will keep you focused and make your description more interesting.Preparing for a competency-based interviewFirst of all reread your CVThe best way to identify what competencies the organisation is likely to require is to review the job description and discuss this further with your Consultant who will be able to advise you.For each competency being measured try to think of specific examples of when you have evidenced those behaviours but do not prepare specific answers prior to your interview as this is likely to mean that you provide answers that do not fully answer the question. A common mistake made is for the candidate/interviewee to prepare so rigidly that they are only prepared for one specific question per competency; the mistake being that the question prepared for is not the question asked.It is obviously important that you listen to the question put to you and answer it rather than one that you guessed might be asked.You may find it helpful to run through some competency examples with a friend or colleague prior to your interview.Examples of competency or behavioral interview questions:&bull; Describe a time when you were faced with problems or stresses at work that tested your coping skills. What did you do?&bull; Give an example of a time when you had to be relatively quick in coming to a decision.&bull; Give me an example of an important goal you had to set and tell me about your progress in reaching that goal.&bull; Describe the most creative work-related project you have completed.&bull; Give me an example of a problem you faced at work, and tell me how you solved it.<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

GSA have a fully integrated, cloud based timesheet, invoicing and payroll system making it simple to approve timesheets and manage invoicing for both clients and contractors.&nbsp;Timesheets are submitted simply and quickly, available for immediate approval. We use a <a href="/cm/candidates/guide-to-self-bill-invoicing">self billing</a> invoice system, so invoices exactly match approved timesheets removing any errors that may delay payroll.&nbsp;Our clients are invoiced accurately, with any required PO information, and timesheet information, attached to the invoiceFor all current users, click <a data-cke-saved-href="http://timesheets.gsatechsource.com" href="http://timesheets.gsatechsource.com/" target="_blank" rel="noopener">here&nbsp;</a>to login.<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

Over 99% of our contractors have a Self Billing agreement with us, enabling prompt, accurate invoicing, and therefore, prompt, accurate payments!

Guide to Self Bill Invoicing

<h4>100% of our contractors have a Self Billing agreement with us, enabling prompt, accurate invoicing, and therefore, prompt, accurate payments!</h4>What is Self Billing?&nbsp;Self billing is an arrangement between a contractor&rsquo;s Limited or Umbrella Company (Supplier) and their Customer (GSA Techsource Ltd) where GSA prepares a contractor&rsquo;s (supplier&rsquo;s) invoice and sends it to the contractor (supplier). It means your Limited Company will no longer need to create or send an invoice to GSA. Simply, once your timesheets / expenses have been authorised, our system will generate and send the invoice to you followed by payment. It&rsquo;s a much simpler process with far less room for error. Just ensure your timesheet is correct.What are the benefits?No need to produce an invoiceLess administration for everyoneIt removes any margin for error as the invoices are automatically created from the approved timesheets/expenses.Who makes the rules on Self Billing?HM Revenue &amp; Customers (HMRC). You can find this on the&nbsp;<a data-cke-saved-href="http://www.hmrc.gov.uk" href="http://www.hmrc.gov.uk/">HMRC website</a>. Just search for &lsquo;self-bill&rsquo;.Does self billing impact on my IR35 position?Self-billing has no impact on your contractual or commercial arrangements between GSA and your Limited Company and has no impact on IR35 considerations. In HMRC&rsquo;s description of self billing, it is a clear customer / supplier relationship.Is it a standard invoice?The invoice format is a standard format that conforms to HMRC regulations showing all the required information. The invoice will show full timesheet detail (and expenses where applicable).The company has changed its VAT registration number. What do I need to do?If your company has changed its VAT registration number or recently become registered you will need to send us a copy of the new VAT certificate, we will then provide you with a new Self-Billing agreement.The Limited Company has changed its name. What do I need to do?If the Company has changed its name BUT maintained the same VAT number, send us a copy of the change of name certificate issued by the Registrar of Companies. There is no need to sign a new Self Billing agreement. However if both the name AND the VAT number have changed you will also need a new Self Billing agreement.My Company is no longer VAT registered.If your company de-registers then you will need to inform us and complete a new Self Billing agreement.My system is set up to provide invoices. How will I cope with self bill invoices?Instead of providing your own invoices, you can use the self bill invoices as part of your Limited Company&rsquo;s accounting records. This is accepted by HMRC for VAT purposes. However, we recognise that you may have your own system to provide invoices. If you want to continue to do this, we suggest you produce your invoice but do not send it to us; instead attach it to the self bill invoice for your own records.<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

GSA Techsource supplies a large range of staff into the Public Sector. Our experienced team specialise in delivering the best candidates for a variety of exciting opportunities.

Public Sector Opportunities

GSA Techsource supplies a large range of staff into the Public Sector. Our experienced team&nbsp;specialise in delivering the best candidates for a variety of exciting opportunities.Due to our expertise in this area, we have been appointed to the following Government&nbsp;frameworks delivering to the NHS and Central Government departments:<ul><li>Crown Commercial Services NMNC (Non-Medical, Non-Clinical) RM6277</li><li>Public Sector Resourcing (PSR)</li><li>Digital Outcomes and Specialists&nbsp;</li></ul>Through the&nbsp;NMNC framework RM6277,&nbsp;we deliver to a large number of NHS trusts across multiple disciplines but with a primary focus on&nbsp;Clinical Coding&nbsp;and&nbsp;Healthcare Informatics. If you wish to discuss opportunities accessed via the NMNC framework or wish to discuss your contract recruitment requirements, please contact&nbsp;<a href="\cm\team\tom-blakey">Tom Blakey</a>&nbsp;on 01543 250555 or&nbsp;<a href="mailto:tom.blakey@gsatechsource.com?subject=nmnc%20enquiry">email</a>.Through&nbsp;PSR&nbsp;and&nbsp;Digital Outcomes&nbsp;and Specialists we have access to some of the most exciting and challenging contract opportunities across a variety of Central Government departments including the MOD, MOJ, DWP, HMRC, DVLA, NHS, Defra, HM Treasury, FCO, Cabinet Office, PM's Office, CPS, Department for Business, Department for Education, Department for Transport, TFL, and the Department for International Affairs. Recruitment through CL1 and PSR requires specialist knowledge and onboarding and is often the only route to work in the roles that we deliver via the framework. If you wish to discuss opportunities accessed via these frameworks please contact <a href="\cm\team\anya-jones">Anya Jones</a> on 01543 250555 or <a href="mailto:anya.jones@gsatechsource.com?subject=PSR%20enquiry">email</a>, or alternatively,&nbsp;<a href="\cm\candidates\submit-cv">register your details here</a>.<a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/off-payroll-in-the-public-and-private-sectors-ir35">Off-Payroll Guide</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>

Are you working in a role ‘deemed as being inside IR35’?

Off Payroll in the Public and Private Sectors (IR35)

Are you working in a role &lsquo;deemed as being inside IR35&rsquo;?Below you will find a brief explanation of the impact of the Off Payroll (IR35) legislation, and how it may affect the way you work. This is commonly referred to as IR35 &ndash; in fact, IR35 rules have not changed, just who makes the decision whether it applies to an assignment, and the way payments are made thereafterThe government announced changes from April 2017 for the Public Sector, and April 2021 (postponed from April 2020)&nbsp;which affect the operation of Personal Service Companies (PSCs / your own Ltd company). End clients will become responsible for deciding if rules (called &lsquo;IR35&rsquo;) apply. For contracts that are deemed to fall inside IR35, the agency will have to collect PAYE tax and NI (Employee&rsquo;s and Employer&rsquo;s) at source.This is a change for workers operating through a PSC who currently manage their own tax and NI payments. Those working through an Umbrella will not be affected as these deductions are already made at source. So what does this mean for you if IR35 applies?If you work as a PSC, this won't necessarily stop you doing so, but because now agencies will have to deduct tax and NI before making a payment to you, you need to think through your options carefully. The benefits to you of working through a PSC will vary based on your personal circumstances and need to be weighed up against the costs of running these arrangements. So what are your options with GSA Techsource?<ul><li>You can&nbsp;continue to operate via your PSC, however your payments will have Tax and NI deductions made when you work in the public sector when deemed inside IR35</li></ul><ul><li>You can&nbsp;transfer to a compliant umbrella company as they are unaffected by these changes.</li></ul>Why do the pay rates differ for Umbrella and PSC?One of the most confusing aspects of these changes is that each of these two options will have a different pay rate, which is due to the timing of the deduction of Employer&rsquo;s National Insurance.<ul><li>An umbrella pay rate will always be higher as the deduction of Employer&rsquo;s NI is made by the umbrella from the pay rate to them. They will also then deduct PAYE and Employee&rsquo;s NI.</li><li>When paying a PSC, GSA Techsource Ltd must submit Employer&rsquo;s NI directly to HMRC before payment is made to the PSC (ie before the quoted pay rate). This Employer&rsquo;s NI is essentially the difference between the Umbrella pay rate and the PSC/Ltd Company pay rate. PAYE and Employee&rsquo;s NI are then deducted before payment is made to the PSC.</li></ul>The table below illustrates the different order of deductions for the two models:(NB. the figures are purely for the purpose of this example and are not indicative of actual NI or pay rates)<table border="1" cellspacing="0" cellpadding="0"><tbody><tr><td>UMBRELLA</td><td>&nbsp;</td><td>PSC (YOUR LTD COMPANY)</td></tr><tr><td>Quoted Umbrella Pay Rate&nbsp;&pound;300</td><td>&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;&nbsp;</td><td>Employer&rsquo;s NI submitted to HMRC &pound;40</td></tr><tr><td>Less Employer&rsquo;s NI deducted (&pound;40)&nbsp;&pound;260</td><td>&nbsp;</td><td>Quoted PSC pay rate &pound;260</td></tr><tr><td>Less PAYE and Employee&rsquo;s NI</td><td>&nbsp;</td><td>Less PAYE and Employee&rsquo;s NI</td></tr><tr><td>Net take home pay</td><td>&nbsp;</td><td>Net take home pay (plus VAT on full PSC pay rate if VAT applicable</td></tr></tbody></table>It is worth noting that if IR35 had applied to your assignment before these changes, your net pay would be calculated in the same way as above. The only difference is that your PSC would have paid over the Employer&rsquo;s NI from what would have appeared to be a higher pay rate, whereas the agency now does this as the &lsquo;deemed employer&rsquo; before the pay rate is applied.You will also find that this income does not apply for corporation tax, so all is not quite as negative as it seems.To understand the impact on you for both models, we recommend speaking to your accountant or visiting www.listentotaxman.com as we cannot advise on the final take-home figures for either model, as this will depend on your personal circumstances. However, generally, the difference may only be marginal.If you require more detailed information on this legislation, please view the government&rsquo;s own guidance here:​<a data-cke-saved-href="https://www.gov.uk/guidance/understanding-off-payroll-working-ir35" href="https://www.gov.uk/guidance/understanding-off-payroll-working-ir35" title="https://www.gov.uk/guidance/understanding-off-payroll-working-ir35" target="_blank" rel="noopener">https://www.gov.uk/guidance/understanding-off-payroll-working-ir35</a><a href="\cm\candidates\contracting-through-gsa-techsource">Contracting Through GSA</a> / <a href="\cm\candidates\how-to-write-a-professional-cv">How to Write a CV</a> / <a href="\cm\candidates\how-to-succeed-at-interview">How to Succeed at Interview</a> / <a href="/cm/candidates/a-guide-to-competency-based-interviews">Competency Based Interviews</a> / <a href="/cm/candidates/guide-to-self-bill-invoicing">Self Bill Invoicing</a> / <a href="/cm/candidates/public-sector-opportunities">Public Sector Opportunities</a> / <a href="/cm/candidates/submit-cv">Submit CV</a>&nbsp;

Submit CV

If you would like to submit you CV to GSA but haven't seen a specific job to apply to, then you're on the right page. Please sumbit your details here and we'll be in touch to let you know how we can help.

Candidate

Candidates

Tom has focused on the Clinical Coding market for over 14 years, to help satisfy the continued increases in demand we experience from clients

Clinical Coding Contract Recruitment

We have focused on the Clinical Coding market for over 14 years, to help satisfy the continued increases in demand we experience from clients across the UK. Starting in 2010, we identified that NHS Trusts across the UK were struggling to recruit high calibre Clinical Coding staff which held significant financial consequences. <a href="\cm\team\tom-blakey" target="_blank" rel="noopener">Tom Blakey</a> and the team dedicate their time to speaking and networking with a mixture of Coding Managers and Coding Professionals throughout the UK, working across both NHS and Private Sector clients.The service has developed to meet a multitude of needs and as a result, we can be very flexible in how we engage.&nbsp;OUR CAPABILITIES<ul><li>Over 500 registered Clinical Coders, Auditors and Managers</li><li>Relationships with 60+ NHS Trusts, private sector healthcare providers</li><li>Clinical Coding managed services - purchase a set number of days (e.g., 100) to provide ad-hoc fast response coding support when you need it</li><li>Weekend Project support &ndash; if you have limited space during the week we can provide coders at weekends</li><li>Contingent support from 1 day to 12 months</li><li>Off site clinical coding (undertaken remotely)</li><li>Accredited CCS NMNC (Crown Commercial Services Non Medical, Non Clinical) framework provider (RM6160 and RM6277)</li></ul>CLINICAL CODING CONTRACTORS CAN EXPECT:<ul><li>Constant updates of Clinical Coding opportunities available nationally both via our website and via email</li><li>Dedicated support both before and throughout your assignments from GSA Techsource &ndash; whatever your experience level</li><li>Prompt payments via our electronic self-billing timesheet system</li><li>The most competitive pay rates because of our excellent relationships with NHS and Private sector organisations and our honesty with both our clients and candidates</li><li>Complete confidentiality, whatever your present situation</li></ul>CLIENTS CAN EXPECT:<ul><li><a data-cke-saved-href="http://www.gsatechsource.com/" href="http://www.gsatechsource.com/" title="www.gsatechsource.com">GSA Techsource</a>&nbsp;to provide fully qualified and compliant Clinical Coding staff with a proven track record at extremely competitive costs</li><li>Accurate and honest information regarding the availability and costs of recruiting Clinical Coding staff</li><li>Expert advice and solutions tailored to each Trust or organisation's requirements</li><li>A single point of contact providing as much assistance as required throughout the recruitment process</li><li>Regular updates of developments within coding and the availability of clinical coding contractors</li></ul>RELATED LINKSNHS Digital - (formerly the Health and Social Care Information Centre) provides up to date Information, Data and IT Services throughout the healthcare sector &ndash;&nbsp;<a data-cke-saved-href="http://www.digital.nhs.uk/" href="http://www.digital.nhs.uk/" title="www.digital.nhs.uk" target="_blank" rel="noopener">www.digital.nhs.uk</a>&nbsp;IHRIM &ndash; An excellent source of information regarding up to date information on legislation, best practice and current developments in the health informatics arena &ndash;&nbsp;<a data-cke-saved-href="http://www.ihrim.co.uk/" href="http://www.ihrim.co.uk/" title="www.ihrim.co.uk" target="_blank" rel="noopener">www.ihrim.co.uk</a>HSJ &ndash; A great source of information for current affairs within the Healthcare sector -&nbsp;<a data-cke-saved-href="http://www.hsj.co.uk/" href="http://www.hsj.co.uk/" title="www.hsj.co.uk" target="_blank" rel="noopener">www.hsj.co.uk</a><a data-cke-saved-href="https://www.facebook.com/groups/451938828196696/" href="https://www.facebook.com/groups/451938828196696/" title="GSA Techsource Clinical Coding Facebook group" target="_blank" rel="noopener">GSA Techsource Clinical Coding Facebook group</a>&nbsp;-&nbsp;<a data-cke-saved-href="https://www.facebook.com/groups/451938828196696/" href="https://www.facebook.com/groups/451938828196696/" title="https://www.facebook.com/groups/451938828196696/" target="_blank" rel="noopener">https://www.facebook.com/groups/451938828196696/</a>Keep an eye on our&nbsp;<a data-cke-saved-href="http://www.gsatechsource.com/blog" href="/cm/blog" title="Our blog">Blog</a>&nbsp;for Clinical Coding related articles and topics for discussion #ClinicalCoding #ClinicalCoder #NHS #ClinicalData #NCCQ #ACCPLEASE NOTE THAT NOT ALL OUR JOBS ARE ADVERTISED. If you are interested in Clinical Coding work, either full or part time, but do not see a role that interests you, please get in touch. We will be happy to discuss current requirements or actively search for a suitable role if required.

GSA Clinical Coding jobs · GSA

Clinical Coding

Find jobLeaders in Information Technology recruitment, with over 30 years' experience delivering IT professionals into the public and private sector, with particular expertise in Development, Testing, Project and Programme Management, Networking, Security and Digital. s in IT here

Information Technology Recruitment

Leaders in Information Technology recruitment, with over 30 years' experience delivering IT professionals into the public and private sector, with particular expertise in:Development (C#, C++, Java, VB.Net etc), Testing (manual, automated), Project and Programme Management, Networking (Cisco, Juniper etc), Security and Digital/Web.&nbsp;GSA Techsource works closely, and in partnership, with our clients to deliver on challenging requirements for in-demand skills on both a contract and permanent capacity.&nbsp; We pride ourselves on our ability to go the extra mile to ensure a successful outcome.To help enable this, we have an impressive tech stack including:<ul><li>A market leading timesheet and billing / invoicing system resulting in accurate, timely payment and invoicing, easy approval and simple reporting for all users.&nbsp;</li><li>Industry leading search technology allowing us to search multiple data sources quickly and accurately.</li><li>A powerful CRM with an impressive network of candidates and clients.</li><li>Access to industry leading job boards and candidate databases.</li><li>Electronic signatures for all contracts.</li><li>We are Cyber Essentials certified.</li></ul>We can deliver in the public sector via a number of frameworks including RM6277 Non-Medical, Non-Clinical, and RM3749 Public Sector Resourcing.Please note that not all our jobs are advertised. If you are interested in finding a new role, but do not see a role that interests you, please get in touch. We will be happy to discuss current requirements or actively search for a suitable role if required.

IT Jobs, Information Technology Jobs, Developer Jobs

Information Technology

Create a job alert

If you would like to be alerted to new job adverts that meet your needs, please complete the form below.Please note that not all our jobs are advertised. If you are interested in looking for a new role but do not see a role that interests you, please<a href="/cm/contact-us"> get in touch here</a> or <a href="/cm/candidates/submit-cv">send us your CV</a>. We will be happy to discuss current requirements or actively search for a suitable role if required

Below is a selection of our currently advertised roles. Please note that not all our roles are advertised externally or published on our website

Job Search

Below is a selection of our currently advertised roles. Please note that many of our roles are not advertised externally or published on our website. If you don't see a role below that is of interest please feel free to submit your <a href="/cm/candidates/submit-cv">CV here</a> and we will get in touch with any roles that might be relevant.

Our Blogs

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GSA Techsource Ltd Bank Chambers 53 Wade Street Lichfield Staffordshire WS13 6HL

01543 250 555

Privacy Policy

If you continue to browse and use this website, you are agreeing to comply with and be bound by the following terms and conditions of use

Website Usage

If you continue to browse and use this website, you are agreeing to comply with and be bound by the following terms and conditions of use, which together with our privacy policy govern GSA Techsource&rsquo;s relationship with you in relation to this website. If you disagree with any part of these terms and conditions, please do not use our website. The term &lsquo;GSA Techsource&rsquo; or &lsquo;us&rsquo; or &lsquo;we&rsquo; refers to the owner of the website, a privately owned company incorporated in England &amp; Wales (company number 02723021) whose registered office is Bank Chambers, Wade Street, Lichfield, Staffordshire, WS13 6HL. The term &lsquo;you&rsquo; refers to the user or viewer of our website. The use of this website is subject to the following terms of use:The content of the pages of this website is for your general information and use only. It is subject to change without notice.<div class="row"><div class="col-sm-6"><ul><li>This website uses cookies to monitor browsing preferences. If you do allow cookies to be used, personal information may be stored by us for use by third parties. </li><li>How we use cookiesA cookie is a small file which asks permission to be placed on your computer's hard drive. Once you agree, the file is added and the cookie helps analyse web traffic or lets you know when you visit a particular site. Cookies allow web applications to respond to you as an individual. The web application can tailor its operations to your needs, likes and dislikes by gathering and remembering information about your preferences.We use traffic log cookies to identify which pages are being used. This helps us analyse data about web page traffic and improve our website in order to tailor it to customer needs. We only use this information for statistical analysis purposes and then the data is removed from the system.Overall, cookies help us provide you with a better website, by enabling us to monitor which pages you find useful and which you do not. A cookie in no way gives us access to your computer or any information about you, other than the data you choose to share with us.You can choose to accept or decline cookies. Most web browsers automatically accept cookies, but you can usually modify your browser setting to decline cookies if you prefer. This may prevent you from taking full advantage of the website.</li><li>Neither we nor any third parties provide any warranty or guarantee as to the accuracy, timeliness, performance, completeness or suitability of the information and materials found or offered on this website for any particular purpose. You acknowledge that such information and materials may contain inaccuracies or errors and we expressly exclude liability for any such inaccuracies or errors to the fullest extent permitted by law.</li><li>Your use of any information or materials on this website is entirely at your own risk, for which we shall not be liable. It shall be your own responsibility to ensure that any products, services or information available through this website meet your specific requirements.</li><li>This website contains material which is owned by or licensed to us. This material includes, but is not limited to, the design, layout, look, appearance and graphics. Reproduction is prohibited other than in accordance with the copyright notice, which forms part of these terms and conditions.</li><li>All trademarks reproduced in this website, which are not the property of, or licensed to the operator, are acknowledged on the website.</li><li>Unauthorised use of this website may give rise to a claim for damages and/or be a criminal offence.</li><li>From time to time, this website may also include links to other websites. These links are provided for your convenience to provide further information. They do not signify that we endorse the website(s). We have no responsibility for the content of the linked website(s).</li><li>Your use of this website and any dispute arising out of such use of the website is subject to the laws of England, Northern Ireland, Scotland and Wales</li></ul></div></div>

Anti Bribery Policy

Anti-Bribery and Corruption PolicyContents<ol><li>Purpose</li><li>To whom does this policy apply?</li><li>What it means for you? &ndash; a brief overview</li><li>Our principles</li><li>Responsibility for the policy</li><li>What are bribery and corruption?</li><li>Gifts and hospitality</li><li>What is not acceptable?</li><li>Facilitation payments</li><li>Donations</li><li>Your responsibilities</li><li>Record keeping</li><li>How to raise a concern</li><li>Protection</li><li>Monitoring and review</li></ol>SCHEDULE 1 - POTENTIAL RISK SCENARIOS: BRIBERY AND CORRUPTION INDICATORSAnti-Bribery and Corruption Policy 1. Purpose1.1 The purpose of this policy is to:(a) set out GSA Techsource&rsquo;s responsibilities, and the responsibilities of those working for us or associated with us, in observing and upholding our position on bribery and corruption; and(b) provide information and guidance to those working for us on how to recognise and deal with bribery and corruption issues. In this policy the use of the terms "we", "our" and "us" refer to GSA Techsource.It is important that you read, understand and act in accordance with this policy.<ol><li>To whom does this policy apply? This policy applies to all individuals working at all levels and grades, including senior managers, officers, directors, employees (whether permanent, fixed-term or temporary), consultants, contractors, seconded staff, home workers, casual workers and agency staff, agents, channel partners or any other person associated with us, or any of our subsidiaries or their employees, wherever located (collectively referred to as "Workers" in this policy).</li><li>What it means for you &ndash; a brief overview 3.1 It is an offence (1) to bribe another person, (2) to be bribed, (3) to bribe a foreign public official and (4) for a company to fail to prevent bribery (Bribery Act 2010).</li></ol>3.2 Unlimited fines and imprisonment up to 10 years can be imposed on individuals who fail to comply with the legislation. The company could face an unlimited fine and be forbidden from tendering for public contracts.3.3 You must never offer, promise or give a financial or other advantage to any person (including a foreign public official) with the intention of inducing or rewarding improper performance by them of their duties.3.4 You must never directly or indirectly accept or agree to receive a financial or other advantage as a reward for the improper performance of your duties. It makes no difference whether the advantage is for you or a third party.3.5 Where your role requires this, you are permitted to give and receive hospitality (you should ask your line manager if you are unsure about this), but this should always be in a reasonable and proportionate manner. Further guidance on this (along with gifts) is set out in this policy later on.3.6 You must read this policy carefully and if you have any questions on it, please revert to your line manager or the Compliance Manager (as defined in 5.2 below).<ol><li>Our principles 4.1 It is our policy to conduct all of our business in an honest and ethical manner. We take a zero tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships wherever we operate.</li></ol>4.2 It is our best practice objective that those we do business with take a similar zero-tolerance approach to bribery and corruption.4.3 We are bound by the laws of the UK, including the Bribery Act 2010, in respect of our conduct both at home and abroad. We must also comply with laws relevant to countering bribery and corruption in the jurisdictions in which we operate.4.4 Bribery and corruption are criminal offences and are punishable for individuals by up to ten years' imprisonment and an unlimited fine, and if the Company is found to have taken part in corruption we could face an unlimited fine, be excluded from tendering for public contracts and face damage to our reputation. We therefore take our legal responsibilities very seriously and expect you to do the same.4.5 In this policy "third party" means any individual or organisation you come into contact with during the course of your work for us, and includes actual and potential customers, suppliers, distributors, business contacts, agents, advisers, government and public bodies, including their advisors, representatives and officials, politicians and political parties.4.6 This policy should be read in conjunction with the relevant Employee Handbook or local employee policies.<ol><li>Responsibility for the policy? 5.1 This Policy is endorsed by the CEO. Our board of directors has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it.</li></ol>5.2 For the purposes of this policy, the Compliance Manager is the Chairman. The Compliance Manager has primary and day-to-day responsibility for implementing this policy, and for monitoring its use and effectiveness.5.3 Management and senior staff at all levels are responsible for ensuring those reporting to them are made aware of and understand this policy.<ol><li>What are bribery and corruption? Corruption is the abuse of public or private office for personal gain. A bribe is an inducement or reward offered, promised or provided in order to gain any commercial, contractual, regulatory or personal advantage through &ldquo;improper performance&rdquo;. &ldquo;Improper performance&rdquo; happens when a person fails to act (1) in good faith, (2) impartially or (3) in accordance with a position of trust.</li><li>Gifts and hospitality</li></ol>7.1 This policy does not prohibit normal and appropriate hospitality (given and received) to or from third parties.7.2 The giving or receipt of gifts and hospitality is not prohibited, if the following requirements are met: (a) You have disclosed it to your line manager in advance (where it is possible to do so, or as soon as possible afterwards);(b) it is not made with the intention of influencing, inducing or rewarding a third party in order to gain any advantage through improper performance, or in explicit or implicit exchange for favours or benefits;(c) it complies with local law;(d) it is given in our name, not in your name;(e) it does not include cash or a cash equivalent (such as gift certificates or vouchers);(f) it is appropriate in the circumstances. For example, in the UK it is customary for small gifts to be given at Christmas time;(g) taking into account the reason for the gift, it is of an appropriate type and value and given at an appropriate time. For example, customers are unlikely to be able to accept hospitality from us if we are participating in a tendering process with them;(h) it is given openly, not secretly; and(i) gifts and / or hospitality should not be offered to, or accepted from, government officials or representatives, or politicians or political parties, without the prior approval of the Compliance Manager.7.3 Where it is an accepted part of your role (you should ask your line manager if you are unsure about this) you can offer and accept a reasonable amount of moderate hospitality for the purposes of business development, having regard to paragraph 7.2 above.7.4 We appreciate that the practice of giving business gifts varies between countries and regions and what may be normal and acceptable in one region may not be in another. The test to be applied is whether in all the circumstances the gift or hospitality is reasonable, proportionate and justifiable. The intention behind the gift or hospitality should always be considered.7.5 Subject to 7.2 above, Workers are permitted to keep small gifts with the exception of alcohol, with a monetary value of &pound;5 or less (or local equivalent). Any gifts which are alcohol or have a monetary value greater than &pound;5 (or local equivalent) may be accepted provided that they are sent to the Operations Director.Such gifts will be made available for inclusion at a company charitable event. Any employee who receives such a gift should thank the gift bearer and make them aware of this policy (i.e. that the gift will be included in a charitable event).<ol><li>What is not acceptable? In addition to the above it is not acceptable for you (or someone on your behalf) to: (a) give, promise to give, or offer, a payment, gift or hospitality with the intention of influencing, inducing or rewarding improper performance;</li></ol>(b) give, promise to give, or offer, a payment, gift or hospitality to a government official, agent or representative to "facilitate" or expedite a routine procedure (where the payment is not a legitimate payment pursuant to local written law);(c) accept payment from a third party that you know or suspect is offered with the expectation that it will obtain a business advantage for them which will be obtained through improper performance by you or us;(d) accept a gift or hospitality from a third party if you know or suspect that it is offered or provided with the intention of influencing improper performance by us in return; (e) threaten or retaliate against another Worker who has refused to commit a bribery offence or who has raised concerns under this policy; or(f) engage in any activity that might lead to a breach of this policy.<ol><li>Facilitation payments</li></ol>9.1 We do not make, and will not accept, facilitation payments or "kickbacks" of any kind.9.2 Facilitation payments are typically small, unofficial payments made to secure or expedite a routine government action by a government official. They are not commonly paid in the UK, but are common in some other jurisdictions in which we operate.9.3 If you are asked to make a payment on our behalf, you should always be mindful of what the payment is for and whether the amount requested is proportionate to the goods or services provided. You should always ask for a receipt which details the reason for the payment. If you have any suspicions, concerns or queries regarding a payment, you should raise these with the Compliance Manager.9.4 Whilst UK law prohibits facilitation payments or kickbacks, you are not required to place your life or liberty at risk. Any such incidents should be reported to the compliance officer at the first available opportunity.9.5 Kickbacks are typically payments made in return for a business favour or advantage. All Workers must avoid any activity that might lead to, or suggest, that a facilitation payment or kickback will be made or accepted by us.<ol><li>Donations We do not make contributions to political parties. We only make charitable donations that are legal and ethical under local laws and practices and that are in accordance with our Charity Policy which is in force from time to time. Requests for sponsorship should be forwarded to the Operations Director for approval in the first instance.</li><li>Your responsibilities 11.1 You must ensure that you read, understand and comply with this policy at all times.</li></ol>11.2 You must be open about gifts and hospitality given or received and you must disclose these to your manager in advance (where it is possible to do so, or as soon as possible afterwards).11.3 The prevention, detection and reporting of bribery and other forms of corruption are the responsibility of all those working for us or under our control. All Workers are required to avoid any activity that might lead to, or suggest, a breach of this policy.11.4 You must notify your manager or the Compliance Manager as soon as possible if you believe or suspect that a conflict with this policy has occurred, or may occur in the future. For example, if a customer or potential customer offers you something to gain a business advantage with us, or indicates to you that a gift or payment is required to secure their business. Further indicators that may point towards bribery or corruption are set out in Schedule 1.11.5 Any employee who breaches this policy may face disciplinary action, which could result in dismissal for gross misconduct.11.6 We reserve our right to terminate our contractual relationship with other Workers if they breach this policy.<ol><li>Record-keeping 12.1 We must keep financial records and have appropriate internal controls in place which will evidence the business reason for making payments to third parties.</li></ol>12.2 You must ensure all expenses claims relating to hospitality, gifts or expenses incurred to third parties are submitted in accordance with our Expenses Policy which can be found on the intranet and specifically record the reason for the expenditure.12.3 All accounts, invoices, memoranda and other documents and records relating to dealings with third parties, such as customers, suppliers and business contacts, should be prepared and maintained with strict accuracy and completeness. No accounts must be kept "off-book" to facilitate or conceal improper payments.<ol><li>How to raise a concern 13.1 You are encouraged to raise concerns about any issue or suspicion of malpractice at the earliest possible stage. If you are unsure whether a particular act constitutes bribery or corruption, or if you have any other queries, these should be raised with your line manager or the Compliance Manager.</li><li>Protection 14.1 Workers who refuse to accept or offer a bribe, or those who raise concerns or report another's wrongdoing, are sometimes worried about possible repercussions. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken.</li><li>Monitoring and review 15.1 The Compliance Manager will monitor the effectiveness and review the implementation of this policy, considering its suitability, adequacy and effectiveness. Improvements identified will be made as soon as possible.</li></ol>15.2 All Workers are responsible for the success of this policy and should ensure they use it to disclose any suspected danger or wrongdoing.15.3 Workers are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries should be addressed to the Compliance Manager.15.4 GSA Techsource reserves the right to vary and/or amend the terms of this policy from time to time at its absolute discretion.Schedule 1 - potential risk scenarios: bribery and corruption indicators The following is a list of possible scenarios that may arise during the course of you working for us and which may raise concerns under various anti-bribery and anti-corruption laws. The list is not intended to be exhaustive and is for illustrative purposes only to help you in your compliance with this policy.If you encounter any of these scenarios while working for us, you must report them promptly to your manager or to the Compliance Manager:(a) you become aware that a third party engages in, or has been accused of engaging in, improper business practices;(b) you learn that a third party has a reputation for paying bribes, or requiring that bribes are paid to them, or has a reputation for having a "special relationship" with foreign government officials; (c) a third party insists on receiving a commission or fee payment before committing to sign up to a contract with us, or carrying out a government function or process for us;(d) a third party requests payment in cash and/or refuses to sign a formal commission or fee agreement, or to provide an invoice or receipt for a payment made;(e) a third party requests that payment is made to a country or geographic location different from where the third party resides or conducts business;(f) a third party requests an unexpected additional fee or commission to "facilitate" a service;(g) a third party demands entertainment or gifts before commencing or continuing contractual negotiations or provision of services;(h) a third party requests that a payment is made to "overlook" potential legal violations;(i) a third party requests that you provide employment or some other advantage to a friend or relative;(j) you receive an invoice from a third party that appears to be non-standard or customised;(k) a third party refuses to put terms agreed in writing;(l) you notice that we have been invoiced for a commission or fee payment that appears large given the service stated to have been provided;(m) you are offered an unusually generous gift or offered lavish hospitality by a third party;(n) you are asked to give hospitality at which you are requested not to attend;(o) You are offered hospitality at which the giver is not going to be in attendance;(p) You are asked to give hospitality to persons who are not associated with the organisation or are offered hospitality which extends to persons beyond our business (for example family members).

GSA Techsource has a duty to positively promote equality and diversity within the workplace.

Diversity Statement

GSA Techsource has a duty to positively promote equality and diversity within the workplace. This extends beyond our own organisation to our clients and suppliers, to ensure that we operate best, fair practice at all times.GSA Techsource recognises diversity in all its forms and works hard to ensure that we and our clients source candidates from the widest possible talent pools to maintain business advantage and comply with legislation, now and in the future.

As part of our ongoing commitment to the BS ISO9001 quality standard and continual improvement, candidate and customer feedback is an essential part of our quality process.

Feedback

As part of our ongoing commitment to quality and continual improvement, candidate and customer feedback is an essential part of our quality process.We would therefore welcome any feedback or comments you might have based upon your experience with GSA Techsource to help us improve our service offering and better understand your needs.Please email your feedback to <a href="mailto:gsa@gsatechsource.com" title="gsa@gsatechsource.com" target="_blank" rel="noopener">gsa@gsatechsource.com</a>

Corporate Social Responsibility Policy

CORPORATE SOCIAL RESPONSIBILITY POLICY AND SUSTAINABILITY&nbsp;Introduction&nbsp;This policy sets out GSA Techsource&rsquo;s approach in respect of Corporate Social Responsibility (CSR) and sustainability.&nbsp;As a specialist recruitment company we feel that it is important to define our CSR policy and where possible relate it to areas of our business activity.&nbsp;ValuesOur stated values are as follows:professionalism, transparency and accountability ; respecting equality and diversity; commitment to services of the highest quality; responsiveness to our stakeholders;We endeavour to adhere to our values in all of our activities and will encourage our stakeholders, staff, clients and suppliers to adopt appropriate socially responsible policies and practices. Inclusion and diversityThrough our commercial activities, we shall undertake a range of initiatives to promote inclusion and diversity in the IT recruitment sector and among our customer base.EnvironmentWe shall encourage environmental responsibility amongst our stakeholders, including clients, contracts, suppliers, and staff. We shall conduct our operations in a way which minimises our consumption of natural resources and manages waste through responsible disposal and the re-use and recycling of materials where economically feasible. We shall comply with all legal requirements. We shall include environmental considerations in our purchasing and procurement processes We shall regularly review our progress in relation to this policy.Community InvolvementWe will work with local voluntary organisations and initiatives and encourage staff to participate in relevant schemes.&nbsp;CharitableWe will encourage staff to take one working day each year to undertake voluntary/charitable work (by agreement with line managers).Where appropriate, GSA Techsource will make information available to staff about methods of tax-effective giving to charities.CitizenshipGSA Techsource will allow its staff to undertake all normal civic duties, including jury service, membership of public authorities, etc., as long as such duties do not prevent/limit proper performance of staff duties or otherwise conflict with the company&rsquo;s objectives.&nbsp;Environmental Action PlanWaste managementWe arrange for waste paper to be recycled We arrange for non paper waste (glass, plastic, metal) to be recycled We arrange for printer cartridges to be recycled.Transport and travelWhere possible we shall use public transport in preference to personally owned cars. We shall minimise the use of air travel&nbsp; We shall make arrangements for loans to staff for cycle purchase. We have access to shower/changing facilities for staff and designated cycle parking is available.Raw materials and suppliesWe ask key suppliers to provide copies of their environmental policies. Where possible, we use recycled or environmentally friendly paper in our printers. We invite staff to reduce unnecessary paper usage &ndash; where appropriate including double-sided printing, and photo-reduction.Energy usageWe will minimise our use of electricity, by ensuring appliances are turned off when not in use.&nbsp;Staff involvement and contributionWe operate an inclusive approach to our environmental practice, inviting staff suggestions, comments, and actions.Annual reviewWe shall review our policy and practice at least annually, at Senior Management level.&nbsp;&nbsp;

Corporate Social

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Carbon Reduction Plan

Supplier name: GSA Techsource LtdPublication date: February 2025<h5>Commitment to achieving Net Zero</h5><h5>GSA Techsource Ltd is committed to achieving Net Zero emissions by 2050.</h5><h5>Baseline Emissions Footprint</h5>Baseline emissions are a record of the greenhouse gases that have been produced in the past and were produced prior to the introduction of any strategies to reduce emissions. Baseline emissions are the reference point against which emissions reduction can be measured.Baseline Year: 2022Additional Details relating to the Baseline Emissions calculations.We have used baseline reporting figures for 2022 as this is the first year that we have access to an entire year&rsquo;s data, due to Covid 19 and staff working from home for the majority of 2020/21, thus not giving a true reflective figure of our energy usage.As far as possible we use actual data rather than assumptions.Scope 3 currently includes Business Travel, Employee Commuting. Due to the nature of our business, we do not have emissions from Upstream Transportation and Distribution, Waste Generated in Operations, or Downstream Transportation and Distribution.Baseline year emissions:EMISSIONSTOTAL (tCO2e)Scope 1ZeroWe do not have any emissions from combustion in owned or controlled boilers, furnaces, vehicles, chemical production in owned or controlled process equipmentScope 22.12 tCO2eThis is based on our electricity usageScope 3(Included Sources)6.38 tCO2eThis is based on staff vehicle usage for commuting and business travel.The included sources for Scope 3 are:Commuting Business Travel Upstream Transportation and Distribution Waste Generated in Operations Downstream Transportation and DistributionAs a recruitment company, we do not have emissions from Upstream Transportation and Distribution, Waste Generated in Operations, or Downstream Transportation and Distribution and as such our emissions for these are zero.Total Emissions8.5 tCO2eCurrent Emissions ReportingReporting Year: 2024EMISSIONSTOTAL (tCO2e)Scope 1ZeroWe do not have any emissions from combustion in owned or controlled boilers, furnaces, vehicles, chemical production in owned or controlled process equipmentScope 21.51 tCO2eScope 3(Included Sources)4.4 tCO2eTotal Emissions5.91 tCO2e<h5>&nbsp;Emissions reduction targets</h5><h5>To progress to achieving Net Zero, we have adopted the following carbon reduction plans</h5><ul><li>Reduce energy consumption over the next 5 years by 5% through increased staff awareness, additional homeworking, LED light replacement</li><li>Reduce scope 3 emissions by 5% through increased homeworking, encouraging use of public transport, car sharing, and encouraging the move to electric vehicles.</li></ul><h5>In order to continue our progress to achieving Net Zero, we have adopted the following carbon reduction targets.</h5><h5>We project that carbon emissions will decrease over the next five years to 8.075 tCO2e by 2028. This is a reduction of 5%. We are currently ahead of this target.</h5><h5>Carbon Reduction Projects</h5><h5>Completed Carbon Reduction Initiatives</h5>The following environmental management measures and projects have been completed or implemented across 2022. We do not yet have the data to measure reductions.<ul><li>All general waste (papers, plastics, glass, cans etc) is recycled via recycling bins in the office</li><li>Team meetings conducted remotely</li><li>Increased homeworking for the team</li><li>Car sharing</li><li>Use of online materials where possible, to avoid printing</li></ul>Future projects we hope to implement include:<ul><li>All lighting is LED (currently approx. 85% has been converted)</li><li>Possible installation of electric charging points (if physical car parking location allows)</li><li>Electric vehicles offered as company vehicles</li></ul>We have seen a reduction in both Scope 1 and Scope 2 emissions, partly driven by a reduction in headcount.Declaration and Sign OffThis Carbon Reduction Plan has been completed in accordance with PPN 06/21 and associated guidance and reporting standard for Carbon Reduction Plans.Emissions have been reported and recorded in accordance with the published reporting standard for Carbon Reduction Plans and the GHG Reporting Protocol corporate standard[1] and uses the appropriate Government emission conversion factors for greenhouse gas company reporting[2].Scope 1 and Scope 2 emissions have been reported in accordance with SECR requirements, and the required subset of Scope 3 emissions have been reported in accordance with the published reporting standard for Carbon Reduction Plans and the Corporate Value Chain (Scope 3) Standard[3].This Carbon Reduction Plan has been reviewed and signed off by the board of directors (or equivalent management body).<h5>Signed on behalf of the Supplier:</h5>Name: Neil Jones&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Position: DirectorSignature:&nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;<img src="/static/imglib/NJSig.png" height="50" width="106" alt="" />&nbsp; &nbsp; &nbsp; &nbsp; Date: 10th February 2025[1]https://ghgprotocol.org/corporate-standard[2]https://www.gov.uk/government/collections/government-conversion-factors-for-company-reporting[3]https://ghgprotocol.org/standards/scope-3-standard

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