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The GCS: A New Approach to Gas Safe Competence Management

A long-awaited innovative approach that aligns fully with an employer's responsibilities under the Health & Safety at Work Act. The GCS enables employers to demonstrate gas safety competence every 5 years, facilitating Gas Safe Register renewal for all employees.

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The GCS: A New Approach to Gas Safe Competence Management

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  1. The GCS: A New Approach to Gas Safe Competence Management A long awaited innovative approach that aligns fully with an employers responsibilities under the Health & Safety at Work Act GCS enables an employer to use existing systems and processes to demonstrate that employees remain gas safety competent every 5 years This facilitates Gas Safe Register renewal for all employees

  2. Reasons why Employers Should Move to the GCS Approach GCS is more robust. It does not rely on a snapshot assessment undertaken every five years, but enables evidence of competence to be gathered from normal workplace activities over the whole period GCS offers the employer significant legal protection as it represents the “all reasonable steps” that any employer could implement to ensure the continued competence of employees

  3. More Reasons to move to the GCS Approach GCS Aligns with the employers’ existing processes for briefing, updating, monitoring, training and assessing employees. Ensuring the competence of employees being a legal requirement of the H&SWA In the GCS model the employer assesses the employee and issues a certificate that facilitates Gas Safe Register renewal. The GCS management system itself is audited and certificated by a UKAS accredited Certification Body to ensure that GCS operation is robust.

  4. Even More Reasons to move to the GCS Approach Having to take an exam every five years places significant stress on engineers. Gas employers report that some very experienced engineers have retired rather than face the prospect again. GCS removes that prospect completely An employer that uses the GCS approach demonstrates a clear commitment to competence, together with a concern for the wellbeing and welfare of employees. The fact that employees who join that business will not have to face the intense five year snapshot assessment is a really positive message for potential new employees

  5. But…….What About the Costs? Because the GCS model is based on processes that employers will already have, although they may need some improvement, significant cost reductions of up to 60% may be realised when compared to the ACS alternative. EU Skills owns the GCS and licences its use by employers of all sizes. For larger employers the economies of scale are obvious but smaller employers may also benefit from using the GCS model, particularly when they already have good processes in place

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