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What is PREVENT?

PREVENT is part of the UK government Counter Terrorism Strategy, CONTEST. The CONTEST strategy consists of four areas.

Contest Strategy (4 P’s)

  • Pursue:  to stop terrorist attacks.
  • Prevent:  to stop people becoming terrorists or supporting violent extremism
  • Protect:  to strengthen our overall protection against terrorist attack
  • Prepare:  where we cannot stop an attack, to mitigate its impact.

The aim of PREVENT is to prevent people from becoming terrorists or being involved in supporting violent extremism. The Prevent strategy has been successfully rolled out in areas such as schools and local authorities. NHS Boards are now required to ensure systems and processes are developed to tackle the threat of national and international terrorism including the need to increase awareness within the workforce

In January 2015, the Scottish Government Resilience Unit published “Playing our Part” which supports and strengthens delivery of the PREVENT Strategy within Health Boards. Health Boards have been asked to prepare and submit a PREVENT Action Plan. The plan was submitted to the Scottish Government in March 2015.

In addition to “Playing our Part”, the UK government have also published the Counter Terrorism and Security Act (CTSA) in July 2015) which places a statutory duty on public bodies to have: 

“due regard to the need to prevent people from being drawn into terrorism” in the exercise of their functions.

Why is the NHS involved in this?

Healthcare professionals have a key role in PreventPrevent focuses on working with vulnerable individuals who may be at risk of being exploited by radicalisers and subsequently drawn into terrorist-related activity. Prevent does not require you to do anything in addition to your normal duties. What is important is that if you are concerned that a vulnerable individual is being exploited in this way, you can raise these concerns in accordance with the procedures below.

NHSGG&C has developed resources to support further awareness of Prevent including guidance on what to do if you suspect someone is being drawn into terrorist related activity.

Raising a Concern

Managers and Supervisors

It is important that managers consider their concerns carefully and have read the Prevent Manager briefing.

This briefing outlines the steps that should be taken in relation to processing Prevent concerns about a member of staff.  A copy of the escalation pathway.

Members of staff

If you have concerns about a patient, volunteer or member of staff, please refer to the Prevent Staff briefing. If you believe that a referral under Prevent is needed please follow the steps below:

Non-Urgent Matters

  1. Discuss your concerns with your direct line manager.
  2. Contact the Prevent Single Point of Contact for advice if required on 07895907414
  3. Document your concerns on the Adult Support and Protection Act referral form (AP1).
  4. Email the completed AP1 referral to the Prevent generic mailbox: Preventconcerns@ggc.scot.nhs.uk

Urgent Matters

If you feel there is an imminent threat, the situation has become an emergency or a person is at risk of harm or a risk to other people then you should report this immediately to your line manager and contact Police Scotland.

Learning Resources for Staff

Prevent- e-learning module

An awareness raising e-module on PREVENT is now available on LearnPro and can be found under the specialist subjects section. This is a short module designed to raise awareness of what PREVENT is and outlines our responsibilities in protecting vulnerable patients and staff.

You will require a NHS LearnPro username and password to login.

Workshop to Raise Awareness of PREVENT (WRAP)

If you would like further training on PREVENT, a Workshop to Raise Awareness of PREVENT (WRAP) can be delivered locally.  The training is 1 hour and 10 minutes long.  For further information, please contact LE.support@ggc.scot.nhs.uk

Useful NHSGGC Resources
Useful National Resources
Contact Us

If you would like to discuss any issues relating to PREVENT, or would like to discuss a concern, please contact PREVENTConcerns@ggc.scot.nhs.uk  or phone 0141 278 2700.

HEPMA Support

As you all are aware Phase 1 of the HEPMA implementation across GGC is now complete. Over the past couple of months we have been supporting mop up sessions/floorwalking across all sites where needed. The facilitator staff will now be focusing on Phase 2 of the HEPMA rollout in Outpatients.

As of Monday 16th January, there will no longer be any phone support from the HEPMA Facilitator team.

For HEPMA QRG, SOP’s, LearnPro, top tips and short training videos, please go to the HEPMA StaffNet page by clicking on the link below:

For urgent issues log a call via #650.

For new non urgent incidents and all account related requests, please access the eHelp icon on your desktop.

For non-urgent clinical or ward queries, you can contact the HEPMA Pharmacy Team on nhsggc.hepma@ggc.scot.nhs.uk (this email address is not monitored 24/7)

General Information

Our Service

NHS Greater Glasgow and Clyde is committed to ensure that everyone can access our services. Communication support is available for patients to enable our healthcare staff to provide safe and effective patient care. This is for all patients where English is not their first language and may need communication support in a health setting. This also includes people who are deaf, hard of hearing, blind or deafblind.

What we do

We have a range of services, and resources to support patients who require an interpreting service. We have our own in-house interpreters, sessional interpreters for spoken and sign language support, and a telephone interpreting service.

How to contact us

Phone: 0141 347 8811

Email: interpretingservices@ggc.scot.nhs.uk

Interpreting Services

Telephone Interpreting

Telephone Interpreting

Please note that the contact number and all codes for telephone interpreting are changing from 1st April 2023

Telephone interpreting should now be used for all appointments under 46 minutes. This applies to all short appointments unless the patient has additional vulnerabilities, such as a cognitive impairment or hearing loss, or is a child over 2 years old.

DA Languages is our provider for telephone interpreting and can be accessed 24 hours per day, 7 days per week. You can contact the service by calling or via the app.

You will need a 6-digit department PIN for telephone interpreting and a one-off access code for the mobile app. If you do not yet know your new code:

Telephone

  • Call: 0330 088 2443

Enter your 6-digit department PIN followed by the # key

Enter the 3-digit language code – download the full list

Press 1 for any interpreter, 2 for a male or 3 for a female interpreter

Tell the interpreter if your patient is with you, or if you need to contact the patient on another number. To call your patient, dial 9 followed by their phone number.

If the patient is with you, use your speaker phone to give the interpreter your first question/statement

Let the patient and interpreter know when you are finished the conversation

Leave feedback on interpreter at the end of the call. You will have 8 seconds to do this. From 1 (lowest rating) to 5 (highest rating).

If you have any issues, please press # at any time to connect to the operator.

Mobile App

Download the ILClient App free from your app store

Follow the short tutorial

Complete initial registration by clicking on ‘Register’. Registration is only required once per mobile device.

As part of the one off registration enter your name, email, mobile telephone number, Site Access Code and your 6-digit department PIN.

Log in to the App by entering your department PIN.

Once registered, you will remain logged in and when the App is opened, you will be always taken to the Interpreter Screen.

You can select preferred languages from the Favourite Language screen. Languages can be added or removed at any time from the Languages Screen. Access via the languages icon shown at the bottom of the screen.

Selects the language from the list and click the ‘Dial Interpreter’ button.

How to Book Telephone / Face to Face Interpreters

It is the responsibility of NHSGGC staff to provide interpreting support for patients using any of our healthcare services.

Telephone Interpreting

Please use telephone interpreting for all appointments under 46 minutes. This applies to all short appointments unless the patient has additional vulnerabilities, such as cognitive impairment or hearing loss, or is a child over 2 years old.

You can access telephone interpreting by calling or using the app.

Call: 0330 088 2443

Enter your 6-digit department PIN followed by the # key

Enter the 3-digit language code – download the full list

Press 1 for any interpreter, 2 for a male or 3 for a female interpreter

Tell the interpreter if your patient is with you, or if you need to contact the patient on another number. To call your patient, dial 9 followed by their phone number.

If the patient is with you, use your speaker phone to give the interpreter your first question/statement

Let the patient and interpreter know when you are finished the conversation

Leave feedback on interpreter at the end of the call. You will have 8 seconds to do this. From 1 (lowest rating) to 5 (highest rating).

If you have any issues, please press # at any time to connect to the operator.

Mobile App

Download the ILClient App free from your app store

Follow the short tutorial

Complete initial registration by clicking on ‘Register’. Registration is only required once per mobile device.

As part of the one off registration enter your name, email, mobile telephone number, Site Access Code and your 6-digit department PIN.

Log in to the App by entering your department PIN.

Once registered, you will remain logged in and when the App is opened, you will be always taken to the Interpreter Screen.

You can select preferred languages from the Favourite Language screen. Languages can be added or removed at any time from the Languages Screen. Access via the languages icon shown at the bottom of the screen.

Selects the language from the list and click the ‘Dial Interpreter’ button.

Face to Face Interpreting for Spoken Language or British Sign Language (BSL)

For appointments that contain very complex information, or where a patient is receiving bad news, face to face interpreters may be available. 

To request a face to face interpreter please click here

For same day/next day requests and cancellations please call 0141 347 8811.

The phone lines are open from 8.00am – 6.00pm Monday to Friday and 8.00am – 4.00pm Saturday and Sunday.

Out of hours

Face to face spoken 

Global Languages – 0141 429 3429

Face to Face BSL

Deaf Services Lanarkshire – 01236 604 808 and/or

Sign Language Interactions – 0333 344 7712

British Sign Language (BSL) Online Interpreting Service                                                                               

This online service allows you to communicate with your Deaf patients while waiting for a face to face interpreter to arrive, or during hospital stays when an interpreter is not always present.

Deafblind Communicators

Contact Deafblind Scotland on 0141 777 6111 (9.00am to 5.00pm, Monday to Friday)

Out of Hours, call 07715 421 388

Note takers and lip speaker for those who are hard of hearing can also be booked through the interpreting service.

Written Translations

We have a legal obligation to ensure that all patients are communicated with in a way they understand and that best meets their needs, including the use of accessible formats. Consider your target audience to ensure that the needs of equality groups have been taken into consideration.

The Equality and Human Rights Team (EHRT) hold the central budget for translations and other accessible formats. To request information in an alternative format, please download and complete the form and submit for approval (cleartoall@ggc.scot.nhs.uk).

Click here for: Requests For Translations And Accessible Formats Form


Urgent requests (within 4 days), such as appointment letters, clinical instructions or health records for a patient in active care, should be emailed directly to the EHRT (nuzhat.mirza@ggc.scot.nhs.uk). This form does not need to be completed for urgent requests.


We only translate information that has been produced by NHS Greater Glasgow and Clyde. If you need a translated version of a charity or Public Health Scotland publication, please indicate this on the form.


Please note, interpreters should be used to communicate information which is normally given verbally to English speaking patients; translated materials are for written materials only.

You can get advice on translation and accessible formats from the NHSGGC Equalities and Human Rights Team (0141 201 4560) or email: cleartoall@ggc.scot.nhs.uk.

British Sign Language

It is the responsibility of NHS Greater Glasgow & Clyde staff to provide a BSL interpreter for Deaf patients attending any healthcare appointment.

Pre Planned Appointments

For all pre-planned appointments, please contact the interpreting services on 0141 347 8811. We will provide you with a booking reference number (BRN).  

Accident and Emergency / Out Of Hours   

To book a face to face interpreter for unplanned visits or out of hours please contact one of the following agencies – 

Face to Face BSL

Deaf Services Lanarkshire – 01236 604 808 and/or

Sign Language Interactions – 0333 344 7712

N.B We also provide an online interpreting service, enabling the patient to communicate with staff while waiting for a face to face interpreter to arrive.

The online service means that in an emergency, staff can quickly link up to an interpreter at any time – 24 hours a day, 7 days a week – and communicate with their patient.

It can also be used during hospital stays, when an interpreter is not available.

BSL Online

The BSL Online service can be easily accessed by any available device, such as the ward iPad or any mobile phone, using the QR code. Copies of this can be printed out for use at nurse stations. A4 posters which meet infection control standards are also available on request.

Scan the QR code to connect with an online British Sign Language Interpreter (Use 5G/4G or PATIENT Wifi)

Download BSL Online QR Code Leaflet

or to directly proceed to BSL VRI Service:

Direct Link for NHS GGC BSL Video Remote Interpreting (VRI) Service

Out of Hours

Face to face spoken 

Global Languages – 0141 429 3429

Face to Face BSL

Deaf Services Lanarkshire – 01236 604 808 and/or

Sign Language Interactions – 0333 344 7712

News & Events

Interpreting newsletter 29/02/24

Training Opportunity – How to Use the NHSGGC Interpreting Service.

In response to staff requests, further dates are now available for training sessions on How to Use the NHSGGC Interpreting Service.

It is the responsibility of NHSGGC staff to arrange interpreting support for patients using any of our healthcare services. It is therefore vital that staff know how to access the support available.

Our interpreting service provides a range of services and resources for patients whose first language is not English and who may need communication support in a health setting. Support is also available for patients who are Deaf, hard of hearing, blind or deafblind.

Training includes information on: how to use telephone interpreting; accessing BSL Online interpreting; booking face to face interpreters, requesting translations and direct patient access to telephone interpreting.

Sessions are being run via Microsoft Teams and dates are available from January onwards. To register or to find out more, please go to our web page.

Get in Touch

We are available to answer your calls from 8.00am to 8.30pm every day of the week on 0141 347 8811

Pre Booked Video Interpreting (VRI)

Pre booked video remote interpreting

Pre booked video remote interpreting allows you to access spoken language interpreters via a video call. It can be used for short notice appointments, emergencies and for rare languages. Telephone interpreting is still NHS GGC’s preferred primary interpreting method.

Working with a video interpreter (PDF Download)

Raising a pre-booked VRI booking (PDF Download)

To book video remote interpreting

· Reach out to Clare.Power@dalanguages.co.uk to get access to the DA Link portal
· Log onto DA Link portal – DA Link | Public | List (dalanguages.co.uk) either with an individual or team log in.
· Follow the Guidance provided in the attachments or reach out for further assistance!
· For updates on your VRI bookings, please contact DAL VRI Appointments – dalvriappointments@dalanguages.co.uk
· If any team requires initial or further training on the portal, please reach out directly to Clare.Power@dalanguages.co.uk

Attend Anywhere Information

We now have the capacity to offer Attend Anywhere (Near Me) video interpreting appointments in a variety of different languages in scenarios where telephone interpreting and face to face appointments are not appropriate.

If you would like to book an Attend Anywhere appointment please email interpretingservices@ggc.scot.nhs.uk giving us the following information:- Your name, department, contact details, Attend Anywhere waiting area link, time and date of appointment, expected duration of appointment and the name of the clinician and patient.

On the day of the appointment the interpreter will be available in the waiting area and will identify themselves as “interpreter” and should be invited into the call prior to the patient.

For more information about Attend Anywhere appointments please do not hesitate to contact the interpreting department on 0141 347 8811.

Additional Resources
Direct Patient Access to Interpreting Service

Patients can now access the telephone interpreting service to contact any NHSGGC service.

For example, patients can use the telephone interpreting service to make an appointment with their GP, discuss medications with their Pharmacy, book a Maternity appointment or contact NHS 24.

An information leaflet is available in multiple languages. It explains how to use the service by calling or by using a mobile app. It provides codes specific to NHSGGC services so can only be used for this purpose.

Contact Us

Location

NHSGGC Staffbank
Dalnair Street
West Glasgow ACH
Yorkhill Glasgow
G3 8SJ

Opening Hours

  • Monday to Sunday, 8.00am to 4.00pm
  • Closed Christmas Day and New Year Day

Interpreting Services Contact Numbers

Contact Centre

Telephone: 0141 347 8811

Email: INTERPRETINGSERVICE@ggc.scot.nhs.uk

Service Manager

Neil McGhie
Email: neil.mcghie@nhs.scot

Engagement Development Specialist

Nuzhat Mirza
Email: nuzhat.mirza@ggc.scot.nhs.uk

Complaints / Feedback Form

If you wish to raise any issues experienced with the interpreting services provided by DA Languages to NHS Greater Glasgow & Clyde, please complete appropriate form below:

Interpreter complaint form

The NHS Greater Glasgow and Clyde Nursing and Midwifery Staff Bank teams are here to help when there are planned, or unplanned, shortfalls in the levels of nursing and midwifery staff.

We provide registered and non-registered nursing and midwifery staff to our hospital wards, outpatient clinics, health centres and community settings. The Nurse Bank has approximately 15,000 temporary staff providing shift cover 24/7, 365 days a year.

Bank workers are registered with NHSGGC Nursing & Midwifery Staff Bank and are available to fill short-term shortfalls in manpower resource. The service helps to provide safe, effective, person-centred care for patients across Glasgow and Clyde.

What we do

The Nursing and Midwifery Staff Bank service provides a central booking, recruitment and management service for NHSGGC. The Staff Bank Service provides a critical link between NHSGGC bank workers and frontline health care professionals commissioning staffing requests for their services.

How to contact NHS Greater Glasgow and Clyde Staff Bank

Location

NHSGGC Staffbank
Admin Building
Gartnavel Royal Hospital
Glasgow
G12 0XH

Nursing & Midwifery, Recruitment and Pay Enquires

Opening Hours

Staff Bank

Monday to Sunday – 8.00am to 8:30pm
Closed Christmas Day and New Year Day

Recruitment and Pay Enquires

  • Monday to Friday – 9.00am – 5.00pm
  • Closed all public holidays

Telephone Options

  • Our contact number for all enquires is 0141 278 2555.

Staff Bank Contact Numbers

Contact Centre

  • Telephone: 0141 278 2555

Contact Centre Team Lead

Kelly Smith
Telephone: 0141 278 2640
Email: Kelly.Smith2@ggc.scot.nhs.uk

Contact Centre Supervisor

Laura Traquair
Telephone: 0141 278 2677
Email: Laura.Traquair@ggc.scot.nhs.uk

Contact Centre Supervisor

David Dougan
Telephone: 0141 278 2566
Email: David.Dougan@ggc.scot.nhs.uk

Contact Centre Manager

Neil McGhie
Telephone: 0141 278 2656
Email: Neil.McGhie@ggc.scot.nhs.uk

Nurse Manager

Karen McCoubrey
Email: Karen.McCoubrey@ggc.scot.nhs.uk

Nurse Manager

Carol Allison
Email: Carol.Allison@ggc.scot.nhs.uk

Nurse ‘Manager

Julia O’Neill
Email: Julia.O’Neill@ggc.scot.nhs.uk

Pay Enquiries

Payroll Cut Off Deadline

The BankStaff system for NHS Greater Glasgow and Clyde Staff Banks was introduced in 1st July 2017 .

Bank workers timesheets are required to be completed electronically, and authorisers are required to confirm the shift has been worked and then finalise the timesheet on the system, to allow the shift to be released for payment.

The payroll cut off for electronic time sheets authorisation is now 12.00pm on Friday.

All shifts which start before midnight on the Thursday must be signed off for payment before 12 noon on a Friday to ensure the bank workers receive payment the following Friday.

Thursday night shifts can now be paid the following Friday i.e:

Shift: Thursday Night shift 7.30pm to 7.30am

If signed-off by Friday midday will be paid the following Friday.

Payroll Cut Off Deadline (December 2024)

WeekShifts WorkedShifts to be signed off not later thanPayment Date
37                                                                          06/12/24 –
10/12/24
12pm on Wednesday 11th Dec20/12/2024
3811/12/24 – 17/12/2412pm on Wednesday 18th Dec27/12/2024
3918/12/24 – 23/12/2412pm on Tuesday 24th Dec03/01/2025
40 24/12/24 –
02/01/25
12pm on Friday 03rd Jan10/01/2025

Rates of pay

If you are a Band 2 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £23,362 (£12.11 per hour)

Points 02, 03, 04 & 05 = £25,368 (£13.15 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 44% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 88% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

If you are a Band 3 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £25,468 (£13.20 per hour)

Points 02, 03, 04, 05 & 06 = £27,486 (£14.25 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 37% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 74% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

If you are a Band 5 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £30,229 (£15.67 per hour)

Points 02 & 03= £32,300 (£16.74 per hour)

Points 04, 05, 06 & 07 = £37,664 (£19.52 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 30% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 60% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

These annual salary value are re-assessed by the Government in April of each year.

News and Events
Frequently Asked Questions
Conditions of Nursing & Midwifery Registration

Question: I am looking to travel abroad for six months of the year, can I stay on the Nurse Bank?
Answer: No, if you are not going to be available to undertake shifts you must advise the Staff Bank

Question: Can I refuse to move wards/site from the ward/site I was originally booked for?
Answer: No, once a Bank worker has accepted and agreed to undertake a shift there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.

Question: I have just found out that I am pregnant, is there anything I need to do?
Answer: Yes, For Bank only workers, you must contact a Nurse Manager to arrange a meeting
For substantive post holders, you must advise the Staff Bank the dates when your maternity leave starts and ends.

Question: What happens when I am off sick?
Answer: Inform Staff Bank at the earliest opportunity. If your sickness will last longer than 3 days and up to 7 days you should submit a Self Certificate Form (SC2). If your sickness will last for 7 days+ then you should submit a Fit note to the Staff Bank.

Question: Will I get paid when I am off sick?
Answer: In certain circumstances, a Bank worker may be eligible for statutory sick pay

Question: Will I be paid when I am on jury duty?
Answer: The nature of bank work is such that no payment would be made by NHS Greater Glasgow and Clyde (the Board) to any bank worker when on jury duty.

Question: How do I claim my Annual Leave?
Answer: Telephone the Staff Bank Contact Centre

Question: How long does an internal application take to process?
Answer: Normally 10 to14 days providing your paperwork is accurately and timeously completed.

Question: How often do you recruit?
Answer: NHSGGC Staff Bank is regularly recruiting, please check Scottish Health on the Web for current campaigns.

Information for Service Users

Question: What is the deadline for signing off bank staff shifts that have been worked in my ward?
Answer: All worked shifts must be signed off on Bank Staff before the 12.00pm deadline on a Friday to ensure payment for the following Friday.

Question: How do I request a booking for my Ward?
Answer: All bookings should be requested via the Bank Staff booking system.

Question: How much notice should I give when requesting a shift?.
Answer: Providing the contact centre with as much notice as possible increases opportunity to successfully fill the shift.

Question: How do I cancel a booking request that is no longer needed at ward level?.
Answer: Contact the Staff Bank Contact Centre on 0141 278 2555 and inform them of the Cancellation. When cancelling a filled request you must give 4 hours notice before start of shift.

Information for Bank Staff

Question: How do I book my bank shifts?
Answer: Refer to Employee Online link below, or Contact the Staffbank Contact Centre on 0141 278 2555 and give them your availability dates for work. The Call handler will check to see what shifts are available on these dates and offer them to you. The more flexible you are the more work we will be able to offer you.

Question: How do I request Annual Leave?
Answer: Annual leave can be requested by email. Please see Important Information link for details on how to request annual leave. for More Info please click here

Question: Can I work a bank shift if I am on annual leave from my substantive post?
Answer: Yes.

N.B Bank workers who have a substantive post must take annual leave from both substantive and bank post at the same time for 5.6 weeks/210 hours of the Annual Leave year.

Question: Can I change a booked shift for another shift elsewhere?.
Answer: No, once you have committed to a shift the Staffbanks expectation is that you complete the booked shift. If the move is because of a specific skill then it is considered and discussed with the nurse in charge locally.

Question: Can I refuse to move wards/site from the ward/site I was originally booked for?.
Answer: No, once a bank worker has accepted and agreed to undertake a shift there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.

Question: What happens if I need to cancel my shift?
Answer: To maintain high standards of patient care and staff safety, all Bank workers are required to follow the cancellation process when unable to attend a booked shift. During opening hours (8:00 AM – 8:30 PM, 7 days a week), please contact the Bank Office directly at 0141 278 2555. If you need to cancel outside of these hours, notify the clinical area at the earliest opportunity and follow up with the Bank Office when it reopens. If there are mitigating circumstances preventing you from following this process, please contact the Nurse Manager as soon as possible via email at ggc.staffbank.nursemanager@nhs.scot to provide an explanation and any relevant details.

Professional Nursing & Governance
Staff Bank Recruitment

Come and Join the Staff Bank Service

We are welcoming internal applications for both nursing and non-nursing role’s with NHS Greater Glasgow and Clyde’s Nursing and Midwifery Bank. With a wide variety of flexible shifts across both acute and community services we would be delighted to hear from you. More information and our online application is available through the links below.

Joining NHSGGC Staff Bank

The process for recruiting both registered and non-registered nurses and midwives to NHSGGC Nursing and Midwifery Staff Bank follows the same robust recruitment and selection processes as required for substantive posts.

To register with the Staff Bank there is both an internal and external process.

Internal Applications

Nursing and Midwifery staff that hold a permanent post within NHS Greater Glasgow and Clyde are permitted to join the Staff Bank through the internal application process, by virtue of existing employment, in a nursing role, with NHS Greater Glasgow and Clyde.

This is on the basis that as bank workers they are fully supported by their substantive line manager in delivering high standards of care to patients within their bank role. Before completing and signing the reference managers acting as the individuals sponsor should consider the suitability of the individual to undertake bank work i.e. relevant mandatory training and competency.  

Bank workers planning to leave substantive employment within the organisation e.g. retirement and wish to continue to undertake bank shifts will no longer have sponsorship from their line manager and therefore no means for the bank nurse’s competence to be assessed within the responsibilities of the role and job description. 

Bank workers wishing to continue to undertake shifts when no longer substantively employed by NHS GGC will undergo a reassessment process to transfer managerial responsibility to Staff Bank Nurse Management.

It is important that the bank worker and their line manager inform the Staff Bank service of their intention to leave their substantive post at the earliest opportunity to allow the reassessment process which entails Occupational Health check, PVG assessment, mandatory training update and a satisfactory reference. NHSGGC Staff Bank advise they are notified a minimum of 3 months in advance of leaving.

External Applications

External applicants to the Nursing and Midwifery Staff Bank will be subject to NHS Greater Glasgow & Clyde recruitment and selection process, which adheres to NHS Scotland PIN Guidelines.

  • Application short listed in line with Pin guidelines
  • Short listed applicants interviewed
  • Successful interviewees are progressed subject to the following checking standards: Occupational Health Clearance, Criminal record checks and membership of the Protecting Vulnerable Groups (PVG) scheme, Employment history and 2 satisfactory reference checks, Verification of identity checks and right to work in UK checks.

All external recruitment is advertised on NHS Show Website.

Learning, Education & Training

In order to maintain registration with NHSGGC Staff Bank you are required to ensure that you complete all statutory and mandatory training.  

Focus on Policies and Procedures

As members of NHS Greater Glasgow Clyde Staff Bank Team, it is key that we are all committed to the core NHS values of: Care and Compassion, Dignity and Respect, Openness, Honesty, Responsibility, Quality and Teamwork and we use these values to guide us in all that we do.

It is important to maintain your knowledge and understanding of all NHSGGC Policies and Procedures. Please ensure that you are familiar with and follow the policies that are pertinent to your role and current scope of practice at all times.

To support you with this and maintaining these core values, each month we will focus on a different Policy or Procedure. This month we are featuring the following policies:

Please be aware that Policies and Procedures are updated from time to time, therefore it is important to regularly check for changes.

Important Information for all Nursing, Midwifery and Health Care Support Workers

Following a recent review of Nursing Documentation by NHSGGC Tissue Viability Team, the ABCD initiative to documentation is now being rolled out Board wide. Please read the information on the new approach.

Further information

COVID-19 Information

Annual Leave

Due to current circumstances it has been agreed that the normal maximum 37.5 hour carry over rule for annual leave will be waived and any untaken leave will be carried over to the next financial year. (Therefore if you still had 50 hours on the 31st March 2022, all of this has been carried over on the 1st April 2022)

Additionally, if you have booked annual leave, and wish to also take a bank shift,  then you will be able to do this with immediate effect. We will monitor usage of these to ensure that bank workers are taking regular breaks, as whilst we value your contribution, we also need to make sure you get rest.

Many thanks

The bank office team

COVID-19 Updated Briefings

The policies below are a combination of HR and more general policies which affect the workforce.  Should you have any queries about these policies, please contact your manager, local HR team or local trade union representative.

  • HR Generalist – Employee Relations (Attendance Management, Disciplinary, Capability, Grievance, Dignity at Work), Work Life Balance (Maternity Leave, Paternity leave, Adoption/Fostering, Leave, Code of Conduct, Professional Registration, Staff Uniform and Dress etc;
  • Health and Safety – Moving and Handling, Radiation etc;
  • Medical and Dental – Medical Re-validation and Appraisal etc;
  • Staff Governance – iMatter, Staff Governance Committee etc.

Links to HR policies, Health & Safety policies, guidance documents and their associated forms can be found via the the sections below.

Workforce Planning is best described as:

“Getting the right people with the right skills and competences in the right place at the right time to deliver services that provide the best possible patient care, within a budget that you can afford.”

In practice this involves the following:

  • Designing your future workforce – Understanding what the workforce needs to look like to meet service need and influencing this process by ensuring that workforce considerations are part of the service and financial planning process.
  • Developing your future workforce – Through recruitment, retention, education commissioning and staff development.
  •  Delivering your future workforce – By understanding the management actions that will be necessary to ensure your workforce plans is delivered and that all your staff, service partners and stakeholders are engaged in the process.
NHSGGC Workforce Plan (2022-2025)

Each year NHSGGC is required by the Scottish Government to develop and publish a workforce plan which sets out the strategic direction for workforce development and the resulting changes to our workforce over the next year and beyond.

The NHSGGC Workforce Plan is developed using the NHS Scotland six steps methodology and the NHS Careers Framework. Both of these workforce models enable us to take a coherent view of the workforce across all job families and sub-groups. The Career Framework in particular is a useful tool for modelling and implementing workforce change and we are promoting and encouraging the use of this tool in NHSGGC.

Local workforce planning activity is managed within the Acute Services Division and within the Health and Social Care Partnerships (HSCPs). In addition, there are workforce plans which focus on cross sector issues and plans based on service delivery models.

The workforce implications of service change and redesign are also set out in NHSGGC’s financial and service plans at Board and Divisional/HSCP level. These workforce implications highlight any planned recruitment activity and are further analysed in the project implementation documents (PIDs) which are prepared to support any significant service change and which set out the financial, workforce and equality impacts of any proposed changes.

All of the above workforce information is analysed and summarised by the workforce planners in order to develop the annual NHSGGC Workforce Plan.

NHSGGC Medical Workforce Plans

The three Workforce Plans focus on Medical and Dental workforce issues and will form part of an overarching plan which will include other elements of the Acute workforce including Nursing and Midwifery, Allied Health Professionals and all other NHS staff groups. Significant work has already been undertaken in Nursing and Midwifery in identifying the workforce challenges with further work for AHP staff and non-clinical roles underway. All workforce plans will form part of a comprehensive Board Workforce Plan and link to National workforce plans.

The Acute Services Medical Workforce Plan describes the current medical workforce challenges facing the Acute Division in delivering clinical services in 2017/2018. The plan takes into consideration key Acute Strategy documents including the Acute Division Delivery Plan and Strategy for Acute Services.

The Mental Health Services Medical Workforce Plan provides a summary of the workforce data across Mental Health services within Partnerships. The document references the Royal College of Psychiatrists recommendations for a standard workforce model, which has been developed and applied for Medical Staffing, and this work is the first step in being able to develop such a model within NHSGGC. NB – a link will be added to access the plan on publication (Autumn 2017)

The Oral Health (Dentist) Workforce Plan focuses on the need to support our current workforce to meet future service needs. The workforce plan contains a series of actions designed to initiate the changes required to create a workforce with the capacity and capabilities required to meet future needs. The workforce plan focuses on Dentists working within Acute Secondary Care Dental Services and the Public Dental Service (PDS) i.e. direct employees of the Board. NB – a link will be added to access the plan on publication (Autumn 2017) 

While each of the plans reflects the specific needs of the service area they cover some of the common themes include:

  • Medical staff recruitment and retention
  • Creating a stable medical workforce by reducing medical locum usage;
  • Developing the current and future medical workforce ensuring access to clinical skills, training and leadership development for clinical leaders;
  • Improving medical workforce productivity through application of the allocate job planning tool and review of EPAs across the Acute Division;
  • The ageing medical workforce and the impact of this changing demographic for the future medical workforce;
  • Shared Services and how this will impact on the future Medical Workforce.
The NHS Scotland Workforce Planning Community

The NHS Scotland Workforce Planning Community Website was established in 2015 for use by the NHS Scotland Workforce Planning and Human Resources community; however it also contains information which may be useful to:-

  • NHS staff who are not operational workforce planners but need to be aware of the importance of workforce planning their own services to meet the workforce, service and financial challenges of the future.
  • Ad-hoc visitors from partner agencies who want to obtain information on workforce planning in NHS Scotland.

The site has been designed to allow visitors to quickly access information on workforce planning. Most of the site is open and you do not have to be a member of the Community to access information; however access is restricted to certain pages which are appropriate for NHS Scotland National Workforce Planning Forum members only (this may restrict some search functionality).

Using this site will allow you to:-

  • Identify workforce planning contacts in each of the NHS Scotland Territorial and Special Health Boards and access workforce planning documents.
  • Understand background information on workforce planning and how it integrates into service delivery and financial planning.
  • Understand the context in which workforce planning sits within overall NHS Scotland.
  • Obtain additional information on the Skills for Health “Six Steps Methodology to Integrated Workforce Planning” (which is used across NHS Scotland) and how it can be best utilised as part of a workforce planning process.
  • Develop an awareness of the importance of good workforce data and information to inform the planning process.
  • Secure details of and links to recent workforce planning activities within NHS Job Families and Care Groups.
  • Understand how to access a variety of support tools and useful links.
The 6 Steps Methodology to Integrated Workforce Planning

The “Six Steps Methodology to Integrated Workforce Planning” has been designed by Skills for Health as a practical approach to planning that ensures you have a workforce of the right size with the right skills and competences.

The Six Steps methodology is used by the NHS across all four countries in the United Kingdom and is also used by a number of social care providers.

Use of the Six Steps methodology within NHS Scotland was noted in the revised workforce planning guidance published in CEL 32 (2011). The Methodology identifies those elements that should be in any workforce plan, taking into account the current and future demand for services, the local demographic situation and the impact on other services, while working to within you define budget. Using the Six Steps provides you with a tool which will:

  • Establish a systematic practical approach that supports the delivery of quality patient care, productivity and efficiency
  • Ensure closer integration between NHS Boards and social care providers in planning the wider workforce.
  •  Identify the key learning and educational needs of the existing and future workforce, the evidence of which will inform national education and training requirements
  • Ensure that in developing workforce plans they support corporate goals and objectives
  • Ensure that workforce planning decisions taken are sustainable and realistic
  • a scalable approach, from small wards plans to large organisations

The Six Steps are:

  • Step 1: Defining the plan
  • Step 2: Mapping service change
  • Step 3: Defining the required workforce
  • Step 4: Understanding workforce availability
  • Step 5: Planning to deliver the required workforce
  • Step 6: Implement, monitoring and refresh.
NHS Scotland Workforce Planning Guidance

Revised Workforce Planning Guidance was issued to all NHSScotland organisations in December 2011 to provide Boards with a consistent framework to support evidence based workforce planning.

The guidance is designed to support and assist those responsible for leading on workforce planning, in particular the development of workforce plans at service, NHS Board and regional level. 

The National Health and Social Care Workforce Plan

Published in June 2017 the 2017/18 National Health and Social Care Workforce Plan (Part 1) covers NHS Scotland and:

  • Aims to support NHS Scotland organisations, including independent NHS contractors in the community, to identify, develop, retain and support the workforce they need to deliver safe and sustainable services to Scotland’s people;
  • Will enable NHS Scotland organisations to work together over time to broaden this aim in order to help deliver a whole system approach to health and social care;
  • Provides an overview of the current NHS Scotland workforce and an assessment of what it could look like in the future;
  • Sets out how improved workforce planning can benefit NHS Scotland services at national, regional and local levels.

Part 1 of the Plan has made workforce planning recommendations specific to NHS Scotland.

Parts 2 (Social Care) and 3 (GP supplement) of this Plan (to be published in late 2017, early 2018) will recommend actions for different parts of the system and will be undertaken using a phased approach, reflecting on-going discussions between NHS Scotland, local authorities, primary care, professional and regulatory bodies, trade unions, Integration Joint Boards and the third and independent sector.

Staff in Post Trends
Starter and Leavers Trends
Absence % Trends
Turnover % Trends
Maternity Leave
Additional Staffing

Workforce Analytics provides workforce statistics for both internal and external use. The information they supply is used throughout the organisation and is provided externally to the Scottish Government and in response to Freedom of Information requests.

Workforce Analytics also maintains and supports NHS Greater Glasgow and Clyde’s HR system, which is accessed by over 600 staff to obtain personnel, recruitment and training information across the organisation. In addition the team are involved in supporting the implementation of the new national Electronic Employee Support System (eESS).

Most of Workforce Analytics monthly reports are circulated either through MicroStrategy or  SharePoint. Should you require access or wish to discuss any of our reports, please contact: workforce.information@ggc.scot.nhs.uk

The Trade Union (Facility Time Publication Requirements) Regulations 2017 require public sector employers to publish information relating to facility time taken by union representatives within their organisation. The reporting period runs from 1 April to 31 March and reports require to be published by 31 July each year.

ISD Scotland Workforce Information

NHSScotland’s  Information Services Division (ISD) provides health information, health intelligence, statistical services and advice that support the NHS in progressing quality improvement in health and care and facilitates robust planning and decision making.

In order to support this work ISD collects a variety of information on staff employed in NHS Scotland. This information is used by ISD and NHS Boards to support local, regional and national workforce planning.

The latest National Statistics publication of Workforce Information can be accessed using this link and provides data at national and board level under the following headings

  • All staff in post
  • Vacancy numbers for nursing and midwifery, allied health professions, consultants and pharmacy staff
  • Staff Turnover
  • Nursery and midwifery student intakes, students in training and progression rates
  • Clinical nurse specialists
  • Consultant contract
  • Dental workforce

More Information

Contact Us

Workforce Analytics Team

eESS Technical Team

eESS Support Team

Workforce Forms Guidelines

There is a range of guidance available to help managers provide the workforce information that is required for good staff governance.

The information provided will be recorded into HR, Payroll and finance systems in line with Data protection guidelines.

Please note the following link is available internally only via Staffnet.

More Information