There are many different routes which enable people to start a career within the NHS. In NHS Greater Glasgow and Clyde we aim to offer a variety of opportunities. Some will help individuals make career choices by providing an insight into the various roles within our organisation and others will support people to develop knowledge and skills that may assist them into future employment.
Get Ready For…
Nursing – 2025 Programme
The NHSGGC Get Ready for Nursing Programme is a 3 day timetabled programme delivered by NHS and Educational Professionals to support your Application to study Nursing or Midwifery.
The programme delivered by NHSGGC Nursing Staff and colleagues form Universities and Colleges.
Activities include:
Discussion workshops hosted by Nursing and University/College Admissions teams:
the application process for Nursing and Midwifery
life as a Student
life as a Nurse or Midwife
career pathways within Nursing
Hands on workshops that include:
patient observations
core nursing skills
medical equipment
tours of wards and specialty areas (eg operating theatres)
profession specific workshops – eg Mental Health, Paediatrics etc
Click here to find out more about Nursing Professions or visit https://www.careers.nhs.scot/careers/explore-our-careers/nursing/
2025 Applications opening soon – For future events apply to join our mailing list for notification of when programmes are open for applications
Thinking of Studying Midwifery?
Click here to find out more about Midwifery as a profession or visit https://www.careers.nhs.scot/careers/explore-our-careers/midwifery/
Physiotherapy – 2025 Programme
NHS Greater Glasgow & Clyde will be running Get Ready for Physiotherapy events for all school pupils, school leavers, gap year students and postgraduates living or studying in our catchment area and planning to apply to Physiotherapy courses through UCAS in 2025. These events have been designed to replaced traditional “shadowing” for work experience.
The intention is to deliver a meaningful programme of activity that will give participants more to speak about within your application and at interview.
The programme delivered by NHSGGC Newly Qualified and Experienced Physiotherapy staff.
Activities include:
Discussion workshops that include
the application process for Physiotherapy
life as a Student
life as a Physiotherapist
career pathways within Physiotherapy
Dates:
This will include 2 virtual sessions each year:
1st in March 2025 (date TBC) This has replaced the in person sessions. The content of these sessions will include advice on entry requirements and presentations from different areas of physiotherapy
2025 dates opening soon – For future events apply to join our mailing list for notification of when programmes are open for applications
This event open to anyone who is applying to study Physio in 2025 who hasn’t previously attended a physio placement.
Click Hereto find out more about the profession or visit https://www.careers.nhs.scot/careers/explore-our-careers/allied-health-professions/physiotherapist/
Click Here to find out more about other careers in NHS Allied Health Professions or visit https://www.careers.nhs.scot/careers/explore-our-careers/allied-health-professions/
Medicine 2025 Programme
The programme of activity for Get Ready for Medicine will take place as follows:
January to March – Online evening lecture events and half day careers insight workshops for S5, gap year and access students and postgraduate applicants planning October applications
June to July – NHSGGC will support delivery of Medic Insight Glasgow Programme (please make sure you are following Medic Insight Glasgow social media platforms)
September to October – Online evening lecture events and half day workshops for S6 pupils making applications in October
This event is open to anyone who is applying to medical school next October who hasn’t previously attended a GRfM workshop event.
We would also advise you to look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure you are following Medic Insight Glasgow social media platforms ( ie Facebook) for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:
2025 Applications opening soon – For future events apply to join our mailing list for notification of when programmes are open for applications
We would also advise to make sure you have a look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure are following Medic Insight Glasgow social media platforms (i.e. Facebook) for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:
Read what the Medical Schools Council advises on the type of work experience needed to support your application to study Medicine. You should also visit the entry requirement pages of the university you wish to apply to for detailed information about the application process.
Please Click Here for more information regarding Get Ready For Medicine Programme.
***Please note that NHSGGC does not host “Shadowing” within a number of professions including Medicine. All requests for careers insight, to source placements or support self found placements for Medicine will be re directed to the Get Ready for Medicine Programme.***
Senior Phase Pupils/Adults – Self Found if no Get Ready Programme
If there is no Get Ready Programme covering your field of interest then applicants are required to source placements by themselves i.e. we do not match applicants to host supervisors. A request for this type of placement should be made directly to the department of interest who will negotiate the content and length of the placement. If a placement can be accommodated the host department will contact the Learning and Education team to confirm the arrangements.
In order to access a placement within NHSGGC (even if you have identified a host department by yourself) pupils must complete the Self-Found Placement Request.
The NHS GGC supervisor will then confirm the placement by complete the Supervisor Confirmation Form. By completing these form you are agreeing that the placement will commence.
The Career & Education Pathway Toolkit is a visual guide that help identify the relevant requirements for each admin post within PAT (Professional Administration Transformation) admin family. Covering from modern apprentice through each of the bandings up to senior management levels. It can help with career progression or upskilling in your current role.
Dealing with a death of an employee can be a difficult and emotionally demanding experience. As the line manager, you will most likely be involved in communicating with partners and/or family members during this time with regards to death in service benefits, pensions and final salary arrangements.
To help ensure that our Payroll service and Human Resources are provided with sufficient and accurate information relating to employees who die in service, please review the below guidance which includes a checklist of what is required and a flowchart of the process to follow. This helps Human Resources and Payroll when notifying the Scottish Public Pensions Agency (SPPA) and enables the efficient administration of death-in-service benefits to surviving partners and dependants.
Please also note the template letters that you may wish to use to confirm details with the partner/family members.
We appreciate that this is a very sensitive subject and if you require any further advice or guidance, please do not hesitate to contact the HR Support and Advice Unit on 0141 278 2700 (option 2) or through the HR Portal at https://nhsnss.service-now.com/ggc_hr.
When a member of staff is leaving NHS Greater Glasgow and Clyde, we would ask that all managers ensure appropriate steps are taken to assist their exit and to ensure the relevant paperwork and Board belongings are returned. The leavers checklist below will ensure you follow all relevant steps required when an employee is leaving.
eESS has been the main mechanism for employees to complete an exit interview questionnaire. However, this provides challenges in obtaining relevant data and trends and has not been widely used within NHS Greater Glasgow and Clyde.
Therefore, a refreshed exit interview process has been introduced within NHS Greater Glasgow and Clyde which will allow an opportunity for employees and managers to have a meaningful discussion and complete an exit interview questionnaire. The refreshed process will also include the ability to transfer exit interview data in to eESS to allow reporting and analysis.
An electronic form, mirroring eESS exit interview questionnaire, is available for managers and employees to complete together and to enable a meaningful discussion regarding the employees experience. A paper form, mirroring eESS exit interview questionnaire is also available as a contingency and for any services with limited access to PCs and/ or laptops.
An employee can still choose to complete an exit interview through eESS employee self service or the electronic form without a manager, if they wish.
The Fixed Term Policy applies to all individuals who work under a fixed term contract of employment. The purpose of the policy is to provide clear principles and values which will govern the appropriate use of fixed-term contracts ensuring compliance with legislation governing fixed-term employees.
The policy provides a procedure for dealing with fixed-term contracts which is fair and equitable and has both the interests of the employee and the effective operation of the service as its goals.
Top Tips on using the policy:
All fixed-term contracts should have a start and end date or specified duration.
Fixed-Term contracts should have no more than two renewals within any one year period (unless this can be objectively justified).
Fixed-Term employees should not be treated any less favourably than permanent employees.
All fixed-term contract employees should have their position reviewed mid-term.
Policy
NHSGGC is committed to using permanent contracts of employment as the norm, with fixed term contracts only being used where necessary and appropriate. This policy applies to all individuals who work under a fixed term contract. The policy has been developed in partnership, and meets the minimum standards set out in the Fixed Term Contracts Partnership Information Network (PIN) Policy and reflects current employment legislation.
Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.
Fixed Term Contracts Policy Guidance
What is a fixed term contract?
A fixed-term contract of employment is defined as a contract of employment which: has a definite start and end date, or terminates automatically when a particular task is completed, or terminates after a specific event or project is concluded. NHS Greater Glasgow and Clyde is committed to using permanent contracts of employment as the norm, with fixed-term contracts only being used where necessary and appropriate. Furthermore, NHS Greater Glasgow and Clyde is committed to treating those employed on fixed-term contracts no less favourably than its permanent employees (unless this can be objectively justified).
Who does the Fixed Term Contract Policy apply to?
The policy applies to all individuals who work under a fixed term contract of employment (i.e. for a specific time that is fixed in advance; or terminates on the completion of a particular task; or terminates on upon the occurrence or non-occurrence of any other specified event).
When should Fixed Term Contracts be used?
In certain exceptional circumstances, fixed-term contracts may be a valuable tool to enable managers to cover short-term gaps in essential services, enabling consistent standards of service to be maintained. Fixed Term Contracts should only be used for a time limited, short term option of less than 2 years (unless objectively justified). Examples of where Fixed Term Contracts may be used are:
Protecting posts for staff due to organisational change
Covering leave (e.g. sickness, maternity leave)
Project or research posts
Posts which are not funded on a recurring basis
Backfill for short-term secondment
Useful information when advertising for a Fixed Term Contract
The duration of the contract must be clearly defined and the reason for the fixed-term nature of the post.The fixed-term nature of the post should be clearly evident in the advertisement, job information pack, letter offering employment and subsequent contract of employment. It should also be discussed at interview.
Where existing permanent employees apply for a fixed-term contract, and where NHS GG&C does permit such an appointment, it must be made clear (in writing) to the employee that in doing so their existing permanent contract has come to an end, and their new contract is fixed-term.
Where there is a need to make the post permanent
Where there is a requirement to make the post permanent the post should be advertised in the normal way. Where successive fixed-term contacts apply staff may be automatically appointed to the post in line with the criteria in Section 6.2 of the policy.
Process to be followed for non-renewals of Fixed Term Contracts
Where it is known that an employee’s fixed term contract will not be renewed upon expiry, the relevant manager with the authority to dismiss must meet with the employee, ideally three months prior to the expiry date of the contract to discuss the following:
Confirm that the fixed term contract will not be renewed and to confirm the grounds for non renewal
To serve the employee with notice in line with their contract of employment and that their contract will be terminated on its expiry date
To advise the employee that they will be placed on the redeployment register, and to discuss the redeployment process. The employee should be advised that they will remain on the register until date of the fixed-term contract
To confirm where appropriate, any redundancy payment which will apply should suitable alternative employment not be obtained.
To discuss any other matters in preparation for the termination date.
For those with service under 2 years, or where it is known that the contract will not be renewed within 3 months of the date achieving 2 years service, if the employee had not secured an alternative post prior to the end of their notice period, their employment will be terminated at the end of their contract period.
Employees in excess of 2 years service (with successive Fixed Term Contracts) will be appointed onto a permanent contract where the following criteria is met in full:
The employee has held fixed term contracts consecutively which were used to protect posts for permanent staff due to planned organisational change, service reconfiguration or redeployment, and
The member of staff has been employed for more than 2 years, and
Recurring funds for the post beyond the two-year period exist, which can be used to retain the member of staff, or a positive risk assessment has been carried out to establish the impact on the organisation should it be non-recurring funding.
(In situations where an employee achieves two years’ service, and it is known that the contract will not be renewed within three months of the date of achieving two years’ service, the individual’s contract of employment will remain fixed term).
The material contained in this section is management guidance, rather than guidance that has been agreed in partnership.
The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.
Fixed Term Contracts Tools and Templates
To support the application of the use of Fixed Term Contacts a number of templates are available. Please contact the HR Support and Advice Unit who will guide you accordingly.
Student Fixed Term Contracts
We would like to welcome all students who have started or are about to start employment with NHSGGC. You will find a number of FAQ’s below that will hopefully be helpful to you in the initial stages of joining NHS GGC as an employee. For more general information about your terms and conditions, including the NHS Scotland Workforce Polices, you will find this on HR Connect.
Please take the time to review the following documents and our frequently asked questions.
Employees are entitled to Phased Retiral if they are applying for their State Pension or Occupational Pension (SPPA) and terminating their employment with the Organisation
A gradual reduction in hours may be introduced three months before retiring, for example:
Third month before retiral: work 4 days per week
Second month: work 3 days p/w
Last month: work 2 days p/w
* Pro-rata for part time staff
Employees will have the opportunity to attend a pre-retirement course to prepare them for their retirement.
For employees with 20 years or more continuous service with NHS GG&C, line managers can apply for a Retiral Gift Voucher.
Employees are entitled to Phased Retiral is they are applying for their State Pension or Occupational Pension (SPPA) and terminating their employment with the Organisation.
How does Phased Retiral work?
For a full time employee working 5 days per week for example, a gradual reduction in hours would be as follows:
Third month before retiral: 4 days per week
Two months before retiral: 3 days per week
One month before retiral: 2 days per week
For part time staff, this is calculated on a pro rata basis.
Will I receive my normal pay during a phased retiral?
Yes. Employees will receive their normal pay during a phased retiral – this being their standard hours. This does not include unearned overtime or on-call payments out with standard hours.
How do I arrange a phased retiral?
Employees should inform their line manager of their intentions to retire and whether they wish a phased retiral at the earliest opportunity in order to benefit from this. They should then agree a phased retiral plan with their line manager. A retiral plan can be drawn up and should take into account any annual leave remaining to be used on leading up to retirement.
For employees who are members of the SPPA pension scheme:
Pension applications and notification of termination should be completed 4-6 months before the date of retiral in order to ensure that pensions are paid timeously. Pension application forms can be downloaded here.
Termination forms should be completed by line managers.
Completed applications and termination forms should be and returned to Payroll:
NHSGG&C Payroll Department Caledonia House 140 Fifty Pitches Road Cardonald Park Glasgow G51 4ED
If you require advice on completing your pension application form, please contact the SPPA directly on 01896 893 000
Retiral Gift Voucher
Employees with more than 20 years continuous service with NHS Greater Glasgow and Clyde will be entitled to a Retiral Gift Voucher as detailed below:
With more than 20 years continuous service with NHSGGC but less than 30 years: £100
With 30 or more years continuous service with NHSGGC but less than 40 years: £150
With 40 or more years continuous service with NHSGGC: £250
Line Managers must take responsibility to make arrangements for employees’ long service to be recognised by completing the Retiral Gift Voucher form.
Pre-Retirement Courses
Employees have the opportunity to attend a pre-retirement course where they will have access to a wide range of information to help them prepare for their retirement.
To encourage a long and healthy retiral, employees will have access to a health check and advice from the Occupational Health Service. To arrange a health check contact OH on 0141 201 0600.
The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.
Retiral Gift Vouchers
Application Process
Line managers should complete all sections of the Retiral Gift Voucher Application Form found below, including providing (or obtaining) a relevant management signature.
Endowments cannot process any application sent directly to them before it has been countersigned by HR. In order for HR do the requisite checks and countersign the form, line managers can send it to the HR Support and Advice Unit by submitting a HR enquiry via HR Portal (the original form can then be placed in the employee’s personal file).
Completed forms will then be checked, counter-signed and automatically sent by HR straight to Endowments on the line manager’s behalf.
Endowments Section process vouchers and contact the line manager to arrange collection from Endowments Section, Finance Department, Caledonia House 140 Fifty Pitches Road, Cardonald Glasgow G51 4ED for presentation to the employee.
Should the employee choose not to have a presentation, the line manager must arrange for the vouchers to be delivered to the employee before the retirement date accompanied by a suitable letter.
Scottish Public Pensions Agency – Changes to our retirement application forms February 2022
Based on feedback from you, we have made some changes to our retirement forms, modifying the NHS RET form into two separate forms, one for Practitioner members called the PRAC:RET and one for all other NHS workers called the NHS:RET.
This process will make things simpler for you, allowing a smoother process from application to calculation.
PRAC:RET Form
The new Practitioner retirement form should be used by any member that has held Practitioner service at any time during their career.
The PRAC:RET form has undergone cosmetic changes and the priority of the Practitioner elements have been re-ordered. Further explanations have been added regarding Practitioner terminology, to make filling in the form easier.
There are no changes to the retirement process for our Practitioner members or employers, this form simply replaces the old one.
NHS:RET Form
Members who have only had their service reported as Officer service will continue to use the standard retirement form, NHS:RET
The NHS:RET form has undergone cosmetic changes including the removal of the Practitioner sections.
What you need to do
Please start using the new forms. We realise there may be members who are actively filling in the older form or have an older version saved to complete at a later date. Please continue to complete this form, we expect to see a gradual transition to the use of the new forms.
If you or any of your colleagues have any questions regarding this change, please contact us at sppacontactus@gov.scot and we will try our best to help.
Partial Retirement is a flexible option that enables NHS Pension Scheme members to continue working while receiving some or all of their pension benefits. Members can apply for partial retirement twice and after that they will need to fully retire to access their remaining pension.
If you are applying for Partial Retirement, you must submit a Flexible Working Application Form to your line manager. Once approved by your line manager, the completed form should be sent to HR by submitting a ticket via HR Portal.
The NHS Greater Glasgow & Clyde guidance on Partial Retirement can be found here.
Career Grade Medics can use the Notional PA Calculator when looking to reduce their overall PA commitment.
NHS Greater Glasgow and Clyde values diversity and recognises the significant experience and knowledge that our staff with long service contribute to NHS Greater Glasgow and Clyde. The Board works within a changing demography and as the population grows older, NHS Greater Glasgow and Clyde’s employment practices need to adapt to reflect the increasing age of our workforce and provide staff with flexibility in managing their financial future by creating options to work post retirement.
NHS Greater Glasgow and Clyde has Voluntary Retirement and Re-employment Guidance in place (Retire and Return) and this is being accessed across the Board by staff members and managers. Work has been ongoing to review this nationally and a new NHS Scotland Interim Arrangement on Retire and Return has been issued for implementation across all NHS Scotland Boards.
Please note this is an interim position, active from 30th August 2022, pending consultation on a full Once for Scotland NHS Scotland Retirement Policy.
Addendum forMedical and Dental Staff : Consultant and Associate Specialist Grades
Any Medical and Dental Consultant returning to work following retirement can only be re-employed on a Locum Consultant basis (part-time) and will be paid on their former seniority point excluding any distinction awards/discretionary points. Their appointment will be in line with the National Terms and Conditions of Service for a locum appointment and the balance of their job plan should be towards direct clinical care sessions.
An Associate Specialist returning to work following retirement should be aware that this is now a closed grade and as such they can be re-employed on a Locum Consultant basis (part-time), subject to the Terms and Conditions for a locum appointment.
Purpose
The purpose of this Interim Arrangement is to:
Make it easier to for employees to take their pension and return to work in the NHS.
Retain skills and experience in the NHS. Allow employees to continue to contribute to the NHS, ensuring it continues to provide high quality care to the people of Scotland
The new arrangement means that the usual recruitment process is not required for an employee to return on a part-time basis to:
the same job
a different role within the same job family at the same or a lower grade.
Process for Applying
Employees should complete the Retire and Return application form for consideration.
This should be submitted at the same time as they apply for their pension.
The employee has the right of appeal within 14 calendar days against a decision to refuse a request for retire and return.
Other Options
In addition to the Retire and Return process, employees can also:
Retire and apply through normal recruitment process for a different role.
Retire and apply to join the staff bank.
Discuss flexible working options with their manager as an alternative to retirement.
Key Points to Note
Retire and return arrangements can now be substantive.
The individual will be re-employed on the most recent pay point on their basic salary scale if returning to their current, or an equivalent, post. This rate of pay will not include any protection of earnings applicable to their previous role or any allowances, unless they relate to the new part time role.
If placed in a lower banded post then consideration will be given to salary placement in the band as a result of experience.
Contractual NHS benefits (sickness and annual leave entitlements) will be applied as per Section 12 of Agenda for Change Terms and Conditions. Unless the employee has previously been made redundant and then the provisions of Section 16 apply.
A break of more than 1 full week will impact on an individual’s Continuity of Employment (for the purpose of statutory entitlements).
Introduction of appeal process.
Re-employment to another job family or promoted posts must be advertised and recruited as per normal recruitment processes.
Medical and Dental Consultants will only be re-employed on a Locum Contract and this will be considered on a case by case basis, dependent on service demands.
The Coronavirus Act 2020 contained temporary measures that suspended the 16-hour rule which prevented staff who return to work from working more than 16-hours per week in the first month following retirement. This is due to end on 31 October 2022 and individuals should seek personal pension advice before applying.
DL (2022) 30 provides further information regarding NHS Scotland’s Interim Arrangements for Retire & Return.
In the first instance please discuss the options with your line manager and you may also wish to contact SPPA on 01896 893000 (if a member) to establish and understand impact on pension benefits and obtain an Application Form.
If you would like like to discuss any part of the guidance in more detail, please contact the HR Support and Advice Enquiry Team on 0141 278 2700 option 2.
In the Staff Support page you can find links to a variety of resources that are designed to help staff understand their role and how NHSGGC operates.
See more at the links below.
Staff Support
NHS Workforce Policies
NHS Workforce Policies developed nationally in partnership with NHSScotland employers, trade unions and the Scottish Government, these policies and associated supporting documents set the standard for employment practice all our Boards follow.
Self-Referral and Counselling
All NHS Greater Glasgow and Clyde employees can access Self Referrals and Counselling through the Occupational Health Service to receive a wide range of support services.
Civility Saves Lives
Civility Saves Lives are healthcare professionals aiming to raise awareness of the power of civility in patient care and the impacts of incivility on teamwork and patient outcomes.
Healthy Working Lives
Healthy Working Lives is a support and referral service for NHS staff absent – or at risk of absence – from work due to health conditions.
Peer Support
We know that when people feel supported and heard, it has a positive impact on their wellbeing and resilience through Peer Support Network
Popular Links
Annual Leave Calculator
Annual leave calculator is a helpful tool to help employees calculate their annual leave entitlement in hours.
Flexible Work Pattern
Flexible Work Pattern Policy is a framework to support employees when they request, or managers propose options for flexible work patterns.
Attendance Policy
Attendance Policy aims to encourage and support employee attendance, where health impacts their ability to be at work.
Additional Support and Resources
Mental Health
Mental health will help to identify, treat and manage mental health problems and disorders.
Breathing Space
Sometimes our thoughts and feelings can overwhelm us. It helps to get some Breathing Space.
Bereavement Support
Grief can be overwhelming, but you don’t have to deal with it alone as Bereavement Support is here to help.
If your enquiry is urgent or you would prefer to talk to one of the HR Assistants please contact us by telephone0141 278 2700 option 2. The team are available at the following times:
NHSGGC promotes good mental health and the wellbeing of our staff. We treat our people fairly regardless of their mental health status and we don’t discriminate. We also provide a safe and healthy workplace.
Mental health problems like stress, depression or anxiety cause a significant proportion of sickness absence across Scotland. We know that getting support at an early stage can prevent absence from work and help recovery.
To achieve this, our staff will be managed in a way that is not detrimental to their mental health and positively promotes mental health and wellbeing, following our policies in this area.
Top Tips
Mental health problems are a common cause of long term sickness absence and have major resource implications for NHSGGC. Promoting positive mental health and wellbeing helps improve physical health, social inclusion and productivity
NHSGGC has a duty of care under our Staff Governance Standard to protect the mental health and wellbeing of our staff whilst they are at work. We are also committed to tackling disability discrimination, including discrimination relating to people who experience mental health problems.
Beyond our legal obligations, we promote good mental health and wellbeing by providing healthy working environments to help develop and nurture staff.
Policy
NHSGGC aim to promote and protect the mental health and wellbeing of staff. A range of policies and practices exist to help us do this and this policy guidance brings these together for easy reference: Board Mental Health and Wellbeing Policy.
The NHS Scotland Workforce Attendance Policy came into effect on the 1st March 2020. This policy aims to encourage and support employee attendance, where health impacts their ability to be at work.
The aim of Attendance Management is to help the Board make the most of the employee attendance by reducing both short and long-term absence through promoting positive attitudes to work and effectively working in partnerships with all parties to reduce employee absence to the minimum levels as possible. This policy ensures that NHSGGC adopt a fair, consistent and supportive approach to staff with health problems, resolving long term or on-going absences through the most appropriate means available and ensuring they provide a healthy and safe workplace.
COVID Special Leave will end on Sunday 31st March 2024. Therefore, from 1st April 2024 any employee absent due to COVID symptoms will be recorded as sick leave. Please see DL(2024)03 – Removal of Temporary COVID Special Leave for further information.
The introduction of the Workplace Adjustment Passport aims to support employees with a disability, health condition or diversity in the workplace to have a great experience at work. This can be used to support employees within their current workplace or when moving between departments and / or roles. This is in accordance with the Equality Act 2010.
Further guidance on attendance management specific to staff working in Glasgow City HSCP can be found here.
NHSGGC Menopause Policy
NHSGGC is committed to ensuring the health, safety and wellbeing of our employees and ensuring everyone is treated with dignity and respect.
The menopause is a natural process and for many can be positively managed through lifestyle adjustments. However, NHS Greater Glasgow and Clyde recognises that for some the menopause is not always an easy transition. Some employees may need additional considerations to support and improve their experience at work.
NHS Greater Glasgow and Clyde is committed to supporting employees who are affected in any way by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support.
Following long term absence the arrangements are that an employee who returns to work on a phased return as recommended by Occupational Health will be entitled to be paid for a period of up to 4 weeks at their normal contractual pay.
If the phased return needs to extend beyond 4 weeks, the employee will be expected to contribute any accrued annual leave. However, if an employee does not wish to use their annual leave they can opt to be paid according to the actual hours worked during the phased return period.
Phased returns should not normally last for periods of longer than 8 weeks.
NHSGGC have a zero tolerance approach to smoking on all NHS grounds and premises. NHS Greater Glasgow and Clyde is committed to providing a safe and healthy environment for all staff, patients and visitors.
Our Smokefree Policy aims to work towards a tobacco-free environment. This policy applies to all staff, patients and visitors.
This course is designed to help our senior managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing the diversity across the workforce.
It aims to ensure a consistent understanding about how best to lead teams in a way that respects diversity, promotes an inclusive workplace and treats all staff equitably by Integrating EDI into a broader people centred approach to people management.
Course Provider: Learning and Education in partnership with City of Glasgow College
Duration; 3.5 hours
Method of Delivery; Online (MS Teams)
Who should attend
Any senior manager (Band 7 and above) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
Pre-requisites
Familiarity with the following resources will be useful:
If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).
Last updated; 8/11/2024
Course Overview
This course is designed to help our people managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing diversity across the workforce.
It aims to ensure a consistent understanding across all current managers about:
• How best to manage teams in a way that respects diversity, promotes an inclusive workplace and treats staff equitably
• How to Integrate ED&I into a broader people centred approach to people management, and also
• Some of the key supports, policies and processes that managers can draw on and apply to enable that approach.
Course Provider: Learning and Education in partnership with City of Glasgow College
Duration; 3 hours
Method of Delivery; Online (MS Teams)
Who should attend
Any middle manager (up to Band 6) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
Pre-requisites
Familiarity with the following resources will be useful:
If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).
Last updated; 06/11/2024
Learning Resource Overview
Supporting the development of your staff is an essential part of your role. It ensures your team members have the competence and confidence to provide the best possible service. This learning resource explores how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team.
How the Learning Resource works
The resource has 2 core elements and links to a wider learning pathway.
learnPro e-Learning Module (GGC:166 NHS Knowledge and Skills Framework) contains a range of information and resources to provide underpinning knowledge on the KSF Personal Development Planning and Review process and on good practice in developing your staff. It can be accessed on the learnPro platform and can be found under the CPD tab.
Virtual Sessions (1.5 hours) are also available for Reviewers and Managers with the focus on the application of learning around this, in particular to:
Give participants the opportunity to reflect on their role in developing their staff
Identify ways to make reviews more meaningful in practice
Identify key actions to progress KSF PDP&R in participants own area
Who is this Learning Resource aimed at?
Any Manager or KSF Reviewer in NHS Greater Glasgow and Clyde who has responsibility for managing or reviewing NHSGGC staff in their teams. This includes Managers and KSF Reviewers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC and require to support NHS staff with their KSF PDP&R.
Pre-Requisites
For Reviewers/ Managers who are attending the Virtual Sessions within this resource, there are some pre-requisites prior to attending. They should:
Complete the learnPro e-Learning Module (GGC 166 NHS Knowledge and Skills Framework) which provides underpinning knowledge and resources
Complete the Reflective Template (issued as part of the joining instructions). In order to get the most out of the time during the virtual session, staff are expected to have completed a brief template to capture their reflections/ experience of KSF PDP&R in practice.
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner Self-Service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Wednesday 13th November 2024, 09:30am-11pm (MS Teams)
Thursday 12th December 2024, 1.30pm to 3.00pm (MS Teams)
Monday 13th January 2025, 1.30pm to 3.00pm (MS Teams)
Tuesday 25th February 2023, 09:30am-11pm (MS Teams)
Thursday 20th March 2025, 1.30pm to 3.00pm (MS Teams)
Tuesday 22nd April 2025, 1.30pm to 3.00pm (MS Teams)
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via Login (scot.nhs.uk).
If you have any queries around the KSF PDP&R process, please contact the Learning and Education Support team on 0141 278 2700 option 3.
Last updated; 24/09/2024
Alcohol and Drug Partnerships (ADPs) bring together local partners including health boards, local authorities, police and voluntary agencies. Based on an assessment of local needs the ADPs are responsible for commissioning and developing local strategies to reduce the use of and harm from alcohol and drugs alongside promoting recovery.
Across Greater Glasgow and Clyde there are 6 ADPs, East Dunbartonshire, East Renfrewshire, Glasgow City, Inverclyde, Renfrewshire and West Dunbartonshire.
The Knowledge and Skills Framework (KSF) applies to all staff who are employed under Agenda for Change (AFC) terms and conditions. It is a broad framework which supports a fair and consistent approach to Personal Development Planning and Review (PDP&R).
The PDP&R process enables staff to discuss what matters to them in their role, be clear about what’s expected of them and receive feedback, as well as having the opportunity to review any learning, development and support required. TURAS Appraisal is the electronic tool used to support that process and record the outcomes from it.
The resources below are designed to assist staff and managers to have meaningful PDP&R conversations and to record the outcomes effectively on TURAS Appraisal.
PDP & Review – Guidance for Managers and Reviewers
An important part of the PDP&R process is the conversation between reviewer and reviewee. The annual review provides an opportunity to build on the regular conversations that you have with your team throughout the year.
The information below forms part of a Learning Pathway which details a range of resources to help you prepare for and conduct effective PDP & Review discussions with staff and ensure they are recorded on TURAS Appraisal.
Learning Resources
Webinar
Aimed at managers and reviewers this 60 minute webinar will refresh the tools and techniques to create meaningful in-person or online PDP&R conversations that can support team members in their job role and with their wellbeing and career development. We will discuss:
Making the experience meaningful and effective
Building discussion around wellbeing and development
Practical ways to ensure that the conversation is captured and complete on the system
Sharing resources and support you can takeaway.
Further dates for the live Webinar are being finalised and will be bookable from this page soon.
Developing Your Staff – Meaningful Reviews (People Management Module)
Supporting the development of your staff is an essential part of your role. It ensures that your team members develop their competence and confidence in order to provide the best possible service. This learning resource explores underpinning values, tools and techniques to support continuing development.
An important part of the PDP&R process is the conversation between the reviewer and reviewee. The annual review provides an opportunity to build on the regular conversations about performance and development that you have had with your manager throughout the year.
There are a range of resources detailed within the Learning Pathway to help you prepare for and participate in effective PDP and review discussions with your reviewer and record these on TURAS Appraisal.
You can usually reset your password for TURAS Appraisal quickly and easily yourself, without any need to contact the Learning and Education support team.
Simply follow the steps below:
Click on the ‘Forgot your password?’ link.
Add email address and click ‘Send verification code’
A code will then be emailed to the address you gave. Please leave the TURAS page opened until the code arrives, then copy and past it into the ‘Verification code’ section and click ‘Verify code’ and then ‘Continue’.
This then allows the password to be reset
To add or remove staff from Managers Page on TURAS Appraisal
To add staff to a Managers page on TURAS Appraisal, please complete the Turas Staff List Template and submit to the Learning and Education Support Team via the HR ServiceNow Portal. This should be done for new staff or when staff move to another department.
If the member of staff is leaving NHSGGC completely – no action is required. Once terminated from the Payroll system they will automatically be removed from manager’s list on TURAS Appraisal.
Need help with TURAS Appraisal?
TURAS Appraisal is the recording tool for the KSF Personal Development Planning and Review (PDP & R) process and is designed to be used throughout the year to support your ongoing development in line with your job role, service requirements and career aspirations.