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What is a Facilities Staff Bank and when will it commence?

A project group was established, in partnership, to explore the implementation of an NHS Greater Glasgow and Clyde Facilities Bank which will assist with filling both planned and immediate shortfalls in staffing levels on a daily basis.

Utilising the Board’s existing Staff Bank and expanding this to include Facilities employees would allow for Facilities services to plan staffing levels for periods of increased activity and to provide adequate service cover.

The Facilities Staff Bank will be implemented from November 2025 and will cover the following disciplines within Facilities:-

  • Band 2 Domestic Services
  • Band 2 Catering Services
  • Band 2 Portering Services

Internal Facilities staff can personally decide whether they wish to undertake any additional hours as a Bank shift or as per the existing excess / overtime arrangements. Existing Facilities staff will still be offered the same levels of excess/ overtime hours to ensure there is no detriment, and as per current arrangements. Any remaining unfilled shifts would then be offered via the Facilities Staff Bank.

Who can apply for the Facilities Staff Bank?

Currently, the Facilities Staff Bank is open to internal Facilities staff and external candidates (not working in NHS Greater Glasgow and Clyde). This will be further expanded in February 2026 for all NHS Greater Glasgow and Clyde to apply to join the Facilities Staff Bank.
 
Due to the scale of the project, an incremental approach has been agreed upon by the Facilities Staff Bank Project Group, which is as follows:
 

Phase 1 (October 2025)

Internal Facilities staff are able to join the Facilities Staff Bank within their current location and role. For example, a Domestic at QUEH could only undertake Bank Domestic shifts at QUEH.

Phase 2 (February 2026)

Internal Facilities staff are able to join the Facilities Staff Bank for all Facilities sites.
All GGC staff are able to join the Facilities Staff Bank.

What if I currently work regular excess and / or overtime hours?

There will be no change to existing Facilities staff who currently undertake regular excess and/ or overtime hours. Any available additional hours will continue to be offered to Facilities staff who currently undertake regular excess and/ or overtime hours. Only shifts not covered by excess and overtime hours will be progressed as a Facilities Bank shift.

How do I apply for the Facilities Staff Bank?

Facilities staff that hold a permanent post within NHS Greater Glasgow and Clyde are permitted to join the Facilities Staff Bank through the internal application process.

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

Access the internal Facilities advert.

Do you receive annual leave for working on the Facilities Bank?

Yes, you accrue annual leave hours whilst working on the Bank.  Annual leave can be requested by email to the Facilities Bank Contact Centre.

Bank annual leave is accrued at a rate of 12.07% or 1 hour of leave accrued for every 8.29 hours worked. A maximum of 210 hours of leave can be accrued by a bank employee in any one financial year.

What do you get paid for a Bank shift?

As the Facilities Staff Bank posts are Band 2, you will be paid the same hourly rates depending on what point of the pay scale you are placed on.
 
For example, if you are currently at the bottom of the Band 2 salary (£25,694 per year/ £13.31 per hour) then this will be your salary for the Facilities Staff Bank post. Or, if you are at the top of the Band 2 salary (£27,900 per year/ £14.46 per hour), then this will be your salary for the Facilities Staff Bank post.
 
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.
 
All time on Saturday (midnight to midnight) and any weekday after 8.00pm and before 6.00am: Time plus 44%

All time on Sundays and Public Holidays (midnight to midnight): Time plus 88%
 

What are the differences in working a Bank shift compared to working excess or overtime hours?

There is a single harmonised rate of time-and–a-half for all overtime, with the exception of work on general public holidays, which will be paid at double time.

Part-time employees will receive payments for the additional hours at plain time rates until their hours exceed standard hours of 37 hours a week.

All excess and overtime hours are paid on a monthly basis.

All bank shifts are paid at plain time plus any unsocial hours enhancement, should it apply.  Overtime rates do not apply for Bank shifts even if you work in excess of 37 hours per week. 

All bank hours are paid on a weekly basis.

If I join the Facilities Staff Bank, does my payroll number change?

A post with the Staff Bank is considered a second job, and therefore, you will retain your existing payroll number for your substantive role, and you will be assigned a new payroll number for your Facilities bank role.

Furthermore, you will also receive the terms and conditions of employment for your Facilities bank role.

Are there any tax implications if I join the Facilities Staff Bank?

A post with the Staff Bank is considered a second job and can increase your overall tax liability, but understanding how to manage your personal allowance and tax codes can help you minimise any impacts. Further information is available via: Tell HMRC if you have a new job or more than one job – GOV.UK

I am on the Nursing Staff Bank as a Healthcare Support Worker. Can I also join the Facilities Staff Bank?

Yes, if you are registered on the Nursing Staff Bank as a Healthcare Support Worker you can also join the Facilities Staff Bank. However, as the initial 3 months of the Facilities Staff Bank implementation is for internal Facilities staff to work in their own role in their own area this will result in only being able to book Healthcare Support Worker bank shifts for your own hospital site.

After the initial 3 months of the Facilities Staff Bank implementation, internal Facilities staff with then have the option to book shifts on other sites and for other Facilities roles. At this point, you will also be able to book Healthcare Support Worker shifts for all areas if you have previously registered for this Staff Bank.

Do I need to undertake any additional training to join the Facilities Staff Bank?

If you are working in the same role on the same site for a bank shift, then you do not require any additional training.

If you wish to work in a different role and/ or a different site for a bank shift, then you will need to undergo training and induction for that role/ site.

How do I book a Facilities bank shift?

This is a plShifts can be booked via the Loop app or via the Staffbank Contact Centre on 0141 278 2555. The Call handler will check to see what shifts are available on your provided dates and offer them to you. The more flexible you are the more work we will be able to offer you.

Can I change a booked shift for another shift elsewhere?

No, once you have committed to a shift the Staff Bank’s expectation is that you complete the booked shift.

Can I refuse to move wards/site from the ward/site I was originally booked for?

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.

What happens if I need to cancel my shift?

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 (8.00am – 8.00om, 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.

I am a member of Scottish Public Pension Agency (SPPA). What are the pension implications?

If your substantive post is full time 37 hours (36 from 01.04.26) the maximum contributions an employee can pay is on 37 hours, therefore any Bank post is exempt from SPPA contributions. Or, if your substantive post is less than full time, the hours worked up to the equivalent of 1929 per annum (1877 from 01.04.2026) would attract SPPA contributions. The auto enrolment for SPPA is activated with all contracts within NHS Scotland. Therefore, if you wish to opt out you must complete the opt out form, even if you have already completed one for your substantive role.

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Who can be seen at the Genetics Clinic

Conditions Genetics will not usually need to see

Common Questions at the Genetic Clinic

Information on Specific Genetic Conditions

See the following sites for A-Z lists of information on specific genetic conditions, and their associated support organisations 

Genetic Alliance

Contact: Conditions

MedlinePlus

Depending on the reason for the consultation, some of the questions the doctor may answer are:

What is the diagnosis? Is there a name for the condition?

It is unfortunately not always possible to answer this question, but if a diagnosis is reached the doctor will be able to give you further information about the condition and its management.

What is the chance of transmitting or developing genetic disease?

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Is there a blood test available? Presymptomatic tests: –

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Symptomatic tests: –

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Carrier tests:-

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Is there a test available in pregnancy?

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Important information to bring along to your genetic appointment

Add content here….

How to find the Genetics Department at QEUH

Patient Information Leaflet

Map to Department

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KSF Personal Development Planning and Review Process is an ongoing process and integral part of practice. It links to the wide range of organisational and operational support mechanisms in place for staff throughout their career with NHSGGC.  

Induction

On commencing with NHSGGC, when changing roles or when returning from an extended period of absence, staff should receive an effective induction to support them in their role. This will enable objectives to be agreed and a Personal Development Plan to be developed to support their initial learning and application in practice. As such, it forms the initial stage of the ongoing KSF Personal Development Planning and Review process. Induction Portal

Staff Support and Wellbeing

The KSF PDP & Review process is a Person Centred approach. It links to ongoing wellbeing discussions with staff, provides a mechanism to discuss specific supports that staff may require and promotes open conversations for feedback highlighting recognition and appreciation of staff contribution. See the Staff Support and Wellbeing pages, HR Policies and Equality Diversity and Inclusion pages for further info on staff supports. 

Career Development

The ongoing KSF PDP & Review discussions can also be an opportunity to discuss staffs wider career development and to include planning around this. The Career and Development Planning Framework pages are designed to offer a wide range of information to help plan development activities for staffs current post and prepare for future roles as part of a career pathway.

Learning, Education and Training Service

The Learning, Education and Training Service offers a range of development opportunities for all staff from entry into post and throughout the span of their career. From formal qualifications to learning pathways, we will provide you with practical solutions tailored to your needs. This might be by gaining a work based qualification, attending a classroom session (where appropriate) or via digital learning.  

The Learning, Education and Training Catalogue outlines information on the wide range of tutor led and e-Learning courses that are available. Access to digital learning is flexible and resources can be accessed from mobile devices, work or home PCs at any time. You can also get support for learning through the NHSGGC Staff Bursary Scheme.

Organisational Development

The Organisational Development Pages also provide information on a range of interventions tools and resources to support ongoing development and learning including leadership development.

Professional Development

Individual professions will also have a range of resources available to support staffs ongoing professional learning and development.

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1: Referral Guidance

2: Common referrals and related info

3: Patients NOT likely to need a referral
Cystic Fibrosis

Cystic Fibrosis (CF) is an autosomal recessive condition (https://www.genomicseducation.hee.nhs.uk/genotes/knowledge-hub/autosomal-recessive-inheritance/) with an estimated prevalence of ~1 in 3,000.  The most common associated complications are chronic lung disease, exocrine pancreatic insufficiency and male infertility.  It is estimated that ~1 in 20 to 1 in 25 of us are carriers of CF.  Being a carrier of CF is not expected to have any implications for your health, but it may have reproductive implications if both partners are found to carry CF variants.

Referral to Clinical Genetics:

We no longer see patients for CF carrier testing in the genetics clinic, unless there are additional concerns.  A couple who are both carriers of CF can be referred to Clinical Genetics if they are family planning and would like to discuss reproductive risks and options (e.g. preimplantation genetic testing and prenatal testing). If a patient has a family history of CF and is pregnant, they should be referred to Clinical Genetics to review their options.

Requesting CF Carrier Testing:

Non-genetic specialists (including GPs) can request CF carrier testing (5-10ml EDTA sample, sent to the Genetics lab).  It is imperative to state the name and details of the patient’s known affected relative. Further information on how to arrange carrier testing and interpretation of results can be found in this document – Cystic Fibrosis information sheet for GPs (link) or in the Scottish Genomic test directory ( NSD611-003.20-SSNGM-Test-Directory-Rare-Inherited-Disease-V5.pdf)

Genetic test request form can be found here: https://www.nhsggc.scot/downloads/routine-genetic-testing-request-form-2/. Alternatively, testing can be requested on Trakcare in ‘Lab – Adult’ using the request item ‘Germline molecular genetic analysis or storage’. Within the request, for ‘Testing Required’, select ‘Cystic Fibrosis/CFTR related condition’.  If ordering electronically please make sure to include the information about the relative known to be affected/a carrier as outlined above, as well as our reference/pedigree number if known.

Haemoglobinopathies

Haemoglobinopathies are a group of inherited blood conditions caused by alterations in the genes that produce haemoglobin. Haemoglobin is the substance inside our red blood cells which picks up oxygen as blood passes through the lungs and carries it to the rest of the body. How an individual is affected by a haemoglobinopathy condition can vary, with some conditions causes mild to moderate anaemia and others causing significant health issues, such as sickle cell anaemia and beta thalassemia major. Typically haemoglobinopathies are inherited in an autosomal recessive pattern (https://www.genomicseducation.hee.nhs.uk/genotes/knowledge-hub/autosomal-recessive-inheritance/). Carriers of alterations in the haemoglobin genes are typically well and do not experience and health problems because of being a carrier.

Genetics clinic referrals:

We no longer see carriers of haemoglobinopathies in the genetics clinic, unless a couple are both carriers of a haemoglobinopathy and are family planning. These couples can be referred to Clinical Genetics to review their reproductive risks and options.

Requesting haemoglobinopathy screening:

Non-genetic specialists (including GPs) can request a haemoglobinopathy screen which is a haematological blood test that can determine haemoglobinopathy carrier status. Testing can be requested via TrakCare and a 4ml EDTA (purple topped) sample should be collected.

If a patient is found to be a carrier of a haemoglobinopathy condition and they are considering pregnancy testing should also be arranged for their partner. As above, carrier couples can be referred to Clinical Genetics.

Further information about haemoglobinopathies can be found at – https://www.gov.uk/government/publications/handbook-for-sickle-cell-and-thalassaemia-screening/understanding-haemoglobinopathies.

Hereditary Haemochromatosis

We do not routinely see patients for Haemochromatosis diagnostic or carrier testing in the genetics clinic, unless there are additional concerns.  Further useful information about the condition can be found via the NHS Conditions website: Haemochromatosis – NHS (www.nhs.uk)

Requesting genetic testing:

Non-genetic specialists (including GPs) can request haemochromatosis carrier testing (5-10ml EDTA sample, sent to Laboratory Genetics). Guidance for testing and management of Haemochromatosis have been produced by the British Society for Haematology (BSH).

Acceptance criteria must be met and stated on the request form (see  The Scottish Genomic test directory, NSD611-003.20-SSNGM-Test-Directory-Rare-Inherited-Disease-V5.pdf)

Genetic test request form can be found here: https://www.nhsggc.scot/downloads/routine-genetic-testing-request-form-2/

*Before requesting this test, please check clinical portal to ensure that the patient has not been tested before. The results of these genetic tests will not change over time, and so repetition is of no value.

Non-healthcare professionals are not permitted to request genetic testing.

Hereditary Haemochromatosis information for clinicians

Haemochromatosis is a common inherited condition that affects how the body absorbs iron from your diet. It is more common in those with Northern European ancestry. 

Individuals with hereditary haemochromatosis experience a slow build-up of iron in the body over a number of years. Too much iron in the body is known as iron overload.  The excess iron can be stored in organs and tissues and lead to symptoms such as fatigue, joint pain, abdominal pain, shortness of breath and weight loss.  The condition can also affect the organs in the body such as the pancreas and the liver, which can lead to diabetes, liver cirrhosis, arthritis, cardiac problems and skin discolouration.

Treatments can include iron monitoring, chelation therapy, venesection to remove blood and reduce iron levels and changes to diet and lifestyle.

The genetics of Hereditary Haemochromatosis

Haemochromatosis is caused by variants in a gene called HFE gene.  We all have two copies of this gene as we inherit one from each of our parents.  For an individual to be affected with hereditary haemochromatosis, they must have alterations on both copies of the HFE gene. Carriers have an alteration on only one of their copies of the HFE gene. Therefore, for an individual to be affected by the condition, both parents must be carriers.

When both parents are carriers of Hereditary Haemochromatosis, in every pregnancy there is a:

  • 1 in 4 (25%) chance of having a baby who is not affected and not a carrier
  • 2 in 4 (50%) chance of having a baby who is a healthy carrier
  • 1 in 4 (25%) chance of having a baby who is affected by the condition

This is known as autosomal recessive inheritance.

Genetic testing for Hereditary Haemochromatosis 

Individuals who meet the testing criteria outlined the Scottish Genomic test directory (link can be found on the website) or who have a first-degree family member who is known to carry an HFE variant can have genetic testing arranged by non-genetics specialists (including GPs). Testing requires a 5-10ml EDTA sample sent to Laboratory Genetics with a genetic test request form (see website for link). Testing covers common alterations C282Y and H63D.

Genetic test results interpretation

No Variants detected

If a patient’s results showed they do not have the C282Y or H63D alterations in the HFE gene they are not likely to have hereditary haemochromatosis. We would not offer any further genetic testing or clinical follow up. If an individual is experiencing iron overload symptoms they should be investigated and treated as appropriate, but these are not likely to be caused by hereditary haemochromatosis.

Heterozygous for C282Y or H63D

If a patient has been found to be a carrier of HFE-related haemochromatosis they have an alteration on one copy of their HFE gene. Carriers of the condition are generally well and are unaffected with the condition. To be affected an individual must have genetic alterations on both their copies of the HFE gene, which leads to iron overload.

As carriers are generally well, they do not require any treatment or follow up therefore there is no further genetic testing that we would offer to your patient. If an individual is experiencing iron overload symptoms they should be investigated and treated as appropriate. However, these symptoms are not likely to be caused by HFE-carrier status.

Homozygous C282Y

Individuals who are found to be homozygous for the C282Y alteration in the HFE gene are generally affected by haemochromatosis and experience iron overload. Symptoms can be variable but generally include fatigue, joint paint, abdominal pain and weight loss. If left untreated it can lead to worsening symptoms including liver disease and diabetes. If an individual has raised iron levels, they should be referred to gastroenterology for management and follow up (see full management guidelines via link on website).

Compound Heterozygous C282Y/H63D

Individuals who are found to be compound heterozygous for the C282Y and H63D alterations in the HFE gene can experience iron overload. However, iron overload in these individuals happens at a slower rate than those homozygous for C282Y. Individuals can experience symptoms but are at a lower risk of serious complications such as organ failure. If ferritin and transferrin saturations levels are normal it is recommended that individuals have these check every 3 years. This can be done through the GP. If levels are raised individuals should be referred to Gastroenterology for management and follow up. 

Homozygous H63D

Individuals who are found to be homozygous for the H63D alteration in the HFE gene are unlikely to experience iron overload. Some individuals can experience iron overload and should have any symptoms investigated. This result does not confirm or exclude a diagnosis of haemochromatosis. If homozygous individuals do not have a raised iron level regular iron monitoring is not required. Genetic testing is not recommended for family members of homozygous individuals who do not have symptoms.

Implications for children

Testing Children – Carriers

If a patient is a carrier of haemochromatosis (heterozygous for H63D or C282Y) any children have a 1 in 2 (50%) chance of also being a carrier. Genetic testing can be carried out from the age of 16 via the GP practice. As mentioned, Carriers are generally well and do not experience any symptoms. If both parents are carriers there is a 1 in 4 (25%) chance any children will be affected. If any children are found to be affected, they should be referred to gastroenterology for follow up and management.

Testing Children – Affected

If a patient is affected with haemochromatosis any children that they have will be a carrier of the condition. This is because affected individuals have alterations in both copies of their HFE gene. We always pass on one copy of each of our genes to our children, so children of affected individuals will always inherit an altered copy of the HFE gene making them a carrier of haemochromatosis. If an affected individual’s partner is a carrier of haemochromatosis there is a 1 in 2 (50%) chance any children will be affected with the condition. Children can be tested from the age of 16 through their GP practice. If they are found to be affected, they should be referred to gastroenterology for management and follow up.

Implications for first degree family members

Parents and siblings of individuals who are carriers or affected by Hereditary Haemochromatosis can request genetic testing via their GP to clarify their carrier status. Partners of individuals who are affected or carriers can also seek testing via the GP. Results interpretation and management guidance as above.

Reproductive implications

If an individual is affected with Hereditary Haemochromatosis and their partner is a carrier, there is a 1 in 2 chance any children they have will be affected by the condition. If their partner is not a carrier any children, they have will all be carriers of the condition. Since Hereditary Haemochromatosis is an adult-onset condition with a number of management options genetic testing during pregnancy (prenatal testing) is unlikely to be offered. See above section about testing children.

If a couple are both carriers of Hereditary Haemochromatosis any children have a 1 in 4 chance of being affected and a 1 in 2 chance of being a carrier. As above prenatal testing is unlikely to be offered, and children can consider testing from the age of 16 via their GP.

Patient resources

Further information for patients can be found at the following links:

4: Types of Genetic Tests

5: Mainstreaming – Cancer Genetics

6: Prenatal Care and Testing

7: Patient Support and Information

8: Key documents and leaflets

9: Patient registries

10: Research Studies

11: Tumour profiling in cancers

12: Mutation Analysis

13: Family Linkage Studies

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Below are the approved Minutes of Meetings of Area Partnership Forum Workforce & Strategy meetings from November 2024 onwards. To access Minutes of Meetings prior to November 2024, please contact the APF Administrator at kirstin.mckenzie@nhs.scot.

APF Minutes (Strategy) – June 2025

301.77 KB 1451 Downloads

APF Minutes (Workforce) May 2025

327.67 KB 1670 Downloads

APF Minutes (Workforce) – April 2025

700.92 KB 2932 Downloads

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Engaging with staff side at the earliest opportunity is crucial for fostering a collaborative and supportive work environment, whether at a local level or boardwide. Early engagement ensures that staff members feel valued and heard, which in turn can lead to increased morale and productivity. By addressing concerns and ideas promptly, management can build trust and avoid potential conflicts, creating a seamless flow of communication. Furthermore, involving staff in decision-making processes from the outset cultivates a sense of ownership and accountability, which is essential for the successful implementation of policies and initiatives.

Please select the relevant area below with regards to engaging with the Area Partnership Forum (APF).

If further assistance is required, please contact the APF Administrator at kirstin.mckenzie@nhs.scot.

Board Partnership Documents

This Partnership Agreement has been developed jointly by the Board and the Trades Unions and Professional Organisations representing staff. The Agreement is designed to ensure staff are effectively involved in influencing the shape and implementation of decisions that affect their work, and offer managers the means through which staff views can be considered before taking the decisions for which they are responsible.

This Facilities Agreement, developed jointly by the Board and the Trade Unions and Professional Organisations representing staff, has been designed to establish a formal policy and procedure on trade union/professional organisation facilities. In developing the agreement cognisance was taken of the legal requirements placed on the Board, the Staff Governance Standard, and Partnership Information Network Policy and Practice.

How to Engage with Staff Side & the Area Partnership Forum

Prior to bringing papers to the APF please ensure that you have followed steps 1-2 (Boardwide or Local) of the Partnership Engagement Process (3rd link below). Papers will not be accepted for the Forum if staff side have not been engaged.

Seeking staff side representation differs depending on the Group you are requiring staff side input for. If you have a local group, please seek staff side representation via your local Staff Partnership Forum Staff Side Co-Chair and/or Deputy. For all Board & Corporate Groups, APF staff side representation should be sought via the link below.

How to Seek APF Staff Side Representation for Your Group. (Please note above)

How to Engage & Bring Papers to the Area Partnership Forum (Workforce & Strategy) (Both Boardwide & Local)

APF & Corporate Staff Partnership Forum Templates

APF Cover Template (to be used with APF Paper template below)

APF Paper Template (to be used with APF Cover template above)

Corporate Staff Partnership Forum Cover Template (to be used with CSPF template below).

Corporate Staff Partnership Forum Paper Template (to be used with CSPF Cover template above.

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The Area Partnership Forum (APF) serves as a pivotal platform for collaborative decision-making and strategic planning within NHS Greater Glasgow and Clyde.

Its primary role is where the NHS Board and 14 recognised Trade Union and professional organisations work together to improve health services for the population of Greater Glasgow and Clyde, and to engage in negotiations with the aspiration of making NHSGGC an exemplar employer.

The Area Partnership Forum will be a powerful enabling force to:

  • Inform thinking around priorities on health issues.
  • Inform and test delivery and implementation plans in relation to national strategies.
  • Advise on workforce planning and development.
  • Advise on the delivery of the staff governance legislation.
  • Promote equality and diversity.
  • Promote and Engage in Partnership Working.

Providing a structured environment for dialogue, the Forum ensures that all voices are heard and contributing to the formulation of policies that reflect the collective interests of the community. The remit of the Area Partnership Forum includes identifying priorities, allocating resources effectively, monitoring progress, and evaluating outcomes to ensure continuous improvement. By promoting transparency, accountability, and inclusivity, the Area Partnership Forum plays a crucial role in driving sustainable development, and improving the quality of life for residents within the area.

Forum meetings are divided between meetings concerned with a broad strategic agenda and those with an agenda constructed around matters more specific to employee relations. Meetings are Co-Chaired by the Chief Executive, Employee Director and the Director of Human Resources and Organisational Development. The Forum provides formal reports to the Staff Governance Committee of the NHS Board.

The terms of reference for the Area Partnership Forum can be found within the Board Partnership Agreement.

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Civility Saves Lives (CSL) is about how we treat each other at work. The CSL campaign aims to promote positive working relationships and raise awareness about how our behaviour with colleagues can have a direct impact on patient care and outcomes, and staff experience and wellbeing.

It is the responsibility of us all to work together and make conscious decisions about how we behave, so that everyone feels respected, valued, supported and empowered to carry out their work.

The campaign is grounded in research showing that even small acts of rudeness can significantly impact staff wellbeing, team performance, and patient safety.

You can contact your local Organisational Development Advisor to discuss or find out a bit more or visit our SharePoint where you can see the list of groups, contacts, Leads, and watch information videos and download copies of posters.

You can also find more information and read the FAQs.

World Kindness Day (13 November)

This year, NHSGGC is celebrating World Kindness Day on Thursday 13 November!

We encourage you to get involved on the day, either by visiting stalls or attending events at your site (more information coming soon!), celebrating with colleagues, or even just making time for a cup of tea and a chat.

Visit the World Kindness Day page for more information, six-week challenge activities, and the chance to nominate your colleagues to be recognised on the day.

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Supervision provides a safe place for reflection for all AHPs, regardless of band or role (registered staff and health care support workers).

For further information and support contact, Jane Dudgeon, NHSGGC AHP Practice Education Manager

Email: jane.dudgeon@ggc.scot.nhs.uk

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