Our purpose is to provide direction and focus for the development of qualification and vocational training frameworks across Greater Glasgow and Clyde. As you might expect in an organisation as large as NHSGGC a wide range of learning and education opportunities are available.
It is our job to:
Identify and manage the qualification activity within Greater Glasgow and Clyde ensuring that appropriate linkages are made across disciplines and functions
Work with internal and external partners to develop and provide individual qualification pathways which will address service learning needs and create new opportunities for groups of employees and individuals
Develop knowledge and expertise in the principles and applications of national frameworks such as the KSF, SCQF and the NHS Career Framework ensuring that Greater Glasgow and Clyde is able to exploit the full potential of such developments
To lead and manage the provision of Scottish Vocational Qualifications (SVQs) in Greater Glasgow and Clyde ensuring robust processes are in place to successfully offer a wide range of vocational qualifications to our employees.
Explanation of Levels
SVQs are offered across 5 levels:
The Scottish Credit Qualifications Framework (SCQF) has been developed to help Employers and Learners understand how qualifications relate to each other and to other forms of learning. SQA has developed an interactive framework to visualise this. A full explanation of all qualifications are shown on the SCQF Framework.
Level 2 (SCQF Level 5/6)
For a level 2 SVQ, candidates have to be able to show that they are competent in a range of varied activities, in a variety of contexts.
Some of the activities will be complex, and the person will have some individual responsibility or autonomy. The job may also involve collaboration with others, perhaps through membership of a work group or team.
Level 3 (SCQF Level 7)
At this level, candidates have to perform a broad range of activities in a variety of contexts, most of which are complex and non-routine.
They will usually be working with considerable responsibility and autonomy, and may have control or guidance of others.
Level 4 (SCQF Level 9)
Level 4 SVQs involve a broad range of complex, technical or professional work activities. They will be performed in a wide variety of contexts and with a substantial degree of personal responsibility and autonomy. People doing these SVQs will often be responsible for the work of others and for allocating resources.
The decision to apply for a vocational learning programme may be identified for staff either by the individual or by Service Managers.
Criteria
This may be as a result of one or more of the following criteria:
Links to Service Needs, Redesign or Workforce Plans
Identified at PDP Review
Other e.g. (Role Development).
In all cases PDPs should indicate the required learning need.
Determining the correct SVQ award and level
Informal discussions may be required to determine the correct SVQ award & level. Application forms are then completed and forwarded to the SVQ Centre. Further discussions may be required with Managers regarding delivery options and possible funding implications/cost. Assessment is generally provided internally (using assessors from within the organisation) or in some cases externally (using assessors contracted to an FE college or external provider). The NHSGGC SVQ Centre has a limited resource and can offer a number of SVQ programmes annually which will be funded corporately, assessed and quality assured directly from the Centre. Intakes will take place around September and March of each year. Priority will be given to the applications depending on the need for staff to undertake a vocational qualification.
The SVQ Centre manages the Vocational Learning provision for NHSGGC, including quality assurance, any relevant internal verification and appropriate administration.
Service Level Agreement (SLA)
A Service Level Agreement (SLA) may require to be drawn up between the service area and the SVQ Centre. This agreement will confirm how the required underpinning Knowledge and Understanding for candidates will be met.
Sessions, workshops and tutorials
Introductory workshops/planning sessions for candidates will be arranged. This will include training on the e-portfolio system ‘Proof Positive’ if necessary.
These sessions will be followed by individual tutorials arranged with the candidate and the assessor.
Assessments and certificates
Assessor judges and assesses candidate competence against the standards and advises on how to cover gaps
Assessor accredits SVQ units individually until full SVQ achieved
Certificate is then issued by awarding body.
What NHSGGC can offer
NHSGGC SVQ Centre has approval to offer various S/NVQs across these areas:
HealthCare Support
Business and Administration
Learning and Development
Social Services and Healthcare Management.
Update to Management SVQs
Due to operational reasons the SVQ Team have taken the decision to temporarily withdraw the Management SVQs from our portfolio of Qualifications. As soon as we are in a position to deliver this qualification we will update this site. If you have any question regarding this, please contact Brian Keogh, Senior Learning and Education Advisor either by email (brian.keogh@ggc.scot.nhs.uk) or call 07834 228 569.
Applying for an SVQ
Complete section one of the application form. All questions must be completed. Once you reach the end of this section you should click the save and continue later button. This will now ask you to enter an email address, enter your line managers email address. This will email your completed application directly to your line manager.
Please inform your line manager that they must complete all of section two on the application form and click the submit button. Once both sections are fully completed your application will be held on our waiting list and once an assessor becomes available they will contact you directly to arrange an induction workshop. If you have an queries regarding your application please contact:
Please use the HR Self-Service Portal for your request and ensure that you add the link to your Favourites for easy access.
Managers have an important part to play in the NHSGGC SVQ Programme. As a manager, the following information should give you a brief insight into your role in helping to make the scheme a success for candidates and the organisation as well as being a useful tool for yourself.
If you have identified that SVQs may be useful as a development tool within your area please contact the SVQ Centre on 0141 278 2700 and choose option 3 for guidance as to how to proceed.
Why are Managers important in the SVQ process?
The manager is responsible for individual PDPs and their unit or departmental training plan. It is the manager who prioritises learning and education activity in line with organisational and individual needs. Managers are responsible for the budget for learning, education and training including possible funding associated with SVQs. Managers require to support candidates with regards to allocating and agreeing time for the candidate to prepare for assessment visits/activities.
Staff will see you as a leader
You can:
Positively support the development of staff in line with service requirements and workforce planning
Authorise and support their applications
Help them achieve their awards by giving ongoing training, encouragement and support
Provide opportunities to gather evidence
Give everyone fair and equal access to the programme.
You can also help in the evaluation of the SVQ programme by giving feedback on how the scheme helped you / your workplace and how it could be improved.
What can you do to support candidates?
You can:
Provide them with witness testimonies or statements about the work they do and the way they do it
Provide them with development opportunities, which fit in with their SVQ
Show an interest in their progress
Carry out observations of them at work and provide witness testimonies of this – also very useful at appraisal times
Identify and agree underpinning Knowledge and Understanding training needs in line with the national standards requirements
Introduce yourself to the candidate’s assessor and consider attending their initial workshop if you feel it would be helpful in understanding the process
Accommodate candidate’s requests for preparation time for assessor appointments
Familiarise yourself with the SVQ your candidate is doing by talking to them and their assessor about it or looking at the standards themselves
Consider undertaking a management or related vocational qualification yourself
You may also wish to consider facilitating a member of staff in becoming a workplace assessor and thereby supporting colleagues through the SVQ process.
What can you expect from the candidate?
The candidate should:
Tell you about their SVQ and discuss their progress with you
Consult with you regarding assessment preparation time to gather evidence for their next assessor visit
By undertaking SVQs, show increased understanding and confidence in their ability to do their job.
What can you expect from the assessor?
The assessor will be one of the following:
A qualified member of the SVQ Centre team, trained workplace assessor from within your own service area or another service area (subject to negotiation with the appropriate manager in that area)
An external assessor from an outside training provider.
The assessor should:
Contact candidates regularly (usually monthly visits are arranged)
Provide progress reports and update you on your candidate’s progress
Provide you with a contact phone number / email address and give you all the help and advice they can when and if you need it
Give advice on any agreements in place with regards to SVQs.
So what’s in it for you?
You can use SVQs as an excellent staff development tool e.g. for PDP’s / KSF Reviews to help the candidate at appraisal time
Your staff may learn new skills and be interested in having work delegated to them
Your staff will be more motivated and will be looking for opportunities to achieve their award
You can use SVQs to ensure that your staff have the competences necessary for current and future service delivery.
This qualification is suitable for employees who are involved in direct patient support/care, the qualification consists of eight units, four of which are mandatory and must be completed with four more units being chosen to show competency in specific areas of practice at level 2 this is reduced by 1 optional unit. The candidate would be expected to complete this award over a twelve month period. This qualification is available at level 2 and 3, SCQF levels 6-7.
Health Care Support (clinical)
Again this qualification is open to employees who are involved in direct patient support/care but with the main emphasis being on tasks that are carried out within the clinical environment. At level 3 this qualification consists of eight units 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice at level 2 this is reduced by 1 optional unit. The candidate would be expected to complete the award over a twelve month period. This qualification is available at levels 2 and 3, SCQF levels 6-7.
Healthcare Support (non clinical)
This qualification is suitable for employees who are involved in support services within the NHS that do not routinely involve direct patient support/care i.e. those who are employed within the facilities dept of the NHS. At level 3 this qualification consists of 8 units, 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice at level 2 this is reduced by 2 optional units. This qualification is available at levels 2 and 3, SCQF levels 6-7.
Business Administration
This qualification is suitable for employees who provide administration services, for example, business administrators, secretaries and receptionists. At levels 2 and 3 this qualification consists of 8 units, 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice. This qualification is available at levels 2 and 3, SCQF 5-6.
Learning and Development
This qualification is suitable for employees who are working in a training role or Learning and Development role. Workplace PDAs are available to those who wish to assess or verify candidate competency in the workplace. The SVQ in Learning and Development is also available at levels 3 and 4 SCQF levels 8 and 9. At level 3 this qualification consists of 6 units, 3 of which are mandatory and must be completed with 3 more being chosen to show competency in specific areas of practice. At level 4 this qualification consists of 8 units, 3 of which are mandatory and must be completed with 5 more being chosen to show competency in specific areas of practice.
Team Leading
This qualification is suitable for employees who have responsibility for providing support and supervision to others. At level 2 this qualification is available to those who are considered to be Team Leaders and the optional units you chose will reflect this. At level 2 this qualification consists of 6 units, four of which are mandatory and must be completed with two more being chosen to show competency in specific areas of practice. This qualification is available at level 2 (SCQF level 6).
PDAs in Management
NHSGGC offer PDAs in Management at different levels, where staff can opt to undertake a smaller award linked specifically to their role. The benefit they offer is that staff with limited time available can start with an easily manageable award but may then choose to go on and complete the full qualification later. The PDA in Management is available at SCQF Level 6.
Management SVQs
Due to operational reasons the SVQ Team have taken the decision to temporarily withdraw the Management SVQs from our portfolio of Qualifications. As soon as we are in a position to deliver this qualification we will update this site. If you have any question regarding this, please contact Brian Keogh, Senior Learning and Education Advisor either by email (brian.keogh@ggc.scot.nhs.uk) or call 07834 228 569.
The Qualifications Team support the development of qualifications and vocational training frameworks across NHS Greater Glasgow and Clyde through the following activities:
Identify and manage the qualification activity within NHSGGC ensuring that appropriate linkages are made across disciplines and functions
Work with internal and external partners to develop and provide individual qualification pathways which will address service learning needs and create new opportunities for groups of employees and individuals
Develop knowledge and expertise in the principles and applications of national frameworks such as the KSF, SCQF and the NHS Career Framework ensuring that NHSGGC is able to exploit the full potential of such developments
Lead and manage the provision of Scottish Vocational Qualifications (SVQs) in NHSGGC ensuring robust processes are in place to successfully offer a wide range of vocational qualifications to our employees
Promote and support the use of Modern Apprenticeship Frameworks across our services in line with NHSGGC’s Workforce Employability’s Workforce strategy (Workforce Employability pages).
For further information or an application form for any of the above qualifications please use the HR Self-Service Portal (link below) for your request and ensure that you add the link to your Favourites for easy access.
To discuss how the Qualifications Team can support the development of qualifications pathways please email svq.qualifications2@ggc.scot.nhs.uk or contact L&E Support 0141 278 2700 (option 3).
Meet the Team
John McIndoe
Role: SVQ Assessor/Internal Verifier
Background: Almost 30 years experience in the provision of care services, predominantly in the learning disability field in the provision of hospital care, respite care and supported living, I have worked in residential child care in both secure and non secure environments.
SVQ Assessor for Social Services and Health Care, Health Care Support, Business and Administration and Management.
Emma Brogan
Role: SVQ Assessor
Details to follow
SVQ Assessor for Healthcare Support Worker (Clinical & Non Clinical).
Brian Keogh
Role: Senior Learning and Education Advisor (SVQ Centre Manager)
Background: I have over 20 years experience in Learning and Education, HR and Frontline Management both within NHSGGC and previously Royal Mail. I have been a qualified N/SVQ Assessor for 18 years and I have been an Internal Verifier for 6 years.
SVQ Assessor for Learning and Development, Business and Administration and Management.
Sandra Colhoun
Role: SVQ Assessor/Internal Verifier
I have 13 years experience working within the SVQ Team. Before that I worked in L&D and HR within the NHS. I assess IV Business and Administration and also L&D 9DI and L&D 11 for Learning and Development.
Moira MacDonald
Role: Head of Learning and Education
Moira is our Head of Learning & Education as well as the Head of Centre for our SVQ Centre. Moira has been an assessor for over 10 years and an internal verifier for 7 years. Moira specialises in Management and Learning and Development qualifications.
Jacqueline Johnstone
Role: Administrator for SVQ Centre
Background: I have worked for the NHS for 14 years within the Learning and Education function and I am now currently working in the SVQ team. During this time I have completed a SVQ 3 in Business and Administration and I feel this has enabled me to develop my role and skills in my work place.
Responsibilities: It is my role to undertake all administration duties for the SVQ centre and to support the SVQ Assessors and Manager.
The Staff Governance Standard for NHS Scotland requires all NHS organisations to prioritise the personal health and well being of staff and patients in the delivery of services. To ensure the provision of a continuously improving, safe and person centred working environment, all employees should undertake statutory and mandatory training appropriate to their role on entry to the organisation (Induction) and at regular intervals during their career.
What is Statutory and Mandatory Training?
Statutory
Statutory training and education is defined as training that is prescribed or authorised by a statute of law and is compulsory for all employees, at induction and at appropriate intervals during employment.
Mandatory
Training which NHSGGC has identified for all employees as a requirement to support the safe delivery of services and for the safety and well being of individual members of staff and patients. Mandatory training and education is deemed compulsory by the organisation and is commonly underpinned by statutory law, legislation, national guidance and recommendations. This training is delivered at induction and at appropriate intervals during employment.
Essential (Role Specific)
Any training or education that is required for an employee to undertake to support the services they deliver in their job role, speciality or location. Essential education requirements will be defined and monitored at a local level by senior managers/professional leads. As with statutory and mandatory topics, essential training once identified is compulsory and will be required at induction and at appropriate intervals during employment.
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All NHSGGC Staff
All current employees of NHSGGC, regardless of their role or job location, must successfully complete specific training at regular intervals to ensure their compliance with the Statutory and Mandatory training requirements agreed for all Board staff. Your Line Manager will support you in achieving these requirements through activities agreed as part of your PDP discussion.
New Learn Pro accounts
This can be created by filling out the below form.
Please note it can take up to 5 working days to get log in details sent.
The modules contained in the course will provide you with the knowledge and understanding of how to prevent and manage fire within the NHSGGC workplace.
The purpose of this course is to examine the key Health and Safety related legal duties of employers and employees and have an understanding of the organisation’s approach to managing Health and Safety.
By the end of the course delegates will be able to:
Explain how key legislative requirements are implemented in the organisation via policy, risk assessment, incident reporting and training
Describe potential hazards and associated risks in a range of healthcare settings
Understand their own individual responsibilities and what is expected of them in order to ensure they contribute to the safety of their workplace
Understand the importance of co-operation and communication on safety matters
Describe how to seek further advice and guidance in relation to health and safety concerns
Understand their own individual responsibilities to request support in relation to health and well being related issues.
The e-learning module constitutes a baseline of training in the management and reduction of V&A and is mandatory for all NHSGGC employees. Its content includes definitions of V&A, employer/employee rights and responsibilities, risk assessment and risk reduction strategies, the law with regards to use of force for self defence and post incident considerations and reporting.
Learning Outcomes
By the end of the course delegates will be able to:
Identify how key legislative requirements are implemented in the organisation via policy, risk assessment, incident reporting, education and training
Identify the potential causes of violence and aggression in a range of healthcare settings
Identify the signs that indicate that an individual’s behaviour may escalate to aggression or violence and assess the risks of the situation.
Identify the importance of staff’s self awareness and effective communication skills in potentially violent and aggressive situations
Identify a range of de-escalation skills and tactics that may be implemented
Identify the key concepts of ‘reasonable force’ and give examples of how they may apply in practice
State the actions required following an incident in relation to immediate action, reporting, recording, incident review, investigating and supporting individuals involved.
The e-learning module introduces staff to equality legislation (Equality Act 2010 & Human Rights Act 1998) and contextualises within a health and social care setting using a range of video clips and practical exercises.
Learning Outcomes
By the end of the course delegates will be able to describe the equality legislation framework that applies to public sector bodies in Scotland and explain how it protects different groups of people from discrimination and unfair treatment.
This module will provide underpinning knowledge necessary to reduce the risk of musculoskeletal disorders caused by poor manual handling practice in the workplace.
Learning Outcomes
By the end of the course delegates will be able to:
Define the term “manual handling”
Outline how legislation applies to manual handling activities at work
Outline the management of manual handling within the organisation eg. policy, Scottish Manual Handling Passport, Organisation of education and support, access to Occupational Health, Incident Reporting
Describe the principles of ergonomics and risk assessment (formal and dynamic) in reducing the risk of manual handling injury
Identify the key areas and other related factors such as guideline weights to be considered when undertaking a manual handling risk assessment
Identify high risk activities/manoeuvres
Describe the potential impact on others of poor manual handling practice
Identify the risks involved in team handling
Describe importance of good communication in relation to manual handling
Describe the causes and effects of musculoskeletal disorders (MSDs)
State basic methods of promoting and managing their own musculoskeletal health both in and outside the workplace
GGC006 Public Protection – (Adult Support & Protection and Child Protection)
There are two modules to be undertaken.
Adult Support and Protection
This module provides an introduction to Adult Protection, raises awareness of the content and implications of the Adult Support and Protection (Scotland) Act 2007 and raises awareness of the existence of local Adult Protection guidelines and procedures.
Learning Outcomes
By the end of the course delegates will be able to:
Define the overarching principles of the Adult Support and Protection (Scotland) Act 2007
Define the terms “adult at risk” and “harm”
Demonstrate an awareness of the duties to report, inquire and investigate, co-operate and discuss how these relate to your own role
List the three types of protection order
Demonstrate an understanding of the rights of the adult at risk and special circumstances which may impact on those rights
Demonstrate awareness that social inequalities and discrimination may heighten risk of harm adults may be/may have been exposed to.
Child Protection Level 1: This module will provide basic signposting information for all staff regardless of role. It will give clarity to appropriate actions to be taken in the event there are concerns about a child.
This module describes the 10 basic infection control precautions that if applied correctly will greatly reduce the risk of infection in healthcare. Not all precautions will apply to all staff all of the time and therefore completing the module will allow you to determine which precautions apply to you in your specific role.
Learning Outcomes
By the end of the course delegates will be able to:
Understand why infection prevention and control matters to everyone
Describe what you can do to help to reduce infections occurring
Know who to contact for advice re optimising patient care
Know where to find further information and learning resources.
NHSGGC is committed to providing a positive security culture throughout the organisation and to ensure personal safety at all times of patients, residents, staff and visitors. We have produced this short e-module in line with changes in legislation and to help ensure we embed security principles within our workforce.
By the end of the course delegates will be able to:
Understand the principles of the UK Counter Terrorism Strategy (CONTEST)
Keep secure door codes confidential so that they are only known by those that require them for regular discharge of their duties
Observe all personal safety and security rules at all times as described in the NHSGG&C Security and Threat Policy
Challenge those persons not wearing photographic identification badges unless to do so would place them at risk
Wear an up to date photographic identification badge at all time during work
Understand the process for reporting and recording Security incidents at a local level
Understand the vulnerability factors that can make individuals susceptible to radicalisation or a risk to others and can seek advice from if they have concerns about an individual who may be being groomed into terrorist activity
Ensure passwords and login details are kept secure at all times
Access the NHSGGC Security and Threat Policy for further information.
GGC009 Safe Information Handling (Information Governance)
This e-learning module explains the core concepts of safe and appropriate handling of personal and other information and describes the strategies and skills required to safely manage information.
Learning Outcomes
Following mandatory information governance training, staff should be able to:
Store, transport and transfer Board records and data (including health records, staff records and sensitive corporate information) securely and effectively
Understand the safe use of information and communication technology
Inform individuals about the use of their data
Understand the circumstances when consent should be sought prior to obtaining and using personal data
Verify recorded data using processes for positive patient identification
Record personal information accurately and consistently
Ensure that recorded information is relevant and not excessive
Use patient related data to support the delivery and management of healthcare
Understand the circumstances in which information may be used for healthcare support purposes such as clinical audit and service monitoring
Identify circumstances when personal data can, should and must be shared
Respond appropriately to requests for all recorded information held by the Board, demonstrating awareness of access to information legislation and local compliance requirements
Understand and apply rules for appropriate authorised access to personal and other sensitive data
Ensure that conversations in relation to sensitive or personal information, whether face to face or by telephone, take place in an appropriate area.
All staff must successfully complete the modules noted above every 3 years, with the exception of Fire Safety. All staff are now required to complete the General Awareness Fire Safety Training module annually. In addition to this, all Ward based staff must complete face to face evacuation training annually.
Module access
You can access all of the above modules on our online learning platform, Learnpro. To do this, please log on to LearnPro using the following link: LearnPro login page.
If you need to create an account then this can be done on the learn pro page under create account
Forgotten passwords and Log in details reset Information
If someone has forgotten their password for the Learn Pro system and needs it reset, then they can do this quickly and easily themselves, without any need to contact the L&E support team. Simply follow the steps below:
Click on the Forgotten password link
2- A box will appear below the password link for an email address to be added and send button clicked
3- A reset link will be emailed to email added above for the password to be reset
Certificates
Once you have successfully completed a module you will be able to produce a certificate from Learnpro. You can save this as a document for upload to a learning portfolio to support professional requirements such as CPD or revalidation.
Support
If you have any difficulty accessing Learnpro or a specific module, please contact LE Support on the Enquiry Portal : HR Portal – NHS GGC HR (service-now.com) or 0141 278 2700 (option 3) and a member of our team will be pleased to help you.
If you have forgotten your sign in details then please follow the forgotten login link to reset.
We have designed the modules to be easy and simple to use however if you would like some support to develop your computer skills to access these modules please contact Debbie Thompson, Core Skills Tutor.
Monitoring
Your compliance with the above modules will be monitored by the Board using a workforce information tool called MicroStratgey.
Your Line Manager will be able to access reports for their area(s) of responsibility, highlighting what stage of compliance each member of their team is currently at. In order to ensure that the modules you have completed on Learnpro are included on compliance reports, you must check that your Identification Number on Learnpro is your current NHSGGC payroll number.
As part of a proactive programme of empowering staff to keep track of their own statutory and mandatory training progress, a monthly notification email has been designed for all staff which provides an easy and quick way to view the status of your training and will go amber when you have 3 months or fewer remaining for each of the topics.
Additional training
In addition to completing the core statutory and mandatory training modules required for all staff in NHSGGC, you may also be required to undertake Role Specific topics depending on your role.
Your Line Manager will advise you of any additional training requirements you may need to complete.
The 2024-25 Staff Bursary is now open. The closing date for applications is 2nd May 2024 at 23:59 hrs. No late applications will be accepted.
*Please note, we are experiencing a high volume of emails. Your email is very important to us and we will respond as soon as it is possible.
FAQs
Should I discuss my application with my manager?
Yes you must do this. There are several reasons for doing so which are detailed below:
Your application must have the support of your line manager – they need to complete a separate form that will be emailed to them directly. If these details are not all completed/ they do not support it, then your application cannot be considered. You must ensure that your Manager’s email address is entered correctly in your Application.
It is anticipated that the courses of study will be identified through the Personal Development Planning process.
You may need support with Study Leave.
The questions require you to outline the links between the learning and its application in practice and also its evaluation. As such you need to discuss these aspects with your manager in advance of making your application.
I have not been accepted on the course yet, should I still apply?
Yes – but you must inform us of progress.
I made a successful application last year and received 60%. Can I apply for the remaining 40% this year?
We cannot consider retrospective applications – all courses must commence between August 2024 and July 2025. You can only receive one award per element, module or identified year of a continuing programme, you can submit an application for subsequent modules or years though.
Can I apply for more than one course?
In order to ensure that as many people as possible can access funds, only one application per person will be accepted. Some courses are modular in design therefore an application for more than one module would be considered. You should check with the Bursary Administrator for specific guidance.
I’m planning to undertake a course over the next three years. Will I get ongoing support? Will I get the same amount each year?
The Bursary Scheme is available on a year-to-year basis, depending on the availability of funds. If your course is over one year, there is no guarantee of continued financial support for the duration of the course of study and you should make provision for this.
Continued support for any follow-up years will require a separate application. Subsequent applications should not just be a copy of the original or previous applications. Each application should reflect your developing knowledge and experience of the course of study and its relevance to the workplace.
Can I submit a joint application with work colleagues?
No – Bursary applications can only be submitted from individual members of staff and should reflect that person’s individual development needs.
I have a temporary contract – am I still eligible?
The principles outlined in Section 6 of the Information Pack would still apply. You should contact the Bursary Administrator for a more detailed discussion of the nature of the temporary contract.
I might be applying for a post with another NHS Board. Can I still apply for a Bursary?
You can still submit a Bursary application but you must inform the Bursary Administrator if your job application is successful. An award will not be made if you leave NHS Greater Glasgow and Clyde before commencing the course. If monies have been paid to you or to the education provider they will be reclaimed.
Are there any strings attached?
You must confirm that you have explored the alternative funding sources and that these are either unavailable or do not cover the full course fees, prior to accepting any bursary offer made to you.
The applicant will be required to remain in employment with NHS Greater Glasgow and Clyde for two years following the date of the awarding of the qualification. However, when an employee leaves NHS Greater Glasgow and Clyde, but remains within the NHS then the benefit of shared learning across the wider organisation is acknowledged and monies will not be reclaimed.
The application form asks if I have sourced alternative funding – Do you know of any alternative sources of funding or supports with learning?
All applicants must have sought alternative funding prior to making their bursary application. Some of the main funding routes are:-
Local Service Budgets
Applicants should speak to their line manager to discuss funding availability or contribution to funding.
SAAS – Student Award Agency for Scotland
Please follow this link to find out about funding available for students studying part time.
Individual Training Account – Skills Development Scotland
If you are a member of a professional body you may find that grants or scholarships are available.
NHSGGC and University of West of Scotland Service Level Agreement
There is a Service Level Agreement (SLA) between NHSGGC and University of the West of Scotland to help nurses and midwives in NHS Greater Glasgow and Clyde access accredited programmes / modules at the University of the West of Scotland (UWS). Further information available through the following StaffNet link:
Different opportunities for assistance across the organisation may be available at various times of the year to support developments and practice – check with your line manager to discuss further.
NES
NHS Education for Scotland offers a wide ranged education and training support for both clinical and non-clinical staff in Scotland. This can include some financial support. See the website for further details.
Other supports
Adult Learners
HR Connect – Adult Learners The information in this linked page has been developed with the help of NHS Greater Glasgow & Clyde staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job. It contains links to a range of supports for staff.
What if I don’t know the outcome of my application/ request for alternative funding?
You need to indicate this in the relevant section of the application form. If you are successful in receiving a Bursary Award, you will be asked to confirm that you have sought and either not been successful in securing alternative funding or that the level of funding does not cover all the course fees.
When will I know if my application has been successful?
All staff and their line manager will be contacted by email to advise of the outcome of their application. Due to the nature of the disbursement process, outcomes will be advised by end of July 2024.
Can I submit a previous application?
You must submit a new application each year personal to you. Your application should reflect the current year’s study, the associated learning outcomes and your current year PDP.
When completing my application, can I save and continue later?
No. The system does not support save and continue later. We advise that you type your responses into a Word document and paste your response into the application.
I work for the Local Authority in a Health & Social Care Partnership. Can I apply for the NHSGGC Bursary?
No. As the Bursary is funded by NHSGGC Endowments Funds, the Bursary can only support Staff employed directly by NHSGGC. You must have an NHSGGC pay number starting with either G or C.
Application Pack
Please read the information pack fully before completing your application –
We can only accept an application form submitted via the new online process. Please do not print out, scan and send or convert to PDF. If you require help with the application, or require the application in another format, please contact staff.bursary@ggc.scot.nhs.uk or LE Support 0141 278 2700 (option 3).
It would be preferred that you use your NHSGGC email, however personal email address may be used. There has been previous issues with some external email providers. Your Line Managers NHSGGC email must be used.
For general Bursary queries, please contact staff.bursary@ggc.scot.nhs.uk or LE Support 0141 278 2700 (option 3). The closing date for applications is 23:59hrs on Thursday 2nd May 2024. No late applications will be accepted.
The Bursary Scheme is a competitive process and funding decisions are based on the information within the application form. It is therefore essential that staff consider carefully the content of their application and discuss it fully with their line manager to secure their support prior to submitting the application form. All applications are considered and scored by a number of reviewers, independently of each other and referred to a disbursement committee as appropriate. Whether or not a Bursary award is made and the amount of money a successful applicant receives depends on the criteria being met and overall score.
The Staff Bursary Scheme is a competitive process and a large number of applications are received each year. It is therefore essential that you read the Information Pack before applying and ensure that you comply with all aspects of the Application Checklist before submitting your application.
Guide to the Application Questions
Each question is scored separately (with the exception of questions 1 and 6 which are scored together) and the information below gives guidance on how to approach the questions.
The Bursary Scheme is a competitive process and funding decisions are based on the information within the application form. Its therefore essential that you:-
Discuss your application fully with your manager prior to completing it,
Reflect on how the learning can relate to your job role/future development. It’s about the difference it will make.
Ensure that you have answered all of the questions.
Answer all parts of the question fully – this is not about writing more for each question, but ensuring that you respond specifically to what is being asked.
The following notes provide guidance as to the expected responses. Actual responses should reflect your experiences, expectations and hopes in relation to the course of study. These should be illustrated with recent examples.
Why have you chose this particular course of study? Please provide professional as well as personal reasons.
Responses will generally focus on the purpose and importance of the course of study and the consequent development of knowledge and skills. This may also include a brief comment on the potential impact on patients, colleagues or team. This will be the focus for your response to Questions 3 and 4.
Responses could also include reference to building on previous learning experiences and the identification of personal learning styles and preferences.
Comments on personal interest in learning or commitment to the particular course of study or contribution to the fulfilment of personal and career aspirations would also be appropriate. Please note that question 6 provides the opportunity to offer more general comments on personal aims, expectations and motivation.
How does this course of study link to your most recent Development Review or Appraisal and your current PDP – Personal Development Plan (or your own objectives if no recent PDP)? Please provide specific examples, outlining why they are important.
It is expected that responses will:
Offer reflections on most recent review or appraisal and PDP and why aspects are important.
Identify specific KSF dimensions, key result areas, objectives, CPD outcomes and competencies as appropriate.
Explain how the course will link to and support these.
How will you apply your learning to support appropriate NHSGG&C work objectives (e.g. local team/ department or corporate service objectives)?
Prior to answering this question, you need to discuss the application of your learning with your line manager.
Responses should detail not just how the learning will be applied but also what the local/service/organisational objectives are and how this learning will specifically support these.
Examples could include the application of e.g.:
clinical skills
management competencies
communication skills
research, training
and the relationship to e.g.:
local or corporate objectives/themes
national guidelines (SIGN, QIS)
professional policies, procedures or standards
What positive changes would patients/customers in NHSGG&C see as a result of you undertaking this learning? Please provide examples.
Responses should identify actual developments and changes (or proposed) changes to practice. These could include development or expansion of services, support for other team members, service users or patients, improved effectiveness and efficiency of a service. Again, discussion with your manager is key regarding this.
How will you evaluate the learning from the course of study (including evaluation of the course of study as well as evaluation of the impact on the service as appropriate)?
Evaluation of the course of study could include written assessments, supervised activities, group work, tutor feedback, personal reflection. Evaluation of the impact of learning on the service could include feedback from managers, colleagues, patients, formal audit, peer review, personal reflection. *Please answer in relation to both the course of study and its impact on services
Please provide any additional information in support of your application.
Use this question to provide additional information or expand on responses in question 1.
E.g. career path, wider impact of the course of study (national or international), management support, potential further learning, personal challenge, financial incentive provided by the Bursary Scheme.
Guidance for Managers
The Staff Bursary Scheme is available to all directly employed staff who currently work within NHSGG&C – from any service area, discipline or grade. It’s just one of a range of resources to support the development of staff and their ongoing learning.
I’ve just heard about this – what next?
The Bursary Scheme is generally available in the spring of each year, if funding is secured. Make sure that staff know about this opportunity – discuss it at team meetings and with members of your team – promote it as another route to support their individual development in line with service objectives.
A member of staff is interested in submitting an application – what should I do?
When the scheme is open, it’s essential that you discuss their application with them. The application must be supported by staff’s line manager for it to be considered. Key things to discuss include:
How does it link to their PDP/Learning needs?
What outcomes are they hoping to achieve?
How could they apply the learning within their work and how does this link to work objectives (at team/service/organisational level)?
How would the learning and impact of it be evaluated?
These are all areas covered in the application form – your support in discussing these can greatly assist in taking their application forward as an integral part of the PDP and Review process.
Staff must also explore all alternative funding sources prior to applying. Any awards made are on the condition that staff have done so and that alternative funding is either not available or does not cover the full course fees. After your member of staff has submitted an application, you will receive an auto-generated email with links to an online form to demonstrate your support. If you do not complete this form, the application will be withdrawn and the member of staff notified.
What alternative sources of funding are there?
There are a range of potential funding sources – see the ‘Other Resources and Support’ page for further details.
How will we know if the application has been successful?
All staff who submit an application will be contacted by the Bursary Administrator to confirm receipt of their application. If they don’t receive confirmation within 24 hours of submitting it, they should contact the Bursary Administrator direct. All staff will then be contacted by email to advise of the outcome of their application, and the manager will be copied into the email.
If Bursary Funding is awarded, does it cover every aspect of a course?
It only covers course fees – any additional costs such as travel, books and examination or accreditation fees are not included.
Applications must come from individual members of staff, reflecting their own development needs. If the course of study it essential to service development, then alternative funding must be sought.
If a member of staff’s application is successful, will the funding cover the cost of all the course fees?
If a Bursary Award is made, it is on the condition that the member of staff has first explored/applied to all alternative funding sources and that these have either been unsuccessful or if secured, they do not cover the full cost of the course fees.
The amount of funding awarded depends on the score given to the application, the number of applications received and overall level of funding available. The total funding available to an individual is capped. As such, any Award made, may not cover the full course fees. The Bursary Scheme is also available on a year by year basis subject to the availability of funding. As such, if a course lasts more than one year, there is no guarantee of continued financial support and employees are advised to make provisions for this when applying.
What other supports do we need to think about?
This will vary depending on the nature of the course – e.g. how long is it, is it during the member of staffs normal working hours etc., how can this be supported/ accommodated. Any study leave will be at the managers’ discretion, however managers must not discriminate between full and part time staff.
It is also important to regularly discuss progress and the application of learning – just as you would with any other learning or training opportunity, as part of the PDP process. An annual evaluation of the Scheme will take place in the autumn. This will focus on applicants’ progress with study and future study plans as well as the impact on personal, clinical and organisational objectives. In order to gather the relevant data applicants and managers will be contacted annually to participate in a survey.
Other Resources and Support
There are a range of resources and support open to staff both within and out with NHSGGC – some of these are outlined below:-
Local Service Budgets
Applicants should speak to their line manager to discuss funding availability or contribution to funding.
Individual Training Account – Skills Development Scotland
These used to be called ILA’s and can offer up to £200 depending on eligibility. Individual Training Account
Profession-Specific Support
If you are a member of a professional body you may find that grants or scholarships are available.
NHSGGC and University of West of Scotland Service Level Agreement
There is a Service Level Agreement (SLA) between NHSGGC and University of the West of Scotland to help nurses and midwives in NHS Greater Glasgow and Clyde access accredited programmes / modules at the University of the West of Scotland (UWS). Further information can be found on the Specialist Nursing Pages on StaffNet.
Other Organisational Financial Supports
Different opportunities for assistance across the organisation may be available at various times of the year to support developments and practice – check with your line manager to discuss further.
NES (NHS Education for Scotland)
NHS Education for Scotland | NES offer a wide ranged education and training support for both clinical and non-clinical staff in Scotland. This can include some financial support. See the website for further details.
Other support
Adult Learners
Adult Learners – NHSGGC The information in this linked page has been developed with the help of NHS Greater Glasgow & Clyde staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job. It contains links to a range of supports for staff.
Other Learning & Development Information can be found as follows:-
Accepting Your Award – Confirmation of Acceptance 2023-2024
Congratulations on your Bursary Award. Please follow the process below to ensure that your Provider is paid promptly.
1. You should receive an email from the Staff Bursary Team advising you of your award.
2. When you have secured a place on your chosen course, and have a starting date, please fill out the Confirmation of Acceptance form on this page.
3. To complete the Confirmation of Acceptance, you must ensure that each section is fully complete. Please ensure that you include your Providers email and full postal address.
4. When you have completed your Confirmation of Acceptance, please email this back to staff.bursary@ggc.scot.nhs.uk remembering to include your proof of course fees for the Bursary year. This can be an email from your Provider, a screenshot from your Provider’s website etc..
If your Confirmation of Acceptance Form is incorrectly completed, is incomplete or if you have not attached your proof of course fees, the form will be returned and could result in either late or non-payment of your course fees.
In all cases, your Confirmation of Acceptance and Proof of Course Fees must be received by the Staff Bursary Team by 8th July 2024. Any invoices received after Friday 19th July 2024 could result in non-payment of your Staff Bursary.
If you have any questions about the process or want to discuss your individual circumstances, please email staff.bursary@ggc.scot.nhs.uk or phone the LE Support Line on 0141 278 2700 (option 3).
This area is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in our Health and Social Care Partnerships who are not employed by NHSGGC, but they manage NHSGGC staff in their teams.
You will find links to advice and guidance, information about development opportunities and access to the booking process for programmes offered by NHSGGC.
Current Programmes
Essential Skills for Managers (An Introduction)
This 1½ or 3 half day programme will support you in developing key day-to-day skills and confidence required to manage people and resources. We will focus on four interrelated themes:
Communicating and Influencing
Organising and Delegating including Performance and Time Management
Managing Change
Problem Solving and Decision Making
This programme complements, the New People Managers and Supervisors Induction Pathway and the People Management Programme (policies and managing people) with essential, but sometimes taken for granted, management skills.
This programme also replaces the ILM programme which covered similar topics.
The programme is open to new, current and future operational managers.
There are numerous management resources available, but it can be difficult find what is right for you. Here are a few that that we have found useful.
The Knowledge Network
This is a national knowledge management platform for health and social care in Scotland. It is developed and maintained by the Knowledge Services group at NHS Education for Scotland. The Leadership and Management section will be of particular interest.
The Good Practice pages (also accessible from The Knowledge Network) offer a wide range of ‘bite-size’ learning opportunities (often less than 10 mins). Typically they provide hints and tips, templates and models you can use. To access you will need to follow the Good Practice link (may require an Athens account).
Examples include:
Learning and Development – Top tips for coaching (4 mins)
HR – 5 things managers can do right now (3 mins)
Leadership and Strategy – How to answer questions about change (5 mins)
Managing People – Delivering feedback (10 mins), How to delegate (6 mins)
Personal skills – Building self confidence (3 mins)
Projects and Operations – Introduction to continuous improvement (5 mins)
Leadership and Management Zone
A recently developed (and growing) Leadership and Management Zone can be found on Turas Learn. The site plans to offer a range of helpful resources whether you are an experienced manager or thinking about pursuing a management/supervisory role.
Open University
Free Open University courses can be downloaded for use on tablets, kindle etc. Each course has a guide to the number of hours study. For example, ‘Managing and Leading People, takes 8 hrs and is at level 3 Advanced.
You can now book a place on the course using the eESS Login (scot.nhs.uk) Learner self-service facility. Guidance on how to search for Learning and Development on eESS OLM can be found here:
As an organisation supporting a diverse range of learning and education opportunities we have designed this page to support the needs of adult learners. Our content has been developed with the help of NHSGGC staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job.
By highlighting routes for guidance and support and celebrating the achievements of learners we hope to encourage people of all backgrounds or ages, to be inspired to give learning a go.
“In NHS Greater Glasgow and Clyde we believe learning is for everyone regardless of age or stage of career. Learning can help us prepare for new roles in our constantly changing organisation. Effective learning is a partnership between the learner and NHSGGC. The aim of these pages is to help you access the kind of learning that suits you. We want every member of our staff to have equal access to learning, education and development which is relevant to their needs.”
Lyndsay Lauder, Head of Workforce Planning & Development
Quick Guide to Internal Training and Meeting Facilities
The following information provides guidance to two internal routes for accessing training and meeting room facilities in NHSGGC:
NHSGGC Work Space Manager
This is an online self booking system which offers access to a wide range of rooms across NHSGGC with seating capacity from under 20 to a maximum of 120.
Work Space Manager (WSM) is the general booking system for the range of meeting and training rooms in NHSGGC. WSM provides the facility to search for venues using date, location and required resources.
When a user accesses Work Space Manager (WSM) for the first time, they will be required to login; the login will be their email address with a blank password. Once logged in, they are presented with the application set to the highest level of location hierarchy. The nature of the application allows for multiple levels of locations before ending in a floor plan where the resources may be found.
Teaching and Learning Centre, Queen Elizabeth University Hospital Campus
This is a purpose built teaching and learning centre with a 500 seat capacity lecture theatre plus a range of small (6-15 seats), medium (40 seats) and large (70 seats) teaching rooms.
An appendix is available at the end of this page to provide a quick guide to some of the sites across NHSGGC indicating small, medium or large venues.
The centre was developed jointly by NHSGGC and The University of Glasgow. It represents an investment of £27 million providing a state of the art learning and teaching environment for University of Glasgow undergraduate medical and nursing students as well as students studying on a variety of clinical science postgraduate programmes. It also provides postgraduate training facilities for medical staff and a large variety of NHS professionals thus ensuring we train the next generation of doctors, nurses, scientists, clinical academics and support staff to the highest standards.
Three floors of this purpose built centre are dedicated to teaching and learning. The fourth floor is a purpose built, £5M Clinical Innovation Zone which accommodates the Stratified Medicine Scotland-Innovation Centre, a University of Glasgow-led, Scotland wide collaboration with industry that is a leading initiative in the field of ‘precision medicine’, a National Centre of Excellence for the UK Precision Medicine Catapult, and incubator units for industry.
The following list is a summary guide to sites in NHSGGC that offer venues currently available via Work Space Manager (WSM) and the Teaching and Learning Centre, Queen Elizabeth University Hospital Campus. The search function on WSM offers the opportunity to narrow done the search to meet the specific requirements of the event.
This list is not exhaustive and there may be other venues located in NHSGGC that are not included in this sample of small, medium and large venues.
Our induction film welcomes you with the aim of highlighting our values and ambitions and to outline the ethos of patient centred care in NHS Greater Glasgow and Clyde.
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.
NHS Greater Glasgow and Clyde is a great organisation with a huge pool of terrific talent. We are committed to fairness and equality and take a zero tolerance approach to all forms of discrimination.
We have access to some of the finest facilities and resources in the country, but it is the values and attitudes we demonstrate as individuals that make the biggest difference to our patients and their families.
These key messages are important for new colleagues joining our organisation, but I also believe it is important that we all remind ourselves of the opportunities we have to impact very positively on the lives of thousands of patients and their families no matter what job we do as part of NHS Greater Glasgow and Clyde.
‘Digital learning has progressed rapidly to cover a wide range of formal course-based e-Learning packages and products together with a huge variety of complementary or alternative techniques, such as sharing knowledge or links to resources via social/interactive media sites and viewing / participating in online lectures, webinars, podcasts or blogs’ (CIPD, 2020)
The following provides a guide to identifying and developing digital educational methods that complement or replace classroom-based training:
How do I get started?
Digital Learning can be a combination of methods including informal and self-directed activities (e.g. making use of web-based resources) and structured interventions using virtual environments (e.g. Cisco Webex, MS Teams) or eLearning. Whether it is newly commissioned training (perhaps resulting from a Training Needs Analysis) or a revision of current provision then following these basic principles will help to identify the most appropriate learning method(s) and preparation for a virtual session if that is required.
Purpose/Outcomes: A clear statement of why the training is necessary and what participants are expected to achieve e.g. specific knowledge, particular skills, transferable skills, better understanding, behaviour change.
Audience:
Who they are and why they have been identified e.g. single discipline, multi-disciplinary team, self-selection, mandatory. An understanding of these factors will encourage buy-in from participants.
Essential to identify potential barriers to access and mitigate as far as possible.
Digital literacy, vital to recognise that not all staff may have the skills or confidence to engage effectively with some aspects of Digital Learning.
Disabilities e.g. supporting a deaf colleague in a virtual environment such as MS Teams.
Important that delegates have line manager support as this will aid follow-up and application of learning.
IT access. Do staff have access to equipment and appropriate software? Some staff may use their own devices e.g. home PC, so you will need to ensure that they are provided with guidance to check for potential access issues.
Will there be an expectation that staff will use their own devices e.g. smart phones to access an app?
Also important to acknowledge the participant’s physical environment e.g. will they have distractions when accessing MS Teams.
Ensure that when planning the session you include opportunity for engagement and interaction where possible.
Evaluation, assessment and reporting requirements:
Evaluation can aid measurement of value/effectiveness. An assessment may be required to confirm achievement to an agreed standard.
The reporting on evidence of attainment may also be required and consideration given to the most appropriate mechanism e.g. eESS.
Planning for virtual environments (if required) e.g. MS Teams:
Promotion (or participant identification) and booking process.
Joining instructions – date, start time, duration, session link and any supplementary material.
Session planning (further guidance below).
You may also find this Digital Learning Planner useful to help you consider and plan a digital learning experience.
Digital Learning Options
This table sets out a range of common approaches to Digital Learning. These approaches are not mutually exclusive and can (and should) be used in combination.
Resources
Here are two great resources that you should check out:
NES provides guides and resources which include an introduction to MS Teams, a guide to transferring face to face training online as well as dates of facilitation training sessions.
The College Development Network has produced this really well structured, up to date site that you should not miss.
The following pages offer more specific guidance on the respective approaches. They can be used in combination and a ‘blended’ approach can produce better outcomes.
