Staff & Recruitment

• Tracey Carrey, Interim Workforce Planning & Analytics Manager
  Telephone 0141 278 2682 or email: Tracey.Carrey@ggc.scot.nhs.uk

Workforce Analytics Team

• Ian MacRae, Workforce Analytics Lead  
  Telephone 0141 278 2680 or email: ian.macrae@ggc.scot.nhs.uk 
• Lisa Thomson,  Workforce Planning Lead 
  Email lisa.thomson16@ggc.scot.nhs.uk 
• Marion Byrne, Workforce Information Analyst 
  Telephone 0141 278 2681 or email: marion.byrne@ggc.scot.nhs.uk 
• Tom McMeekin,  Systems Analyst Programmer 
  Telephone 0141 278 2684 or email: thomas.mcmeekin@ggc.scot.nhs.uk 
• Lauren McGuire, Medical Staffing Workforce Information & Planning Advisor
  Email: lauren.mcguire2@ggc.scot.nhs.uk
• Shebina Bhatti, Workforce Analyst
  Telephone 07813402694 or email: shebina.bhatti@ggc.scot.nhs.uk

eESS Technical Team

• Evelyn Gourlay, Workforce Data Quality & eESS Lead 
  Telephone 01475 504799 or email: evelyn.gourlay@ggc.scot.nhs.uk 
• Wilma McAulay, Workforce Data Assistant 
  Telephone 01475 504303 or email: wilma.mcaulay@ggc.scot.nhs.uk 
• Sandra Macer, Workforce Data Assistant
  Telephone 01475 504688 or email: sandra.macer@ggc.scot.nhs.uk 
• Carole McFarlane, eESS Data Assistant
  Email: carole.mcfarlane2@ggc.scot.nhs.uk

eESS Support Team

• Nicola McDonald, Data Assistant
  Email: nicola.mcdonald@ggc.scot.nhs.uk
• Jacqueline Graham, Operational Lead
  Telephone 07870917741or email: jacqueline.graham@ggc.scot.nhs.uk
• Claire Louise Gilles, eESS Data Assistant
  Telephone 0141 278 2700 or email: clairelouise.gillies@ggc.scot.nhs.uk
• Eilidh McHugh, eESS Data Assistant
  Email: eilidh.mchugh@ggc.scot.nhs.uk
• Dean Brandon, eESS Data Assistant
  Email: dean.brandon@ggc.scot.nhs.uk
• Kirsty McNeil, Bank Administrative Assistant
  Email: kirsty.mcneil2@ggc.scot.nhs.uk

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

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

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

Influence is Critical

Being able to influence effectively at all levels across the organisation in a way that builds relationships for today and for tomorrow is a critical leadership skill.

Being able to influence effectively supports NHS Greater Glasgow and Clyde to fulfill our purpose, develop our culture and capability and to work efficiently with other agencies.

We have developed learning videos to offer some simple tools and approaches to develop your influencing skills.

• Behavioural Styles
• Mapping Best Practice
• Principles of Power
• Stakeholder Influencing Process
• Stakeholder Mapping Process.

To view these videos, please visit our Staffnet pages.

Further development in the form of a one day Strategic Influencing Skills workshop and access to one-to-one Influencing Coaching sessions may be available – please discuss with your OD Advisor and line manager.

Short, focused sessions can be a useful way of learning about new ways of thinking or good practice from others without undertaking a longer development programme.

Our online leadership sessions focus on specific leadership topics or skills and are designed to offer a “taster” or introduction rather than deep knowledge or learning.

Online leadership sessions are aimed at mid/senior level or those who have completed a longitudinal leadership programme. Places are allocated on a first come first served basis.

2024/25 Calendar

• Thursday 28th November 3.30pm – Kind and Effective Leadership – Sue Simpson
• Tuesday 10th December 08.30am – Equalities and Human Rights – Alastair Low
• Tuesday 4th February 2025 08.30am – Understanding Your Personal Values and Strengths – James Carrier, People Shift
• Tuesday 11th March 08.30am – A Coaching Approach to Leadership – Maria Moreno, M Potential
• Thursday 24th April
• Tuesday 27th May
• Thursday 25th June 08.30am
• Tuesday 26th August
• Wednesday 24th September 08.30am – Giving Feedback – Maria Moreno, M Potential
• Tuesday 28th October
• Wednesday 12th November
• Tuesday 9th December

Everything offered by OD aims to be inclusive for all staff. Please email lisa.donnelly@ggc.scot.nhs.uk or your local OD Advisor, if we can help with any arrangements, for instance for staff with a sensory impairment, that would make our programmes or materials easier for you to access.

Coaching is a person centred, future focussed and positive development approach.

It is increasingly used in all business settings, including the Health Service across Scotland. It has been shown to be a cost-effective and holistic approach to improving both individual and organisational performance.

In our Board, coaching interventions are always linked to organisational objectives whilst recognising the need for individuals to have support and challenge as part of the coaching process. Coaching is always a confidential and supportive intervention. It is well recognised that when managers take a coaching approach with staff that engagement, motivation and productivity can increase.

The Board has a small bank of professional trained coaches who are able to provide a coaching service. To access this coaching service you need to discuss your needs with your line manager in the first instance.

Executive Coaching

Executive coaching is a structured development approach where coach and ‘coachee’ undertake a series of one to one meetings to oversee a process of personal development.

Meetings are confidential and a coach will never share any details of what is discussed (unless helpful to the process and by agreement).

A register of approved executive coaches who have been chosen for their experience and results at this level is now in place and held by the Heads of OD.

Approved coaches have experience in different organisational settings, are professionally accredited and licensed to use a range of psychometrics and 360 tools if applicable.

Coaching activity will be time bound, regularly reviewed against objectives and evaluated by OD both at the individual level and as an overall provision in the organisation.

Further Information

To discuss whether coaching is the right option for you, or for further information please contact your OD Advisor.

Everything offered by OD aims to be inclusive for all staff. If we can help with any arrangements, for instance for staff with a sensory impairment, that would make our programmes or materials easier for you to access.

Teams are the vehicle that brings the skills, knowledge and experience of individuals together to enable NHS Greater Glasgow and Clyde be a highly effective organisation.  

The Affina Team Journey provides a proactive approach for implementing and maintaining effective team working across the whole organisation and between organisations. Both underpin and reflect our organisational value “we work as one team”.

The Affina Team Journey is a unique step-by-step interactive programme, providing easy-to-use diagnostic tools for assessing a team’s performance, and tools to develop team effectiveness in the areas identified in research as essential for team success.

For further information contact your OD Advisor.

Everything offered by OD aims to be inclusive for all staff. If we can help with any arrangements, for instance for staff with a sensory impairment, that would make our programmes or materials easier for you to access.

Introduction letter from Dr Jennifer Armstrong, Board Medical Director

Dear Colleague,

I am pleased to make you aware of and fully support you to take part in the Medical Management Development Programme in NHSGGC. This new initiative has been created to address the succession planning and development needs of doctors in leadership positions across primary, secondary and mental health care. As you know, these roles are critical for shaping clinical and service change across the Board, for the effective leadership and management of the medical workforce and ultimately for the delivery of high quality patient care. The programme aims to support your development in the skills and knowledge required in these roles and it also contributes to your continuous professional development.

There are 8 modules in the programme, all delivered three times a year in a published schedule across the calendar year. This gives you flexible options for attendance and completion of the programme over 12 months. There will also be opportunities for coaching and mentoring support and further learning.

If you are keen to advance your career in Medical Management or anticipate that you will be asked to fulfil such a position in the future please take full advantage of this important development opportunity.

Many thanks,

Dr Jennifer Armstrong, Board Medical Director

Information on all modules is available in our programme descriptor

PAGE AND MODULES BEING UPDATED.

The North, South and Clyde Sectors and Womens and Childrens Services have joined forces to collaborate on a pilot leadership programme called Leadership Lift Foundations (LLF).

Leadership Lift Foundations is a leadership development journey that focuses on practical application and group mentoring support alongside leadership and management theory. The desired outcome is that, as a leader, you feel proactively supported in your leadership role.

The programme runs over a 4 month period in short, bite sized sessions and starts with completion of a self-assessment questionnaire from which you will receive a leadership profile report, a profile debrief and a development planning session to enhance and align with your existing Personal Development Plan (PDP).

It includes leadership modules and modules related to operational management, including group mentoring and learning sessions aimed at reflecting and embedding lessons from the leadership and management modules which you complete and involves discussing practical application and case examples with experienced leaders to ensure the transfer and practical application of learning as well as expand your circle and network of support.

The programme will run collaboratively across GGC so that learning can be shared across and create opportunities for cross collaboration and networking, so you will get to meet other leaders from across the organisation.  

To complete the programme will require approximately 14 days of your time over 4 months, at an average of 2 hours a week. All sessions will be virtual using MS Teams.

For more information contact Claire.robertson@ggc.scot.nhs.uk for North Sector and Women and Childrens Services and Julie.pearson@ggc.scot.nhs.uk for Clyde Sector.

Enhancing leadership capacity and capability at every level of the organisation is crucial to meeting our organisational goals and achieving our outcomes. 

Ready to Lead has been designed to support frontline leaders develop critical skills and competencies to support their leadership role within NHS Greater Glasgow and Clyde.

Descriptors for each module are in the Programme Information Pack 

Leading Effective Teams 

The key objective of this module is to enable team leaders facilitate the development of their team towards high performance. A range of tools and techniques will be covered to support individuals develop the skills and confidence to most effectively develop their teams.

Leading Continuous Improvement

Designed to provide delegates with a deeper understanding of improvement and redesign and will cover a range of tools and techniques, and support delegates to undertake their individual improvement projects.

Emotional Intelligence

Designed to support delegates to become more aware of the impact of the role that emotions play in personal effectiveness and in building and maintaining professional relationships.

Enabling Conversations

This module further embeds the principles of Emotional Intelligence specifically around developing approaches and skills to support productive conversations which achieve positive outcomes.

Leading With The Brain in Mind 

The key objectives of this module are for participants to understand new thinking on how the brain functions. They will get insight into their own brain’s capacities to enable them to manage themselves more effectively as well as brain training to improve individual functioning. Brain drivers are examined and explored to lead to better interactions and management of self and others.

There are also examples of Participant Improvement Projects to view.

Contact your local OD Advisor for more information.

Everything offered by OD aims to be inclusive for all staff. If we can help with any arrangements, for instance for staff with a sensory impairment, that would make our programmes or materials easier for you to access.

To work as a COVID-19 Vaccinator, you must hold current registration in one of the eligible occupations:

• Nursing & Midwifery Council (NMC) – all occupations.
• General Medical Council (GMC) – all levels (excluding FY1 doctors).
• General Dental Council (GDC) – Dentist, Dental Hygienist, Dental Therapist.
• Health and Care Professions Council (HCPC) – Chiropodist / Podiatrist, Dietitian, Occupational Therapist, Orthoptist, Paramedic, Physiotherapist, Prosthetists / Orthotist, Radiographer, Speech and Language Therapist.
• General Pharmaceutical Council (GPhC) – Pharmacist.
• General Optical Council (GOC) – Optometrist.

If you do not hold a current registration in one of the occupations listed above, you may be eligible to apply to work as a COVID-19 Healthcare Support Worker Vaccinator. 

The rates of pay are guided by the Scottish Government.  As of 04 March 2022, they are as follows:

• All COVID-19 Vaccinators, regardless of profession or experience, will be reimbursed on the Band 5 Agenda for Change payscale.

All COVID-19 Vaccinator Healthcare Support Workers, regardless of profession or experience, will be reimbursed on the Band 3 Agenda for Change payscale.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Consultant (replacement) positions

In addition to the stage 1 approval process, these vacancies will require authorisation from the Chief of Medicine within the relevant area.

Senior Medical positions and new Consultant posts

In addition to the stage 1 approval process, any new proposed: Consultant-level posts, Lead Clinician, Clinical Director, or Chiefs of Medicine posts will require authorisation from the NHSGGC Deputy Medical Director (Dr Scott Davidson).  

The Vacancy Request Form (and accompanying documents) must be emailed to the Recruitment Service: Recruitment.Vacancies@ggc.scot.nhs.uk for authorisation.

Other Medical and Dental positions

No additional approval is required.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from:

• The Chief Nurse (or equivalent) within the relevant area; and
• The NHSGGC Nursing Director Professor Angela Wallace. The Vacancy Request Form (and accompanying documents) must be emailed to: angela.wallace@ggc.scot.nhs.uk for the Nursing Director’s consideration; and
• The NHSGGC Chief Executive. The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority I addition to the Board’s Chief Executive.

Replacement posts: Band 6 and Band 7

In addition to the stage 1 approval process, these vacancies will require authorisation from the Chief Nurse (or equivalent) within the relevant area.

Replacement posts: Band 2 – Band 5

No additional approval is required.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

This section provides our Recruitment team with contact details and confirms your eligibility to work in the UK and requires the declaration of any criminal convictions for posts exempt from the Rehabilitation of Offenders Act.

Any data about you will be held in completely secure conditions, with access restricted to only those involved in the administration of the post have applied for.

Your Equalities Opportunities Monitoring information will not be accessible to anyone involved in the shortlisting/interview process.

It will be understood that by submitting the application form you are giving your consent to the processing of your data in the ways described above.

It a criminal offence for any employer to hire a new employee whose immigration status prevents him or her from legally working in the UK.

This applies to all types of NHS employment, including part-time, temporary or bank posts. All applicants, regardless of nationality, will be asked to produce evidence of eligibility to work in the UK and these will be verified at interview and again should you be successful for a post.  More information about immigration and the sponsorship process can be found at the UK Government website.

You must give us details of your current or most recent employer.

Please provide details of previous employment including part-time, temporary, clinical attachments, honorary posts or voluntary work.

Please provide details of all relevant education, qualifications & training courses. You should expect to provide copies of relevant qualifications in the event that you are offered a post.

Applicants who can demonstrate that they possess the knowledge, skills, experience, and clinical competencies required for the job give themselves the best opportunity of being shortlisted and selected for interview.

Make sure you review the job description/person specification for the post that you are applying for as that will detail the skills, abilities, clinical competencies and experience required for the post.

It is important to provide evidence that you can meet each of the requirements in the job description/person specification, by giving specific examples of what you have done and how you believe you meet each requirement. Remember the person reviewing your application form won’t be able to second guess your skills and experience unless you outline it.  Unless you provide evidence that you possess all the requirements, supported by relevant examples, you may not be included in the shortlist.

Your application will be considered by a Clinician(s), who will decide who to select for interview on the basis of the essential criteria for the post.  It is important, therefore, that you work on your application to ensure it reflects the job description and the recruitment advertisement.

Remember to be accurate and honest when you complete your application as the information you provide will be verified at various stages of our recruitment and selection process.

If you are shortlisted for interview, our Medical Recruitment Team will contact your referees. Satisfactory references must be received to an acceptable standard before any new employee can commence employment. If you are in employment, or have been in employment, please make sure that at least one of the referees you nominate includes your present or most recent employer and should be your Line Manager/Educational Supervisor/Clinical Lead. We do not accept referees from family members or friends.

Please ensure you provide accurate contact details including an e-mail address for your referees and most importantly don’t forget to get their permission to be contacted by us.

Upon submission of your application, you will receive a notification that it has been received and awaits the process of shortlisting. Shortly thereafter, you will either be invited to select an interview slot or, if you have been unsuccessful at the shortlisting stage, you will be notified by email that your application has failed shortlisting.

If you are selected for interview, you will be asked to attend a panel interview either in person or via Microsoft Teams.   In addition to a set of interview questions, candidates may be asked to deliver a presentation, or provide a response to a clinical scenario. Candidates will be advised in advance of the interview what they will be expected to do on the day, so will have time to prepare. 

You will be asked to bring the following original documents to interview:  Passport, biometric card (where appropriate,) Medical Degree Certificate, GMC Certificate or letter, and 2 utility bills to confirm your address.

NHS Greater Glasgow and Clyde’s staff are our most valuable resource. By ensuring we have  good recruitment practice that will  make a significant contribution to ensuring we promotes a culture of person-centred care, placing the patient at the heart of everything we do.

We are committed to attracting the highest calibre of job applicants through a fair and consistent recruitment process, treating all our candidates fairly to ensure we recruit the best person for each vacancy.

We endeavour to ensure we do not discriminate during any stage of the recruitment process and in particular comply with the Equality Act 2010 which makes it illegal to discriminate against protected characteristics i.e.  age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation.  

We are required to gather data for both applicants and employees to ensure that our policy on Equality and Diversity is effective and meets statutory requirements.  All applicants are therefore required to provide the information requested in the Application Form’s Declarations section – this information is not made available to the shortlister(s).    .

Finally we hope you find the guidance we have provided useful and we wish you good luck if you decide to apply for a post at NHS Greater Glasgow and Clyde. 

NHS Greater Glasgow and Clyde participates in 2 schemes aimed at supporting the employment and career development of disabled people :

Job Interview Guarantee (JIG) scheme means that if a candidate declares a disability , and meet the minimum/essential  criteria outlined within the Person Specification for the post then they  will be guaranteed an interview. 

Job Centre Plus Two Ticks symbol: the two ticks scheme is a recognition given to NHS Greater Glasgow and Clyde by Jobcentre Plus because we have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. It is represented by the two ticks disability symbol (displayed right) that participating organisations in the UK  are authorised to display. As a symbol user, an interview is guaranteed to any candidate with a disability whose application meets all of the minimum/essential criteria for the post.

Disclosure of Criminal Convictions

• Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013
• The Protection of Vulnerable Groups (Scotland Act ) 2007 The  1997 Police Act

Criminal Convictions – Rehabilitation of Offenders Act 1974

NHS Scotland is exempt from the 1974 Rehabilitation of Offenders Act (Exclusions & Exceptions) (Scotland) Amendment Order 2015.  This means that unless stated in the job description, person specification or application pack, you must tell us about any previous unspent convictions along with only those spent convictions that relate to Disclosure Scotland’s  ‘Offences which must always be disclosed’ list. If you are offered employment, any failure to disclose such convictions could result in withdrawal of the offer of employment dismissal or disciplinary action.  Any information you give will be considered only in relation to the post for which the  application  you submit refers to.

Information will be verified by Disclosure Scotland for relevant posts.

Please note; you are not required to tell us about any previous spent convictions that relate to Disclosure Scotland’s  ‘Offences which are disclosed subject to the rules’ list.

Please refer to Disclosure Scotland’s website for further guidance and details on the two lists relating to spent convictions. 

If you have been living out with the UK for a period of more than a year within the last 5 years, you will require to submit a Certificate of Good Standing from the police authority in that country.

To be eligible to practice medicine in the UK, you will require a licence to practice through the General Medical Council.  If you are applying for a substantive Consultant post, you will require to be on the specialist register for your particular specialty. You can find out more on the GMC and specialist registration website.

All doctors who do not have a National Training Number require to undergo revalidation, this includes all non-training career grade doctors in secondary care who have a substantive, locum or honorary contract with NHS Greater Glasgow and Clyde. It does not include doctors in training (including Foundation Year trainees, Specialty Registrars, Core Trainees and those who hold Locum Appointment for Training posts), for whom NHS Education for Scotland (NES) is the body responsible for revalidation.  

• Information from the GMC on revalidation for doctors in training

NHS Greater Glasgow and Clyde Responsible Officers are as follows:

Responsible Officer: Dr Jennifer Armstrong, Medical Director

Please note: General Practitioners (GPs) who carry out the majority of their clinical work within Secondary Care should undertake a single appraisal within Secondary Care, which also covers their Primary Care practice. All GPs are required to work an average of fifty sessions per year to demonstrate that they are maintaining their clinical skills.

If you have a specific query or question regarding Medical Revalidation or Appraisal please email medical.revalidation@ggc.scot.nhs.ukand a member of the Medical Staffing Team will get back to you.

Doctors in training with queries regarding revalidation should contact NES for clarification: trainingcontacts@nes.scot.nhs.uk.

To be interviewed for a substantive Consultant post, those trained in the UK should have evidence of higher specialist training leading to CCT and be within 6 months of confirmed entry from date of interview or have been awarded Specialist Registration via the Certificate of Eligibility for Specialist Registration (CESR) . Non-UK applicants must demonstrate equivalent training.

Before commencement in a Consultant post you require to be on the GMC Specialist Register for the relevant Specialty or the GDC Specialist List for the relevant Specialty.

Within the recruitment  process it is for the recruiting Board to determine the staff and their roles within the process; however each recruitment process should include the following key roles:

The Board Lead Officer

The Board should identify a Lead Officer to manage an individual recruitment process with support from the HR department. Within the recruitment process it is anticipated that this Lead Officer will often be a medical manager or dental manager, who may, depending on the size of the Board, or the specialty involved, choose to either directly lead the recruitment process or identify who will. Other possibilities for this role include a lead clinician from within the service or the clinical service manager.

Chair

The Chair of the panel has delegated authority from the recruiting Board to make an offer of employment. This authority is contained within the regulations. Boards may choose to appoint the Lead Officer as Chair, or may alternatively choose a senior manager or non-executive director to chair the assessment panel.

External Adviser

The regulations require a single External Adviser is included on the assessment panel for consultant appointments within NHS in Scotland. The role of the External Adviser will be to advise the recruiting Board on each stage in the process, including commenting and advising on the job description, person specification, the selection methodology and participating in the selection process. This External Adviser is identified from the list of External Advisers maintained by the Academy, and must be external, i.e. not employed by the recruiting Board, and must be in the same specialty as the post being appointed to. In rare instances of small specialties it may be necessary to seek an External Adviser from out with Scotland.

The Assessment Panel

The assessment panel is convened by the Board to conduct the candidate assessment. Within this recruitment process, as the Boards determine the selection methodology for appointing to consultant posts, the Assessment Panel is also to be determined by the recruiting Board to best support and facilitate the methodology chosen to assess the suitability of candidates. This assessment may include profiling, aptitude tests or multi-station interviews. The panel must include at least one consultant from the specialty. Where possible that consultant should be from the employing Board.

Depending on the nature of the post and the extent of any undergraduate teaching or training duties the Board may include University representation on the assessment panel and requests for University representatives should be submitted to the Dean.

While there is no set limit on the size of the panel, under the regulations it remains that the panel must include a Chair, with delegated authority from the Board, an External Adviser as outlined above and one other consultant from the specialty

When  recruiting to posts it is advised that the planning for a consultant appointment begins well before the post is to be filled. Consideration should be given to  service needs, the amount and level of training that may be required, teaching, supervision of junior staff, continuing professional development, research and any special interests and produce a draft job description and person specification which must be sent to the External Adviser for their advice and comment.

All potential applicants should have access to the  job description; the person specification; information from the board with details of arrangements for practice, e.g. units, clinics etc; details of staffing and relevant services covered; where appropriate, information about undergraduate or postgraduate medical/dental teaching; and the relevant TCS including pay. A Job Plan must also  be  available for the consideration of candidates for appointment to a consultant post.

We must ensure that we look  to advertise details of vacant posts widely which will  include the use of the NHS Scotland online job portal www.jobs.scot.nhs.uk  , medicaljobs.scot.nhs.uk  and where necessary  other online professional job portals and journals e.g. BMJ ( British Medical Journal ) .

Eligibility for appointment and specialist register

On successful completion of specialty training, doctors are awarded a certificate of completion of training (CCT), allowing them to practice across Europe as recognised ‘specialists’. The GMC recommends CCT holders for inclusion on the specialist register, which it administers. The specialist register includes the names of all CCT holders together with those of other eligible specialists, and shows their specialty and, if requested, any particular field of expertise within it. Eligible specialists are defined as:

• European Economic Area nationals holding recognised specialist qualifications
• Overseas nationals holding specialist qualifications that are deemed equivalent to the CCT
• Doctors who have followed academic or research training paths, resulting in a level of knowledge and skill consistent with NHS consultant practice in that specialty.

From 1 January 1997 it has been a legal requirement for all doctors to be on the GMC’s specialist register before they can take up a consultant appointment.

In the case of consultant dental posts, individuals must be a registered dental practitioner or a fully registered medical practitioner. However, trainees may explore the possibility of post-CCT careers as soon as it is apparent that a CCT will be awarded in the near future. Consequently, SpRs and StRs are able to apply for a Consultant appointment provided the expected date of award of their CCT (or recognised equivalent, if outside the UK) falls no more than six months after the date of interview for the consultant post. The consultant assessment panel must also be satisfied that the applicant is sufficiently near to the completion of training to enable them to judge the applicant’s suitability for a consultant post.

The assessment panel is convened by the appointing board to conduct the candidate assessment. This assessment may include profiling, aptitude tests or multi-station interviews.  The panel must include at least one consultant from the specialty. Where possible that consultant should be from the employing board. Depending on the nature of the post and the extent of any undergraduate teaching or training duties, the board may include university representation on the assessment panel. While there is no set limit on the size of the panel, under the regulations the panel must as a minimum include a Chair, with delegated authority from the Board, an External Adviser and one other consultant from the specialty.

External Adviser

The regulations require that a single External Adviser is included on the assessment panel for consultant appointments within the NHS in Scotland.  The role of the External Adviser is to advise the recruiting board on each stage in the process, including commenting and advising on the job description, person specification, the selection methodology and participating in the selection process.  This External Adviser is identified from the list of External Advisers maintained by the Academy of Royal Colleges and Faculties in Scotland, and must be external i.e. not employed by the recruiting board, and must be in the same specialty as the post being appointed to.  In rare instances of small specialties it may be necessary to seek an External Adviser from outside Scotland.

All newly appointed External Advisers undergo training before they are included on the adviser list, and if reappointed to the list again, should undergo refresher training.

This training is coordinated by NHS Education for Scotland and includes:

• detailed training on equality and diversity issues;
• refreshers on specialty training curricula and assessment methods used;
• updates on selection methodology and tools that have been used successfully;
• the option to shadow an External Adviser and observe the process, although it should be emphasised that observers will play no role in the recruitment process.

Under the regulations, recruiting boards will appoint a Chair for the assessment panel.  The Chair will hold delegated authority to offer the post on behalf of the board once the panel has considered the candidates.

Boards should draw up a policy on the use of visits as part of the employment process and communicate this policy to all applicants. Visits are intended to inform the applicant regarding the department and the requirements of the post.  Depending on the nature of the post the policy on visits should look to offer applicants an opportunity to visit the department and meet with key staff.  The option of a visit, and the timing of such a visit, should be determined by the board, and should be made available to all applicants at the same point in the recruitment process.

Once the assessment panel has made a decision on which candidate(s), if any, should be offered the post, the Chair and the Recruitment Service will then take responsibility for offering and contracting with successful candidates .

All members of the assessment panel hold equal responsibility for raising concerns at any stage within the recruitment process with the Chair.  In these instances, it is for the Chair to assess these concerns and to determine whether or not to proceed with the recruitment process.  If the decision is taken to proceed to appointment, the Chair should note the concerns raised and indicate the basis on which the decision to proceed was taken.  If the Chair decides not to proceed, this decision is reported back to the board, outlining the basis on which this decision was taken.  It is for the board to decide on next steps and whether to re-run the process.

For more information visit : 

• Consultant Appointment – Statutory Instrument 2009 No. 106
• Consultant Appointment Regulations CEL
• Medical and Dental Vacancies
• Contact the Recruitment Service