HR Connect was launched in 2016 Since then it has grown and developed based on staff feedback.
Your views and suggestions are valuable to us in helping us to know what works and what can be improved and may help shape future developments.
Staff are encouraged to provide feedback relating to HR Connect using the survey below.
Feedback can be provided anonymously if preferred.
Supporting staff that also care for someone when they are not at work, is important. It is important for line managers to understand how caring for someone can have an impact on a staff members’ health and wellbeing and to ensure appropriate support is put in place to maintain their health and wellbeing. This will also ensure staff, who are carers, can continue to work if they wish to do so.
There are many ways line managers can ensure a supportive working environment for carers and we recommend that you have a discussion with staff members to discuss the options. This does not necessarily require big changes within the workplace, it can be small adjustments which can make a big difference.
To be able to identify staff, who have caring responsibilities outside of work, it is important to have a clear definition. The NHS Scotland Special Leave policy defines a Carer as ‘someone who has responsibility for a family member, partner, friend, or another individual who relies on the employee.’
Many carers do not identify themselves as a carer, they may describe themselves as ‘looking after’ or ‘supporting’ someone. Many do not think about informing their line manager that they are a carer. Although the aim is a supportive working environment where carers feel comfortable informing their line manager that they are a carer, it is important to recognise that it is the staff member’s choice whether they disclose this.
Line managers might be aware of family circumstances that might suggest that the member of staff is also looking after or supporting someone. Think about opportunities when you could have a conversation with the staff member, for example at one to one meetings. If you require support on how to approach this conversation, please contact the Human Resources Support and Advice Unit.
There is a range of support that line managers should be aware of when discussing an employee’s caring responsibilities with them.
As a line manager, you should familiarise yourself with the NHS Scotland Special Leave Policy, and the associated Manager Guide. In addition, you may find it helpful to look at this in conjunction with the NHS Scotland Flexible Work Pattern Policy.
For further advice on Workforce Policies, contact the Human Resources Support and Advice Unit.
Supporting carers within the workplace is not always about changing working hours. There are practical and often small changes that can make a difference in the workplace. Here are some suggestions that might help:
There are dedicated support services across the Greater Glasgow and Clyde area and further afield. These services provide practical and emotional support for carers, they understand what it means to be a carer. The support these services provide can also help the person they look after.
You can also drop-in, call or email the Support & Information Service on the ground floor of the New Victoria and New Stobhill Hospitals and the Queen Elizabeth University Hospital.
Are you looking after someone when you are not at work? If this is you, then you could be a carer.
You may not identify yourself as a carer – you may see yourself as a partner, sister, brother or friend, and this relationship will not change. However in recognising yourself as a carer, this entitles you to certain rights and access to information and support, specifically for you as a carer that may assist you in your caring role. This may also be helpful for the person you care for.
The NHS Scotland Special Leave policy defines a Carer as ‘someone who has responsibility for a family member, partner, friend, or another individual who relies on the employee.’
Many carers say they do have a good balance between caring and being able to do other things in life. However for some, trying to balance working life and caring can be stressful and can affect health and wellbeing.
“Research tells us that it is important to understand how caring can have an impact on wellbeing and to ensure that appropriate supports are put in place to maintain the health and wellbeing of the carer.”
We understand that it can be difficult at times to balance working life and being a carer. For this reason, we want to recognise and value our staff who are carers and raise awareness of the help and support that is available.
If you do look after someone, support is at hand. This includes supportive NHS Greater Glasgow and Clyde Policies and local community-based services dedicated to carers. Even if you do not need this help and support just now, it is good to know there are services out there should you need this in the future.
You can find out more information on support available, please visit our dedicated NHSGGC Carers page.
There are dedicated support services across Greater Glasgow and Clyde area and further afield. These services provide practical and emotional support for you as a carer and they understand what it means to be a carer. The support these services provide can also help the person you look after.
Click on the Carer Contact Information webpage to find the contact information for services within your area.
There is a dedicated Staff Health page which provides information and support for staff on a range of health topics and factors that can impact on our health, all in one site.
You can also drop-in, call or email the Support & Information Service. Find out more on the Support and Information Services webpage.
The Spiritual Care team can also provide confidential, compassionate, inclusive, non-judgemental, person-centred spiritual, emotional and bereavement care and support. You’ll find out more information on the Spiritual Care team webpage.
In the current economic climate, many staff are experiencing money and debt problems, which can increase personal stress. NHSGGC has a number of resources to support staff.
The NHSGGC Money Management Guide covers money advice and affordable credit options for staff including the NHS Credit Union.
The ‘Help for You’ leaflet can also be used for staff experiencing money difficulties and copies can be left in staff informal meeting areas and notice boards.
Staff are able to join the Tax-Free Childcare Scheme (TFC) via Childcare Choices.
Information relating to the former childcare scheme can be accessed at Fideliti Childcare Vouchers
A new Bank management and booking system was introduced to NHS Greater Glasgow and Clyde in July 2017.
The new system, called BANKSTAFF, is used to manage bookings for the following staff banks:
The provider of this system worked with NHSGGC and developed a project plan which is managed by an Operational group comprising of HR, operational service colleagues and Staff Side colleagues.
A key improvement to the BANKSTAFF system is Employee Online (EOL). This is a self-service and booking app, managed through your mobile, tablet or desktop computers which will allow bank workers to, in the first instance, view all available shifts and place their availability onto the system.
In due course, it is intended that medical staff will be able to book shifts online. Future communications will provide more details of this new facility.
More information will be distributed explaining how you will be able to access the system. Keen an eye on HR Connect, StaffNet and Core Briefs for further updates.
The Medical Staff Bank provides temporary medical staffing cover for NHSGGC, across all training and non-training grades and specialities.
We look forward to receiving your application and welcoming you to the Medical Staff Bank.
HEPMA is Hospital Electronic Prescribing and Medicines Administration. This is a new digital system that will replace the paper drug chart (kardex) for inpatient areas across NHSGGC.
Doctors and other prescribers will use HEPMA to prescribe medicines for inpatients.
Nurses will use HEPMA to carry out drug rounds and record the administration of medicines to patients.
HEPMA will link with TrakCare for patient demographics and movements.
Update – February 2023
A new capability to import discharge medicines from HEPMA into Clinical Portal IDL is now available for use for existing HEPMA/Clinical Portal users. This follows a successful pilot at sites within the board.
This capability brings a number of benefits to service system users and patients including:
Quick Reference Guides detailing how to use the new capability (use of which is optional) are available on HEPMA StaffNet Support Site.
HEPMA Facilitators are visiting key sites to raise awareness and provide user support for the new capability. Telephone support is also available by calling 07971 977806.
Any further queries, please contact nhsggc.hepma@ggc.scot.nhs.uk.
NHSGGC has a moral and legal responsibility to protect the confidentiality of the data it holds and patients expect the information we retain about them will be kept secure and confidential. Your job role may give you access to patients’ clinical information and you are reminded of your responsibility to access only the information that is required to allow you to carry out your legitimate duties. This includes never accessing HEPMA records on occasions where either you or somebody you know personally is receiving treatment as an inpatient.
To protect against inappropriate access to records, the Board continues to use an audit system called FairWarning which was put in place to provide assurance that clinical information is kept safe. The system provides the Information Governance Team with daily audit reports from clinical systems which allows them to monitor and investigate any potential inappropriate access to records, including staff accessing their own records and those of family members. If, after investigation, a record is found to be accessed inappropriately, then a formal discussion between the member of staff and manager will take place and depending on the severity of the breach, there could be a number of consequences including refresher training and/or formal disciplinary action. Some good practice tips are:
1. Never share passwords with other colleagues or managers.
2. Keep your LearnPro Safe Information Handling Training up to date.
3. Be familiar with the FairWarning guidelines
Staff are reminded that if they wish to access their own health information, they should submit a subject access request. The Board’s Subject Access Policy provides the relevant information and forms needed and can be found here Subject Access Policy.
If you have any questions on FairWarning or data protection in general, including training, please visit our Information Governance Knowledge Hub, or contact the Information Governance Team:
email: data.protection@ggc.scot.nhs.uk.
This briefing note contains important information regarding changes to the payroll cut off dates for the authorising of Medical Staff Bank shifts on the BankStaff system, and payment dates over the Christmas and New Year period for 2024-2025.
NHSGGC Medical Staff Bank
Administration Building
Gartnavel Royal Hospital
1055 Great Western Road
Glasgow, G12 OXH
Telephone: 0141 278 2671
Email: MedicalStaffBank@ggc.scot.nhs.uk
Monday to Friday: 8.00am to 6.00pm
Closed Christmas Day and New Years Day
Lisa Reilly – Medical Staff Bank Manager
Telephone: 0141 278 2547
Email: Lisa.Reilly@ggc.scot.nhs.uk
Joan Docherty – Medical Staff Bank Supervisor
Telephone: 0141 278 2671
Joan.Docherty@ggc.scot.nhs.uk
Stephen Meechan – Medical Staff Bank Call Co-ordinator
Telephone: 0141 278 2528
Email: Stephen.Meechan@ggc.scot.nhs.uk
Arlene Connelly – Medical Staff Bank Call Co-ordinator
Telephone: 0141 278 2574
Email: Arlene.Connelly@ggc.scot.nhs.uk
Nikki Crossan – Medical Staff Bank Call Co-ordinator
Telephone: 0141 278 2679
Email: Nicola.Crossan@ggc.scot.nhs.uk
Monday to Friday: 8.00am to 6.00pm
Urgent medical locum shift requests out with Medical Bank opening hours ie after 6.00pm to 8.00am Monday to Friday and Friday 6.00pm to 8.00am on Monday, are dealt with by Litmus Workforce Solutions, the Board’s managed service provider, and their out of hours contact details are:
Telephone: 0141 225 5458
Email: wos@litmus-solutions.com
Litmus have provided user guides to support managers in the following topics:
14/03/2024 – These supersede and replace all previous versions and are ready for use please print out for immediate use at all sites.
NHS Greater Glasgow and Clyde Admin and Clerical Bank are here to help when there are planned, or unplanned, shortfalls in the levels of administration or clerical staff.
We currently provide band 2, band 3 and band 4 admin staff throughout GGC, to provide a short term temporary solutions to gaps in administration staff.
Bank workers are registered with NHSGGC Admin and Clerical Bank and are available to fill short-term shortfalls in manpower resource for up to 3 months.
(Roles expected to last longer than 3 months should be referred to the budget holder of the service, as an considered solution may be a fixed term contract)
The Admin and Clerical Bank service provides a central booking, recruitment and management service for NHSGGC. The service provides a crucial link for unforeseen or unplanned gaps in administration services.
NHS Greater Glasgow and Clyde (NHSGGC) has an Administration Bank which is accessible by all services.
The purpose of this to provide immediate administrative cover for departments; to provide resources for short term vacancies up to a maximum duration of 3 months for Band 2, 3 and 4.
Where a vacancy is expected to last beyond 3 months then the post must be processed through the Directorate/HSCP/Corporate Vacancy Control Review Group, with consideration given to alternative hiring and contract arrangements.
Any position which reaches a duration of 3 months and requires to be extended must then be progressed through the Directorate/HSCP/Corporate Vacancy Control Review Group. Engagement will take place with the Staff Bank prior to this date to allow appropriate time for consideration of the vacancy.
Bankstaff (Booking system)
The bank management and booking system was introduced to NHS Greater Glasgow and Clyde in July 2017. The new system, called Bankstaff, and is used to manage bookings for Administration and Clerical Bank
Once the bank staff office receive the completed Admin & Clerical booking request from, they will be responsible for adding the shifts to the bank system. Should you require additional shifts to be added, please contact the bank office
Following the shifts being completed, the authoriser(s) are required to access the Bankstaff system and electronically confirm the shift has been worked, and then finalise the timesheet to allow the shift to be paid.
Authorisers will be provided with log-in details for Bankstaff by the bank office.
The payroll cut off for electronic time sheets authorisation is now 12.00pm on Friday, to allow the shift(s) to be paid the following Friday.
For queries about the service please contact the Queen Elizabeth University Hospital Biochemistry Department on 0141 354 9060.
The Scottish Biologic Drug Monitoring Service is delivered by the Biochemistry Dept. within the Lab Medicine Building on the Queen Elizabeth University Hospital site, Glasgow.
The service currently delivers Infliximab and Adalimumab levels and their respective total anti-drug antibodies (ADA) for optimising care predominantly in gastroenterology patients with inflammatory bowel disease. The service attained UKAS accreditation (2019) and is working with IMMQAS and others to improve the EQA understanding for drug and ADA assays. The service uses both WHO standards for drug levels and a patient pool sample for ADA assay to monitor performance. It is involved in sample exchange with other laboratories.
The service employs a reflex ADA testing strategy based on drug level result. When a drug level result is within or higher than the therapeutic target range, and when ADA level has previously been undetectable, reflex ADA testing is not routinely performed. Since the introduction of reflex ADA testing approximately 50% adalimumab samples and 37% infliximab samples have not had a reflex ADA test performed.
There may be some clinical scenarios where ADA titres are desirable even when drug level results are therapeutic. Requests for additional ADA testing should be indicated clearly at the time of test request or can be arranged by contacting the lab directly.
During 2019 there were 2821 Infliximab and 2920 Adalimumab samples analysed from health boards across Scotland.
TDM tests should be requested according to local biochemistry/immunology laboratory requirements. The previously used paper request forms are no longer required. Local teams are encouraged to collate data related to TDM use and outcomes as this may be required to sustain future rounds of service funding.
Vedolizumab drug level testing is now available. The utility of testing drug and anti-drug antibodies for vedolizumab has yet to be fully ascertained. Target drug levels for vedolizumab have not been clearly established. The current evidence is covered in these articles:
Vedolizumab testing is not part of the nationally commissioned TDM service. The cost per sample is £20.
In order to gather clinical data regarding the benefits of vedolizumab drug level testing, please complete and enclose a completed request form with each sample. This information will be used to try and secure UKAS accreditation for vedolizumab drug level testing. Vedolizumab Request Audit Form.
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Clyde Biochemistry Laboratories (those based at Royal Alexandra Hospital, Inverclyde Royal Hospital and Vale of Leven Hospital) has been accredited with UKAS to standard ISO 15189:2012 for much of our test repertoire. The certificate of accreditation is available online.
The scope of our accreditation includes the majority of the tests performed by our laboratories, with a small number of tests not falling within our accreditation status (for example, no fluid analyses (on fluids other than CSF, urine or blood / serum / plasma) are accredited) – see the link above for details of our accredited scope.
Specialist services including Protein Electrophoresis and less often requested endocrine assays are based at RAH.
All routine GP work within the Clyde Sector is also based at RAH.
Please accept our apologies for the behaviour of links on this webpage. This is due to a global setting which is outwith the Biochemistry Department’s control.
For routine issues with gas analysers or blood glucose meters and to arrange training / barcode for meters please email:
Cryoglobulin testing can also be arranged via this email address.
Both Primary and Secondary care professionals served by the Clyde Biochemistry Laboratory can obtain clinical advice by email:
We are committed to providing a quality service to users. If you wish to provide feedback on the Clyde Glasgow Biochemistry service, please contact our Quality Manager by emailing Pamela.craig@ggc.scot.nhs.uk.
The most recent laboratory newsletter is available below:
Previous issues of the newsletter are stored in the Clyde Biochemistry Document Library:
Secondary Care
Previous memos can be found in the Clyde Biochemistry Document Library, linked above.