The NHSGGC Standards of Business Conduct are based around the Standards of Business Conduct for NHS Staff contained in NHS Circular MEL (1994) 48 and updated to reflect the Ethical Standards in Public Life etc (Scotland) Act 2000 and the Bribery Act 2010. The Standards of Business Conduct aim to embed ethical standards into the organisation by ensuring that all staff:
Do not seek to advantage or further their private business or other interests, in the course of their official duties.
Safeguard the interest of patients at all times;
Remain impartial and honest in the conduct of their business;
Use the public funds entrusted to them to the best advantage of the service, always ensuring value for money;
Do not abuse their official position for personal gain or to benefit their family and/or friends;
The NHS Scotland Workforce Bullying and Harassment Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner.
The purpose of this policy is to support dignity and respect at work and to help foster a positive and dignified workplace culture. The policy describes the courses of action open to members of staff who experience unacceptable or inappropriate behaviour but also how, as an organisation we aim to minimise the incidents of such behaviour occurring in the first place.
Mediation can enable you to improve your working relationship with colleagues and help both parties find the best way forward.
Mediation can be used at any stage of conflict as long as any formal proceedings have been put on hold. Typically it is more effective the earlier on that it is used. However, there may also be situations in which formal proceedings have already taken place where mediation can be invaluable as a way to repair working relationships.
Bullying and Harassment FAQs
What does the Bullying and Harassment policy mean for me?
Everyone has a role to play to ensure we have workplaces where we treat each other with dignity and respect. You should use the launch of this new policy to speak with your colleagues and line manager about the way you work together; to discuss whether people are clear about what is acceptable or not acceptable, including the way you speak to each other, and how you deal with issues. If you have encountered disrespectful behaviour from a colleague, use the new policy to have the confidence to speak up and give feedback.
What resources are available for me to develop confidence and skills to have a difficult conversation or give feedback?
You can build this into your PDP discussion with your Line Manager and get support for this. There are resources available on Staffnet, FTFT online under ‘Our culture’, in particular Hints and Tips for Giving Feedback. You could discuss with a Learning & Education Advisor or an Organisational Development Advisor to see what development options may be available to you. You can also contact the free and confidential Employee Counselling Service if you need advice about tackling a difficult issue that you are experiencing.
What is disrespectful behaviour?
Disrespectful behaviour is defined as “Rude or discourteous behaviour that causes the receiver to feel belittled or insulted or to have their reputation damaged. If left unchecked it creates an uncomfortable or even hostile work environment and could develop into bullying and harassment. Examples include use of demeaning or offensive language, shouting, openly disregarding other’s views, frequent interrupting, being deceptive or manipulative, gossiping behind another’s back (including online), being disruptive or not making a full contribution in the workplace to the detriment of colleagues”.
How is disrespectful behaviour different from bullying and harassment?
Disrespectful behaviour refers to rude or discourteous behaviour that occurs more randomly where the target is not specifically sought out to be the focus of repeated behaviour. Disrespectful behaviour can even be unintentional, hence the reason that it’s better handled one to one between yourselves or locally by your Line Manager.
Bullying is deliberate and repeated targeting of an individual over a period of time.
Harassment is defined legally as unwanted conduct related to a protected characteristic, for example a persons sex, race or sexual orientation, and may either be persistent or an isolated incident.
Allegations of bullying or harassment should be taken directly to your Line Manager (if the issue involves your Line Manager then their Manager should be approached). Such allegations are viewed extremely seriously and will be thoroughly investigated, potentially leading to disciplinary action against the individual(s) involved.
How do I know that there won’t be repercussions from raising concerns about disrespectful behaviour?
If you have taken the step to discuss the issue one to one with the colleague and the situation remains unsatisfactory or becomes worse, then you must discuss the issue with your Line Manager (or the next-in-line manager if the issue involves your immediate Line Manager). The Bullying and Harassment policy formalises a manager’s obligation to listen, discuss and explore the nature of such an issue with you and the need to take steps to resolve it.
If you experience any negative repercussions for raising the issue, this may be deemed to be victimisation. This is defined as detriment suffered by a member of staff as a result of issues or allegations they have raised in good faith, or because they have participated in an associated process, for example as a witness. This is viewed extremely seriously, leading to disciplinary action against the individual if there is evidence of this.
What is Mediation and how might it help if I seem to be having an unfixable issue with a colleague.
Mediation is where an impartial third party, the mediator, helps two or more people in dispute to attempt to reach an agreement. Any agreement comes from those in dispute, not from the mediator. The mediator is not there to judge, to say one person is right and the other wrong, or to tell those involved in the mediation what they should do. The mediator is in charge of the process of seeking to resolve the problem but not in charge of the outcome. In this regard Mediation can be an extremely helpful process, but it is not the first resort. You should always try to first resolve difficulties with a colleague on a one to one basis or by allowing your manager to attempt resolution. If this fails then your Line Manager can arrange for mediation via your local HR Advisor.
Hate Crime
NHSGGC has a comprehensive workforce policy framework designed to protect against bullying and harassment and uphold dignity and respect and the Hate Crime Protocol and Guidance offers support for people who perceive they have been victims or have witnessed a Hate Incident. These tools need to be used and observed incident must be reported to a manager and a Datix report completed.
There’s no room for complacency. If you see it or hear it, please report it, and help make NHSGGC a better place to work for everyone.
Conduct
Policy and Supporting Documentation
The NHS Scotland Workforce Conduct Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner. This applies to employees and workers, including back, agency and sessional workers. It does not apply when reviewing the professional conduct or competence of medical or dental staff.
For all conduct cases please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process.
The NHS Scotland Workforce Grievance Policy provides a process to ensure that concerns about standards of conduct, inappropriate behaviour or wilful misconduct are managed in a fair, consistent and timely manner.
For all grievance cases please use the above link to access the policy and extensive supporting documentation including the Workforce Investigation Process.
The Human Resources Support and Advice Unit (HRSAU) provides a ‘one team’ approach to provide support for managers and employees across NHS Greater Glasgow and Clyde. This helps focus resources to where they are needed most. Using a tiered approach to dealing with Human Resources enquiries and issues allows us to provide a tailored service, whether these are routine or more complex. To help us deliver this type of service we have made significant improvements to the IT support available both to you and to our own staff.
Further information regarding HR Support and Advice Unit can be found within our Service Directory.
HR Connect
HR Connect has been designed to allow managers and employees to get the information, guidance, or documentation they need on a self-service basis immediately and on a 24/7 basis. HR Connect is a ‘cloud based’ website and can be accessed out-with NHS Greater Glasgow and Clyde.
A “One Stop Shop” to provide immediate 24/7 access, advice and guidance for NHS Greater Glasgow and Clyde managers and employees.
Access information quickly and easily by clicking on the section that you need assistance with, i.e. all Human Resources & Organisational Development Policies, procedures, templates and forms.
If you have a question relating to policy, terms and conditions or anything else HR related please select ‘HR Enquiry’.
If you are a manager of NHSGGC staff and would like to request HR support for casework, in accordance with a HR policy and procedure, then please select ‘Request for HR Support’. A Manager Support Information pack has been created which details what would be supported by HR and our internal processes.
Please ensure that you add the link to your Favourites for easy access.
User videos have also been created in order to provide a clear demonstration of how to log an enquiry or request for HR support (case management). The videos can made full screen by clicking on the ‘Fullscreen’ arrows at the bottom right of the video.
HRSAU Phone Line
If your enquiry is urgent or you would prefer to talk to one of the HR Assistants please contact us by telephone 0141 278 2700 option 2. The team are available at the following times:
Monday – 9.00am until 4.00pm
Tuesday – 9.00am until 4.00pm
Wednesday – 9.00am until 4.00pm
Thursday – 12.00pm until 4.00pm
Friday – 9.00am until 4.00pm
Human Resources Support and Advice Unit (HRSAU) launched a telephone line to provide additional help to any staff member wishing to raise concerns about Bullying or Harassment. This helpline will ensure that, as well as staff receiving advice on the HR policy and processes, there will also be dedicated support provided and sign-posting to other support services that staff can be directed to during what can be a difficult time. The Bullying and Harassment factsheet can be found here. You can access the new helpline by calling 0141 201 8545, Monday, Tuesday, Wednesday and Friday from 9am to 4pm and Thursday’s between 12.00pm to 4pm.
For any assistance with salary or tax enquiries or access to the e-Payroll system, please contact the Payroll Department directly. Staff members can locate their designated Payroll Officer’s contact details on their payslips. Alternatively, the Payroll Team can be contacted on 0141 278 2903 or Payroll.Supportteam@ggc.scot.nhs.uk, quoting your payroll number or National Insurance number.
Where to Find Us?
HR Support and Advice Unit Admin Building, Gartnavel Royal Hospital, 1055 Great Western Road, Glasgow, G12 0XH
NHS Scotland Workforce Policies are single, standardised policies to be used consistently and seamlessly across the NHS in Scotland.
Each workforce policy comes with extensive support to ensure the consistent application of the policies across all of NHS Scotland. These supporting documents form part of the standard for workforce policies that apply to all NHS Scotland employees.
The Once for Scotland Workforce policies are person-centred and will be applied using the NHS Scotland values:
care and compassion
dignity and respect
openness, honesty and responsibility
quality and teamwork.
Phase 1 – Workforce Policies Programme
The seven policies below form phase 1 of the Workforce Policies Programme and apply to all NHS employees in Scotland. Further policies will become available in later phases. Areas not addressed by these policies, will continue to be covered by the current workforce policies within NHSGGC.
Attendance
Bullying and Harassment
Capability
Conduct
Grievance
Whistleblowing
Workforce Policies Investigation Process
Phase 2 – Workforce Policies Programme – live from 1st November 2023
On 29th June 2023, The Scottish Workforce and Staff Governance Committee (SWAG) formally approved the 11 policies refreshed under Supporting Work Life Balance. This comprises the following workforce policies which will be active from 1st November 2023 and replace any relevant existing NHS Greater Glasgow and Clyde policies:
• Flexible Work Location
• Flexible Work Pattern
• Retirement
• Career Break
• Special Leave
• Maternity
• New Parent Support
• Shared Maternity and Shared Adoption
• Parental Leave
• Breastfeeding
• Adoption, Fostering and Kinship
Each of the above policy has been extensively reviewed and a summary of any key changes are detailed in OFS Phase 2 Key Changes
Drop in sessions have been arranged for anyone who has any questions regarding the Phase 2 policies. These will take place via MS Teams and can be accessed via the links below. We would encourage that managers review the policies initially and attend one of the sessions below if there are any questions.
IENs and staff who support them should utilise these resources in order to facilitate a learning environment which allows them to consolidate their clinical skills and OSCE preparation course.
To support learning and preparation for OSCEs, all IENs shall receive a copy of the book. If IEN has commenced within your area and has not yet received this, then please contact the PEF or email: practiceeducation@ggc.scot.nhs.uk
The NES Equality, Diversity and Human Right Team developed this digital learning resource to consider how our backgrounds and the backgrounds of others can impact our relationships. Subsequently launched by @NHSScotAcademy, it provides leaners with tools to develop their cultural humility values, attitudes and behaviours. What’s more, learners will benefit from the range of videos, reflective activities, scenarios and a resource pack.
Specifically, the NES Cultural Humility Learning Resource will enable learners to:
Understand the concepts that underpin cultural humility
Identify the key behaviours for supporting an inclusive workplace
Apply a reflective approach aimed at transforming practice in health and social care
Both health and social care staff can easily access the NES Cultural Humility Learning Resource from any laptop, computer or smart device through their TURAS account.
Mark Brooke, NMC Principal Regulation Adviser, Professional Practice and Linda Martin, Regulation Adviser, Professional Practice will deliver two ‘Welcome to the UK’ workshops to accommodate 120 of NHSGGC’s IENs. This interactive workshop is designed to support international nurses who have joined the NMC register in the last 12-18 months, to transition to their UK- based role, however, doesn’t preclude any who are waiting to join the register. This workshop is not for OSCE preparation.
The sessions will run on Wednesday, 9th April 2025 in QEUH, TLC, 9.30am-12.30pm and 1.30pm-4.30pm (times to be confirmed), 60 IENs at morning session and 60 IENs at afternoon session.
IENs MUST register to attend using this link – the first 120 IENs registered will be aligned to either the morning or afternoon session at QEUH. You will receive a confirmation email confirming which session you will attend, with your SCN copied in. PLEASE NOTE: IENs must attend at the venue, date and time confirmed, there is no option to turn up at another session without prior booking.
For any IENs unsuccessful in securing a space at these sessions, NMC will facilitate two sessions later in the year for the remaining IENs.
If you have previously attended the NMC “Welcome to the UK” workshop please do not register to attend.
The Black And Minority Ethnic (BME) Staff Network was established in 2018. This followed a consultation with key stakeholders about their lived experience. The Network is working closely with the Workforce Equality Group to continuously improve the workplace experience of BME staff. Please click above link for further information.
Presentation for staff supporting IENs (UK based cohort)
LNs/SCNs/DCNs and staff who support IENs (UK based cohort) within the clinical area are invited to the next Internationally Educated Nurse information presentation. Afterward, there will be time for Q & A’s. Both the presentation and Q & A’s will take approximately 1 hr.
Our team produces and circulates a monthly Alcohol and Drug Snapshot that provides a range of information including resources, research articles, reports, events, learning and funding opportunities.
If you would like to sign up to receive our Snapshot, please contact ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999or NHS24 on 111.
In addition to our core work plan, members of our team provide supplementary support functions including
representation on local and Board wide dedicated alcohol and drug structures and allied topic structures, funding and recruitment panels,
strategic policy development,
workforce development and networking opportunities,
resource development and training development, delivery and evaluation,
consultation, advice and report writing,
research, monitoring and evaluation,
commissioning and contract management,
budget and project management,
staff recruitment panels, staff induction and on going support
The NHSGGC Alcohol and Drugs Health Improvement Team are a Greater Glasgow and Clyde wide team who support our colleagues and partners across the six Alcohol and Drug Partnerships to promote alcohol and drug public health and equalities across the six Integrated Health and Social Care partnerships in Greater Glasgow and Clyde – East Dunbartonshire, East Renfrewshire, Glasgow City, Inverclyde, Renfrewshire, and West Dunbartonshire.
We share updates about the work we are undertaking with partners across key priority areas, share useful resources, research and policy information to help you deliver on the alcohol and drug harms agenda. We are part of the wider Mental Health, Alcohol and Drugs Health Improvement Team.
Contact the NHSGGC Alcohol & Drugs Health Improvement Team
Trevor Lakey, Health Improvement and Inequalities Manager – Mental Health, Alcohol and Drugs
Jo McManus, Health Improvement Lead, Drug Prevention and Harm Reduction
Graeme Mathew, Health Improvement Senior, Alcohol Brief Intervention
Please note that these inboxes are not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999 or NHS24 on 111.
Address
Glasgow City Health and Social Care Partnership Headquarters – Commonwealth House, 32 Albion Street, Glasgow, G1 1LH
Get in touch
If you have any questions about our team or our work, please get in touch with us by emailing ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999or NHS24 on 111.
These preceptorship resources will support nurses, midwives and Specialist Community Public Health Nurses (SCPHN) in their transition to new roles and in practice settings. Not only from the point of registration, but also as they progress through their career. Furthermore, they aim to promote consistency in the provision and support offered by preceptorship programmes across Scotland.
Scotland’s Preceptorship Framework
This preceptorship resource has been developed to support nurses, midwives and Specialist Community Public Health Nurses (SCPHN) in their transition to new roles and practice settings from the point of registration and as they progress through their career. Not only does this national resource aim to promote consistency in the provision and support offered by preceptorship programmes across Scotland. It also builds on the NMC Principles for Preceptorship and offers guidance to preceptees, preceptors, managers and the wider organisation.
This NHS Education for Scotland PowerPoint presentation is a preceptorship resource that not only defines preceptorship and outlines why it is needed, but also describes the roles and responsibilities of the preceptee, preceptor and line manager.
Recorded in 2021 to support the launch of the NES Preceptorship resource.
NMC Principles of Preceptorship
The NMC developed the Principles of Preceptorship in recognition of the benefits that a supported, structured period of preceptorship brings to employers, preceptees, and people who use services.
Click here to return to Practice Education’s main page
Supporting Patients With A Dual-sensory Loss
An awareness event for NHS staff – delivered by Deafblind Scotland
This discussion and learning event is designed to give an understanding of deafblindness and of the communication and support needs of deafblind people. The session will give focus to the experiences of patients using healthcare services and how to reduce barriers within NHS appointments.
The event also offers the opportunity to learn about the communication needs of deafblind people and to practice some basic deafblind manual communication skills.
The session will be facilitated by a trainer from Deafblind Scotland who has learned experience as a person with dual sensory loss.
Click on the link to book a place for your preferred date.
Arranging face-to-face training
As an alternative, there are a limited number of face-to face sessions available.
If you would like to arrange a tailored session within your workplace or for your team, then contact Martin Patterson from the Equality and Human Rights Team for more information and to discuss any requirements you might have for this training.
