Induction is the process we use to welcome all new colleagues to NHS Greater Glasgow and Clyde. It can also be used when our team members transfer to a different role within our organisation or return after an extended period of absence such as maternity leave or secondment. An effective induction process should provide a variety of benefits and support our aim of delivering high quality patient care and the efficient delivery of services.
We are encouraging new employees to complete core statutory and mandatory training prior to commencement. Managers have a vital role in supporting compliance by completing this LearnPro Account Creation Form at the same time as you submit the proforma template issued by recruitment, which triggers the offer letter.
Duration of induction process
An induction process that supports colleagues must be completed by 3 months after the start date of a new role or up to a maximum of 6 months, if working part time.
NHSGGC Induction Model
NHS Greater Glasgow and Clyde has developed a six step model to support the induction process. Each step is outlined in the boxes below and provides information and resources to plan progression through a positive induction journey.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your new start as you work together to plan their personal induction journey.
All steps, with the exception of Step 4, apply to all new staff regardless of their role in our organisation.
If your new team member requires literacy/numeracy support to complete their induction programme, please click here to access additional support.
As a manager it is your responsibility to sign off on your new start’s induction. If you require an extension to the induction period, please contact the team on induction@ggc.scot.nhs.uk.
Manager support
As an additional support to the resources outlined within the Induction Portal, a tutor led course is offered to managers and supervisors who are responsible for leading induction locally and supporting new colleagues, particularly those colleagues in a HCSW role. Details are noted here – Induction Training.
Dealing with press enquiries
The Corporate Communications team have developed a microsite giving advice and guidance to managers regarding media enquiries.
Induction steps
Step 1 – Organisational welcome
Welcome to 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 equality and diversity – to a zero tolerance toward racism, sexism and homophobia.
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 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 NHSGGC.
Click here to watch our organisational welcome video and join me as I show you our achievements and how you can support us in taking forward patient care.
Jane Grant, Chief Executive, NHS Greater Glasgow and Clyde
Our organisational purpose (Mission Statement)
To deliver effective and high quality health services, to act to improve the health of our population and to do everything we can to address the wider social detriments of health which cause health inequalities.
Below are some of the frequently asked “big facts” about NHSGGC
- We are the largest Health Board in the UK covering a geographical area stretching from East Dunbartonshire to Inverclyde
- We deliver services in 25 hospitals, 10 specialist units, 60 health centres and clinics
- We cover a core population of approx 1.2million and provide specialist services to more than half the country’s population
- We have a total annual budget of £2.6 billion
- We employ 44,000 staff
- We are investing more than £1billion to build four new hospitals.
This induction portal is an essential part of your journey as a new colleague, ensuring that you are well informed and provided with the necessary information you need to carry out your role within NHSGGC.
As you progress through the portal, you will be guided through your induction journey by your line manager.
Step 2 – Departmental orientation
Joining a new organisation, or department, can raise a lot of questions for you. Some questions will relate to the domestic arrangements of your role and others will link to the policies and procedures that you will be expected to follow in your new role. This section provides support to work through the range of information that you will be presented with in your initial weeks with us.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your manager as you work together to plan your personal induction journey.
Employee Voice – Speak Up!
We support our staff to speak up and feel that their voice can be heard. There are a number of ways any staff member can do this including through your line manager, human resources or through Confidential Contacts. You can find a list of all the different Speak Up services and support on our Intranet.
In particular, if you identify any issues that relate to patient safety, you can raise this with your line manager. If you would rather do this confidentially, you can use our Whistleblowing service. If you raise an issue via Whistleblowing, this will be kept entirely confidential. You can access advice on Whistleblowing via our Confidential Contacts who offer a safe space for colleagues to discuss their concerns confidentially and be signposted to the appropriate next steps for help if required. The new National Whistleblowing Standards for the NHS in Scotland came into force in 2021 and apply to anyone working to deliver NHS services. It’s important that you know what options you have to raise a concern in confidence and in a protected way.
We work in partnership with a number of Trade Unions and professional organisations who represent employees and will support you if you want to raise issues or make a formal complaint. You can find a list of those organisations on our intranet. You can also join one of our staff led equalities groups, who advocate on behalf of staff with disabilities, BME staff and LGBTQ+ Staff. You can find contact details and more information about them on HR Connect.
Supplementary information to guide your discussion together can be found below and your manager will guide you to the appropriate information for your role.
The Staff Health Strategy Mental Health and Wellbeing Group are very keen to highlight and support the messages contained in this ‘Going Home Checklist’.
At this difficult time when we are so focussed on the wellbeing of our patients, it is also important to support and look after each other.
Please take a moment or two to consider these messages and pass this on to all colleagues.
Step 3 – Statutory and Mandatory training
At this step of the Induction process, your manager will direct you to the Statutory and Mandatory training modules that all colleagues in NHSGGC must complete.
These modules are:
- GGC001 Fire Safety
- GGC002 Health and Safety, An Introduction
- GGC003 Reducing Risks of Violence & Aggression
- GGC004 Equality and Human Rights
- GGC005 Manual Handling Theory
- GGC006 Public Protection – (Adult Support & Protection and Child Protection)
- GGC007 Standard Infection Control Precautions
- GGC008 Security and Threat
- GGC009 Safe Information Handling (Information Governance).
Review period
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.
You will find the full supporting information on Statutory and Mandatory training at the following link which may be helpful to discuss with your line manager: All NHSGGC Staff.
Access to Learning
Our Statutory and Mandatory training modules for new and existing NHSGGC staff are available on our online learning platform, Learnpro. This can be accessed via LearnPro.
As a new member of staff you should have received a LearnPro log-in request prior to commencement (via the email address you provided to Recruitment Services). This will have allowed you to complete core statutory and mandatory training prior to commencement.
You may need to periodically update your account and to help with this you can read our guide on how to maintain and update your LearnPro account.
Role Specific Training
In addition to the training identified above that is for all NHSGGC staff, you may also be required to complete additional mandatory training for your role. This could be training agreed locally in your area and may be a blend of online and classroom training. Your manager or supervisor may discuss this with you at Step 6, if this is relevant to your role.
If you are a new people manager, supervisor or team leader, please discuss your people management responsibilities with your manager and ask for help and support. Also, you have to complete the New People Managers and Supervisors Induction Pathway within Step 6 – Professional and Role Specific Induction.
Support
If you have any difficulty in accessing our online learning modules please contact colleagues at LE Support or by calling 0141 278 2700, option 3.
Step 4 – Health Care Support Worker induction standards and code of conduct
Are you a Health Care Support Worker (HCSW)?
Statutory regulation means professional registration with one of the recognised regulatory bodies within the National Health Service. These are:
- General Medical Council
- Nursing and Midwifery Council
- Health and Care Professions Council
- General Dental Council
- General Pharmaceutical Council,
- General Optical Council,
- General Osteopathic Council.
If you do belong to one of the above professional regulatory bodies, you are not defined as as a HCSW and you can now progress to Step 5 in your induction journey.
You do not need to take any action outlined in this section. This is because you will have already agreed to a Code of Conduct set out by the regulatory body you belong to and this will govern the behaviours that the regulatory body expects you to display within your role. You may also have to participate in regular CPD and/ or revalidation activity which will ask you to produce evidence against competencies set by the regulatory body.
Is there anyone else excluded from the HCSW process?
In addition to registered healthcare professionals, the HCSW Workbook and Code of Conduct do not apply to unpaid volunteers, staff working under certain specific contractual arrangements or to staff who have a pay banding 8B or above. However these colleagues will still have to complete an induction journey based on the previous steps in the Induction Portal and worked with their manager to sign off their induction programme.
I don’t belong to any of these groups – what do I need to do?
If your role is not currently regulated by any of the professional bodies or other categories above, then you are identified as a Health Care Support Worker.
The term “Healthcare Support Worker” or HCSW can be misleading as most people believe it to only apply to people who work within a clinical environment. The term HCSW covers a very wide range of roles, both clinical and non-clinical.
As a HCSW, you will need to complete the HCSW Workbook and also sign up to the HCSW Code of Conduct. The HCSW Workbook contains a series of questions which you must answer. These questions are based on a set of mandatory induction standards which have been set out by the Scottish Government. The HCSW Code of Conduct contains a set of behaviours, competencies which you should demonstrate on a day to day basis in your role. Both these elements need to be completed as part of your induction.
Quality Assurance
To ensure consistency and to improve compliance we may ask to see completed workbook(s). These will be chosen at random.
Step 5 – Induction sign off
To ensure that your induction journey is complete you should meet with your manager or supervisor and check that the following parts of the process are now signed off and achieved:
- Make sure you have completed all sections of the Induction check-list, including dates of achievement and you have ticked the box for each section.
- If you are a Health Care Support Worker, ensure that your HCSW workbook is completed, reviewed and signed off and you have read and understood the HCSW Code of Conduct
- Your manager or supervisor will complete the new online form to tell us that your induction has been completed.
When you meet with your manager or supervisor to complete your induction journey, remember that this is an opportunity to discuss any areas of your role that you may be unsure of and to cover your personal development plan that will support your ongoing development in NHSGGC.
If you require any professional or role specific training, your manager may now direct you to Step 6.
Step 6 – Professional & role specific induction
Administration Induction
Registered Nurses – Acute Services
Registered Nurses – Partnerships
Health Care Support Worker Acute Services
Health Care Support Worker – Partnerships
More information on GG&C Partnerships
More information on City Partnerships
Facilities Staff
This workbook has been designed for all new staff working in Soft Facilities Services and enables employees to demonstrate and evidence the skills required to achieve the Healthcare Support Worker (HCSW) Induction Standards.
The staff groups who will be using this work book are from the Domestic, Catering, Security, Linen, Portering and Transport Services and the Estates areas. It can also cover other roles such as sewing room, warehousing, gardeners etc. For these job roles, it is expected that the Post-holder completes all core Dimensions and the Reviewer/Line Manager selects applicable Performance Criteria in addition.
Staff working in Soft Facilities Management (FM) roles are defined as HCSW’s because they are either:
• responsible for maintaining premises or equipment used by patients;
• involved in the preparation and delivery of goods or services to service users.
This evidence based workbook contains a record of progress and provides testimonial evidence which can be used as part of employees Personal Development Review.
Junior Doctors
For more information contact Kenny Tracey: kenny.tracey@ggc.scot.nhs.uk
New Manager Pathway
Pharmacy & Prescribing Support Unit
- For more Information, go to the PPSU StaffNet page.
Prison Healthcare
Public Health/Health Improvement
For more information and resources go to the Public Health Workforce Development Hub SharePoint site and submit an access request.