Please use the NHSGG&C Induction Checklist for your member of staff. Supplementary information on each area can be found below by clicking on each arrow.
Managers should orientate a new staff member to the department as shown on the checklist. Additional information is available by clicking below.
The Staff Travel Plan Office can provide you with further information on how you can play your part to promote sustainability and reduce single occupancy journeys to your place of work. Click on this link and/or the link above for further information.
The Car Parking Policy explains new enforcement processes which impact on staff who park illegally across NHSGG&C sites. In these situations, staff who park illegally can face disciplinary action. Managers are reminded to inform staff on the Policy on Car Parking across different sites.
All NHS Greater Glasgow and Clyde staff must not smoke whilst on duty on NHS Greater Glasgow and Clyde premises (including grounds).
Staff found smoking on the premises (including grounds) will face disciplinary action. Staff wishing to give up smoking can get free confidential information and support to manage their smoking by contacting [email protected] or visiting
To ensure NHSGG&C continues to remain a smoke free zone, staff are asked to support and enforce the Smokefree Policy with patients, visitors and colleagues. The policy can be found here or via your line manager.
Some members of staff will be able (subject to approval) to apply for a Lease Car as part of their role. Further information can be found in this link.
It is the responsibility of every member of NHSGG&C to comply with the Boards Fraud Policy and report any suspicions of Fraud immediately. If you think fraud has occured or is about to occur, please contact your line manager in the first instance.
All staff must comply with the UK Copyright, Designs and Patents Act, but can also use the NHS Scotland Copyright License to make copies of some 3rd party copyright material (subject to exclusions) for more information on copyright law and license visit the NHSGGC copyright pages.
Employees are responsible for making every effort to contact their Line Manager whilst on sick leave.
Employees must contact their manager at the earliest opportunity before their starting time and no later than 1 hour after the schedule start time.
If you work within a clinical area, you will be required to contact your line manager earlier than your start time to allow for suitable backfill to be arranged.
It is the responsibility of the employee to make contact with the Line Manager and to keep them informed of progress and in particular if they are unlikely to return.
If the sickness is more than 4 or more calendar days, then the Employee is required to submit a self certificate to their line manager within 7 days on the start of the absence.
Section 1 of the Code of Conduct contains advice on accepting gifts and hospitality. Sections 2 & 18 provide guidance on declaring interests and working with clinical suppliers.
Interests that should be declared include Directorships, Ownership of/Interest in a business, Shareholdings, Land/Buildings, Positions of Authority, Voluntary work, Fees, Sponsorship, Research partnerships, Declarations on behalf of a family member.
It is the responsibility of each staff member to declare and keep up to date all relevant gifts, hospitality and interests in the
Online Register of Interests, Gifts & Hospitality System.”
It is important that staff are aware of Data Security and how to handle data and prevent Data loss in their jobs. This could include storage of equipment such as laptops to ensuring you correctly communicate with other staff members on patient identifiable data. It is recommended that new staff read/print this Do's and Don'ts as it is a helpful guide on what to do in different situations.
Please click on the above link to create a new email address for your member of staff.
As a general rule, NHSGGC employees are not allowed to access social media sites such as Facebook and Twitter on the NHSGG&C network unless authorised for business purposes (see Policy on Corporate Use of Social Media).
Where employees bring their own personal mobile devices into the workplace, they must limit their use of these devices in relation to personal use of social media to official rest breaks, such as lunch-times. Please click on the above link to read our Policy on Social Media.
Managers should explain the range of policies and procedures in place to promote health and safety at work. Further information on each policy can be found on HR Connect
Managers should identify statutory/ mandatory training for the new start from the checklist (see Step 3 of the induction pathway) Modules can be found on the LearnPro e-learning platform.
If the new start is a Health Care Support Worker, then additional they must meet mandatory standards for Induction and the Code of conduct (Step 4). The evidence base for meeting these standards is through the statutory/ mandatory training resources (above) and through review of practice. Managers new to HCSW should read the guidance and responsibilities and also access a 2 hour training programme.
Further information including reviewers workbooks and HCSW workbooks can be found here
Photo ID Request
In order to obtain a Photo ID, please contact your local facilities officer. As a manager will need to confirm the name, job title and Directorate of staff member and expiry date of the contract (latter, if appropriate). You are responsible for the correct use of card and also its return if the person leaves.
Listed below are the steps a manager should take (at the induction stage) to support the KSF and PD&R Process.
Once the new employees engagement form is processed by the Payroll Department the new employee will be registered automatically on e-KSF. As a manager you should contact the Learning and e-Support Team ([email protected]) to request that the new employee be assigned to your e-KSF account. You will need to provide the new employees payroll number to do this.
If your member of staff is an existing employee, then they should already be on the e-KSF system, however as above, you will need to contact the Learning and e-Support Team to allow them to be assigned to you.
The development review process must begin during the first few weeks of employment or once they have been added to your e-KSF account (as above). You should meet with your new start to discuss and agree a PDP and arrange a date for a 6 month interim review. If your member of staff needs to complete any training (e.g. statutory/ mandatory training, HCSW Workbook), this can be included in the PDP. Where possible the member of staff should be encouraged to gather evidence during the interim review period and enter this on to e-KSF directly.
If your member of staff is new to NHSGG&C, it is unlikely that they will have a NHSGG&C payroll number when they first join. In order to complete the statutory/ mandatory training they must register onto LearnPro. They do not need to have a @ggc or nhs.net email address at this stage- instead they can use their personal email address.
As part of the registration process, the payroll number will need to be entered. If your member of staff does not have a payroll number, please email the Learning and E-support team to obtain an ID number. The email address is [email protected]
In certain areas of NHSGGC, Annual Leave requests may be required in advance to plan rotas and shift patterns. For further info please contact your line manager.
Important message for all Expenses Claimants
There are new expenses arrangements coming into force across NHSGGC with effect from 1st July 2013. Please click the link below.
All staff must complete the new Fire Safety e-learning modules which are available on LearnPro as part of their induction to the organisation. See Step 3