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 NHSGG&C 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.
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.
You should receive an orientation from your manager/supervisor welcoming you to the department as shown on the induct...
You should receive an orientation from your manager/supervisor welcoming you to the department as shown on the induction 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.
Managers should explain the range of policies and procedures in place to promote health and safety at work. Further i...
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 induct...
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 nee...
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.
Updating/Adding new start information on StaffNet/Outlook Telecommunications Media Handling Process Freedom of I...
Acceptable Use Policy Confidentiality & Data Protection Data Breach Code of Practice
Policies and Staff Governance
Complete online induction completion form
All staff must complete the new Fire Safety e-learning modules which are available on LearnPro as part of their induc...
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