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Covid-19 (Coronavirus)

Information and guidance for public, NHSGGC staff, and community-based services.  Hospital visiting restrictions now in place.

What's New?

12 August 2020

Medical Appraisal and Revalidation 

Restarting of Medical appraisals in Scotland please click here to access a letter from Dr Gregor Smith Interim Chief Medical Officer to all Responsible Officers in Scotland regarding the national arrangement for restarting Medical Appraisals.

Please email [email protected] if have any questions regarding the letter

23 July 2020

Jobtrain Version 7 Upgrade

NHS GGC Hiring Manager Briefing - Jobtrain Recruitment System Upgrade

With effect from Tuesday 28th July 2020 an upgraded version of the NHSScotland National Digital Recruitment System-Jobtrain will go live for NHS Greater Glasgow and Clyde

16 March 2020

COVID-19

Please keep up to date with the latest guidance and frequently asked questions on the designated Coronavirus page. This information is updated daily and if you have any questions not covered, please contact email your specific query at [email protected] and we will arrange to update the FAQs to respond to your questions.

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02 March 2020

NHS Scotland Workforce Policies - Go Live Day

The focus on Transition Arrangements

Individuals currently within an NHSGGC process should complete the process under that policy, unless they are at the very start of the Attendance or Capability policies in which case they should move across to the NHSScotland Workforce policy on the completion of Stage 1, provided both sides are in agreement. If both sides are not in agreement, the individual will remain on the NHSGGC policy.

Where a process is underway within an NHSGGC policy, the policy and supporting documents, including template letters can be accessed through HR Connect – Policies & Associated Guidance.

The NHSScotland Workforce policies can be accessed through HR Connect or directly through the website https://workforce.nhs.scot

All other policies that are not listed above, will continue to be accessed through HR Connect.

If you have any queries regarding the NHSScotland Workforce Policies, please contact the HR Enquiry Team:  [email protected] or 0141 278 2700 option 2.

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21 February 2020

NHS Scotland Workforce Policies - Focus on Capability Policy

This briefing focuses on Capability.

Why do we have this policy?

To provide a clear process to support and manage employees, in a fair, consistent and timely manner when they are required to improve their knowledge, skill and/or ability to undertake their role.

Who does this apply to?

This policy applies to all employees, with the exception of medical and dental staff. Please see the full policy for as there are exemptions in relation to suspended registration.

It also applies to bank, agency and sessional workers.

How does this affect me?

All employees and line managers have responsibilities described in the policy. In summary: 

Line Managers should: 

  • ensure that good performance, and special effort by individuals and teams is acknowledged, encouraged and reinforced.
  • communicate with the employee to ensure they are aware of the performance standards expected of them in their role.
  • assess the seriousness of the capability issue and determine whether the matter can be addressed under early resolution.
  • monitor employee performance on an ongoing basis.
  • effectively support the appropriate personal development planning and review/appraisal process in respect of such employees to ensure that performance standards are met.

Employees should:

  • be aware of the standards of performance expected of them, and discuss with their line manager if unclear.
  • actively participate in the process in an attempt to address the issue without delay.
  • try, to the best of their ability, to meet the expected standards and raise at the earliest opportunity if they are having difficulties meeting the expected standards of performance.
  • work with managers on any agreed Supported Improvement Plan
  • comply with any support/monitoring mechanisms put in place.
  • advise the appropriate manager if they have a concern that a colleague may not be performing to the expected standards. 

What do I need to do now?

New Policy Awareness Raising Sessions - we are running a number of Awareness Raising Sessions for Managers and Trade Union Representatives and have added a number of additional dates – you can book to attend through the following link - awareness sessions.

 The policy can be accessed anywhere, at any time and on any device (mobile, laptop, desktop) at https://workforce.nhs.scot or through the link at HR Connect.

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18 February 2020

NHS Scotland Workforce Policies - Focus on Bullying and Harassment Policy

This briefing focuses on Bullying and Harassment.

Why do we have this policy?

To provide support to seek early resolution to bullying or harassment concerns. It is also a formal mechanism to address unresolved, significant or persistent bullying or harassment, or both.

Who does this apply to?

This policy applies to all employees, including bank, agency and sessional workers.

The behaviour can be by an individual or a group, either face to face, written or using electronic methods (cyber-bullying/harassment).

How does this affect me?

All employees and line managers have responsibilities described in the policy. In summary: 

Line Managers should:

  • create an environment where employees are clear that bullying and/or harassment is unacceptable.
  • respond constructively and supportively where an employee raises a concern regarding bullying and/or harassing behaviours or is accused of such behaviours.
  • assess the seriousness of the complaint and determine whether the matter should be addressed under early resolution.
  • assess the risks arising from the parties continuing to work together while the concern is being addressed and consider alterations to working arrangements that would support this.
  • identify suitable alternative placement(s) and appropriate support mechanisms to prevent isolation where it is not possible to keep the parties together.
  • consider referring to any support mechanisms to maintain health and wellbeing during the process.

Employees should:

  • contribute to a dignified working environment in which bullying and/or harassment is considered unacceptable and consider personal behaviours that might be seen as such.
  • take time to consider, using a self-reflection to consider whether the behaviours they have experienced are bullying and/or harassing in nature and if so, what outcome they would seek to achieve.
  • raise awareness of issues at the earliest opportunity.
  • respond constructively where they are accused of bullying and harassing behaviours.
  • where the employee is the person who is subject to the perceived behaviours, is a witness, or is the employee demonstrating such behaviours, and is unable to manage the behaviours on their own, raise the issue with a manager.
  • actively participate in the process in an attempt to manage the issue without delay.
  • consider accessing any support mechanisms to maintain health and wellbeing during the process.
What do I need to do now? New Policy Awareness Raising Sessions - we are running a number of Awareness Raising Sessions for Managers and Trade Union Representatives in the lead up to the Go Live date of 1  March – you can book to attend through the following link - awareness sessions. Due to demand, we are adding additional dates into April to ensure everyone is able to attend.

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12 February 2020

NHS Scotland Workforce Policies - Focus on Attendance Policy

This briefing focuses on Attendance.

Why do we have this policy?

To encourage attendance and support employees where health issues impact on their ability to be at work.

Who does this apply to?

This policy applies to all employees, including bank, agency and sessional workers.

Where health is impacting on performance please refer to the Capability Policy or relevant policy for medical and dental staff. 

Where the employee needs time off for other reasons there are a range of other policies available. Refer to NHSGGC supporting work-life balance policies for more information.

How does this affect me?

All employees and Line Managers have responsibilities described in the policy. In summary: 

Line Managers should:

  • support the health, safety and wellbeing of employees recognising their duty of care
  • take action to identify and reduce, where possible, underlying causes of sickness absence with a view to preventing ill-health
  • ensure appropriate early intervention where ill-health arises to prevent the escalation of healthcare needs
  • seek, consider and implement Occupational Health (OH) and health professional advice where appropriate to support employee attendance. Provide feedback to employee where it is not possible to implement OH recommendations
  • update/record absences in a timely manner across relevant systems.

Employees should:

  • recognise personal responsibility to take reasonable care of their own health and wellbeing and ensure they are fit to work without detriment to themselves or others
  • actively participate in the process to avoid delays
  • communicate at the earliest opportunity any underlying health issues or other contributing factors which may impact on their attendance at work.

What do I need to do now?

New Policy Awareness Raising Sessions - we are running a number of Awareness Raising Sessions for Managers in the lead up to the Go Live date of 1 March – you can book to attend through the following link - management awareness sessions.

 The policy can be accessed anywhere, at any time and on any device (mobile, laptop, desktop) at https://workforce.nhs.scot or through the link at HR Connect.

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07 February 2020

NHS Scotland Workforce Policies - Expressions of Interest for Confidential Contacts

NHS Greater Glasgow and Clyde are seeking expressions of interests from individuals who are interested in becoming a confidential contact.

The role of confidential contact is to provide informal signposting and support to employees who perceive that they are being bullied, harassed or victimised at work, or have been accused of demonstrating bullying and harassing behaviours. They provide a listening ear, information about the bullying and harassment policy and procedures, and signposting to other more formal sources of support.

The role is in addition to a person’s substantive post. It does not attract any financial reward, however, it is potentially very rewarding and may present opportunities for professional and personal development for those who take it on.

The contacts will have received training to enable them to support employees appropriately.

To fulfil the role effectively, confidential contacts require the following skills, knowledge and values:

  •  Should have worked for the organisation for at least 12 months to ensure a degree of familiarity with workings of the organisation.
  • Have a genuine interest in the issues of dignity at work, bullying and harassment and be motivated to enhance their knowledge in this area.
  • Be approachable, confidential and sensitive to the needs of staff who may be seeking support or information.
  • Be non-judgemental – it is important to remember that they may need to offer support to those accused of being a perpetrator as well as victims.
  • Be clear about boundaries, particularly in terms of where their role as a confidential contact ends and where a more formal approach is required.
  • Be willing to participate in training and supervision where required.

If you would like to find out more, or would like to express an interest in becoming a confidential contact please email Morag Kinnear, HR Support and Advice Unit Manager at [email protected].

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06 February 2020

NHS Scotland Workforce Policies - Management Awareness Session

As you are aware, from 1st March 2020, a number of our policies are changing. These will be replaced by the new Once for Scotland Workforce policies. 

Please arrange to attend an awareness raising session, prior to Go Live of the new policies on 1st March 2020. 

To access dates, venues and booking information, please click here - management awareness sessions

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05 February 2020

NHS Scotland Staff Pension Policy on Recycling Employers Contribution (REC) Scheme.

Further to the Core Brief on the 29 November 2019 and following the recent Pension Information sessions delivered across GGC, a copy of the presentation and frequently asked questions can be found using the link below as well as the application form.

REC Information

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27th November 2019

Latest update regarding Brexit

Please take the time to read through the latest communication on EU and EEA Citizens working in the NHS in Scotland from the Jeane Freeman MPS, Cabinet Secretary for Health and Sport.

It is recommended to watch the Scottish Government 'Stay in Scotland' Toolkit videos for further information.

How to stay in Scotland

About staying in Scotland

Supporting EU Citizens to Stay in Scotland - a guide for EU Citizens

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7th October 2019

Brexit Q&A Session

If you were unable to join us at the Brexit Sessions in October, please time some time to watch the online Q&A video recorded at the latest session with the Anne MacPherson, HR Director.

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18th September 2019

Once For Scotland - Update

A programme of work is on-going to transform the development, application and accessibility of workforce polices into a ‘Once for Scotland’ approach. The first phase of the programme addresses the ‘core’ workforce policies i.e.

  • Attendance
  • Bullying & Harassment
  • Capability
  • Conduct
  • Grievance, and a
  • Workforce Policies Investigation Process The ‘Once for Scotland’ Programme Board met on 29 August 2019. The Board agreed:

The ‘Once for Scotland’ Programme Board met on 29 August 2019. The Board agreed:

Timescales for the completion of Phase 1

Milestone

Start

Finish

Status

Standard Sections Review - Programme Board

29/08/2019

29/08/2019

Completed

Supporting Documents (excluding letters) Review - Programme Board

24/09/2019

24/09/2019

Not started

Draft Policy Review - SWAG Committee1

23/10/2019

23/10/2019

Not started

Soft Launch – ‘Early Bird’ Access

01/11/2019

28/02/2020

Not started

NHS Board Implementation/ Programme Monitoring and Oversight

01/11/2019

28/02/2020

Not started

Cabinet Secretary Approval of Phase 1 workforce policies

03/02/2020

14/02/2020

Not started

Scottish Government publication of Phase 1 policies and NHS Board launch with staff and managers

01/03/2020

01/03/2020

Not started

Proposed Approach to Phase 2

  • Refresh all remaining Partnership Information Network (PIN) policies
  • Scheduling of Phase 2 based on experience from delivering Phase 1
  • Engagement Events pre-policy development (anticipated January 2020) and mid-policy development (anticipated March 2020) to cover all Phase 2 policies
  • Proposed staggered approach to consultation to allow time for the service to respond and for the programme to manage each stage of analysis and policy redraft e.g. up to four separate consultations on sets of grouped policies

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10th September 2019

Revision to Agenda for Change Handbook

The UK Staff Council has agreed two new sections of the Agenda for Change Handbook

SECTION 15: LEAVE AND PAY FOR NEW PARENTS

SECTION 23: CHILD BEREAVEMENT LEAVE

The Scottish Terms and Conditions Committee have agreed that these can be included in the Scottish Handbook, with suitable annotations reflecting the Scottish context. For further information as to what changes have been made, please use the above hyperlink.

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27th August 2019

Once For Scotland

Following the consultation agreement to move to a single policy position, Phased 1 for the ‘Once for Scotland’ PIN Policies is making great head way. In the coming months Scottish Workforce & Staff Governance Committee will agree on the finalised core policies

  • Bullying & Harassment
  • Capability
  • Conduct
  • Grievance
  • Attendance, and
  • Workforce Policy Investigation Process

The outcomes of the consultation will be considered by the national Programme Board. Once launched, training on the finalised Once for Scotland policies will be rolled out across NHS Greater Glasgow and Clyde to ensure staff and managers are familiar with the key changes to the policies.  

Phase 2 will commence in the autumn 2019 and will review the remaining NHS Scotland PIN policies.

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15th August 2019

Global Citizenship

The Scottish Government’s International Development Strategy on Global Citizenship encourages all NHS staff to participate in global citizenship both here in Scotland and abroad.

The guidance below provides further details how HR support this process.

NHS Scotland Global Citizenship HR Guidance

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23th July 2019

Please take a moment to read the new NHS Pension Schemes 2019/07 Circular relating to Annual Allowance (AA) and Lifetime Allowance (LTS) tax changes

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28th June 2019

Once For Scotland

At the Scottish Workforce and Staff Governance (SWAG) Committee on 7th June 2017 it was agreed that there was a clear rationale for moving to a single policy position for all Health Boards with the development of ‘Once for Scotland’ PIN Policies.

Following 3 regional engagement events, draft Once for Scotland Workforce Polices were developed and have been circulated for consultation. Phase one of the Once for Scotland consultation on core policies closed on Friday 17th May 2019. The core policies considered at phase one of the consultation include:

  • Bullying & Harassment
  • Capability
  • Conduct
  • Grievance
  • Attendance, and
  • Workforce Policy Investigation Process

The outcomes of the consultation will be considered by the national Programme Board. Final draft policies will be submitted to the Scottish Workforce & Staff Governance Committee for approval in July 2019.   

Once launched, training on the finalised Once for Scotland policies will be rolled out across NHS Greater Glasgow and Clyde to ensure staff and managers are familiar with the key changes to the policies.  

Phase 2 will commence in the autumn 2019 and will review the remaining NHS Scotland PIN policies.

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13th May 2019

Our new Attendance Management Website is now available.

The site provides easy access for staff to a range of resources and tools aimed at promoting positive staff health and wellbeing at work.    

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12th May 2019

2019 Time off in Lieu (TOIL) Update

As part of the three year Agenda for Change pay deal agreed in 2018, NHS Scotland Employers and Staff Side also agreed to develop guidance around the use the Time Off In Lieu (TOIL), further to the provision set out in Section 3 of the Agenda for Change Handbook.

Please find the full NHS Scotland Circular under Pay and Conditions - Agenda for Change.

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7th May 2019

The Staff Bursary Scheme is now live.

Please use the link below to access all the relevant information required to apply.

Staff Bursary Information

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1st April 2019

Hate Crime

NHSGGC prides itself on the diversity of its workforce. It brings people together to offer the best possible skill mix to meet the growing demands of patient-centred care and creates a richness of experience that benefits everyone in the workplace. It’s a resource that needs to be protected and we all have a role to play.   We ask that every member of staff remains vigilant and reports any incident that seeks to undermine the cohesion of our workforce and the safety of our colleagues because of their faith, race, sexual orientation, disability or gender identity.

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.

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1st September 2018

Black & Minority Ethnic Staff Forum

Staff members are invited to the first meeting of NHS Greater Glasgow & Clyde’s Black & Minority Ethnic Staff Forum.

The group is being formed as a result of discussions held with Black & Minority Ethnic (BME) staff about their experience of working in NHSGGC.  Issues raised by staff included stereotyping, discrimination and organisational culture, as well as the impact of negative media reporting and the anti-immigration climate.

In addition to providing a support network for BME staff, the Forum will be supported by members of the Workforce Equalities Group to make positive changes within the organisation.

The first meeting of the BME Forum will be on 10th October from 12:00pm to 2:00pm in the Lab Building, Seminar Room 2 (010), Queen Elizabeth University Hospital.

Lunch will be provided and the group will be discussing the remit of Forum, frequency of meetings and first steps. Helping with this process will be a representative from Glasgow City Council who will share the experiences of their BME Staff Forum.

If you would like any further information about the BME Staff Forum, please contact Nuzhat Mirza at the Equality & Human Rights Team at [email protected] or call 0141 201 4560.