NHSGGC is committed to providing New Deal compliant and educationally sound working pattern for all doctors in training. Therefore, a robust monitoring arrangement was put in place to ensure that rotas are compliant, and to highlight issues that may lead to non-compliance. The purpose of monitoring is to ensure that the rota working pattern that has been approved by the department, compliance teams, NHS Education for Scotland and the Scottish Government is fit for purpose; that the rota is suitable for the work you are doing.
Monitoring of a rota will take place every 6 months, over a 2-week period. All training grade staff are expected to record hours of work and rest accurately by completing a set of electronic monitoring forms, and the opening page of the electronic system for monitoring has a validation statement you will electronically sign to this effect. All completed documentation is returned to your Monitoring Officer for analysis in accordance with New Deal and WTR regulations. Once monitoring is complete, you will receive a copy of the results within the time limits laid out
Under no circumstances should staff falsely inflate or decrease the record of hours or rest or be requested to do so. If you are put under any pressure to amend your monitoring information, please contact Medical Staffing.
NHSGGC Monitoring Officers
Lynne Sutherland – Senior Monitoring Officer
- e – email@example.com
- t – 01412010841
- m – 07973715911
Areas of responsibility:
Emergency Care North, South & Clyde
Medical Services North & South
Geriatric Medicine North & South
Obstetrics & Gynaecology
North & South Adult Cardiology
Andy Trench – Monitoring Officer
- e – firstname.lastname@example.org
- t- 01412010842
- m – 07817885259
Areas of responsibility:
General Surgery North and South inc Surgical Specialities
Anaesthetics North, South & Clyde
RHC & RAH Paediatric Medicine
Derrick Grant – Monitoring Officer
- e – email@example.com
- t – 01412010838
- m – 07817885171
Areas of responsibility:
Clyde palliative medicine
Regional inc INS
Paediatric Services for; Emergency Medicine, Surgery, Orthopaedics, Cardiology, PICU,
Haematology Oncology and Anaesthetics
Claire Mortimer – Monitoring Officer
e – firstname.lastname@example.org
t – 0141 201 0835
m – 07817885171
Areas of responsibility:
Clyde General Surgery
Clyde General/Geriatric Medicine
Clyde Orthopaedics & Urology
Mental Health North & South
General Practice FY2s
Our working patterns must comply with two sets of regulations
- New Deal for Junior Doctors: is a package of measures designed to improve the conditions under which doctors in training worked. It provides guidance on hours of work, living and working conditions for all doctors in training
- Working Time Regulations (WTR): is a directive from the Council of Europe enshrined in UK law in 1998, to protect the Health and Safety of workers by setting minimum requirements for working hours, rest periods and leave
NHSGGC are responsible for ensuring that junior medical staff can work in compliance with New Deal and WTR requirements. Non-compliance could result in financial penalty to the NHS board in which you are working, and a possible loss of training posts for that department
There are 3 main types of working pattern:
1. Full Shift Rota (most doctors in training work on this pattern)
- The work that is carried out is intensive and continuous throughout the 24-hour period.
- Shifts do not exceed 14hours.
- At least 8 hours of rest between shifts is required.
- Natural breaks are required (at least 30 minutes of continuous rest after 4 hours of continuous working).
2. On Call Rota
- Work is considered to be low intensity, particularly during OOH.
- Normal working pattern exists Monday-Friday for all trainees on the rota, and then an on-call person takes over to cover the remainder of each 24hour period.
- The frequency of on call cover depends on the number of trainees on the rota.
- Duty periods cannot exceed 32 hours on weekdays, or 56 hours at the weekend.
- At least 12 hours of rest between duty periods is required.
- Doctors are expected to spend half of their on call duty period undisturbed, of which a minimum of 5 hours is continuous rest between 10pm and 8am.
3. Partial Shift & 24hr Partial Shift Rota
- Work is considered to be higher intensity than on call, but less so than shift working.
- Duty periods do not exceed 16hours or 24hours depending.
- Natural breaks are required during normal working hours, and at least ¼ of the out-of-hours duty period should be spent undisturbed.
There are no strict rules about the total hours worked in any week, but average weekly hours must be under 48 over a 26-week reference period (for full time working).
Doctors in training must follow a rota template which has been approved. The rota is agreed, prior to being put in place, by the department in which it will be implemented, the compliance team at the NHS board (for New Deal and WTR) and is reviewed by the Scottish Government. Changes in your working pattern (e.g. swapping a shift) could result in non-compliance (for example, insufficient rest period after a run of nightshifts). Therefore, any changes must be discussed in advance with the rota master to ensure that they will not lead to problems.
A Peer Support Framework for all health and social care staff working in the NHSGGC Board area was approved by the Board Strategic Executive Group. On the basis of the principles, conceptual framework, structure and governance arrangements outlined in the framework, the development of a Peer Support Network (PSN) was commissioned and developed by the Board Mental Health and Wellbeing Group with funding from NHS Charities Together.
The aims of the Peer Support Network are:
- To develop a Board-wide peer support service with clear pathways between the various levels of staff support interventions, fully embedded in a wider governance structure.
- To implement a model of peer support available to every member of health and social care staff, in line with NHSGGC’s wider staff support strategy, drivers and policies.
- To embed within services dedicated peer support trainers to cascade knowledge and skills throughout services through establishing and supporting Wellbeing Champions in all teams.
- To ensure that recognition of the benefits of peer support is at the heart of all health and social care operations.
What does Peer Support Network look like?
Staff peer support is one aspect of the more general staff mental health and wellbeing agenda in the organisation. The peer support model contains a range of interventions and the intensity of the intervention determines the role and required level of training, beyond the foundation level for all staff to access.
The ‘Psychological First Aid’ (PFA) model forms the conceptual basis and foundation for the Peer Support Network. PFA is concerned with reinforcing basic coping strategies by providing care for immediate needs; providing social support; providing information on coping, and connecting to other more intensive supports when indicated.
Peer Support is one part of the range of mental health and wellbeing services available in NHSGGC Mental Health and Well-being here.
Peer Support Network: Levels of Training, Knowledge and Skills Level 1–3
All levels of training, knowledge and skills for peer support are built on the NHSGGC Staff Peer Support Competence Framework which can be found here.
Level 1 All Staff
- This level is available now and is designed to support all staff in Health and Social Care.
- This is a short online module and is available via identified digital platforms in health and social care.
- The module title is An Introduction to Psychological Wellbeing.
Links to digital platforms are:
Level 2 Peer Supporter Role
- This level is available now and provides training for colleagues identified as a Peer Supporter for their service.
- Identified team members will have the prerequisite skills and be provided with additional training and support to be a Peer Supporter within their defined team.
- Training is designed and delivered by the NHSGGC Psychology Therapies Service and provides the acquisition of competencies for the role of Peer Supporter and underpinned by the values and principles of peer support.
- It is essential that staff being considered for Peer Supporter roles are supported by their immediate line manager and the senior manager for their service to ensure they have allocated time to provide this support.
- Potential Peer Supporters will have enough experience to meet the needs of their team/peers, and that the role is appropriate to their grading and level of seniority within a team.
- In certain teams it would be desirable to have more than one Peer Supporter to ensure an appropriate mix of peer support available.
- This role connects to the wider mental health and wellbeing interventions across NHSGGC.
Supporting information for Peer Supporter candidates:
For Training Dates; please click here.
Level 3 Train the Trainer
- Provision for train the trainer development will commence from late Summer 2022 to enable a sustainable pool of trainers to support the Peer Support Network in NHSGGC.
- The Peer Support Trainer role would be reserved for more experienced and senior staff given the requirement for knowledge and experience in supervising and training others.
You can click here to access NHSGGC Peer Support Competency Framework.