Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to harassment at work. The main aspects of addressing harassment concerns including roles and responsibilities, policy framework and sources of advice and support will be covered.
Learning Outcomes
By the end of this module delegates will be able to:
Demonstrate an understanding of the Bullying and Harassment policy, and more specifically Sexual Harassment.
Create a safe and inclusive environment where everyone feels valued and respected.
Recognise responsibilities in line with organisational and NHS Scotland’s values to ensure everyone is treated with dignity and respect.
Be able to carry out the manager’s role to address harassment in the workplace at the earliest opportunity.
Awareness of the range of actions and support available.
Know how to access information resources, support and advice.
To describe best practice and ensure it happens.
To share knowledge of formal and informal approaches/interventions.
Who should attend?
Any manager in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
KSF Links
C1 – Communication
C2 – Personal and People Development
C3 – Health, Safety and Security
C6 – Equality and Diversity
HWB1 – Promotion of Health and Wellbeing
Course Provider: Human Resources and Learning and Education Duration: 1 hour Webinar via MS Teams
Pre-requisites and other supporting resources
All potential candidates should explore the followings:
Wednesday 9th December 2026, 9.30 am – 10.30 am (MS Teams) – Booking opens 01/08/2026
Book a place on the course
NHSGGC Staff
Please use the eESS Learner Self-Service Facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses.
Remember to have your eESS User ID and password available to access the system. If you have forgotten your log in details for eESS then please use the Login Assistance link in the sign in section.
If for any reason you find yourself unable to attend, you must cancel your booking as spaces for this course are limited and others will be offered your place. To cancel please use the eESS Learner Self-Service Facility.
Partnership Staff
Please use our self service enquiry portal and leave an enquiry with your full name, email address, where you work (Directorate and sector) and the course date (preference and back ups if possible) you would like booked on.
You can also register for an account on this link if you do not have one already.
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note; booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS OLM can be found here.
Full access to all Standard Operating Procedures and e-learning videos is available via eESS Login (scot.nhs.uk).
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Supporting Patients With A Dual-sensory Loss
An awareness event for NHS staff – delivered by Deafblind Scotland
This discussion and learning event is designed to give an understanding of deafblindness and of the communication and support needs of deafblind people. The session will give focus to the experiences of patients using healthcare services and how to reduce barriers within NHS appointments.
The event also offers the opportunity to learn about the communication needs of deafblind people and to practice some basic deafblind manual communication skills.
The session will be facilitated by a trainer from Deafblind Scotland who has learned experience as a person with dual sensory loss.
Click on the link to book a place for your preferred date.
Arranging face-to-face training
As an alternative, there are a limited number of face-to face sessions available.
If you would like to arrange a tailored session within your workplace or for your team, then contact Martin Patterson from the Equality and Human Rights Team for more information and to discuss any requirements you might have for this training.
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A wide range of information and resources are available for staff and managers on the Menopause including
What to expect,
Available treatments,
Where to get support and help,
Coping with the Menopause at work.
Information and Resource Links
Women’s Health – NHSGGC The Staff Health Page has a wide range of information and includes links to all the NHS Inform menopause videos/information in this one, easy to access location.
Our managers are at the core of helping us deliver our objectives, to uphold our NHS values and their skills in managing people are vital for the function of all departments and the wider organisation. They organise the care or services delivered by each team and they work to ensure that all staff can not only operate at their best, but also experience NHSGGC as a great place to work and develop. This pathway is designed to provide clear guidance for managers joining NHSGGC and signposting next steps in development for their career journey.
The Induction pathway for new people managers is based on the following which have been developed using feedback from iMatter and Investors in People to ensure that our staff have the best experience of being managed:
People Management Guide: Being a Manager of People in NHSGGC – Responsibilities and Guidance
Equality Law: A Manager’s Guide to Getting it Right in NHSGGC
People Manager Self-Assessment Questionnaire
Systems and Processes
If there is any other information you need to support you in your new role please discuss with your line manager or contact the Learning and Education Team through our HR Portal.
1. The People Management Guide: Being a Manager of People in NHSGGC-Responsibilities and Guidance
This guide covers the following eleven main people management responsibilities. It is designed to set out in one place a summary of what is expected of you as a people manager in NHSGGC irrespective of your band or profession, and also to provide help and support for your development:
Staff Health, Safety and Wellbeing (ShaW)
Staff Engagement
Individual PDP&R
Service Performance, Team Meetings and Communications
Team Development and i-Matter
General HR Policy Awareness and Application
Equalities
Partnership Working and Managing Change
Attendance Management and SSTS
Recruitment and Retention
Leadership Skills
2. Equality Law – A Manager’s Guide to Getting It Right in NHSGGC
This guide has been produced for operational managers by NHSGGC’s Equality and Human Rights Team with the support of the Workforce Equality Group to highlight the key areas of the Equality Act 2010 which have specific relevance for operational managers in the management of teams and delivery of services.
The guide is currently under review and is expected to be available again in due course. In the meantime you can attend in one of our EDI training session designed for managers.
3. People Management Self Assessment Questionnaire
The Self-Assessment Questionnaire accompanies the People Management Guide. This is developed to support you to identify where you think they are on the development journey as a manager. For many managers, this list of people management responsibilities will be a given, but there may be some activities listed in the guide that require additional advice or support.
As a new people manager, you are encouraged to complete the questionnaire and discuss this with your line manager to direct and support you through your induction period. The questionnaire should be completed within the first 3 months following appointment to your role in NHSGGC. A copy of the questionnaire results will be emailed to you to use for the basis of personal development conversations.
You will have the opportunity to discuss your personal learning needs at 121s and through your personal development planning and review meetings. Your line manager should provide time for development and be available to support discussion around specific areas of guidance and support.
Furthermore, the following resources and training opportunities can support you as a new manager with your people management responsibilities:
Staff Engagement – NHSGGC for more information and resources to improve staff engagement in your team or department.
4. People Management Systems
In the development of the pathway we identified people management systems that may be used by managers depending on their role and responsibilities. Information is added below and includes guidance on access to username, passwords and training resources:
Scottish Standard Time System (SSTS)
SSTS is an electronic duty sheet which must be completed by department managers with details of the shifts worked by staff and any absences ( AL, Sickness, etc).
JobTrain is the NHS Scotland National Recruitment System to manage the key recruitment and selection activities and processes during the core stages of the recruitment process. To access JobTrain Support and Guidance click here.
eEmployee Support System(eESS)
eESS is a single, national NHS Scotland approach to HR systems providing a high quality, standardised HR functions including; Employee Self Service, Manager Self Service, Core HR and Oracle Learning Management System (OLM).
The Task Calendar is a platform being used to provide a structured approach to support departments to complete a range of activities that are within their Health and Safety Manuals. To access the user guide click here.
Datix
Datix is the software used by NHS Greater Glasgow and Clyde for clinical and non-clinical incident reporting and forms part of the boards Risk Management Strategy. It is also used for Risk Register, Legal Claims, Complaints and FOI Module. Staff do not require a Datix user account to report an incident.
Staff do not require training before reporting an incident on Datix and can refer to the Incidents help page as well as the help links on the Incident form itself.
iMatter
iMatter is the NHS Scotland Staff Experience continuous improvement tool, developed and designed nationally to help individuals, teams, Directorates, HSCPs and Boards to understand and improve staff experience, engagement, motivation and productivity.
MicroStrategy is a web based platform where most of the Workforce Analytics and monthly reports such as personnel, recruitment and training information can be obtained there. To access the MicroStrategy Web Help click here.
PECOS
PECOS (Professional Electronic Commerce Online System) is the online eProcurement system used by NHS Greater Glasgow and Clyde for ordering and receiving all goods and services.
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.
Developed nationally in partnership with NHS Scotland employers, trade unions and the Scottish Government, these policies and associated supporting documents set the standard for employment practice for all NHS Scotland Boards to follow.
The Once for Scotland Workforce policies are person-centred and will be applied using the NHS Scotland values:
care and compassion
dignity and respect
openness, honesty and responsibility
quality and teamwork.
The first phase of implementation includes the following policies:
Attendance
Bullying and Harassment
Capability
Conduct
Grievance
Workforce Policies Investigation Process
The policies promote the use of early resolution, all parties establishing and encouraging open and honest communication and adopting a supportive approach by proactively communicating with and offering support to employees who are involved in any process as part of a workforce policy.
Staff are paid on a monthly basis. Your salary will be paid into your bank account on the last Thursday of every month. Your pay slip can be accessed on SSTS. You choose option for “ePayroll” and can view your pay history and previous documents. Should you have any queries regarding your pay, you must in the first instance, seek advice from your Line Manager, before contacting the Payroll Department.
Any overtime worked should be submitted to your Line Manager on a weekly basis. Overtime is paid one month behind e.g. if you work overtime in April, this will be paid in your salary at the end of May. Any queries regarding overtime must be highlighted to your Line Manager as soon as possible.
Holidays
Holidays run from 01 April until 31 March the following year. Full-time staff will receive holidays as follows:
0-5 years service 27 days annual leave per year
5-10 years service 29 days annual leave per year
10 or more years service 33 days annual leave per year
Any requests for annual leave must be filled out on your annual leave card and authorised by your Line Manager with adequate notice given to allow cover to be organised. Part-time staff will have their annual leave and Public Holiday entitlement calculated pro-rata and provided in hours due.
Changes to personal details
As an employee you can view and maintain core information held by your organisation, update your personal details (such as address, marital status, registration), view job related information, and add professional memberships and qualifications. You should do this on eESS.
All staff are entitled to join a Trade Union and there are a number of these across the organisation. Should you wish to join a Trade Union, please ask your Line Manager for contact details of Trade Union representatives.
Trade Union Meetings – Whilst every effort is made to allow staff to attend Trade Union meetings held during working hours, it should be noted that essential cover must be provided. Permission to attend Trade Union meetings during working hours must be granted by your Line Manager.
Staff Benefits
Staff have access to a wide range of benefits including travel; cycle to work scheme, annual bus ticket loans, and shuttle buses between sites.
Staff also have access to credit union and discounted gym membership.
has a contractual obligation under their contract of employment to attend work;
must comply at all times with the documented sickness absence reporting procedures;
on returning to work after an absence, is required to attend a Return to Work Discussion with their Line Manager;
will be requested to attend a management meeting to discuss sickness absence and must, if unable to attend for an acceptable reason, inform their Line Manager prior to the date/time of that meeting and if acceptable a further meeting may be convened at an alternative location/date;
When on sick leave is required to maintain a level of contact/communication with their manager, appropriate to their medical condition. All employees are responsible for making every effort to communicate with their Line Manager whilst on sick leave. If you are going to be absent from work for any reason, you must ensure that you follow the correct reporting procedures as follows: employees who are unable to attend work, must tell their Line Manager at the earliest opportunity before their starting time and no later than within one hour after their scheduled starting time. Where the Line Manager is out of the office, notification to a suitable alternative manager is required in accordance with local procedures;
It is the employee’s responsibility to make contact personally with their Line Manager. Only in exceptional circumstances, where the employee is unable to phone personally, a relative or friend may phone on their behalf, but the responsibility remains with the employee;
Where the Line Manager is not available, it is essential that contact is made with an alternative senior staff member who will be responsible for taking the information and passing it to the Line Manager. Messages should not be left on voice mail, with the hospital switchboard or with other wards or departments. Mobile phone text messages are also not acceptable and will result in the employee having an unauthorised absence.
Failure to make contact in time may lead to:
the absence being treated as unauthorised;
an appropriate deduction being made from the employee’s pay;
Action under the Disciplinary Policy.
It is important that the employee communicates all relevant details when making contact, including:
the reason for absence;
an indication of when the employee expects to be fit to return to work;
Details of any appointments with the employee’s GP.
Sickness Certification
If you are absent from work you must submit the appropriate medical certificates for your absence.
1-3 days No certification required
4-7 days Self certificate required
Over 7 days Medical certificate from GP required
It is the employee’s responsibility to keep their Line Manager informed of progress and, in particular, should the employee be unable to return when anticipated. If the employee is absent immediately before leave days or days off, they must tell their Line Manager when they will be fit to come back to work. If the employee is going to be absent for an extended period of time, any subsequent certificates should be submitted as quickly as possible, ensuring all days in the absence period are covered. Failure to submit a certificate may result in pay being withheld.
Return to Work
After any period of absence an employee’s return to work will be acknowledged through a documented Return to Work Discussion. In many cases, this may involve little more than a courteous enquiry as to whether the employee is now well. In other cases, e.g. where a pattern of short term absence is developing, or following a period of longer term absence the meeting will explore this more fully:
the reasons for absence;
the employee’s fitness for work;
If the cause of the absence may recur and whether a referral to Occupational Health/GP report is necessary.
At this meeting the employee will be given the opportunity to raise any issues they have about their absence and to get help from the organisation. More than 4 episodes of sickness in a rolling year or more than 8 days of short term absence in a rolling year can lead to disciplinary action.
Complaints Handling
The NHSGGC Complaints procedure seeks to ensure, in accordance with NHS guidelines, that complaints are handled thoroughly without delay, with the aim of satisfying the complainant whilst being fair and open with all those involved.
iMatter is the NHS Scotland Staff Experience continuous improvement tool which is designed to help individuals, teams and Health Boards understand and improve staff experience. This is a term used to describe the extent to which employees feel motivated, supported and cared for at work.
Understanding staff experience at work is the first step to putting in place measures that will help to maintain and improve it. This will benefit you as an employee, and the patients/service users that you support and their families.
The process is based on a staff engagement questionnaire which all staff are asked to respond to, which then generates a Team Report containing the results. The Line Manager discusses the report with the team and agree what the teams’ main strength is, along with up to 3 improvement actions, which are specific for the team in the months ahead. This improvement plan is captured on a team ‘Storyboard’ which the team then uses to monitor progress prior to the next iMatter run. The process is then completed annually.
All employees will have access to Employee Self Service and will be responsible for keeping their own personal details up to date. Below is a list of actions employees can view/action:
Full access to all Employee Self Service Standard Operating Procedures and eLearning video’s is available via eESS.
CHI 24
The CHI number is the main patient identifier used to process or access patient information from PMS (Trakcare).
The CHI (Community Health Index) is a database linking all of the Health Boards across Scotland electronically via the CHI 24 system.
Patients registered on this system are allocated a CHI number which acts as their UPI (Unique Patient Identifier) for their journey through the NHS, from ‘the cradle to the grave’.
CHI numbers consist of 10 digits; the first 6 being the patient’s date of birth in DDMMYY format – i.e. 160181. The last 4 digits are allocated randomly by the CHI system that generates the CHI Number; however the 9th digit is indicative of gender – even numbers for female, odd numbers for male.
The purpose of the CHI number is to provide a universal, multi-system and cross-discipline ID number for patients, so that regardless of where they are being treated within Scotland, and for whatever complaint, the patient’s CHI number will be a constant. This, in turn, will enable a complete clinical picture of the patient to be compiled.
Some of the benefits of CHI are:
reduce risk of errors in identifying patients;
reduce risk of errors in delivering care to patients, due to inaccurate or missing clinical information;
help protect the patient’s privacy and confidentiality;
reduce risk of patient information being shared inappropriately;
construct a single, complete, accurate and up-to-date clinical picture of a patient’s health care;
Reduce the need to ask patients the same questions many times during their journey through the NHS.
OneSign
OneSign (also known as Single Sign-On/SSO) is the user-switching and password management tool available at all acute hospital sites across NHS Greater Glasgow and Clyde.
OneSign eliminates the need to repeatedly type usernames and passwords and streamlines clinical workflows and enables NHSGGC staff to quickly and securely access IT applications.
OneSign brings a range of services to users including:
Digital technology is now at the centre of our professional lives through TrakCare, Clinical Portal, Emisweb, PACS, Winscribe and Microsoft applications (e.g. office 365 and teams) and in our personal lives through social media, online shopping and digital banking. Each day sees continuous or intermittent use of end-point technology – i.e. workstations, laptops, tablets and mobile phones. From the end-point you access applications which may be directly managed by NHSGGC, hosted for NHSGGC on the internet, or your personal applications.
eHealth works with many technology partners who provide updates that counter the threats that occur every minute of every day. Resisting such attacks requires a combination of technology and good human cyber-behaviour.
eHealth uses the Fairwarning monitoring system to detect & highlight potentially unauthorised or suspicious activity on systems that hold patient information (more information on this here).
eHealth promotes good cyber-behaviour and Cybersafe (search on StaffNet for Be Cyber Safe) will provide:
A list of all Information Governance policies (View the Acceptable Use Policy to which every user should be aware of and comply with)
Cybersecurity best practice for the individual; provided by public sector bodies like the Scottish government, police Scotland, technology vendors and by our own staff
Newsletters which will highlight major themes and outline what you can do to help stay safe
The majority of what you need to do in your professional life applies also to your personal life. How you need to do it may be different.
Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to promoting employee health and attendance.
This module has a particular focus on supporting staff with mental health and/ or stress issues including use of the Stress Risk Assessment tool.
Learning Outcomes
By the end of the session you will:
Understand the purpose of the NHSGGC Staff Health Strategy and of legislation relating to mental health in the workplace
Be ready to assess the risks caused by personal stress or work related stress (Stress Risk Assessment Tool)
Understand the importance of monitoring and review after the risk assessment is completed
Be aware of the range of resources available to support you and your staff
You should now work through the Learning Passport associated with your role. This should be completed within 3 months (full time staff) or 6 months (part time staff).
Peer Support is now available for all NHS and Health and Social Care Partnership (HSCP) staff across Greater Glasgow and Clyde as a way to support our colleagues. We know that when people feel supported and heard, this has a positive impact on their wellbeing and resilience. It can help to provide a space for someone to make sense of their recent experiences, which can give them a sense of control and help them feel capable of managing difficult situations. It is a supportive and flexible response, which acknowledges and understands that stress and experiencing struggles at times, is a normal part of life.
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.
Aims of the Peer Support Network
To develop a Board-wide peer support service with clear pathways between the various levels of staff support interventions.
To implement a model of peer support available to every member of health and social care staff.
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.
Peer Support in the Workplace: The National Wellbeing Hub
Watch these eight short videos below of NHSGGC’s Principal Health Psychologist in Occupational Health, Heather Connolly, discussing her experiences of implementing a Peer Support programme across NHSGGC and the HSCPs.
Have a look at what a peer support conversation might look like:
Scenario 1: Yvonne opens up to Peer Supporter, Simon, about feeling overwhelmed by caring for her unwell mother-in-law while parenting her young children and working.
Scenario 2: John speaks to Peer Supporter, Liz, about how the end of his long term relationship with his partner has taken a negative toll of his mental wellbeing.
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 Models of Peer Support
Across NHSGGC and our HSCPs, our Peer Supporters have been trained via one of the following models, which form the conceptual basis and foundation of Peer Support:
1. The Psychological First Aid Model
Psychological First Aid (PFA) is concerned with reinforcing seven basic coping strategies by:
Caring for immediate needs
Protecting from risk
Comforting others
Supporting
Providing information on coping
Connecting others with social support
Educating about normal responses
Taking good care of yourself is at the centre of the PFA model.
To find out more about Psychological First Aid, watch Principal Health Psychologist, Heather Connolly’s ‘Let’s talk about… Psychological First Aid’ webinar:
Several Peer Supporters within medical have been trained via the SAFER model. This is a Peer Support tool used within Critical Incident Stress Management to help structure a 1:1 supportive episode with a peer. It is a specific model of PFA that helps direct the conversation with an individual in crisis or needing support.
SAFER stands for:
Stabilize (introduction; meet basic needs; mitigate acute stressors)
Acknowledge the crisis (event, reactions)
Facilitate understanding (normalization)
Encourage effective coping (mechanisms of action)
Recovery or Referral (facilitate access to continued care)
Citation: The SAFER-R Model, Psychological Crisis Intervention, George S. Everly, Jr., PhD, ABPP, CCISM, Jeffrey T. Mitchell, PhD, CCISM, 2017
It is important to note that neither models are counselling or therapy models nor substitutes for them but they are both designed to help support our peers. Whichever model you are trained through, you will be a fully trained Peer Supporter by the end of the session.
This is a short online eLearning module and is available on digital platforms in health and social care and is designed to support all staff in Health and Social Care.
The module title is: Looking after Yourself and Others, which outlines:
Understand what a normal response to stress is
Understand the basic elements of Psychological First Aid
HSCP staff link to local authority online learning platform (module is called: Introduction to Psychological Wellbeing and Peer Support).
Live Sessions
Alternatively, you can view this content via live online or face-to-face 45-minute sessions, which have received excellent feedback. Upcoming MS Teams online sessions are listed below and are available for all NHSGGC and HSCP to book and attend:
“I felt the coping strategies were very helpful to know.”
“The module has lots of helpful information laid out in an easy to follow style.”
“This is pitched so well for people who have little or no prior training in Mental Health”
Level 2: Peer Support – Becoming a Peer Supporter
This is available now and provides a full one-day in-person training session for colleagues to become a Peer Supporter. This has been designed by and is delivered by the NHSGGC Peer Support Service. 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.
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.
Become a Peer Supporter
Upcoming Peer Support training courses are promoted on Core Brief, StaffNet and email distribution lists. To join our email distribution list, contact peer.support@ggc.scot.nhs.uk to ensure you receive upcoming training opportunities.
Upcoming Peer Support (Level 2) Training Dates
Training dates are now available for colleagues who wish to explore the role and requirements of a Peer Supporter and have the support of their line manager to implement peer support in their local team. This course is one full day face-to-face (9:30am-4:30pm).
Delegates should note the following prerequisites for completion before the training day:
Delegates to complete the online module ‘Looking after Yourself and Others’ (NHSGGC staff). The module is packed with essential hints and tips on how to look after your wellbeing and the wellbeing of others. It is available for staff directly employed by NHSGGC on Learnpro, module GCC 277 and for staff directly employed by the HSCPs social care staff, on their Local Authority learning platforms. or ‘Introduction to Psychological Wellbeing and Peer Support’ (Local Authority Staff)
Delegates to discuss with their line manager aims for Peer Support and staff wellbeing in their team and / or service. Post course, delegates will be asked to agree with their line manager an action plan to implement local Peer Support and identify the time and resources to do this.
It is important to consider your own wellbeing before thinking about supporting others. Please consider whether you are in the position to support your colleagues before you attend this training to become a Peer Supporter.
15/10/2026 – Stobhill ACH, Seminar Room 5, Book here
09/11/2026 – Gartnavel General Hospital, Lecture Theatre, Book here
03/12/2026 – Royal Alexandra Hospital, Classroom 3, Book here
Before you book, please also note the following:
Please only book yourself onto one training course (including only one waiting list). If you book yourself on to more than one, you will be removed from the attendance lists to ensure all colleagues have a fair and equal chance of attending this training.
Peer Support training is in extremely high demand with long waiting lists of colleagues wishing to become Peer Supporters. We kindly ask you to please cancel your space on this course if you can no long attend.
Your immediate line managers must approve your attendance on this training course. Please highlight to your manager that following your training, there is an ongoing expectation to dedicate approximately 1 hour a month to developing your skills as a Peer Supporter.
If line managers request more information on what Peer Support is and the evidence-based benefits on having a Peer Supporter in the team, please contact peer.support@ggc.scot.nhs.uk.
The Peer Support Journey
See the Peer Support Journey for more information on how to become a Peer Supporter or if you are interested in having a Peer Supporter in your team:
Various staff across NHSGGC and Health and Social Care Partnerships are currently being trained to become Peer Supporters. Each Peer Supporter has completed training and has the knowledge and skills needed to offer peer support to their team and colleagues. So far, we have almost 500 trained Peer Supporters across NHSGGC and the HSCPs and this figure is growing rapidly.
Meet some of our Peer Supporters:
Donald Macphail and Katherine Malloch
Katherine (right) is an Education Co-ordinator, Senior Charge Nurse in Adult Theatres at the QEUH and is available to provide Peer Support to colleagues who would like to talk openly about their feelings and worries in a welcoming, non-judgemental and confidential space.
Donald (left) is a Controlled Drug Inspector based at Clarkston Court Clinic Glasgow South. He is able to provide Peer Support in person or virtually in a safe, confidential, non-judgemental environment in which staff may wish to share experiences. His endeavour is to support, listen and provide space for staff to make sense of their experiences.
Lisa Conway
Lisa is a Lead Medical Administrator based at the Glasgow Royal Infirmary and is available to provide Peer Support to members of staff who feel they need support. This is a supported non-judgmental conversation.
Keep an eye out for our Peer Supporters wearing identifiable lanyards and/or badges with the Peer Support logo.
Where are the Peer Supporters?
Each service may offer a different form of peer support to best meet the needs of their staff, area or department. You will be able to spot the peer supporters as they will be wearing their lanyards or badges.
In certain teams it would be desirable to have more than one Peer Supporter to ensure an appropriate mix of peer support available. At present, we have trained peer supporters in the following sites:
Glasgow Royal Infirmary
Queen Elizabeth University Hospital
West Glasgow ACH (Yorkhill Hospital)
Stobhill Hospital
Gartnavel (General and Royal) Hospital
Beatson West of Scotland Cancer Centre
Royal Hospital for Children
Royal Alexandra Hospital
Kirkintilloch Health and Care Centre
Shettleston Health Centre
Renfrew Health and Social Work Centre
Pollokshaws Clinic
Pollok Health Centre
New Victoria Hospital
Mile End Mill
Lightburn Hospital
Leverndale Hospital
Inverclyde Royal Hospital
Greenock Health Centre
Govan Police Station
Esteem North
Eastwood Health and Care Centre
Eastbank Conference and Training Centre
Central Decontamination Unit
Aranthrue Centre (Renfrew)
And more….
We also have remote working Peer Supporters who can offer peer support while you work from home to best suit your needs.
Supporting information for Peer Supporter candidates:
“The training has changed the way I speak to patients and colleagues”
“I think the most important thing I realised was it is not a formal thing, it is about the way we communicate and actively listen”
“The session was well delivered and informative. Well done presenters”
“The trainers were fantastic. Totally enthusiastic and knowledgeable which they passed on with ease.”
“It was all relevant, thank you. Time well spent.”
“I am extremely satisfied with this training”
How to speak to a Peer Supporter
Find out who your team/ department Peer Supporter is and arrange a chat with them.
If you do not have a Peer Supporter in your team, do not know if you have one in your team or if you feel more comfortable speaking with a Peer Support outwith your team, please direct these requests peer.support@ggc.scot.nhs.uk and the Peer Support team will be able to help. If you yourself are interested in becoming a Peer Supporter then discuss with your manager and come along to one of our training days.
Is it confidential?
Yes, what you say will be confidential. However, if the Peer Supporter is worried about your or someone else’s safety they may seek support from other relevant service to best help you. This would be discussed with you first before any action is taken.
Level 3: Peer Support Hubs
As Peer Support continues to grow rapidly, the programme is shifting towards a hub-model. This is when the team deliver in-house training to staff from the same service/area to become Peer Supporters to support their colleagues locally and develop a critical mass of Peer Supporters across the service.
Hubs have a Hub Champion who coordinates Peer Support activity across the service and works with Peer Supporters to overcome implementation barriers.
There are several hubs across the organisation including:
The Specialist Children’s Services Hub
Critical Care (QEUH) Hub
The Spiritual Care (Chaplaincy) Hub
The LGBTQIA+ Peer Support Hub
Diagnostics and Imaging Hub
Several more hubs are currently in development.
If you would like to speak to a Peer Supporter within a particular hub, please contact peer.support@ggc.scot.nhs.uk and state the hub in the email’s subject line.
If you are interested in knowing more about hubs or are interested in setting up a Peer Support hub in your area, please contact peer.support@ggc.scot.nhs.uk
To speak to a Peer Supporter, for general enquires to find out more about Peer Support or if you are interested in becoming a Peer Supporter, please email; peer.support@ggc.scot.nhs.uk
Royal Hospital for Children Colleagues
There is also a Peer Support Network of staff who work within critical care at The Royal Hospital for Children. More information can be found here: RHC Peer Support
For colleagues based at the Royal Hospital for Children interested in Peer Support, please direct all requests to: rhc.peersupport@ggc.scot.nhs.uk
Peer Support is one part of the wide range of Staff Support and Wellbeing services available in NHSGGC. Click below for more information:
If you need immediate support with your mental health please contact a trusted member of your community such as your GP, call NHS 24 on ‘111’, dial ‘999’ or go to A&E. To talk to someone you can call Samaritans on ‘116 123’ (available 24 hours) or Breathing Space on ‘0800 83 85 87’ (available 6.00pm Friday to 6.00am Monday and 6.00pm – 2.00am on weekdays Monday -Thursday).
The Let’s talk about… Staff Wellbeing webinar series offers short, information sessions to NHSGGC and HSCP staff with focus on various topics which we know are important to personal health and wellbeing. They are delivered in a format that allows colleagues to take away top tips and share with others.
These sessions are delivered live on MS Teams at the end of each month. For members of staff who could not attend the live sessions or would like to rewatch any, they have been recorded and uploaded onto SharePoint.
Self-directed learning but should take approximately 45 minutes
KSF Links
C2 – Personal and People Development
C4 – Service Improvement
C5 – Quality
G5 – Services and Project Management
G6 – People Management
e-Learning
This is e-learning course and is available via LearnPro. You will find it under the CPD category. For information and registration please click the link LearnPro .
If you need any further support to access this course, please contact the Learning and Education Support Team on 0141 278 2700 (Option 3).
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Course Overview
NHS Greater Glasgow and Clyde (NHSGGC) is committed to providing a positive security culture throughout the organisation and to ensure personal safety at all times of patients, residents, staff and visitors. We have produced this short e-module in line with changes in legislation and to help ensure we embed security principles within our workforce.
Learning Outcomes
By the end of the course delegates will be able to:
Understand the principles of the UK Counter Terrorism Strategy (CONTEST)
Keep secure door codes confidential so that they are only known by those that require them for regular discharge of their duties
Observe all personal safety and security rules at all times as described in the NHSGGC Security and Threat Policy
Challenge those persons not wearing photographic identification badges unless to do so would place them at risk
Wear an up to date photographic identification badge at all time during work
Understand the process for reporting and recording Security incidents at a local level
Understand the vulnerability factors that can make individuals susceptible to radicalisation or a risk to others and can seek advice from if they have concerns about an individual who may be being groomed into terrorist activity
Ensure passwords and login details are kept secure at all times
Access the NHSGGC Security and Threat Policy for further information
All NHSGGC employees are required to complete this course
Pre-requisites
No pre-requisites required
Duration
Self-directed learning but should take approximately 40 minutes
KSF Links
C1 – Communication
C3 – Health, Safety and Security
C4 – Service Improvement
C5 – Quality
e-Learning
Security and Threat training is delivered via LearnPro.
You will find it under the Statutory/Mandatory tab on your front page.
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Course Overview
This course will provide you with a basic knowledge of the Data Protection Act, 1998 and an understanding of your obligations to keep personal identifiable data confidential and secure.
Learning Outcomes
By the end of the course delegates will be able to identify:
Store, transport and transfer Board records and data (including health records, staff records and sensitive corporate information) securely and effectively
Understand the safe use of information and communication technology
Inform individuals about the use of their data
Understand the circumstances when consent should be sought prior to obtaining and using personal data
Verify recorded data using processes for positive patient identification
Record personal information accurately and consistently
Ensure that recorded information is relevant and not excessive
Use patient related data to support the delivery and management of healthcare
Understand the circumstances in which information may be used for healthcare support purposes such as clinical audit and service monitoring
Identify circumstances when personal data can, should and must be shared
Respond appropriately to requests for all recorded information held by the Board, demonstrating awareness of access to information legislation and local compliance requirements
Understand and apply rules for appropriate authorised access to personal and other sensitive data
Ensure that conversations in relation to sensitive or personal information, whether face to face or by telephone, take place in an appropriate area.
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