The Learning and e-Support team supports, develops and delivers relevant on line and computer based learning opportunities for all staff employed in NHS Greater Glasgow and Clyde.
Our purpose is to widen access to learning content for staff either through signposting staff to current on line content on our digital learning management system, LearnPro, or by working with internal subject matter experts to create customised courses which will support work based learning.
Online learning topic areas include Statutory and Mandatory courses, Personal and Management Development courses and courses which provide support for the Core KSF Dimensions, Induction and ECDL training and testing.
Contact Information
Please use the HR Self-Service Portal for your request and ensure that you add the link to your Favourites for easy access.
Telephone: 0141 278 2700 Option 3
Forgotten passwords and log in details reset
If someone has forgotten their password for TURAS Appraisal or Learn Pro and need it reset, then they can do this quickly and easily themselves, without any need to contact the L&E support team, simply follow the steps below:
Learnpro
Click on the Forgotten password link
2- A box will appear below the forgotton password link for an email address to be added and send button clicked
3- A reset link will be emailed to email added above for the password to be reset
TURAS Appraisal
Click on the ‘Forgot your password?’ link.
2- Add email address and click ‘Send verification code’
3- A code will then be emailed to the address you gave. Please leave the TURAS page opened until the code arrives, then copy and past it into the ‘Verification code’ section and click ‘Verify code’ and then ‘Continue’.
4- This then allows the password to be reset
Another route which includes work experience are programmes that will support the development of pathways into employment for 16-24 year old. These programmes are in partnership with NHSGGC services and external stakeholders, with provision for under represented groups with specific barriers to employment.
The format of these programmes are a combination of classroom based sessions and work placements which together with tutor support aim to provide young people with the confidence and basic skills and knowledge to make successful applications for entry level posts in NHSGGC.
Access to Initiatives
Entry to these programmes are made through partner agencies and not directly through NHSGGC.
To discuss current initiatives, please contact:
Jane Lawson, Employability Lead
Email: jane.lawson3@ggc.scot.nhs.uk
Tel: 07920 137911
NHSGGC recognises that there is a lack of awareness of the range of jobs and careers available within the organisation, and of the pathways into these.
Up to date, accurate careers information is essential in supporting young people to make informed choices about what kind of career path is best suited to them, which college and university programmes will support their transition into employment and to highlight other pathways into successful NHS careers.
The Employability Service works with a range of partners to highlight the opportunities available. This includes schools, colleges, universities, training providers, community organisations, Jobcentre Plus and many more.
Current activity in this area
Programme of schools engagement
Attendance at careers event
Provision of on line resources via NHSGGC website and linking with key partner agencies
Ongoing management and development of the schools work experience programme.
You can also find information on the wide range of NHS Careers at the NHS Scotland Careers Website
NHSGGC are keen to ensure that we have an appropriately skilled workforce to meet current and future service demands, and one that represents the patient population we serve. Apprenticeships provide a mechanism for us to recruit, train and retain new employees aged 16-24 years.
We recruit apprentices with the intention of moving them into permanent employment on successful completion of their apprenticeship.
While apprentices develop their knowledge and skills on the job, and gain nationally recognised qualifications, we hope that the apprenticeship is just the start of a much longer term career within the NHS.
Why choose an NHSGGC Modern Apprenticeship?
Modern Apprenticeships (MA) offer the opportunity to work and learn at the same time. By the end of the apprenticeship period apprentices have demonstrated that they have the knowledge and skills required for the job role and are competent and experienced workers.
This approach of working and learning at the same time is enhanced by a formal Modern Apprenticeship Framework which ensures apprentices gain national recognition of their knowledge and skills.
Our trainees start on a minimum salary of the Scottish Living Wage (£9.50 per hour as of 2021) and have access to all the benefits available to NHS Staff. This includes 27 days paid annual leave, 8 paid public holidays per year and enrolment in the NHS Pension Scheme.
All trainees who successfully complete the NHSGGC Modern Apprenticeship Programme will be offered permanent employment within the organisation.
We have established career pathways and development programmes within the organisation which support ongoing career development and support employees to work towards higher level qualifications, to develop their skills and progress within the NHS in Scotland.
If for some reason trainees chose not to remain with us on completion of training then they leave us with recognised qualifications and training, work experience and references, and a real advantage over other applicants in an increasingly competitive graduate job market.
What are the qualifications and training offered ?
Some of the apprenticeships require apprentices to attend college. Engineers spend their first year of the programme in full-time college education and then go on to attend college one day per week in Years 2 & 3. Some other apprenticeships may require attendance one day per week to complete an academic qualification e.g. HNC (Life Sciences apprenticeships). There are also some apprenticeships that do not require any formal attendance at college e.g. Business Administration, although we often ask our training providers to deliver some additional training sessions if we think this is necessary.
Current Activity
NHSGGC established a pilot apprenticeship programme in 2009 (14 apprentices) and since 2013 we have recruited more than 200 apprentices to work across a broad range of job roles using a variety of different apprenticeship frameworks.
Contact
If you would like to know more about Apprenticeship Recruitment and the Frameworks available or are considering appointing an apprentice to your team please contact:
Modern.Apprentice@ggc.scot.nhs.uk
Recognition of Service Support
The high standard of talent and achievement in our young apprentices is recognised each year at the Unison/Unite NHSGGC Modern Apprentice of the Year.
Induction is the process we use to welcome all new colleagues to NHS Greater Glasgow and Clyde. It can also be used when our team members transfer to a different role within our organisation or return after an extended period of absence such as maternity leave or secondment. An effective induction process should provide a variety of benefits and support our aim of delivering high quality patient care and the efficient delivery of services.
We are encouraging new employees to complete core statutory and mandatory training prior to commencement. Managers have a vital role in supporting compliance by completing this LearnPro Account Creation Form at the same time as you submit the proforma template issued by recruitment, which triggers the offer letter.
Duration of induction process
An induction process that supports colleagues must be completed by 3 months after the start date of a new role or up to a maximum of 6 months, if working part time.
NHSGGC Induction Model
NHS Greater Glasgow and Clyde has developed a six step model to support the induction process. Each step is outlined in the boxes below and provides information and resources to plan progression through a positive induction journey.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your new start as you work together to plan their personal induction journey.
All steps, with the exception of Step 4, apply to all new staff regardless of their role in our organisation.
If your new team member requires literacy/numeracy support to complete their induction programme, please click here to access additional support.
As an additional support to the resources outlined within the Induction Portal, a tutor led course is offered to managers and supervisors who are responsible for leading induction locally and supporting new colleagues, particularly those colleagues in a HCSW role. Details are noted here – Induction Training.
Dealing with press enquiries
The Corporate Communications team have developed a microsite giving advice and guidance to managers regarding media enquiries.
Induction steps
Step 1 – Organisational welcome
Welcome to NHS Greater Glasgow and Clyde. It is key that we are all committed to the core NHS values of: Care and Compassion – Dignity and Respect – Openness, Honesty, Responsibility, Quality and Teamwork – and we use these values to guide us in all that we do.
NHS Greater Glasgow and Clyde is a great organisation with a huge pool of terrific talent. We are committed to equality and diversity – to a zero tolerance toward racism, sexism and homophobia.
We have access to some of the finest facilities and resources in the country but it is the values and attitudes we demonstrate as individuals that make the biggest difference to patients and their families.
These key messages are important for new colleagues joining our organisation – but I also believe it is important that we all remind ourselves of the opportunities we have to impact very positively on the lives of thousands of patients and their families no matter what job we do as part of NHSGGC.
Click here to watch our organisational welcome video and join me as I show you our achievements and how you can support us in taking forward patient care.
Jane Grant, Chief Executive, NHS Greater Glasgow and Clyde
Our organisational purpose (Mission Statement)
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.
Step 2 – Departmental orientation
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 NHSGGC 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.
Employee Voice – Speak Up!
We support our staff to speak up and feel that their voice can be heard. There are a number of ways any staff member can do this including through your line manager, human resources or through Confidential Contacts. You can find a list of all the different Speak Up services and support on our Intranet.
In particular, if you identify any issues that relate to patient safety, you can raise this with your line manager. If you would rather do this confidentially, you can use our Whistleblowing service. If you raise an issue via Whistleblowing, this will be kept entirely confidential. You can access advice on Whistleblowing via our Confidential Contacts who offer a safe space for colleagues to discuss their concerns confidentially and be signposted to the appropriate next steps for help if required. The new National Whistleblowing Standards for the NHS in Scotland came into force in 2021 and apply to anyone working to deliver NHS services. It’s important that you know what options you have to raise a concern in confidence and in a protected way.
We work in partnership with a number of Trade Unions and professional organisations who represent employees and will support you if you want to raise issues or make a formal complaint. You can find a list of those organisations on our intranet. You can also join one of our staff led equalities groups, who advocate on behalf of staff with disabilities, BME staff and LGBTQ+ Staff. You can find contact details and more information about them on HR Connect.
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.
Step 3 – Statutory and Mandatory training
At this step of the Induction process, your manager will direct you to the Statutory and Mandatory training modules that all colleagues in NHSGGC must complete.
These modules are:
GGC001 Fire Safety
GGC002 Health and Safety, An Introduction
GGC003 Reducing Risks of Violence & Aggression
GGC004 Equality and Human Rights
GGC005 Manual Handling Theory
GGC006 Public Protection – (Adult Support & Protection and Child Protection)
GGC007 Standard Infection Control Precautions
GGC008 Security and Threat
GGC009 Safe Information Handling (Information Governance).
Review period
All staff must successfully complete the modules noted above every 3 years, with the exception of Fire Safety. All staff are now required to complete the General Awareness Fire Safety Training module annually. In addition to this, all Ward based staff must complete face to face evacuation training annually.
You will find the full supporting information on Statutory and Mandatory training at the following link which may be helpful to discuss with your line manager: All NHSGGC Staff.
Access to Learning
Our Statutory and Mandatory training modules for new and existing NHSGGC staff are available on our online learning platform, Learnpro. This can be accessed via LearnPro.
As a new member of staff you should have received a LearnPro log-in request prior to commencement (via the email address you provided to Recruitment Services). This will have allowed you to complete core statutory and mandatory training prior to commencement.
In addition to the training identified above that is for all NHSGGC staff, you may also be required to complete additional mandatory training for your role. This could be training agreed locally in your area and may be a blend of online and classroom training. Your manager or supervisor may discuss this with you at Step 6, if this is relevant to your role.
If you are a new people manager, supervisor or team leader, please discuss your people management responsibilities with your manager and ask for help and support. Also, you have to complete the New People Managers and Supervisors Induction Pathway within Step 6 – Professional and Role Specific Induction.
Support
If you have any difficulty in accessing our online learning modules please contact colleagues at LE Support or by calling 0141 278 2700, option 3.
Step 4 – Health Care Support Worker induction standards and code of conduct
Are you a Health Care Support Worker (HCSW)?
Statutory regulation means professional registration with one of the recognised regulatory bodies within the National Health Service. These are:
General Medical Council
Nursing and Midwifery Council
Health and Care Professions Council
General Dental Council
General Pharmaceutical Council,
General Optical Council,
General Osteopathic Council.
If you do belong to one of the above professional regulatory bodies, you are not defined as as a HCSW and you can now progress to Step 5 in your induction journey.
You do not need to take any action outlined in this section. This is because you will have already agreed to a Code of Conduct set out by the regulatory body you belong to and this will govern the behaviours that the regulatory body expects you to display within your role. You may also have to participate in regular CPD and/ or revalidation activity which will ask you to produce evidence against competencies set by the regulatory body.
Is there anyone else excluded from the HCSW process?
In addition to registered healthcare professionals, the HCSW Workbook and Code of Conduct do not apply to unpaid volunteers, staff working under certain specific contractual arrangements or to staff who have a pay banding 8B or above. However these colleagues will still have to complete an induction journey based on the previous steps in the Induction Portal and worked with their manager to sign off their induction programme.
I don’t belong to any of these groups – what do I need to do?
If your role is not currently regulated by any of the professional bodies or other categories above, then you are identified as a Health Care Support Worker.
The term “Healthcare Support Worker” or HCSW can be misleading as most people believe it to only apply to people who work within a clinical environment. The term HCSW covers a very wide range of roles, both clinical and non-clinical.
As a HCSW, you will need to complete the HCSW Workbook and also sign up to the HCSW Code of Conduct. The HCSW Workbook contains a series of questions which you must answer. These questions are based on a set of mandatory induction standards which have been set out by the Scottish Government. The HCSW Code of Conduct contains a set of behaviours, competencies which you should demonstrate on a day to day basis in your role. Both these elements need to be completed as part of your induction.
Quality Assurance
To ensure consistency and to improve compliance we may ask to see completed workbook(s). These will be chosen at random.
To ensure that your induction journey is complete you should meet with your manager or supervisor and check that the following parts of the process are now signed off and achieved:
Make sure you have completed all sections of the Induction check-list, including dates of achievement and you have ticked the box for each section.
If you are a Health Care Support Worker, ensure that your HCSW workbook is completed, reviewed and signed off and you have read and understood the HCSW Code of Conduct
Your manager or supervisor will complete the new online form to tell us that your induction has been completed.
When you meet with your manager or supervisor to complete your induction journey, remember that this is an opportunity to discuss any areas of your role that you may be unsure of and to cover your personal development plan that will support your ongoing development in NHSGGC.
If you require any professional or role specific training, your manager may now direct you to Step 6.
This workbook has been designed for all new staff working in Soft Facilities Services and enables employees to demonstrate and evidence the skills required to achieve the Healthcare Support Worker (HCSW) Induction Standards.
The staff groups who will be using this work book are from the Domestic, Catering, Security, Linen, Portering and Transport Services and the Estates areas. It can also cover other roles such as sewing room, warehousing, gardeners etc. For these job roles, it is expected that the Post-holder completes all core Dimensions and the Reviewer/Line Manager selects applicable Performance Criteria in addition.
Staff working in Soft Facilities Management (FM) roles are defined as HCSW’s because they are either:
• responsible for maintaining premises or equipment used by patients;
• involved in the preparation and delivery of goods or services to service users.
This evidence based workbook contains a record of progress and provides testimonial evidence which can be used as part of employees Personal Development Review.
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. The main aspects of attendance management including roles and responsibilities, policy framework, reporting procedures and sources of advice and support will be covered.
Managing Employee Conduct, Grievances and Capability
Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to conduct and behaviours at work. The main aspects of addressing conduct/behaviour concerns including roles and responsibilities, policy framework and sources of advice and support will be covered.
This module is designed to provide a practical guide to help all NHSGGC Managers to recruit fairly, lawfully and effectively, by gaining an understanding of the key stages in the recruitment and selection process, offer best practice, guidance and outline the interactions necessary with the NHS Scotland Recruitment System (Job Train).
As a manager you sometimes need to address issues with staff and peers. These conversations can be challenging. This module will help you plan and prepare for these difficult conversations.
Supporting the development of your staff is an essential part of your role. It ensures that your team members develop their competence and confidence in order to provide the best possible service. This module explores underpinning values and tools and techniques to support continuing development.
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.
Equality, Diversity and Inclusion – Leadership and Confidence
Bullying and Harassment (Including Sexual Harassment)
Our purpose is to provide direction and focus for the development of qualification and vocational training frameworks across Greater Glasgow and Clyde. As you might expect in an organisation as large as NHSGGC a wide range of learning and education opportunities are available.
It is our job to:
Identify and manage the qualification activity within Greater Glasgow and Clyde ensuring that appropriate linkages are made across disciplines and functions
Work with internal and external partners to develop and provide individual qualification pathways which will address service learning needs and create new opportunities for groups of employees and individuals
Develop knowledge and expertise in the principles and applications of national frameworks such as the KSF, SCQF and the NHS Career Framework ensuring that Greater Glasgow and Clyde is able to exploit the full potential of such developments
To lead and manage the provision of Scottish Vocational Qualifications (SVQs) in Greater Glasgow and Clyde ensuring robust processes are in place to successfully offer a wide range of vocational qualifications to our employees.
Explanation of Levels
SVQs are offered across 5 levels:
The Scottish Credit Qualifications Framework (SCQF) has been developed to help Employers and Learners understand how qualifications relate to each other and to other forms of learning. SQA has developed an interactive framework to visualise this. A full explanation of all qualifications are shown on the SCQF Framework.
Level 2 (SCQF Level 5/6)
For a level 2 SVQ, candidates have to be able to show that they are competent in a range of varied activities, in a variety of contexts.
Some of the activities will be complex, and the person will have some individual responsibility or autonomy. The job may also involve collaboration with others, perhaps through membership of a work group or team.
Level 3 (SCQF Level 7)
At this level, candidates have to perform a broad range of activities in a variety of contexts, most of which are complex and non-routine.
They will usually be working with considerable responsibility and autonomy, and may have control or guidance of others.
Level 4 (SCQF Level 9)
Level 4 SVQs involve a broad range of complex, technical or professional work activities. They will be performed in a wide variety of contexts and with a substantial degree of personal responsibility and autonomy. People doing these SVQs will often be responsible for the work of others and for allocating resources.
The decision to apply for a vocational learning programme may be identified for staff either by the individual or by Service Managers.
Criteria
This may be as a result of one or more of the following criteria:
Links to Service Needs, Redesign or Workforce Plans
Identified at PDP Review
Other e.g. (Role Development).
In all cases PDPs should indicate the required learning need.
Determining the correct SVQ award and level
Informal discussions may be required to determine the correct SVQ award & level. Application forms are then completed and forwarded to the SVQ Centre. Further discussions may be required with Managers regarding delivery options and possible funding implications/cost. Assessment is generally provided internally (using assessors from within the organisation) or in some cases externally (using assessors contracted to an FE college or external provider). The NHSGGC SVQ Centre has a limited resource and can offer a number of SVQ programmes annually which will be funded corporately, assessed and quality assured directly from the Centre. Intakes will take place around September and March of each year. Priority will be given to the applications depending on the need for staff to undertake a vocational qualification.
The SVQ Centre manages the Vocational Learning provision for NHSGGC, including quality assurance, any relevant internal verification and appropriate administration.
Service Level Agreement (SLA)
A Service Level Agreement (SLA) may require to be drawn up between the service area and the SVQ Centre. This agreement will confirm how the required underpinning Knowledge and Understanding for candidates will be met.
Sessions, workshops and tutorials
Introductory workshops/planning sessions for candidates will be arranged. This will include training on the e-portfolio system ‘Proof Positive’ if necessary.
These sessions will be followed by individual tutorials arranged with the candidate and the assessor.
Assessments and certificates
Assessor judges and assesses candidate competence against the standards and advises on how to cover gaps
Assessor accredits SVQ units individually until full SVQ achieved
Certificate is then issued by awarding body.
What NHSGGC can offer
NHSGGC SVQ Centre has approval to offer various S/NVQs across these areas:
HealthCare Support
Business and Administration
Learning and Development
Social Services and Healthcare Management.
Update to Management SVQs
Due to operational reasons the SVQ Team have taken the decision to temporarily withdraw the Management SVQs from our portfolio of Qualifications. As soon as we are in a position to deliver this qualification we will update this site. If you have any question regarding this, please contact Brian Keogh, Senior Learning and Education Advisor either by email (brian.keogh@ggc.scot.nhs.uk) or call 07834 228 569.
Applying for an SVQ
Complete section one of the application form. All questions must be completed. Once you reach the end of this section you should click the save and continue later button. This will now ask you to enter an email address, enter your line managers email address. This will email your completed application directly to your line manager.
Please inform your line manager that they must complete all of section two on the application form and click the submit button. Once both sections are fully completed your application will be held on our waiting list and once an assessor becomes available they will contact you directly to arrange an induction workshop. If you have an queries regarding your application please contact: L&E Support and Advice: 0141 278 2700 (Ext. 12700) or email: LE.Support@ggc.scot.nhs.uk
Managers have an important part to play in the NHSGGC SVQ Programme. As a manager, the following information should give you a brief insight into your role in helping to make the scheme a success for candidates and the organisation as well as being a useful tool for yourself.
If you have identified that SVQs may be useful as a development tool within your area please contact the SVQ Centre on 0141 278 2700 and choose option 3 for guidance as to how to proceed.
Why are Managers important in the SVQ process?
The manager is responsible for individual PDPs and their unit or departmental training plan. It is the manager who prioritises learning and education activity in line with organisational and individual needs. Managers are responsible for the budget for learning, education and training including possible funding associated with SVQs. Managers require to support candidates with regards to allocating and agreeing time for the candidate to prepare for assessment visits/activities.
Staff will see you as a leader
You can:
Positively support the development of staff in line with service requirements and workforce planning
Authorise and support their applications
Help them achieve their awards by giving ongoing training, encouragement and support
Provide opportunities to gather evidence
Give everyone fair and equal access to the programme.
You can also help in the evaluation of the SVQ programme by giving feedback on how the scheme helped you / your workplace and how it could be improved.
What can you do to support candidates?
You can:
Provide them with witness testimonies or statements about the work they do and the way they do it
Provide them with development opportunities, which fit in with their SVQ
Show an interest in their progress
Carry out observations of them at work and provide witness testimonies of this – also very useful at appraisal times
Identify and agree underpinning Knowledge and Understanding training needs in line with the national standards requirements
Introduce yourself to the candidate’s assessor and consider attending their initial workshop if you feel it would be helpful in understanding the process
Accommodate candidate’s requests for preparation time for assessor appointments
Familiarise yourself with the SVQ your candidate is doing by talking to them and their assessor about it or looking at the standards themselves
Consider undertaking a management or related vocational qualification yourself
You may also wish to consider facilitating a member of staff in becoming a workplace assessor and thereby supporting colleagues through the SVQ process.
What can you expect from the candidate?
The candidate should:
Tell you about their SVQ and discuss their progress with you
Consult with you regarding assessment preparation time to gather evidence for their next assessor visit
By undertaking SVQs, show increased understanding and confidence in their ability to do their job.
What can you expect from the assessor?
The assessor will be one of the following:
A qualified member of the SVQ Centre team, trained workplace assessor from within your own service area or another service area (subject to negotiation with the appropriate manager in that area)
An external assessor from an outside training provider.
The assessor should:
Contact candidates regularly (usually monthly visits are arranged)
Provide progress reports and update you on your candidate’s progress
Provide you with a contact phone number / email address and give you all the help and advice they can when and if you need it
Give advice on any agreements in place with regards to SVQs.
So what’s in it for you?
You can use SVQs as an excellent staff development tool e.g. for PDP’s / KSF Reviews to help the candidate at appraisal time
Your staff may learn new skills and be interested in having work delegated to them
Your staff will be more motivated and will be looking for opportunities to achieve their award
You can use SVQs to ensure that your staff have the competences necessary for current and future service delivery.
This qualification is suitable for employees who are involved in direct patient support/care, the qualification consists of eight units, four of which are mandatory and must be completed with four more units being chosen to show competency in specific areas of practice at level 2 this is reduced by 1 optional unit. The candidate would be expected to complete this award over a twelve month period. This qualification is available at level 2 and 3, SCQF levels 6-7.
Health Care Support (clinical)
Again this qualification is open to employees who are involved in direct patient support/care but with the main emphasis being on tasks that are carried out within the clinical environment. At level 3 this qualification consists of eight units 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice at level 2 this is reduced by 1 optional unit. The candidate would be expected to complete the award over a twelve month period. This qualification is available at levels 2 and 3, SCQF levels 6-7.
Healthcare Support (non clinical)
This qualification is suitable for employees who are involved in support services within the NHS that do not routinely involve direct patient support/care i.e. those who are employed within the facilities dept of the NHS. At level 3 this qualification consists of 8 units, 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice at level 2 this is reduced by 2 optional units. This qualification is available at levels 2 and 3, SCQF levels 6-7.
Business Administration
This qualification is suitable for employees who provide administration services, for example, business administrators, secretaries and receptionists. At levels 2 and 3 this qualification consists of 8 units, 3 of which are mandatory and must be completed with five more being chosen to show competency in specific areas of practice. This qualification is available at levels 2 and 3, SCQF 5-6.
Learning and Development
This qualification is suitable for employees who are working in a training role or Learning and Development role. Workplace PDAs are available to those who wish to assess or verify candidate competency in the workplace. The SVQ in Learning and Development is also available at levels 3 and 4 SCQF levels 8 and 9. At level 3 this qualification consists of 6 units, 3 of which are mandatory and must be completed with 3 more being chosen to show competency in specific areas of practice. At level 4 this qualification consists of 8 units, 3 of which are mandatory and must be completed with 5 more being chosen to show competency in specific areas of practice.
Team Leading
This qualification is suitable for employees who have responsibility for providing support and supervision to others. At level 2 this qualification is available to those who are considered to be Team Leaders and the optional units you chose will reflect this. At level 2 this qualification consists of 6 units, four of which are mandatory and must be completed with two more being chosen to show competency in specific areas of practice. This qualification is available at level 2 (SCQF level 6).
PDAs in Management
NHSGGC offer PDAs in Management at different levels, where staff can opt to undertake a smaller award linked specifically to their role. The benefit they offer is that staff with limited time available can start with an easily manageable award but may then choose to go on and complete the full qualification later. The PDA in Management is available at SCQF Level 6.
Management SVQs
Due to operational reasons the SVQ Team have taken the decision to temporarily withdraw the Management SVQs from our portfolio of Qualifications. As soon as we are in a position to deliver this qualification we will update this site. If you have any question regarding this, please contact Brian Keogh, Senior Learning and Education Advisor either by email (brian.keogh@ggc.scot.nhs.uk) or call 07834 228 569.
The Qualifications Team support the development of qualifications and vocational training frameworks across NHS Greater Glasgow and Clyde through the following activities:
Identify and manage the qualification activity within NHSGGC ensuring that appropriate linkages are made across disciplines and functions
Work with internal and external partners to develop and provide individual qualification pathways which will address service learning needs and create new opportunities for groups of employees and individuals
Develop knowledge and expertise in the principles and applications of national frameworks such as the KSF, SCQF and the NHS Career Framework ensuring that NHSGGC is able to exploit the full potential of such developments
Lead and manage the provision of Scottish Vocational Qualifications (SVQs) in NHSGGC ensuring robust processes are in place to successfully offer a wide range of vocational qualifications to our employees
Promote and support the use of Modern Apprenticeship Frameworks across our services in line with NHSGGC’s Workforce Employability’s Workforce strategy (Workforce Employability pages).
For further information or an application form for any of the above qualifications please use the HR Self-Service Portal (link below) for your request and ensure that you add the link to your Favourites for easy access.
To discuss how the Qualifications Team can support the development of qualifications pathways please email svq.qualifications2@ggc.scot.nhs.uk or contact L&E Support 0141 278 2700 (option 3).
Meet the Team
John McIndoe
Role: SVQ Assessor/Internal Verifier
Background: Almost 30 years experience in the provision of care services, predominantly in the learning disability field in the provision of hospital care, respite care and supported living, I have worked in residential child care in both secure and non secure environments.
SVQ Assessor for Social Services and Health Care, Health Care Support, Business and Administration and Management.
Emma Brogan
Role: SVQ Assessor
Details to follow
SVQ Assessor for Healthcare Support Worker (Clinical & Non Clinical).
Brian Keogh
Role: Senior Learning and Education Advisor (SVQ Centre Manager)
Background: I have over 20 years experience in Learning and Education, HR and Frontline Management both within NHSGGC and previously Royal Mail. I have been a qualified N/SVQ Assessor for 18 years and I have been an Internal Verifier for 6 years.
SVQ Assessor for Learning and Development, Business and Administration and Management.
Sandra Colhoun
Role: SVQ Assessor/Internal Verifier
I have 13 years experience working within the SVQ Team. Before that I worked in L&D and HR within the NHS. I assess IV Business and Administration and also L&D 9DI and L&D 11 for Learning and Development.
Moira MacDonald
Role: Head of Learning and Education
Moira is our Head of Learning & Education as well as the Head of Centre for our SVQ Centre. Moira has been an assessor for over 10 years and an internal verifier for 7 years. Moira specialises in Management and Learning and Development qualifications.
Jacqueline Johnstone
Role: Administrator for SVQ Centre
Background: I have worked for the NHS for 14 years within the Learning and Education function and I am now currently working in the SVQ team. During this time I have completed a SVQ 3 in Business and Administration and I feel this has enabled me to develop my role and skills in my work place.
Responsibilities: It is my role to undertake all administration duties for the SVQ centre and to support the SVQ Assessors and Manager.
The Staff Governance Standard for NHS Scotland requires all NHS organisations to prioritise the personal health and well being of staff and patients in the delivery of services. To ensure the provision of a continuously improving, safe and person centred working environment, all employees should undertake statutory and mandatory training appropriate to their role on entry to the organisation (Induction) and at regular intervals during their career.
What is defined as Statutory and Mandatory training?
Statutory
Training that is prescribed or authorised by a statue of law and it is compulsory for all employees at Induction and at appropriate intervals during employment.
Mandatory
Training which NHSGGC has identified for all employees as a requirement to support the safe delivery of services and for the safety and well being of individual members of staff and patients. Mandatory training and education is deemed compulsory by the organisation and is commonly underpinned by statutory law, legislation, national guidance and recommendations. This training is delivered at induction and at appropriate intervals during employment.
Essential (Role Specific)
Any training or education that is required for an employee to undertake to support the services they deliver in their job role, speciality or location. Essential education requirements will be defined and monitored at a local level by senior managers/professional leads. As with statutory and mandatory topics, essential training once identified is compulsory and will be required at induction and at appropriate intervals during employment.
All NHSGGC Staff
All current employees of NHSGGC, regardless of their role or job location, must successfully complete specific training at regular intervals to ensure their compliance with the Statutory and Mandatory training requirements agreed for all Board staff. Your Line Manager will support you in achieving these requirements through activities agreed as part of your PDP discussion.
New Learn Pro accounts
This can be created by filling out the below form.
Please note it can take up to 5 working days to get log in details sent.
The modules contained in the course will provide you with the knowledge and understanding of how to prevent and manage fire within the NHSGGC workplace.
The purpose of this course is to examine the key Health and Safety related legal duties of employers and employees and have an understanding of the organisation’s approach to managing Health and Safety.
By the end of the course delegates will be able to:
Explain how key legislative requirements are implemented in the organisation via policy, risk assessment, incident reporting and training
Describe potential hazards and associated risks in a range of healthcare settings
Understand their own individual responsibilities and what is expected of them in order to ensure they contribute to the safety of their workplace
Understand the importance of co-operation and communication on safety matters
Describe how to seek further advice and guidance in relation to health and safety concerns
Understand their own individual responsibilities to request support in relation to health and well being related issues.
The e-learning module constitutes a baseline of training in the management and reduction of V&A and is mandatory for all NHSGGC employees. Its content includes definitions of V&A, employer/employee rights and responsibilities, risk assessment and risk reduction strategies, the law with regards to use of force for self defence and post incident considerations and reporting.
Learning Outcomes
By the end of the course delegates will be able to:
Identify how key legislative requirements are implemented in the organisation via policy, risk assessment, incident reporting, education and training
Identify the potential causes of violence and aggression in a range of healthcare settings
Identify the signs that indicate that an individual’s behaviour may escalate to aggression or violence and assess the risks of the situation.
Identify the importance of staff’s self awareness and effective communication skills in potentially violent and aggressive situations
Identify a range of de-escalation skills and tactics that may be implemented
Identify the key concepts of ‘reasonable force’ and give examples of how they may apply in practice
State the actions required following an incident in relation to immediate action, reporting, recording, incident review, investigating and supporting individuals involved.
The e-learning module introduces staff to equality legislation (Equality Act 2010 & Human Rights Act 1998) and contextualises within a health and social care setting using a range of video clips and practical exercises.
Learning Outcomes
By the end of the course delegates will be able to describe the equality legislation framework that applies to public sector bodies in Scotland and explain how it protects different groups of people from discrimination and unfair treatment.
This module will provide underpinning knowledge necessary to reduce the risk of musculoskeletal disorders caused by poor manual handling practice in the workplace.
Learning Outcomes
By the end of the course delegates will be able to:
Define the term “manual handling”
Outline how legislation applies to manual handling activities at work
Outline the management of manual handling within the organisation eg. policy, Scottish Manual Handling Passport, Organisation of education and support, access to Occupational Health, Incident Reporting
Describe the principles of ergonomics and risk assessment (formal and dynamic) in reducing the risk of manual handling injury
Identify the key areas and other related factors such as guideline weights to be considered when undertaking a manual handling risk assessment
Identify high risk activities/manoeuvres
Describe the potential impact on others of poor manual handling practice
Identify the risks involved in team handling
Describe importance of good communication in relation to manual handling
Describe the causes and effects of musculoskeletal disorders (MSDs)
State basic methods of promoting and managing their own musculoskeletal health both in and outside the workplace
GGC006 Public Protection – (Adult Support & Protection and Child Protection)
There are two modules to be undertaken.
Adult Support and Protection
This module provides an introduction to Adult Protection, raises awareness of the content and implications of the Adult Support and Protection (Scotland) Act 2007 and raises awareness of the existence of local Adult Protection guidelines and procedures.
Learning Outcomes
By the end of the course delegates will be able to:
Define the overarching principles of the Adult Support and Protection (Scotland) Act 2007
Define the terms “adult at risk” and “harm”
Demonstrate an awareness of the duties to report, inquire and investigate, co-operate and discuss how these relate to your own role
List the three types of protection order
Demonstrate an understanding of the rights of the adult at risk and special circumstances which may impact on those rights
Demonstrate awareness that social inequalities and discrimination may heighten risk of harm adults may be/may have been exposed to.
Child Protection Level 1: This module will provide basic signposting information for all staff regardless of role. It will give clarity to appropriate actions to be taken in the event there are concerns about a child.
This module describes the 10 basic infection control precautions that if applied correctly will greatly reduce the risk of infection in healthcare. Not all precautions will apply to all staff all of the time and therefore completing the module will allow you to determine which precautions apply to you in your specific role.
Learning Outcomes
By the end of the course delegates will be able to:
Understand why infection prevention and control matters to everyone
Describe what you can do to help to reduce infections occurring
Know who to contact for advice re optimising patient care
Know where to find further information and learning resources.
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.
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 NHSGG&C 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.
GGC009 Safe Information Handling (Information Governance)
This e-learning module explains the core concepts of safe and appropriate handling of personal and other information and describes the strategies and skills required to safely manage information.
Learning Outcomes
Following mandatory information governance training, staff should be able to:
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.
All staff must successfully complete the modules noted above every 3 years, with the exception of Fire Safety. All staff are now required to complete the General Awareness Fire Safety Training module annually. In addition to this, all Ward based staff must complete face to face evacuation training annually.
Module access
You can access all of the above modules on our online learning platform, Learnpro. To do this, please log on to LearnPro using the following link: LearnPro login page.
If you need to create an account then this can be done on the learn pro page under create account
Forgotten passwords and Log in details reset Information
If someone has forgotten their password for the Learn Pro system and needs it reset, then they can do this quickly and easily themselves, without any need to contact the L&E support team. Simply follow the steps below:
Click on the Forgotten password link
2- A box will appear below the password link for an email address to be added and send button clicked
3- A reset link will be emailed to email added above for the password to be reset
Certificates
Once you have successfully completed a module you will be able to produce a certificate from Learnpro. You can save this as a document for upload to a learning portfolio to support professional requirements such as CPD or revalidation.
Support
If you have any difficulty accessing Learnpro or a specific module, please contact LE Support on the Enquiry Portal : HR Portal – NHS GGC HR (service-now.com) or 0141 278 2700 (option 3) and a member of our team will be pleased to help you.
If you have forgotten your sign in details then please follow the forgotten login link to reset.
We have designed the modules to be easy and simple to use however if you would like some support to develop your computer skills to access these modules please contact Debbie Thompson, Core Skills Tutor.
Monitoring
Your compliance with the above modules will be monitored by the Board using a workforce information tool called MicroStratgey.
Your Line Manager will be able to access reports for their area(s) of responsibility, highlighting what stage of compliance each member of their team is currently at. In order to ensure that the modules you have completed on Learnpro are included on compliance reports, you must check that your Identification Number on Learnpro is your current NHSGGC payroll number.
As part of a proactive programme of empowering staff to keep track of their own statutory and mandatory training progress, a monthly notification email has been designed for all staff which provides an easy and quick way to view the status of your training and will go amber when you have 3 months or fewer remaining for each of the topics.
Additional training
In addition to completing the core statutory and mandatory training modules required for all staff in NHSGGC, you may also be required to undertake Role Specific topics depending on your role.
Your Line Manager will advise you of any additional training requirements you may need to complete.
