*Please note, we are experiencing a high volume of emails. Your email is very important to us and we will respond as soon as it is possible.
FAQs
Should I discuss my application with my manager?
Yes you must do this. There are several reasons for doing so which are detailed below:
Your application must have the support of your line manager – they need to complete a separate form that will be emailed to them directly. If these details are not all completed/ they do not support it, then your application cannot be considered. You must ensure that your Manager’s email address is entered correctly in your Application.
It is anticipated that the courses of study will be identified through the Personal Development Planning process.
You may need support with Study Leave.
The questions require you to outline the links between the learning and its application in practice and also its evaluation. As such you need to discuss these aspects with your manager in advance of making your application.
I have not been accepted on the course yet, should I still apply?
Yes – but you must inform us of progress.
I made a successful application last year and received 60%. Can I apply for the remaining 40% this year?
We cannot consider retrospective applications – all courses must commence between August 2024 and July 2025. You can only receive one award per element, module or identified year of a continuing programme, you can submit an application for subsequent modules or years though.
Can I apply for more than one course?
In order to ensure that as many people as possible can access funds, only one application per person will be accepted. Some courses are modular in design therefore an application for more than one module would be considered. You should check with the Bursary Administrator for specific guidance.
I’m planning to undertake a course over the next three years. Will I get ongoing support? Will I get the same amount each year?
The Bursary Scheme is available on a year-to-year basis, depending on the availability of funds. If your course is over one year, there is no guarantee of continued financial support for the duration of the course of study and you should make provision for this.
Continued support for any follow-up years will require a separate application. Subsequent applications should not just be a copy of the original or previous applications. Each application should reflect your developing knowledge and experience of the course of study and its relevance to the workplace.
Can I submit a joint application with work colleagues?
No – Bursary applications can only be submitted from individual members of staff and should reflect that person’s individual development needs.
I have a temporary contract – am I still eligible?
The principles outlined in Section 6 of the Information Pack would still apply. You should contact the Bursary Administrator for a more detailed discussion of the nature of the temporary contract.
I might be applying for a post with another NHS Board. Can I still apply for a Bursary?
You can still submit a Bursary application but you must inform the Bursary Administrator if your job application is successful. An award will not be made if you leave NHS Greater Glasgow and Clyde before commencing the course. If monies have been paid to you or to the education provider they will be reclaimed.
Are there any strings attached?
You must confirm that you have explored the alternative funding sources and that these are either unavailable or do not cover the full course fees, prior to accepting any bursary offer made to you.
The applicant will be required to remain in employment with NHS Greater Glasgow and Clyde for two years following the date of the awarding of the qualification. However, when an employee leaves NHS Greater Glasgow and Clyde, but remains within the NHS then the benefit of shared learning across the wider organisation is acknowledged and monies will not be reclaimed.
The application form asks if I have sourced alternative funding – Do you know of any alternative sources of funding or supports with learning?
All applicants must have sought alternative funding prior to making their bursary application. Some of the main funding routes are:-
Local Service Budgets
Applicants should speak to their line manager to discuss funding availability or contribution to funding.
SAAS – Student Award Agency for Scotland
Please follow this link to find out about funding available for students studying part time.
Individual Training Account – Skills Development Scotland
If you are a member of a professional body you may find that grants or scholarships are available.
NHSGGC and University of West of Scotland Service Level Agreement
There is a Service Level Agreement (SLA) between NHSGGC and University of the West of Scotland to help nurses and midwives in NHS Greater Glasgow and Clyde access accredited programmes / modules at the University of the West of Scotland (UWS). Further information available through the following StaffNet link:
Different opportunities for assistance across the organisation may be available at various times of the year to support developments and practice – check with your line manager to discuss further.
NES
NHS Education for Scotland offers a wide ranged education and training support for both clinical and non-clinical staff in Scotland. This can include some financial support. See the website for further details.
Other supports
Adult Learners
HR Connect – Adult Learners The information in this linked page has been developed with the help of NHS Greater Glasgow & Clyde staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job. It contains links to a range of supports for staff.
What if I don’t know the outcome of my application/ request for alternative funding?
You need to indicate this in the relevant section of the application form. If you are successful in receiving a Bursary Award, you will be asked to confirm that you have sought and either not been successful in securing alternative funding or that the level of funding does not cover all the course fees.
When will I know if my application has been successful?
All staff and their line manager will be contacted by email to advise of the outcome of their application. Due to the nature of the disbursement process, outcomes will be advised by end of July 2024.
Can I submit a previous application?
You must submit a new application each year personal to you. Your application should reflect the current year’s study, the associated learning outcomes and your current year PDP.
When completing my application, can I save and continue later?
No. The system does not support save and continue later. We advise that you type your responses into a Word document and paste your response into the application.
I work for the Local Authority in a Health & Social Care Partnership. Can I apply for the NHSGGC Bursary?
No. As the Bursary is funded by NHSGGC Endowments Funds, the Bursary can only support Staff employed directly by NHSGGC. You must have an NHSGGC pay number starting with either G or C.
Application Pack
Please read the information pack fully before completing your application –
We can only accept an application form submitted via the new online process. Please do not print out, scan and send or convert to PDF. If you require help with the application, or require the application in another format, please contact staff.bursary@ggc.scot.nhs.uk or LE Support 0141 278 2700 (option 3).
It would be preferred that you use your NHSGGC email, however personal email address may be used. There has been previous issues with some external email providers. Your Line Managers NHSGGC email must be used.
For general Bursary queries, please contact staff.bursary@ggc.scot.nhs.uk or LE Support 0141 278 2700 (option 3). The closing date for applications is 23:59hrs on Thursday 2nd May 2024. No late applications will be accepted.
The Bursary Scheme is a competitive process and funding decisions are based on the information within the application form. It is therefore essential that staff consider carefully the content of their application and discuss it fully with their line manager to secure their support prior to submitting the application form. All applications are considered and scored by a number of reviewers, independently of each other and referred to a disbursement committee as appropriate. Whether or not a Bursary award is made and the amount of money a successful applicant receives depends on the criteria being met and overall score.
The Staff Bursary Scheme is a competitive process and a large number of applications are received each year. It is therefore essential that you read the Information Pack before applying and ensure that you comply with all aspects of the Application Checklist before submitting your application.
Guide to the Application Questions
Each question is scored separately (with the exception of questions 1 and 6 which are scored together) and the information below gives guidance on how to approach the questions.
The Bursary Scheme is a competitive process and funding decisions are based on the information within the application form. Its therefore essential that you:-
Discuss your application fully with your manager prior to completing it,
Reflect on how the learning can relate to your job role/future development. It’s about the difference it will make.
Ensure that you have answered all of the questions.
Answer all parts of the question fully – this is not about writing more for each question, but ensuring that you respond specifically to what is being asked.
The following notes provide guidance as to the expected responses. Actual responses should reflect your experiences, expectations and hopes in relation to the course of study. These should be illustrated with recent examples.
Why have you chose this particular course of study? Please provide professional as well as personal reasons.
Responses will generally focus on the purpose and importance of the course of study and the consequent development of knowledge and skills. This may also include a brief comment on the potential impact on patients, colleagues or team. This will be the focus for your response to Questions 3 and 4.
Responses could also include reference to building on previous learning experiences and the identification of personal learning styles and preferences.
Comments on personal interest in learning or commitment to the particular course of study or contribution to the fulfilment of personal and career aspirations would also be appropriate. Please note that question 6 provides the opportunity to offer more general comments on personal aims, expectations and motivation.
How does this course of study link to your most recent Development Review or Appraisal and your current PDP – Personal Development Plan (or your own objectives if no recent PDP)? Please provide specific examples, outlining why they are important.
It is expected that responses will:
Offer reflections on most recent review or appraisal and PDP and why aspects are important.
Identify specific KSF dimensions, key result areas, objectives, CPD outcomes and competencies as appropriate.
Explain how the course will link to and support these.
How will you apply your learning to support appropriate NHSGG&C work objectives (e.g. local team/ department or corporate service objectives)?
Prior to answering this question, you need to discuss the application of your learning with your line manager.
Responses should detail not just how the learning will be applied but also what the local/service/organisational objectives are and how this learning will specifically support these.
Examples could include the application of e.g.:
clinical skills
management competencies
communication skills
research, training
and the relationship to e.g.:
local or corporate objectives/themes
national guidelines (SIGN, QIS)
professional policies, procedures or standards
What positive changes would patients/customers in NHSGG&C see as a result of you undertaking this learning? Please provide examples.
Responses should identify actual developments and changes (or proposed) changes to practice. These could include development or expansion of services, support for other team members, service users or patients, improved effectiveness and efficiency of a service. Again, discussion with your manager is key regarding this.
How will you evaluate the learning from the course of study (including evaluation of the course of study as well as evaluation of the impact on the service as appropriate)?
Evaluation of the course of study could include written assessments, supervised activities, group work, tutor feedback, personal reflection. Evaluation of the impact of learning on the service could include feedback from managers, colleagues, patients, formal audit, peer review, personal reflection. *Please answer in relation to both the course of study and its impact on services
Please provide any additional information in support of your application.
Use this question to provide additional information or expand on responses in question 1.
E.g. career path, wider impact of the course of study (national or international), management support, potential further learning, personal challenge, financial incentive provided by the Bursary Scheme.
Guidance for Managers
The Staff Bursary Scheme is available to all directly employed staff who currently work within NHSGG&C – from any service area, discipline or grade. It’s just one of a range of resources to support the development of staff and their ongoing learning.
I’ve just heard about this – what next?
The Bursary Scheme is generally available in the spring of each year, if funding is secured. Make sure that staff know about this opportunity – discuss it at team meetings and with members of your team – promote it as another route to support their individual development in line with service objectives.
A member of staff is interested in submitting an application – what should I do?
When the scheme is open, it’s essential that you discuss their application with them. The application must be supported by staff’s line manager for it to be considered. Key things to discuss include:
How does it link to their PDP/Learning needs?
What outcomes are they hoping to achieve?
How could they apply the learning within their work and how does this link to work objectives (at team/service/organisational level)?
How would the learning and impact of it be evaluated?
These are all areas covered in the application form – your support in discussing these can greatly assist in taking their application forward as an integral part of the PDP and Review process.
Staff must also explore all alternative funding sources prior to applying. Any awards made are on the condition that staff have done so and that alternative funding is either not available or does not cover the full course fees. After your member of staff has submitted an application, you will receive an auto-generated email with links to an online form to demonstrate your support. If you do not complete this form, the application will be withdrawn and the member of staff notified.
What alternative sources of funding are there?
There are a range of potential funding sources – see the ‘Other Resources and Support’ page for further details.
How will we know if the application has been successful?
All staff who submit an application will be contacted by the Bursary Administrator to confirm receipt of their application. If they don’t receive confirmation within 24 hours of submitting it, they should contact the Bursary Administrator direct. All staff will then be contacted by email to advise of the outcome of their application, and the manager will be copied into the email.
If Bursary Funding is awarded, does it cover every aspect of a course?
It only covers course fees – any additional costs such as travel, books and examination or accreditation fees are not included.
Applications must come from individual members of staff, reflecting their own development needs. If the course of study it essential to service development, then alternative funding must be sought.
If a member of staff’s application is successful, will the funding cover the cost of all the course fees?
If a Bursary Award is made, it is on the condition that the member of staff has first explored/applied to all alternative funding sources and that these have either been unsuccessful or if secured, they do not cover the full cost of the course fees.
The amount of funding awarded depends on the score given to the application, the number of applications received and overall level of funding available. The total funding available to an individual is capped. As such, any Award made, may not cover the full course fees. The Bursary Scheme is also available on a year by year basis subject to the availability of funding. As such, if a course lasts more than one year, there is no guarantee of continued financial support and employees are advised to make provisions for this when applying.
What other supports do we need to think about?
This will vary depending on the nature of the course – e.g. how long is it, is it during the member of staffs normal working hours etc., how can this be supported/ accommodated. Any study leave will be at the managers’ discretion, however managers must not discriminate between full and part time staff.
It is also important to regularly discuss progress and the application of learning – just as you would with any other learning or training opportunity, as part of the PDP process. An annual evaluation of the Scheme will take place in the autumn. This will focus on applicants’ progress with study and future study plans as well as the impact on personal, clinical and organisational objectives. In order to gather the relevant data applicants and managers will be contacted annually to participate in a survey.
Other Resources and Support
There are a range of resources and support open to staff both within and out with NHSGGC – some of these are outlined below:-
Local Service Budgets
Applicants should speak to their line manager to discuss funding availability or contribution to funding.
Individual Training Account – Skills Development Scotland
These used to be called ILA’s and can offer up to £200 depending on eligibility. Individual Training Account
Profession-Specific Support
If you are a member of a professional body you may find that grants or scholarships are available.
NHSGGC and University of West of Scotland Service Level Agreement
There is a Service Level Agreement (SLA) between NHSGGC and University of the West of Scotland to help nurses and midwives in NHS Greater Glasgow and Clyde access accredited programmes / modules at the University of the West of Scotland (UWS). Further information can be found on the Specialist Nursing Pages on StaffNet.
Other Organisational Financial Supports
Different opportunities for assistance across the organisation may be available at various times of the year to support developments and practice – check with your line manager to discuss further.
NES (NHS Education for Scotland)
NHS Education for Scotland | NES offer a wide ranged education and training support for both clinical and non-clinical staff in Scotland. This can include some financial support. See the website for further details.
Other support
Adult Learners
Adult Learners – NHSGGC The information in this linked page has been developed with the help of NHS Greater Glasgow & Clyde staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job. It contains links to a range of supports for staff.
Other Learning & Development Information can be found as follows:-
Accepting Your Award – Confirmation of Acceptance 2023-2024
Congratulations on your Bursary Award. Please follow the process below to ensure that your Provider is paid promptly.
1. You should receive an email from the Staff Bursary Team advising you of your award.
2. When you have secured a place on your chosen course, and have a starting date, please fill out the Confirmation of Acceptance form on this page.
3. To complete the Confirmation of Acceptance, you must ensure that each section is fully complete. Please ensure that you include your Providers email and full postal address.
4. When you have completed your Confirmation of Acceptance, please email this back to staff.bursary@ggc.scot.nhs.uk remembering to include your proof of course fees for the Bursary year. This can be an email from your Provider, a screenshot from your Provider’s website etc..
If your Confirmation of Acceptance Form is incorrectly completed, is incomplete or if you have not attached your proof of course fees, the form will be returned and could result in either late or non-payment of your course fees.
In all cases, your Confirmation of Acceptance and Proof of Course Fees must be received by the Staff Bursary Team by 8th July 2024. Any invoices received after Friday 19th July 2024 could result in non-payment of your Staff Bursary.
If you have any questions about the process or want to discuss your individual circumstances, please email staff.bursary@ggc.scot.nhs.uk or phone the LE Support Line on 0141 278 2700 (option 3).
This area is relevant to staff who supervise or manage staff or services in NHS Greater Glasgow and Clyde including Service Managers in integrated roles working in our Health and Social Care Partnerships who are not employed by NHSGGC, but they manage NHSGGC staff in their teams.
You will find links to advice and guidance, information about development opportunities and access to the booking process for programmes offered by NHSGGC.
Current courses
Essential Skills for Managers
This 1½ day programme will support you in developing key day-to-day skills and confidence required to manage people and resources. We will focus on four interrelated themes:
Communicating and Influencing
Organising and Delegating including Performance and Time Management
Managing Change
Problem Solving and Decision Making
This programme complements, the New People Managers and Supervisors Induction Pathway and the People Management Programme (policies and managing people) with essential, but sometimes taken for granted, management skills.
This programme also replaces the ILM programme which covered similar topics.
The programme is open to current and aspiring managers.
There are numerous management resources available, but it can be difficult find what is right for you. Here are a few that that we have found useful.
The Knowledge Network
This is a national knowledge management platform for health and social care in Scotland. It is developed and maintained by the Knowledge Services group at NHS Education for Scotland. The Leadership and Management section will be of particular interest.
The Good Practice pages (also accessible from The Knowledge Network) offer a wide range of ‘bite-size’ learning opportunities (often less than 10 mins). Typically they provide hints and tips, templates and models you can use. To access you will need to follow the Good Practice link (may require an Athens account).
Examples include:
Learning and Development – Top tips for coaching (4 mins)
HR – 5 things managers can do right now (3 mins)
Leadership and Strategy – How to answer questions about change (5 mins)
Managing People – Delivering feedback (10 mins), How to delegate (6 mins)
Personal skills – Building self confidence (3 mins)
Projects and Operations – Introduction to continuous improvement (5 mins)
Health Management Online
Health Management Online offers an extensive catalogue of literature, research, links to resources and educational programmes.
Leadership and Management Zone
A recently developed (and growing) Leadership and Management Zone can be found on Turas Learn. The site plans to offer a range of helpful resources whether you are an experienced manager or thinking about pursuing a management/supervisory role.
Open University
Free Open University courses can be downloaded for use on tablets, kindle etc. Each course has a guide to the number of hours study. For example, ‘Managing and Leading People, takes 8 hrs and is at level 3 Advanced.
You can now book a place on the course using the eESS Login (scot.nhs.uk) Learner self-service facility. Guidance on how to search for Learning and Development on eESS OLM can be found here:
As an organisation supporting a diverse range of learning and education opportunities we have designed this page to support the needs of adult learners. Our content has been developed with the help of NHSGGC staff who have taken a step back into learning, looking to adapt to workplace changes and to apply new knowledge, skills and approaches in their job.
By highlighting routes for guidance and support and celebrating the achievements of learners we hope to encourage people of all backgrounds or ages, to be inspired to give learning a go.
“In NHS Greater Glasgow and Clyde we believe learning is for everyone regardless of age or stage of career. Learning can help us prepare for new roles in our constantly changing organisation. Effective learning is a partnership between the learner and NHSGGC. The aim of these pages is to help you access the kind of learning that suits you. We want every member of our staff to have equal access to learning, education and development which is relevant to their needs.”
Lyndsay Lauder, Head of Workforce Planning & Development
Quick Guide to Internal Training and Meeting Facilities
The following information provides guidance to two internal routes for accessing training and meeting room facilities in NHSGGC:
NHSGGC Work Space Manager
This is an online self booking system which offers access to a wide range of rooms across NHSGGC with seating capacity from under 20 to a maximum of 120.
Work Space Manager (WSM) is the general booking system for the range of meeting and training rooms in NHSGGC. WSM provides the facility to search for venues using date, location and required resources.
When a user accesses Work Space Manager (WSM) for the first time, they will be required to login; the login will be their email address with a blank password. Once logged in, they are presented with the application set to the highest level of location hierarchy. The nature of the application allows for multiple levels of locations before ending in a floor plan where the resources may be found.
Teaching and Learning Centre, Queen Elizabeth University Hospital Campus
This is a purpose built teaching and learning centre with a 500 seat capacity lecture theatre plus a range of small (6-15 seats), medium (40 seats) and large (70 seats) teaching rooms.
An appendix is available at the end of this page to provide a quick guide to some of the sites across NHSGGC indicating small, medium or large venues.
The centre was developed jointly by NHSGGC and The University of Glasgow. It represents an investment of £27 million providing a state of the art learning and teaching environment for University of Glasgow undergraduate medical and nursing students as well as students studying on a variety of clinical science postgraduate programmes. It also provides postgraduate training facilities for medical staff and a large variety of NHS professionals thus ensuring we train the next generation of doctors, nurses, scientists, clinical academics and support staff to the highest standards.
Three floors of this purpose built centre are dedicated to teaching and learning. The fourth floor is a purpose built, £5M Clinical Innovation Zone which accommodates the Stratified Medicine Scotland-Innovation Centre, a University of Glasgow-led, Scotland wide collaboration with industry that is a leading initiative in the field of ‘precision medicine’, a National Centre of Excellence for the UK Precision Medicine Catapult, and incubator units for industry.
The following list is a summary guide to sites in NHSGGC that offer venues currently available via Work Space Manager (WSM) and the Teaching and Learning Centre, Queen Elizabeth University Hospital Campus. The search function on WSM offers the opportunity to narrow done the search to meet the specific requirements of the event.
This list is not exhaustive and there may be other venues located in NHSGGC that are not included in this sample of small, medium and large venues.
Our induction film welcomes you with the aim of highlighting our values and ambitions and to outline the ethos of patient centred care in 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 fairness and equality and take a zero tolerance approach to all forms of discrimination.
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 our 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 NHS Greater Glasgow and Clyde.
The Employability Service offers specialist guidance and advice to all NHSGGC services to support local delivery of our organisation’s workforce employability objectives. The overarching aim is to support development of an appropriately skilled workforce from a diverse background which will meet current and future service demands.
The Employability Service supports:
Development and implementation of a wide ranging strategy for employing young people and other under represented groups within the workforce in partnership with NHSGGC service managers
Comprehensive project management and delivery of the NHSGGC Modern Apprenticeship programme, in line with NHSGGC objectives, nationally set targets, workforce plans and service redesign
Promotion of NHSGGC as an employer of choice by raising awareness of the broad range of jobs, apprenticeships and careers, and pathways into these, through a range of methods including: development of a new suite of on line careers resources, a revised model of schools work experience and schools engagement programme
Development of new pathways into employment for 16-24 year olds, in partnership with NHSGGC services and external stakeholders, with provision for under represented groups with specific barriers to employment
Ongoing development and management of the NHS Glasgow and Clyde Schools Work Experience Programme.
If you are passionate about what you do and would like to inspire the next generation of NHSGGC Employees then sign up to our Careers Ambassador Register.
Participation is voluntary and you can offer to support from a little as one event a year.
‘Digital learning has progressed rapidly to cover a wide range of formal course-based e-Learning packages and products together with a huge variety of complementary or alternative techniques, such as sharing knowledge or links to resources via social/interactive media sites and viewing / participating in online lectures, webinars, podcasts or blogs’ (CIPD, 2020)
The following provides a guide to identifying and developing digital educational methods that complement or replace classroom-based training:
How do I get started?
Digital Learning can be a combination of methods including informal and self-directed activities (e.g. making use of web-based resources) and structured interventions using virtual environments (e.g. Cisco Webex, MS Teams) or eLearning. Whether it is newly commissioned training (perhaps resulting from a Training Needs Analysis) or a revision of current provision then following these basic principles will help to identify the most appropriate learning method(s) and preparation for a virtual session if that is required.
Purpose/Outcomes: A clear statement of why the training is necessary and what participants are expected to achieve e.g. specific knowledge, particular skills, transferable skills, better understanding, behaviour change.
Audience:
Who they are and why they have been identified e.g. single discipline, multi-disciplinary team, self-selection, mandatory. An understanding of these factors will encourage buy-in from participants.
Essential to identify potential barriers to access and mitigate as far as possible.
Digital literacy, vital to recognise that not all staff may have the skills or confidence to engage effectively with some aspects of Digital Learning.
Disabilities e.g. supporting a deaf colleague in a virtual environment such as MS Teams.
Important that delegates have line manager support as this will aid follow-up and application of learning.
IT access. Do staff have access to equipment and appropriate software? Some staff may use their own devices e.g. home PC, so you will need to ensure that they are provided with guidance to check for potential access issues.
Will there be an expectation that staff will use their own devices e.g. smart phones to access an app?
Also important to acknowledge the participant’s physical environment e.g. will they have distractions when accessing MS Teams.
Ensure that when planning the session you include opportunity for engagement and interaction where possible.
Evaluation, assessment and reporting requirements:
Evaluation can aid measurement of value/effectiveness. An assessment may be required to confirm achievement to an agreed standard.
The reporting on evidence of attainment may also be required and consideration given to the most appropriate mechanism e.g. eESS.
Planning for virtual environments (if required) e.g. MS Teams:
Promotion (or participant identification) and booking process.
Joining instructions – date, start time, duration, session link and any supplementary material.
Session planning (further guidance below).
You may also find this Digital Learning Planner useful to help you consider and plan a digital learning experience.
Digital Learning Options
This table sets out a range of common approaches to Digital Learning. These approaches are not mutually exclusive and can (and should) be used in combination.
Resources
Here are two great resources that you should check out:
NES provides guides and resources which include an introduction to MS Teams, a guide to transferring face to face training online as well as dates of facilitation training sessions.
The College Development Network has produced this really well structured, up to date site that you should not miss.
The following pages offer more specific guidance on the respective approaches. They can be used in combination and a ‘blended’ approach can produce better outcomes.
This resource is being redeveloped. More training will be added when it is confirmed new sessions are scheduled in 2022.
Communications training currently available can be accessed from the headings below:
Anticipatory Care Planning (ACP) Communication Skills Training
We have developed a training session to help staff reflect on the best way to incorporate ACP conversations into their everyday practice.
Provider: Macmillan ACP Programme Team
Duration: 2 hours
Bereavement Awareness Sessions for Staff
These brief sessions aim to increase your understanding, and help you feel better informed and more confident in communicating with and supporting grieving families.
Provider: Child Bereavement UK/NHSGGC Bereavement Service
This Workshop is licensed and is appropriate for all staff groups. The Sage and Thyme Workshop is based upon evidence relating to core communication skills, psychological assessment and support.
The three hour workshop, run by three facilitators, teaches up to 30 delegates on how to use a structured approach for getting in and out of a conversation with someone who is upset or distressed, while providing basic psychological support. The workshop uses a mix of small group work, lectures and interactive rehearsals based on participant’s scenarios to teach and demonstrate a structure approach to noticing distress, hearing concerns and responding helpfully.
NB. In addition to the calendar sessions this training can also be delivered on request to teams or groups.
Provider: Acute Palliative Care Practice Development Team
Communication Skills – Realistic Conversations: Skills To Support TEP Conversations
A Treatment Escalation Plan (TEP) is a communication tool which is helpful in hospital when a person with serious illness has the potential for acute deterioration or may be coming towards the end of their life. Sometimes doing everything possible may actually lead to harm – to more suffering and distress rather than less – and without any particular gain. What can be done and what should be done may not necessarily be the same thing. Treatment Escalation Plans should be discussed and made based on personalised realistic goals rather than ‘one size fits all’ treatment.
The aim of this module is to provide staff with a general understanding of the Anticipatory Care Planning process. The module is in 6 sections, each covering a different aspect:
What do we mean by Anticipatory Care Planning?
Who needs an Anticipatory Care Plan
Why is Anticipatory Care Planning required?
When should an Anticipatory Care Plan be discussed?
How do we have good Anticipatory Care Planning conversations?
Where can we store and access Anticipatory Care Planning information?
This course is designed to help delegates to understand what assertiveness is, and when to use it. Assertiveness can improve performance and help with the management of difficult people and situations.
There are over 4000 Deaf people using British Sign Language (BSL) in the NHSGGC area. By law, we must provide an interpreter for our Deaf patients, both at health appointments and when they are in hospital. This new video has been produced to show staff how and when to book a British Sign Language Interpreter for patients. It explains why it is so essential to provide interpreting support for our Deaf patients and looks at additional methods of communication.
Provider: LearnPro – Equality and Human Rights Team (CIT)
Duration: 1-2 hours
Conflict and Challenging Behaviour
This course is suitable for staff who have minimal direct contact with patients or members of the public but may be exposed to occasional verbal abuse e.g. in reception areas where staff work behind desks or screens. This course focuses on risk assessment, self awareness, proactive service delivery and good communication skills. Access this training in the Specialist Subject section of LearnPro.
In order to manage conflict you will need to learn about the causes of conflict and how you can minimise the effects or prevent conflict from occurring. It is also important to know what do if conflict does occur in order to support your team and deal with any adverse effects.
This module will help you understand the value of giving feedback in the workplace, as well as knowing when and how to give it. It is also important that you are able to receive and deal with feedback in order to develop yourself and build constructive working relationships with your colleagues.
An increasingly important communication skill for anyone involved in supervisory management is that of managing effective meetings. Whether the meetings are low key or of great significance, the principles and issues are the same when it comes to chairing them successfully and this module will guide delegates through the skills and tasks required to master.
This module offers you the opportunity to explore the principles and practices of the NHSGGC Carers Pathway, how carers are identified, provided with relevant information and signposted to support.
The Learning and Education service offers a range of development opportunities for all staff from entry into post and throughout the span of your career. From formal qualifications to learning pathways, we will provide you with practical solutions tailored to your needs. This may be by completing a work based qualification, attending a tutor led session or using online learning resources.
Our Learning, Education and Training Catalogue outlines information on the wide range of tutor led and online courses that are available. Access to online learning is flexible and resources can be accessed from mobile devices, work or home PCs at any time.
Your learning and development should be discussed and reviewed with your line manager or supervisor throughout the year and at your annual Personal Development Planning and Review conversation. Your agreed learning will then be recorded electronically in your Personal Development Plan.
Support for learning is outlined in the section on our staff NHSGGC Bursary Fund.
Contact LE Support Unit
Please use the HR Self-Service Portal for your request and ensure that you add the link to your Favourites for easy access.
If your enquiry is urgent or you would prefer to talk to one of the Learning and Education Assistants please contact us by telephone 0141 278 2700 option 3. The team are available at the following times:
Monday – 10.00am until 3.00pm
Tuesday – 10.00am until 3.00pm
Wednesday – 10.00am until 3.00pm
Thursday – 10.00am until 3.00pm
Friday – 10.00am until 3.00pm
User videos have also been created in order to provide a clear demonstration of how to log an enquiry or request for LE support . The video can made full screen by clicking on the ‘Fullscreen’ arrows at the bottom right of the video.
Forgotten Passwords and Log in details reset (LearnPro and TURAS)
Learnpro
Click on the Forgotten password link
2- A box will appear below the forgotten password link for an email address to be added and send button clicked
A rest link will be emailed to email added above for the password to be reset
TURAS Appraisal
1 – 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
In House Training and Meeting Room Facilities
If you are planning an event in NHSGGC you should consider delivering this online using MS Teams. If it is essential to use a physical space for your event and require a room(s), there are two internal contacts that you may find helpful in locating the room that best suits your requirements.
Please note that currently all venues are subject to physical distancing guidelines and you should check facilities at time of booking.
When your lead employer is NHSGGC and you are on placement within the West Region the following payroll and expense forms will apply.
ePayslips
Your payslips are electronic through the NHSGGC ePayroll system. Once your details are uploaded on the payroll system you will receive a secured envelope detailing your user name and password.
Below you will find User Guide and Frequently Asked Questions.
