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.
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.
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.
‘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.
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 12 pm
Tuesday – 10.00am until 3.00pm
Wednesday – 10.00am until 3.00pm
Thursday – 10.00am until 3.00pm
Friday – 10.00am until 12 pm
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.
When your Lead Employer is NHSGGC and you are on placement within the West Region the following policies, procedures and guidelines below will apply.
For copies of placement board policies please contact your placement board. If you are on placement in Greater Glasgow and Clyde please refer to HR Connect.
If you are on placement within the West Region and are a GPST, Occupational Health, Public Health, or National Programme Trainee you should refer to the NES HR Policies & Procedures.
NHS Scotland has 4 lead employers for doctors and dentists in training:
NHS Greater Glasgow and Clyde: West Region
NHS Lothian: East Region
NHS Grampian: North Region
NHS Education for Scotland: GP Training and National Programmes.
NES is the Lead Employer for all GP and National Programme trainees with the 3 other Lead Employers covering the other specialties and foundation trainees on a regional basis.
The other Boards continue to host trainees on placement as part of the training programme, they are known as ‘Placement Boards’. Whilst the Employing Boards have employment responsibilities, the Placement Boards continue to have clinical governance responsibility and operational management for those engaged in providing clinical care to Placement Board patients. The Lead Employer model has been developed in partnership with the British Medical Association.
To support this work the Turas platform has been extended to include Turas People, an application that now assists medical staffing/ HR colleagues in employment related workflows, facilitating the provision of information between trainees, Placement Boards and Employing Boards, reducing duplication across systems and assisting in ensuring that the trainees get paid accurately.
We hope these changes have improved the Doctors and Dentists in Training employment journey as follows:
Less employment related administration and duplication of information provided
A single contract of employment for the duration of a programme
Reduced tax issues
Continuous service with one employer making it easier for you to access employee benefits
Clearer employment arrangements for money lenders (e.g. mortgages, cars and credit rating).
Dental Trainees
In December 2021 all Dentists in Specialty Training transferred to NHS Education for Scotland (NES) employment. This move seeks to align the contract of employment to a National Board, provide consistency in business processes, and as a result improve the dental trainee employment journey.
This transfer has been agreed in partnership and consultation taken place with current Employing Boards and the British Dental Association.
For terms and conditions for resident doctors and dentists please visit the MSG Website.
Standing Operating Procedures
Placement Boards deliver employment related activity on behalf of the Employing Boards, these can be found in the Standard Operating Procedures (SOPs).
Contact Us
Your placement will determine which Board you should contact if you have a query. Please see list of Placement Boards below.
The Workforce Employability Service offers specialist guidance and advice to all NHS Greater Glasgow and Clyde 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 Workforce 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 NHS Greater Glasgow and Clyde service managers
Comprehensive project management and delivery of the NHS Greater Glasgow and Clyde Modern Apprenticeship programme, in line with NHS Greater Glasgow and Clyde objectives, nationally set targets, workforce plans and service redesign
Promotion of NHS Greater Glasgow and Clyde 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 now refereed to Career Insights and schools engagement programme
Development of new pathways into employment for 16 to 24 year olds, in partnership with NHS Greater Glasgow and Clyde 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 Careers Insight programmes.
There is more to working in the NHS than Doctors and Nurses – the NHS employs people in more than 350 different roles.
The Workforce Employability Team supports Schools, employability organisations and community groups to promote the NHS as an employer of choice and help people develop a better understanding of NHS jobs and careers and pathways into these.
The following resources should help your students and clients explore a wide range of NHS careers and help them better understand that there is an NHS career is for them that matches their interests and skills and meets their aspirations.
Routes into the NHS – Infographic
Find the pathway to an NHS career that matches your skills and experience:
NHSGGC is keen to ensure that school pupils have access to accurate information in relation to NHS careers and pathways and recognise our role providing advice and guidance in the school environment. Our schools engagement programme aims to inform, educate and entertain. We help broaden pupils job aspirations, tackle stereotypes about jobs and careers and most importantly highlight the huge range of career opportunities and career pathways within the NHS.
Our engagement programme supports your school’s careers provision as it will help your pupils to link their subject choices to career pathways and supports student aspirations through supportive encounters with employers, employees and role models. We engage with schools through a range of activities:
NHS Careers Ambassadors
Careers events
Virtual visits.
NHS Careers Ambassadors
Our NHS Profession Ambassadors work in a wide range of roles. They can talk to your students about their specific profession, raise awareness of the wide range of NHS Careers, host discussions to support subject choice and share their own career stories. We can tailor session for a specific age group or subject area or Job Family.
Our school visits programme can include virtual visits to schools. These visits can take the form of:
Q&A session specific to a profession
General advice and guidance on subject choices
NHS careers pathways and entry routes
Apprenticeships awareness sessions
Mock interviews.
What you need to know when making a request
There is no charge for the visit or talk
We will prioritise requests from schools within the NHSGGC Board area. If you are outside our catchment area please contact the HR Department for your local health board for support
We will endeavour to support any request attendance at careers events and parents evenings however we give priority to schools within SIMD 1 and 2 areas or schools who have not had a visit from us before.
How to Organise a Visit
Although we endeavour to arrange a session at your school, we may redirect your visit request to one of our timetabled events or sessions.
1. Decide which of the sessions we offer is most suitable for your class or year group
You may want to bring a number of classes together or ask our Ambassador or the Careers team to address an assembly.
2. Contact us with your request
We will endeavour find a suitable Ambassador you but please note that our Ambassadors are also NHS Professionals delivering a service to patients therefore a minimum of 4 weeks notice is required and we cannot always guarantee your preferred date(s).
Email your request with as many details as you can give us by emailing mark.goldie@nhs.scot
3. Let us know your objectives
For example, is it to support a particular subject area or to give a general overview as part of the careers programme? Please give details about the age of your students so we can tailor the talk.
4. Prepare your students
Tell your students about the visit/session. Ask them to think of questions they’d like to ask. If possible, share these questions with the Ambassador in advance.
5. Please allow enough time
We suggest our Ambassadors deliver a 15-30 minute talk followed by 15-30 minutes of questions and discussion.
Be prepared to remain with your students to ensure the visit/session runs smoothly.
6. Follow up
Consider follow-up lessons relating to the curriculum or careers. Your feedback is important. Please complete the online evaluation we will send you.
Terms and Conditions
By completing our request form you are agreeing to our terms and conditions.
We do our best to honour our bookings but we cannot guarantee against staff unavailability, illness, adverse weather conditions, transport problems, or other factors beyond our reasonable control.
If we cannot complete a planned visit, we will tell you as soon as possible and offer you the opportunity to make alternative arrangements.
If you can no longer host the scheduled visit, please tell us as soon as possible to allow us to either cancel the visit or reschedule it for a later date.
Future Nurse Programme
The Future Nurse campaign is a partnership between NHS Scotland Health boards and the Scottish Government to engage directly with pupils in primary schools and learn what Nurse does and to tackle gender stereotypes – its not just for girls.
The project was initiated by Colin McNulty, Senior Nurse Manager at NHS Grampian, who found that attitudes and ideas about nursing are formed as early as primary school for most children.
NHSGGC is currently planning a Future Nurse programme for Primary Schools
