Supporting the development of your staff is an essential part of your role. It ensures your team members have the competence and confidence to provide the best possible service. This learning resource explores how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
How the Learning Resource works
The resource has 2 core elements and links to a wider learning pathway.
learnPro e-Learning Module (GGC:166 NHS Knowledge and Skills Framework) contains a range of information and resources to provide underpinning knowledge on the KSF Personal Development Planning and Review process and on good practice in developing your staff. It can be accessed on the learnPro platform and can be found under the CPD tab.
Virtual Sessions (1.5 hours) are also available for Reviewers and Managers with the focus on the application of learning around this, in particular to:
Give participants the opportunity to reflect on their role in developing their staff
Identify ways to make reviews more meaningful in practice
Identify key actions to progress KSF PDP&R in participants own area
Who is this Learning Resource aimed at?
Any Manager or KSF Reviewer in NHS Greater Glasgow and Clyde who has responsibility for managing or reviewing NHSGGC staff in their teams. This includes Managers and KSF Reviewers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC and require to support NHS staff with their KSF PDP&R.
Pre-Requisites
For Reviewers/ Managers who are attending the Virtual Sessions within this resource, there are some pre-requisites prior to attending. They should:
Complete the learnPro e-Learning Module (GGC 166 NHS Knowledge and Skills Framework) which provides underpinning knowledge and resources
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner Self-Service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Course dates
Monday 7th September 2026, 11.00 am – 12.30 pm (MS Teams)
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via Login (scot.nhs.uk).
If you have any queries around the KSF PDP&R process, please contact the Learning and Education Support team on 0141 278 2700 option 3.
Was this helpful?
Yes
No
Thanks for your feedback!
What is AHP Staff Bank and when will it commence?
A partnership project group was established to explore the implementation of an NHS Greater Glasgow and Clyde Allied Health Professional (AHP) Bank to support the management of both planned and unplanned staffing shortfalls across AHP services.
Building on the Board’s existing Staff Bank arrangements, the introduction of an AHP Bank provides services with greater flexibility to plan for periods of increased demand, workforce pressures, annual leave, and other absences, while maintaining safe and effective service delivery.
The AHP Bank is being introduced on a phased basis. Radiography is the first professional group to be included and is currently the only AHP profession supported through the AHP Bank. It is anticipated that the following professional groups will be incorporated in future phases of the AHP Bank rollout:
Physiotherapy
Occupational Therapy
Speech and Language Therapy
Dietetics
Podiatry
Orthoptics
Prosthetics and Orthotics
Other AHP disciplines as identified
Who can apply for the AHP Staff Bank?
Initially, the AHP Bank will be open to existing AHP staff and external candidates who are not currently employed by NHS Greater Glasgow and Clyde. It is proposed that access to the AHP Bank will be expanded in a phased manner to support workforce flexibility and service resilience across the organisation.
Due to the scale and complexity of implementation, an incremental approach has been agreed by the AHP Bank Project Group, as outlined below:
Existing AHP staff will be able to join the AHP Bank within their current professional discipline and service area. For example, a Physiotherapist working within a specific service or locality would be able to undertake Bank shifts within that same area, subject to service requirements and competency requirements.
Existing AHP staff will be able to undertake AHP Bank shifts across a wider range of services and locations, where they possess the required skills, training, and competencies.
In addition, all NHS Greater Glasgow and Clyde employees who hold the appropriate professional qualifications, registrations, and competencies will be able to apply to join the AHP Bank, further increasing staffing flexibility and supporting the delivery of high-quality patient care across AHP services.
How do I apply for the AHP Staff Bank?
AHP staff who hold a substantive post within NHS Greater Glasgow and Clyde are eligible to join the AHP Bank through the internal application process.
This is on the basis that, as Bank workers, individuals are fully supported by their substantive line manager and are able to maintain high standards of patient care within their Bank role. Prior to completing and signing the reference, managers acting as sponsors should consider the individual’s suitability to undertake AHP Bank work, including their professional registration, mandatory training compliance, clinical competencies, and ability to work safely within the requested role and service area.
Internal applicants can access the AHP Bank vacancy and application information via the internal recruitment system.
Do you receive annual leave for working on the AHP Bank?
Yes, you accrue annual leave hours whilst working on the Bank. Annual leave can be requested by email to the Staff Bank.
Bank annual leave is accrued at a rate of 12.07% or 1 hour of leave accrued for every 8.29 hours worked. A maximum of 210 hours of leave can be accrued by a bank employee in any one financial year
What do you get paid for a Bank shift?
All bank hours are paid on a weekly basis.
As AHP Bank posts are aligned to the Agenda for Change band of the role being undertaken, you will be paid the appropriate hourly rate for the Bank post, based on your pay point within that band.
Any Band 3 hours worked that attract Saturday, night, or unsocial hours enhancements will be paid at an additional 37% above your basic hourly rate. These enhancements will be shown separately on your payslip.
Any Band 3 hours worked that attract Sunday or Public Holiday enhancements will be paid at an additional 74% above your basic hourly rate. These enhancements will also be shown separately on your payslip.
Band 3 entry rate: £15.48 p/h
Band 3 top rate: £16.71 p/h
Any Band 5 & 6 hours worked that attract Saturday, night, or unsocial hours enhancements will be paid at an additional 30% above your basic hourly rate. These enhancements will be shown separately on your payslip.
Any Band 5 & 6 hours worked that attract Sunday or Public Holiday enhancements will be paid at an additional 60% above your basic hourly rate. These enhancements will also be shown separately on your payslip.
Band 5 entry rate: £18.38 p/h
Band 5 mid rate: £19.63 p/h
Band 5 top rate: £22.89 p/h
Band 6 entry rate: £23 p/h
Band 6 mid rate: £24.01 p/h
Band 6 top rate: £28.89 p/h
Unsocial Hours Enhancements
All time worked on Saturdays (midnight to midnight):
All time worked on weekdays between 8.00pm and 6.00am
All time worked on Sundays (midnight to midnight)
All time worked on Public Holidays (midnight to midnight)
If I join the AHP Staff Bank, does my payroll number change?
A post with the Staff Bank is considered a second job, and therefore, you will retain your existing payroll number for your substantive role, and you will be assigned a new payroll number for your AHP bank role.
Furthermore, you will also receive the terms and conditions of employment for your AHP bank role.
Are there any tax implications if I join the AHP Staff Bank?
A post with the Staff Bank is considered a second job and can increase your overall tax liability, but understanding how to manage your personal allowance and tax codes can help you minimise any impacts. Further information is available via: Tell HMRC if you have a new job or more than one job – GOV.UK
How do I book an AHP bank shift?
Shifts can be booked via the Loop app or via the Staffbank Contact Centre on 0141 278 2555. The call handler will check to see what shifts are available on your provided dates and offer them to you. The more flexible you are the more work we will be able to offer you.
Can I change a booked shift for another shift elsewhere?
No, once you have committed to a shift the Staff Bank’s expectation is that you complete the booked shift.
Can I refuse to move wards/site from the ward/site I was originally booked for?
No, once a bank worker has accepted and agreed to undertake a shift, there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.
What happens if I need to cancel my shift?
To maintain high standards of patient care and staff safety, all Bank workers are required to follow the cancellation process when unable to attend a booked shift. During opening hours (8.00am – 8.00om, 7 days a week), please contact the Bank Office directly at 0141 278 2555. If you need to cancel outside of these hours, notify the clinical area at the earliest opportunity and follow up with the Bank Office when it reopens.
I am a member of Scottish Public Pension Agency (SPPA). What are the pension implications?
If your substantive post is full time 37 hours (36 from 01.04.26) the maximum contributions an employee can pay is on 37 hours, therefore any Bank post is exempt from SPPA contributions. Or, if your substantive post is less than full time, the hours worked up to the equivalent of 1929 per annum (1877 from 01.04.2026) would attract SPPA contributions. The auto enrolment for SPPA is activated with all contracts within NHS Scotland. Therefore, if you wish to opt out you must complete the opt out form, even if you have already completed one for your substantive role.
Was this helpful?
Yes
No
Thanks for your feedback!
Nominations for the Excellence Awards 2026 are now open
The Awards are designed to showcase the exceptional work taking place across NHSGGC every day, and recognise excellence in patient care, innovation, leadership, sustainability, staff wellbeing, volunteering and tackling health inequalities.
This is your chanceto celebrate the individuals, teams and initiatives making a difference across NHSGGC.
If a member of staff has made a real difference to your care or you have a colleague you think should be recognised, select the appropriate button below to place your votes.
Closing date for nominations isnoon on Friday 24 July 2026.
The People’s Choice Award recognises an individual, group, or team whose dedication, compassion, and commitment make a meaningful difference to the lives of people across Greater Glasgow and Clyde. This award celebrates those whose contributions often happen behind the scenes and may go largely unrecognised, yet have a profound impact on patients, families, colleagues, and communities.
Nominees embody the values of the NHS through exceptional care, kindness, and a willingness to go above and beyond their everyday responsibilities. Whether through small acts of support or sustained efforts that improve the experiences and outcomes of others, they demonstrate an unwavering commitment to helping people when they need it most.
This award shines a light on those unsung heroes whose work makes a real and lasting difference, inspiring others through their dedication and selfless service.
Nominations closed on Friday 24 July 2026.
Was this helpful?
Yes
No
Thanks for your feedback!
This page is dedicated to recognising the incredible work happening across NHSGGC. From innovative ideas and outstanding patient care to award wins and everyday acts of kindness, this is where we’ll shine a light on the people and teams making a real difference.
This page brings together newsletter editions for this sector, with updates, staff stories and practical information from across local services. Browse the latest issue or download previous editions below.
Our sector newsletters bring together the latest staff news, service updates and good news stories from across our services in one place. Each edition is available as a downloadable PDF, making it easier to read the latest issue and look back at previous editions.
Partnership working is fundamental to NHSGGC, this course aims to build confidence and capability in effective partnership working for all NHSGGC staff, especially managers and staff side reps.
Learning outcomes
By the end of the course delegates will be able to:
Familiarity with partnership working good practice
Familiarity with the Board Partnership Agreement
Roles and responsibilities in partnership working
The governance process and role of partnership forums
Who should attend?
All NHSGGC staff including any managers, supervisors and staff side reps.
Other modules on the People Management Programme (supported by the People Management Guide)
KSF Links
C1 Communication
C2 Personal and People Development
C4 Service Improvement
C5 Quality
G6 People Management
Course Dates
Wednesday 19th August 2026, 1.00 pm – 3.30 pm via MS Teams
Wednesday 21st October 2026, 1.00 pm – 3.30 pm via MS Teams
Wednesday 2nd December 2026, 1.00 pm – 3.30 pm via MS Teams – Booking opens 01/08/2026
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner self-service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Guidance on how to search for Learning and Development on eESS OLM can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via eESS Login (scot.nhs.uk)
If you need any information on specific course content, the venue or booking process, please do not hesitate to contact Learning and Education Support Team on 0141 278 2700 (Option 3).
Was this helpful?
Yes
No
Thanks for your feedback!
The guidance below outlines the steps that we can all take when we are concerned that a staff member has thoughts of suicide.
If the staff member says that they have a suicide plan then establish whether they have timescales, means and access to these. Ask are they planning to act now?
Explore with the staff member if they could identify a safety contact that they can speak to if needed. This might be a close family member or friend, but it can also be one of the support services listed below.
Support the staff member to make contact with suicide first aid resources below. This will help establish safety in the future.
Advise the staff member to contact their GP and arrange an emergency appointment, explaining the circumstances. If their GP is not open, they can call NHS24 as detailed above.
Check in later on: Make an agreement to check in with the staff member at a later date. They may need some time off work to visit their GP or other services.
Disable future suicide plans
Work with the staff member to keep them safe for now and help them disable their suicide plan. Helpful areas to discuss can be:
People who can help
Things that give me hope
Things I can do to keep myself safe
Explore protective factors such as people they care about and those who care about them.
Highlight any areas of hope that things might change in the future.
Signpost and help them to connect with same resources as in Connect and signpost.
Contact Emergency Services
If their suicide plan is immediate then you should contact Emergency Services by calling 999 and keep yourself safe.
After this, contact the Occupational Health Psychological Wellbeing Service (OHPWS) (ggc.OHPWS@nhs.scot or 0141 277 7623) to speak to a member of staff. Please note, this service is for planned care only, and we are unable to respond immediately.
As a manager you may consider arranging a Management Referral to Occupational Health to establish if there are work related changes that can help.
Check in later on: Make an agreement to check in with the staff member at a later date. They may need some time off work to visit their GP or other services.
Discuss their wellbeing
Have a discussion around their current wellbeing, with signposting and support services being part of that conversation. Explore who they might want to talk to about their low mood, such as friends or family members, if appropriate.
Arrange further check-ins to meet the staff member to ensure they feel supported. If you are not their manager, encourage them to speak to their manager so they can support them. If they do not want to do this, you may offer to do this on their behalf if they give permission. This can have a very big positive impact on the person and help them feel cared for.
Training
Suicide prevention training is available:
safeTALK – suicide alertness
ASIST – suicide intervention
For more information on training only, contact Larry Callary at larry.callary@nhs.scot or call 07811 529 620.
Was this helpful?
Yes
No
Thanks for your feedback!
The Personal Development Planning and Review Process (PDP&R) is a key part of our commitment to support the development of staff throughout their careers with NHSGGC. It’s designed to be a meaningful, Person Centred dialogue between staff and their reviewer, which can support engagement, health and wellbeing, and patient/service user outcomes. The PDP&R process encourages reflection and feedback, enables staff to be clear about what’s expected of them through agreed objectives and provides an opportunity to identify and review development needs and supports required for their current role and future career aspirations.
The Once for Scotland PDP&R Policy sets out a unified approach that applies to all employees, regardless of role or the specific PDP&R process/recording tool they use. It reinforces the importance of high quality PDP&R conversations starting from induction onwards, ensuring all staff are appropriately trained and developed in line with the Staff Governance Standard.
We have a ongoing programme of Collaborative Conversations – which is your chance to help shape the future of learning within NHSGGC by sharing your experiences of PDP & Review, how Protected Learning Time is used and support for career development. Details of the next collaborative conversation sessions are being finalised, however you can contribute via our: Feedback Form
The resources below are designed to assist staff and managers to have meaningful PDP&R conversations and to record the outcomes effectively on TURAS Appraisal.
PDP & Review – Guidance for Managers and Reviewers
An important part of the PDP&R process is the conversation between reviewer and reviewee. The annual review provides an opportunity to build on the regular conversations that you have with your team throughout the year. This Guide for Managers/Reviewers gives information on the process, your responsibilities and how to get the most out of it.
The information below forms part of a Learning Pathway which details a range of resources to help you prepare for and conduct effective PDP & Review discussions with staff and ensure they are recorded on TURAS Appraisal.
Learning Resources
Developing Your Staff – Meaningful Reviews (People Management Module)
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 learning resource explores underpinning values, tools and techniques to support continuing development and how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
An important part of the PDP&R process is the conversation between the reviewer and the member of staff (the reviewee). The annual review provides an opportunity to build on the regular conversations about performance and development that you have had with your manager/reviewer throughout the year. This Guide for Employees gives information about the process, your responsibilities and how to get the most out of it.
There are a range of resources detailed within the Learning Pathway to help you prepare for and participate in effective PDP and review discussions with your reviewer and record these on TURAS Appraisal.
You can usually reset your password for TURAS Appraisal quickly and easily yourself, without any need to contact the Learning and Education support team.
Simply follow the steps below:
Click on the ‘Forgot your password?’ link.
Add email address and click ‘Send verification code’
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’.
This then allows the password to be reset
To add or remove staff from Managers Page on TURAS Appraisal
To add staff to a Managers page on TURAS Appraisal, please complete the Turas Staff List Template and submit to the Learning and Education Support Team via the HR ServiceNow Portal. This should be done for new staff or when staff move to another department.
If the member of staff is leaving NHSGGC completely – no action is required. Once terminated from the Payroll system they will automatically be removed from manager’s list on TURAS Appraisal.
Need help with TURAS Appraisal?
TURAS Appraisal is the recording tool for the KSF Personal Development Planning and Review (PDP & R) process and is designed to be used throughout the year to support your ongoing development in line with your job role, service requirements and career aspirations.
We use cookies to analyse traffic to our site and to enable certain functions such as forms and embedded videos. These do not collect personal information. By clicking "Accept All", you consent to our use of cookies, or you can customise the options.
This website uses cookies
Websites store cookies to enhance functionality and personalise your experience. You can manage your preferences, but blocking some cookies may impact site performance and services.
Essential cookies enable basic functions and are necessary for the proper function of the website.
Name
Description
Duration
Cookie Preferences
This cookie is used to store the user's cookie consent preferences.
30 days
CloudFlare provides web performance and security solutions, enhancing site speed and protecting against threats.
Sequence rules uses cookies to track the order of requests a user has made and the time between requests and makes them available via Cloudflare Rules. This allows you to write rules that match valid or invalid sequences. The specific cookies used to validate sequences are called sequence cookies.
session
cf_ob_info
The cf_ob_info cookie provides information on: The HTTP Status Code returned by the origin web server. The Ray ID of the original failed request. The data center serving the traffic
session
cf_chl_rc_m
These cookies are for internal use which allows Cloudflare to identify production issues on clients.
session
__cfruid
Used by the content network, Cloudflare, to identify trusted web traffic.
session
__cf_bm
Cloudflare's bot products identify and mitigate automated traffic to protect your site from bad bots. Cloudflare places the __cf_bm cookie on End User devices that access Customer sites that are protected by Bot Management or Bot Fight Mode. The __cf_bm cookie is necessary for the proper functioning of these bot solutions.
session
__cflb
When enabling session affinity with Cloudflare Load Balancer, Cloudflare sets a __cflb cookie with a unique value on the first response to the requesting client. Cloudflare routes future requests to the same origin, optimizing network resource usage. In the event of a failover, Cloudflare sets a new __cflb cookie to direct future requests to the failover pool.
session
_cfuvid
The _cfuvid cookie is only set when a site uses this option in a Rate Limiting Rule, and is only used to allow the Cloudflare WAF to distinguish individual users who share the same IP address.
session
cf_clearance
Whether a CAPTCHA or Javascript challenge has been solved.
session
cf_use_ob
The cf_use_ob cookie informs Cloudflare to fetch the requested resource from the Always Online cache on the designated port. Applicable values are: 0, 80, and 443. The cf_ob_info and cf_use_ob cookies are persistent cookies that expire after 30 seconds.
session
__cfwaitingroom
The __cfwaitingroom cookie is only used to track visitors that access a waiting room enabled host and path combination for a zone. Visitors using a browser that does not accept cookies cannot visit the host and path combination while the waiting room is active.
session
cf_chl_rc_i
These cookies are for internal use which allows Cloudflare to identify production issues on clients.
session
cf_chl_rc_ni
These cookies are for internal use which allows Cloudflare to identify production issues on clients.
session
Statistics cookies collect information anonymously. This information helps us understand how visitors use our website.
We use Microsoft Clarity to understand how users interact with our website, including information such as clicks, scrolling and navigation behaviour, to help improve our services.
Microsoft Clarity uses cookies and similar technologies. These are only set if you accept analytics cookies.
If you choose not to accept analytics cookies, Clarity will operate in a limited mode using non-cookie-based data, which does not track users across pages or visits.
The data collected is behavioural and technical in nature and does not directly identify individuals. Sensitive information such as names, email addresses and form inputs is automatically hidden and not recorded or viewed.
Some information, such as device and approximate location data will still be collected and is treated as personal data in accordance with data protection legislation.
This will not be used for any purpose other than analytics and will not be used to identify you.
We use Microsoft Clarity to understand how users interact with our website, including information such as clicks, scrolling and navigation behaviour, to help improve our services.
Microsoft Clarity uses cookies and similar technologies. These are only set if you accept analytics cookies.
If you choose not to accept analytics cookies, Clarity will operate in a limited mode using non-cookie-based data, which does not track users across pages or visits.
The data collected is behavioural and technical in nature and does not directly identify individuals. Sensitive information such as names, email addresses and form inputs is automatically hidden and not recorded or viewed.
Some information, such as device and approximate location data will still be collected and is treated as personal data in accordance with data protection legislation.
This will not be used for any purpose other than analytics and will not be used to identify you.
