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.
Thursday 11th June 2026, 9.30 am – 11.00 am (MS Teams)
Wednesday 1st July 2026, 9.30 am – 11.00 am (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.
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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. Future dates will be promoted here or 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.
This page provides practical visa guidance for managers, staff and applicants on recruitment, employment and sponsorship. It explains common principles, highlights key risks, and signposts when specialist input is needed. This is general information only – formal advice will always be confirmed by the recruitment or Sponsorship Team before any decisions are made.
What you’ll find on this page:
how to word job adverts without discrimination
what you can and cannot do at shortlisting and interview
how assessment exercises should be run fairly
NHSGGC’s reporting obligations for sponsored staff
how and when to request a Certificate of Sponsorship
NHSGGC’s position on certifying maintenance
how to request an ILR support letter
simple explanations of common visa routes you may encounter
Understanding visa routes is important for anyone involved in recruitment, employment, or career planning within NHSGGC. Different visas carry different rights, restrictions, and responsibilities, and these can affect how people apply for roles, how managers recruit, and how staff are supported in employment.
The summaries that follow give a high-level, practical overview of the most common visa types you are likely to encounter in NHSGGC. They are not a substitute for formal advice – individual circumstances vary, and the recruitment or Sponsorship Team must always confirm eligibility before any decisions are made.
Skilled Worker Visa
The Skilled Worker visa allows people from outside the UK to work in a specified job for a UK employer that holds a sponsorship licence, such as NHSGGC. It is based on your job meeting certain skill and salary requirements, and you must normally have a job offer before you can apply. The visa gives you permission to work in the role named on your Certificate of Sponsorship and stay in the UK for the duration of your employment and in line with the immigration rules at the time of application.
Key points
You must comply with visa conditions (e.g. reporting changes to your employer that might affect your status).
You must have a valid Certificate of Sponsorship from a licensed sponsor.
The role must meet minimum skill level and salary thresholds set by the Home Office.
You can usually bring dependants (e.g. partner and children) if you meet the criteria.
You have the right to work in the UK in the job named on your sponsorship.
This is general guidance only. Specific eligibility and conditions must be confirmed by the Recruitment or Sponsorship Team before formal advice is given.
Health and Care Worker Visa
The Health and Care Worker visa is a specific route for qualified health and care professionals from outside the UK who have a job offer from a UK employer with a sponsorship licence, including NHSGGC. It lets people come to the UK to do an eligible health or social care role that meets the Home Office’s skill and salary requirements. This visa can be easier and cheaper to apply for than some other work visas, but it still depends on your job and personal circumstances.
Key points
You must have a valid Certificate of Sponsorship for an eligible health or care role.
The job must meet specific skill and salary requirements set by the Home Office.
It usually allows you to bring dependants (partner and children) if you meet the criteria.
You gain the right to work in the named role for the period of your visa.
You must follow the visa conditions and report changes that might affect your status.
This is general guidance only. Specific eligibility and any conditions must be confirmed by the recruitment or Sponsorship Team before formal advice is given.
Student Visa
A Student visa allows a person to live in the UK mainly for the purpose of studying at a recognised educational institution. It is tied to a specific course and sponsor (the university, college, or training provider), not to an employer. The visa gives limited permission to work in the UK alongside study, but the primary purpose must remain education.
Key points
You must be sponsored by an approved education provider and enrolled on an eligible course.
You can usually work only within set limits (hours and type of work depend on your course and level of study).
You cannot normally work full time during term time unless a specific exemption applies.
You may be able to bring dependants in certain circumstances, depending on your course level.
Your permission to stay in the UK is linked to your studies and attendance, not to employment.
This is general guidance only. Specific rights, restrictions, and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
Graduate Visa
A Graduate visa allows someone who has successfully completed an eligible UK degree to remain in the UK for a limited period after their studies. It is not tied to a specific employer or job, which means the holder has flexibility to work or look for work. The visa is time-limited and cannot normally be extended beyond the period granted.
Key points
You must have completed an eligible course with a UK Student visa sponsor.
You do not need a job offer to apply for this visa.
You can generally work in most roles and at most skill levels, within UK law.
You can change jobs freely without needing employer sponsorship.
You cannot usually bring new dependants unless they were already in the UK as dependants on your Student visa.
This is general guidance only. Specific rights, restrictions and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
Family (Dependant) Visa
A Family (or Dependant) visa allows someone to live in the UK based on their relationship to another person who already has permission to be here, such as a partner, spouse, civil partner, or parent. The visa is linked to the status of the main visa holder rather than to an employer or a specific job, although it usually permits employment in the UK.
Key points
Your permission to stay is connected to the immigration status of the main visa holder.
You generally do not need employer sponsorship to work in the UK.
You can usually work in most roles, subject to any conditions on your visa.
Your right to remain typically lasts as long as the main visa holder’s permission (or until you apply to extend in your own right).
You must comply with any conditions attached to your visa.
This is general guidance only. Specific rights, restrictions and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
EU (Pre-)Settled Status
EU Settled Status and Pre-Settled Status are forms of immigration permission granted under the EU Settlement Scheme to eligible EU, EEA and Swiss citizens (and some family members) who were living in the UK before the end of the Brexit transition period. They are not tied to an employer or a specific job, and they allow people to continue living and working in the UK. The main difference between the two relates to how long a person has lived in the UK.
Key points
Settled Status (Indefinite Leave to Remain):
Normally granted where a person has lived in the UK for five continuous years.
Provides the right to live and work in the UK without a time limit.
Pre-Settled Status:
Usually granted where a person has lived in the UK for less than five years.
Allows the holder to live and work in the UK for a limited period, with the possibility of applying for Settled Status later.
Neither status requires employer sponsorship.
Holders can generally work in most roles in the UK, subject to standard employment checks.
Individuals must continue to comply with any conditions attached to their status.
This is general guidance only. Specific rights, restrictions and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
Indefinite Leave to Remain
Indefinite Leave to Remain (ILR) is a form of permanent immigration permission that allows a person to live and work in the UK without a time limit. It is not tied to any employer, job, or sponsorship, and it normally follows a period of lawful residence in the UK on an eligible visa route.
Key points
ILR gives you the right to live and work in the UK indefinitely.
You do not need employer sponsorship once ILR is granted.
You can generally work in any role, subject to normal employment checks.
You may still need to meet ongoing requirements (for example, absence limits from the UK).
ILR can normally support future applications for British citizenship, subject to eligibility.
This is general guidance only. Specific rights, restrictions and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
Other visa types
There are a range of other UK immigration routes that do not fit neatly into the main categories described above. These may include, for example, humanitarian routes, specialist work routes, or time-limited permissions linked to specific circumstances. The rights attached to these visas can vary significantly depending on the route, the conditions granted, and any restrictions set by the Home Office.
Key points
Permission to work may be full, partial, or restricted, depending on the visa type.
Some visas are not linked to an employer, while others may restrict you to a named sponsor or role.
The length of permission to stay in the UK can differ widely between routes.
Conditions attached to these visas can change if you apply to extend or switch routes.
Always check the specific conditions on the individual’s visa before making recruitment or employment decisions.
This is general guidance only. Specific rights, restrictions and eligibility must be confirmed by the recruitment or Sponsorship Team before any formal advice is given.
Recruiting International Staff
Recruiting international staff is an important part of how NHSGGC meets workforce need, but it must be done lawfully, fairly and consistently. Managers play a critical role in ensuring recruitment processes are inclusive, non-discriminatory and compliant with UK immigration and employment law.
The guidance below sets out practical principles for job adverts, shortlisting, assessment and interviews. It is designed to help you make confident decisions while avoiding common risks. Where immigration or right-to-work issues arise, you should involve the Recruitment or Sponsorship Team before proceeding.
Job Adverts
A job advert must not suggest you will exclude people because of their immigration status, nationality or visa needs. Stating “visa holders need not apply” or “no sponsorship available” can be discriminatory and could expose NHSGGC to legal risk under employment and equality law.
Hiring managers can explain whether the role meets eligibility for UK visa sponsorship in a neutral, factual way. This helps manage expectations without discriminating. For example, job adverts can include the following clause
This role does not meet the eligibility criteria for sponsorship under the Skilled Worker or Health and Care Worker visa routes.
NHSGGC must avoid phrases implying who can or cannot apply because of their nationality or visa status.
Shortlisting
When you shortlist, hiring managers must not make decisions based on an applicant’s current visa permissions or immigration status.
Managers can see a candidate’s immigration status during shortlisting, but this must not influence whether they progress to interview. This helps ensure fair, non-discriminatory selection.
A person’s current visa may be time-limited, but NHSGGC cannot predict future visa outcomes. You must not assume whether they will or will not be eligible to continue working later.
Treat international applicants the same as all others at shortlisting. Assess their skills, experience and suitability for the job first.
Decisions based on immigration status alone can risk indirect discrimination claims under UK employment and equality law.
What you should do:
Focus shortlisting decisions on job-related criteria only.
Leave consideration of immigration permissions and right to work compliance to HR or trained staff later in the recruitment process.
Assessment Exercises
When planning assessment exercises, you should choose the method that best evaluates a candidate’s experience, knowledge and skills. NHSGGC has a range of technology available, and in many cases it is reasonable for all assessment exercises to be conducted face-to-face.
Important points for you
Choose the format that best measures what the job requires. Don’t default to face-to-face without checking it’s the most suitable option.
Offer the same opportunity and access to all candidates, regardless of nationality, background, ethnicity, or visa status.
If you require attendance in person, make sure the need for this is clearly explained in advance in the job advert or assessment invite.
Example
Face-to-face reasonable: a practical skills assessment that cannot reasonably be done online (e.g. hands-on clinical demonstration).
Online reasonable: knowledge-based tests or interviews where technology can reliably assess the skills required.
Do
Confirm the rationale for your chosen format before inviting candidates.
Ensure candidates have equivalent access and support to take part.
Don’t
Apply different assessment formats because of someone’s visa status or perceived convenience.
Interview
When you interview candidates, you should focus on assessing skills, experience and fit for the job. You can also capture factual information about a person’s visa and right to work status where this is necessary to plan next steps, but you must not use immigration status to disadvantage or screen out candidates at interview.
Key points for hiring managers
Interviews must treat all candidates equally, regardless of nationality, background, ethnicity or visa status. UK discrimination law forbids disadvantaging candidates based on protected characteristics including nationality.
You should ask factual questions about a candidate’s right to work where it helps you plan recruitment timing and compliance. For example:
Can you confirm when your current right to work expires?
Do you need the role to be sponsored under a visa route?
Only ask this to understand timing and compliance needs, not to make selection decisions.
You must not reject or score down a candidate simply because they need a visa; decisions should be based on job-related criteria first.
Right to work checks (e.g. checking identity documents or digital status) usually happen after interview and before offer.
Do
Keep interview questions factual and job-focused.
Explain why you’re asking about right to work and how the information will be used.
Refer enquiries about visa permissions to the Recruitment Service if you need help interpreting responses.
Don’t
Use someone’s immigration status to decide who to interview or score them lower.
Ask speculative or irrelevant questions about someone’s future visa eligibility.
Managing visa holders
Managing staff who hold a sponsored visa carries additional responsibilities for both managers and employees. These responsibilities exist to protect the individual’s right to work in the UK and to ensure NHSGGC remains compliant with its Home Office sponsor licence duties.
The guidance below explains what changes must be reported, when to act, and who to contact. It is intended to help you manage day-to-day employment confidently while avoiding risks to the employee’s visa status or to NHSGGC’s sponsorship obligations.
Your responsibilities as a manager of visa-sponsored employee
If NHSGGC is sponsoring a member of your team on a Skilled Worker visa or a Health & Care Worker visa, you have a duty to notify the Sponsorship Team about certain changes so NHSGGC can meet its Home Office reporting obligations and protect both the employee’s immigration status and our sponsor licence.
You must contact ggc.sponsorship@nhs.scot before a change happens where feasible. If a change has already occurred, you must notify them as soon as possible.
Important – system changes are not enough Even if you have already recorded a change on eESS or SSTS, this does not update the Home Office sponsorship record. You must still email ggc.sponsorship@nhs.scot so the change can be reviewed and reported correctly.
You must tell them if any of the following apply to a sponsored employee:
Change of job (including role, duties, or grade).
Change of work location (new base, secondment, or permanent move).
Change of contracted hours (increase or reduction).
Change of salary (including pay protection, allowances, or acting-up arrangements).
Any period of leave (excluding annual leave) – including:
sick leave
maternity, paternity, parental, shared parental or adoption leave
jury service
industrial action
special leave
unauthorised absence
If the employee plans to leave NHSGGC, or their employment ends for any reason.
These reporting duties apply only where the individual is sponsored by NHSGGC under a Skilled Worker or Health & Care Worker visa.
You do not need to report these changes for staff who hold other immigration permissions (for example Student, Graduate, or Family/Dependant visas), although you should still manage those changes through normal HR processes.
If you are unsure whether something needs to be reported, email ggc.sponsorship@nhs.scot for advice before acting.
Your responsibilities as a visa-sponsored employee
If NHSGGC is sponsoring you on a Skilled Worker visa or a Health & Care Worker visa, you have a duty to notify us about certain changes so we can meet our Home Office reporting obligations and protect both your immigration status and NHSGGC’s sponsor licence.
You must tell us by emailing ggc.sponsorship@nhs.scot before a change happens where feasible. If a change has already happened, you must notify us as soon as possible.
You must tell us if any of the following apply:
Change of job (including role, duties, or grade).
Change of work location (new base, secondment, or permanent move).
Change of contracted hours (increase or reduction).
Change of salary (including pay protection, allowances, or acting-up arrangements).
Any period of leave (excluding annual leave) – including:
sick leave
maternity, paternity, parental, shared parental or adoption leave
jury service
industrial action
special leave
unauthorised absence
If you plan to leave NHSGGC, or your employment ends for any reason.
These reporting duties apply only if you are sponsored by NHSGGC under a Skilled Worker or Health & Care Worker visa. If you hold another type of immigration permission (for example Student, Graduate, or Family/Dependant visa), you do not need to report these changes under NHSGGC’s sponsorship duties – although you may still need to inform your manager for normal employment reasons.
If you are unsure whether something needs to be reported, email ggc.sponsorship@nhs.scot and they will advise you.
Request For Support
There are a number of situations where you may need formal support from the NHSGGC Sponsorship Team in relation to your visa or right to work. This could include requesting a Certificate of Sponsorship, seeking clarification about your immigration position, or asking for documentation to support a Home Office application.
The guidance below explains when and how to make these requests, what information you will need to provide, and what you can expect in terms of timescales. If you are unsure whether you need support, it is always better to contact the Sponsorship Team early rather than waiting until a deadline is close.
Certificate of Sponsorship
A Certificate of Sponsorship (CoS) supports your visa application, but it is not automatic and is never guaranteed. Every request receives a fresh, case-by-case assessment. We do not rely on precedent, past decisions, or what has happened for other colleagues.
Your eligibility can change over time. Being suitable for a CoS once does not mean you will be suitable again later. Decisions depend on the immigration rules in force at that moment, which change regularly.
When should I request a Certificate of Sponsorship?
You should normally request a new Certificate of Sponsorship no more than three months before the end of your current visa. Requests made earlier than this may be rejected as premature.
Example
If your visa expires in September 2027, you should not request a new CoS until June 2027 at the earliest.
If your circumstances change unexpectedly (for example your visa is curtailed, or you receive new immigration correspondence), contact ggc.sponsorship@nhs.scot for advice before waiting.
How your case is assessed
When considering a CoS, the Sponsorship Team will review factors such as:
the role you are doing and its skill level
your salary and whether it meets the visa route requirements
your current immigration status (if you already hold a UK visa)
how much time you have left on that visa
any other personal circumstances relevant to compliance
NHSGGC’s responsibilities around public spend
Because these elements differ for every person and every point in time, each application stands on its own merit.
What you must do if you are assigned a CoS
If NHSGGC assigns you a Certificate of Sponsorship:
follow all instructions from the Sponsorship Team exactly
submit your visa application within the required time limit
provide any information or evidence they request without delay
tell the team immediately if your circumstances change
Certifying maintenance means that a sponsor confirms you have enough funds to support yourself in the UK for your visa application, so you do not need to show your own bank statements.
NHSGGC’s default position
NHSGGC will not certify maintenance as its default policy. This means you will usually need to meet the Home Office financial requirement yourself, using an accepted alternative method (for example, your own bank statements).
This is a local policy choice. Other organisations may certify maintenance; NHSGGC does not, as standard. As a result, the maintenance box on your Certificate of Sponsorship will normally remain unticked.
An exception can be reviewed only if you can evidence that not certifying maintenance would disrupt either:
your recruitment into NHSGGC, or
your ongoing employment with NHSGGC.
If you want an exception to be considered, you must submit a clear, evidence-based case to ggc.sponsorship@nhs.scot. Each request is assessed solely on its own facts; approval for one person does not set a precedent for anyone else.
If NHSGGC agrees to certify maintenance
Maintenance would be certified only for the main applicant, never for dependants.
Any maintenance money provided would be treated as an advanced salary payment.
The amount provided would align with Home Office rules.
The advance would be recovered through monthly payroll deductions until fully repaid.
If you are unsure whether you need to demonstrate maintenance, or how to do this, contact the Sponsorship Team before submitting your visa application.
Indefinite Leave to Remain (ILR) support letter
If you are applying for Indefinite Leave to Remain (ILR), you will normally need employer evidence about your work and your absences in the UK as part of your visa application. The NHSGGC Sponsorship Team can provide a standard ILR support letter that meets Home Office requirements.
A support letter for Indefinite Leave to Remain is different from a normal reference or confirmation of employment because it provides immigration-specific evidence (including your role, service, and absence history) in the format the Home Office expects for your visa application.
State your full name, payroll number, and the date you intend to submit your ILR application.
What to expect
The letter draws on several internal systems and requires multiple checks, so it can take several days to produce.
Once complete, you will receive a signed PDF copy by email for use in your immigration application.
If your circumstances are urgent (for example, an imminent visa deadline), tell the Sponsorship Team when you make your request so this can be factored into their review.
Frequently Asked Questions (FAQs)
The FAQs bring together the questions we get asked most often about visas, sponsorship and right to work at NHSGGC. They are designed to give you quick, practical answers without having to search through the full guidance above.
If your question isn’t covered here, or your situation is complex, email ggc.sponsorship@nhs.scot and the Sponsorship Team will advise you.
Recruitment and Right to Work
1. Do I need a visa to work for NHSGGC?
Not everyone does. You do not need a visa if you are a British or Irish citizen, have ILR, Settled Status, or certain other permissions. Others may need a visa depending on their nationality and immigration status.
2. What visa routes does NHSGGC sponsor?
NHSGGC can sponsor roles under the Skilled Worker and Health & Care Worker routes where the role meets Home Office eligibility rules.
3. How do I know if my role is eligible for sponsorship?
Eligibility depends on the job’s skill level, salary, and occupation code. Recruitment will confirm this for each post before advertising or offer.
4. Can I apply for a job if I need visa sponsorship?
Yes. You must not be excluded from applying because you need sponsorship. Eligibility is considered later in the process.
5. Why does my advert say “this role does not meet sponsorship criteria”?
Because the role does not currently meet Home Office requirements for sponsorship under the Skilled Worker or Health & Care Worker routes.
6. Can managers reject me at shortlisting because of my visa status?
No. Shortlisting decisions must be based on skills and experience, not immigration status.
7. When can right to work be discussed in recruitment?
It can be discussed at interview for planning purposes, but it must not influence scoring or selection decisions.
8. Can interviews or assessments be online?
Yes. The format should best assess the role. Face-to-face or virtaul assessments are acceptable where justified, but all candidates must be treated consistently.
Managing sponsored staff (reporting duties)
9. What changes do managers have to report for sponsored staff?
Managers must report changes including: job, location, hours, salary, significant leave (non-annual), or if the employee is leaving NHSGGC.
10. What changes do I have to report as a sponsored employee?
You must report the same changes to the Sponsorship Team: role, location, hours, pay, significant leave, or leaving NHSGGC.
11. Do eESS or SSTS updates replace Home Office reporting?
No. Updating eESS/SSTS does not update the Home Office. Managers must still email ggc.sponsorship@nhs.scot.
Certificates of Sponsorship (CoS)
12. When should I request a CoS?
Normally no more than three months before your current visa expires.
13. Is a CoS guaranteed?
No. Every request is reviewed case-by-case under the rules in force at that time.
14. What does the Sponsorship Team consider?
Your role, skill level, salary, current visa, time left on it, personal circumstances, and NHSGGC’s public spend duties.
Certifying maintenance
15. Will NHSGGC certify my maintenance?
No – this is not NHSGGC’s default position. You will usually need to meet the financial requirement yourself.
16. Can NHSGGC certify maintenance for dependants?
No. If agreed in exceptional cases, maintenance is certified only for the main applicant.
17. If maintenance is certified, how is it repaid?
It is treated as an advance of salary and recovered through monthly payroll deductions.
It can take several days because multiple systems must be checked before the letter is issued.
General help
20. Who should I contact if I’m unsure?
Always email ggc.sponsorship@nhs.scot before acting if you are uncertain about your visa, sponsorship, or reporting duties.
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Following a recent ballot, BMA Scotland has confirmed that resident doctors will strike in Scotland from 7am Tuesday 13th January to 7am Saturday 17th January 2026.
During this period of industrial action, the Board’s key responsibility is patient safety, and work is underway to ensure contingency rotas are in place across Acute Services, Mental Health and Primary Care.
This page contains information which will assist management with preparing for and managing strike action.
What is a Facilities Staff Bank and when will it commence?
A project group was established, in partnership, to explore the implementation of an NHS Greater Glasgow and Clyde Facilities Bank which will assist with filling both planned and immediate shortfalls in staffing levels on a daily basis.
Utilising the Board’s existing Staff Bank and expanding this to include Facilities employees would allow for Facilities services to plan staffing levels for periods of increased activity and to provide adequate service cover.
The Facilities Staff Bank will be implemented from November 2025 and will cover the following disciplines within Facilities:-
Band 2 Domestic Services
Band 2 Catering Services
Band 2 Portering Services
Internal Facilities staff can personally decide whether they wish to undertake any additional hours as a Bank shift or as per the existing excess / overtime arrangements. Existing Facilities staff will still be offered the same levels of excess/ overtime hours to ensure there is no detriment, and as per current arrangements. Any remaining unfilled shifts would then be offered via the Facilities Staff Bank.
Who can apply for the Facilities Staff Bank?
Currently, the Facilities Staff Bank is open to internal Facilities staff and external candidates (not working in NHS Greater Glasgow and Clyde). This will be further expanded in February 2026 for all NHS Greater Glasgow and Clyde to apply to join the Facilities Staff Bank.
Due to the scale of the project, an incremental approach has been agreed upon by the Facilities Staff Bank Project Group, which is as follows:
Phase 1 (October 2025)
Internal Facilities staff are able to join the Facilities Staff Bank within their current location and role. For example, a Domestic at QUEH could only undertake Bank Domestic shifts at QUEH.
Phase 2 (February 2026)
Internal Facilities staff are able to join the Facilities Staff Bank for all Facilities sites. All GGC staff are able to join the Facilities Staff Bank.
What if I currently work regular excess and / or overtime hours?
There will be no change to existing Facilities staff who currently undertake regular excess and/ or overtime hours. Any available additional hours will continue to be offered to Facilities staff who currently undertake regular excess and/ or overtime hours. Only shifts not covered by excess and overtime hours will be progressed as a Facilities Bank shift.
How do I apply for the Facilities Staff Bank?
Facilities staff that hold a permanent post within NHS Greater Glasgow and Clyde are permitted to join the Facilities Staff Bank through the internal application process.
This is on the basis that as bank workers you are fully supported by your substantive line manager in delivering high standards of care to patients within the Facilities bank role. Before completing and signing the reference managers acting as your sponsor should consider your suitability to undertake Facilities bank work i.e. relevant mandatory training and competency.
Do you receive annual leave for working on the Facilities Bank?
Yes, you accrue annual leave hours whilst working on the Bank. Annual leave can be requested by email to the Facilities Bank Contact Centre.
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?
As the Facilities Staff Bank posts are Band 2, you will be paid the same hourly rates depending on what point of the pay scale you are placed on.
For example, if you are currently at the bottom of the Band 2 salary (£25,694 per year/ £13.31 per hour) then this will be your salary for the Facilities Staff Bank post. Or, if you are at the top of the Band 2 salary (£27,900 per year/ £14.46 per hour), then this will be your salary for the Facilities Staff Bank post.
For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 44% for those hours on top of your basic rate of pay. These will be shown separately on your payslip for that week.
For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 88% for those hours on top of your basic rate of pay. These will also be shown separately on your payslip for that week.
All time on Saturday (midnight to midnight) and any weekday after 8.00pm and before 6.00am: Time plus 44%
All time on Sundays and Public Holidays (midnight to midnight): Time plus 88%
What are the differences in working a Bank shift compared to working excess or overtime hours?
There is a single harmonised rate of time-and–a-half for all overtime, with the exception of work on general public holidays, which will be paid at double time.
Part-time employees will receive payments for the additional hours at plain time rates until their hours exceed standard hours of 37 hours a week.
All excess and overtime hours are paid on a monthly basis.
All bank shifts are paid at plain time plus any unsocial hours enhancement, should it apply. Overtime rates do not apply for Bank shifts even if you work in excess of 37 hours per week.
All bank hours are paid on a weekly basis.
If I join the Facilities 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 Facilities bank role.
Furthermore, you will also receive the terms and conditions of employment for your Facilities bank role.
Are there any tax implications if I join the Facilities 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
I am on the Nursing Staff Bank as a Healthcare Support Worker. Can I also join the Facilities Staff Bank?
Yes, if you are registered on the Nursing Staff Bank as a Healthcare Support Worker you can also join the Facilities Staff Bank. However, as the initial 3 months of the Facilities Staff Bank implementation is for internal Facilities staff to work in their own role in their own area this will result in only being able to book Healthcare Support Worker bank shifts for your own hospital site.
After the initial 3 months of the Facilities Staff Bank implementation, internal Facilities staff with then have the option to book shifts on other sites and for other Facilities roles. At this point, you will also be able to book Healthcare Support Worker shifts for all areas if you have previously registered for this Staff Bank.
Do I need to undertake any additional training to join the Facilities Staff Bank?
If you are working in the same role on the same site for a bank shift, then you do not require any additional training.
If you wish to work in a different role and/ or a different site for a bank shift, then you will need to undergo training and induction for that role/ site.
How do I book a Facilities bank shift?
This is a plShifts 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.
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KSF Personal Development Planning and Review Process is an ongoing process and integral part of practice. It links to the wide range of organisational and operational support mechanisms in place for staff throughout their career with NHSGGC.
Induction
On commencing with NHSGGC, when changing roles or when returning from an extended period of absence, staff should receive an effective induction to support them in their role. This will enable objectives to be agreed and a Personal Development Plan to be developed to support their initial learning and application in practice. As such, it forms the initial stage of the ongoing KSF Personal Development Planning and Review process.Induction Portal
Staff Support and Wellbeing
The KSF PDP & Review process is a Person Centred approach. It links to ongoing wellbeing discussions with staff, provides a mechanism to discuss specific supports that staff may require and promotes open conversations for feedback highlighting recognition and appreciation of staff contribution. See the Staff Support and Wellbeing pages, HR Policies and Equality Diversity and Inclusion pages for further info on staff supports.
Career Development
The ongoing KSF PDP & Review discussions can also be an opportunity to discuss staffs wider career development and to include planning around this. The Career and Development Planning Framework pages are designed to offer a wide range of information to help plan development activities for staffs current post and prepare for future roles as part of a career pathway.
Learning, Education and Training Service
The Learning, Education and Training Service offers a range of development opportunities for all staff from entry into post and throughout the span of their career. From formal qualifications to learning pathways, we will provide you with practical solutions tailored to your needs. This might be by gaining a work based qualification, attending a classroom session (where appropriate) or via digital learning.
The Learning, Education and Training Catalogue outlines information on the wide range of tutor led and e-Learning courses that are available. Access to digital learning is flexible and resources can be accessed from mobile devices, work or home PCs at any time. You can also get support for learning through the NHSGGC Staff Bursary Scheme.
Organisational Development
The Organisational Development Pages also provide information on a range of interventions tools and resources to support ongoing development and learning including leadership development.
Professional Development
Individual professions will also have a range of resources available to support staffs ongoing professional learning and development.
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Below are the approved Minutes of Meetings of Area Partnership Forum Workforce & Strategy meetings from November 2024 onwards. To access Minutes of Meetings prior to November 2024, please contact the APF Administrator at kirstin.mckenzie@nhs.scot.
Engaging with staff side at the earliest opportunity is crucial for fostering a collaborative and supportive work environment, whether at a local level or boardwide. Early engagement ensures that staff members feel valued and heard, which in turn can lead to increased morale and productivity. By addressing concerns and ideas promptly, management can build trust and avoid potential conflicts, creating a seamless flow of communication. Furthermore, involving staff in decision-making processes from the outset cultivates a sense of ownership and accountability, which is essential for the successful implementation of policies and initiatives.
Please select the relevant area below with regards to engaging with the Area Partnership Forum (APF).
If further assistance is required, please contact the APF Administrator at kirstin.mckenzie@nhs.scot.
This Partnership Agreement has been developed jointly by the Board and the Trades Unions and Professional Organisations representing staff. The Agreement is designed to ensure staff are effectively involved in influencing the shape and implementation of decisions that affect their work, and offer managers the means through which staff views can be considered before taking the decisions for which they are responsible.
This Facilities Agreement, developed jointly by the Board and the Trade Unions and Professional Organisations representing staff, has been designed to establish a formal policy and procedure on trade union/professional organisation facilities. In developing the agreement cognisance was taken of the legal requirements placed on the Board, the Staff Governance Standard, and Partnership Information Network Policy and Practice.
How to Engage with the Area Partnership Forum
Seeking staff side representation differs depending on the Group you are requiring staff side input for. The link below is for seeking Board (APF) staff side representation, i.e. for Groups/topics that require a boardwide input/approach. If a local group only, please seek staff side representation via your local Staff Partnership Forum Staff Side Co-Chair and/or Deputy.
The Area Partnership Forum (APF) serves as a pivotal platform for collaborative decision-making and strategic planning within NHS Greater Glasgow and Clyde.
Its primary role is where the NHS Board and 14 recognised Trade Union and professional organisations work together to improve health services for the population of Greater Glasgow and Clyde, and to engage in negotiations with the aspiration of making NHSGGC an exemplar employer.
The Area Partnership Forum will be a powerful enabling force to:
Inform thinking around priorities on health issues.
Inform and test delivery and implementation plans in relation to national strategies.
Advise on workforce planning and development.
Advise on the delivery of the staff governance legislation.
Promote equality and diversity.
Promote and Engage in Partnership Working.
Providing a structured environment for dialogue, the Forum ensures that all voices are heard and contributing to the formulation of policies that reflect the collective interests of the community. The remit of the Area Partnership Forum includes identifying priorities, allocating resources effectively, monitoring progress, and evaluating outcomes to ensure continuous improvement. By promoting transparency, accountability, and inclusivity, the Area Partnership Forum plays a crucial role in driving sustainable development, and improving the quality of life for residents within the area.
Forum meetings are divided between meetings concerned with a broad strategic agenda and those with an agenda constructed around matters more specific to employee relations. Meetings are Co-Chaired by the Chief Executive, Employee Director and the Director of Human Resources and Organisational Development. The Forum provides formal reports to the Staff Governance Committee of the NHS Board.
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