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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 dialogue between staff and their reviewer.  It encourages reflection, enables staff to be clear about what’s expected of them 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 from induction onwards, ensuring all staff are appropriately trained and developed in line with the Staff Governance Standard.

For Agenda for Change Staff, the Knowledge and Skills Framework (KSF) underpins this and TURAS Appraisal is the electronic tool used to support the process and record the outcomes from it.

There’s still a chance to contribute to our Collaborative conversations to have your say and help shape the future of learning at NHSGGC by sharing your views on PDP & Review, access to learning time and career development here:  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.

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.

Resource details and booking information

Additional Information

NES Resources
HR Connect Useful Links
My PDP & Review Stories

Find out more about how the PDP & Review process is helping staff in NHSGGC.

Angus, a Modern Apprentice and his reviewer Stacey.

Professional Administration

PDP & Review – Guidance for Staff (Reviewees)

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 throughout the year.

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.

Additional Information

NES Resources
HR Connect Useful Links
My PDP & Review Stories

Find out more about how the PDP & Review process is helping staff in NHSGGC.

Angus, a Modern Apprentice and his Reviewer Stacey

Professional Administration

TURAS Appraisal System – Guidance

How can I access TURAS Appraisal?

Visit TURAS Appraisal website
Forgotten your TURAS Appraisal Password?

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.

Using TURAS Appraisal

Last Updated 9th September 2025

Learning Resource Overview

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.

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
  • Also all potential candidates should explore the People Management Guide.

Virtual Session

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

Thursday 18th September 2025, 9.30 am – 11.00 am (MS Teams)

Tuesday 7th October 2025, 9.30 am – 11.00 am (MS Teams)

Monday 3rd November 2025, 1.30 pm – 3.00 pm (MS Teams)

Wednesday 10th December 2025, 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.

Last updated: 11/09/2025

Frequently Asked Questions

How do I get access to the TURAS Appraisal system?

If you have previously logged on to your account and have forgotten your password you can reset it using the “Forgotten your Password?” link on the sign in page.

This quick guide gives information on the process for new staff. If you are a new user and you don’t have a username or password, please speak to your line manager who will contact Learning and Education to get you added to their TURAS Appraisal managers page and request a username and password for you. This will be issued by Learning and Education, direct to you, by e-mail.

I don’t see TURAS Appraisal when I login to my TURAS Account – why not?

You can’t add TURAS Appraisal into an existing TURAS account yourself. If you contact the Learning and Education Support Team via NHS Service Now or call 0141 278 2700 option 3 they will provide login details for your TURAS Appraisal account. You can continue with separate login details for your different TURAS applications or L&E Support will advise how you can get the National Digital Team to merge your accounts so that you have the one login for all TURAS applications.

Not all the staff are listed on my managers page that should be. How do I add staff?

To add staff to your Turas Appraisal account please complete the Staff List Template and send this to Learning and Education Support Unit via NHS Service Now.

The form has to be completed by the manager/PA only, not the staff member. Only new or missing staff are to be added to the form, existing staff members should not be put on.

I need to allocate some of the staff on my managers page to other people in my team to carry out their review – how do I do this?

You can easily do this from your managers page.

See the user guide for instructions: How to Assign KSF Post Outlines and Reviewers to Staff

I need to allocate new/different post outlines to some of the staff on my managers page – how do I do this?

You can easily do this from your managers page. See the user guide for instructions: How to Assign KSF Post Outlines and Reviewers to Staff

I’ve Retired and Returned and my TURAS Appraisal has all changed – what do I do?

The information relating to your previous posts is still visible to you however if you had staff assigned to you this will need to be updated. This quick guide gives information on what you need to do.

How can I access my teams progress reports to check compliance?

TURAS Appraisal now has live Team Progress Dashboards. Both managers and reviewers will be able to view live information for the staff that they have assigned to them on TURAS Appraisal including the compliance percentage of signed off reviews, status of reviews, information on PDPs, objectives and also a to do list where there are outstanding actions. Users guides below:

I know work is happening on Protected Learning Time and recording of it – How does it link to Personal Development Planning & Review and TURAS Appraisal?

Three National Workstreams have been established: 1) Core Training & Training Passport, 2) System modifications and 3) Measures. There is a working group at Board level in NHSGGC which links into these and takes forward the work. Further information is available on the Protected Learning Time Sharepoint page.

Additional Information

User Guides

To help you use and navigate TURAS Appraisal we have provided the following “How to” guides along with some other information:

The guide below provides you with information about what to record on TURAS Appraisal and when you should record it: What to record and when.

Managers and Reviewers – TURAS Appraisal Account

Keeping your TURAS Appraisal account up to date

To add staff to your TURAS Appraisal account:

  • Please complete the Staff List Template and forward this to the Learning and Education Support Team via the NHS Service Now Portal.
  • The form has to be completed by the manager/PA only, not the staff member
  • Only new or missing staff are to be added to the form, existing staff members should not be put on.

To remove staff from your TURAS Appraisal Account:

  • If the member of staff is leaving NHSGGC completely – No action is required. Once terminated from the Payroll system they will automatically be deleted from TURAS Appraisal
  • If the member of staff is moving to another department – contact the Learning and Education Support Team via NHS Service Now providing the name and payroll number of the member of staff to be removed

Assigning reviewer rights to members of staff that you want to review members of your team:

  • At this time only the Learning and Education Support Team can assign reviewer rights. To arrange this the manager of the person that reviewer rights is required for should contact the Learning and Education Support Team via NHS Service Now. Please provide name and payroll number of the person that reviewer rights is to be assigned to.

Assigning a reviewer and assigning/changing a KSF Post Outline for staff:

Reports

Reports are available from the Team Progress Dashboard on your TURAS Appraisal account. If you have manager or Reviewer access to the system and have staff assigned to your account you will automatically have access to the dashboard.

The Team Progress report will give you live information on compliance rate for your team with regards to reviews, PDPs and objectives. It also has a to do list to alert you if any actions are required.

KSF Post Outline Information

Approved KSF Outlines in NHSGGC

This link will provide you with information on all KSF post outlines for NHSGGC staff. You will be able to view the title, pay band, all dimensions and levels included in the KSF post outline.  

It does not included the level descriptions but you will find these in the documents below and also in the KSF handbook.

Occasionally there may be a KSF Post Outline on the spreadsheet that will not be on TURAS Appraisal. This is because on the day e-KSF was decommissioned the KSF Post Outline was not assigned to any members of staff, only KSF Post Outlines in use were migrated to TURAS Appraisal. 

Help and Support Contacts

Learning and Education Support Team

  • NHS Service Now Portal – Click on the L&E Icon and fill in the relevant fields. You will receive an acknowledgement which will include a ticket number for your query. How to raise a query through NHS Service Now Portal.
  • 0141 278 2700 (12700 internally) – choose option 3 for Learning and Education. Open 10.00am – 3.00pm, Monday to Friday

Please supply your GGC payroll number when you contact the team.  

This year the Chair, Dr Lesley Thomson KC, presented the Chair’s Awards of Excellence which recognise outstanding achievement, expertise and dedication in patient care. As with all our awards, they celebrate the incredible efforts of our wonderful staff.

The Celebrating Success Event was held on Wednesday 28th May 2025.

The winners were announced live on the night on our social media channels (follow the #ggcawards tag).

You can find out who the winners were and also view their photos and videos below.

Congratulations to all our winners!

Chair Award of Excellence Winner – The Fetal-Genetics Group at the Queen Elizabeth University Hospital

The Fetal-Genetics Group at the Queen Elizabeth University Hospital has been established to improve the experience for patients and families planning or undergoing a pregnancy where there is a known family history of a genetic condition and/or pregnancy loss.

The Fetal-Genetics Group combines the skills of Consultant Obstetricians, Specialist Midwives, Consultant Geneticists, Genetic Counsellors and Clinical Scientists to provide a truly multi-disciplinary approach that allows the most appropriate support and information and any genetic testing to be made available to this group of patients at the earliest opportunity and throughout their pregnancy and beyond.

Chief Executive Award of Excellence Winner – Scottish Epilepsy Register

The Scottish Epilepsy Register has been developed under the leadership of NHSGGC Consultant Neurologist Dr Craig Heath and Johnathan Todd, Head of Information Management. Epilepsy is one of the most common neurological conditions, with an estimated 55,000 people living with it in Scotland. The Scottish Epilepsy Register uses routine health data, collected via a clinical dashboard, to provide an alert to healthcare professionals following a key adverse event. Its main aim is to reduce excessive mortality and morbidity in epilepsy and to improve access to care and outcomes in people living with the condition. 

As part of the project, key pieces of clinical information are collected from other health boards which will be used to create a Scottish National Audit Programme for Epilepsy, allowing trends and outcomes to be tracked and monitored. Once fully established, the methodology could be applied to other chronic neurological diseases to improve disease recognition and management.

The William Cullen Prize for Excellence In Teaching and the William Cullen Prize for Service Innovation are awarded in collaboration with the Royal College of Physicians in Edinburgh.

The Celebrating Success Event was held on 28th May 2025.

The winners were announced live on the night on our social media channels (follow the #ggcawards tag).

You can find out who the winners were and also view their photos and videos below.

Congratulations to all our winners!

William Cullen Prize for Innovation Winner – Red Star Fracture Liaison Service based in the South Sector, led by Dr Maria Talla

The Fracture Liaison Service (FLS) aims to identify and treat patients over the age of 50 who have sustained a fragility fracture, and refer them for an assessment of their bone health in order to reduce their risk of subsequent fractures.

Dr Talla and her team have partnered with RedStar to develop a web-based clinician dashboard system known as RedStar FLS.

The dashboard has significantly reduced the time it takes for the Fracture Liaison Service to identify a patient who has had a fragility fracture, from an average of 15 months to 3 days. This allows prompt assessment and treatment initiation. An automated audit tool has been built into the dashboard and shows that the NHS GGC South Sector FLS is outperforming national FLS standards across the UK.

William Cullen Prize for Education Winner – Intensive Care Medicine in the Glasgow Royal Infirmary

Over the last year, this department has demonstrated an excellent profile in training all grades of doctors, from Foundation to Specialty resident doctors, and has been recognised in providing this in the Scottish Trainee Survey.

The department led by Dr Barbara Miles and her team performs well in many domains, and in particular in important areas such as induction and handover, creating a positive educational environment that is clearly appreciated by the doctors who work there.  There is a focus on learning through weekly MDT simulation scenarios and structured learning is provided in weekly education slots on site that can also be accessed remotely.

Our dedicated teams and individuals were nominated for the prestigious NHSGGC Excellence Awards by patients, visitors and staff. All of our staff have gone above and beyond in the past year and we asked to hear about your experience of outstanding care and for your nominations.

There are 7 categories in our Excellence Awards and the winners were announced at the Celebrating Success Event on 28 May 2025.

The winners were announced live on the night on our social media channels (follow the #ggcawards tag).

You can find out who the Gold Winners were, read about the Silver Winners who were shortlisted, and also view photos and videos in each of the categories below.

Congratulations to all our winners!

Better Care

This award recognises staff who provide and contribute towards incredible patient care improving everyday practices across NHSGGC.

Nominees

Cancer Older People’s service

The Cancer Older Peoples Service at the Beatson has successfully established and implemented a comprehensive Occupational Therapy service which is specifically designed to support older cancer patients. It is the only service of its kind in Scotland and uses targeted interventions to significantly improve functional outcomes for patients, as well as supporting their health and wellbeing. The team also concentrates on ensuring safe discharge for patients from hospital, and the best ways to avoid unnecessary hospital admissions. They will undertake a thorough assessment of a patient’s physical, psychological, and social needs, while also incorporating age-specific screenings and interventions into routine cancer care. 

Evaluation has shown positive improvements in clinical outcomes, patient satisfaction, and overall cost-effectiveness, with clear areas identified for further growth. The team is currently in discussion with other cancer centres across the country to share its framework, which has proven to be a highly transferable model. 

Charley Mcdowall – Transition clinic within Inverclyde CAMHS

Charley is a specialist mental health nurse working in the Child and Adolescent Mental Health Service in Inverclyde. She spearheaded the development of a dedicated ‘transition’ clinic for older adolescents after identifying a gap in care for this group. Previously, those aged 17 or over who were waiting for assessment and/or treatment were frequently transition to adult services when they turned 18. The new clinic provides immediate access, assessment and treatment for young people aged 17 years and 6 months and older. 

This initiative has provided timely access to care and treatment for mental health concerns, and has facilitated further assessments and exploration of diagnoses such as autism spectrum disorder and attention deficit hyperactivity disorder, as well as cognitive difficulties. The results have been overwhelmingly positive, including improved mental health outcomes for young people, prevention of deterioration, timely neurodevelopmental diagnoses and treatment, and a reduction in referrals to adult mental health services.  

Hannah Grant, Advanced Practice Dietetic Led Coeliac Service NHSGGC 

Hannah has successfully transitioned the Coeliac Disease service from a consultant-led to a Dietetic Led Coeliac Service, marking a significant advancement in patient care. This initiative addresses the lifelong management of Coeliac Disease, which requires the strict elimination of gluten from the diet. Over the past two years, Hannah has implemented a streamlined process ensuring timely access to diagnosis and dietary interventions for all patients, significantly reducing over 300 unnecessary biopsies.  

The service prioritises patient-centred care by allowing dietitians to manage all referrals from primary and secondary care, ensuring that medical colleagues can focus on the most critical cases. This innovative model not only enhances patient care but also optimises resource utilisation within the healthcare system.  

What makes this service truly special is its status as the first dietitian-led clinical pathway in adult gastroenterology at scale. Hannah’s evidence-based approach has revolutionised the treatment of Coeliac Disease, demonstrating the essential role of dietitians in gastrointestinal management and improving patient outcomes through dietary changes. 

QEUH Fetal-Genetics Group  

The aim of the Fetal-Genetics Group team at the Queen Elizabeth University Hospital was to change the clinical experience for patients and families planning or undergoing a pregnancy where there is a known family history of a genetic condition and/or pregnancy loss. When a routine ultrasound scan shows some fetal anomalies that may be due to a genetic cause, this can result in a period of worry and distress for the patient/couple until more information is available, so time is of the essence to either reassure the patient/couple or equip them with the appropriate information to help them make informed choices about their pregnancy and/or postnatal care. 

The Fetal-Genetics Group combines the skills of Consultant Obstetricians, Specialist Midwives, Consultant Geneticists, Genetic Counsellors and Clinical Scientists to provide a truly multi-disciplinary approach that allows the most appropriate support and information and any genetic testing to be made available to this group of patients at the earliest opportunity and throughout their pregnancy and beyond. 

Scottish Epilepsy Register 

The Scottish Epilepsy Register has been developed under the leadership of NHSGGC Consultant Neurologist Dr Craig Heath and Johnathan Todd, Head of Information Management. Epilepsy is one of the most common neurological conditions, with an estimated 55,000 people living with it in Scotland. The Scottish Epilepsy Register uses routine health data, collected via a clinical dashboard, to provide an alert to healthcare professionals following a key adverse event. Its main aim is to reduce excessive mortality and morbidity in epilepsy and to improve access to care and outcomes in people living with the condition.  

As part of the project, key pieces of clinical information are collected from other health boards which will be used to create a Scottish National Audit Programme for Epilepsy, allowing trends and outcomes to be tracked and monitored. Once fully established, the methodology could be applied to other chronic neurological diseases to improve disease recognition and management. 

Better Health

This award commends staff who have implemented an initiative to improve the health and wellbeing of patients, the public and/or staff.

Nominees

Pain Management Service

The Pain Management Service has recognised for a long time, significant health inequalities and barriers to access for patients with communication support needs. For non-English-speaking patients, language barriers often create significant challenges when navigating the healthcare system. This is particularly true in specialised services like pain management, where understanding treatment options and communication with healthcare providers is critical for successful outcomes.  

The service made it their priority to break down these barriers and improve accessibility, ensuring that every patient has the support they need, in the language they understand. To help achieve this and informed by patient and staff feedback, the team launched a number of initiatives from revision of patient materials to incorporating pain management into interpreter training. 

The result has been a whole system approach bringing better accessibility for patients for whom English is not their first language and greater engagement with healthcare services, and as well as enhancing the patient experience the initiative has also strengthened the clinical team. 

Gillian Harvey, Health Improvement Lead (Acute)  

Gillian has been instrumental in addressing health inequalities through her leadership of the Support and Information Services (SIS) team at NHSGGC hospitals. She spearheaded crucial initiatives like the Emergency Food on Discharge program, ensuring that no patient leaves the hospital without food. These programs are now core services, sustained despite budget constraints. 

Gillian also developed the Home Energy Crisis Response Service, which helps patients safely return to warm homes—a vital component in preventing delayed discharges. Her team actively engages with vulnerable populations, offering financial advice and support to those facing poverty. In 2023-24, SIS facilitated 3,762 referrals to financial inclusion services, resulting in over £4.5 million in financial gains for patients.  

Gillian’s exceptional leadership has fostered a motivated SIS team that provides holistic support, ensuring that patients receive the assistance they need while navigating the challenges of the cost of living. Her commitment to tackling health inequalities is both impactful and inspiring, making her a deserving nominee for this award. 

The Apple Clinic: prehab into rehab – Clyde 

The Apple Clinic is a multidisciplinary team covering the Clyde sector, with the shared aim of getting patients in the best physical and mental health before, during and after their surgery. The team provides prehabilitation-into-rehabilitation and have been running the clinic for nearly 10 years and have seen between 500-600 patients. They assess each surgical patient and refer them for exercise and physical activity at either their own exercise classes, or to community partners, local charities or private services.  

Physiotherapists Mhairi and Louise Crookston run the Inverclyde Royal Hospital Apple Clinic. They run weekly group circuit classes for patients awaiting surgery, which family members can join to provide support. The clinic has been transforming the surgical department by engaging nurses and Allied Health Professionals trained in exercise, health advice and cognitive behavioural therapy, all of which has reduced complications, shortened hospital stays and improved post-surgical recovery for patients.  

Better Value

This award is for staff who have increased efficiencies taking a new approach to work making better use of resources.

Nominees

North West Primary Care – Zendesk  

Zendesk aimed to streamline community pharmacy queries to enhance patient care in the North West of Glasgow City. Utilising the platform, community pharmacies submitted queries online rather than by phone, allowing for quicker and more efficient handling. Key objectives included routing queries to appropriate pharmacy team members, reducing administrative workload in GP practices, and improving turnaround time for medication-related issues.  

Launched in November 2024, the system handled 435 queries in two months, with 81% resolved by Pharmacy Support Workers, thereby freeing up over 60 hours of pharmacist capacity for face-to-face patient care. The initiative not only saved staffing costs—almost £850 in eight weeks—but also provided self-help resources for community pharmacies.  

With expectations to handle over 15,000 queries annually, the project is set to release nearly 2,100 hours of pharmacist time and achieve annual savings of approximately £31,000. This innovative use of IT to direct workload enhances service efficiency and patient safety. 

NHSGGC Biorepository

NHS Greater Glasgow and Clyde’s Biorepository is the first in the UK to achieve accreditation to ISO20387:2018, the new biobanking standard. It was awarded this by the United Kingdom Accreditation Service (UKAS), the UK’s national accreditation body, becoming only the eight biobank in the world to achieve this. There have been many improvements to the Biorepository’s quality processes and this has improved the service it provides to academic and commercial researchers, supporting their world leading medical research with access to surplus diagnosis tissue and blood.   

Accreditation against an ISO standard is a key indicator of high-quality processes and technical competence in the handling and storage of tissues used for research activities. 

The Biorepository, based on the Queen Elizabeth University Hospital campus, stores and provides access to a wide range of human tissue for use in valuable medical research into a range of diseases.   

Dry Mouth/Sjogrens Multi-disciplinary clinic at Glasgow Dental Hospital 

The clinic was set up in 2024 to provide a one-stop service for patients with symptoms of Sjogrens disease. Sjogrens is an autoimmune disorder with an increased lifetime risk of lymphoma development, and its diagnosis involves a range of investigations previously undertaken over three appointments. 

By establishing the clinic – the first of its kind in Scotland – Consultants in Oral Medicine and Dental Radiology have enabled all the necessary investigations to be undertaken in a single appointment, allowing patients with negative results to be discharged to their general dental practitioner after one visit and patients with confirmed Sjogrens to have their cases managed more efficiently. 

In the first six months of operation, this new approach saw 30% of patients seen by the clinic discharged after their initial visit, saving around 60 future appointments with Dental Radiology and Oral Medicine. The effect of patient experience has been positive too, and in local questionnaires, every patient has appreciated this more streamlined approach. 

Better Workplace

This award recognises the often unseen work of our staff who help make NHSGGC a better workplace, improving the culture and supporting colleagues.

Nominees

GGC Allied Health Professions Practice Education Team  

The GGC Allied Health Professions (AHP) Practice Education Team aimed to enhance the educational experience for students and AHP staff within NHSGGC by implementing a multi-dimensional education programme. The AHP Director prioritises an inclusive education strategic framework for 12 healthcare professions, including AHP Health Care Support Workers (HCSW), ensuring access to innovative learning opportunities for the current and future workforce.  

The Practice Education Team has played a pivotal role over the past two years by collaborating with key partners, improving communication, and designing new AHP educational opportunities. Their efforts have raised the profile of AHPs, transformed NHSGGC’s educational offerings, and supported career development for staff and students. 

Key deliverables include enhancing practice-based learning placements, developing a funded modular programme in collaboration with Glasgow Caledonian University, and supporting HCSW workforce development through flexible programmes. The team also plays a vital role in staff support during the recovery renewal period, leading initiatives like the Return to Practice programme and promoting clinical skills through simulation.  

Their commitment to education governance and service improvement significantly contributes to the overall wellbeing and professional growth within NHSGGC. 

Internationally Educated Nurses Oversight Group  

The Internationally Educated Nurses Oversight Group aimed to enhance recruitment, professional governance, and pastoral care for Internationally Educated Nurses (IENs) joining NHSGGC. By facilitating discussions among multi-disciplinary professionals, the group streamlined support for IENs addressing key concerns like visa processes, accommodation, and education. Members included Human Resources, Senior Nursing Managers, and Practice Education, ensuring collaborative efforts to foster a positive working environment and address IENs’ needs.  

The group’s success is reflected in several impactful initiatives: the creation of a welcoming NHSGGC handbook, improved collaboration with Higher Education Institutions for upskilling, regular staff presentations to address IEN challenges, and the introduction of a ‘My Nurses Life’ workbook. Additionally, a dedicated website for IENs was launched, alongside the first-ever ‘Welcome to the UK Workforce’ workshops held in Scotland.  

In 2023-24, NHSGGC became the leading board in Scotland for employing IENs, successfully adapting strategies based on feedback from the previous cohort. This comprehensive approach not only enhanced integration but also cultivated a culturally aware and psychologically safe environment for IENs. 

Stacey Kavanagh – Nurse Team Lead, South alcohol and drug delivery service in Pollok  

Stacey is a manager who has created a workplace that is not only comfortable but also supportive and inclusive for everyone. She consistently looks out for her colleagues, offering guidance, encouragement, and a listening ear, and has created a team where everyone feels valued.  

She ensures that all work progresses smoothly, addressing challenges proactively and stepping in to help when difficulties arise, while she actively encourages and supports team members in their professional growth, providing mentorship and opportunities to learn and advance. 

This approach has fostered a positive, inclusive and efficient work environment and ensures her team feels supported, motivated, and well-equipped to handle both day-to-day tasks and challenging situations. 

As a result, the team has seen improved efficiency and productivity, while there has been a noticeable improvement in staff retention. Numerous team members have expressed their appreciation for Stacey’s leadership, approachability, support and commitment to fairness, and have noted an increase in job satisfaction as a result. 

Nursing and Midwifery Council (NMC) Referrals Database (Rob) 

The aim of the project was to redesign the NHSGGC database and governance process for NMC referrals, enhancing data protection and confidentiality while improving communication channels. Identifying risks in the previous system, Michelle Murray-Moore undertook training to explore innovative IT solutions that would streamline information sharing within the NMC referral process. Collaborating with Tracy Donaldson, they developed a user-friendly database with effective reporting functionalities and key document templates.  

The success of the new system has been recognised by senior nursing and midwifery managers and the NMC Regulatory Adviser, highlighting several benefits: a robust governance process, a clear single point of contact, user-friendliness, and flexibility for future adaptations.  

This initiative has remarkably improved NMC referral management, fostering transparency and maintaining confidentiality for staff under investigation. It has significantly enhanced efficiency, enabling the NHSGGC team to respond promptly to NMC and service colleague requests and freeing up resources for other important workstreams within the Directorate. This impactful achievement exemplifies innovation and dedication to excellence in healthcare governance. 

Global Citizenship

This award recognises staff who have travelled overseas to provide healthcare and/or education in developing countries or countries in crisis.

Nominees

Breast cancer care in Gaza

Breast Cancer Advanced Nurse Practitioner Gerry O’Hare and Dr Abdulla Alhasso, a Consultant Clinical Oncologist, bring a combined 20 years of experience in supporting cancer care in Palestine, with a particular focus on breast cancer in Gaza. Breast cancer outcomes for women in Gaza are significantly worse when compared to neighbouring countries and international benchmarks. Gerry and Abdulla have undertaken regular visits to Gaza over the past five years, which has been done in their own time and with the support of the Medical Aid for Palestinian organisation.  

They collaborate with healthcare professionals in Gaza to enhance the clinical outcomes for women diagnosed with breast cancer by improving both their diagnosis and treatments. The pair also participate in weekly online multidisciplinary meetings with Palestinian colleagues to discuss optimal care for women presenting with early and advanced breast cancer, while also navigating the extremely challenging local circumstances.   

Professor Sameer Zuberi – Paediatric Neurosciences Unit, Royal Hospital for Children  

Professor Zuberi is a committed advocate for epilepsy care in children across at a national, European and global level. He is an active participant in international research, and his work has helped in improving the diagnosis, treatment and care of children with epilepsy, improving their quality of life and allowing them to achieve their potential in life, education and future career.  

He makes regular use of vCreate, a technology by which parents send video clips to clinicians who can advise, in real time, on the significance of an event that worries parents and also helping make a diagnosis in difficult cases of epilepsy 

He has chaired the European Paediatric Neurology Association and played an important role in the twinning of the Royal Hospital for Children with the Children’s Hospital in Karachi, Pakistan. He had helped to foster links with and training and support for neurologists in Ukraine as well as supporting efforts to train and educate colleagues working in Palestine and Gaza. 

Dr Mark McAuley GP Partner Regent Gardens Medical Practice Kirkintilloch, Assistant Director of General Practice for West of Scotland (NHS Education Scotland)  

Dr McAuley, a partner at Regent Gardens Medical Practice for over 25 years, and Assistant Director of General Practice for West of Scotland (NHS Education Scotland), has demonstrated exceptional commitment to both his local community and global health initiatives.  

He has volunteered with Freedom from Torture for over 11 years, where he provides medicolegal assessments for survivors of torture, ensuring their human rights are upheld through rehabilitation support. His extensive training allows him to document the physical and psychological effects of torture, aiding asylum seekers and refugees in rebuilding their lives.  

In addition, he has contributed to the development of primary care in India through his ongoing partnership with CMC Vellore. He conducted a successful training workshop in October 2022, which spurred further engagement and recognition at international conferences. As a PRIME tutor, he has also visited Albania multiple times to enhance family medicine training.  

His selfless dedication to these global initiatives while providing exemplary care to his local patients makes him a deserving nominee.  

Nursing and Midwifery

This award recognises nurse(s) who demonstrate the best qualities of patient care and the ethos of nursing.

Nominees

Brachytherapy Nursing Team

Nurses on the Beatson’s B3 ward are a highly specialised team helping to care for women with gynaecological cancers. They deliver brachytherapy, a type of radiotherapy that gives radiation inside the body and run the only nurse-led service in Scotland for women who require this treatment. The nurses pre-assess and examine patients and insert the necessary cylinders to allow patients to receive high dose radiation within a specialised unit.  

This is a regional service for patients attending for sealed and unsealed sources of treatment. Melanie Whyte, Senior Charge Nurse, has been instrumental in helping to develop and implement the necessary protocols, safety advice and training for nurses in the unit. Patient feedback has confirmed patients attending the unit are happy with the service, and turnaround time has improved service delivery while also taking a huge time commitment away from Senior Consultants who previously carried out these treatments. 

Susan Hunt, Professional Nurse Lead GPN/ANP  

Susan was closely involved in efforts to enhance excellence in care within NHSGGC by supporting trainee Advanced Nurse Practitioners (ANPs) in developing the knowledge, skills and competencies required for advanced practice. In collaboration with NHSGGC Advanced Practice corporate team and Glasgow Caledonian University (GCU), she developed and delivered a hugely successful work-based Masters-level learning module to support trainee ANPs to reach the level of extended practice expected of them.  

The module is facilitated by Susan and trainees are given a safe space to discuss individual clinical cases which allows for open discussion and joint learning, as well as facilitating peer support and engagement. Her ability to engage trainees on a personal level helped the trainees navigate the complexities of their new roles, providing reassurance and guidance, and ensuring they felt valued and supported.  

Around 120 staff have competed this module and have gone onto work as ANPs. The result is a stronger, more skilled ANP workforce, improving patient care and making a lasting difference in primary and community healthcare services. 

Tissue Viability Team (Dykebar)  

The Tissue Viability Nursing Team at NHSGGC, a cohesive group of 10 nurses, is dedicated to supporting patients with complex wounds, receiving up to 850 referrals monthly. Renowned for their expertise, this team implements innovative, person-centred initiatives that enhance care while effectively using resources.  

One key initiative focused on reducing unnecessary documentation, which previously consumed up to three hours per shift. They developed an ABCD system that emphaises meaningful record-keeping and effective communication. Additionally, they transformed patient repositioning practices by moving away from ritualistic two-hour checks, allowing for more personalised care that improves patient comfort and nursing efficiency. This approach, supported by evidence from case reviews and focus groups, has led to significant time savings and better patient outcomes.  

The team enhances education through engaging workshops, utilising games such as wound care bingo and interactive quizzes to facilitate learning. Their efforts have gained international recognition, influencing wound care practices across the UK and beyond, and have been published in peer-reviewed journals, showcasing their commitment to advancing wound care.  

Volunteer

Recognising people who go the extra mile contributing tirelessly and providing outstanding help and support for the benefit of others.

Nominees

Morag Brierton, RAH volunteer

Morag is NHS Greater Glasgow and Clyde’s longest serving volunteer in acute services, having volunteered with the organisation for over 15 years. She is a Volunteer Driver for the Royal Alexandra Hospital Health at Heart team and transports patients to and from the hospital for cardiac rehab exercise classes in the Health at Heart gym. Within the service, patients also receive physiotherapy, education sessions, practical advice and emotional support, helping to rebuild their confidence and come to terms with a range of different heart conditions. 

Transport within and around Renfrewshire to the hospital can be challenging, particularly for patients living in semi-rural areas. But Morag’s vital support helps break down barriers for patients – many of whom are older and at risk of isolation – in accessing the rehab programme. They enjoy spending time with Morag in the car having a chat, and she builds strong relationships with them over the weeks she is picking them up and taking them home.  

The Growing Spaces Garden Volunteers – Gartnavel  

The value of greenspace to our health and wellbeing is well documented, and the Garden Volunteer team are central to NHSGGC’s efforts to offer multi-purpose spaces in nature, where patients, staff and the general public can find a place to relax, meet friends or simply have a moment of peace.  

The volunteers work throughout the year to maintain the garden spaces at Gartnavel, and thanks to their skills and foresight, they have developed a donation stall on which are offered plants for visitors and participants who use the gardens. This helps sustain the current infrastructure as the garden has no allocated budget. Surplus produce and cut flowers are shared with patients and staff throughout the campus. 

They are the welcoming face of our Growing Spaces and work with a range of third sector organisations, as well as staff and patient groups, to share and promote the benefits of our greenspaces. They are always looking to improve their work and will happily act on suggestions, attracting positive feedback from those who visit the gardens. 

Queen Elizabeth University Hospital – Volunteer Welcome Guides (10-year anniversary)  

When the Queen Elizabeth University Hospital opened to the public in spring 2015, a team of 100 volunteers were recruited to be the friendly faces people needed when arriving at one of the largest acute hospital campuses in Europe. Ten years later, 30 of those 100 people are still actively serving as welcome guides, marking a decade of commitment.  

The volunteers come from a diverse range of backgrounds and include former patients, NHS employees and aspiring medical students, as well as a 91-year-old participant which is truly inspiring. This long-term dedication and diverse experience undoubtedly contribute significantly to the welcoming and supportive atmosphere.  

The welcome guides play a vital role in supporting patients, families and visitors and helping to alleviate stress. By dedicating on average 150 hours per week, they ensure a positive experience for those entering the hospital and help to guide individuals to their desired destinations.  

gold and silver stars

Our dedicated teams and individuals were nominated for the prestigious NHSGGC Excellence Awards by patients, visitors and staff. All of our staff have gone above and beyond in the past year and we asked to hear about your experience of outstanding care and for your nominations.

There are 7 categories in our Excellence Awards and the winners were announced at the Celebrating Success Event on 28 May 2025.

The winners were announced live on the night on our social media channels (follow the #ggcawards tag).

You can find out who the Gold Winners were, read about the Silver Winners who were shortlisted, and also view photos and videos in each of the categories below.

Congratulations to all our winners!

Better Care

This award recognises staff who provide and contribute towards incredible patient care improving everyday practices across NHSGGC.

Gold Winner – Cancer Older People’s service

The Cancer Older Peoples Service at the Beatson has successfully established and implemented a comprehensive Occupational Therapy service which is specifically designed to support older cancer patients. It is the only service of its kind in Scotland and uses targeted interventions to significantly improve functional outcomes for patients, as well as supporting their health and wellbeing. The team also concentrates on ensuring safe discharge for patients from hospital, and the best ways to avoid unnecessary hospital admissions. They will undertake a thorough assessment of a patient’s physical, psychological, and social needs, while also incorporating age-specific screenings and interventions into routine cancer care. 

Evaluation has shown positive improvements in clinical outcomes, patient satisfaction, and overall cost-effectiveness, with clear areas identified for further growth. The team is currently in discussion with other cancer centres across the country to share its framework, which has proven to be a highly transferable model. 

Better Health

This award commends staff who have implemented an initiative to improve the health and wellbeing of patients, the public and/or staff.

Gold Winner – Tackling Health Inequalities for People Accessing the Pain Management Service

The Pain Management Service has recognised for a long time, significant health inequalities and barriers to access for patients with communication support needs. For non-English-speaking patients, language barriers often create significant challenges when navigating the healthcare system. This is particularly true in specialised services like pain management, where understanding treatment options and communication with healthcare providers is critical for successful outcomes.  

The service made it their priority to break down these barriers and improve accessibility, ensuring that every patient has the support they need, in the language they understand. To help achieve this and informed by patient and staff feedback, the team launched a number of initiatives from revision of patient materials to incorporating pain management into interpreter training. 

Better Value

This award is for staff who have increased efficiencies taking a new approach to work making better use of resources.

Gold Winner – North West Primary Care Pharmacy Team – Zendesk  

Zendesk aimed to streamline community pharmacy queries to enhance patient care in the North West of Glasgow City. Utilising the platform, community pharmacies submitted queries online rather than by phone, allowing for quicker and more efficient handling. Key objectives included routing queries to appropriate pharmacy team members, reducing administrative workload in GP practices, and improving turnaround time for medication-related issues.  

Launched in November 2024, the system handled 435 queries in two months, with 81% resolved by Pharmacy Support Workers, thereby freeing up over 60 hours of pharmacist capacity for face-to-face patient care. The initiative not only saved staffing costs—almost £850 in eight weeks—but also provided self-help resources for community pharmacies.  

With expectations to handle over 15,000 queries annually, the project is set to release nearly 2,100 hours of pharmacist time and achieve annual savings of approximately £31,000. This innovative use of IT to direct workload enhances service efficiency and patient safety.  

Better Workplace

This award recognises the often unseen work of our staff who help make NHSGGC a better workplace, improving the culture and supporting colleagues.

Gold Winner – Allied Health Professions Practice Education Team  

The GGC Allied Health Professions (AHP) Practice Education Team aimed to enhance the educational experience for students and AHP staff within NHSGGC by implementing a multi-dimensional education programme. The AHP Director prioritises an inclusive education strategic framework for 12 healthcare professions, including AHP Health Care Support Workers (HCSW), ensuring access to innovative learning opportunities for the current and future workforce.  

The Practice Education Team has played a pivotal role over the past two years by collaborating with key partners, improving communication, and designing new AHP educational opportunities. Their efforts have raised the profile of AHPs, transformed NHSGGC’s educational offerings, and supported career development for staff and students. 

Key deliverables include enhancing practice-based learning placements, developing a funded modular programme in collaboration with Glasgow Caledonian University, and supporting HCSW workforce development through flexible programmes. The team also plays a vital role in staff support during the recovery renewal period, leading initiatives like the Return to Practice programme and promoting clinical skills through simulation.  

Global Citizenship

This award recognises staff who have travelled overseas to provide healthcare and/or education in developing countries or countries in crisis.

Gold Winner – Gerry O’Hare and Dr Abdulla Alhasso

Breast Cancer Advanced Nurse Practitioner Gerry O’Hare and Dr Abdulla Alhasso, a Consultant Clinical Oncologist, bring a combined 20 years of experience in supporting cancer care in Palestine, with a particular focus on breast cancer in Gaza. Breast cancer outcomes for women in Gaza are significantly worse when compared to neighbouring countries and international benchmarks. Gerry and Abdulla have undertaken regular visits to Gaza over the past five years, which has been done in their own time and with the support of the Medical Aid for Palestinian organisation.  

They collaborate with healthcare professionals in Gaza to enhance the clinical outcomes for women diagnosed with breast cancer by improving both their diagnosis and treatments. The pair also participate in weekly online multidisciplinary meetings with Palestinian colleagues to discuss optimal care for women presenting with early and advanced breast cancer, while also navigating the extremely challenging local circumstances. 

Nursing and Midwifery

This award recognises nurse(s) who demonstrate the best qualities of patient care and the ethos of nursing.

Gold Winner – Brachytherapy Nursing Team

Nurses on the Beatson’s B3 ward are a highly specialised team helping to care for women with gynaecological cancers. They deliver brachytherapy, a type of radiotherapy that gives radiation inside the body and run the only nurse-led service in Scotland for women who require this treatment. The nurses pre-assess and examine patients and insert the necessary cylinders to allow patients to receive high dose radiation within a specialised unit.  

This is a regional service for patients attending for sealed and unsealed sources of treatment. Melanie Whyte, Senior Charge Nurse, has been instrumental in helping to develop and implement the necessary protocols, safety advice and training for nurses in the unit. Patient feedback has confirmed patients attending the unit are happy with the service, and turnaround time has improved service delivery while also taking a huge time commitment away from Senior Consultants who previously carried out these treatments. 

Volunteer

Recognising people who go the extra mile contributing tirelessly and providing outstanding help and support for the benefit of others.

Gold Winner – Morag Brierton, RAH volunteer

Morag is NHS Greater Glasgow and Clyde’s longest serving volunteer in acute services, having volunteered with the organisation for over 15 years. She is a Volunteer Driver for the Royal Alexandra Hospital Health at Heart team and transports patients to and from the hospital for cardiac rehab exercise classes in the Health at Heart gym. Within the service, patients also receive physiotherapy, education sessions, practical advice and emotional support, helping to rebuild their confidence and come to terms with a range of different heart conditions. 

Transport within and around Renfrewshire to the hospital can be challenging, particularly for patients living in semi-rural areas. But Morag’s vital support helps break down barriers for patients – many of whom are older and at risk of isolation – in accessing the rehab programme. They enjoy spending time with Morag in the car having a chat, and she builds strong relationships with them over the weeks she is picking them up and taking them home.  

gold and silver stars

Following discussion at the Area Partnership Forum (APF) and at the Area Joint Trade Union & Professional Organisation’s Committee (JOC), please note the key discussion point links below.

Update March 2022 

This resource is being redeveloped. More training will be added when it is confirmed new sessions are scheduled in 2022.

Communications training currently available can be accessed from the headings below:

Anticipatory Care Planning (ACP) Communication Skills Training

We have developed a training session to help staff reflect on the best way to incorporate ACP conversations into their everyday practice.

Provider: Macmillan ACP Programme Team

Duration: 2 hours

Bereavement Awareness Sessions for Staff

These brief sessions aim to increase your understanding, and help you feel better informed and more confident in communicating with and supporting grieving families.

Provider: Child Bereavement UK/NHSGGC Bereavement Service

Duration: 1 hour

Child Bereavement UK Training Website
Communication Skills – Foundation

This Workshop is licensed and is appropriate for all staff groups. The Sage and Thyme Workshop is based upon evidence relating to core communication skills, psychological assessment and support.

The three hour workshop, run by three facilitators, teaches up to 30 delegates on how to use a structured approach for getting in and out of a conversation with someone who is upset or distressed, while providing basic psychological support. The workshop uses a mix of small group work, lectures and interactive rehearsals based on participant’s scenarios to teach and demonstrate a structure approach to noticing distress, hearing concerns and responding helpfully.

NB. In addition to the calendar sessions this training can also be delivered on request to teams or groups.

Provider: Acute Palliative Care Practice Development Team

Duration: 3 hours

Further information about the workshop
Communication Skills – Realistic Conversations: Skills To Support TEP Conversations

A Treatment Escalation Plan (TEP) is a communication tool which is helpful in hospital when a person with serious illness has the potential for acute deterioration or may be coming towards the end of their life. Sometimes doing everything possible may actually lead to harm – to more suffering and distress rather than less – and without any particular gain. What can be done and what should be done may not necessarily be the same thing. Treatment Escalation Plans should be discussed and made based on personalised realistic goals rather than ‘one size fits all’ treatment.

Provider: EC4H

Duration: 75 minutes

EC4H Website
GGC 28: Anticipatory Care Planning

The aim of this module is to provide staff with a general understanding of the Anticipatory Care Planning process. The module is in 6 sections, each covering a different aspect:

  1. What do we mean by Anticipatory Care Planning?
  2. Who needs an Anticipatory Care Plan
  3. Why is Anticipatory Care Planning required?
  4. When should an Anticipatory Care Plan be discussed?
  5. How do we have good Anticipatory Care Planning conversations?
  6. Where can we store and access Anticipatory Care Planning information?

Provider: LearnPro

Duration: 1 hour

Assertiveness

This course is designed to help delegates to understand what assertiveness is, and when to use it. Assertiveness can improve performance and help with the management of difficult people and situations.

Provider: LearnPro

Duration: 45 minutes

British Sign Language – Booking Interpreters

There are over 4000 Deaf people using British Sign Language (BSL) in the NHSGGC area. By law, we must provide an interpreter for our Deaf patients, both at health appointments and when they are in hospital. This new video has been produced to show staff how and when to book a British Sign Language Interpreter for patients. It explains why it is so essential to provide interpreting support for our Deaf patients and looks at additional methods of communication.

Provider: LearnPro – Equality and Human Rights Team (CIT)

Duration: 1-2 hours

Conflict and Challenging Behaviour

This course is suitable for staff who have minimal direct contact with patients or members of the public but may be exposed to occasional verbal abuse e.g. in reception areas where staff work behind desks or screens. This course focuses on risk assessment, self awareness, proactive service delivery and good communication skills. Access this training in the Specialist Subject section of LearnPro.

Provider: LearnPro

Duration: 1-2 hours

Conflict Management

In order to manage conflict you will need to learn about the causes of conflict and how you can minimise the effects or prevent conflict from occurring. It is also important to know what do if conflict does occur in order to support your team and deal with any adverse effects.

Provider: LearnPro

Duration: 1-2 hours

Managing Effective Meetings

An increasingly important communication skill for anyone involved in supervisory management is that of managing effective meetings. Whether the meetings are low key or of great significance, the principles and issues are the same when it comes to chairing them successfully and this module will guide delegates through the skills and tasks required to master. 

Provider: LearnPro

Duration: 1-2 hours

GC231: Carer Awareness Training Core Information

This module offers you the opportunity to explore the principles and practices of the NHSGGC Carers Pathway, how carers are identified, provided with relevant information and signposted to support. 

Provider: Health Improvement

Duration: 30 minutes

Health Improvement Training Website

On this page

Death in Service

Dealing with a death of an employee can be a difficult and emotionally demanding experience. As the line manager, you will most likely be involved in communicating with partners and/or family members during this time with regards to death in service benefits, pensions and final salary arrangements.

To help ensure that our Payroll service and Human Resources are provided with sufficient and accurate information relating to employees who die in service, please review the below guidance which includes a checklist of what is required and a flowchart of the process to follow. This helps Human Resources and Payroll when notifying the Scottish Public Pensions Agency (SPPA) and enables the efficient administration of death-in-service benefits to surviving partners and dependants. 

Please also note the template letters that you may wish to use to confirm details with the partner/family members.

We appreciate that this is a very sensitive subject and if you require any further advice or guidance, please do not hesitate to contact the HR Support and Advice Unit on 0141 278 2700 (option 2) or through the HR Portal at https://nhsnss.service-now.com/ggc_hr.

Documentation

Employee Exit Process

Exit Interview

When a member of staff is leaving NHS Greater Glasgow and Clyde, we would ask that all managers ensure appropriate steps are taken to assist their exit and to ensure the relevant paperwork and Board belongings are returned. The leavers checklist below will ensure you follow all relevant steps required when an employee is leaving.

eESS has been the main mechanism for employees to complete an exit interview questionnaire. However, this provides challenges in obtaining relevant data and trends and has not been widely used within NHS Greater Glasgow and Clyde.

Therefore, a refreshed exit interview process has been introduced within NHS Greater Glasgow and Clyde which will allow an opportunity for employees and managers to have a meaningful discussion and complete an exit interview questionnaire. The refreshed process will also include the ability to transfer exit interview data in to eESS to allow reporting and analysis.

An electronic form, mirroring eESS exit interview questionnaire, is available for managers and employees to complete together and to enable a meaningful discussion regarding the employees experience. A paper form, mirroring eESS exit interview questionnaire is also available as a contingency and for any services with limited access to PCs and/ or laptops.

An employee can still choose to complete an exit interview through eESS employee self service or the electronic form without a manager, if they wish.

Fixed Term Contracts

The Fixed Term Policy applies to all individuals who work under a fixed term contract of employment. The purpose of the policy is to provide clear principles and values which will govern the appropriate use of fixed-term contracts ensuring compliance with legislation governing fixed-term employees.

The policy provides a procedure for dealing with fixed-term contracts which is fair and equitable and has both the interests of the employee and the effective operation of the service as its goals.

Top Tips on using the policy:

  1. All fixed-term contracts should have a start and end date or specified duration.
  2. Fixed-Term contracts should have no more than two renewals within any one year period (unless this can be objectively justified).
  3. Fixed-Term employees should not be treated any less favourably than permanent employees.
  4. All fixed-term contract employees should have their position reviewed mid-term.

Policy

NHSGGC is committed to using permanent contracts of employment as the norm, with fixed term contracts only being used where necessary and appropriate.  This policy applies to all individuals who work under a fixed term contract.  The policy has been developed in partnership, and  meets the minimum standards set out in the Fixed Term Contracts Partnership Information Network (PIN) Policy and reflects current employment legislation.

Board Fixed Term Contracts Policy

Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.

Fixed Term Contracts Policy Guidance

What is a fixed term contract?

A fixed-term contract of employment is defined as a contract of employment which: has a definite start and end date, or terminates automatically when a particular task is completed, or terminates after a specific event or project is concluded. NHS Greater Glasgow and Clyde is committed to using permanent contracts of employment as the norm, with fixed-term contracts only being used where necessary and appropriate. Furthermore, NHS Greater Glasgow and Clyde is committed to treating those employed on fixed-term contracts no less favourably than its permanent employees (unless this can be objectively justified).

Who does the Fixed Term Contract Policy apply to?

The policy applies to all individuals who work under a fixed term contract of employment (i.e. for a specific time that is fixed in advance; or terminates on the completion of a particular task; or terminates on upon the occurrence or non-occurrence of any other specified event).

When should Fixed Term Contracts be used?

In certain exceptional circumstances, fixed-term contracts may be a valuable tool to enable managers to cover short-term gaps in essential services, enabling consistent standards of service to be maintained. Fixed Term Contracts should only be used for a time limited, short term option of less than 2 years (unless objectively justified). Examples of where Fixed Term Contracts may be used are:

  • Protecting posts for staff due to organisational change
  • Covering leave (e.g. sickness, maternity leave)
  • Project or research posts
  • Posts which are not funded on a recurring basis
  • Backfill for short-term secondment

Useful information when advertising for a Fixed Term Contract

The duration of the contract must be clearly defined and the reason for the fixed-term nature of the post.The fixed-term nature of the post should be clearly evident in the advertisement, job information pack, letter offering employment and subsequent contract of employment. It should also be discussed at interview.

Where existing permanent employees apply for a fixed-term contract, and where NHS GG&C does permit such an appointment, it must be made clear (in writing) to the employee that in doing so their existing permanent contract has come to an end, and their new contract is fixed-term.

Where there is a need to make the post permanent

Where there is a requirement to make the post permanent the post should be advertised in the normal way. Where successive fixed-term contacts apply staff may be automatically appointed to the post in line with the criteria in Section 6.2 of the policy.

Process to be followed for non-renewals of Fixed Term Contracts

Where it is known that an employee’s fixed term contract will not be renewed upon expiry, the relevant manager with the authority to dismiss must meet with the employee, ideally three months prior to the expiry date of the contract to discuss the following:

  • Confirm that the fixed term contract will not be renewed and to confirm the grounds for non renewal
  • To serve the employee with notice in line with their contract of employment and that their contract will be terminated on its expiry date
  • To advise the employee that they will be placed on the redeployment register, and to discuss the redeployment process. The employee should be advised that they will remain on the register until date of the fixed-term contract
  • To confirm where appropriate, any redundancy payment which will apply should suitable alternative employment not be obtained.
  • To discuss any other matters in preparation for the termination date.
  • For those with service under 2 years, or where it is known that the contract will not be renewed within 3 months of the date achieving 2 years service, if the employee had not secured an alternative post prior to the end of their notice period, their employment will be terminated at the end of their contract period.
  • Employees in excess of 2 years service (with successive Fixed Term Contracts) will be appointed onto a permanent contract where the following criteria is met in full:
  • The employee has held fixed term contracts consecutively which were used to protect posts for permanent staff due to planned organisational change, service reconfiguration or redeployment, and
  • The member of staff has been employed for more than 2 years, and
  • Recurring funds for the post beyond the two-year period exist, which can be used to retain the member of staff, or a positive risk assessment has been carried out to establish the impact on the organisation should it be non-recurring funding.
  • (In situations where an employee achieves two years’ service, and it is known that the contract will not be renewed within three months of the date of achieving two years’ service, the individual’s contract of employment will remain fixed term).

The material contained in this section is management guidance, rather than guidance that has been agreed in partnership.

The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.

Fixed Term Contracts Tools and Templates

To support the application of the use of Fixed Term Contacts a number of templates are available. Please contact the HR Support and Advice Unit who will guide you accordingly.

Student Fixed Term Contracts

We would like to welcome all students who have started or are about to start employment with NHSGGC. You will find a number of FAQ’s below that will hopefully be helpful to you in the initial stages of joining NHS GGC as an employee. For more general information about your terms and conditions, including the NHS Scotland Workforce Polices, you will find this on HR Connect.

Please take the time to review the following documents and our frequently asked questions.

Preparing to start as a clinical Health Care Support Worker Document

Retirement

This guidance applies to all substantive employees who wish to retire and facilitates a smooth transition from work to leisure. 

The Once for Scotland Workforce Retirement Policy can be found here.

Thinking of Retiring? Please read Important Changes to SPPA application dates.

Phased Retiral Policy

Employees are entitled to Phased Retiral if they are applying for their State Pension or Occupational Pension (SPPA) and terminating their employment with the Organisation

A gradual reduction in hours may be introduced three months before retiring, for example:

Third month before retiral: work 4 days per week

Second month: work 3 days p/w

Last month: work 2 days p/w

* Pro-rata for part time staff

Employees will have the opportunity to attend a pre-retirement course to prepare them for their retirement.

For employees with 20 years or more continuous service with NHS GG&C, line managers can apply for a Retiral Gift Voucher.

Please contact the HR Support and Advice Unit if you have any questions in relation to this policy.

Guidance

Employees are entitled to Phased Retiral is they are applying for their State Pension or Occupational Pension (SPPA) and terminating their employment with the Organisation.

How does Phased Retiral work?

For a full time employee working 5 days per week for example, a gradual reduction in hours would be as follows:

  • Third month before retiral: 4 days per week
  • Two months before retiral: 3 days per week
  • One month before retiral: 2 days per week

For part time staff, this is calculated on a pro rata basis. 

Will I receive my normal pay during a phased retiral?

Yes. Employees will receive their normal pay during a phased retiral – this being their standard hours. This does not include unearned overtime or on-call payments out with standard hours.

How do I arrange a phased retiral?

Employees should inform their line manager of their intentions to retire and whether they wish a phased retiral at the earliest opportunity in order to benefit from this. They should then agree a phased retiral plan with their line manager. A retiral plan can be drawn up and should take into account any annual leave remaining to be used on leading up to retirement. 

For employees who are members of the SPPA pension scheme:

  • Pension applications and notification of termination should be completed 4-6 months before the date of retiral in order to ensure that pensions are paid timeously. Pension application forms can be downloaded here.
  • Termination forms should be completed by line managers.
  • Completed applications and termination forms should be and returned to Payroll:

NHSGG&C Payroll Department
Caledonia House
140 Fifty Pitches Road
Cardonald Park
Glasgow
G51 4ED

If you require advice on completing your pension application form, please contact the SPPA directly on 01896 893 000

Retiral Gift Voucher

Employees with more than 20 years continuous service with NHS Greater Glasgow and Clyde will be entitled to a Retiral Gift Voucher as detailed below:

  • With more than 20 years continuous service with NHSGGC but less than 30 years: £100
  • With 30 or more years continuous service with NHSGGC but less than 40 years: £150
  • With 40 or more years continuous service with NHSGGC: £250

Line Managers must take responsibility to make arrangements for employees’ long service to be recognised by completing the Retiral Gift Voucher form.

Pre-Retirement Courses

Employees have the opportunity to attend a pre-retirement course where they will have access to a wide range of information to help them prepare for their retirement.

Course information and booking forms are available from Learning and Education.

Health check from Occupational Health

To encourage a long and healthy retiral, employees will have access to a health check and advice from the Occupational Health Service. To arrange a health check contact OH on 0141 201 0600.

The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.

Retiral Gift Vouchers

Application Process

Line managers should complete all sections of the Retiral Gift Voucher Application Form found below, including providing (or obtaining) a relevant management signature.

Retiral Gift Voucher Application Form – PDF
Retiral Gift Voucher Application Form – EXCEL

Endowments cannot process any application sent directly to them before it has been countersigned by HR. In order for HR do the requisite checks and countersign the form, line managers can send it to the HR Support and Advice Unit by submitting a HR enquiry via HR Portal (the original form can then be placed in the employee’s personal file).

Completed forms will then be checked, counter-signed and automatically sent by HR straight to Endowments on the line manager’s behalf.

Endowments Section process vouchers and contact the line manager to arrange collection from Endowments Section, Finance Department, Caledonia House 140 Fifty Pitches Road, Cardonald Glasgow G51 4ED for presentation to the employee.

Should the employee choose not to have a presentation, the line manager must arrange for the vouchers to be delivered to the employee before the retirement date accompanied by a suitable letter.

For more information please see Board Retiral Gift Guidance. 

SPPA Age Retirement Form

Scottish Public Pensions Agency – Changes to our retirement application forms February 2022

Based on feedback from you, we have made some changes to our retirement forms, modifying the NHS RET form into two separate forms, one for Practitioner members called the PRAC:RET and one for all other NHS workers called the NHS:RET.

This process will make things simpler for you, allowing a smoother process from application to calculation.

PRAC:RET Form

The new Practitioner retirement form should be used by any member that has held Practitioner service at any time during their career.

The PRAC:RET form has undergone cosmetic changes and the priority of the Practitioner elements have been re-ordered. Further explanations have been added regarding Practitioner terminology, to make filling in the form easier.

There are no changes to the retirement process for our Practitioner members or employers, this form simply replaces the old one.

NHS:RET Form

Members who have only had their service reported as Officer service will continue to use the standard retirement form, NHS:RET

The NHS:RET form has undergone cosmetic changes including the removal of the Practitioner sections.

What you need to do

Please start using the new forms. We realise there may be members who are actively filling in the older form or have an older version saved to complete at a later date. Please continue to complete this form, we expect to see a gradual transition to the use of the new forms.

You can access the new forms here.

If you or any of your colleagues have any questions regarding this change, please contact us at sppacontactus@gov.scot and we will try our best to help.

SPPA Guidance for Active Members:

http://www.sppa.gov.uk/index.php?option=com_content&view=article&id=36&Itemid=19

SPPA Partial Retirement

Partial Retirement is a flexible option that enables NHS Pension Scheme members to continue working while receiving some or all of their pension benefits. Members can apply for partial retirement twice and after that they will need to fully retire to access their remaining pension.

If you are applying for Partial Retirement, you must submit a Flexible Working Application Form to your line manager. Once agreed, your line manager should issue a Flexible Working Agreement. Once approved by your line manager, the completed form should be sent to HR by submitting a ticket via HR Portal.

The NHS Greater Glasgow & Clyde guidance on Partial Retirement can be found here.

Career Grade Medics can use the Notional PA Calculator when looking to reduce their overall PA commitment.

Further information can be found on SPPA Website. SPPA can be contacted directly at sppacontactus@gov.scot.

Voluntary Retirement and Re-Employment

NHS Greater Glasgow and Clyde values diversity and recognises the significant experience and knowledge that our staff with long service contribute to NHS Greater Glasgow and Clyde. The Board works within a changing demography and as the population grows older, NHS Greater Glasgow and Clyde’s employment practices need to adapt to reflect the increasing age of our workforce and provide staff with flexibility in managing their financial future by creating options to work post retirement.

NHS Greater Glasgow and Clyde has Voluntary Retirement and Re-employment Guidance in place (Retire and Return) and this is being accessed across the Board by staff members and managers. Work has been ongoing to review this nationally and a new NHS Scotland Interim Arrangement on Retire and Return has been issued for implementation across all NHS Scotland Boards.

Please note this is an interim position, active from 30th August 2022, pending consultation on a full Once for Scotland NHS Scotland Retirement Policy.

Addendum for Medical and Dental Staff : Consultant and Associate Specialist Grades

Any Medical and Dental Consultant returning to work following retirement can only be re-employed on a Locum Consultant basis (part-time) and will be paid on their former seniority point excluding any distinction awards/discretionary points. Their appointment will be in line with the National Terms and Conditions of Service for a locum appointment and the balance of their job plan should be towards direct clinical care sessions.

An Associate Specialist returning to work following retirement should be aware that this is now a closed grade and as such they can be re-employed on a Locum Consultant basis (part-time), subject to the Terms and Conditions for a locum appointment.

Purpose

The purpose of this Interim Arrangement is to:

  • Make it easier to for employees to take their pension and return to work in the NHS. 
  • Retain skills and experience in the NHS.  Allow employees to continue to contribute to the NHS, ensuring it continues to provide high quality care to the people of Scotland

The new arrangement means that the usual recruitment process is not required for an employee to return on a part-time basis to:

  • the same job
    • a different role within the same job family at the same or a lower grade.

Process for Applying

  • Employees should complete the Retire and Return application form for consideration. 
  • This should be submitted at the same time as they apply for their pension. 
  • The employee has the right of appeal within 14 calendar days against a decision to refuse a request for retire and return.

Other Options

In addition to the Retire and Return process, employees can also: 

  • Retire and apply through normal recruitment process for a different role.
    • Retire and apply to join the staff bank.
    • Discuss flexible working options with their manager as an alternative to retirement. 

Key Points to Note

  • Retire and return arrangements can now be substantive.
  • The individual will be re-employed on the most recent pay point on their basic salary scale if returning to their current, or an equivalent, post. This rate of pay will not include any protection of earnings applicable to their previous role or any allowances, unless they relate to the new part time role.
  • If placed in a lower banded post then consideration will be given to salary placement in the band as a result of experience.
  • Contractual NHS benefits (sickness and annual leave entitlements) will be applied as per Section 12 of Agenda for Change Terms and Conditions. Unless the employee has previously been made redundant and then the provisions of Section 16 apply.
  • A break of more than 1 full week will impact on an individual’s Continuity of Employment (for the purpose of statutory entitlements).
  • Introduction of appeal process.
  • Re-employment to another job family or promoted posts must be advertised and recruited as per normal recruitment processes.
  • Medical and Dental Consultants will only be re-employed on a Locum Contract and this will be considered on a case by case basis, dependent on service demands.
  • The Coronavirus Act 2020 contained temporary measures that suspended the 16-hour rule which prevented staff who return to work from working more than 16-hours per week in the first month following retirement. This is due to end on 31 October 2022 and individuals should seek personal pension advice before applying.

DL (2022) 30 provides further information regarding NHS Scotland’s Interim Arrangements for Retire & Return.

In the first instance please discuss the options with your line manager and you may also wish to contact SPPA on 01896 893000 (if a member) to establish and understand impact on pension benefits and obtain an Application Form.

If you wish to apply for Retire and Return please complete the Retire and Return Application Form.

If you would like like to discuss any part of the guidance in more detail, please contact the HR Support and Advice Enquiry Team on 0141 278 2700 option 2. 

NHS Pension Schemes 2023/11

NHS Pension Scheme 2023/11