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HR Connect

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

Imagine the brilliance of a mind that can see patterns others miss, the dedication that fuels relentless focus, the empathy that provides a unique perspective in shaping patient care. Now, consider these strengths facing tough barriers – sensory overload in a busy ward, struggling with communication styles that feel misunderstood, or feeling out of place in a work environment that doesn’t quite fit.

Neurodivergent colleagues – those with autism, ADHD, dyslexia, and other conditions – bring these very strengths to the NHS and our commitment in return is clear:

  • to provide a safe and inclusive environment for all our neurodivergent staff members. To ensure our workforce is supported and valued, we aim to:
  • Appreciate the unique skills, strengths, and perspectives each individual brings to the organization.
  • Create accommodating and comfortable environments for individual needs whenever possible.
  • Foster an environment that promotes staff well-being.
  • Remove barriers to full participation for our neurodivergent staff.

This is a step towards unlocking their full potential, fostering a truly inclusive environment where everyone thrives. Ensuring neurodivergent colleagues feel supported at work not only promotes fairness it strengthens the incredible team we are.

What is neurodiversity?

Neurodiversity is the term that explains the natural variation in everyone’s brain including thinking processes, information processing, and learning approaches.

This definition highlights that each individual has their own neurodiversity – as all our brains are different. However, statistics suggest that over 15% of people in the UK, or roughly 1 in 7 individuals, are neurodivergent.

Dyslexia, dyspraxia, autism, attention deficit disorders (ADHD), tourette syndrome, are some examples of the most widely recognised neurodivergent conditions.

Understanding neurodivergent colleagues or employee

Most neurodivergent conditions are experienced within a spectrum – meaning that the experience of each will differ between individuals and a person can also identify with more than one neurodivergent condition. However, can commonly include differences in cognitive functions including attention, executive function (task planning), sensory processing, learning, sociability, and mood. The impact and presentation of any or all of these traits can vary over time and can be impacted by multiple factors.

Neurodivergent conditions tend to be invisible, which can create barriers for individuals in accessing the support and accommodations that would help them thrive in the workplace and the wider society. As each individual’s experience varies, so too will the accommodations that may best meet their needs. Some examples of accommodations include providing clear communication strategies, offering sensory-friendly spaces, and providing the structure of activities ahead of time.

It is important to use inclusive language when discussing neurodiversity, and individuals’ personal choices on how they identify should always be respected. However, identity-first language is generally preferred among neurodivergent communities, such as saying ‘autistic people’ rather than ‘people with autism’.

Examples of Challenges Experienced by Neurodivergent Colleagues

  • Difficulties with social and communication skills, such as articulating ideas, making or maintaining eye contact, and engaging in social norms like office small talk.
  • Sensory overload triggered by factors such as overhead fluorescent lighting, competing noises, or uncomfortable temperatures.
  • Difficulty retaining information from large blocks of text.
  • Challenges with spelling, grammar, or mathematics.
  • Increased risk of stress, anxiety, depression, and burnout, often exacerbated by a lack of understanding, resistance to accommodations, and feelings of being unsupported or stigmatised in the workplace.

Examples of Strengths of Neurodivergent Colleagues

  • Creative and innovative thinking that enables them to recognize unique solutions across a wide variety of situations.
  • Specialised, detailed knowledge and skills within their areas of interest.
  • High levels of empathy and emotional intelligence.
  • Strong attention to detail and the ability to recognise patterns.
  • Clear and direct communication style.

Terminology and Key Terms

Definitions relating to neurodiversity can be contentious and lack uniformity, they are also undergoing continual evolution as our understanding of the subject widens.

The following organisations have created glossary’s of key terminology which individuals may find helpful:

Salvesen Mindroom Research Centre: Neurodiversity Glossary of Terms

MindMate: Neurodiversity Glossary

How can managers support neurodivergent team members?

1. Embrace Open Communication and Individualised Support:

  • Initiate open conversations with neurodivergent staff in a private setting, focusing on their needs and preferences. The workplace adjustment passport can be helpful for these discussions.
  • Instead of assuming challenges or needs, ask how you can best support them.
  • Remember, neurodiversity is a spectrum. Each person’s needs will be unique, so tailor your approach accordingly.
  • The needs of neurodivergent individuals can change or fluctuate over time and can be impacted by other ongoing life events – regularly checking with neurodivergent staff is essential to ensure that adjustments are still suitable.

2.  Prioritise Clear Communication and Flexibility:

  • Provide clear and concise instructions, both written and verbal, with opportunities for clarification.
  • Consider offering additional formats for information, like bullet points, flowcharts, or audio recordings.
  • Be open to flexible work arrangements, like noise-canceling headphones or adjusted deadlines, to help them excel.

3.  Celebrate Strengths and Foster an Inclusive Environment:

  • Recognise and celebrate the unique strengths neurodivergent colleagues bring to the team.
  • Educate the team about neurodiversity and encourage open communication to build a more inclusive and understanding work environment.
  • Create an environment where they feel safe to disclose their support needs and reassured that privacy will always be respected.

It may be helpful to use the Reasonable Adjustments for staff with disabilities or long term Conditions Guidance when having discussions with neurodivergent staff and to highlight the accompanying Workplace Adjustment Passport to team members.

Another important consideration to make when engaging with neurodivergent staff is the importance and validity of self-diagnoses. Many individuals, are not diagnosed or are misdiagnosed with other conditions throughout their childhood and early adulthood. This means that as an adult when they begin to suspect that they are neurodivergent either do not have access to medical support or diagnosis or chose not to pursue this.

Good Recruitment Practice for Neurodivergent Staff

Recruiting neurodivergent staff may involve adapting practices, and providing reasonable adjustments. Some examples of good recruitment practices are:

  • Reviewing job adverts and person specifications to ensure that they use clear, concise language and emphasise the essential criteria.
  • Offering applicants the opportunity to disclose that they are neurodivergent or have disabilities that may require reasonable adjustments during the recruitment process.
  • Provide candidates with clear, information about how to reach the interview location, ideally with visual cues. Share details about what they can expect during the interview, including who they will meet, the interview’s duration, and its format. Ensure the interview takes place in a quiet, distraction-free space.
  • If requested and where appropriate – such as competency based interviews – provide questions in advance to give candidates time to process them. If this is requested, questions should be provided to all candidates – not just the person requesting them – with as much notice as possible. During the interview, ask the questions in the same sequence they were provided. This does not preclude managers from asking follow-up questions for clarification.
  • Be mindful of the potential bias of ‘first impressions’ and refrain from negatively judging body language or limited social interaction.
  • Provide clear guidance on what they can expect following the interview including timescales to be notified of the outcome.

Support Available to Neurodivergent Staff

Staff Neurodivergent Sub-group
Reasonable Adjustment Guidance
Occupational Health
Peer support
Shqiptare – Albanian
አማርኛ – Amharic
عربي – Arabic

كيفية إجراء مكالمة إلى خدماتنا باستخدام مترجم – How to Make a Call Using an Interpreter in Arabic

বাংলা – Bengali
български – Bulgarian
廣東話 – Cantonese
ČEŠTINA – CZECH
دری – Dari

چگونه با استفاده از ترجمان با خدمات خود تماس بگیریم – How to Make a Call Using an Interpreter in Dari

فارسی – Farsi

چگونه با استفاده از مترجم با ما تماس بگیرید. – How to Make a Call Using an Interpreter in Farsi

Français – French
ქართული – Georgian
Ελληνικά – Greek
हिंदी – Hindi
Magyar – Hungarian
Italiano – Italian
Krio
latviski – Latvian
Lingala
lietuvių – Lithuanian
普通话 – Mandarin
Afaan Oromoo – Oromo
پښتو – Pashto

څنګه د ژباړونکي په کارولو سره موږ خپل خدماتو ته زنګ ووهو. – How to Make a Call Using an Interpreter in Pashto

Polski – Polish
Português – Portuguese
ਪੰਜਾਬੀ – Punjabi
Română – Romanian
Русский – Russian
සිංහල – Sinhalese
SLOVENCINA – SLOVAK
Soomaali – Somali
Sorani

چۆن تەلەفۆن دەکەیت بۆ خزمەتگوزاریەکەمان لەڕێی بەکارهێنانی وەرگێڕێکەوە – How to Make a Call Using an Interpreter in Sorani

Español – Spanish
kiswahili – Swahili
தமிழ் – Tamil
ትግሪኛ – Tigrinya
Türkçe – Turkish
українська – Ukrainian
اردو – Urdu

ایک مترجم کا استعمال کرکے ہماری خدمات پر کال کیسے کریں۔ – How to Make a Call Using an Interpreter in Urdu

Tiếng Việt – Vietnamese
Yoruba

Policies A to Z

A
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Adoption, Fostering and Kinship
Annual Leave Policy
Attendance Management
Adverse Weather Policy
Alcohol and Substance
B
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Bullying and Harrassment
(Dignity at Work)
Breastfeeding
Policy
Business Travel Policy
Blended Working Guide
C
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Code of Conduct for Staff
Conduct Policy
Career Break
Clinical Attachment Policy
Capability Policy
Corporate Use of Social Media Policy
Car Parking Policy
D
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Dying to Work Charter Policy
Death in Service Policy
E
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Equal Pay Statement
Equality, Diversity and Human Rights
Employment of Statutory
Registered Professionals
Employee Exit Process
Guidance and Policy
F
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Flexible Working Policy
Fixed Term Contracts
Fair Warning Policy
Facilities Agreement Policy
G
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Grievance
Gender Based Violence Policy
H
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Home Working Policy
I
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Injury Allowance Procedure and Guidance
J
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Job Share Policy
K
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L
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Lone Working
M
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Maternity Leave Policy
Mental Health and Wellbeing Policy
Menopause Policy
Medical and Dental Policies
N
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Nursing and Midwifery Rostering Policy
New and Expectant Mothers
New Parent Support (Paternity) Leave
O
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P
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Parental leave Policy
Phased Return Guidance and Policy
Payroll Documentation Guidance
Personal Use of Social Media
Personal Relationships in the Workplace
Partnership Agreement Policy
Public Holidays
Q
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R
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Reduced Working Year Policy
Retirement Policy
S
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Special Leave Policy
Smokefree Policy
Staff Uniform Policy
Secondments
Staff Privacy Notice
Social Media Policies
Shared Maternity/Shared Adoption Leave
Sickness Absence
T
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Temporary Promotion to a Higher Pay Band
Time Off in Lieu (TOIL)
U
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Uniform Policy
V
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W
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Whistleblowing Policy
Workplace Relationships Policy
Workforce Change Policy
Workforce Organisational Change Pay Protection
Work Time Regulations

Policy Families

Conduct and
Complaints
Equality, Diversity and Gender Based Policies
Family Leave and Work
Life Balance
Health and
Wellbeing
Illness and Injury
at Work
Registration, Education, Training and Clinical Attachment
Retirement and
Leaving Employment
Rostering, Job Share
and Uniform
Salary and
Payroll Related
Security and
Data Handling
Social Media and Personal Workplace Relationships
Trade Union and Professional Organisations
Travel and Car Parking
Health and Safety

This programme is now closed for 2025 entry. Information regarding 2026 entry will be out in December 2025.

Overview

The Business Management Graduate Apprenticeship is an academic programme fully funded by the Scottish Funding Council. It will equip you with the skills and knowledge to tackle real-world challenges in the workplace while working towards an Honours Degree in Business Management.

What is the BA (Hons) Business Management programme?

The BA (Hons) Business Management (Graduate Apprenticeship) is a work-based learning programme which is designed to meet the needs of aspiring managers. This academic programme is delivered by Glasgow Caledonian University (GCU) in partnership with NHS Greater Glasgow and Clyde, and the following business management streams are offered for 2025 entry:

  • Business Management, aligned with Chartered Management Institute (CMI)
  • Business with HR Management aligned with Chartered Institute of People and Development (CIPD)

Key Benefits

  • Earn a BA (Hons) in Business Management without leaving your role in the NHSGGC, gaining expertise in leadership, operations, project management, and financial decision-making, tailored to your responsibilities within the NHSGGC.
  • Enhance your credibility as a healthcare leader while applying your learning directly within the workplace to improve systems and processes within your role.
  • Develop the confidence and qualifications to progress into leadership roles within the healthcare sector.
  • Fully funded opportunity, as all tuition fees are covered by the Scottish Funding Council (SFC) through the Student Awards Agency Scotland (SAAS).

How it works?

  • Applicant discussion with line manager on personal development plan
  • Commencement date; mid September 2025
  • Duration: 4 years or shorter depending on you prior qualifications and experience through Recognition of Prior Learning (e.g., through either education or work experience) may qualify you for an advanced entry.
  • Format: a combination of work-based learning, self-directed study, live online classes, and 12 on-campus teaching days per year.
  • Assessment: this course has no exams. Assessments for each of the 6 modules per level will consist of course work, projects and assignments. This varied approach complements our combination of academic education and practical work experience, providing a comprehensive assessment of apprentices through various means.

Support

You will be guided by GCU academic and professional staff, Learning and Education team and NHSGGC based mentors throughout your learning journey.

Who can attend?

Any aspiring manager who (as part of their PDP) is aiming to move into a management/supervisory role. This programme is also open to any current manager in NHSGGC who is looking to obtain a formal and recognised qualification as part of their CPD.

Entry Requirements/Criteria:

NHSGGC Requirements
  • You must be compliant with all statutory and mandatory training by the time of submitting your application
  • Attending on this programme must have been discussed and recorded on your latest/up to date PDP&R by the time of submitting your application
  • Manager approval/endorsement (Statement of supports will be requested from your line managers stating that they support you, in being provided with the relevant time away from work to attend University and live online classes)
University Requirements

You can check the GCU entry requirements tab, via the links below:

Application Process/Milestones for 2025 Entry

  • Promotion to register interest; 23rd Dec 2024 – 10th Jan 2025
  • Information sessions with the NHSGGC and GCU Programme Leads on 22nd Jan 2025 (1400-1500 hours) and 23rd Jan 2025 (1100-1200 hours)
  • NHSGGC application submission, process and selection; Feb 2025
  • GCU application submission; open and close; end of Feb/early March 2025
  • GCU Selection process, March 2025
  • Confirmation (outcome advised to candidate); April 2025
  • Commencement date; mid Sep 2025

Last updated: 28/01/2025

There are many different routes which enable people to start a career within the NHS. In NHS Greater Glasgow and Clyde we aim to offer a variety of opportunities. Some will help individuals make career choices by providing an insight into the various roles within our organisation and others will support people to develop knowledge and skills that may assist them into future employment.

Get Ready For…

Medicine 2025 Programme

The programme of activity for Get Ready for Medicine will take place as follows:

January to March – Online evening lecture events and half day careers insight workshops for S5, gap year and access students and postgraduate applicants planning October applications

June to July – NHSGGC will support delivery of Medic Insight Glasgow Programme (please make sure you are following Medic Insight Glasgow social media platforms)

September to October – Online evening lecture events and half day workshops for S6 pupils making applications in October

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This event is open to anyone who is applying to medical school next October who hasn’t previously attended a GRfM workshop event. 

We would also advise you to look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure you are following Medic Insight Glasgow social media platforms ( ie Facebook) for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:

Medic Insight Glasgow – YouTube

2025 Applications opening soon – For future events apply to join our mailing list for notification of when programmes are open for applications

We would also advise to make sure you have a look at the information below for the Reach Programme and Medic Insight Glasgow Programme. Also make sure are following Medic Insight Glasgow social media platforms (i.e. Facebook) for the Medic Insight Glasgow Programme and some Guidance for aspiring doctors from current medical students. See more details below:

Other Resources

You can visit the Becoming a Doctor webpage and YouCanBeADoctor to view content that may help you gain insight and support your application to study medicine.

Read what the Medical Schools Council advises on the type of work experience needed to support your application to study Medicine. You should also visit the entry requirement pages of the university you wish to apply to for detailed information about the application process.

Please Click Here for more information regarding Get Ready For Medicine Programme.

Thinking about becoming a doctor in the NHS in Scotland?

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S2 – S4 Video for Get Ready for Medicine 

*** New Video for S2 – S4 Is Medicine for me ***

NHSGGC – How to get into Medical School and what help is available? 

*** New Video NHSGGC – How to get into Medical School and what help is available? ***

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***Please note that NHSGGC does not host “Shadowing” within a number of professions including Medicine. All requests for careers insight, to source placements or support self found placements for Medicine will be re directed to the Get Ready for Medicine Programme.***

Nursing – 2025 Programme

The NHSGGC Get Ready for Nursing Programme is a 1 day face to face programme delivered by NHS and Educational Professionals to support your UCAS application to study Nursing or Midwifery.

This is only open to senior phase pupils (S5/S6) on track and with an intention to pursue a career in Nursing. Priority for places to those submitting an application via UCAS for enrolment in the next academic year.

This programme will run on 3 separate dates (16th, 17th & 19th June). Applicants are only required to attend one session and will be asked to select a preferred date.

The Get Ready for Nursing Programme has been postponed until later in the year. Any applications do not need to be resubmitted and we are still taking new applications. Further clarity of dates to follow.

The programme delivered by NHSGGC Nursing Staff and colleagues form Universities and Colleges. 

Activities include:

Discussion workshops hosted by Nursing and University/College Admissions teams:

  • the application process for Nursing and Midwifery
  • life as a Student
  • life as a Nurse or Midwife
  • Career Pathways within Nursing

Click here to find out more about Nursing Professions or visit https://www.careers.nhs.scot/careers/explore-our-careers/nursing/

Applications for our June 2025 programme are now open. 

Use the below weblink to submit your application  

https://link.webropolsurveys.com/S/5F933809457D3D6B

Thinking of Studying Midwifery? 

Click here to find out more about Midwifery as a profession or visit https://www.careers.nhs.scot/careers/explore-our-careers/midwifery/

Physiotherapy – 2025 Programme

NHS Greater Glasgow & Clyde are running Get Ready for Physiotherapy events for all school pupils, school leavers, gap year students and postgraduates living or studying in our catchment area and planning to apply to Physiotherapy courses through UCAS in 2025.  These events have been designed to replaced traditional “shadowing” for work experience. 

The intention is to deliver a meaningful programme of activity that will give participants more to speak about within your application and at interview.

The programme delivered by NHSGGC Newly Qualified and Experienced Physiotherapy staff.

Activities include:

Discussion workshops that include

  • the application process for Physiotherapy
  • life as a Student
  • life as a Physiotherapist
  • career pathways within Physiotherapy

Dates:

This will include 2 virtual sessions each year:

  • 1st on 26/3/25 from 0900-1500
  • 2nd date TBC

This has replaced the in person sessions. The content of these sessions will include advice on entry requirements and presentations from different areas of physiotherapy. This event open to anyone who is applying to study Physio in October 2025 who hasn’t previously attended a physio placement. We would also advise to make sure you have a look at the information below.

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*** Applications for 2025 now Closed : Closed Friday 7th March 2025 at 13.00 ***

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Click Here to find out more about the profession or visit https://www.careers.nhs.scot/careers/explore-our-careers/allied-health-professions/physiotherapist/

Click Here to find out more about other careers in NHS Allied Health Professions or visit https://www.careers.nhs.scot/careers/explore-our-careers/allied-health-professions/

Podiatry 2025 Programme

NHS Greater Glasgow and Clyde Get Ready for Podiatry Programme 

Ready to consider the future? Could Podiatry be the career for you? 

Stay curious and join us on the NHS Greater Glasgow and Clyde Get Ready for Podiatry programme to find out more.    

The NHS Greater Glasgow and Clyde Get Ready for Podiatry programme is a timetabled opportunity delivered by the NHS Greater Glasgow and Clyde Podiatry Service in collaboration with Higher Education Institutions and offers a hybrid experience to explore Podiatry as a profession. 

This programme will offer a unique work experience opportunity for all who are considering Podiatry as a career option whether this be as a qualified podiatrist returning to practice, a school leaver or mature student 

The programme will be delivered in 2 parts with the online element on 20th March & the in-person element between the 24th – 28th March in half day sessions (successful candidates will be allocated a half day slot on one of the dates for the in-person session) 

Within this opportunity we will offer a virtual session to explore the following: 

         The podiatry profession 

         Podiatry in NHS Greater Glasgow and Clyde

         Guidance on routes of access to Podiatry courses 

We will also offer in person work experience in NHS Greater Glasgow and Clyde including the following: 

         Experience of clinical environment 

         Observation of patient care delivery 

         Observation of the use of podiatric equipment  

Click here to find out more about the podiatry profession or visit https://www.careers.nhs.scot/careers/explore-our-careers/allied-health-professions/podiatrist/ 

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*** Applications for 2025 now Closed : Closed Friday 7th March 2025 at 13.00 ***

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Other Pathways

Senior Phase Pupils/Adults – Self Found if no Get Ready Programme

If there is no Get Ready Programme covering your field of interest then applicants are required to source placements by themselves i.e. we do not match applicants to host supervisors. A request for this type of placement should be made directly to the department of interest who will negotiate the content and length of the placement. If a placement can be accommodated the host department will contact the Learning and Education team to confirm the arrangements.

Once you have identified a department and host supervisor you should complete the Self-Found Placement Request

In order to access a placement within NHSGGC (even if you have identified a host department by yourself) pupils must complete the Self-Found Placement Request.

The NHS GGC supervisor will then confirm the placement by complete the Supervisor Confirmation Form. By completing these form you are agreeing that the placement will commence.

If you have any enquiries in relation to your request please contact us at email: ggc.earlycareers@ggc.scot.nhs.uk

Visiting Electives Programme/Internships

Please note that medical students interested in applying for an elective placement should link directly with the University of Glasgow as follows:
 
University of Glasgow
Wolfson Medical School Building
University Avenue
Glasgow, G12 8QQ

Tel +44 (0) 141 330 8023 For the information on University of Glasgow the Visiting Electives Programme, please click here .
http://www.gla.ac.uk/schools/medicine/mus/visitingelectives/#/generalapplicationinformation,howtoapply,conta

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Please note that the Early Careers Team does not deal with  

Please use the links for more information on these areas. 

Administration Career pathway Toolkit

The Career & Education Pathway Toolkit is a visual guide that help identify the relevant requirements for each admin post within PAT (Professional Administration Transformation) admin family. Covering from modern apprentice through each of the bandings up to senior management levels. It can help with career progression or upskilling in your current role.

Career & Education Pathway Toolkit
Other Resources

If you are a school leaver, please visit the DYW Skills Academyopens a new window to see the offer of online events to support you moving into work.

The My World of Work websiteopens a new window has a range of resources and career learning opportunities for over 2000 young people.

NHS Scotland Careers

Explore the exciting, challenging and rewarding career opportunities in the NHS in Scotlandopens a new window

Young People’s Mental Health

With everything going on right now, it’s more important than ever to stay connected and carry on talking about mental health.

The Seeme Scotland websiteopens a new window has a range of resources you can access.

Young Scotopens a new window is Scotland’s National Youth Information Service and have a range of activities and resources you can access.

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Main workstreams

Apprenticeships
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Get Ready For Programmes/ Career Insights
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Pre-employment Training Programmes

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Contact the Employability Team

Contact Us

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Further Information

Our NHS Scotland
Work with us
Careers Stories
Resources and Links
Graduate Recruitment
Clinical Attachments/Observerships
Volunteering

On this page

Mental Health and Wellbeing

NHSGGC promotes good mental health and the wellbeing of our staff. We treat our people fairly regardless of their mental health status and we don’t discriminate. We also provide a safe and healthy workplace. 

Mental health problems like stress, depression or anxiety cause a significant proportion of sickness absence across Scotland. We know that getting support at an early stage can prevent absence from work and help recovery. 

To achieve this, our staff will be managed in a way that is not detrimental to their mental health and positively promotes mental health and wellbeing, following our policies in this area.

Top Tips

  1. Mental health problems are a common cause of long term sickness absence and have major resource implications for NHSGGC. Promoting positive mental health and wellbeing helps improve physical health, social inclusion and productivity
  2. NHSGGC has a duty of care under our Staff Governance Standard to protect the mental health and wellbeing of our staff whilst they are at work. We are also committed to tackling disability discrimination, including discrimination relating to people who experience mental health problems.

Beyond our legal obligations, we promote good mental health and wellbeing by providing healthy working environments to help develop and nurture staff.

Policy

NHSGGC aim to promote and protect the mental health and wellbeing of staff. A range of policies and practices exist to help us do this and this policy guidance brings these together for easy reference: Board Mental Health and Wellbeing Policy.

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

Attendance Management

The NHS Scotland Workforce Attendance Policy came into effect on the 1st March 2020. This policy aims to encourage and support employee attendance, where health impacts their ability to be at work.

The aim of Attendance Management is to help the Board make the most of the employee attendance by reducing both short and long-term absence through promoting positive attitudes to work and effectively working in partnerships with all parties to reduce employee absence to the minimum levels as possible. This policy ensures that NHSGGC adopt a fair, consistent and supportive approach to staff with health problems, resolving long term or on-going absences through the most appropriate means available and ensuring they provide a healthy and safe workplace.

Further information and supporting documentation can be found on the Attendance Policy Overview and Attendance: Roles & Responsibilities document.

COVID Special Leave will end on Sunday 31st March 2024. Therefore, from 1st April 2024 any employee absent due to COVID symptoms will be recorded as sick leave. Please see DL(2024)03 – Removal of Temporary COVID Special Leave for further information.

Managers can also access the Attendance – Managers Toolkit for guidance.

The introduction of the Workplace Adjustment Passport aims to support employees with a disability, health condition or diversity in the workplace to have a great experience at work. This can be used to support employees within their current workplace or when moving between departments and / or roles. This is in accordance with the Equality Act 2010.

Stress in the Workplace

Attendance Management – Glasgow City HSCP

Further guidance on attendance management specific to staff working in Glasgow City HSCP can be found here.

NHSGGC Menopause Policy

NHSGGC is committed to ensuring the health, safety and wellbeing of our employees and ensuring everyone is treated with dignity and respect.

The menopause is a natural process and for many can be positively managed through lifestyle adjustments. However, NHS Greater Glasgow and Clyde recognises that for some the menopause is not always an easy transition. Some employees may need additional considerations to support and improve their experience at work.

NHS Greater Glasgow and Clyde is committed to supporting employees who are affected in any way by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support.   

Once For Scotland Interim Menopause Policy
Phased Return Guidance

Phased Return Following Long Term Absence

Following long term absence the arrangements are that an employee who returns to work on a phased return as recommended by Occupational Health will be entitled to be paid for a period of up to 4 weeks at their normal contractual pay.

If the phased return needs to extend beyond 4 weeks, the employee will be expected to contribute any accrued annual leave. However, if an employee does not wish to use their annual leave they can opt to be paid according to the actual hours worked during the phased return period.

Phased returns should not normally last for periods of longer than 8 weeks.

Read the Phased Return to Work PDF
Smokefree

NHSGGC have a zero tolerance approach to smoking  on all NHS grounds and premises. NHS Greater Glasgow and Clyde is committed to providing a safe and healthy environment for all staff, patients and visitors. 

Our Smokefree Policy aims to work towards a tobacco-free environment. This policy applies to all staff, patients and visitors. 

Course Overview

This course is designed to help our senior managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing the diversity across the workforce.

It aims to ensure a consistent understanding about how best to lead teams in a way that respects diversity, promotes an inclusive workplace and treats all staff equitably by Integrating EDI into a broader people centred approach to people management.

Course Provider: Learning and Education in partnership with City of Glasgow College

Duration; 3.5 hours

Method of Delivery; Hybrid- mix of In person and Online (MS Teams)

Who should attend

Any senior manager (Band 7 and above) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.

Pre-requisites

Familiarity with the following resources will be useful:

How to book this course

Click here to see the available dates and book a place. If dates do not appear on link then they are fully booked. In this case please add your name to the waiting list and you will be offered first when new dates become available.

If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).

Last updated; 28/05/2025

Course Overview

This course is designed to help our people managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing diversity across the workforce.

It aims to ensure a consistent understanding across all current managers about:

• How best to manage teams in a way that respects diversity, promotes an inclusive workplace and treats staff equitably

• How to Integrate ED&I into a broader people centred approach to people management, and also

• Some of the key supports, policies and processes that managers can draw on and apply to enable that approach.

Course Provider: Learning and Education in partnership with City of Glasgow College

Duration; 3 hours

Method of Delivery; Online (MS Teams)

Who should attend

Any middle manager (up to Band 6) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.

Pre-requisites

Familiarity with the following resources will be useful:

How to book this course:

Click here to see the available dates and book a place. If dates do not appear on link then they are fully booked. In this case please add your name to the waiting list and you will be offered first when new dates become available.

If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).

Last updated; 28/05/2025