The eESS Self-Service module will be a fundamental change to working practices for employees.
eESS Employee Self Service
Employees will now have access to view and update the following information:
- Equality and diversity information – age, gender, religion etc (Please check/update)
- Name, address, date of birth etc
- Always use “Type” Primary Home Country address
- Emergency Contact details/Next of Kin details
- Certificates, Highers, Degrees etc
- Line Manager will approve once evidence is presented
- Includes self employed, ad hoc work and contracted work
- Adoption Leave
- Copy of MATB1 must be retained by line manager
Useful Information
Full access to all Employee Self Service Standard Operating Procedures and eLearning video’s is available via the eESS National website
eESS Team
The best way to contact the eESS Team is via the new HR Connect Self-Service Portal which launched on 6th June 2022 – Please ensure that you add the link to your Favourites for easy access.
If your enquiry is urgent or you would prefer to talk to a member of the eESS Team please contact us by telephone 0141 278 2700 option 5 – Press 1 for the eESS Support Team, Press 2 for the eESS Technical Team . The phone lines are open between 9.00am and 3.00pm, Monday to Friday
Please note when calling the eESS Team for the first time you may be required to provide some key details about who you are and where you work.
Your details will be stored in our system which means when you contact the eESS Team again these details will not need to be taken and a simple check will be done to ensure the details are still correct.
The Armed Forces Covenant
NHS Greater Glasgow and Clyde has reaffirmed its ongoing commitment to those individuals who currently serve, our Reservists and those veterans who are key members of our society by signing the Armed Forces Covenant.
The strong relationship between NHSGGC and the UK Armed Forces is greatly valued, with the Health Board already working to support employees who also are Reservists.
By signing the Covenant, NHSGGC pledged its commitment to supporting armed forces veterans, recognising the value they contribute and acknowledging that serving personnel and military families should be treated with fairness and respect.
The Defence Employer Recognition Scheme
The Employer Recognition Scheme (ERS) encourages employers to support members of our workforce who are part of the Armed Forces Community.
NHSGGC’s dedication to ensuring that all members of its workforce feel valued is evident, with a particular emphasis on supporting those who are part of the Armed Forces Community. The organisation’s communications and activities are carefully designed to celebrate and encourage this community, and we were delighted to be recognised for this work through achieving the Gold level in the Defence Employer Recognition Scheme.
Are you a member of the Volunteer Reserve Forces or a Regular Reservist working in NHSGGC?
The regular training that the Reserve Forces undertake brings essential skills into the workplace such as leadership, communication, team working and organisational ability, which ultimately lead to improved performance in the workplace.
The Reserve Forces Training Policy is an established National NHS Scotland policy within our suite of workforce policies and we hope that we can be confident that all NHS Scotland employers are treating their staff who are members of the Reserve Forces equally.
If you want to find out more about what our reservists do, please watch the RAF Medical Reserves Employer Engagement Video.
To help us to ensure you are aware of the support that NHS Greater Glasgow and Clyde can offer, we would ask you to register with the Board Contact: Diana Hudson, Staff Experience Adviser, Diana.Hudson@ggc.scot.nhs.uk.
When registering, we ask that you complete the Reservists Registration Form and submit this to the Board Contact. By completing these details, we’re able to securely hold your contact details to update you on any changes to policy, process or any other information in relation to NHS Reserve Forces staff. Please get in touch with the Board Contact for a registration form.
Staff Governance is a term which describes the framework for managing employees inside NHS Scotland. The commitments surrounding the framework, are in place to ensure all staff have a positive experience at work, where they feel motivated and engaged with their role, team and the Board.
If you have any queries please contact the Staff Experience team: ggc.staffexperience@ggc.scot.nhs.uk
What does it mean?
Staff Governance is defined as: “a system of corporate accountability for the fair and effective management of all staff”.
It can be measured through assurance that the Standard commitments are being met, and this is assessed locally via the Staff Governance Committee of each Board.
Staff Governance Standard
The Staff Governance Standard sets out what each NHSScotland employer must achieve in order to continuously improve in relation to the fair and effective management of staff. Click on the links for more information.
There are 5 Staff Governance Standard commitments set out what staff can expect from their NHS Scotland Board, and they are that staff should be:
- Well informed
- Appropriately trained and developed
- Involved in decisions
- Treated fairly and consistently, with dignity and respect, in an environment where diversity is valued
- Provided with a continuously improving and safe working environment, promoting the health and wellbeing of staff, patients and the wider community.
However, the Standard also sets out corresponding responsibilities for staff (at any level within the organisation). Staff should:
- Keep themselves up to date with developments relevant to their job within the organisation
- Commit to continuous personal and professional development
- Adhere to the standards set by their regulatory bodies
- Actively participate in discussions on issues that affect them either directly or via their trade union/professional organisation
- Treat all staff, patients and service users with dignity and respect while valuing diversity
- Ensure that their actions maintain and promote the health, safety and wellbeing of all staff, patients, service users and carers.
These dual commitments are in place to ensure all staff have a positive experience at work, where they feel motivated and engaged with their role, team and the Board.
NHSGGC Staff Governance Committee assesses how well the Board is complying with these Standards.
Fair Work Framework
The Vision and Framework for Fair Work in Scotland, state that, by 2025, people in Scotland will have a world-leading working life where fair work drives success, wellbeing and prosperity for individuals, businesses, organisations and for society.
NHS Greater Glasgow and Clyde (NHSGGC) is committed to the Fair Work principles in order to deliver Scottish Government ambitions of a Fair Work Nation.
As a large public sector organisation, we work in partnership to align the Fair Work principles through commitment to the Staff Governance Standard, as well as a range of other activities and plans across the organisation including, the Procurement Strategy, Workforce Equality plans, Learning and Education activity, the Staff Health Strategy, Safety and Wellbeing plans, flexible and family friendly HR policies, and our Workforce Plan. Additionally, NHSGGC are proud to be a Living Wage Accredited employer.
Staff Governance Committee
The Staff Governance Committee (SGC) is a standing committee of each NHS Board which, together with the Clinical Governance Committee and Audit Committee, forms the full governance framework for NHS Boards.
The purpose of the Staff Governance Committee is to provide assurance to the Board that NHSGGC meets its obligations in relation to Staff Governance under the National Health Service Reform (Scotland) Act 2004 and the Staff Governance Standard. The Staff Governance Committee is a Standing Committee of the Board.
The Committee ensures that structures and policies are in place to provide assurance that all staff are:
- Well informed
- Appropriately trained and developed
- Involved in decisions
- Treated fairly and consistently, with dignity and respect, in an environment where diversity is valued
- Provided with a continuously improving and safe working environment, promoting the health and wellbeing of staff, patients and the wider community.
Each Health and Social Care Partnership, Acute Services and Corporate Directorate have their own Staff Governance arrangements and structure.
The Staff Governance Committee meets four times per year to review and as part of each Committee meeting, speakers provide assurance that structures, actions and processes are in place to meet the Standard.
The NHSGGC Staff Governance Committee is co-chaired by Ketki Miles (Non-Executive Director) and Ann Cameron-Burns (Employee Director).
Approved minutes of Staff Governance Committee meetings can be accessed via the NHSGGC Board papers page or by emailing ggc.staffexperience@ggc.scot.nhs.uk.
The Staff Experience Team runs a programme of Collaborative Conversations Staff Engagement Sessions to hear more from staff about their staff experience.
Our recent programme of conversations was run with staff to test how we were using feedback from iMatter and Investors in People. At those Staff Engagement Sessions we asked staff for their input on what difference they’ve seen over the last year and what they think would make the biggest difference to their experience at work and the experience of colleagues.
The staff feedback was provided to the Investors in People Cluster groups to inform their improvement plans and help create a better workplace in all our areas.
The team is now working with local services and teams to identify key themes from the 2023 iMatter survey and following up with staff to better understand what improvements we can put in place.
If you have any queries please speak with your manager and you can also email ggc.staffexperience@ggc.scot.nhs.uk.
Staff experience takes account of a staff members full employment journey, from being a prospective candidate right up the point they leave an organisation.
As an employer, NHS Greater Glasgow and Clyde (NHSGGC) wants to ensure all staff have a positive experience at work, through:
- Ensuring visibility of, and access to, the right people and the right information at the right times
- Developing capability, inspire ownership, accountability and trust at all levels, and empowering the workforce
- Ensuring equality, diversity and inclusion to continuously establish a fairer workplace for all
- Creating and embedding two-way, feedback rich conversations throughout the organisation
- Encouraging a culture of excellence, celebrate success, benchmark against world class standards.
The Staff Experience team work in a number of areas, to ensure NHSGGC staff to have the most positive experience. The key areas of work and contact details for the team are outlined below.
The Staff Experience Team
Our Staff Experience team is committed to growing an inclusive organisation, where every employee is treated fairly and consistently, with dignity and respect. To get in touch, please email us at ggc.staffexperience@ggc.scot.nhs.uk
The team consists of the following members and you can contact them via the buttons below:
iMatter is the NHS Scotland Staff Experience continuous improvement tool, developed nationally, and used within all NHSScotland Boards.
iMatter is designed to help individuals, teams, Directorates, Health and Social Care Partnerships (HSCPs) and Boards, understand and improve staff experience. This is a term used to describe the extent to which employees feel motivated, supported and cared for at work. It is reflected in levels of engagement, motivation and productivity.
The process is based on a staff engagement questionnaire which all staff are asked to respond to, which generates a Team Report. The team discusses the report and agrees the team strength along with up to 3 improvement actions. This improvement plan is captured on a team ‘Storyboard’ which the team then uses to monitor progress. The process is then completed annually.
National Staff Experience Reports
iMatter Supporting Documents
1. Action Planning
Please note, Actions Plans should be completed for all teams. The below documents are designed to support the Action Planning process, however please get in touch at iMatter@ggc.scot.nhs.uk if you require any further support.
2. Line Manager Support
3. Paper copies
For any questions, support or guidance regarding iMatter, or if you would like to share any iMatter success stories, please contact the iMatter mailbox at imatter@ggc.scot.nhs.uk
The security of our staff is paramount within NHSGGC. To enable our line managers to support their staff, the Human Resources teams monitor the international threat level for the UK. The UK threat levels are set by the Joint Terrorism Analysis Centre (JTAC)
JTAC analyses and assesses all intelligence relating to international terrorism, at home and overseas. It sets threat levels and issues warnings of threats and other terrorist-related subjects for customers from a wide range of government departments and agencies, as well as producing more in-depth reports on trends, terrorist networks and capabilities.
JTAC brings together counter-terrorist expertise from various organisations. This information is analysed and then shared across UK Government organisations.
JTAC works closely with MI5, which manages investigations into terrorist activity in the UK. This enables it to assess the nature and extent of the threat in this country.
Current national threat level
The five UK threat levels are categorised as follows:
- Low means an attack is highly unlikely
- Moderate means an attack is possible, but not likely
- Substantial means an attack is likely
- Severe means an attack is highly likely
- Critical means an attack is highly likely in the near future
The UK threat level was lowered from Severe to Substantial on 09 February 2022.
If you are concerned about security within your workplace, you should discuss your concerns with your line manager in the first instance. Alternatively, you can contact the Human Resources Support and Advice Unit for further guidance.
This webpage will summarise the key amendments, policy changes or workforce initiatives updated on HR Connect.
2022
18 July – Staff Bank Newsletter (Summer 2022)
The Summer 2022 Staff Bank Newsletter, focuses on:
- Our brilliant Bank teams
- the DNA procedure
- Staff wellbeing
- Moving to other wards
11 February – Dying to Work Charter
The Dying to Work Charter was adopted by NHS Scotland in March 2021, and endorsed by NHSGGC Chief Executive and Employee Director. It sets out an agreed way in which our staff will be supported, protected and guided throughout their employment, following a terminal diagnosis. Please select the header above to be taken to the agreement and management guide.
2021
01 April – Whistleblowing Policy review
From today, the new National Whistleblowing Standards are in place forming the Once for Scotland Whistleblowing Policy.
For further information on training and contact information, view the Whistleblowing Policy.
29 March – Gender Reassignment Policy review
The Gender Reassignment Policy sets out NHSGGC’s roles and responsibilities as a service provider to patients who have the protected characteristic of Gender Reassignment.
01 March – Scottish Government Bonus Payment
Please refer to the frequently asked questions regarding the NHS Scotland’s agreed qualifying criteria for the £500 one-off payment announced by the First Minister.
2020
09 November – Living Wage Employer
We are delighted to announce NHSGGC are now a Living Wage Employer.
What is a Living Wage employer?
A living wage employer ensures that all employees aged 18 and over, including certain classes of contracted staff, are paid at least the living wage.The employer also agrees to increase the amount which it pays to employees by the same amount as any increase in the living wage within six months of the date of the official announcement.
What is living wage accreditation?
Living wage employer accreditation is managed by citizens UK and provides employers with a licence to the living wage employer mark. The accreditation process is simple and is open to employers already paying the living wage, or those committed to an agreed timetable of implementation.
12 August – Medical Appraisal and Revalidation
Dr Gregor Smith (Interim Chief Medical Officer to all Responsible Officers in Scotland) has written to all NHS Scotland Health Boards regarding the national arrangement for restarting Medical Appraisals.
Please review the updated information on the NHSGGC medical appraisals website and email medical.revalidation@ggc.scot.nhs.uk if you have any further questions regarding the letter.
23 July – Jobtrain version 7 upgrade
The NHSGGC recruitment system will shortly be upgraded to version 7. This briefing outlines what this will mean as one of NHSGGC’s hiring managers.
16 March – COVID-19 update
Please keep up to date with the latest guidance and frequently asked questions on the designated NHSGGC Coronavirus website. This information is updated daily and if you have any questions not covered, please contact email your specific query at staff.covid19@ggc.scot.nhs.uk and we will arrange to update the FAQs to respond to your questions.
02 March – NHS Scotland ‘Once for Scotland’ Workforce policies
Individuals currently within an NHSGGC process should complete the process under that policy, unless they are at the very start of the Attendance or Capability policies in which case they should move across to the NHSScotland Workforce policy on the completion of Stage 1, provided both sides are in agreement. If both sides are not in agreement, the individual will remain on the NHSGGC policy.
Where a process is underway within an NHSGGC policy, the policy and supporting documents, including template letters can be accessed through HR Connect – Policies & Associated Guidance.
05 February – NHS Scotland Staff Pension Policy
Further to the Core Brief on the 29 November 2019 and following the recent Pension Information sessions delivered across GGC, a copy of the presentation and frequently asked questions can be found at REC Information.
To support employees who may be affected by the impacts of international conflicts, we want to ensure staff are aware of the resources available to them. We take the wellbeing of our employees very seriously and pride ourselves on being a diverse and inclusive workforce.
It is understandable that international events might make you may feel anxious, upset or overwhelmed. In recognition of this, we ask that anyone who is experiencing difficulties, whatever they may be, to raise this with their line manager in the first instance or through the Human Resources Support and Advice Unit. By advising us of any concerns you have will enable us to take a person-centred approach to assist you in your role, during these uncertain times.
If you have loved ones currently in an area directly impacted by a conflict, we appreciate you may wish to keep in more regular contact with them. As such, should you wish to discuss temporary adjustments to your working hours, rest breaks or duties, we will do our upmost to accommodate this through our Flexible Working Policies.
We would also like to remind you that you have access to a range of confidential support. This includes: self-help, money advice, mental health and wellbeing and the NHSGGC Counselling Service.
We understand people may have differing views of international conflicts; however, the organisation does not condone any form of bullying, harassment, or discriminatory behaviour. We would like to remind all staff members to use respectful and appropriate language and be kind to colleagues.
Similarly, staff are reminded to only use appropriate channels to communicate in line with our Email Usage policy, Internet Acceptable Use policy; and our Personal Use of Social Media policy, and to, at all times, be sensitive to the individual circumstances of others.
Should you have any questions or concerns regarding these matters, please do not hesitate to reach out to the Human Resources Support and Advice Unit. If you are a member of a Trade Union/Professional Organisation they may also provide you with advice and support.
