Our managers are at the core of helping us deliver our objectives, to uphold our NHS values and their skills in managing people are vital for the function of all departments and the wider organisation. They organise the care or services delivered by each team and they work to ensure that all staff can not only operate at their best, but also experience NHSGGC as a great place to work and develop. This pathway is designed to provide clear guidance for managers joining NHSGGC and signposting next steps in development for their career journey.
The Induction pathway for new people managers is based on the following which have been developed using feedback from iMatter and Investors in People to ensure that our staff have the best experience of being managed:
People Management Guide: Being a Manager of People in NHSGGC – Responsibilities and Guidance
Equality Law: A Manager’s Guide to Getting it Right in NHSGGC
People Manager Self-Assessment Questionnaire
Systems and Processes
If there is any other information you need to support you in your new role please discuss with your line manager or contact the Learning and Education Team through our HR Portal.
1. The People Management Guide: Being a Manager of People in NHSGGC-Responsibilities and Guidance
This guide covers the following eleven main people management responsibilities. It is designed to set out in one place a summary of what is expected of you as a people manager in NHSGGC irrespective of your band or profession, and also to provide help and support for your development:
Staff Health, Safety and Wellbeing (ShaW)
Staff Engagement
Individual PDP&R
Service Performance, Team Meetings and Communications
Team Development and i-Matter
General HR Policy Awareness and Application
Equalities
Partnership Working and Managing Change
Attendance Management and SSTS
Recruitment and Retention
Leadership Skills
2. Equality Law – A Manager’s Guide to Getting It Right in NHSGGC
This guide has been produced for operational managers by NHSGGC’s Equality and Human Rights Team with the support of the Workforce Equality Group to highlight the key areas of the Equality Act 2010 which have specific relevance for operational managers in the management of teams and delivery of services.
3. People Management Self Assessment Questionnaire
The Self-Assessment Questionnaire accompanies the People Management Guide. This is developed to support you to identify where you think they are on the development journey as a manager. For many managers, this list of people management responsibilities will be a given, but there may be some activities listed in the guide that require additional advice or support.
As a new people manager, you are encouraged to complete the questionnaire and discuss this with your line manager to direct and support you through your induction period. The questionnaire should be completed within the first 3 months following appointment to your role in NHSGGC. A copy of the questionnaire results will be emailed to you to use for the basis of personal development conversations.
You will have the opportunity to discuss your personal learning needs at 121s and through your personal development planning and review meetings. Your line manager should provide time for development and be available to support discussion around specific areas of guidance and support.
Furthermore, the following resources and training opportunities can support you as a new manager with your people management responsibilities:
Staff Engagement – NHSGGC for more information and resources to improve staff engagement in your team or department.
4. People Management Systems
In the development of the pathway we identified people management systems that may be used by managers depending on their role and responsibilities. Information is added below and includes guidance on access to username, passwords and training resources:
Scottish Standard Time System (SSTS)
SSTS is an electronic duty sheet which must be completed by department managers with details of the shifts worked by staff and any absences ( AL, Sickness, etc).
JobTrain is the NHSScotland National Recruitment System to manage the key recruitment and selection activities and processes during the core stages of the recruitment process. To access JobTrain Support and Guidance click here.
eEmployee Support System(eESS)
eESS is a single, national NHS Scotland approach to HR systems providing a high quality, standardised HR functions including; Employee Self Service, Manager Self Service, Core HR and Oracle Learning Management System (OLM).
The Task Calendar is a platform being used to provide a structured approach to support departments to complete a range of activities that are within their Health and Safety Manuals. To access the user guide click here.
Datix
Datix is the software used by NHS Greater Glasgow and Clyde for clinical and non-clinical incident reporting and forms part of the boards Risk Management Strategy. It is also used for Risk Register, Legal Claims, Complaints and FOI Module.
i-Matter is the NHS Scotland Staff Experience continuous improvement tool, developed and designed nationally to help individuals, teams, Directorates, HSCPs and Boards to understand and improve staff experience, engagement, motivation and productivity. To access the user guide click here.
ServiceNow Portal
Service Now is a portal for HR, eESS and L&E related enquires and support.
MicroStrategy is a web based platform where most of the Workforce Analytics and monthly reports such as personnel, recruitment and training information can be obtained there. To access the MicroStrategy Web Help click here.
PECOS
PECOS (Professional Electronic Commerce Online System) is the online eProcurement system used by NHS Greater Glasgow and Clyde for ordering and receiving all goods and services. To access the user guide click here.
Last Updated; 04/08/2025
Induction Checklist
Please download a copy of the appropriate induction checklist for your role and work through this with your Line Manager.
To deliver effective and high quality health services, to act to improve the health of our population and to do everything we can to address the wider social detriments of health which cause health inequalities.
Below are some of the frequently asked “big facts” about NHSGGC
We are the largest Health Board in the UK covering a geographical area stretching from East Dunbartonshire to Inverclyde
We deliver services in 25 hospitals, 10 specialist units, 60 health centres and clinics
We cover a core population of approx 1.2million and provide specialist services to more than half the country’s population
We have a total annual budget of £2.6 billion
We employ 44,000 staff
We are investing more than £1billion to build four new hospitals.
This induction portal is an essential part of your journey as a new colleague, ensuring that you are well informed and provided with the necessary information you need to carry out your role within NHSGGC.
As you progress through the portal, you will be guided through your induction journey by your line manager.
Developed nationally in partnership with NHS Scotland employers, trade unions and the Scottish Government, these policies and associated supporting documents set the standard for employment practice for all NHS Scotland Boards to follow.
The Once for Scotland Workforce policies are person-centred and will be applied using the NHS Scotland values:
care and compassion
dignity and respect
openness, honesty and responsibility
quality and teamwork.
The first phase of implementation includes the following policies:
Attendance
Bullying and Harassment
Capability
Conduct
Grievance
Workforce Policies Investigation Process
The policies promote the use of early resolution, all parties establishing and encouraging open and honest communication and adopting a supportive approach by proactively communicating with and offering support to employees who are involved in any process as part of a workforce policy.
Staff are paid on a monthly basis. Your salary will be paid into your bank account on the last Thursday of every month. Your pay slip can be accessed on SSTS. You choose option for “ePayroll” and can view your pay history and previous documents. Should you have any queries regarding your pay, you must in the first instance, seek advice from your Line Manager, before contacting the Payroll Department.
Any overtime worked should be submitted to your Line Manager on a weekly basis. Overtime is paid one month behind e.g. if you work overtime in April, this will be paid in your salary at the end of May. Any queries regarding overtime must be highlighted to your Line Manager as soon as possible.
Holidays
Holidays run from 01 April until 31 March the following year. Full-time staff will receive holidays as follows:
0-5 years service 27 days annual leave per year
5-10 years service 29 days annual leave per year
10 or more years service 33 days annual leave per year
Any requests for annual leave must be filled out on your annual leave card and authorised by your Line Manager with adequate notice given to allow cover to be organised. Part-time staff will have their annual leave and Public Holiday entitlement calculated pro-rata and provided in hours due.
Changes to personal details
As an employee you can view and maintain core information held by your organisation, update your personal details (such as address, marital status, registration), view job related information, and add professional memberships and qualifications. You should do this on eESS.
All staff are entitled to join a Trade Union and there are a number of these across the organisation. Should you wish to join a Trade Union, please ask your Line Manager for contact details of Trade Union representatives.
Trade Union Meetings – Whilst every effort is made to allow staff to attend Trade Union meetings held during working hours, it should be noted that essential cover must be provided. Permission to attend Trade Union meetings during working hours must be granted by your Line Manager.
Staff Benefits
Staff have access to a wide range of benefits including travel; cycle to work scheme, annual bus ticket loans, and shuttle buses between sites.
Staff also have access to credit union and discounted gym membership.
has a contractual obligation under their contract of employment to attend work;
must comply at all times with the documented sickness absence reporting procedures;
on returning to work after an absence, is required to attend a Return to Work Discussion with their Line Manager;
will be requested to attend a management meeting to discuss sickness absence and must, if unable to attend for an acceptable reason, inform their Line Manager prior to the date/time of that meeting and if acceptable a further meeting may be convened at an alternative location/date;
When on sick leave is required to maintain a level of contact/communication with their manager, appropriate to their medical condition. All employees are responsible for making every effort to communicate with their Line Manager whilst on sick leave. If you are going to be absent from work for any reason, you must ensure that you follow the correct reporting procedures as follows: employees who are unable to attend work, must tell their Line Manager at the earliest opportunity before their starting time and no later than within one hour after their scheduled starting time. Where the Line Manager is out of the office, notification to a suitable alternative manager is required in accordance with local procedures;
It is the employee’s responsibility to make contact personally with their Line Manager. Only in exceptional circumstances, where the employee is unable to phone personally, a relative or friend may phone on their behalf, but the responsibility remains with the employee;
Where the Line Manager is not available, it is essential that contact is made with an alternative senior staff member who will be responsible for taking the information and passing it to the Line Manager. Messages should not be left on voice mail, with the hospital switchboard or with other wards or departments. Mobile phone text messages are also not acceptable and will result in the employee having an unauthorised absence.
Failure to make contact in time may lead to:
the absence being treated as unauthorised;
an appropriate deduction being made from the employee’s pay;
Action under the Disciplinary Policy.
It is important that the employee communicates all relevant details when making contact, including:
the reason for absence;
an indication of when the employee expects to be fit to return to work;
Details of any appointments with the employee’s GP.
Sickness Certification
If you are absent from work you must submit the appropriate medical certificates for your absence.
1-3 days No certification required
4-7 days Self certificate required
Over 7 days Medical certificate from GP required
It is the employee’s responsibility to keep their Line Manager informed of progress and, in particular, should the employee be unable to return when anticipated. If the employee is absent immediately before leave days or days off, they must tell their Line Manager when they will be fit to come back to work. If the employee is going to be absent for an extended period of time, any subsequent certificates should be submitted as quickly as possible, ensuring all days in the absence period are covered. Failure to submit a certificate may result in pay being withheld.
Return to Work
After any period of absence an employee’s return to work will be acknowledged through a documented Return to Work Discussion. In many cases, this may involve little more than a courteous enquiry as to whether the employee is now well. In other cases, e.g. where a pattern of short term absence is developing, or following a period of longer term absence the meeting will explore this more fully:
the reasons for absence;
the employee’s fitness for work;
If the cause of the absence may recur and whether a referral to Occupational Health/GP report is necessary.
At this meeting the employee will be given the opportunity to raise any issues they have about their absence and to get help from the organisation. More than 4 episodes of sickness in a rolling year or more than 8 days of short term absence in a rolling year can lead to disciplinary action.
Complaints Handling
The NHSGGC Complaints procedure seeks to ensure, in accordance with NHS guidelines, that complaints are handled thoroughly without delay, with the aim of satisfying the complainant whilst being fair and open with all those involved.
iMatter is the NHS Scotland Staff Experience continuous improvement tool which is designed to help individuals, teams and Health 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.
Understanding staff experience at work is the first step to putting in place measures that will help to maintain and improve it. This will benefit you as an employee, and the patients/service users that you support and their families.
The process is based on a staff engagement questionnaire which all staff are asked to respond to, which then generates a Team Report containing the results. The Line Manager discusses the report with the team and agree what the teams’ main strength is, along with up to 3 improvement actions, which are specific for the team in the months ahead. This improvement plan is captured on a team ‘Storyboard’ which the team then uses to monitor progress prior to the next iMatter run. The process is then completed annually.
All employees will have access to Employee Self Service and will be responsible for keeping their own personal details up to date. Below is a list of actions employees can view/action:
Full access to all Employee Self Service Standard Operating Procedures and eLearning video’s is available via eESS.
CHI 24
The CHI number is the main patient identifier used to process or access patient information from PMS (Trakcare).
The CHI (Community Health Index) is a database linking all of the Health Boards across Scotland electronically via the CHI 24 system.
Patients registered on this system are allocated a CHI number which acts as their UPI (Unique Patient Identifier) for their journey through the NHS, from ‘the cradle to the grave’.
CHI numbers consist of 10 digits; the first 6 being the patient’s date of birth in DDMMYY format – i.e. 160181. The last 4 digits are allocated randomly by the CHI system that generates the CHI Number; however the 9th digit is indicative of gender – even numbers for female, odd numbers for male.
The purpose of the CHI number is to provide a universal, multi-system and cross-discipline ID number for patients, so that regardless of where they are being treated within Scotland, and for whatever complaint, the patient’s CHI number will be a constant. This, in turn, will enable a complete clinical picture of the patient to be compiled.
Some of the benefits of CHI are:
reduce risk of errors in identifying patients;
reduce risk of errors in delivering care to patients, due to inaccurate or missing clinical information;
help protect the patient’s privacy and confidentiality;
reduce risk of patient information being shared inappropriately;
construct a single, complete, accurate and up-to-date clinical picture of a patient’s health care;
Reduce the need to ask patients the same questions many times during their journey through the NHS.
OneSign
OneSign (also known as Single Sign-On/SSO) is the user-switching and password management tool available at all acute hospital sites across NHS Greater Glasgow and Clyde.
OneSign eliminates the need to repeatedly type usernames and passwords and streamlines clinical workflows and enables NHSGGC staff to quickly and securely access IT applications.
OneSign brings a range of services to users including:
Digital technology is now at the centre of our professional lives through TrakCare, Clinical Portal, Emisweb, PACS, Winscribe and Microsoft applications (e.g. office 365 and teams) and in our personal lives through social media, online shopping and digital banking. Each day sees continuous or intermittent use of end-point technology – i.e. workstations, laptops, tablets and mobile phones. From the end-point you access applications which may be directly managed by NHSGGC, hosted for NHSGGC on the internet, or your personal applications.
eHealth works with many technology partners who provide updates that counter the threats that occur every minute of every day. Resisting such attacks requires a combination of technology and good human cyber-behaviour.
eHealth uses the Fairwarning monitoring system to detect & highlight potentially unauthorised or suspicious activity on systems that hold patient information (more information on this here).
eHealth promotes good cyber-behaviour and Cybersafe (search on StaffNet for Be Cyber Safe) will provide:
A list of all Information Governance policies (View the Acceptable Use Policy to which every user should be aware of and comply with)
Cybersecurity best practice for the individual; provided by public sector bodies like the Scottish government, police Scotland, technology vendors and by our own staff
Newsletters which will highlight major themes and outline what you can do to help stay safe
The majority of what you need to do in your professional life applies also to your personal life. How you need to do it may be different.
Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to promoting employee health and attendance.
This module has a particular focus on supporting staff with mental health and/ or stress issues including use of the Stress Risk Assessment tool.
Learning Outcomes
By the end of the session you will:
Understand the purpose of the NHSGGC Staff Health Strategy and of legislation relating to mental health in the workplace
Be ready to assess the risks caused by personal stress or work related stress (Stress Risk Assessment Tool)
Understand the importance of monitoring and review after the risk assessment is completed
Be aware of the range of resources available to support you and your staff
You should now work through the Learning Passport associated with your role. This should be completed within 3 months (full time staff) or 6 months (part time staff).
What are the HCSW Induction Standards and Code of Conduct
All new team members or internal staff transfers, working in a Healthcare Support Worker (HCSW) role, are expected to meet the NHS Scotland Healthcare Support Worker Mandatory Induction Standards and HCSW Code of Conduct after 3 months in post (or part-time equivalent up to a maximum of six months).
Together, the induction standards and code of conduct focus on the promotion of patient safety and protection of the public with the aim of ensuring that all HCSWs know what is expected from them early in their employment and that they are able to deliver their role in a competent and professional manner.
The standards reflect many of the areas which a new member of staff can be expected to learn about during an induction period, which will include both corporate and on-the-job induction. They cover vital aspects in both clinical and non-clinical healthcare support worker roles, in relation to protecting the public.
They focus on the basic knowledge and skills required for a new member of staff to work safely and contribute to the delivery of high-quality patient care and services. By working through the standards, new healthcare support workers will actively engage in learning and development in key areas, for example health and safety and confidentiality, which will continue through the NHS Knowledge and Skills Framework.
HCSW Induction Standards Workbook
The newHCSW Workbook offers you guidance on how to use your workbook and suggests examples of evidence that will show how you have met the required standards.
Where do I get the evidence to complete my HCSW Workbook?
If this is your first post with NHSGGC, your manager will have already received an email from us explaining the induction process and they will be supporting your through all the steps of the induction process. At this stage you will have covered some of the knowledge and tasks that will help you to complete your workbook and your manager will support you through each part of the workbook until you have completed it.
If you are an existing team member and you have recently been successful in gaining another post in the NHS (e.g. promotion/ transfer), the evidence for completing the HCSW Workbook will come from your previous experience and any training that you have undertaken. There may be some questions in the HCSW Workbook that may require you to update your knowledge. You can do this by either completing the appropriate e-module/training or by visiting Step 2 of the induction portal which will contain all the necessary resources/policies which you need to be aware of. Step 2 of the portal is constantly updated to include up to date information on key changes in the organisation.
How do I update and complete my HCSW workbook?
There is an electronic version of the workbook which will allow you to type directly into it and save it as an electronic file on your personal drive or you may use a paper version which can be printed out and completed on paper. Which ever format you use you will refer to the evidence you have gathered and how this support the parts of the workbook.
The completed workbook must be signed off by your designated reviewer and kept on file. The reviewer may be your line manager, KSF reviewer or another member of staff who has been delegated this task by your departmental manager. Once you have met all of the induction standards and committed to the Code of Conduct, your manager/reviewer will send email confirmation to the HCSW Project Officer. This part of your induction journey will then be complete.
Don’t forget, your workbook provides a great place to store all the activities you have undertaken in your first weeks in NHS Greater Glasgow and Clyde. You may choose to come back to your workbook at a later date when you are preparing for your first annual personal development planning and review meeting. This meeting is with your manager/ reviewer and will reflect on your first year in post, identify what you have achieved in your role so far and plan for your next year looking at your objectives and personal development plan. The workbook may help you to look back at the initial tasks and training you undertook as your started out in your new role.
HCSW Code of Conduct
As a Health Care Support Worker, you know from your HCSW Induction Standards workbook that you play a vital role in:
Helping the NHS deliver its services
Protecting patients and the public from harm
Valuing all aspects of equality and diversity.
What you do has a big impact on the quality of healthcare for people who use our services. The NHS Scotland Health Care Support Worker Code of Conduct is necessary because the work you do as a member of the healthcare team is very important. The Code is a list of statements that set the standard for how you should work on a day-to-day basis.
The Code is here to help you, your employer and the patients and the public you work with. It is based on the basic principle of protecting the public, and mirrors what is required of all the ‘regulated’ healthcare professionals you may work alongside.
To sign up to the Code of Conduct, please complete the ELearning module GGC:057 on LearnPro.
Once you have signed up to the Code your manager/reviewer will discuss this with you and check your understanding. This will form part of the completion of your workbook.
If you do not have access to a computer , a hard copy can be downloaded. Click here to access the full version of the NHS Scotland Health Care Support Worker Code of Conduct.
Guidance and Information for managers/reviewers
A range of support material is available to support managers (reviewers) through the mandatory induction standards and in understanding and committing to the Code of Conduct. These have been developed by NHS Education for Scotland in partnership with all NHS boards.
A summary of the key documents and a link are provided below:
The framework for learning and review
The Framework for Learning and Review has been developed to promote a consistent approach to supporting new healthcare support workers meet the standards. This framework document alongside the newHCSW Workbook and Reviewer Guidance are the core documents which should be used by reviewers and new healthcare support workers to guide and record achievement of meeting the Induction Standards. It provides an explanation of the criteria within each standard, outlines how staff demonstrate meeting the standard, where the required knowledge may come from and an indication of the evidence required.
Guidance for reviewers
The Guidance for Reviewers document explains the background to the Mandatory Induction Standards and sets out the role of the reviewer in more detail. Reviewers play a vital role in making sure that new staff members know what is expected of them in the first three months of employment. Reviewers should introduce the Induction Standards as part the overall induction activity and explain how the evidence that the Standards have been met will fit into the KSF development review process.
Induction is the process we use to welcome all new colleagues to NHS Greater Glasgow and Clyde. It can also be used when our team members transfer to a different role within our organisation or return after an extended period of absence such as maternity leave or secondment. An effective induction process should provide a variety of benefits and support our aim of delivering high quality patient care and the efficient delivery of services.
We are encouraging new employees to complete core statutory and mandatory training prior to commencement. Managers have a vital role in supporting compliance by completing this LearnPro Account Creation Form at the same time as you submit the proforma template issued by recruitment, which triggers the offer letter.
Duration of induction process
An induction process that supports colleagues must be completed by 3 months after the start date of a new role or up to a maximum of 6 months, if working part time.
NHSGGC Induction Model
NHS Greater Glasgow and Clyde has developed a six step model to support the induction process. Each step is outlined in the boxes below and provides information and resources to plan progression through a positive induction journey.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your new start as you work together to plan their personal induction journey.
All steps, with the exception of Step 4, apply to all new staff regardless of their role in our organisation.
If your new team member requires literacy/numeracy support to complete their induction programme, please click here to access additional support.
As an additional support to the resources outlined within the Induction Portal, a tutor led course is offered to managers and supervisors who are responsible for leading induction locally and supporting new colleagues, particularly those colleagues in a HCSW role. Details are noted here – Induction Training.
Dealing with press enquiries
The Corporate Communications team have developed a microsite giving advice and guidance to managers regarding media enquiries.
Induction steps
Step 1 – Organisational welcome
NHS Greater Glasgow and Clyde is a great organisation with a huge pool of terrific talent. We are committed to fairness and equality and take a zero tolerance approach to all forms of discrimination.
We have access to some of the finest facilities and resources in the country, but it is the values and attitudes we demonstrate as individuals that make the biggest difference to our patients and their families.
It is key that we are all committed to the core NHS values of: Care and Compassion, Dignity and Respect, Openness, Honesty, Responsibility, Quality and Teamwork and we use these values to guide us in all that we do.
These key messages are important for new colleagues joining our organisation, but I also believe it is important that we all remind ourselves of the opportunities we have to impact very positively on the lives of thousands of patients and their families no matter what job we do as part of NHS Greater Glasgow and Clyde.
Our organisational purpose (Mission Statement)
To deliver effective and high quality health services, to act to improve the health of our population and to do everything we can to address the wider social detriments of health which cause health inequalities.
Below are some of the frequently asked “big facts” about NHSGGC
We are the largest Health Board in the UK covering a geographical area stretching from East Dunbartonshire to Inverclyde
We deliver services in 25 hospitals, 10 specialist units, 60 health centres and clinics
We cover a core population of approx 1.2million and provide specialist services to more than half the country’s population
We have a total annual budget of £2.6 billion
We employ 44,000 staff
We are investing more than £1billion to build four new hospitals.
This induction portal is an essential part of your journey as a new colleague, ensuring that you are well informed and provided with the necessary information you need to carry out your role within NHSGGC.
As you progress through the portal, you will be guided through your induction journey by your line manager.
Step 2 – Departmental orientation
Joining a new organisation, or department, can raise a lot of questions for you. Some questions will relate to the domestic arrangements of your role and others will link to the policies and procedures that you will be expected to follow in your new role. This section provides support to work through the range of information that you will be presented with in your initial weeks with us.
The NHSGGC Induction Checklist can be used electronically or in a paper format and will support the conversation between you and your manager as you work together to plan your personal induction journey.
Employee Voice – Speak Up!
We support our staff to speak up and feel that their voice can be heard. There are a number of ways any staff member can do this including through your line manager, human resources or through Confidential Contacts. You can find a list of all the different Speak Up services and support on our Intranet.
In particular, if you identify any issues that relate to patient safety, you can raise this with your line manager. If you would rather do this confidentially, you can use our Whistleblowing service. If you raise an issue via Whistleblowing, this will be kept entirely confidential. You can access advice on Whistleblowing via our Confidential Contacts who offer a safe space for colleagues to discuss their concerns confidentially and be signposted to the appropriate next steps for help if required. The new National Whistleblowing Standards for the NHS in Scotland came into force in 2021 and apply to anyone working to deliver NHS services. It’s important that you know what options you have to raise a concern in confidence and in a protected way.
We work in partnership with a number of Trade Unions and professional organisations who represent employees and will support you if you want to raise issues or make a formal complaint. You can find a list of those organisations on our intranet. You can also join one of our staff led equalities groups, who advocate on behalf of staff with disabilities, BME staff and LGBTQ+ Staff. You can find contact details and more information about them on HR Connect.
Supplementary information to guide your discussion together can be found below and your manager will guide you to the appropriate information for your role.
The Staff Health Strategy Mental Health and Wellbeing Group are very keen to highlight and support the messages contained in this ‘Going Home Checklist’.
At this difficult time when we are so focussed on the wellbeing of our patients, it is also important to support and look after each other.
Please take a moment or two to consider these messages and pass this on to all colleagues.
Step 3 – Statutory and Mandatory training
At this step of the Induction process, your manager will direct you to the Statutory and Mandatory training modules that all colleagues in NHSGGC must complete.
These modules are:
GGC001 Fire Safety
GGC002 Health and Safety, An Introduction
GGC003 Reducing Risks of Violence & Aggression
GGC004 Equality and Human Rights
GGC005 Manual Handling Theory
GGC006 Public Protection – (Adult Support & Protection and Child Protection)
GGC007 Standard Infection Control Precautions
GGC008 Security and Threat
GGC009 Safe Information Handling (Information Governance).
Review period
All staff must successfully complete the modules noted above every 3 years, with the exception of Fire Safety. All staff are now required to complete the General Awareness Fire Safety Training module annually. In addition to this, all Ward based staff must complete face to face evacuation training annually.
You will find the full supporting information on Statutory and Mandatory training at the following link which may be helpful to discuss with your line manager: All NHSGGC Staff.
Access to Learning
Our Statutory and Mandatory training modules for new and existing NHSGGC staff are available on our online learning platform, Learnpro. This can be accessed via LearnPro.
As a new member of staff you should have received a LearnPro log-in request prior to commencement (via the email address you provided to Recruitment Services). This will have allowed you to complete core statutory and mandatory training prior to commencement.
In addition to the training identified above that is for all NHSGGC staff, you may also be required to complete additional mandatory training for your role. This could be training agreed locally in your area and may be a blend of online and classroom training. Your manager or supervisor may discuss this with you at Step 6, if this is relevant to your role.
If you are a new people manager, supervisor or team leader, please discuss your people management responsibilities with your manager and ask for help and support. Also, you have to complete the New People Managers and Supervisors Induction Pathway within Step 6 – Professional and Role Specific Induction.
Support
If you have any difficulty in accessing our online learning modules please contact colleagues at LE Support or by calling 0141 278 2700, option 3.
Step 4 – Health Care Support Worker induction standards and code of conduct
Are you a Health Care Support Worker (HCSW)?
Statutory regulation means professional registration with one of the recognised regulatory bodies within the National Health Service. These are:
General Medical Council
Nursing and Midwifery Council
Health and Care Professions Council
General Dental Council
General Pharmaceutical Council,
General Optical Council,
General Osteopathic Council.
If you do belong to one of the above professional regulatory bodies, you are not defined as as a HCSW and you can now progress to Step 5 in your induction journey.
You do not need to take any action outlined in this section. This is because you will have already agreed to a Code of Conduct set out by the regulatory body you belong to and this will govern the behaviours that the regulatory body expects you to display within your role. You may also have to participate in regular CPD and/ or revalidation activity which will ask you to produce evidence against competencies set by the regulatory body.
Is there anyone else excluded from the HCSW process?
In addition to registered healthcare professionals, the HCSW Workbook and Code of Conduct do not apply to unpaid volunteers, staff working under certain specific contractual arrangements or to staff who have a pay banding 8B or above. However these colleagues will still have to complete an induction journey based on the previous steps in the Induction Portal and worked with their manager to sign off their induction programme.
I don’t belong to any of these groups – what do I need to do?
If your role is not currently regulated by any of the professional bodies or other categories above, then you are identified as a Health Care Support Worker.
The term “Healthcare Support Worker” or HCSW can be misleading as most people believe it to only apply to people who work within a clinical environment. The term HCSW covers a very wide range of roles, both clinical and non-clinical.
As a HCSW, you will need to complete the HCSW Workbook and also sign up to the HCSW Code of Conduct. The HCSW Workbook contains a series of questions which you must answer. These questions are based on a set of mandatory induction standards which have been set out by the Scottish Government. The HCSW Code of Conduct contains a set of behaviours, competencies which you should demonstrate on a day to day basis in your role. Both these elements need to be completed as part of your induction.
Quality Assurance
To ensure consistency and to improve compliance we may ask to see completed workbook(s). These will be chosen at random.
To ensure that your induction journey is complete you should meet with your manager or supervisor and check that the following parts of the process are now signed off and achieved:
Make sure you have completed all sections of the Induction check-list, including dates of achievement and you have ticked the box for each section.
If you are a Health Care Support Worker, ensure that your HCSW workbook is completed, reviewed and signed off and you have read and understood the HCSW Code of Conduct
Your manager or supervisor will complete the new online form to tell us that your induction has been completed.
When you meet with your manager or supervisor to complete your induction journey, remember that this is an opportunity to discuss any areas of your role that you may be unsure of and to cover your personal development plan that will support your ongoing development in NHSGGC.
If you require any professional or role specific training, your manager may now direct you to Step 6.
This workbook has been designed for all new staff working in Soft Facilities Services and enables employees to demonstrate and evidence the skills required to achieve the Healthcare Support Worker (HCSW) Induction Standards.
The staff groups who will be using this work book are from the Domestic, Catering, Security, Linen, Portering and Transport Services and the Estates areas. It can also cover other roles such as sewing room, warehousing, gardeners etc. For these job roles, it is expected that the Post-holder completes all core Dimensions and the Reviewer/Line Manager selects applicable Performance Criteria in addition.
Staff working in Soft Facilities Management (FM) roles are defined as HCSW’s because they are either:
• responsible for maintaining premises or equipment used by patients;
• involved in the preparation and delivery of goods or services to service users.
This evidence based workbook contains a record of progress and provides testimonial evidence which can be used as part of employees Personal Development Review.
We’re proud to welcome colleagues from around the world to our organisation. International staff make a vital contribution to our services and help create a diverse, skilled, and inclusive workforce. Staff and line managers are encouraged to review key induction resources specifically for overseas staff, offering practical guidance and support as you settle into your new role and life in the UK.
NHS Greater Glasgow and Clyde is a great organisation with a huge pool of terrific talent. We are committed to fairness and equality and take a zero tolerance approach to all forms of discrimination.
It is key that we are all committed to the core NHS values of: Care and Compassion, Dignity and Respect, Openness, Honesty, Responsibility, Quality and Teamwork and we use these values to guide us in all that we do.
We have access to some of the finest facilities and resources in the country, but it is the values and attitudes we demonstrate as individuals that make the biggest difference to our patients and their families.
These key messages are important for new colleagues joining our organisation, but I also believe it is important that we all remind ourselves of the opportunities we have to impact very positively on the lives of thousands of patients and their families no matter what job we do as part of NHS Greater Glasgow and Clyde.
We are always looking for ways to improve the on boarding experience for new staff members, and your feedback is invaluable. We are inviting you to participate in a Collaborative Conversation to discuss your experiences as a new starter at NHSGGC. This is a great opportunity to share your thoughts on what went well during your recruitment, on boarding and first few months with us. We are always keen to understand what went well and use your feedback to identify any areas we can improve. If you are new to the organisation within the last 6 months you should receive an invite to a session either via Teams or face to face.
The session will last approximately 90 minutes and will be facilitated by the Staff Experience and Learning & Education teams. Your participation is completely voluntary and confidential. All information shared during the focus group will be anonymised and used solely to improve the on boarding experience for future new starters. Places are limited, so please register early to book your space. If you can’t attend but are looking for other opportunities to be involved, you can find more information on our Staff Experience pages.
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