Policies and Staff Governance

Please find attached Interim National Arrangements for Adverse Weather. This has been designed to ensure that in periods of adverse weather NHS Scotland adopts an approach that is consistent at a national level, ensuring that fair and equitable treatment is prioritised and that we remain able to effectively deliver essential services. The guidance has been developed in partnership with NHS Scotland through consultation between Scottish Government Officials, NHS Scotland employers and Trade Unions.

Interim National Arrangements Covering Disruption to Work as a Result of Adverse Weather

The Adverse Weather Policy applies to all employees of NHS Greater Glasgow and Clyde including Bank staff.

• Please also review GGC supplementary guidance for employees regarding Adverse Weather.
• Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.

NHSGGC is committed to reducing the financial and environmental impact arising from its business travel.  Where possible, the aim of this policy is to encourage employees to reduce unnecessary travel and encourage the use of more sustainable forms of transport. However, the Board recognises that sometimes there is no alternative to using a car for business travel and this policy is not intended to impede business travel where it is required nor to restrict car use where it is the most appropriate mode of transport for business purposes. Neither is this policy intended to be applied to the detriment of those employees with restricted mobility. This policy applies to all staff employed by NHSGGC.

Top Tips on using the Business Travel Policy…….

• Before undertaking any journey, staff should consider the Business Travel Hierarchy.
• Reflect on the need to travel for business purposes.
• Walking and cycling are healthy, sustainable and very low cost travel options. Staff should be encouraged to consider alternative travel options if their role can facilitate this approach.
• Bus, train and SPT subway travel provide an alternative to car-based business travel for short, medium and long distances.
• Many car trips could be avoided if staff coordinated travel plans and shared cars, for example, when attending the same meeting. An additional mileage rate for each passenger is paid.

Policy

• Business Travel Policy
• Please contact the HR Support and Advice Unit if you wish clarification  on the use or application of this policy.

Car Parking on Hospital Sites

This policy outlines the arrangements for car parking on hospital sites. These arrangements are designed to balance the needs of staff, patients and visitors and ensure car parks continue to be fairly and effectively managed.

The policy details arrangements for visitor and patient parking, staff with parking permits and other staff parking.

• Board Car Parking Policy

Policy

• Board Car Parking Policy
• Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.

This policy relates to the professional use of social media within NHSGGC. It includes all such use whether on a network PC or on an employee’s own device.

‘Social media’ refers to websites and networks where users share photos, videos, opinions, or reviews. Blogs, YouTube, Facebook and Twitter are all examples. Social media offers opportunities for us to engage with patients and communities.
The misuse of social networks carries significant reputational, technical and legal risks. This policy is to provide clear advice and guidance to employees on the use of social media in a professional capacity.

The policy sets out a process for the limited and authorised use of social media for professional purposes. This is to allow the organisation to realise the benefits of social media whilst ensuring we assess and manage the risks.

Top Tips on using the Corporate Use of Social Media Policy

• This policy applies to all employees of NHSGGC. Full-time or part-time, on permanent contracts, fixed-term or bank (as and when required) contracts.
• It covers the professional use of social media within NHSGGC. It does not cover what you discuss, comment on or publish in your own time on your own personal profile. The policy on personal use of social media covers personal use.
• Any information published online is accessible around the world within seconds. It will be available to the public for a long time. This makes it important to stick to the common principles shared across all forms of social media.
• The policy of NHSGGC is that social media is only to be used for business purposes if authorised. General access to social networking sites is not permitted on the NHSGGC network. Access to these sites will be blocked unless authorisation is granted.

Policy

• Board Corporate Use of Social Media Policy
• Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.

Forms

You can obtain a word version of the associated application forms using the link below:

Corporate Use of Social Media Policy – Word version application forms 

This policy applies to what staff write, post or stream on social media sites in a personal capacity which may relate to their work.

We recognise that many employees take part in social networking sites outside of work hours. In the majority of cases this is uncomplicated and trouble-free.

The intention of this policy is not to interfere with an employee’s personal life. Yet there are potential risks/nuisances associated with the use of social media. Risks which individuals may not even be aware of. Erosion of the boundary between work-life and home-life can have a negative effect on the relationship between an individual and their employer.

We need to provide our staff with clear guidelines on what is and what is not considered to be appropriate personal use of social media. This is to safeguard the reputations of individuals and the organisation.

Top Tips on using the Personal Use of Social Media policy

• The main principle of this policy is that conduct on-line should meet the high standards of behaviour which we expect of our employees.
• Employees should take care about what they post on the internet. Individual privacy settings do not always stop others seeing and distributing your content.
• All employees are responsible for any information they make available on-line. This applies whether posting during work hours, during breaks or when not at work.
• If you identify NHSGGC as your employer, make it clear when publishing your opinions that these are your own personal views. You should make it clear that they do not represent the views of NHSGGC.

• Guidance on Countering Abuse on Social Media 

Policy

• Board Personal Use of Social Media Policy.
• Guidance on Countering Abuse on Social Media 

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

Guidance

What is the purpose of the policy?

NHSGGC recognises that many employees participate in social networking sites outside of work hours. In the majority of cases this is uncomplicated and trouble-free. The intention of this policy is not to interfere with an employee’s personal life however there are potential risks/nuisances associated with the use of social media; risks which individuals may not even be aware of.

What is Social media?

The term ‘social media’ is used to describe on-line technologies and practices that are used to share information, knowledge and opinions. Social media services and tools can involve a combination of technology, telecommunications and some form of online social interaction and can use a variety of different formats, e.g. text, images, video and audio. It includes social networking (e.g. Facebook, MySpace, Bebo and Linkedin), blogging applications (e.g. Twitter, Blackberry Instant Messaging, Blogger and WordPress), multimedia sharing and networking applications (e.g. YouTube, Flickr and Skype), information sharing sites (e.g. Wikipedia), review and opinion sites (e.g. Google Answers and Yahoo! Answers), forums (e.g. Mumsnet, Digital Spy and iVillage), dating sites and personal web pages. This list is not exhaustive.

What are employee’s responsibilities whilst at work?

As a general rule, NHSGGC employees are not allowed access to social media sites such as Facebook and Twitter on the NHSGGC network unless authorised for business purposes (see Policy on Corporate Use of Social Media). Where employees bring their own personal mobile devices into the workplace, they must limit their use of these devices in relation to personal use of social media to official rest breaks, such as lunch-times.

What are employee’s responsibilities when not at work?

All employees are responsible for any information they make available on-line whether this was posted during work hours, during breaks or when not at work. The Board considers employees to be responsible and accountable for information contained on their social networking page or blog.

Employees need to be aware of what is posted/uploaded to sites they control and that they would be expected to manage any inappropriate material responsibly.
Employees must not…

• Send information, forward e-mails or send images (e.g. photos, cartoons, graphics) on-line about NHSGGC, its services, facilities, staff, patients or third parties, which are confidential, defamatory, discriminatory, harassing, illegal, threatening, intimidating or which may incite hatred (e.g sectarianism/racism/homophobia).
• Direct defamatory, threatening or intimidating comments on-line towards other NHSGGC employees. If they do so, this will be judged in terms of the amount of harm caused and the size of the audience who will see the comments (e.g. how many people would actually see the comments on-line and just how bad were those comments considered to be?).
• Send or post images/photos of patients, services users or employees in the workplace, that would not otherwise be considered to be a public place, unless the express authority of the subject has been secured and that consent is based upon a full understanding of how the image will be used.
• Employees will inevitably discuss aspects of their working day with others, either face-to-face, over the telephone or on-line.
• Employees must however be cautious about discussing work-related issues and complaints in a manner which could cause reputational damage to individuals, their own reputation or that of the Board as their employer. Legitimate concerns should always be addressed through the appropriate Board complaint policies e.g.Grievance, Bullying & Harrassment and/or whistle-blowing procedures.
• Use their works e-mail address to register on a social network or e-commerce website (e.g. eBay, Amazon, Groupon)

Breaches of the Personal Use of Social Media Policy

Any breaches of this policy may be subject to the Board’s Disciplinary Policy and other associated policies such as Dignity at Work. (In applying these policies full use will be made of the supportive improvement provisions of the Disciplinary Policy.)

Employees should be aware…

That if they disclose the name of the Board as their employer, they should make it clear when publishing their opinions on-line, that these are their own personal views and that they do not represent the views of NHSGGC.

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.

• Guidance on countering abuse on social media.

NHSGGC recognises that employees who work together may be in, or form, personal or family relationships with colleagues.

This guidance has been developed to protect the integrity and welfare of employees, managers and the organisation in any such circumstances. The guidance must be applied in conjunction with appropriate professional guidelines and codes of conduct and relevant NHS Greater Glasgow and Clyde workforce policies e.g. Dignity at Work and the Staff Code of Conduct.

• Guidance for Managers and Staff

Nursing and Midwifery Rostering Policy

• Board Nursing and Midwifery Rostering Policy

The policy applies to all staff employed by NHS Greater Glasgow and Clyde (NHSGGC), students attached to NHSGGC services and any contracted workers.

The staff uniform and dress policy provides health care workers and managers with information regarding the standard of dress and appearance required by NHSGGC.

Policy

• Board Staff Uniform and Dress Policy.
• Please contact the HR Support and Advice Unit if you require further advice.

NHSGGC is committed to equal opportunities and the promotion of flexible, employee friendly working practices for all employees.

The Job Share policy will be actively promoted by the Board with the aim of creating an environment that will utilise an employee’s skills, talent and experience thereby giving the opportunity to both recruit and retain a well-motivated as well as committed workforce.

Job share represents an opportunity for employees to work fewer hours while maintaining their career prospects and personal development. Job share is designed to increase the variety and seniority of work available to those not seeking full-time employment.

Policy

Board Job Share Policy.

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

Guidance

What is a Job Share?

Job sharing represents an opportunity for employees to work fewer hours while maintaining their career prospects and personal development.

Job share is designed to increase the variety and seniority of work available to those not seeking full-time employment, without reducing the number of full-time jobs in the organisational structure.

Who can request Job Sharing?

The opportunity to request a job share is open to all employees, as well as to prospective employees, irrespective of the band or level of the post.

How is a Job Share arranged?

Job sharing can be introduced into a post in a number of ways:

• Existing employee formally applying to management for a job share arrangement to be agreed regarding the post they occupy.
• Internal application being made by an employee to share a post.
• Joint internal application being made by two or more existing employees as a unit to share a post.
• External application being made by a candidate to job share a post.
• Joint external application being made by two or more candidates as a unit to job share a post.
• Two or more separate applications being made, whether internal or external, which can be matched together to form a job share unit.

How will duties be shared?

The sharing of the duties and responsibilities of a post may take several forms. The aim in all cases is to ensure the most efficient means of operation. Division of duties may be into projects, tasks, and clients or merely time, as the case may be.

The partners should always be in a position to claim that at some time each had fulfilled the duties and responsibilities of the whole post.

Each job sharer is responsible individually for the satisfactory performance of his/her own duties.

Can I request a Job Share if I am due to return from maternity or adoption leave?

Yes, employees returning from maternity or adoption leave particularly benefit from job sharing.

For those employees who are on maternity or adoption leave and who wish to job share the following procedure applies:

• Notify your manager in writing at the earliest opportunity (but at least two months prior to the return to work date) giving notice of your wish to job share.
• If the job is felt to be unsuitable for job sharing an agreed alternative job share will be sought by your manager. Two months prior to returning from paid maternity or adoption leave you will receive copies of the organisation’s Jobs Bulletin and can apply for job share vacancies.
• You may wish to consider the use of unpaid maternity or adoption leave to allow your manager more time to find a suitable job share. The requirement to return for three months to retain maternity or adoption pay applies equally to employees returning from maternity or adoption leave on a job share basis and will commence at the date of return.

Please refer to the full Job Share Policy for details on terms and conditions and for information on working arrangements.

Keeping records up to date

We need to know when you’re at work and when you have any type of time off. This is important to make sure we pay you correctly too.

All managers should ensure that SSTS is updated correctly and payroll is informed, where SSTS is not available.

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.

The Equal Pay Statement was agreed in partnership, and outlines NHS Greater Glasgow and Clyde’s support for the principle of equal opportunities in employment.

NHSGGC is committed to the principles of equality of opportunity in employment and believes that staff should receive equal pay for the same or broadly similar work, or work rated as equivalent and for work of equal value,
regardless of their age, disability, ethnicity or race, gender reassignment, marital or civil partnership status, pregnancy, political beliefs, religion or belief, sex or sexual orientation.

NHSGGC recognises that in order to achieve equal pay for employees doing the same or broadly similar work, work rated as equivalent, or work of equal value, it should operate pay systems which are transparent, based on objective criteria and free from unlawful bias.

Statement

• Board Equal Pay Statement
• Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy statement.

NHS Greater Glasgow and Clyde’s vision is to be a just and inclusive organisation in which everyone who receives services or works for us has the opportunity to fulfil their potential.

This cannot be achieved if there is prejudice, discrimination, alienation, or social exclusion. Services need to be accessible, appropriate and sensitive to the needs of all service users. No-one should be excluded or experience particular difficulty in accessing and effectively using our services due to their age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race/ethnicity, religion or belief, sex or sexual orientation.

As an Equal Opportunities employer we strive to have staff with the right skills to deliver equitable and quality services. We are committed to ensuring that our employees are not discriminated against and are appropriately supported in the workplace.

NHSGGC is committed to developing an organisational culture that promotes Equality and Diversity.

Policy

• Board Equality, Diversity and Human Rights Policy

Gender Reassignment Policy

• Gender Reassignment Policy

NHSGGC is committed to meeting the needs of its diverse workforce.  The Gender-Based Violence Policy is aimed at ensuring staff at all levels in the organisation are safe to disclose their experiences of abuse in order to access support and increase safety for themselves and others.

Board Gender-Based Violence Policy

The Policy is supported by guidance for managers.

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

Managers Guidance

Our policy includes a guidance section that can help you to manage these difficult conversations.

Board Gender Based Violence Manager Guidance

Gender Based Violence (GBV) Policy

The term ‘gender based violence’ covers a number of different types of abuse. GBV includes domestic abuse, sexual harassment and sexual assault.

Although primarily experienced by women, the policy recognises that men too can experience abuse.

 An employee might speak to a colleague, their manager, one of our HR team or Occupational Health and disclose abuse. At all times, the support and advice offered will be non-judgemental and sensitive to the employee’s needs.  

An employee who is experiencing abuse (e.g. psychological abuse, threats, stalking, harassment) may have an urgent need for a workplace risk assessment and safety planning to assess potential risks.

While the primary purpose of the policy is to outline the support available to employees who are experiencing abuse, the policy also provides advice and guidance on dealing with perpetrators of gender based violence.

Top Tips on using the Gender Based Violence (GBV) Policy ……..

1. Our managers are expected to be available and approachable; to listen and reassure; respond in a sensitive and non-judgemental manner and discuss how the Board can support employees.
2. Don’t jump to conclusions. Colleagues and/or managers might notice that one of the team isn’t quite their usual self. You may think there are signs that abuse is happening. You might notice bruises – but don’t jump to conclusions.

Medical Staffing Guide to Clinical Attachments/Observership guidance and associated documentation.

Individuals who are interested in applying for a Clinical Placement within NHS Greater Glasgow and Clyde must submit a formal application via the NHS Scotland Recruitment website. Direct applications and speculative enquiries will no longer be not be accepted.

Guidance

• Clinical Placement Guidance

Clinical placement offer form

• Clinical placement offer form

All employees are required to perform the duties of their post to an acceptable standard. The NHS Scotland Workforce Capability Policy policy is designed to deal with those cases where the employee is lacking in some area of knowledge, skill or ability resulting in them being unable to carry out the required duties to an acceptable standard.  This policy enables those staff to be provided with the support, encouragement guidance and training required to improve their work performance. 

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

Capability Guidance

Capability Tools & Templates

A suite of templates letter have been developed to support the effective application of the Employment Capability Policy. These have been drafted to cover a range of scenarios. If managers are in any doubt in which template(s) to use please contact Human Resources – HR Connect>HRSAU.

Forms

• A. Supported Improvement Plan
• B.Mentor Monitoring Framework

The Employment of Statutory Registered Professionals Policy applies to all individuals who are employed within NHS Greater Glasgow and Clyde. It is a condition of employment with the Board that individuals must be registered with the relevant regulator in order to practice in a specific profession.

The purpose of the policy is to protect the public who come into contact with the Board by ensuring that all staff in statutory registered professions employed by NHS Greater Glasgow and Clyde fulfil the appropriate registration requirements to practice.

The policy provides a framework applicable across NHS Greater Glasgow and Clyde which ensures that all staff in statutory registered professions are currently registered with the relevant regulator.

Top Tips on using the Statutory Registered Professionals Policy…

1. Newly qualified persons awaiting registration may be initially employed in an appropriate non-registered post, and paid accordingly, until proof of registration is submitted and confirmed.
2. Managers are responsible for verifying registrations for new staff and for maintaining an accurate record of current registration expiry dates for all their statutory registered employees.
3. Managers are responsible for advising all their employees, in writing, that their registration is due to expire within the period under review. This applies to employees at work or absent on leave.
4. It is the employee’s responsibility to maintain registration. Staff that allow their registration to lapse will not be permitted to continue to practice.

Policy

The purpose of this document is to provide a framework across NHS Greater Glasgow and Clyde which ensures that all staff in statutory registered professions are currently registered with the relevant regulator.

• Board Employment of Statutory Registered Professionals

The Partnership Agreement has been developed jointly by the Board and the Trades Unions and Professional Organisations representing staff.  The Agreement is designed to ensure staff are effectively involved in influencing the shape and implementation of decisions that affect their work, and offer managers the means through which staff views can be considered before taking the decisions for which they are responsible.

 It is recognised that staff, through their recognised trade unions and professional organisations and management are major stakeholders within NHS Greater Glasgow and Clyde and it is therefore in the interests of all stakeholders that these groups work closely together in a partnership process.

 The purpose of this agreement is to provide a framework for partnership working between the Board, trade unions and professional organisations recognised within the NHS at a United Kingdom level, that will secure the best possible measure of cooperation and agreement on matters of mutual concern and which will promote the best interests of the Board and its employees.

The partnership agreement details values, roles and responsibilities and key forums including the Area Partnership Forum, local partnership forums and health and safety forum.

Policy

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

NHSGGC recognises the mutual benefit to the Board and its employees, of staff representation by recognised Trade Unions/Professional Organisations at individual, departmental, directorate and divisional and corporate levels.

 The Facilities Agreement Policy ensures that recognised trade union representatives of the Board are not unreasonably refused paid time off to carry out duties which are concerned with other functions related or connected with:

• Terms and conditions of employment, or the physical conditions in which workers are required to work;
• Engagement or non-engagement, or termination or suspension of employment or the duties of employment, of one or more workers;
• Allocation of work or the duties of employment as between workers or groups of workers;
• Matters of discipline;
• Trade union membership or non-membership;
• Facilities for officials of Trade Unions;
• Machinery for negotiation or consultation or partnership working and other procedures.

 The Facilities Agreement Policy sets out guidance on how recognised Trade Unions/Professional Organisations establish with the Board the number of representatives they have within the Board. The Policy also sets out the process for accredited Trade Union Representatives to apply for paid time off to attend any of the duties noted above.

Top Tips on using the Facilities Agreement Policy….

1. Recognised Trade Union/Professional Organisations must establish with the Board the number of its representatives in each department/occupational group and the location and members for which each representative will be responsible.
2. The appropriate Head of HR/ Head of People and Change should be notified within 4 weeks in writing when trade union/professional organisation representatives are appointed, resign or leave the employment of the board.
3. Trade union/professional organisation representatives and officials granted time off will suffer no detriment and will be entitled to protection on the basis as outlined in the Board’s Managing Workforce Change Policy. Likewise they will be entitled to training to continue their professional development and maintain their registration.
4. Requests for time off for trade union duties or activities should be made to the Departmental Manager or a recognised deputy or senior manager in the department using a Facilities Request Form (see appendix 2 of the policy).
5. In the event that management are unable to authorise the leave, reasons will be recorded on the Facilities Time Request Form.

Agreement

• Board’s Facilities Agreement
• Please contact the HR Support and Advice Unit if you wish clarification on the application of this policy.

Forms

• FACILITIES TIME REQUEST FORM – APPENDIX 2

This form should be used, in line with the Facilities Agreement, for the request of facilities time by a staff representative who does not have agreed secured time or where a request is for time that is additional to the secured time of a staff representative

Information about FairWarning is available on StaffNet at:

http://www.staffnet.ggc.scot.nhs.uk/Corporate%20Services/eHealth/InfoGovIndex/Pages/FairWarning.aspx 

As part of our requirements under Data Protection legislation, we have published a Staff Privacy Notice.  By issuing this privacy notice, we demonstrate our commitment to openness and accountability.

The Privacy Notice lets you know what information the Board collects about you, how it is used, including who we may share it with.

We recognise the need to treat staff’s personal and sensitive data in a fair and lawful manner.  No personal information held by us will be processed unless the requirements for fair and lawful processing can be met.

We have produced a summary of the staff privacy notice, together with a more detailed notice.  Both documents can be accessed below.

• Staff Privacy Notice – Summary
• Staff Privacy Notice

If you have any questions about this please email us at: Data.protection@ggc.scot.nhs.uk

• Responsible Officer: Dr Jennifer Armstrong, Medical Director
• Deputy Responsible Officer (Secondary Care): Professor Colin McKay
• Appraisal Lead (Secondary Care): Dr Una Graham
• Deputy Appraisal Lead: (Secondary Care): Dr Veronica Leach
• Deputy Responsible Officer (Primary Care): Dr Kerri Neylon, Clinical Director, Glasgow City HSCP (North West Locality)

These Medical Revalidation and Appraisal pages provide information for non-training career grade doctors in secondary care who have a substantive, locum or honorary contract with NHS Greater Glasgow and Clyde. This includes non-training Clinical Fellows who do not hold a National Training Number (NTN).  It does not include doctors in training (including Foundation Year trainees, Specialty Registrars, Core Trainees and those who hold Locum Appointment for Training posts), for whom NHS Education for Scotland (NES) is the body responsible for revalidation.  

Please note: General Practitioners (GPs) who carry out the majority of their clinical work within Secondary Care should undertake a single appraisal within Secondary Care, which also covers their Primary Care practice. All GPs are required to work an average of fifty sessions per year to demonstrate that they are maintaining their clinical skills.

Please use the titles below to navigate to the required information and guidance.

If you have a specific query or question regarding Medical Revalidation or Appraisal please email medical.revalidation@ggc.scot.nhs.uk and a member of the Medical Staffing Team will get back to you.

Doctors in training with queries regarding revalidation should contact NES for clarification: trainingcontacts@nes.scot.nhs.uk.

Appraisal

All Consultants, SAS doctors and Career Grade doctors employed by NHSGGC must undertake an appraisal once during the period 1st April to 31st March in any given year.  Annual appraisal is a contractual obligation for all Consultants and SAS doctors employed by NHS Boards in Scotland.  It is also a statutory responsibility for all Consultants, SAS doctors and Career Grade doctors, who wish to retain a Licence to Practise, to regularly undertake appraisals in accordance with The General Medical Council (Licence to Practise and Revalidation) Regulations Order of Council 2012.

The appraisal should focus in the main on information gathered during the preceding year using the GMC’s Good Medical Practice Framework as its focus.  If this is a doctor’s first appraisal as a newly qualified Consultant/SAS Grade/Career Grade they should bring along a copy of their Certificate of Completion of Training (CCT), their Annual Review of Competence Progression (ARCP) and any evidence of patient/colleague feedback gathered in the previous 5 years.  If a doctor has been previously employed as a Consultant/SAS Grade/Career Grade and has undertaken a valid appraisal for the preceding year they should bring along a copy of their signed Form 4 to their first Appraisal meeting.

Appraisals should be completed online using the Scottish Online Appraisal Resource (SOAR). This will assist greatly in record keeping and ensure that through audit the process can be quality assured.  To register with SOAR please access the website http://www.appraisal.nes.scot.nhs.uk/.

Your Chief of Medicine / Appraisal Lead is formally responsible for appointing your appraiser. It is not permissible for an appraisee to self-select an appraiser. Where possible, doctors should be appraised by 2 separate appraisers during the 5 year revalidation cycle

Revalidation

Revalidation is the process by which doctors are required to demonstrate on a regular basis that they are up to date and fit to practice.  Doctors will revalidate, usually every five years, based on a recommendation made to the GMC by the Board Medical Director, as Responsible Officer (RO).  The RO will base their recommendation on a doctor’s appraisals over a five year period (i.e. the revalidation cycle), together with information drawn from the local clinical governance systems.  The RO will be required to make a revalidation recommendation in accordance with the doctor’s due date which has been prescribed by the GMC.  Each doctor will be notified directly of their revalidation due date by the GMC.

The RO can make one of three recommendations:

• Recommendation to revalidate
• Recommendation to defer
• Recommendation of non-engagement.

On the basis of the RO’s recommendation, the GMC will decide whether the doctor’s licence to practise should continue to be revalidated for a further 5 years.  For further information on revalidation please access the the following GMC website: http://www.gmc-uk.org/doctors/revalidation.asp.

Should you have any queries in relation to the above please email: medical.revalidation@ggc.scot.nhs.uk.

The appraisal year & appraisal process for Secondary Care

The appraisal year

The appraisal year is aligned to the financial year, running from 1st April to 31st March.  The appraisal year aligned to an appraisal is predicated by when the appraisal meeting takes place.  For example, if the appraisal meeting takes place in June 2022, the appraisal will fall under the appraisal year 2022/2023 (1st April 2022 to 31st March 2023).  An Appraisal meeting taking place in April 2023 will fall within the appraisal year 2023/2024 (1^st April 2023 to 31^st March 2024).

The information to be reviewed at the appraisal meeting should cover all supporting information gathered since the previous appraisal to being the doctor up to date.     

Supporting information for annual appraisal must include evidence of Continuing Professional Development, Quality Improvement Activity, Significant Events Analysis, a review of complaints and compliments and also evidence of Colleague MSF and Patient Feedback, which are GMC requirements for revalidation (in conjunction with at least one appraisal in every 5 year revalidation cycle).

The phased appraisal process for Secondary Care

Within Secondary Care appraisees (other than non training Clinical Fellows) should be appraised in accordance with a rolling structured timetable. Each appraisee will be required to complete an appraisal during a four month period as determined by their GMC revalidation due date (in particular the month). The appraisal phasing system operates as follows:

• Phase 2:  Doctors who have revalidation months falling during  August, September, October or November, have an appraisal completion window of April – July
• Phase 3:  Doctors who have revalidation months falling during  December, January, February or March, have an appraisal completion window of August – November
• Phase 1:  Doctors who have revalidation months falling during April, May, June or July, have an appraisal completion window of December – March

• Phase 0: If a doctor commences employment within the Board on or after the 1^st November in any given appraisal year, and they are not due to revalidate during that appraisal year, they will not be expected to complete an appraisal for that appraisal year, and will fall into their phasing window for the following appraisal year.

Appraisal timings for Non Training Clinical Fellows

The appraisal completion deadline for Clinical Fellows is dependent on their contract end date.  Clinical Fellows with contracts ending in February should complete their appraisal by the end of January, and those with contracts ending in August, should complete their appraisal between April – July.          

Appraisal process guidance for Specialty Doctors and Associate Specialists and their appraisers can be accessed by clicking on the following links:

• Preparing For Your Appraisal
• Information For Appraisers

The appraisal process for Clinical Fellows who do not have a training number within NHSGGC is similar to that of numbered trainees, and requires the doctor’s appraisal to be taken forward by their allocated Educational Supervisor, which should make reference to the ePortfolio that the Clinical Fellow is completing, and should be recorded on the SOAR system.      

Appraisal process guidance for Clinical Fellows working at Foundation Level, ST1+ Level and their Educational Supervisors can be accessed by clicking on the following links.

• Appraisal guidance for Non Training Clinical Fellows at Foundation Level
• Appraisal guidance for Non Training Clinical Fellows at STR1 + Level
• Guidance on the the appraisal of Non Training Clinical Fellows for Educational Supervisors
• NES Professional Portfolio Guidance for Clinical Fellows

Please click on following link below to access FAQ’s for non Training Clinical Fellows

• FAQ’s Appraisal & Revalidation for Non Training Clinical Fellows

All doctors employed by NHSGGC must register with the Scottish Online Appraisal Resource (SOAR).  This will assist greatly in record keeping and ensure that through audit, the Appraisal process can be quality assured.  To register with SOAR please access the following website: http://www.appraisal.nes.scot.nhs.uk/.

SOAR is mandatory for the recording all appraisal information for medical staff employed by NHSGGC.  If you require guidance on how to get started on SOAR, you can access this via the following link: http://www.appraisal.nes.scot.nhs.uk/help-me-with/appraisal/appraisal-this-year/getting-started.aspx.

To support revalidation, doctors are required to gather patient feedback.  Accordingly, it is asked that all doctors with patient contact attempt the patient feedback exercise at least once in every 5 year cycle.  Any exemptions must be discussed and agreed at the Board Wide Revalidation Group (BWRG) which is chaired by the RO.

The Board recommends the use of the NHSGGC Patient Feedback Questionnaire (a version of CARE) or one of two variations of this questionnaire for use by Radiologists and Child Health Specialists. NHS GGC patient questionnaires are also available in the following languages:- Arabic, Polish, Punjabi, Simplified Chinese and Urdu.  Doctors are welcome to use an alternative questionnaire as long as it meets GMC requirements and has the approval of the RO.

To manage the high volume of patient questionnaires, the Board has purchased an electronic scanner which has been specifically set up to read the NHSGGC Patient Feedback Questionnaire plus the two variations above. At this stage the Board is unable to process any other types of questionnaires.  If, therefore, a doctor chooses to use an alternative questionnaire they will be required to make their own administration arrangements.

We would recommend that, where possible, doctors aim to undertake the patient feedback exercise during the first 3 years of the revalidation cycle.  This is a precautionary measure in case it is necessary to repeat the exercise, perhaps due to low return rates, or the doctor in discussion with his/her Appraiser wishes to repeat the exercise.  The patient feedback exercise must be completed prior to the revalidation due date.

Doctors will be required to distribute 25 patient questionnaires across the whole of their practice and where possible should capture both inpatients and outpatients.  It is accepted that some questionnaires may not be returned.  The questionnaire should be distributed randomly and without influence from the doctor to patients who are competent and well enough to complete the proforma.  It is also possible for parents or carers to complete the questionnaire  instead of the patient.  

Please follow the guidance below to obtain your NHSGGC Patient Feedback Questionnaire:

1. Request the patient questionnaire by e-mailing medical.revalidation@ggc.scot.nhs.uk at least 2 weeks prior to when you wish to commence the exercise;
2. Indicate in your e-mail if you wish the NHSGGC Patient Feedback questionnaire, the adapted Radiology or Child Health Care Questionnaire.  Please also advise if you require these questionnaires in any of following languages:- Arabic, Polish, Punjabi, Simplified Chinese and Urdu
3. On receipt of your email, the Medical Staffing team will post out 25 patient questionnaires with instructions for distribution by a third party.  Please note that it is a GMC requirement that the patient questionnaire be distributed independently of the doctor, i.e. by a third party;
4. Once the questionnaires have been returned, Medical Staffing will scan the completed returns and generate a summary report.  To obtain this report, please contact Medical Staffing by e-mailing medical.revalidation@ggc.scot.nhs.uk at least 2 weeks prior to your appraisal meeting;
5. We would recommend commencing the patient feedback exercise at least 2 months prior to your appraisal meeting, to allow time for the patient questionnaires to be distributed, completed and returned and report produced.

Please note: requests for the NHSGGC Patient Feedback Questionnaire must be made through medical staffing.  This enables the team to administer the process and produce the required summary reports.  The electronic scanner can only read the copies of the questionnaires issued by the Medical Staffing team, so please do not photocopy, scan or downloaded copies from another website.  

For any queries in relation to Patient Feedback Questionnaires please telephone 0141 201 0780

To support revalidation, doctors are required to gather colleague feedback.  This is also referred to as Multi-Source Feedback (MSF).  All doctors are requested to complete the colleague feedback exercise at least once in every 5 year cycle.  Any exemptions must be discussed and agreed at the Board Wide Revalidation Group (BWRG) which is chaired by the RO.

The colleague feedback exercise should be used formatively:

• as a learning and development tool to identify strengths and areas for improvement in a doctor’s practice, to inform continuing professional development; and
• as one of several pieces of information which, when considered together, will inform the decision as to whether a doctor should be recommended for revalidation.

The Scottish Government Health Department commissioned NES to develop a colleague questionnaire that would be suitable for all General Practitioners and career grade doctors in Scotland. This questionnaire is available as a web resource and is free to use for doctors registered with SOAR.

Please click the following link to access the colleague questionnaire:https://www.appraisal.nes.scot.nhs.uk/what-is/faqs/msf/

It is recommended that the doctor seeking feedback invites 15 colleagues to complete the short questionnaire, selected from across the whole of their practice.  For example, colleagues from other specialties, junior doctors, nurses, allied healthcare professionals, management and clerical staff.  Doctors are also encouraged to score themselves as this helps to facilitate a more meaningful discussion in terms of how the doctor views themselves compared to their colleagues.  The results are then collated and a summary report is provided to the doctor (the NES MSF tool does this electronically).  Doctors should aim to complete the colleague feedback exercise in the 4 weeks leading up to their appraisal meeting, to ensure that they have the necessary feedback to form part of their appraisal discussion.

Information on Complaints Certificates

Feedback is often provided by patients and others by way of complaints and compliments, which should also be reviewed as part of the Appraisal process.   The GMC definition of a complaint is “a formal expression of dissatisfaction or grievance.  It can be about an individual doctor, the team or about the care of patients where a doctor could be expected to have had influence or responsibility”.  The doctor may also choose to bring any compliments they have received to their Appraisal meeting.

Doctors should discuss any change in their practice that has been made as a result of any complaints or compliments received since the last Appraisal, either individually or across the team.

The Board is able to provide doctors with a Complaints Certificate, which confirms the number of complaints a doctor has been involved in within the previous year (this data is extracted from the Datix System).  The reports are run three times a year in keeping with the ‘phased’ Appraisal timetable:

• doctors due to be appraised between 1st April and 31st July will be issued with a complaints certificate covering the period 1st April to 31st March;
• doctors due to be appraised between 1st August  and 30th November will be issued with a complaints certificate covering the period 1st August to 31st July; and
• doctors due to be appraised between 1st December and 31st March will be issued with a complaints certificate covering the period 1st December to 30th November.

Please follow the guidance below to obtain a copy of your Complaints Certificate:

1. request a Complaints Certificate at least two weeks before your Appraisal meeting by emailing medical.revalidation@ggc.scot.nhs.uk; and
2. on receipt of your e-mail you will be e-mailed one of two certificates stating either:

• there have been no complaints in the previous year; or
• you have been involved in “x” complaints and the outcome of each complaint e.g. upheld, partially upheld, not upheld and so on.

For any queries in relation to complaints certificates please telephone 0141 201 0780

To support revalidation doctors are required to discuss any Serious Clinical Incidents (SCIs) at their Appraisal, with a particular emphasis on those that have led to a specific change in practice or demonstrate learning.  The Appraiser will be interested in any actions that the doctor has taken or any changes which have been implemented to prevent such events or incidents happening again.  

Areas for further learning and development should be reflected in the doctor’s personal development plan and CPD.  Doctors should bring along their own log of any SCIs recorded in the preceding year up to the date of the Appraisal meeting.  

If you require further information regarding an SCI or SCI’s that you have been involved in, please contact your Clinical Director.      

If you wish to apply to be an Appraiser, you need to complete the application form and equal opportunities form, which can be found along with appraiser training dates on the NES website: https://www.appraisal.nes.scot.nhs.uk/appraiser-training/

The completed forms must be sent to NES by email: Medical.Appraisal@nes.scot.nhs.uk.  A copy of the forms should also be forwarded to the Medical Staffing Team to ensure that a central record of applications is maintained: medical.revalidation@ggc.scot.nhs.uk.

Please note: your application must be authorised by your Medical Manager before submission to NES.

Click on the following link to access the Scottish Medical Appraiser Handbook: http://www.appraisal.nes.scot.nhs.uk/i-want-access-to/resources-for-appraisers/appraiser-handbook.aspx.

There are 5 steps to support the Responsible Officer (RO) in making a revalidation recommendation:

1. The Appraiser and Appraisee should ensure that the Form 4 is completed online using the SOAR system, which allows the RO to review/access the Form 4(s) when it comes to making a revalidation recommendation to the GMC;
2. The Chiefs of Medicine (COMs) are advised by the Revalidation Team which doctors are due to revalidate within their Directorate/Sector in the coming month and are asked if they know of any reasons which may preclude a doctor from being revalidated.  For example, there may be ongoing HR processes, which need to be finalised before a recommendation can be made.  Another extenuating circumstance, which could prevent a recommendation being made, is if an individual has not completed an appraisal;
3. The Deputy Responsible Officer quality reviews the Form 4s submitted to ensure that all the information required has been included, for example CPD, MSF/Patient Questionnaire.  If the Form 4 is incomplete the DRO will make contact with both the Appraisee and Appraiser to advise.  If the Form 4 needs to be edited, arrangements are made by the the Revalidation Team to have SOAR unlock the Form 4;
4. The RO meets the Deputy Responsible Officer, Board Appraisal Lead and Revalidation Team on a monthly basis to review and sign off the Form 4s for those Appraisees who are due to revalidate in the proceeding month.  The RO will make one of three disposals: Recommendation to Revalidate; Deferral; or Non-Engagement.
5. Further to the monthly meeting, the Revalidation Team notifies the GMC of the recommendations that have been made.  Once the GMC has received the RO recommendation they will make a decision about your recommendation and will write to let you know.

• Appraisal and Revalidation Presentation
• Appraiser Workshop 16th August 2013 slides

Newsletters

• Revalidation Newsletter December 2022
• Revalidation Newsletter October 2021

Please click on the links below for GMC Guidance:

• GMC Guidance on supporting information for appraisal and revalidation
• The Reflective Practitioner Guidance for doctors and medical students: 
• Licence to practise top tips

Job Planning is a contractual obligation for all Career Grade Medical Staff, i.e. Consultants, Associate Specialists and Specialty Doctors/Dentists.

Job Planning is required to be undertaken annually, is a prospective process and should determine new ways of working rather than reinforcing existing working practices. The Job Plan should set out the doctor’s duties, responsibilities and objectives for the coming year.

NHS Greater Glasgow and Clyde Job Planning Policy provides information for both doctors and managers to assist with the Job Planning process.

E-Job Plan

Doctors within NHS Greater Glasgow and Clyde have access to E-Job Plan (EJP) – an electronic Job Planning system which records all types of activity along with the frequency the activity is undertaken and calculates the number of PAs within the weekly plan. 

The system is web-based and you can access it from wherever you have an internet connection.  Doctors are provided with a log-in which gives them access to a Job Plan “Wizard”.  The Wizard consists of 8 pages similar to the paper Job Plan documentation, and once completed, the Job Plan can be printed or exported to “Word” to allow upload to SOAR.  The system also allows the Job Plan to be signed-off electronically by both the doctor and the Medical Manager. Guidance designed to assist the doctor with logging in, setting preferences and populating/ signing off their job plan can be found by following the below button.

To access EJP open a new browser window and navigate to https://www.healthmedics.allocatehealthsuite.com

If you have not received a username and password to access EJP please contact Ejobplan.admin@ggc.scot.nhs.uk

Consultant Discretionary Points

• What are Discretionary Points?
• Who is eligible to apply for Discretionary Points?
• How many points can be awarded?
• How do I apply for Discretionary Points?
• How will my application be considered?
• Will I be able to appeal the outcome of my application?
• What is the Internal Audit Process?
• Where can I find further Information regarding the Discretionary Points Process?

What are Discretionary Points?

Discretionary Points are a financial award paid at the discretion of the employer to reward excellence. To warrant payment of a discretionary point, consultants will be expected to demonstrate an above average contribution in respect of service to patients, teaching, research and the management and development of the service.

The employer, in determining the award of discretionary points, will follow the guidance in NHS Circular PCS(DD)1995/6 and the SEHD Guidance of 12 January 2000 ‘Discretionary Points for Consultants’.

Who is eligible to apply for Discretionary Points?

The application process is open to all Consultants who:-

• Are employed on a substantive contract or Clinical Academic with an Honorary Contract
• Are on the new contract, and have reached pay point 5 of the salary scale, (or its equivalent, for those consultants on the transitional salary scales), by 1st April of the fiscal year

Or

• Are on the old consultant contract and have reached the maximum of the salary scale by 1st April of the fiscal year

Please note:

• Consultants who are in receipt of a Distinction Award or 8 Discretionary Points are not eligible for payment of Discretionary Points

• Locum Consultants are not eligible for payment of Discretionary Points

• Part-time consultants receiving an award will be paid pro-rata to the full value of the award

• Clinical Academics receiving an award will be paid pro-rata according to the average time per week for which they engage in clinical or public health medicine as per NHS Circular PCS(DD)1995/6

• Consultants who deliver services between two or more Board areas will be considered on their overall contribution.  It will be the responsibility of the ‘lead’ employer to implement the nomination process, to liaise with the other employers and to consider applications from these medical staff

How many points can be awarded?

Employers have discretion on the numbers to be granted in any individual case in any particular year, and on the total number of points to be granted in any year subject to the minimum requirement of 0.35 points per eligible Consultant.

Notwithstanding this principle only in exceptional circumstances will more than two discretionary points be awarded to an individual in any single year.

How do I apply for Discretionary Points?

All eligible consultants will be contacted by email and invited to submit an application. If you think you are eligible based on the above criteria and you have not received an email please check your junk folder first before emailing the Discretionary Points mail box: DiscretionaryPoints@ggc.scot.nhs.uk.

Applicants will be given four weeks from the date of the invite letter to return their completed application form. Please note that the application form is now a web based document. Eligible Consultants will receive an email which will contain a private link to the application form. This year when an applicant clicks on the link the Webpropol System will prepopulate your application form with the following information:

• Payroll Number
• Sector/Directorate
• Job Title
• Date of Last Award
• Unique Identifying Number

Please note that each eligible Consultant will receive their own private link thus links are not transferable. If you have not received an email inviting you to apply please contact the Discretionary Points mailbox – DiscretionaryPoints@ggc.scot.nhs.uk.

The invite email you will receive will contain the above information apart from your payroll number. Please note that applicants will not see the above information when they click on the link as this data will remain ‘hidden’ within the form. This information will though be included in the application form received by the panel. If you think any of the information in your invite email is wrong please contact the Discretionary Points mailbox.

Applicants will thus only complete Sections 1-5 of the application form. An example of the application form is in Appendix 1.

Please note that as each eligible Consultant will receive their own private link thus links are not transferable. If you have not received an email inviting you to apply and you think you meet the eligibility criteria please contact the Discretionary Points team using the email address above.

Please note applications will not be accepted if they are received after the closing date, 5pm on Friday 21 July 2023. The normal four week deadline for receipt of applications has been extended by two weeks to take account of the school holiday period.

Consultants should not apply for discretionary points in the year following the receipt of an award apart from in exceptional circumstances. Where a consultant believes that ‘exceptional circumstances’ apply, then they should complete Section 2 of the application form.

Details on how to complete, save and submit the new form can be found in the Guidance Note on Completion of Application Form.

The Statement of Case is in Section 5 of the new form and each scoring box now has a character limit depending on the number of points available for that section. The number of characters available for each box is indicated under the bottom right hand corner of the box.

Please note that there is also a box in Section 5 to list any publications or research etc.

Anonymisation

Please ensure that your application is anonymised (including any list of publications, research etc.). Failure to comply with this will result in your application being disqualified.

Applications that are not completed in accordance to the guidance specification will be disqualified. As it is an applicant’s responsibility to ensure that their application meets the guidance specification you are advised to double check your form prior to submission. All applications received by the closing date will be submitted to the decision making panels who will decide if an application meets the guidance specification prior to the scoring process. If an application does not meet the guidance specification applicants will be notified in writing of their disqualification from the process.

To apply you will need to read and follow the Guidance Note on Completion of Application Form and complete and submit your Application Form and the Equality Monitoring Form by 5pm on Friday 21 July 2023. To submit your completed application click submit on the final page of the Application form. On submission of your application form you will automatically receive an email from the Discretionary Points mail box confirming the receipt of your form. If you do not receive an acknowledgment email please contact the Discretionary Points Mail box before the closing date stated above. Applicants are advised to use the ‘save and continue’ option, to save their form prior to submitting their completed form. 

After you have submitted your application you will then have the option to either convert and save your form into a PDF document  or email your form to an email address of your choosing.  Please click Finish to exit the form.

Equality Monitoring Form

Completion of the Equality Monitoring Form is a requirement of the application process. Please note that the Equality Monitoring Form will not be sent to the Panel. You will receive an email which will contain a private link to the Equality Monitoring Form

When you click on your private link, Webropol will pre-populate your equality monitoring form with your unique identifying number. This unique identifying number will enable Webropol to analyse the success rate of all applicants including those from protected groups. From this analysis the Board will then will be able to identify if there is any bias within the current Discretionary Points process.

How will my application be considered?

• All applications are anonymised and scored independently by members of the Sector/Directorate Discretionary Points Committee comprised of the following individuals:-
• Sector/Directorate Director
• Chief of Medicine
• Clinical Director
• Service General Manager
• Eligible and non-Eligible Consultants nominated by MSA
• Head of People & Change (Non-Scoring)
• Local Negotiating Committee Observer (Non-Scoring)

The committee composition has equal numbers of management to MSA Representatives

• The scores are discussed at a meeting of the Discretionary Points Committee and the award of points is discussed and agreed
• The deliberations of the Discretionary Points Committee is confidential (subject to the terms of the Appeals Process)
• All applicants are informed of the outcome of their application by letter to their home address. If the application is successful the payment of award will be made in their January 2024 salary at the latest.
• A list of those individuals who have been awarded points in the current year are posted on HR Connect

 Will I be able to appeal the outcome of my application?

Consultants are advised to discuss their application with the relevant Chief of Medicine before deciding on whether to proceed with a formal appeal

In the event that a consultant believes that the process of awarding discretionary points has been unfair i.e. they believe they have been disadvantaged by the assessment or in regard to how many points they have been awarded, there is the right of appeal. 

The purpose of the appeal hearing is for an independent panel to review the consultant’s original application and the scores awarded by the Discretionary Points Committee, to assess whether the process of awarding points has been carried out fairly.  It is not an opportunity for the consultant to present new information.

Appeals must be made in writing to Gavin McFarlane, HR Manager, Medical Staffing at Gavin,McFarlane@ggc.scot.nhs,uk within one month of the candidate receiving notification that they will not be receiving an award. The grounds of appeal must be clearly stated by the applicant in their letter of appeal.

On receipt of an appeal the Medical Staffing Unit will arrange an appeal hearing, within two calendar months of the completion of all the Discretionary Points Committee’ meetings. The appeals panel is comprises of the following individuals:-

• Board Medical Director
• Deputy Director of Human Resources & Organisational Development
• Two individuals nominated by the Local Negotiating Committee

Following the appeal, the appellant will be informed in writing within three working days of the decision.

The decision of the Appeals Panel will be final.

What is the Internal Audit Process?

At the end of each Discretionary Points round, a random selection of anonymised applications will be subject to internal audit to verify accuracy, on an annual basis

List of Consultants Awarded Discretionary Points:

2021-22

Where can I find further Information regarding the Discretionary Points Process?

• Consultants Discretionary Points: Agreement Between NHS Greater Glasgow & Clyde and Glasgow LNC

• Appendix 1 – Consultant Discretionary Points Application Form

• NHSGGC Discretionary Points Audit Process
• NHSGGC Discretionary Points Verification Tool

Please note:-  Staff should make themselves aware of the changes to the Business Travel Policy which comes into effect from 1st July 2019. Staff will no longer be able to arrange their own travel when the costs exceeds £50, (excluding bus & taxi journeys). All travel will need to go through the purchasing department travel team and must be booked electronically, paper copies will no longer be accepted. You will no longer have an option to claim back expenses for travel exceeding £50.

Please find below links to a number of policies and procedures which will help support you through the process of managing conduct and competence issues and/or concerns for medical and dental staff:

• NHSGGC guidance for managing issues regarding the conduct and competence of Consultant and other career grade doctors and dentists
• NHSGGC Guidance on Conducting a Preliminary Enquiry
• Preliminary Enquiry Record
• Terms of Reference Template
• NHSGGC Remediation Policy
• NHSGGC Clinical Support Group guidance
• PCS 1990(8)DD Disciplinary procedures for hospital medical and dental staff, community medicine staff and doctors in public health medicine
• PCS 1982(8)DD Incapacity of medical and dental staff due to physical and mental disability
• PCS(DD)2001-9 Disciplinary procedures: classification of conduct
• Suspension from Duty of Medical & Dental Staff – Dr Chris Deighan 15th December 2021
• Referral to General Medical Council
• Scheme of Delegation Disciplinary for Consultant and SAS Grades
• Scheme of Delegation Disciplinary for Training Grades and Clinical Fellows

• NHSGGC Removal Policy for STR-CT
• NHS GGC Removal Expenses Short Term Policy (Clinical Fellows, Locum Consultants,  Locum Appointment for Training and Medical appointments of 1 year or less)

Managers and Supervisors

It is important that managers consider their concerns carefully and have read the Prevent Manager briefing.

This briefing outlines the steps that should be taken in relation to processing Prevent concerns about a member of staff.  A copy of the escalation pathway.

Members of staff

If you have concerns about a patient, volunteer or member of staff, please refer to the Prevent Staff briefing. If you believe that a referral under Prevent is needed please follow the steps below:

Non-Urgent Matters

1. Discuss your concerns with your direct line manager.
2. Contact the Prevent Single Point of Contact for advice if required on 07895907414
3. Document your concerns on the Adult Support and Protection Act referral form (AP1).
4. Email the completed AP1 referral to the Prevent generic mailbox: Preventconcerns@ggc.scot.nhs.uk

Urgent Matters

If you feel there is an imminent threat, the situation has become an emergency or a person is at risk of harm or a risk to other people then you should report this immediately to your line manager and contact Police Scotland.

Prevent- e-learning module

An awareness raising e-module on PREVENT is now available on LearnPro and can be found under the specialist subjects section. This is a short module designed to raise awareness of what PREVENT is and outlines our responsibilities in protecting vulnerable patients and staff.

You will require a NHS LearnPro username and password to login.

Workshop to Raise Awareness of PREVENT (WRAP)

If you would like further training on PREVENT, a Workshop to Raise Awareness of PREVENT (WRAP) can be delivered locally.  The training is 1 hour and 10 minutes long.  For further information, please contact LE.support@ggc.scot.nhs.uk

• Adult Support and Protection
• ASP (AP1 form for all staff working in NHSGGC)
• Child Protection

• Prevent Strategy– UK Government
• Playing our Part – Scottish Government
• PREVENT Duty Guidance for Scotland
• Reporting terrorist content on the web  
• Current Threat Level
• Counter Terrorism and Security Fact Sheet

If you would like to discuss any issues relating to PREVENT, or would like to discuss a concern, please contact PREVENTConcerns@ggc.scot.nhs.uk  or phone 0141 278 2700.