The guidance below outlines the steps that managers can take when they are concerned that a staff member has thoughts of suicide. This can also be used by HR staff, Peer Supporters and staff side representatives.
Help the staff member tell their story about suicide. Listen and provide patient, compassionate support.
Discuss their wellbeing
Have a discussion around their current wellbeing, with signposting and support services being part of that conversation. Explore who they might want to talk to about their low mood, such as friends or family members, if appropriate.
If the staff member says that they have a suicide plan then establish whether they have timescales, means and access to these. Ask are they planning to act now?
Support the staff member to make contact with suicide first aid resources below. This will help establish safety in the future.
Signposting Resources:
Helping the staff member understand that there are organisations that can help them to stay safe from suicide is very important. The following information should be given:
Breathing Space – 0800 83 85 87 (Lines opened on weekdays Monday to Thursday 6.00pm to 2.00am and weekends Friday to Monday 6.00pm to 6.00am)
Advise the staff member to contact their GP and arrange an emergency appointment, explaining the circumstances. If their GP is not open, they can call NHS24 as detailed above.
Make an agreement to check in with the staff member at a later date.
They may need some time off work to visit their GP or other services.
Explore with the staff member if they could identify a safety contact that they can speak to if needed. This might be a close family member or friend, but it can also be one of the support services already detailed above.
Disable future plans
Work with the staff member to keep them safe for now and help them disable their plan. Helpful areas to discuss can be:
Pause. Don’t act on these thoughts; they can change.
Talk to someone you trust or a support service.
Use online support if speaking feels hard.
Focus on staying safe right now.
Reflect on your reasons for living.
Protective factors such as people they care about and those that care about them.
Highlight any areas of hope that things might change in the future.
Signpost and help them to connect with same resources as in Connect and signpost.
Contact Emergency Services
If their suicide plan is immediate then you should contact Emergency Services by calling 999 and keep yourself safe. After this contact OHPWS to speak to a member of staff. (ggc.OHPWS@nhs.scot)
Please note, this OHPWS is for planned care only, and we are unable to respond immediately.
As their manager you should consider arranging a Management Referral to Occupational Health to establish if there are work related changes that can help.
Training
Suicide prevention training is available. safeTALK – suicide alertness and ASIST – suicide intervention courses are offered via the Learning and Education Service. For more information, please contact Larry Callary at larry.callary@nhs.scot or call 07811 529 620.
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The Personal Development Planning and Review Process (PDP&R) is a key part of our commitment to support the development of staff throughout their careers with NHSGGC. It’s designed to be a meaningful, Person Centred dialogue between staff and their reviewer, which can support engagement, health and wellbeing, and patient/service user outcomes. The PDP&R process encourages reflection and feedback, enables staff to be clear about what’s expected of them through agreed objectives and provides an opportunity to identify and review development needs and supports required for their current role and future career aspirations.
The Once for Scotland PDP&R Policy sets out a unified approach that applies to all employees, regardless of role or the specific PDP&R process/recording tool they use. It reinforces the importance of high quality PDP&R conversations starting from induction onwards, ensuring all staff are appropriately trained and developed in line with the Staff Governance Standard.
We have a ongoing programme of Collaborative Conversations – which is your chance to help shape the future of learning within NHSGGC by sharing your experiences of PDP & Review, how Protected Learning Time is used and support for career development. Details of the next collaborative conversation sessions are being finalised, however you can contribute via our: Feedback Form
The resources below are designed to assist staff and managers to have meaningful PDP&R conversations and to record the outcomes effectively on TURAS Appraisal.
PDP & Review – Guidance for Managers and Reviewers
An important part of the PDP&R process is the conversation between reviewer and reviewee. The annual review provides an opportunity to build on the regular conversations that you have with your team throughout the year. This Guide for Managers/Reviewers gives information on the process, your responsibilities and how to get the most out of it.
The information below forms part of a Learning Pathway which details a range of resources to help you prepare for and conduct effective PDP & Review discussions with staff and ensure they are recorded on TURAS Appraisal.
Learning Resources
Developing Your Staff – Meaningful Reviews (People Management Module)
Supporting the development of your staff is an essential part of your role. It ensures that your team members develop their competence and confidence in order to provide the best possible service. This learning resource explores underpinning values, tools and techniques to support continuing development and how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
An important part of the PDP&R process is the conversation between the reviewer and the member of staff (the reviewee). The annual review provides an opportunity to build on the regular conversations about performance and development that you have had with your manager/reviewer throughout the year. This Guide for Employees gives information about the process, your responsibilities and how to get the most out of it.
There are a range of resources detailed within the Learning Pathway to help you prepare for and participate in effective PDP and review discussions with your reviewer and record these on TURAS Appraisal.
You can usually reset your password for TURAS Appraisal quickly and easily yourself, without any need to contact the Learning and Education support team.
Simply follow the steps below:
Click on the ‘Forgot your password?’ link.
Add email address and click ‘Send verification code’
A code will then be emailed to the address you gave. Please leave the TURAS page opened until the code arrives, then copy and past it into the ‘Verification code’ section and click ‘Verify code’ and then ‘Continue’.
This then allows the password to be reset
To add or remove staff from Managers Page on TURAS Appraisal
To add staff to a Managers page on TURAS Appraisal, please complete the Turas Staff List Template and submit to the Learning and Education Support Team via the HR ServiceNow Portal. This should be done for new staff or when staff move to another department.
If the member of staff is leaving NHSGGC completely – no action is required. Once terminated from the Payroll system they will automatically be removed from manager’s list on TURAS Appraisal.
Need help with TURAS Appraisal?
TURAS Appraisal is the recording tool for the KSF Personal Development Planning and Review (PDP & R) process and is designed to be used throughout the year to support your ongoing development in line with your job role, service requirements and career aspirations.
When your login is a valid e-mail address and you don’t know your password, you can reset it using the “Forgotten your Password?” link on the sign in page.
This quick guide gives information on the process for new staff. If you are a new user and you don’t have a username or password, please speak to your line manager who will contact Learning and Education to get you added to their TURAS Appraisal managers page and arrange for you to get a username (which must be a valid e-mail address). You login using this and set your own password using the ‘Forgotten Password’ link.
I don’t see TURAS Appraisal when I login to my TURAS Account – why not?
You can’t add TURAS Appraisal into an existing TURAS account yourself. If you contact the Learning and Education Support Team via NHS Service Now or call 0141 278 2700 option3 they will confirm login details for your TURAS Appraisal account. You can continue with separate login details for your different TURAS applications or L&E Support will advise how you can get the National Digital Team to merge your accounts so that you have the one login for all TURAS applications.
I have a ‘turas.digital’ login for TURAS Appraisal and have forgotten my password, what should I do?
The L&E support team can no longer reset/issue temporary passwords for this. You will need to provide L&E Support with a valid e-mail address and they will change your login to this so that you can use the ‘Forgotten password’ link to reset it and access your TURAS Appraisal account. This can be an NHS or personal e-mail address.
How do I get my TURAS Appraisal managers page/dashboard updated so it shows the correct staff?
To add staff to your Turas Appraisal account please complete the Staff List Template and send this to Learning and Education Support Unit via NHS Service Now. The form has to be completed by the manager/PA only, not the staff member. Only new or missing staff are to be added to the form, existing staff members should not be put on. If staff do not have login details, a valid e-mail address must be included for them on the form – (if staff do not have an NHS e-mail address, a personal e-mail address can be used). The Staff List Template should also be completed when staff move between services.
If staff have left NHSGGC completely, they will automatically be removed from our TURAS Appraisal system – no action is required.
A member of my staff is due to leave their post/change post or go on planned long term leave, what should I do?
You should meet with the staff member and complete their review before they stop working with you. Its an opportunity for you both to reflect back prior to them stopping and then sign the review off. The manager in their new post would then start the process again, agreeing objectives and learning needs as part of their induction.
If a member of staff returns from long term leave, a good quality conversation will support their return to work and restart the process reflecting objectives and learning to assist their return.
I need to allocate some of the staff on my managers page to other people in my team to carry out their review – how do I do this?
I’ve Retired and Returned and my TURAS Appraisal has all changed – what do I do?
The information relating to your previous posts is still visible to you however if you had staff assigned to you this will need to be updated. This quick guide gives information on what you need to do.
How can I access my teams progress reports to check compliance?
TURAS Appraisal now has live Team Progress Dashboards. Both managers and reviewers will be able to view live information for the staff that they have assigned to them on TURAS Appraisal including the compliance percentage of signed off reviews, status of reviews, information on PDPs, objectives and also a to do list where there are outstanding actions. Users guides below:
I know work is happening on Protected Learning Time and recording of it – How does it link to Personal Development Planning & Review and TURAS Appraisal?
Three National Workstreams have been established: 1) Core Training & Training Passport, 2) System modifications and 3) Measures. There is a working group at Board level in NHSGGC which links into these and takes forward the work. Further information is available on the Protected Learning Time Sharepoint page.
Additional Information
User Guides
To help you use and navigate TURAS Appraisal we have provided the following “How to” guides along with some other information:
The form has to be completed by the manager/PA only, not the staff member
Only new or missing staff are to be added to the form, existing staff members should not be put on.
To remove staff from your TURAS Appraisal Account:
If the member of staff is leaving NHSGGC completely – No action is required. Once terminated from the Payroll system they will automatically be deleted from TURAS Appraisal
If the member of staff is moving to another department – contact the Learning and Education Support Team via NHS Service Now providing the name and payroll number of the member of staff to be removed
Assigning reviewer rights to members of staff that you want to review members of your team:
At this time only the Learning and Education Support Team can assign reviewer rights. To arrange this the manager of the person that reviewer rights is required for should contact the Learning and Education Support Team via NHS Service Now. Please provide name and payroll number of the person that reviewer rights is to be assigned to.
Assigning a reviewer and assigning/changing a KSF Post Outline for staff:
Reports are available from the Team Progress Dashboard on your TURAS Appraisal account. If you have manager or Reviewer access to the system and have staff assigned to your account you will automatically have access to the dashboard.
The Team Progress report will give you live information on compliance rate for your team with regards to reviews, PDPs and objectives. It also has a to do list to alert you if any actions are required.
This link will provide you with information on all KSF post outlines for NHSGGC staff. You will be able to view the title, pay band, all dimensions and levels included in the KSF post outline.
It does not included the level descriptions but you will find these in the documents below and also in the KSF handbook.
Occasionally there may be a KSF Post Outline on the spreadsheet that will not be on TURAS Appraisal. This is because on the day e-KSF was decommissioned the KSF Post Outline was not assigned to any members of staff, only KSF Post Outlines in use were migrated to TURAS Appraisal.
NHS Service Now Portal – Click on the L&E Icon and fill in the relevant fields. You will receive an acknowledgement which will include a ticket number for your query. How to raise a query through NHS Service Now Portal.
0141 278 2700 (12700 internally) – choose option 3 for Learning and Education. Open 10.00am – 3.00pm, Monday to Friday
Please supply your GGC payroll number when you contact the team.
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Learning Resource Overview
Supporting the development of your staff is an essential part of your role. It ensures your team members have the competence and confidence to provide the best possible service. This learning resource explores how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
How the Learning Resource works
The resource has 2 core elements and links to a wider learning pathway.
learnPro e-Learning Module (GGC:166 NHS Knowledge and Skills Framework) contains a range of information and resources to provide underpinning knowledge on the KSF Personal Development Planning and Review process and on good practice in developing your staff. It can be accessed on the learnPro platform and can be found under the CPD tab.
Virtual Sessions (1.5 hours) are also available for Reviewers and Managers with the focus on the application of learning around this, in particular to:
Give participants the opportunity to reflect on their role in developing their staff
Identify ways to make reviews more meaningful in practice
Identify key actions to progress KSF PDP&R in participants own area
Who is this Learning Resource aimed at?
Any Manager or KSF Reviewer in NHS Greater Glasgow and Clyde who has responsibility for managing or reviewing NHSGGC staff in their teams. This includes Managers and KSF Reviewers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC and require to support NHS staff with their KSF PDP&R.
Pre-Requisites
For Reviewers/ Managers who are attending the Virtual Sessions within this resource, there are some pre-requisites prior to attending. They should:
Complete the learnPro e-Learning Module (GGC 166 NHS Knowledge and Skills Framework) which provides underpinning knowledge and resources
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner Self-Service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Thursday 11th June 2026, 9.30 am – 11.00 am (MS Teams)
Wednesday 1st July 2026, 9.30 am – 11.00 am (MS Teams)
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via Login (scot.nhs.uk).
If you have any queries around the KSF PDP&R process, please contact the Learning and Education Support team on 0141 278 2700 option 3.
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West Dunbartonshire HSCP Local Staff Awards
Category winners.
Employee of the Year: Mikey Quinn, MSK Physiotherapist, South Quadrant
Mikey has truly shone this year through his positivity, hard work and genuine commitment to improving the MSK Physiotherapy service.
He played a key role in a major service objective, bringing fresh ideas, supporting colleagues and volunteering for tasks that went far beyond expectations.
What really set him apart was his leadership in creating an engaging patient video — something completely outside his usual role — which he planned, scripted and delivered with enthusiasm and professionalism.
His energy brought the whole team together, and the impact of his work is already helping patients feel better informed and more connected.
His drive, creativity and willingness to go the extra mile have made a real difference to colleagues, the service and the patients we support.
The award was accepted by Suzanne Waters, MSK Physiotherapist, on Mikey’s behalf.
Innovation of the Year: Crosslet and Queens Quay Catering Teams – Food for Life
The Crosslet and Queens Quay Catering Teams have transformed mealtimes through creativity, passion and a real drive to make life better for the Care Home residents.
Their innovative approach to nutritious, enjoyable food has earned them national recognition, including becoming the first Care Homes in Scotland to achieve the Food for Life Bronze Award. Always thinking differently, they have introduced new ways to support health and wellbeing — from tailored menus to projects that reduce reliance on costly supplements, whilst improving residents’ outcomes.
Their themed events, celebrations and genuine care bring joy, comfort and connection to daily life. Through their imagination and commitment, the teams have made a lasting difference to quality of care, resident wellbeing and the way resources are used across both homes.
Leader of the Year: Derek Dolan, Senior Charge Nurse, Glenarn Ward, Dumbarton Joint Hospital
Derek has brought truly outstanding leadership to the Glenarn Ward, Dumbarton Joint Hospital.
In just 18 months, he has created a warm, person‑centred culture where patients, carers and staff all feel valued and supported, and this was reflected in a recent Clinical Care Assurance Tool score of 100%.
His calm, compassionate approach has transformed everyday care and strengthened relationships, making the ward a place where meaningful moments and dignity are at the heart of everything.
He has also inspired the nursing team to grow in confidence, to work together and take pride in the difference they make. The results speak for themselves — a happier team, improved outcomes and a ward that feels positive, welcoming and safe.
He leads with integrity, kindness and a genuine belief in people, leaving a real and lasting impact on those he works with.
The award accepted by Julie Campbell, Integrated Operations Manager, Mental Health, on Derek’s behalf.
Team of the Year: Justice Services Team
The Justice Services Team has truly gone above and beyond this year. Working under huge pressure, they’ve supported some of the most vulnerable people in our communities while keeping the public safe and helping individuals make positive, lasting change.
Together, they have embraced new ways of working — from innovative rehabilitation pathways and trauma‑informed practice to creative approaches for early release, domestic abuse interventions and community payback projects that genuinely give back.
They never shy away from difficult situations, stepping in calmly, compassionately and as one united team. Their dedication has strengthened wellbeing, improved outcomes and made a real difference to the quality of care and safety across West Dunbartonshire.
Their teamwork, resilience and heart are exactly why they are being celebrated today.
Volunteer of the Year: Jamie MacLean, Mentor Scotland
Jamie is an inspiring volunteer whose energy, compassion and commitment have made a real difference to people across West Dunbartonshire.
Through his work with Mentor Scotland, he gives countless hours to create safe, welcoming spaces where people can talk openly, support one another and feel less alone. Alongside work and family life, Jamie still finds time to train others, promote suicide prevention, and support community groups — always putting the wellbeing of others first.
His peer‑support approach has helped many people regain confidence, improve their mental health and feel connected again.
His selfless dedication has created a lifeline for many, and his impact is felt far beyond the groups he leads.
Chief Officer’s Award: Karen Glass, Practice Development Physiotherapist
Karen Glass is the kind of colleague whose kindness and compassion genuinely brighten the lives of everyone around her.
Throughout more than 20 years in MSK Physiotherapy, she has consistently gone far beyond her role to support staff, patients and carers, always leading with empathy and a deep commitment to doing what’s right.
She has shaped a culture where people feel valued, included and cared for, whether through her gentle encouragement, her focus on wellbeing, or the countless ways she helps others to grow and thrive.
Her ability to spot what people need — and quietly make it happen — has left a lasting impact on the whole service.
Her warmth, generosity and unwavering support truly embody the spirit of this award.
Nominee and category winners 2026
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Glasgow City HSCP Local Staff Awards
Employee of the Year: Sabine Gnauck, Service Manager, Hospital Discharge Team
Sabine manages the hospital discharge function of the HSCP. Sabine has demonstrated high levels of compassion for patients, professional integrity in managing external pressures, exceptional loyalty and support to her very pressured team.
She has commendable endurance and resilience and an ability to deliver very high levels of performance in the face of increasing and unrelenting demand.
Sabine has an exceptional work ethic and commitment to people. She has demonstrated a willingness to adapt rapidly and frequently to seemingly endless system requests and always with a positive cando attitude. She cares deeply about the people she and her team support and takes enormous pleasure in seeing that work rewarded, with improved quality of life.
Sabine has consistently accommodated urgent work requests that require her to work late and over weekends. She is very respected and liked by her team for her leadership and support to them.
Sabine’s work involves very high volumes of patient turnover. Her impact is on improving the lives of the thousands of people, referred to her team each year, supporting them out of hospital at the most vulnerable times of their lives and settling them into their permanent homes. It is precisely her ability to support very large numbers of people to experience a better quality of life in an incredibly pressured work environment, that makes her the winner of this award.
Innovation of the Year: Enhanced Care Service
The Enhanced Care Service (ECS) was created to respond to significant hospital delays for patients. These delays were due to patients with high dependency and who were unable to access mainstream residential care, impacting hospital flow and patient outcomes.
Our HSCP’s Meadowburn and Hawthorn House Care Homes both operate 15 ECS beds. The ECS has proved successful at both sites with staff and the services adapting to this innovative model for care delivery.
Initial timelines for the services being fully operational were fast tracked. Staff went that extra mile to respond to demand and capacity pressures, supporting multiple teams within Glasgow City HSCP.
Feedback received from Service Users has been universally positive – the ECS has provided a more homely atmosphere with the ability to engage with others in a social setting. Appropriately skilled staff meet their needs and help them to work towards their outcomes.
The ECS supports maximising independence. For instance, a service user who accessed ECS following a second amputation of his lower leg was, after support from staff, able to build upper body strength. As a result, he can now do many more things for himself.
Unnecessary time spent by patients in hospital has now reduced due to this new pathway which supports medically fit patients out of hospital to care home or back to the community.
Leader of the Year: Marie Brown, Service Manager, South LD Team
Marie has played a key role in bringing the Learning Disability NHS team and the Social Work team together into one strong, united partnership within the HSCP.
Over the past year, Marie has been a real driving force behind integration. She’s encouraged joint training, organised shared social experiences, and brought her teams all together under one roof. Being co‑located has made it so much easier for all to work side by side, and it’s led to much stronger collaboration across all disciplines.
She manages more than 70 staff and still somehow remembers the important details about the high‑priority clients each member of the team supports. It’s a real skill, and it makes a huge difference.
Because of Marie’s leadership, the way her team works together has genuinely improved, and the people who benefit most are the service users who now receive a more joined‑up, higher‑quality service.
Team of the Year: Shift Team, James McLean Project
Project Workers: Gavin Spence, Tori Oliver, James Green and Elaine Pullam
The team at the James McLean Project consistently goes above and beyond what would normally be expected in a homelessness support service.
Staff work with young people aged 16 to 21 who often present with multiple and complex needs. The team delivers compassionate, safe, and person-centred care every single day, frequently in crisis situations that require teamwork, calm decision making and emotional resilience.
There are countless examples of the team stepping in far beyond their job remit. Staff have responded immediately and sensitively to incidents of suicide attempts, selfharm, family violence, and medical emergencies.
What makes this team exceptional is the way they pull together. This team cohesion ensures the project remains a safe, calm environment even during chaotic circumstances.
The emotional labour in this work is immense, and often unseen, but the staff at the James McLean Project continue to show extraordinary empathy, humour, resilience and professionalism. This consistent compassion, teamwork and commitment to recovery focused practice shows how this team truly exemplifies “going the extra mile”.
For young people (service users), the impact is profound. Several young people have reported that the team “kept them going,” or “was the first place I felt safe,” demonstrating clear outcomes in emotional stability and recovery. The team’s work delivers holistic benefits — improving lives, strengthening partnerships, safeguarding the organisation, and ensuring Glasgow City HSCP continues to provide compassionate, high quality support for some of the city’s most vulnerable young people.
Volunteer of the Year: Stuart James
Stuart is an exceptional local resident who has taken his own lived experience and turned it into something remarkable.
Following his diagnosis of Functional Neurological Disorder, Stuart recognised the isolation and uncertainty that so many people with FND face.
In recent months, Stuart has founded the very first FND Support Circle in Scotland, hosted in our Parkhead Hub. What began as a hope that ‘a few people might show up’ quickly became a powerful movement. Over 50 people attended the inaugural meeting, many of whom had never met anyone else with the same condition. It was emotional, uplifting and, for many, life‑changing.
Through Stuart’s tireless effort, his publicity, his fundraising, his attention to every detail, this peer‑led group has now grown to almost 100 members, with monthly meetings, new sub‑groups forming across the country, and even expert clinicians engaging with the work. Local GPs and our own Primary Care Mental Health Team are now signposting people to the group because they recognise its value, its impact and its importance.
His determination, his kindness, and his unwavering commitment to ensuring that every person who walks through the door feels welcomed and supported truly embody the spirit of being a volunteer in the community.
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Overview
The Graduate Apprenticeship is an academic programme, fully funded by the Scottish Funding Council. It will equip you with the skills and knowledge to tackle real-world challenges in the workplace while working towards an Honours Degree.
What is the BA (Hons) GA Business Management programme with HR Management?
This programme is a work-based learning programme which is designed for those who want to professionalise their HR management skills. It combines academic and industry-specific training to prepare apprentices for leadership roles in a variety of HR settings.
This academic programme is delivered by Glasgow Caledonian University (GCU) in partnership with NHS Greater Glasgow and Clyde and aligned with Chartered Institute of Personnel and Development (CIPD).
Key Benefits
Earn a BA (Hons) without leaving your role in the NHSGGC.
Learn to navigate real-world HR challenges effectively and sensitively, covering key areas such as HR practices, strategic management, ethical leadership and sustainability management, tailored to your responsibilities within the NHSGGC HR&OD.
Enhance your credibility as a healthcare leader while applying your learning directly within the workplace to improve systems and processes within your role.
Develop the confidence and qualifications to progress into leadership roles within the healthcare sector.
Fully funded opportunity, as all tuition fees are covered by the Scottish Funding Council (SFC) through the Student Awards Agency Scotland (SAAS).
How it works?
Applicant discussion with line manager on personal development plan.
Commencement date; mid September 2026.
Duration: 4 years or shorter depending on you prior qualifications and experience through Recognition of Prior Learning (e.g., through either education or work experience) may qualify you for an advanced entry.
Format: a combination of work-based learning, self-directed study, live online classes, and up to 10 on-campus teaching days per year.
Assessment: this course has no exams. Assessments for each of the 6 modules per level will consist of course work, projects and assignments. This varied approach complements our combination of academic education and practical work experience, providing a comprehensive assessment of apprentices through various means.
Support
You will be guided by GCU academic and professional staff, Learning and Education team and NHSGGC based mentors throughout your learning journey.
Who can attend?
This programme is open to all NHSGGC HR&OD staff aiming to improve their HR management skills with the intention of advancing into management or supervisory roles, aligned with their PDP goals.
It is also available to existing HR&OD managers who wish to obtain a formal, recognised qualification to support their CPD.
Entry Requirements/Criteria:
NHSGGC Requirements
You must be compliant with all statutory and mandatory training by the time of submitting your application
Attending on this programme must have been discussed and recorded on your latest/up to date PDP&R by the time of submitting your application
Manager approval/endorsement (Statement of supports will be requested from your line managers stating that they support you, in being provided with the relevant time away from work to attend University and live online classes)
Use these posters to promote Primary Care and the new Hub on the NHSGGC website. There are different sizes for both professional and internal printing, as well as digital versions with and without a QR code.
The Corporate Staff Partnership Forum (CSPF) serves as a collaborative platform designed to foster open dialogue between staff and management, aiming to strengthen organisational governance and advance shared objectives.
Established in early 2026, its purpose is to enable meaningful consultation on corporate workplace matters, support transparent decision-making, and promote a culture of partnership where issues are jointly discussed and resolved. By facilitating the exchange of ideas and perspectives, the Forum ensures staff voices are integral to development and operational changes, thereby contributing to a positive, inclusive working environment that aligns with NHS Greater Glasgow and Clyde’s corporate values and strategic goals.
The Forum meets on a six weekly basis and is Co-Chaired by Dr. Scott Davidson, Executive Medical Director and Frances Carmichael, Staff Side Lead of the Acute Partnership Forum.
Please select buttons below to access further information on our Governance Pathway, template copies for paper submissions and Forum Contacts.
For further enquiries or information, please contact the APF Business Manager at Kirstin.McKenzie@nhs.scot .
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The __cfwaitingroom cookie is only used to track visitors that access a waiting room enabled host and path combination for a zone. Visitors using a browser that does not accept cookies cannot visit the host and path combination while the waiting room is active.
session
cf_chl_rc_i
These cookies are for internal use which allows Cloudflare to identify production issues on clients.
session
cf_chl_rc_ni
These cookies are for internal use which allows Cloudflare to identify production issues on clients.
