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Recruitment Service

Thank you for supporting the NHS Greater Glasgow and Clyde COVID-19 Vaccination Programme, one of the Health Board’s largest vaccination programmes ever undertaken.

NHSGGC have received thousands of applications from individuals who are interested in becoming COVID-19 Vaccinators or COVID-19 Healthcare Support Worker Vaccinators.  Applications for new individuals are currently suspended whilst the existing applications are processed.   

Any future opportunities will be advertised on the NHS Scotland Recruitment website.  Be sure to sign up for job alerts on the NHS Scotland Recruitment to receive notifications when NHS Greater Glasgow and Clyde are accepting more applications for COVID-19 Vaccinators or COVID-19 Healthcare Support Worker Vaccinators.

COVID-19 Vaccinator Eligibility

COVID-19 Vaccinators

To work as a COVID-19 Vaccinator, you must hold current registration in one of the eligible occupations:

  • Nursing & Midwifery Council (NMC) – all occupations.
  • General Medical Council (GMC) – all levels (excluding FY1 doctors).
  • General Dental Council (GDC) – Dentist, Dental Hygienist, Dental Therapist.
  • Health and Care Professions Council (HCPC) – Chiropodist / Podiatrist, Dietitian, Occupational Therapist, Orthoptist, Paramedic, Physiotherapist, Prosthetists / Orthotist, Radiographer, Speech and Language Therapist.
  • General Pharmaceutical Council (GPhC) – Pharmacist.
  • General Optical Council (GOC) – Optometrist.
CVOVID-19 Healthcare Support Worker Vaccinators

If you do not hold a current registration in one of the occupations listed above, you may be eligible to apply to work as a COVID-19 Healthcare Support Worker Vaccinator. 

Rates of Reimbursement

COVID-19 Vaccinators

The rates of pay are guided by the Scottish Government.  As of 04 March 2022, they are as follows:

  • All COVID-19 Vaccinators, regardless of profession or experience, will be reimbursed on the Band 5 Agenda for Change payscale.
COVID-19 Healthcare Support Worker Vaccinators

All COVID-19 Vaccinator Healthcare Support Workers, regardless of profession or experience, will be reimbursed on the Band 3 Agenda for Change payscale.

Training Requirements

In conjunction with the Scottish Government, NHS Education for Scotland (NES) and pharmaceutical organisations, a wealth of training has been developed in a short space of time, in order to keep yourself and our patients safe.  NHS Greater Glasgow and Clyde have developed a training schedule in which all COVID-19 Vaccinators and COVID-19 Healthcare Support Workers must demonstrate competence in.

The training schedule will be updated, as new vaccines are developed and the vaccination programme evolves. 

  • The current training schedule for COVID-19 Vaccinators can be accessed here.
  • The current training schedule for COVID-19 Healthcare Support Worker Vaccinators can be accessed here.

As part of the COVID-vaccinator recruitment process, you will be asked to confirm (and provide evidence, where possible) that you meet the NHS Greater Glasgow and Clyde COVID-19 Vaccinator or COVID-19 Healthcare Support Worker Vaccinator training schedule.

Please note: Due to the sheer volume of applications received, there may be a delay in receiving your practical / induction training session. The NHS Greater Glasgow and Clyde Staff Bank are arranging training shifts as soon as spaces become available.  We would like to thank you for your patience during this time.  

Key Documents

Authorisation

Stage 1 Authorisation

All vacancies within NHS Greater Glasgow and Clyde (including vacancies within the Health and Social Care Partnerships).

 The Vacancy Request Form must be authorised and signed by:

  • Hiring Manager
  • Head of Finance
  • Service Director or Chief Officer

Stage 2 Authorisation

Some posts will require additional authorisation from senior officers within the Board.  Please use the drop-down sections below to ascertain whether the vacancy requires additional (stage 2) authorisation. 

Administrative services

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the FIP Group’s consideration.

Allied Health Professions

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Executive Level

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Health Science Services

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Medical and Dental

Consultant (replacement) positions

In addition to the stage 1 approval process, these vacancies will require authorisation from the Chief of Medicine within the relevant area.

Senior Medical positions and new consultant posts

In addition to the stage 1 approval process, any new proposed: consultant-level posts, Lead Clinician, Clinical Director, or Chiefs of Medicine posts will require authorisation from the NHSGGC Medical Director (Dr Jennifer Armstrong).  The Vacancy Request Form (and accompanying documents) must be emailed to: Jennifer.Armstrong2@ggc.scot.nhs.uk for the Medical Director’s consideration.

Other medical and dental positions

No additional approval is required.

Medical and Dental Support

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Nursing and Midwifery

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from:

  • The Chief Nurse (or equivalent) within the relevant area; and
  • The NHSGGC Nursing Director (Dr Margaret McGuire). The Vacancy Request Form (and accompanying documents) must be emailed to: Margaret.Mcguire@ggc.scot.nhs.uk for the Nursing Director’s consideration; and
  • The NHSGGC Chief Executive. The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority I addition to the Board’s Chief Executive.

Replacement posts: Band 6 and Band 7

In addition to the stage 1 approval process, these vacancies will require authorisation from the Chief Nurse (or equivalent) within the relevant area.

Replacement posts: Band 2 – Band 5

No additional approval is required.

Personal and Social Care

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Senior Managers

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Support Services

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Therapeutic Services

New posts

In addition to the stage 1 approval process, these vacancies will require authorisation from the Financial Improvement Programme (FIP) Group. This group meets every Wednesday and further clarification may be sought on vacancy requests.  The Vacancy Request Form (and accompanying documents) must be emailed to: recruitment.vacancies@ggc.scot.nhs.uk  for the FIP Group’s consideration.

Replacement posts: Band 8A and above

In addition to the stage 1 approval process, these vacancies will require authorisation from the NHSGGC Chief Executive.  The Vacancy Request Form (and accompanying documents) must be emailed to: vacancy.authorisation@ggc.scot.nhs.uk for the Chief Executive’s consideration.

If the post is jointly funded by the local authority, the post will also require authorisation from the Chief Executive of the local authority in addition to the Board’s Chief Executive.

Replacement posts: Band 2 – Band 7

No additional approval is required.

Your application form will play a key part in deciding whether you will be short listed for interview for the post you apply for. It is important that you take the time to complete it as fully and as accurately as possible.

Please read the guidance notes in the candidate information pack for the job carefully before you start. You should also read the Job Description/Person Specification for the post that you are applying for.

You should apply online at https://apply.jobs.scot.nhs.uk/vacancies.aspx

Before you submit your application please check that all of the relevant parts of the NHS Scotland Application form have been completed.

Application Form – Personal Details and Criminal Convictions Declaration

This section provides our Recruitment team with contact details and confirms your eligibility to work in the UK and requires the declaration of any criminal convictions for posts exempt from the Rehabilitation of Offenders Act.

Data Protection

Any data about you will be held in completely secure conditions, with access restricted to only those involved in the administration of the post have applied for.

Your Equalities Opportunities Monitoring information will not be accessible to anyone involved in the shortlisting/interview process.

It will be understood that by submitting the application form you are giving your consent to the processing of your data in the ways described above.

Eligibility

It a criminal offence for any employer to hire a new employee whose immigration status prevents him or her from legally working in the UK. This applies to all types of NHS employment, including part-time, temporary or bank posts. All applicants, regardless of nationality, will be asked to produce evidence of eligibility to work in the UK and these will be verified at interview and again should you be successful for a post.  More information about immigration and the sponsorship process can be found at the following website:  https://www.gov.uk/

Application Form – Employment Details

You must give us details of your current or most recent employer.

Please provide details of previous employment including part-time, temporary, clinical attachments, honorary posts or voluntary work.

Qualifications and Training Details

Please provide details of all relevant education, qualifications & training courses. You should expect to provide copies of relevant qualifications in the event that you are offered a post.

Assessment Form A – Questions

Applicants who can demonstrate that they possess the knowledge, skills, experience, and clinical competencies required for the job give themselves the best opportunity of being shortlisted and selected for interview.

Make sure you review the job description/person specification for the post that you are applying for as that will detail the skills, abilities, clinical competencies and experience required for the post.

It is important to provide evidence that you can meet each of the requirements in the job description/person specification, by giving specific examples of what you have done and how you believe you meet each requirement. Remember the person reviewing your application form won’t be able to second guess your skills and experience unless you outline it.  Unless you provide evidence that you possess all the requirements, supported by relevant examples, you may not be included in the shortlist.

Your application will be considered by a Clinician(s), who will decide who to select for interview on the basis of the essential criteria for the post.  It is important, therefore, that you work on your application to ensure it reflects the job description and the recruitment advertisement.

Remember to be accurate and honest when you complete your application as the information you provide will be verified at various stages of our recruitment and selection process.

Referees

If you are shortlisted for interview, our Medical Recruitment Team will contact your referees. Satisfactory references must be received to an acceptable standard before any new employee can commence employment. If you are in employment, or have been in employment, please make sure that at least one of the referees you nominate includes your present or most recent employer and should be your Line Manager/Educational Supervisor/Clinical Lead. We do not accept referees from family members or friends.

Please ensure you provide accurate contact details including an e-mail address for your referees and most importantly don’t forget to get their permission to be contacted by us.

The Selection Process & Shortlisting Stage

Upon submission of your application, you will receive a notification that it has been received and awaits the process of shortlisting. Shortly thereafter, you will either be invited to select an interview slot or, if you have been unsuccessful at the shortlisting stage, you will be notified by email that your application has failed shortlisting.

Interview Stage

If you are selected for interview, you will be asked to attend a panel interview either in person or via Microsoft Teams.   In addition to a set of interview questions, candidates may be asked to deliver a presentation, or provide a response to a clinical scenario. Candidates will be advised in advance of the interview what they will be expected to do on the day, so will have time to prepare. 

You will be asked to bring the following original documents to interview:  Passport, biometric card (where appropriate,) Medical Degree Certificate, GMC Certificate or letter, and 2 utility bills to confirm your address.

Equal Opportunities and Equality Monitoring

NHS Greater Glasgow and Clyde’s staff are our most valuable resource. By ensuring we have  good recruitment practice that will  make a significant contribution to ensuring we promotes a culture of person-centred care, placing the patient at the heart of everything we do.

We are committed to attracting the highest calibre of job applicants through a fair and consistent recruitment process, treating all our candidates fairly to ensure we recruit the best person for each vacancy.

We endeavour to ensure we do not discriminate during any stage of the recruitment process and in particular comply with the Equality Act 2010 which makes it illegal to discriminate against protected characteristics i.e.  age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation.  

We are required to gather data for both applicants and employees to ensure that our policy on Equality and Diversity is effective and meets statutory requirements.  All applicants are therefore required to provide the information requested in the Application Form’s Declarations section – this information is not made available to the shortlister(s).    .

Finally we hope you find the guidance we have provided useful and we wish you good luck if you decide to apply for a post at NHS Greater Glasgow and Clyde. 

NHS Greater Glasgow and Clyde participates in 2 schemes aimed at supporting the employment and career development of disabled people :

Job Interview Guarantee (JIG) scheme means that if a candidate declares a disability , and meet the minimum/essential  criteria outlined within the Person Specification for the post then they  will be guaranteed an interview. 

Job Centre Plus Two Ticks symbol: the two ticks scheme is a recognition given to NHS Greater Glasgow and Clyde by Jobcentre Plus because we have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. It is represented by the two ticks disability symbol (displayed right) that participating organisations in the UK  are authorised to display. As a symbol user, an interview is guaranteed to any candidate with a disability whose application meets all of the minimum/essential criteria for the post.

Pre-Employment Checks

Disclosure of Criminal Convictions

  • Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013
  • The Protection of Vulnerable Groups (Scotland Act ) 2007 The  1997 Police Act

Criminal Convictions – Rehabilitation of Offenders Act 1974

NHS Scotland is exempt from the 1974 Rehabilitation of Offenders Act (Exclusions & Exceptions) (Scotland) Amendment Order 2015.  This means that unless stated in the job description, person specification or application pack, you must tell us about any previous unspent convictions along with only those spent convictions that relate to Disclosure Scotland’s  ‘Offences which must always be disclosed’ list. If you are offered employment, any failure to disclose such convictions could result in withdrawal of the offer of employment dismissal or disciplinary action.  Any information you give will be considered only in relation to the post for which the  application  you submit refers to.

Information will be verified by Disclosure Scotland for relevant posts.

Please note; you are NOT REQUIRED to tell us about any previous spent convictions that relate to Disclosure Scotland’s  ‘Offences which are disclosed subject to the rules’ list.

Please refer to Disclosure Scotland’s website  www.disclosurescotland.co.uk for further guidance and details on the two lists relating to spent convictions. 

Certificate of Good Standing

If you have been living out with the UK for a period of more than a year within the last 5 years, you will require to submit a Certificate of Good Standing from the police authority in that country.

General Medical Council (GMC)

To be eligible to practice medicine in the UK, you will require a licence to practice through the General Medical Council.  If you are applying for a substantive Consultant post, you will require to be on the specialist register for your particular specialty. You can find out more about the GMC and specialist registration http://www.gmc-uk.org/

Revalidation

All doctors who do not have a National Training Number require to undergo revalidation, this includes all non-training career grade doctors in secondary care who have a substantive, locum or honorary contract with NHS Greater Glasgow and Clyde. 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.  Information from the GMC on revalidation for doctors in training can be accessed here.

NHS Greater Glagsow & Clyde Responsible Officers are as follows:-

Responsible Officer: Dr Jennifer Armstrong, Medical Director

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.

If you have a specific query or question regarding Medical Revalidation or Appraisal please email medical.revalidation@ggc.scot.nhs.ukand 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.

Consultant Posts: Certificate of Completion of Training – Criteria for Interview

To be interviewed for a substantive Consultant post, those trained in the UK should have evidence of higher specialist training leading to CCT and be within 6 months of confirmed entry from date of interview or have been awarded Specialist Registration via the Certificate of Eligibility for Specialist Registration (CESR) . Non-UK applicants must demonstrate equivalent training.

Criteria before taking up post

Before commencement in a Consultant post you require to be on the GMC Specialist Register for the relevant Specialty or the GDC Specialist List for the relevant Specialty.

For details of Scottish Medical Training 2016/17 please click here

Click here for Recruitment Guidance for Managers 

Guidance on Consultant Appointments 

Consultant Appointments must be carried out in accordance with the Scottish Government’s General Guidance on Medical & Dental Appointments

Overarching Principles for Consultant Recruitment within NHS in Scotland:

  • The consultant recruitment process is owned and determined by the Health Board as the employer. 
  • The management of and decisions taken regarding the consultant recruitment process is the responsibility of the Health Board. 
  • It is recognised that externality provides a valuable contribution to the objective assessment of applicants and the role of an External Adviser is included within this consultant recruitment process

Summary Guide

Consultants carry ultimate clinical responsibility for every patient seen under their care. The public is therefore entitled to expect that all consultants will have reached the highest standards of skill and knowledge and this is guaranteed by means of a statutory appointments procedure for recruitment of consultants laid down in regulations. The regulations and supporting guidance were revised in July 2009 (The National Health Service (Appointment of Consultants) (Scotland) Regulations 2009).

While the majority of the actions within the consultant recruitment process, which were previously subject to regulation, now lie with the NHS boards who hold responsibility for the process, some key elements are still subject to regulation and remain under statutory control. 

The statutory element includes the appointment of a trained External Adviser from a different NHS board as a full member of the consultant assessment panel: this is intended to ensure the clinical quality of appointed candidates is maintained.  The External Adviser will have been trained in selection processes and, with experience of other appointments, can provide advice on the appointment from a different perspective than the local clinical team.   

Key Roles within the Recruitment Process

Within the recruitment  process it is for the recruiting Board to determine the staff and their roles within the process; however each recruitment process should include the following key roles:

The Board Lead Officer

The Board should identify a Lead Officer to manage an individual recruitment process with support from the HR department. Within the recruitment process it is anticipated that this Lead Officer will often be a medical manager or dental manager, who may, depending on the size of the Board, or the specialty involved, choose to either directly lead the recruitment process or identify who will. Other possibilities for this role include a lead clinician from within the service or the clinical service manager.

Chair

The Chair of the panel has delegated authority from the recruiting Board to make an offer of employment. This authority is contained within the regulations. Boards may choose to appoint the Lead Officer as Chair, or may alternatively choose a senior manager or non-executive director to chair the assessment panel.

External Adviser

The regulations require a single External Adviser is included on the assessment panel for consultant appointments within NHS in Scotland. The role of the External Adviser will be to advise the recruiting Board on each stage in the process, including commenting and advising on the job description, person specification, the selection methodology and participating in the selection process. This External Adviser is identified from the list of External Advisers maintained by the Academy, and must be external, i.e. not employed by the recruiting Board, and must be in the same specialty as the post being appointed to. In rare instances of small specialties it may be necessary to seek an External Adviser from out with Scotland.

The Assessment Panel

The assessment panel is convened by the Board to conduct the candidate assessment. Within this recruitment process, as the Boards determine the selection methodology for appointing to consultant posts, the Assessment Panel is also to be determined by the recruiting Board to best support and facilitate the methodology chosen to assess the suitability of candidates. This assessment may include profiling, aptitude tests or multi-station interviews. The panel must include at least one consultant from the specialty. Where possible that consultant should be from the employing Board.

Depending on the nature of the post and the extent of any undergraduate teaching or training duties the Board may include University representation on the assessment panel and requests for University representatives should be submitted to the Dean.

While there is no set limit on the size of the panel, under the regulations it remains that the panel must include a Chair, with delegated authority from the Board, an External Adviser as outlined above and one other consultant from the specialty

Planning and Advertising a Consultant Post

When  recruiting to posts it is advised that the planning for a consultant appointment begins well before the post is to be filled. Consideration should be given to  service needs, the amount and level of training that may be required, teaching, supervision of junior staff, continuing professional development, research and any special interests and produce a draft job description and person specification which must be sent to the External Adviser for their advice and comment.

All potential applicants should have access to the  job description; the person specification; information from the board with details of arrangements for practice, e.g. units, clinics etc; details of staffing and relevant services covered; where appropriate, information about undergraduate or postgraduate medical/dental teaching; and the relevant TCS including pay. A Job Plan must also  be  available for the consideration of candidates for appointment to a consultant post.

We must ensure that we look  to advertise details of vacant posts widely which will  include the use of the NHS Scotland online job portal www.jobs.scot.nhs.uk  , medicaljobs.scot.nhs.uk  and where necessary  other online professional job portals and journals e.g. BMJ ( British Medical Journal ) .

Eligibility for appointment and specialist register

On successful completion of specialty training, doctors are awarded a certificate of completion of training (CCT), allowing them to practice across Europe as recognised ‘specialists’. The GMC recommends CCT holders for inclusion on the specialist register, which it administers. The specialist register includes the names of all CCT holders together with those of other eligible specialists, and shows their specialty and, if requested, any particular field of expertise within it. Eligible specialists are defined as:

  • European Economic Area nationals holding recognised specialist qualifications
  • other overseas nationals holding specialist qualifications that are deemed equivalent to the CCT
  • doctors who have followed academic or research training paths, resulting in a level of knowledge and skill consistent with NHS consultant practice in that specialty.

From 1 January 1997 it has been a legal requirement for all doctors to be on the GMC’s specialist register before they can take up a consultant appointment.

In the case of consultant dental posts, individuals must be a registered dental practitioner or a fully registered medical practitioner. However, trainees may explore the possibility of post-CCT careers as soon as it is apparent that a CCT will be awarded in the near future. Consequently, SpRs and StRs are able to apply for a consultant appointment provided the expected date of award of their CCT (or recognised equivalent, if outside the UK) falls no more than six months after the date of interview for the consultant post. The consultant assessment panel must also be satisfied that the applicant is sufficiently near to the completion of training to enable them to judge the applicant’s suitability for a consultant post.

Membership of the Assessment Panel

The assessment panel is convened by the appointing board to conduct the candidate assessment. This assessment may include profiling, aptitude tests or multi-station interviews.  The panel must include at least one consultant from the specialty. Where possible that consultant should be from the employing board. Depending on the nature of the post and the extent of any undergraduate teaching or training duties, the board may include university representation on the assessment panel. While there is no set limit on the size of the panel, under the regulations the panel must as a minimum include a Chair, with delegated authority from the Board, an External Adviser and one other consultant from the specialty.

External Adviser

The regulations require that a single External Adviser is included on the assessment panel for consultant appointments within the NHS in Scotland.  The role of the External Adviser is to advise the recruiting board on each stage in the process, including commenting and advising on the job description, person specification, the selection methodology and participating in the selection process.  This External Adviser is identified from the list of External Advisers maintained by the Academy of Royal Colleges and Faculties in Scotland, and must be external i.e. not employed by the recruiting board, and must be in the same specialty as the post being appointed to.  In rare instances of small specialties it may be necessary to seek an External Adviser from outside Scotland.

All newly appointed External Advisers undergo training before they are included on the adviser list, and if reappointed to the list again, should undergo refresher training.

This training is coordinated by NHS Education for Scotland and includes:

  • detailed training on equality and diversity issues;
  • refreshers on specialty training curricula and assessment methods used;
  • updates on selection methodology and tools that have been used successfully;
  • the option to shadow an External Adviser and observe the process, although it should be emphasised that observers will play no role in the recruitment process.
Process

Under the regulations, recruiting boards will appoint a Chair for the assessment panel.  The Chair will hold delegated authority to offer the post on behalf of the board once the panel has considered the candidates.

Boards should draw up a policy on the use of visits as part of the employment process and communicate this policy to all applicants. Visits are intended to inform the applicant regarding the department and the requirements of the post.  Depending on the nature of the post the policy on visits should look to offer applicants an opportunity to visit the department and meet with key staff.  The option of a visit, and the timing of such a visit, should be determined by the board, and should be made available to all applicants at the same point in the recruitment process.

Once the assessment panel has made a decision on which candidate(s), if any, should be offered the post, the Chair and the Recruitment Service will then take responsibility for offering and contracting with successful candidates .

All members of the assessment panel hold equal responsibility for raising concerns at any stage within the recruitment process with the Chair.  In these instances, it is for the Chair to assess these concerns and to determine whether or not to proceed with the recruitment process.  If the decision is taken to proceed to appointment, the Chair should note the concerns raised and indicate the basis on which the decision to proceed was taken.  If the Chair decides not to proceed, this decision is reported back to the board, outlining the basis on which this decision was taken.  It is for the board to decide on next steps and whether to re-run the process.

For more information visit : 

This section provides links to documents and process which will support applicants across all stages of the recruitment process.

The links below outline a stage by stage guide and should provide answers to frequently asked questions at every stage of the recruitment process.

Completing the application form and next steps

Completing the Applications Form and Next Steps

Your application form will play a key part in deciding whether you will be short listed for interview for the post you apply for. It is important that you take the time to complete it as fully and as accurately as possible.

Please read the guidance notes in the candidate information pack for the job carefully before you start. You should also read the Job Description and Person Specification for the post you are applying for as that will help you make sure your application is relevant to the post.

We accept applications online through the NHS Scotland job site www.jobs.scot.nhs.uk    

Before you submit your applications please check that all parts of the NHS Scotland Application form i.e. Parts A, B, C and D have been fully completed before submitting it to us. 

Application Form – Part A and B Personal Details and Criminal Convictions Declaration

This section provides our Recruitment team with contact details and confirms your eligibility to work in the UK and where applicable requires the declaration of any criminal convictions exempt for posts exempt from the Rehabilitation of Offenders Act.

In order to avoid any possibility of bias or prejudice, the information you provide in Part A and B of the application form is for the use of our  Recruitment team only during the initial stages of the recruitment process  and will not be passed to  any NHS Greater Glasgow and Clyde staff involved in the selection process until the interview  stage.

Data Protection

Any data about you will be held in completely secure conditions, with access restricted to those only involved in recruiting to the  post you have applied for.

Part D of your application is used only for Equalities Opportunities Monitoring and will not be accessible to anyone involved in the recruitment process during any of our recruitment stages.

It will be understood that by submitting the application form  you are giving your consent to the processing of your data in the ways described above.

Eligibility to Work in the UK

It is a criminal offence for any employer to hire a new employee whose immigration status prevents him or her from legally working in the UK in the post they have applied for. This applies also to all types of NHS employment, including part-time, temporary or bank posts. All applicants regardless of nationality will be asked to produce evidence of eligibility to work in the UK as part of the application process and  if they are selected for interview a list of  acceptable documents will be asked to be provided at interview and pre employment checks.

  • Disclosure of Criminal Convictions 
  • Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013
  • The Protection of Vulnerable Groups (Scotland Act ) 2007 The  1997 Police Act
  • Criminal Convictions – Rehabilitation of Offenders Act 1974

NHS Scotland is exempt from the 1974 Rehabilitation of Offenders Act (Exclusions & Exceptions) (Scotland) Amendment Order 2015.  This means that unless stated in the job description, person specification or application pack, you must tell us about any previous unspent convictions along with only those spent convictions that relate to Disclosure Scotland’s  ‘Offences which must always be disclosed’ list. If you are offered employment, any failure to disclose such convictions could result in withdrawal of the offer of employment dismissal or disciplinary action.  Any information you give will be considered only in relation to the post for which the  application you submit refers to.

Information will be verified by Disclosure Scotland for relevant posts.

Please note, you are NOT REQUIRED to tell us about any previous spent convictions that relate to Disclosure Scotland’s ‘Offences which are disclosed subject to the rules’ list.

Please refer to Disclosure Scotland’s website  www.disclosurescotland.co.uk for further guidance and details on the two lists relating to spent convictions. 

Application Form – Part C Employment Details

You must give us details of your current or most recent employer.

Please also provide details of all previous employment including part-time, temporary or voluntary work.

Qualifications and Training Details

Please provide details of all relevant education, qualifications and training courses and where applicable professional registrations .

Statement in Support of Your Application

Applicants who can demonstrate in their application that they possess the knowledge, skills, experience and abilities required for the job give themselves the best opportunity of being shortlisted and selected for interview.

Make sure you review the job description person specification for the post you are applying for as that will detail amongst other things the skills, abilities and experience we are looking for in relation to the post.

It is important to provide evidence that you can meet each of the requirements in the person specification, by giving specific examples of what you have done and how you believe you meet each requirement. Remember the person reviewing your application form won’t be able to second guess your skills and experience unless you outline it.

A good tip is to use the selection criteria in Person Specification as headings in the order they have been listed, to make sure that you address them especially the ones under Essential Criteria.

Remember to explain how your experience, skills and knowledge meet the requirements in the person specification and the duties and responsibilities in the job description.

Unless you provide evidence that you possess all the requirements, supported by relevant examples, you may not be included in the shortlist. Only those candidates who demonstrate an acceptable performance level on each requirement of the person specification will considered for shortlisting.

The NHS Greater Glasgow and Clyde shortlisting panel, which includes as a minimum two members of staff [one of which is always the hiring /line manager for the post] will decide who to select for interview on the basis of the Person Specification.  This document lists those qualities e.g. skills, knowledge, experience, qualifications etc, which are ‘essential’ i.e. which you must have to do the job, and those which are ‘desirable’ i.e. which will help somebody to perform the complete range of tasks in the job more readily.  It is important, therefore, that you work on your application to ensure it reflects the person specification, the job description and the recruitment advertisement.

Remember to be accurate and honest when you complete your application as the information you provide will be verified at various stages of our recruitment and selection  process .

Referees

If you are appointed to the post you have applied for, our Recruitment Team will contact your referees. Satisfactory references must be received  to an acceptable standard before any new NHS Greater Glasgow and Clyde employee can start work for us. If you are in employment, or have been in employment, please make sure that at least one of the referees you nominate includes your present or most recent employer and should be your line manager /supervisor. We do not accept references from family members or friends .

Please ensure you provide accurate contact details including an e-mail address for your referees and, most importantly, don’t forget to get their permission to be contacted by us.

The Selection Process

We do not contact applicants who are unsuccessful in being shortlisted. If you have not heard from us within 6 weeks of the closing date then you should assume that you are not successful in being selected for interview .

However if you require confirmation that we have received your application or would like to request information at any stage of the recruitment process then you may contact our Recruitment Service. Please remember to have to hand details of the job you are applying for including the job reference number, which you will find in the advert for  the post or any correspondence you receive from us.

Shortlisting Stage

Only those candidates who reach an acceptable level on the requirements of the person specification will be considered for shortlisting.  When the shortlist has been agreed, invitations for interview are sent to the selected candidates by our Recruitment Team.  We contact candidates via email and letter and where there is a short turnaround time for interview then we will contact you by text.

Interview Stage

If you are selected for interview the interview format will depend on the post being recruited to and the evidence the interview panel want to collect about applicants during the interview to help them decide who to appoint to the post . In addition to a set of interview questions candidates may be asked to deliver a presentation, sit a technical/skills test or provide a response to a work based scenario. Candidates will be advised in advance of the interview what they will be expected to do on the day and so will have time to prepare. 

You will also be requested to bring to the interview the originals of any relevant qualifications/certificates and awards that you hold and documents to verify your identification.

Pre-Employment Checks

Where applicable  to the post successful applicants will be subject to Disclosure Scotland’s PVG Scheme membership /Standard Disclosure checks  to checks criminal convictions   history and they are not included on Barred Lists which prohibits them from  working  with vulnerable adults and children.

Equal Opportunities and Equality Monitoring

NHS Greater Glasgow and Clyde participates in 2 schemes aimed at supporting the employment and career development of disabled people :

Job Interview Guarantee (JIG) scheme means that if a candidate declares a disability , and meet the minimum/essential  criteria outlined within the Person Specification for the post then they  will be guaranteed an interview. 

Job Centre Plus Two Ticks symbol: the two ticks scheme is a recognition given to NHS Greater Glasgow and Clyde by Jobcentre Plus because we have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. It is represented by the two ticks disability symbol (displayed right) that participating organisations in the UK  are authorised to display. As a symbol user, an interview is guaranteed to any candidate with a disability whose application meets all of the minimum/essential criteria for the post.

NHSGGC is committed to applying and promoting best employment equality practice in it efforts to eliminate discrimination and create working environments where all our staff, patients, relatives, visitors and carers are treated fairly and with respect.

We endeavour to ensure we do not discriminate during any stage of the recruitment process and in particular comply with the Equality Act 2010 which makes it illegal to discriminate against protected characteristics i.e.  age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation. 

We are required to gather data for both applicants and employees to ensure that our policy on Equality and Diversity is effective and meets statutory requirements.  All applicants are therefore required to provide the information requested in Part D of the Application Form Equal Opportunities Monitoring.  Our Recruitment team will separate this part of your form from your application prior to shortlisting so that this information is by us to monitor our progress on equality.    All recruitment documentation for unsuccessful applicants are confidentially destroyed after 12 months.

Finally we hope you find the guidance we have provided useful and we wish you good luck if you decide to apply for a post at NHS Greater Glasgow and Clyde. 

Application Stage FAQs
Where can I find a list of your vacancies?
How Often do you update your vacancies?

A new list of posts opens every Friday.

How can I apply for your jobs?

NHS Greater Glasgow and Clyde operates an On line Application Form system.  You can apply directly for the vacancy of your choice on the NHS Scotland Jobs Website – www.jobs.scot.nhs.uk 

How do I return my application?

NHS Greater Glasgow and Clyde operates an On line Application Form system. Once you complete and submit your application it will be downloaded into our systems.

To ensure your application will be submitted without errors or omissions  read the instructions contained in the candidate application pack attached to the vacancy you have chosen from the www.jobs.scot.nhs.uk website.

I have a CV why do I still need to complete an application form?

The application process is anonymous and decisions to shortlist candidates for interview are made ONLY on the contents of your application form.

If you do not provide all the information requested in the application form, it will not be evident that you meet the criteria listed in the job description and you will not be shortlisted for interview.

Please ensure that you read the job description carefully, complete all applicable sections of the application and ensure that your statement in support of your application clearly demonstrates how you meet the requirements of the post.

Please note Curriculum Vitae will NOT be accepted as part of the application process unless you are applying for a Medical Staffing (Doctor, Consultant etc) Position.

Can I still apply after the closing date?

Once the closing date has passed you cannot apply for a post. Applications must submitted via the NHS Scotland NHS Scotland Jobs Website – www.jobs.scot.nhs.uk by midnight on the closing date.

For any post closing earlier than midnight the submission time will be clearly displayed in the advert on the SHOW site.

What do I do if I experience any difficulties submitting the application?

For any login issues or problems submitting applications you can e-mail the team at NHS Scotland NSS.NISGServiceDesk@nhs.net

How will I know you have received my application form?

You will receive notification from NHS Scotland, NHS Scotland Jobs Website once your application has been successfully submitted. 

When will I find our if i have been shortlisted for an interview?

All our posts are shortlisted within six weeks of the closing date. If you have not been contacted after six weeks it is unlikely that you will have been shortlisted.

How do I find out if I have been shortlisted for an interview?

We will contact you initially by letter, although on occasion we may contact you via email, text to invite you to attend an interview.

If I have not been shortlisted for an interview can you tell me why?

Yes. If you have not received an invitation to interview after 6 weeks from the closing please email the Recruitment Team at nhsggcrecruitment@nhs.net quoting the job reference number from your Job Pack and someone will contact you.

Interview Stage FAQs
I have not received an invitation to interview

As advised in your Job Pack we will contact you by letter, email, text or phone.

If you have not received an invitation to interview by 6 weeks from the closing date of the post you have applied for, you should assume your application has been unsuccessful.

How should I prepare for my interview?

We understand that interviews can be a stressful experience for candidates but a little advance preparation will ensure you perform to the best of your ability on the day.

Please take the time to re read your job description and how you will meet the requirements of the role. 

You can visit our website at www.nhsggc.org.uk for more general information about NHS Greater Glasgow and Clyde and search for specific information about the service you have applied to work with.

Ensure you have assembled all the documentation (see question 4.) you have been asked to bring to interview and be ready to produce it.

What should I expect?

Interview techniques will vary but as a standard you should expect to be asked questions on the following;

  • Confirmation of your identity and to produce supporting documentation
  • Confirmation of you Right to Work in the UK and Supporting documentation
  • Questions to test your ability to meet the requirements of the role based on the Job Description
  • Questions to confirm how you meet the minimum essential and other criteria specified in the Job Description.
  • General questions based on the content of your application form. 

You will also be asked to confirm the detail of your referees are correct and to provide any missing information (e.g. email address, post code etc)

What do I need to bring to the interview?

We are required to verify the Identity and Right to Work in the UK of all our applicants regardless of nationality.

It is essential that you bring confirmation of your identity, your Right to Work in the UK, evidence of qualifications if required by the job description and any professional registration/membership if required by the job description to interview.  Please Click this link to view a list of required documents 

I have been told I am the “Preferred Candidate” – What happens next?

Please keep reading below to view the Preferred Candidate FAQs.

I have been unsuccessful following the interview. Can I receive Feedback?

Yes. You can contact the team member named in your correspondence by phone or email or you can  email the Recruitment Team at nhsggcrecruitment@nhs.net quoting the job reference number from your Job Pack and someone will contact you.

Preferred Candidate FAQs
I have been told I am the “Preferred Candidate” – What happens next?

All our offers are subject to satisfactory Pre-employment checks – References, Occupational Health (Medical) Screening and where appropriate, PVG Scheme Membership/Disclosure Scotland Clearance.

Pre-employment checks take time and cannot start without your participation 

You will receive a Preferred Candidate Letter shortly after your interview outlining the next steps

  • Please contact your referees to advise them that we will be contacting them and request the prompt return of your reference.
  • Your email may also attach an Occupational Health Questionnaire.

This is a Confidential Document that should ONLY be returned to the Occupational Health Department within 3 working days of receiving your preferred candidate email

Posts that require PVG Scheme Membership or Disclosure Scotland Check
  • Please return your completed application with copies of supporting documents required by Disclosure Scotland as outlined in your letter to the Recruitment Services Department within three working days of receiving your preferred candidate letter.
  • Preferred Candidates who already hold PVG Scheme Membership will be required to complete Scheme Record Check. Please ensure you note your PVG Membership Certificate when completing your application.

For more information on Disclosure Scotland visit www.disclosurescotland.co.uk

How long will the process take as my current manager is looking for an indication of when I will be handing my notice in?  

This will depend wholly on you completing and returning the appropriate paperwork required, you may be asked to attend Occupational Health your referee’s returning the references promptly.

When should I hand in my notice in current employment?

When your new manager approves the pre employment checks, they will phone and agree a start. You can now hand in your notice with this verbal confirmation which recruitment will follow up in writing.

I am internal and have shown ID at my interview do I require to send further copies?

For interview purposes the panel require to confirm you are the person they are interviewing, for audit purposes we require a copy for your personal file.

Contact Us

Our office hours are 9.00am to 5.00pm Monday to Friday.

You can contact us by email at nhsggc.recruitment@nhs.scot or Call 0845 3000 831 (calls costs up to 8p per minute, plus your phone company’s access charge per minute)

Our Address is:

NHS Greater Glasgow and Clyde
Recruitment Service
West Glasgow ACH
2nd Floor
Dalnair Street
Glasgow
G3 8SJ

Hiring Manager Recruitment Process Guidance

This section provides you with links to documents and process which will outline  the key steps in NHS Greater Glasgow and Clyde’s (NHSGGC) recruitment and selection process. It should be used by all staff who are responsible and involved in the recruitment and selection of staff across NHSGGC. You will get access to important process guidance, tips and tools to ensure that recruitment activity is undertaken as effectively as possible.

Step 1 Identifying and Creating a Vacancy

It is important that we ensure we maximise our opportunity to attract and recruit the very best candidates available in the market place

Your vacancy will be advertised on receipt of the following:

  • Approved NHSGGC Vacancy Request Form
  • Job Description (.DOC or .DOCX format)
  • Person Specification (not required for Medical Posts)
  • Pre-Employment Occupational Health Assessment Form
  • The Recruitment Advert (including closing date and any specified instructions e.g. date of interviews )  
  • Any other documents to be included in the Candidate Information Pack 

Submit your documentation to recruitment.vacancies@ggc.scot.nhs.uk

For Medical Posts, documentation should be returned to nhsggc.recruitment@nhs.scot 

On receipt of your vacancy request one of our Recruitment Team will contact you to start the process

A fully completed and approved Vacancy Request form

Prior to submitting your Vacancy Request Form to the Recruitment Service, the Hiring Manager must obtain approval to Recruit.  This will normally be agreed via their Line Manager/Head of Service/Director/Chief of Medicine.

Local Vacancy Approval Arrangements

Local Vacancy Approval/Authorisations processes/arrangements may exist in different services e.g. General Manager, Head of Service/Sector/Directorate Directors/Chief Officers/Chiefs of Medicine may wish to approve the post first – find out what is in place for your service/department otherwise this could delay getting the recruitment process started.

Template Job Description and Person Specification

The Job Description is important as it describes the objective and purpose of the job in a clear manner but also outlines the key tasks and duties of the post. It provides detail to the job applicant so they know what the job involves and what they would be doing and where the job sits in the organisational structure of the department or service.

The Person Specification (not required for medical posts) details what knowledge and skills, personal qualities and additional requirements that are required to do the job and to what standard. When compiling the job specification the hiring manager should specify which aspects of the criteria are essential or desirable. This will help at the shortlisting and interview stage of the recruitment process as it will be one of the tools that is used to support which candidates are selected.

The Hiring Manager must ensure that the Job Description is in the correct format, is up to date and reflective of the needs of the service/department, that the criteria for selection are objective, measurable, job related, clearly defined and justifiable . Person Specifications must be drawn up using the template and guidance provided.

A Pre-Employment Occupational Health Assessment Form is issued to the preferred candidate with their conditional offer of employment.  

The Occupational Health Team will make a determination of the employee’s fitness for the role or identify any reasonable adjustments required to support the employee in the role.

Click the links below for more information on the following

Step 2 Advertising

Content of Advert

All adverts  should  contain  a summary  of the  role being  advertised, information  about  the minimum skills needed for the  role & grade specific entry requirements, necessary membership of professional bodies, and  some information about the  department.  If the  information  in the  advert  is  correct applicants  will  know  by  reading the advert  whether  they  have the  skills and qualifications  to apply  for the  position. Additional information is also useful such as whether the building or the equipment new, what  is the  team  structure, what  support  will they  have, educational opportunities and what support will they be required to give. 

Advertising

All posts will be advertised in the on the NHS Scotland Vacancy site. Our standard advert time is 2 weeks but this can be amended for high response positions or for professional journals with monthly publications.

Step 3 Selection Process – Shortlisting and Interview

Selecting your Candidate

This is the most crucial stage of the recruitment process. As the hiring or line manager for the post your aim is to ensure that the most appropriate selection methods are used to enable the best candidate for your job to be identified. 

We need to ensure our selection processes encourage diversity and comply with best practice and appropriate NHSGGC policies and employment legislation.

Recruitment process key tips 

Shortlisting your applications

Once the closing date has arrived candidate applications will be made available to the hiring manager. We use a SharePoint link to enable hiring managers access candidate applications.  Recruitment Services will send you an email link to access Sharepoint

Medical & Dental posts:  the shortlisting information will be forwarded via email to the interview panel members. When shortlisting it is essential that prospective candidates meet the minimum entry requirements and hold the appropriate specialist registration for the post.

For all posts candidates must be shortlisted against the essential and desirable criteria outline in the Job Description/Person Specification/ for the post.

NHS Greater Glasgow and Clyde participates in 2 schemes aimed at supporting the employment and career development of disabled people :

  • Disability Confident scheme
  • NHS Scotland‘s Job Interview Guarantee (JIG) scheme.

What is Disability Confident?

Disability Confident is a government scheme that promotes the benefits to businesses of recruiting and retaining people with disabilities. The scheme offers advice and support to employers, enabling them to actively seek, hire and retain disabled people. Organisations’ complete a Disability Confident self-assessment, agree to undertake all of the core actions to be a Disability employer, and offer at least one activity to attract and retain disabled staff.

In February 2017, NHS Greater Glasgow & Clyde (NHSGGC) became accredited as a Disability Confident Employer under the Department of Work and Pensions (DWP) Disability Confident Scheme.

The Disability Confident accreditation means that, as an employer, the Board is proactive in ways to recruit disabled people, and also have mechanisms in place ensuring that people with disabilities and long term health conditions feel supported, engaged and able to fulfill their potential in the workplace.

What is the NHS Scotland Job Interview Guarantee Scheme?

NHS Scotland operates a Job Interview Guarantee (JIG) scheme, which means that if a candidate declares a disability , and meet the minimum/essential  criteria outlined within the Person Specification for the post then they  will be guaranteed an interview. 

It is the hiring manager’s responsibility to ensure that those involved in the shortlisting and interviewing process are aware of their responsibilities and have the appropriate level of competence to participate in recruitment and selection activity.

The results of the shortlist should then be submitted to the Recruitment service. A clear rationale should be provided as to why applications have and have not been shortlisted. You will be provided with template documents to record that information.

Shortlisting should take place within 5 working days from receiving access to the applications received for the post.

Shortlisting must be done objectively, assessing all applicants consistently against the criteria specified in the Person Specification for the post.

Interviewing your candidates  

Evidence shows that effective recruitment decisions are more likely when a range of selection methods are used in addition to interview questions. Evidence about a persons suitability for a post can also be gathered by including for example presentations,  ability testing , work based scenarios etc.  Guidance on what you can include in the selection process can be obtained by contacting the Recruitment Service.

The Recruitment Service will be responsible for sending out invitation to interview to shortlisted candidates.

It is good practice to give candidates invited to for interview at least 10 calendar days prior to the interview date.

An Interview Panel should normally consist of a minimum 2 people.  Some posts may also include external panellists who provide an expert opinion on a particular job function or aspect of a role. Often external panel members may be drawn from other NHS Scotland health boards or universities.  Typically for specialists or senior posts there maybe 4 to 5 panel members 

The hiring manager must ensure that members of the interview panel are competent in recruitment and selection and the panel members are aware of their responsibilities in regards the Equality  Act (2010). 

The interview panel should meet at least 30 minutes before the first interview to agree format for the day, who will meet and greet candidates, allocation of questions and sequence of tabling questions to the candidates. It is good practice for the members of the interview panel to agree in advance a range of questions used to ascertain if the individual has the knowledge, skills and competencies outlined within the Job Description/Person Specification. It is important that the interview process is structured to ensure that all the necessary information is obtained during the interview.

Using Structured Interviews to Test for Caring Behaviours in the Recruitment Process

A key theme of NHS Greater Glasgow and Clyde’s Quality Strategy is that Person Centred Care is delivered with compassion , dignity and respect.  Much work has been taken forward to encourage and promote Caring Behaviours among our staff . In addition to ensuring candidates meet the essential requirements of the post in regards Clinical /Technical competencies , qualifications, training , experience ,and skills you should also ensure that candidates demonstrate evidence of applying the most widely recognised Caring Behaviours expected in our workplace whether in a clinical or non clinical role . Follow this link  to access Interview Guidance which will guide you in using Structured Interviews to test for caring behaviours as part of your candidate interviews. Caring Behaviour Structure Interview Guidance

Key tips interview format

Prior to the interview 

  • Make sure the panel is introduced to the candidate
  • Let the candidate know what the format is and that notes will be taken
  • Use open questions –how, who, what and remember to probe if the answers are not providing the evidence you need
  • Remember to cover any gaps in employment history
  • Ensure all candidates are asked the same core questions
  • Let the candidate know at the end of the interview what will happen next and when they are likely to know the outcome
  • Remember to keep notes           
  • When choosing your interview venue to give consideration to accessibility of the location

At the interview event the hiring manager or a nominated member of the interview panel is responsible for checking documentation to provide the candidate’s identity.  This ensures the right candidate is being interviewed against the application which was submitted for the post. Professional Registrations and Qualification Certificates should also be verified at the interview.

All interviewers must keep adequate notes to ensure that a fair comparison can be made between candidates and reasons provided to justify a decision. The hiring manager must ensure that there is a clear and fair way of selecting the successful candidate for the post which is based on objective criteria directly related to the post being recruited to. There must be a written note of the reasons for selecting the appointed candidate and reason for not selecting the other candidates. These notes must be recorded on the template documents provided by the Recruitment service.  NHSGGC will retain this recruitment documentation for 12 months after the appointment is made. Notes taken should avoid inappropriate references to the candidate’s appearance, sex, age, disability, religion or race, etc.

UK Immigration rules

Offering posts to Non-UK European Economic Area citizens

All our vacancies are open to all candidates who meet the relevant criteria and we will not shortlist or make decisions about candidates’ suitability based on their nationality. However, we are obliged to carry out checks and assure ourselves that candidates appointed are legally entitled to work in the UK before we can confirm an offer of employment.

If you wish to offer a post to candidate who is a Non-UK European Economic Area citizen you will need to ensure that the appointment meets the requirements of the UK Immigration rules. The UK ‘s  points-based immigration system governs the way Non-UK European Economic Area individuals can work, train or study in the UK .

Where you have several appointable candidates, UK Immigration rules are very clear in stating that settled workers i.e. those candidates who are UK / European Economic Area citizens must be prioritised for appointment ahead of non UK/ European Economic Area migrants even if the non- UK /European Economic Area migrant is more skilled or experienced. This is referred to as the Resident Labour Market Test.

There are some exceptions to this rule as some occupations are recognised by the UK Immigration rules as Shortage Occupations. If an occupation is on the shortage occupation list, it means that there are not enough suitably qualified and skilled workers from the resident labour market to fill the available vacancies. This means we can therefore legally offer a post to a non-EEA candidate without having to prove that we cannot fill that vacancy from the resident labour market i.e. UK European Economic Area citizens  in the first instance.

The Home Office who are responsible for managing Immigration in the UK will only issue a work visa if we can prove it has not been possible to recruit from the UK /European Economic Area in the first instance. Visa’s to work, train or study in the UK are issued under the UK‘s Points Based Immigration system. Most non Non-UK European Economic Area candidates who are offered posts with NHS Greater Glasgow and Clyde are recruited via the UK‘s Points Based Immigration system under the Tier 2 sponsorship route and the Tier 5  . These rules do not apply to Non-UK European Economic Area candidates or staff where they have been already granted Indefinite Leave to Remain in the UK (a visa with no end date) or for other reasons do not have restrictions on their stay in the UK.

What is a resident worker? 

A resident worker is a person who is a UK / European Economic Area (EEA) national or someone who has settled status in the UK within the meaning of the Immigration and Asylum Act 2002.

Citizens of member countries of the EEA and are entitled to free movement and employment rights as EEA nationals:

UK, Austria, Belgium, Bulgaria, Croatia, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Hungary, Iceland, Republic of Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, Netherlands, Norway, Poland, Portugal, Romania, Slovakia, Slovenia, Spain, Sweden.

This also includes Nationals from Switzerland and their family members also have the same free movement and employment rights as EEA nationals.

Turkish nationals (already residing in the UK): If someone is a Turkish national, they may benefit from the European Community Association Agreement (ECAA) with Turkey. The agreement provides Turkish nationals, who are already working legally in the UK, with certain rights when they need to extend their stay.

Please contact a member of the Recruitment Service team if you wish further guidance on appointing candidates who are required to acquire the right to live, work or study in the UK.

For further information, visit the UK Visas and Immigration website at https://www.gov.uk/browse/visas-immigration

Step 4 Conditional Offers of Appointment

Following the interviews the interview panel will need to agree a suitable candidate to offer the post to.

Selecting the Preferred Candidate

The interview panel should select the preferred candidate based on the Information received during the selection process based solely on the candidate’s suitability for the post when compared with the Job Description/Person Specification.

Interview Panel Members are required to score the candidates across each of the assessment categories covered at the interview using the Interview  templates provided by the Recruitment service and include any other assessment activity incorporated into the selection process.

Each interview panel member must record their scores and interview notes for each candidate on the Candidate Assessment template form provided for each candidate interviewed.  The decision should then be recorded on the Interview Summary and Preferred Candidate Identification template form which will be completed by the Hiring manager /Panel Chair and returned to the Recruitment service.

Key point: The interview panel should agree a minimum acceptable score for appointment.  Aim to employ the “best” and not settle for “best on the day”.

If more than 1 candidate achieves the same score the panel should:-

  • review the questions to confirm if they have been fully answered
  • consider whether all the areas on the person specification have been covered
  • review if all essential and desirable criteria have been considered
  • take into account any other relevant skill sets or qualities outlined in the person specification/job description

If necessary the panel should recall the candidates for a second interview or an assessment exercise e.g. scenario or skills test to identify the appointable candidate.

Reserve Candidates

Where more than one candidate meets the selection criteria, the interview  panel may decide to list the second/third choice candidates (providing they have met the minimum appointable threshold) as reserve candidates.

If the first choice candidate declines the offer of employment, the second candidate may be offered the position and so on.

Reserves can be held for no more than 6 months and if there is the requirement to fill the same post during that period then consideration can be given to the reserve candidate (s) without having to repeat the recruitment process.

No candidates suitable for appointment:-

If none of the candidates interviewed meet the acceptable level to be appointed there is no obligation to select a preferred candidate and the post may require to be re-advertised.  Prior to submitting for re-advertisement the Hiring Manager should discuss with the selection panel to determine if the person specification, job description and advert meet the requirements.

The Recruitment Service will carry out the pre employment checks. All NHS GGC offers of employment are made on a conditional basis subject to pre employment screening checks.

Once the selection decision is complete then a designated panel member normally the hiring manager will telephone the candidates to advise them of the outcome. This should normally, if possible, take place at the earliest opportunity after the interview but no later than 48 hours. Candidates should be offered feedback on their performance.

When verbally making a conditional offer for the post, the hiring manager will outline the main aspects of the offer which will include pay scale, working hours, shift pattern and  location etc . The hiring manager must ensure that the Preferred Candidate (successful applicant) is made fully aware of the conditions of the offer, .i.e. it is subject to satisfactory completion of NHSGGC pre employment checks.

An offer of employment at this stage is classed as a Conditional Offer of Employment. It is important that the information confirmed to the candidate is correct and in line with the terms of conditions and NHS GGC policies. Starting salary under Agenda for Change Terms and Conditions (for Medical and Dental posts and some Senior Manager/Director/Executive posts separate pay grades/scales will apply)

Candidates should be advised not to submit their notice until all pre employment checks have been confirmed 

If queries arise which require the hiring manager to seek clarification or guidance then they should contact the Recruitment service or their nominated Human Resources representative.

Once all the candidates have been contacted then the hiring manager should contact their nominated contact point in the Recruitment team to confirm the successful candidate and details of the offer made etc. The Recruitment team will then commence the pre employment checks and will send out all the relevant recruitment documentation to the successful candidate to get the offer process started as quickly as possible.

An Unconditional Offer of Employment will only be issued once all the appropriate Pre Employment checks have been verified by the Recruitment service and signed off by the hiring or line manager for the post.

Pre employment checks include:

  • Verification of identity
  • Confirmation of Right to Work in the UK 
  • Satisfactory References
  • Satisfactory Disclosure Scotland check – PVG Scheme Membership / Police Act Disclosure
  • Certificate of good standing for those applying from oversees (required where a candidate has worked outwith the UK for 12 months within the last 5 years)
  • Professional Registration and Qualification check
  • Employment History
  • Occupational Health clearance
  • Fitness to Practice
  • Verification of Driving Licence (only where applicable)

These checks are either required by law or are NHS GGC/NHSScotland policy.   

Starting a member of staff prior to the checks being approved could potentially put the safety of our patients and staff at risk and will not be permitted in any circumstance.

For further guidance on pre employment checks please refer to a member of  the Recruitment service.

Withdrawing an Offer

If, after careful consideration, it is decided to withdraw the conditional offer of employment the grounds/reasons for withdrawal must be made very clear to the candidate e.g. due to unsatisfactory references or other pre employment checks.  The Hiring Manager must ensure this decision is made in consultation with their own Line Manager, an HR representative and Recruitment Service.  The offer must be withdrawn and confirmed in writing by the  Recruitment Service.  

Please note that we recommend that you discuss at interview your expectation of references with candidates to ensure that you have outlined what you consider a satisfactory and unsatisfactory reference to be. 

Unconditional (Final) Offer, Contract & Induction

Once all pre employment checks have been satisfactorily completed regardless of the tenure of the post a final offer of employment known as an Unconditional Offer will be made.

The hiring manager is responsible for completing the proforma template for the appointed candidate in order to issue final offer letter and the successful candidate’s Contract of Employment. The Hiring Manager will be contacted to confirm acceptance and will agree a start date, after which the Recruitment Service will issue the candidate with a Unconditional Offer letter and Contract of Employment.

Statutory and mandatory training (LearnPro) 

We are encouraging new employees to complete core statutory and mandatory training prior to commencement. You have a vital role in supporting compliance by completing this LearnPro Account Creation Form at the same time as you submit the proforma template issued by recruitment, which triggers the offer letter. 

Step 5 Finalising the Offer of Employment and starting your new staff member

Once satisfactory pre-employment checks are received, the Recruitment Service will confirm and verify these with the hiring/line manager for the post and will then arrange for an Unconditional Offer of Employment to be issued to the successful candidate.

The hiring manager is responsible for completing the proforma template form which they will receive from the Recruitment Service for the appointed candidate. It is important to complete and send the form back to your nominated recruitment team member quickly in order for the Recruitment service to  issue final offer letter and the successful candidate’s Contract of Employment. 

A NHSGGC Contract of Employment will also be issued at this stage so it is important that the Recruitment Service have all the relevant and accurate information from the hiring /line manager. This will include important information such as where your new member of staff needs to report to on their first day and at what time, along with details of the documents they will need to bring so that they can be set up on the NHSGGC payroll.

The hiring manager/line manager will be responsible for facilitating an appropriate induction programme for their new member of staff especially if this requires booking them onto any mandatory training events, etc .

The hiring/line manager for the new member of staff is responsible for arranging a number of administrative elements of starting a new member of staff including :

  • IT access to appropriate system and training
  • Ordering any equipment (such as mobile phone, blackberry or laptop) and ensuring  necessary office equipment (including PC and landline) is available
  • Ordering equipment/materials identified by Occupational Health as necessary for the appointee
  • Uniform if applicable
  • ID Badges/Security fobs

Don’t forget to arrange a welcome meeting and keep in touch with your new member of staff prior to their start date

The hiring/line manager will need to ensure that the necessary arrangements are made to induct their new member of staff  within NHSGGC. Remember to include introduction meetings with key contacts in your service.

On starting you will need to ensure that a NHSGGC Staff Engagement Form is completed for your new member of staff and then sent onto NHSGGC Payroll Service team. 

Statutory and mandatory training (LearnPro) 

In addition to completing the the proforma template issued by recruitment, which triggers the offer letter, the Hiring Manager must also complete this LearnPro Account Creation Form.  This will enable candidates to access and complete core statutory and mandatory training prior to commencement. 

NHS Staff Engagement Form and Payroll procedures

For posts (except medical and dental) the Recruitment service will send out a NHS GGC Staff Engagement form to the successful candidate, along with their Unconditional offer of Employment.  They will be advised to take that when they start their new job and give it to their new Line Manager on their first working day.  Their Line Manager is responsible for completing the appropriate sections of the form and then forwarding it to NHSGGC Payroll service. It is important to make sure it is forwarded to NHSGGC Payroll service in time to meet the payroll service deadline for that month to ensure your new member of staff is paid on time and at the correct grade etc.

For Medical & Dental staff, new appointees will attend in person the recruitment office to have an engagement form completed.

Existing NHSGGC Employees

An important point to note is where an existing NHSGGC Employee is changing post within the Board then it is the responsibility of their existing line manager to complete a Notification of Change form and submit to NHSGGC Payroll service. Existing NHSGGC starting a new job should also receive induction, and where appropriate mandatory training as outlined above.

For Medical & Dental posts, a Notification of Change Form will be completed by Recruitment Services.

Employee Record File (Personnel File)

You will receive from the Recruitment service an Employee record file for your new member of staff , which will include:

All the pre-employment documentation which has been received for the candidate 

A copy of the job pack that was issued for the post . A copy of the Contract of Employment for your new member of staff .

The Employee record File should be kept securely by the new member of staff‘s Line Manager.  All the employee’s employment history should be retained securely in their Employee Record File.

If at some stage in the future your new member of staff  moves to another job within NHSGGC  then their Employee record  File should be forwarded to their new line manager.

Induction and Training

You must ensure your new member of staff completes the NHSGGC On Line Induction.  You can access the Induction portal by clicking this link The NHS Greater Glasgow and Clyde Induction Portal or via the Learning and Education pages on HR Connect.

The NHSGGC Induction Portal has been designed to:

  • support line managers/ team leaders induct their new  members of staff to their new workplace.
  • bring together all relevant resources including forms, policies and guidance  to help your member of staff understand NHSGGC as an organisation 

Managers should use the portal to help plan the induction process.

It is important that the induction is completed as early as possible and should be no later than 3 months of your new member of staff joining your service /department. This is because as well as being critical to ensure your new member of staff is supported when they start their new job the induction is part of the Organisational Performance Review and performance is reported on a monthly to our Directors 

In addition, it is very important that during the induction process, accurate information is kept and held securely in Employee Record files. You should also complete the online induction form (refer to step 5 in the induction portal guidance) when induction has been completed. This enables the Learning and Education service to update the employee record and report results to Directors.

Manager Support

As an additional support to the resources outlined within the Induction Portal, a tutor led course is offered to managers and supervisors who are responsible for leading induction locally and supporting new colleagues, particularly those colleagues in a HCSW role. Details are noted here Induction Training

The Recruitment Process – Frequently Asked Questions

If you have questions regarding any of the following topics or need support on any aspect of the Recruitment Process please dont hesitate to contact us:

  • What documents do you need to progress my vacancy?
  • When will I receive short listing?
  • How do I manage a conflict of interest e.g.:  panel members and candidates references.
  • How do I get an update on my on preferred candidates?
  • I want to recruit additional candidate from my interview – what do I do?
  • Setting up other managers on SharePoint

Please call 0141 278 2700 and select option 1 and thereafter option 4

Step 6 Reporting instructions and line manager actions

Your new employee has been instructed to present to you as their new line manager, the following documents for checking as part of their initial induction to your department:

  • Staff Engagement Form  
  • P45 or if unable to provide a current P45 OR HMRC Starter Checklist form 
  • Proof of Address :2 Items  which are e.g. Utility Bill/Bank or Building Society Statement/document   from UK Central/Local Government /Government Agency /Local Authority giving entitlement e.g. Job Centre Plus, Inland Revenue – address should match details in Employee Record File
  • As the Hiring Manager, it is essential that your retain a copy of the contract of employment, either by downloading a copy from Jobtrain (and any other supporting documentation e.g. Identification used to confirm Right to Work in the UK) or by asking the new employee to provide a signed copy, which should be retained in their employee file.

Candidate Pre-Employment Checks

  • Candidate Pre Employment Checks – You should review the documents in the Employee File to ensure the pre employment checks were all satisfactorily completed and copies have been enclosed where appropriate.   
  • Professional Registration –where the new employee requires professional registration with a professional body e.g. General Medical Council, Nursing and Midwifery Council, the Health and Care Professions Council or the Royal Pharmaceutical Society etc  then you must once again confirm that your new employee ‘s professional registration is up to date and  there are no new conditions of practice  since the pre-employment checks were carried out. Note should be taken when it should be renewed for ongoing monitoring.
  • PVG/Disclosure Check – where PVG Membership or Disclosure Scotland Screening is required for the role you should confirm that your new employee‘s status Disclosure remains unchanged and there are no new convictions, cautions or warnings to declare since the pre employment checks were carried out and the certificate issued.

Existing member of NHS Greater Glasgow and Clyde staff

Please note that if your new employee is an existing staff member within NHS Greater Glasgow and Clyde you should complete a Change on e:ESS via Manager Self Service.

Recruiting with convictions

Summary

Employers will no longer receive information on some ‘spent’ convictions. A new category of conviction has been introduced –protected conviction. The NHS Scotland Application Form has been amended to accommodate the changes. There is no change in a requirement to perform a PVG or Police Disclosure Check. Hiring managers can continue to discuss conviction details for unspent convictions and spent convictions listed on Schedule A1.

The purpose of this briefing is to provide guidance to NHS Greater Glasgow and Clyde (NHSGGC) hiring managers on reforms to the disclosure of criminal records and how these reforms will affect the disclosure of certain categories of criminal convictions during the recruitment process.

The legislative changes have been made by Disclosure Scotland on behalf of the Scottish Government to the Rehabilitation of Offenders Act 1974, and NHSGGC Hiring Managers are asked to note the following changes with immediate effect:

Spent Convictions

A spent conviction is a criminal conviction that under the Rehabilitation of Offenders Act 1974 can be treated as ‘spent’ – ignored or forgotten – after a certain length of time.

As most posts in the NHS were exempt from the Rehabilitation of Offenders Act 1974 prior to the legislative changes, we were legally entitled to ask applicants to disclose all convictions regardless of whether they were spent or not.  

The changes now mean NHS Boards may no longer be entitled to be made aware of any ‘spent’ conviction information, which prior to the new rules would have been provided by job applicants and on a Disclosure certificate.

Following the rehabilitation period of a conviction (outlined in appendix 3) a conviction becomes ‘spent’.  Although the conviction has become ‘spent’, the Rehabilitation of Offenders Act dictates that some conviction information should remain on a Disclosure Scotland PVG scheme membership or Police Act Disclosure due to the seriousness nature of the offence. 

These ‘serious’ offences are listed in Schedule A1 and Schedule B1:

  • Schedule A1 is a list of offences which must always be disclosed
  • Schedule B1 is a list of offences which are to be disclosed subject to rules

Rehabilitated offenders with a ‘spent’ conviction listed on Schedule B1 can apply to a Sheriff to have their spent conviction removed after a period of time:

  • 15 years, if they were 18 or over at the date of conviction
  • 7 years and 6 months, if they were under 18 at the date of conviction

Protected Convictions

A new category of conviction has now been introduced known as a ‘protected conviction’. A person’s conviction is a protected conviction if:

  • It is a spent conviction; and
  • It is not a conviction listed in Schedule A1 or B1.

As protected convictions are categorised as a ‘less serious’ conviction, these convictions are no longer required to be shown on Disclosure certificates.

NHS Scotland Application Form

Candidates will be prompted to declare their convictions following the conditional offer of employment via Jobtrain.

This means that under the new rules, the application process for a job will no longer require individuals to disclose ‘spent’ convictions.

The changes also impact on what information is released on a Disclosure certificate relating to either the PVG Scheme membership or a Police Act Disclosure.  The certificate issued by Disclosure Scotland will no longer contain all spent convictions (the certificate will not contain protected convictions).

NHS Boards are also no longer entitled to ask candidates at recruitment application stage, about ‘spent’ convictions.

Whilst these changes to the existing arrangements are now in place there is no change to our current requirement to carry out criminal record checks as part of the pre-employment checks for candidates offered a post within NHSGGC.

For posts not requiring a Disclosure Scotland PVG scheme membership – a separate Criminal Conviction Declaration Form has now been introduced and given to preferred candidates for whom a PVG membership or Police Act Disclosure is not required.  This will capture any relevant and disclosable criminal convictions in line with the new legislation that would previously have been declared on the application form.

Scottish Ministers want to strike a balance between protection of the public and vulnerable groups and the rights of individuals not to have to disclose routinely certain ‘spent’ convictions. Public protection still remains at the forefront of the system of PVG Records and Police Act Disclosures by ensuring certain very serious spent convictions and other categories of conviction deemed appropriate will always be disclosed.

Frequently asked questions (FAQs)

Can I ask the applicant about their criminal history?

You can ask an applicant about their criminal history, however, legally the applicant has the right to only tell you about any unspent convictions or spent convictions which are not protected.

What if the candidate discloses information about a protected conviction?

It is encouraging that the applicant is being open and honest during the recruitment stage, however you must not make any decision based on the information they have disclosed to you.  Making decisions based on a protected conviction will be contravening the Rehabilitation of Offenders Act 1974.

Will NHSGGC still perform a PVG / Disclosure check?

These changes do not affect the requirement to perform a PVG / Disclosure check.  The Recruitment Service will continue to carry out this essential pre-employment check prior to any unconditional offer of employment.

Will NHSGGC be receiving less criminal history about their prospective employees?

All orgaisations in Scotland that use the PVG membership scheme or those that request Police Disclosure Act will receive relevant criminal history information, as dictated in the following Acts:

  • the Rehabilitation of Offenders Act 1974
  • the Police Act 1997
  • the Protection of Vulnerable Groups (Scotland ) Act 2007

The primary change that has come into effect is the removal of some ‘spent’ convictions – these convictions are now referred to as ‘protected convictions’ and will not be disclosed to an employer.

Why did the application form need to change?

To minimise the risk of an applicant disclosing spent conviction information, it was agreed by the NHS Scotland HR Directors group (with legal input from NHS Scotland’s Central Legal Office) that the national application form must be amended to accommodate the changes to the Rehabilitation of Offenders Act 1974. 

What categories of staff does this affect?

The legislative changes outlined in this document are applicable to all NHS Scotland health boards as well as all public and private sector employers in Scotland. These changes have been implemented with immediate effect and are applicable to all posts, paid and voluntary.  This includes: substantive, fixed term, temporary, bank, modern apprenticeships, honorary appointments etc.

The role does not require PVG scheme membership or Police Act Disclosure; will NHSGGC still obtain criminal history information?

As part of their pre-employment checks, preferred candidates that do not require PVG scheme membership or a Police Act Disclosure will be asked to complete a Criminal Conviction Declaration Form. This will capture any relevant and disclosable criminal convictions in line with the new legislation that would previously have been declared on the application form.

Where can I obtain further information or clarification about these changes?

In the first instance, please contact the Recruitment Service on 0141 278 2700 or email NHSGGCrecruitment@nhs.net.

Examples of conviction scenarios

Scenario 1

A person is convicted of fraud and receives a conditional discharge.  The offence occurred 3 months ago.

The rehabilitation period for a conditional discharge is 1 year.  Therefore this conviction is unspent and will appear on a PVG scheme membership or Police Act Disclosure.

Scenario 2

A person was convicted of rape and received a 4 year prison sentence.  The offence occurred 12 years ago.

The rehabilitation period for a sentence of imprisonment (over 6 months) is 10 years.  Therefore this conviction is spent.  However, as the offence is listed in Schedule B1, it will appear as a spent conviction on a PVG scheme membership or Police Act Disclosure.

Scenario 3

A person was convicted of torture and received a 5 year prison sentence.  The offence occurred 33 years ago.

The rehabilitation period for a sentence of imprisonment (over 6 months) is 10 years.  Therefore this conviction is spent.  However, as the offence is listed in Schedule A1, it will appear as a spent conviction on a PVG scheme membership or Police Act Disclosure.

Scenario 4

A person was convicted of affray and received a fine.  The offence occurred 18 years ago.

The rehabilitation period for a fine is 5 years.  Therefore this conviction is spent.  The applicant has applied to a Sherriff to have their spent conviction removed (as the conviction is listed in Schedule B1) and it was agreed that the conviction is now protected.  Therefore the conviction will not appear on a PVG scheme membership or Police Act Disclosure.

Scenario 5

A minor was convicted of theft and received a fine.  The offence occurred 4 years ago when the minor was 14 years old.

The rehabilitation period for a fine (for a minor) is 2½ years.  Therefore this conviction is spent.  The applicant has applied to a Sherriff to have their spent conviction removed (as the conviction is listed in Schedule B1).  The Sherriff has denied the request, as a spent conviction (listed on Schedule B1) can and only become protected after 7½ years from when the minor was convicted.  Therefore the conviction will appear on a PVG scheme membership or Police Act Disclosure.

Contact Us

Our office hours are 9.00am to 5.00pm Monday to Friday.

You can contact us by email at nhsggc.recruitment@nhs.scot or call 0845 3000 831 (calls costs up to 8pence per minute, plus your phone company’s access charge per minute)

Our Address is:

NHS Greater Glasgow and Clyde
Recruitment Service
West Glasgow ACH
2nd Floor
Dalnair Street
Glasgow
G3 8SJ

Vacancies

Welcome to our Jobs Page.  To redirect you to the most relevant content please select an option from list below

I am an NHSGGC Employee/Staff Bank Worker  – this link redirects to Staffnet the NHSGGC Intranet.

I am not an NHSGGC Employee – this link redirects to www.nhsggc.org.uk/recruitment the main NHSGGC website.

Recruitment Process Guidance for Hiring Managers and Staff

This section provides links to documents and process which will enable managers recruiting staff to attract in a safe and efficient way in accordance with best practice and provide information and guidance to staff applying for positions within NHS Greater Glasgow & Clyde.

These links will open new pages within this website and includes step by step guides, FAQ’s and documents to view and download.

NHS Greater Glasgow and Clyde’s staff are our most valuable resource. By ensuring we have  good recruitment practice that will  make a significant contribution to ensuring we promotes a culture of person-centred care, placing the patient at the heart of everything we do.

We are committed to attracting the highest calibre of job applicants through a fair and consistent recruitment process, treating all our candidates fairly to ensure we recruit the best person for each vacancy.

We endeavour to ensure that we do not discriminate during any stage of the recruitment process and in particular comply with the Equality Act 2010 which makes it illegal to discriminate against protected characteristics i.e.  age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sexual orientation. 

We also ensure personal information is removed from application forms prior to short listing and Equal Opportunities information is used for monitoring purposes only.  We also ensure that objective selection criteria are used, to ensure that appointments are made on merit. No one will be disadvantaged by recruitment and selection methods that cannot be objectively justified as reasonable.

The recruitment and selection of NHS Greater Glasgow and Clyde staff is the responsibility of our managers (Hiring Managers). 

Our Recruitment Service aims to ensure NHS Greater Glasgow and Clyde hiring managers are supported to provide an effective, consistent and timely approach in carrying out recruitment  and selection processes.  By working closely with our Recruitment Team hiring managers can be assured that they are operating within current employment legislation, best practice and most importantly they make safe recruitment decisions .

The Recruitment Service is committed to:

  • Ensuring Hiring managers have access to a clear and robust framework of  processes and procedures  which underpin each stage the recruitment and selection of NHS Greater Glasgow and Clyde staff
  • Ensuring we provide a high quality recruitment administration and guidance service which promotes best practice within employment legislation and meets the needs of all NHS clinical and non clinical staffing groups and grades
  • Ensuring we appoint the best candidate for each post
  • Ensuring we make available internally and externally to NHS Greater Glasgow and Clyde the full range of career opportunities to attract and hire the very best candidates from a diverse, wide and skilled pool of job applicants.

By signing the Armed Forces Covenant, NHSGGC has pledged its commitment to being a Forces Friendly Employer. We support applications from across the Armed Forces Community, recognising military skills, experience and qualifications during the recruitment and selection process.

Work for Us

Working at NHS Greater Glasgow and Clyde

You can view our current vacancies, access candidate information packs and find links to application and recruitment guidance by visiting our NHS Scotland vacancy website.

You can find information on our Modern Apprenticeship Programme by clicking this link 

For answers to our most common questions regarding the recruitment and selection process, please visit our Frequently asked questions webpage.

More Information