NHSGGC promotes good mental health and the wellbeing of our staff. We treat our people fairly regardless of their mental health status and we don’t discriminate. We also provide a safe and healthy workplace.
Mental health problems like stress, depression or anxiety cause a significant proportion of sickness absence across Scotland. We know that getting support at an early stage can prevent absence from work and help recovery.
To achieve this, our staff will be managed in a way that is not detrimental to their mental health and positively promotes mental health and wellbeing, following our policies in this area.
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Mental health problems are a common cause of long term sickness absence and have major resource implications for NHSGGC. Promoting positive mental health and wellbeing helps improve physical health, social inclusion and productivity
NHSGGC has a duty of care under our Staff Governance Standard to protect the mental health and wellbeing of our staff whilst they are at work. We are also committed to tackling disability discrimination, including discrimination relating to people who experience mental health problems.
Beyond our legal obligations, we promote good mental health and wellbeing by providing healthy working environments to help develop and nurture staff.
Policy
NHSGGC aim to promote and protect the mental health and wellbeing of staff. A range of policies and practices exist to help us do this and this policy guidance brings these together for easy reference: Board Mental Health and Wellbeing Policy.
The NHS Scotland Workforce Attendance Policy came into effect on the 1st March 2020. This policy aims to encourage and support employee attendance, where health impacts their ability to be at work.
The aim of Attendance Management is to help the Board make the most of the employee attendance by reducing both short and long-term absence through promoting positive attitudes to work and effectively working in partnerships with all parties to reduce employee absence to the minimum levels as possible. This policy ensures that NHSGGC adopt a fair, consistent and supportive approach to staff with health problems, resolving long term or on-going absences through the most appropriate means available and ensuring they provide a healthy and safe workplace.
COVID Special Leave will end on Sunday 31st March 2024. Therefore, from 1st April 2024 any employee absent due to COVID symptoms will be recorded as sick leave. Please see DL(2024)03 – Removal of Temporary COVID Special Leave for further information.
The introduction of the Workplace Adjustment Passport aims to support employees with a disability, health condition or diversity in the workplace to have a great experience at work. This can be used to support employees within their current workplace or when moving between departments and / or roles. This is in accordance with the Equality Act 2010.
Further guidance on attendance management specific to staff working in Glasgow City HSCP can be found here.
NHSGGC Menopause Policy
NHSGGC is committed to ensuring the health, safety and wellbeing of our employees and ensuring everyone is treated with dignity and respect.
The menopause is a natural process and for many can be positively managed through lifestyle adjustments. However, NHS Greater Glasgow and Clyde recognises that for some the menopause is not always an easy transition. Some employees may need additional considerations to support and improve their experience at work.
NHS Greater Glasgow and Clyde is committed to supporting employees who are affected in any way by the menopause and to support and inform managers so that employees reporting issues are treated fairly and given appropriate support.
Following long term absence the arrangements are that an employee who returns to work on a phased return as recommended by Occupational Health will be entitled to be paid for a period of up to 4 weeks at their normal contractual pay.
If the phased return needs to extend beyond 4 weeks, the employee will be expected to contribute any accrued annual leave. However, if an employee does not wish to use their annual leave they can opt to be paid according to the actual hours worked during the phased return period.
Phased returns should not normally last for periods of longer than 8 weeks.
NHSGGC have a zero tolerance approach to smoking on all NHS grounds and premises. NHS Greater Glasgow and Clyde is committed to providing a safe and healthy environment for all staff, patients and visitors.
Our Smokefree Policy aims to work towards a tobacco-free environment. This policy applies to all staff, patients and visitors.
This course is designed to help our senior managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing the diversity across the workforce.
It aims to ensure a consistent understanding about how best to lead teams in a way that respects diversity, promotes an inclusive workplace and treats all staff equitably by Integrating EDI into a broader people centred approach to people management.
Course Provider: Learning and Education in partnership with City of Glasgow College
Duration; 3.5 hours
Method of Delivery; Hybrid- mix of In person and Online (MS Teams)
Who should attend
Any senior manager (Band 7 and above) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
Pre-requisites
Familiarity with the following resources will be useful:
Click here to see the available dates and book a place. If dates do not appear on link then they are fully booked. In this case please add your name to the waiting list and you will be offered first when new dates become available.
If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).
Last updated; 28/05/2025
Course Overview
This course is designed to help our people managers to promote and achieve the highest ED&I standards and getting the best performance from their teams by valuing diversity across the workforce.
It aims to ensure a consistent understanding across all current managers about:
• How best to manage teams in a way that respects diversity, promotes an inclusive workplace and treats staff equitably
• How to Integrate ED&I into a broader people centred approach to people management, and also
• Some of the key supports, policies and processes that managers can draw on and apply to enable that approach.
Course Provider: Learning and Education in partnership with City of Glasgow College
Duration; 3 hours
Method of Delivery; Online (MS Teams)
Who should attend
Any middle manager (up to Band 6) in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
Pre-requisites
Familiarity with the following resources will be useful:
Click here to see the available dates and book a place. If dates do not appear on link then they are fully booked. In this case please add your name to the waiting list and you will be offered first when new dates become available.
If you need any information on specific course content or booking process, please do not hesitate to contact Learning and Education Support Service on 0141 278 2700 (Option 3).
Last updated; 28/05/2025
Alcohol and Drug Partnerships (ADPs) bring together local partners including health boards, local authorities, police and voluntary agencies. Based on an assessment of local needs the ADPs are responsible for commissioning and developing local strategies to reduce the use of and harm from alcohol and drugs alongside promoting recovery.
Across Greater Glasgow and Clyde there are 6 ADPs, East Dunbartonshire, East Renfrewshire, Glasgow City, Inverclyde, Renfrewshire and West Dunbartonshire.
Glasgow Council on Alcohol (GCA) – GCA (Glasgow Council on Alcohol) is a charity offering Alcohol Counselling, Group Work and Alcohol Brief Interventions in Glasgow & surrounding areas.
With You – We provide free and confidential support to adults and young people facing challenges with alcohol, drugs and mental health.
Alcoholics Anonymous – AA is a mutual support organisation for those who have a desire to stop drinking.
With You – With You provides brief interventions, advice, referrals and emotional support.
Know the Score Know the score is a website that provides information and support on drugs including a free helpline and webchat.
The Thistle – Glasgow’s Safer Drug Consumption Facility is a supervised healthcare setting where you can consume your own drugs, obtained elsewhere, under the supervision of trained health and social care professionals, in clean, hygienic and safe environments reducing the risk of overdose.
Young People
Routes – SFAD – Routes is a youth work programme delivered in East and West Dunbartonshire by Scottish families affected by alcohol and Drugs (SFAD). The service supports young people aged 12-26 years affected by alcohol and drugs within their family.
Glasgow City Youth Health Service – NHSGGC – Glasgow City Youth Health Service (YHS) offers support for young people across 9 locations in Glasgow. The Multiple Risk programme, which is a 12 week programme will address individual risks, this includes drugs and alcohol.
With You – With You provides brief interventions, advice and emotional support via a Webchat service. Webchat is an accessible, free and anonymous service for anyone over the age of 13 who is in need of drug, alcohol or mental health support.
Families
Scottish Families Affected by Alcohol & Drugs – Scottish Families Affected by Alcohol and Drugs is a national charity that supports anyone affected by someone else’s alcohol or drug use in Scotland.
Family Addiction Support Service (FASS) – FASS offers free confidential support, advice and information to family members across Glasgow who have been affected by a loved one’s drug or alcohol use.
Harm Reduction
LGBTQ+
LGBT Youth Scotland – support young people aged 13-25 in all aspects of their lives through the provision of amazing youth work, and we support them to use their voice to create change in equality and human rights.
Kinder Stronger Better – A website developed for and by members of the Glasgow LGBTQ+ community and professionals to provide information and advice to LGBTQ+ people about alcohol and drugs, as well as where to get help and support in Glasgow (and beyond).
LGBT Health and Wellbeing – Scotland’s health and wellbeing charity for LGBTQ+ adults. Working to improve the physical, social, and mental health and wellbeing of LGBTQ+ adults (16+) in Scotland.
Justice
Families Outside – Help, Information and support for families affected by imprisonment.
Sacro – Sacro is a Scottish community justice organisation which works to deliver life-changing services that empower people, give hope and protection, and help to build safe communities.
The Croft – Providing practical and emotional support, information and advice to the families impacted by a loved one’s imprisonment at HMP Barlinnie.
Introduction to the Facilitation of Learning Toolkit
This toolkit is a suite of resources designed to assist experienced educators and facilitators, with expert knowledge and skills in facilitating work-based learning, to deliver the NES Facilitation of Learning programme. Ideally, facilitators should have a qualification and experience in healthcare education, for example, those with a post-graduate certificate in education or professionals who work in continuing practice and professional development departments, or in a practice education role, or learning and development roles.
This toolkit provides information and practical guidance on preparing healthcare professionals and service users or carers, who may be involved in facilitating interprofessional learning, uni-professional learning, or service user/carer education in the workplace.
The toolkit is intended to be a flexible resource. Sections of the toolkit can be used to support existing learning programmes or activities or used in its entirety to plan specific programmes depending on local or individual needs. Specific considerations for online delivery of education are not covered in this toolkit. Information in relation to developing and delivering online learning can be found on the Guidance for education page in TURAS Learn.
The Facilitation of Learning Programme
Facilitation of Learning Programme aims to support health and social care workers with a role in facilitating learning in the workplace. It has been developed to support those involved in facilitating learning as part of their role in the workplace, who wish to develop or refresh their knowledge and skills in the delivery of education and training. Its purpose is to support the development of knowledge and skills in relation to the design and delivery of education and training and is relevant for both clinical and non-clinical roles.
Participants of the programme will be offered the opportunity to use a blended learning approach consisting of two parts. The first part is the completion of Units 1- 4 of the NES Facilitation of Learning programme (approximately eight hours) accessed via TURAS Learn. The second part is engagement in interactive workshops, either online or in-person (approximately eleven hours), arranged by your local facilitator. These workshops can be delivered in a variety of ways either four online workshops or two full day workshops. The programme aims to help them plan, deliver and evaluate their own learning programmes. The content is focused on the theory and principles which underpin effective adult teaching and learning. Facilitated development workshops can be delivered locally. All the resources required for facilitation of the programme and further information can be accessed via TURAS Learn.
Supporting staff is a key part of the manager’s job and this module offers guidance and support on issues relating to harassment at work. The main aspects of addressing harassment concerns including roles and responsibilities, policy framework and sources of advice and support will be covered.
Learning Outcomes
By the end of this module delegates will be able to:
Demonstrate an understanding of the Bullying and Harassment policy, and more specifically Sexual Harassment.
Create a safe and inclusive environment where everyone feels valued and respected.
Recognise responsibilities in line with organisational and NHS Scotland’s values to ensure everyone is treated with dignity and respect.
Be able to carry out the manager’s role to address harassment in the workplace at the earliest opportunity.
Awareness of the range of actions and support available.
Know how to access information resources, support and advice.
To describe best practice and ensure it happens.
To share knowledge of formal and informal approaches/interventions.
Who should attend?
Any manager in NHSGGC who has responsibility for managing NHSGGC staff in their teams. This includes managers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC.
KSF Links
C1 – Communication
C2 – Personal and People Development
C3 – Health, Safety and Security
C6 – Equality and Diversity
HWB1 – Promotion of Health and Wellbeing
Course Provider: Human Resources and Learning and Education Duration: 1 hour Webinar via MS Teams
Pre-requisites and other supporting resources
All potential candidates should explore the followings:
Please use the eESS Learner Self-Service Facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses.
Remember to have your eESS User ID and password available to access the system. If you have forgotten your log in details for eESS then please use the Login Assistance link in the sign in section.
If for any reason you find yourself unable to attend, you must cancel your booking as spaces for this course are limited and others will be offered your place. To cancel please use the eESS Learner Self-Service Facility.
Partnership Staff
Please use our self service enquiry portal and leave an enquiry with your full name, email address, where you work (Directorate and sector) and the course date (preference and back ups if possible) you would like booked on.
You can also register for an account on this link if you do not have one already.
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note; booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS OLM can be found here.
Full access to all Standard Operating Procedures and e-learning videos is available via eESS Login (scot.nhs.uk).
Last updated: 16/05/2025
The electronic Employee Support System (eESS) was introduced in 2018 meaning a fundamental change to working practices, with the introduction of the Manager Self Service function.
All Line Managers (Band 6 or above) will have access to eESS Manager Self Service and will be responsible for approving/declining any requests submitted by employees. Line Managers will also be able to process payroll transactions for staff for changes in employment.
eESS Managers – Going on leave?
If you are going on leave and want to nominate a colleague to manage transactions in your absence you can set this up in Vacation Rules on your home screen (see SOP238 for further details). Please ensure you nominate a colleague in adherence with your Board’s policies and Standing Financial Instructions (e.g. in some Boards this may be a minimum of Band 7 and within the same business unit).
If you want to grant another user access to manage your Worklist in your absence (see SOP239 for further details). This functionality is used to give another eESS user access to your Worklist. The user can manage your Worklist on your behalf
Fixed Term Contract extensions – If an employee’s fixed term contract is to be extended, please contact the eESS Support Team via the HR Connect Portal for this to be updated on the employee’s record, confirming the new date the contract is to be extended to (together with the employee Name and eESS ID)
Change of Contract Details – If an employee’s contracted hours or contract type is changing, ie. fixed term to permanent, please contact the eESS Support Team via the HR Connect Portal for this to be updated on the employee’s record, confirming the date the contract is changing (together with the employee Name and eESS ID)
Managers should also contact Payroll Officer for any changes being put through that have an impact on salary ( i.e. increasing/decreasing hours/band/terminations/annex 21 etc.) to save any under/over-payments being made
The eESS Manager Self Service section below shows some other examples of what Managers can do (role dependent):
It is important that you complete the appropriate eESS transaction as soon as you become aware that a staff member is leaving (for example, when you are given notice of their plan to leave). This ensures the staff member is terminated on the correct date and that there are no salary overpayments.
In line with local arrangements there may be requirements to setup Proxy Users across NHS Greater Glasgow and Clyde (NHSGGC) for Manager Self Service.
A proxy user is someone who will transact self-service functions on behalf of:
a line manager; or
peer employees
via self-service-based access.
Please refer to the Proxy User Briefing document which outlines the process and details the governance rules associated with Proxy Users. The document can be found on the HR Connect Portal. Completed forms should be returned via the portal.
The eESS Self-Service module will be a fundamental change to working practices for employees.
eESS Employee Self Service
Employees will now have access to view and update the following information:
Please note – All Personal Sensitive Information is held securely within eESS. Any updates or changes to this type of information is held in confidence, and will not be notified to your manager, HR or anyone else using the system.
Equality and diversity information – age, gender, religion etc – Please check/update. You can do so by following Change Personal Information – NHS Scotland eESS. This enables us to continuously improve as an equal opportunities employer. It ensures the right resources, facilities and support are available for you. Further information can be found at Employee Equality Data – NHSGGC
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