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March 2022

Update from Non Medical Prescribing team

Wound management: Discontinuation of  AQUACEL® Ag and AQUACEL® Ag Extra™ dressings and replacement with Aquacel Ag +

In theory no action should be required since previous notification of this has been sent out. However we do continue to note prescribing activity with old non formulary dressing titles prescribed.

 Wound Formulary

Prescribing implications (apart from loss of rebates)

  • “Ordinary” Aquacel flat dressings (not ribbon) are discontinued and Aquacel Extra is the only one available. This information has previously been circulated and should be widely known. We do see this starting to be reflected in prism data.
  • Aquacel Ag as noted is being discontinued and the only range will be formulary Aquacel Ag+ Extra.
  • Over this year as transition takes place clinicians should try not to inadvertently miss out the all-important “+” sign for silver products!  If not prescribed accurately (attached) this could result in the pharmacists contacting NMP to inform them the product has been discontinued and asking for an alternative. This will may cause confusion and risk delays in patients commencing treatment.
  • FYI the “extra” part accounts for greater absorbency potential and sequestering proteases – whereas the  “+” sign for Ag range denotes surfactant has been included.

Please click on the relevant box below to directly access the information.

GGC medicines updates
Good prescribing practice
Palliative care prescribing
Prescribing competency standards
Wound, compression and urology formularies

Prescribing Support

In each of the localities within Glasgow City HSCP, there are support groups available to community nurses who hold the V100, V150 or V300 prescribing qualifications.  Please see the main contact below for each location and feel free to email them to ask for dates and times of meetings you will be able to link in to for support and guidance.

The NHS Greater Glasgow and Clyde Nursing and Midwifery Staff Bank teams are here to help when there are planned, or unplanned, shortfalls in the levels of nursing and midwifery staff.

We provide registered and non-registered nursing and midwifery staff to our hospital wards, outpatient clinics, health centres and community settings. The Nurse Bank has approximately 15,000 temporary staff providing shift cover 24/7, 365 days a year.

Bank workers are registered with NHSGGC Nursing & Midwifery Staff Bank and are available to fill short-term shortfalls in manpower resource. The service helps to provide safe, effective, person-centred care for patients across Glasgow and Clyde.

What we do

The Nursing and Midwifery Staff Bank service provides a central booking, recruitment and management service for NHSGGC. The Staff Bank Service provides a critical link between NHSGGC bank workers and frontline health care professionals commissioning staffing requests for their services.

How to contact NHS Greater Glasgow and Clyde Staff Bank

Location

NHSGGC Staffbank
Admin Building
Gartnavel Royal Hospital
Glasgow
G12 0XH

Nursing & Midwifery, Recruitment and Pay Enquires

Opening Hours

Staff Bank

Monday to Sunday – 8.00am to 8:30pm
Closed Christmas Day and New Year Day

Recruitment and Pay Enquires

  • Monday to Friday – 9.00am – 5.00pm
  • Closed all public holidays

Telephone Options

  • Our contact number for all enquires is 0141 278 2555.

Staff Bank Contact Numbers

Contact Centre

  • Telephone: 0141 278 2555

Contact Centre Team Lead

Kelly Smith
Telephone: 0141 278 2640
Email: Kelly.Smith2@ggc.scot.nhs.uk

Contact Centre Supervisor

Laura Traquair
Telephone: 0141 278 2677
Email: Laura.Traquair@ggc.scot.nhs.uk

Contact Centre Supervisor

David Dougan
Telephone: 0141 278 2566
Email: David.Dougan@ggc.scot.nhs.uk

Contact Centre Manager

Neil McGhie
Telephone: 0141 278 2656
Email: Neil.McGhie@ggc.scot.nhs.uk

Nurse Manager

Karen McCoubrey
Email: Karen.McCoubrey@ggc.scot.nhs.uk

Nurse Manager

Carol Allison
Email: Carol.Allison@ggc.scot.nhs.uk

Nurse ‘Manager

Julia O’Neill
Email: Julia.O’Neill@ggc.scot.nhs.uk

Loop

Loop


Loop provides the same functionality as the previous booking system (EOL) as well as including some new extras.


Further correspondence will be distributed in the coming days with additional information and user guides to provide guidance on how and when to set up and start using this App.

What to expect

  • 24/7 access to the communication tool provided via URL or Mobile App
  • Book bank shifts on the go
  • Get notifications when bank shifts become available
  • View and manage your roster anywhere at any time
  • Get notifications on request approvals and new shifts becoming available
  • Stay in the loop with your colleagues and our latest news
  • Connect with colleagues and send direct messages to each other
  • Get auto-added to staff groups, based on your roster, to chat with your team
  • Get the latest workplace news and updates direct to your newsfeed

What can you do on Loop?

  • Manage your leave on the go: See your leave allowances including annual and study,
  • Book shifts: Book bank shifts and get notifications when shifts become available.
  • Newsfeed: See updates from your connections, organisations and pages you follow. Share your own updates to your connections.
  • Connections: Add colleagues as ‘connections’ to see their updates in your Newsfeed and send messages.
  • Messages: Direct message or group message between your connections. You can also send photos and emoji replies.
  • Groups: Create groups within Loop to stay connected with colleagues or those who share the same interests, whether that be a running group or book club.

Important Information

Loop will initially be deployed to all Bank staff in the first instance.
Whilst Substantive staff can download the app, they will not be able to fully utilise the functionality until rostered on Optima (core rostering tool also provided by RLDatix in replacement for SSTS). The Optima implementation plan will be communicated to all staff in due course.

Loop set up guide for Bank Staff

Pay Enquiries

Payroll Cut Off Deadline

The BankStaff system for NHS Greater Glasgow and Clyde Staff Banks was introduced in 1st July 2017 .

Bank workers timesheets are required to be completed electronically, and authorisers are required to confirm the shift has been worked and then finalise the timesheet on the system, to allow the shift to be released for payment.

The payroll cut off for electronic time sheets authorisation is now 12.00pm on Friday.

All shifts which start before midnight on the Thursday must be signed off for payment before 12 noon on a Friday to ensure the bank workers receive payment the following Friday

Rates of pay

If you are a Band 2 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £23,362 (£12.11 per hour)

Points 02, 03, 04 & 05 = £25,368 (£13.15 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 44% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 88% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

If you are a Band 3 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £25,468 (£13.20 per hour)

Points 02, 03, 04, 05 & 06 = £27,486 (£14.25 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 37% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 74% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

If you are a Band 5 member of staff you will be paid the below hourly rates depending on what point of the payscale you are placed on:

Points 00 & 01 = £30,229 (£15.67 per hour)

Points 02 & 03= £32,300 (£16.74 per hour)

Points 04, 05, 06 & 07 = £37,664 (£19.52 per hour)

For any hours you work that are classified as Saturday, Night or Unsocial, you will be paid an extra 30% for those hours on top of your basic rate of pay.  These will be shown separately on your payslip for that week.

For any hours you work that are classified as Sunday or Public Holiday, you will be paid an extra 60% for those hours on top of your basic rate of pay.  These will also be shown separately on your payslip for that week.

These annual salary value are re-assessed by the Government in April of each year.

News and Events

NHSGGC Staff Bank Newsletter

Previous Newsletters

Frequently Asked Questions

Conditions of Nursing & Midwifery Registration

Question: I am looking to travel abroad for six months of the year, can I stay on the Nurse Bank?
Answer: No, if you are not going to be available to undertake shifts you must advise the Staff Bank

Question: Can I refuse to move wards/site from the ward/site I was originally booked for?
Answer: No, once a Bank worker has accepted and agreed to undertake a shift there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.

Question: I have just found out that I am pregnant, is there anything I need to do?
Answer: Yes, For Bank only workers, you must contact a Nurse Manager to arrange a meeting
For substantive post holders, you must advise the Staff Bank the dates when your maternity leave starts and ends.

Question: What happens when I am off sick?
Answer: Inform Staff Bank at the earliest opportunity. If your sickness will last longer than 3 days and up to 7 days you should submit a Self Certificate Form (SC2). If your sickness will last for 7 days+ then you should submit a Fit note to the Staff Bank.

Question: Will I get paid when I am off sick?
Answer: In certain circumstances, a Bank worker may be eligible for statutory sick pay

Question: Will I be paid when I am on jury duty?
Answer: The nature of bank work is such that no payment would be made by NHS Greater Glasgow and Clyde (the Board) to any bank worker when on jury duty.

Question: How do I claim my Annual Leave?
Answer: to claim annual leave please use this request form

Question: How long does an internal application take to process?
Answer: Normally 10 to14 days providing your paperwork is accurately and timeously completed.

Question: How often do you recruit?
Answer: NHSGGC Staff Bank is regularly recruiting, please check Scottish Health on the Web for current campaigns.

Information for Service Users

Question: What is the deadline for signing off bank staff shifts that have been worked in my ward?
Answer: All worked shifts must be signed off on Bank Staff before the 12.00pm deadline on a Friday to ensure payment for the following Friday.

Question: How do I request a booking for my Ward?
Answer: All bookings should be requested via the Bank Staff booking system.

Question: How much notice should I give when requesting a shift?.
Answer: Providing the contact centre with as much notice as possible increases opportunity to successfully fill the shift.

Question: How do I cancel a booking request that is no longer needed at ward level?.
Answer: Contact the Staff Bank Contact Centre on 0141 278 2555 and inform them of the cancellation. When cancelling a filled request you must give 4 hours notice before start of shift.

Information for Bank Staff

Question: How do I book my bank shifts?
Answer: Shifts can be booked via the Loop app or via the Staffbank Contact Centre on 0141 278 2555. The Call handler will check to see what shifts are available on your provided dates and offer them to you. The more flexible you are the more work we will be able to offer you.

Question: How do I request Annual Leave?
Answer: Annual leave can be requested by the clicking here

Question: Can I work a bank shift if I am on annual leave from my substantive post?
Answer: Yes.

N.B Bank workers who have a substantive post must take annual leave from both substantive and bank post at the same time for 5.6 weeks/210 hours of the Annual Leave year.

Question: Can I change a booked shift for another shift elsewhere?.
Answer: No, once you have committed to a shift the Staffbanks expectation is that you complete the booked shift. If the move is because of a specific skill then it is considered and discussed with the nurse in charge locally.

Question: Can I refuse to move wards/site from the ward/site I was originally booked for?.
Answer: No, once a bank worker has accepted and agreed to undertake a shift there is an obligation to work with the local management team in delivering patient care. This may involve being redeployed to other areas.

Question: What happens if I need to cancel my shift?
Answer: To maintain high standards of patient care and staff safety, all Bank workers are required to follow the cancellation process when unable to attend a booked shift. During opening hours (8:00 AM – 8:30 PM, 7 days a week), please contact the Bank Office directly at 0141 278 2555. If you need to cancel outside of these hours, notify the clinical area at the earliest opportunity and follow up with the Bank Office when it reopens. If there are mitigating circumstances preventing you from following this process, please contact the Nurse Manager as soon as possible via email at ggc.staffbank.nursemanager@nhs.scot to provide an explanation and any relevant details.

Professional Nursing and Governance
Stafff Bank Recruitment

Joining NHSGGC Staff Bank

The process for recruiting both registered and non-registered nurses and midwives to NHSGGC Nursing and Midwifery Staff Bank follows the same robust recruitment and selection processes as required for substantive posts.

To register with the Staff Bank there is both an internal and external process.

Internal Applications

Nursing and Midwifery staff that hold a permanent post within NHS Greater Glasgow and Clyde are permitted to join the Staff Bank through the internal application process, by virtue of existing employment, in a nursing role, with NHS Greater Glasgow and Clyde.

This is on the basis that as bank workers they are fully supported by their substantive line manager in delivering high standards of care to patients within their bank role. Before completing and signing the reference managers acting as the individuals sponsor should consider the suitability of the individual to undertake bank work i.e. relevant mandatory training and competency.  

To apply interanlly please select a relevant role from the below:

Bank Health Care Support Worker (for staff currently employed in a nursing role)

Bank Health Care Support Worker (for staff currently employed in a non nursing role)

Bank Mental Health – Health Care Support Worker

Bank Staff Nurse

Bank Midwife

Bank Administrative Assistant

Bank workers planning to leave substantive employment within the organisation e.g. retirement and wish to continue to undertake bank shifts will no longer have sponsorship from their line manager and therefore no means for the bank nurse’s competence to be assessed within the responsibilities of the role and job description. 

Bank workers wishing to continue to undertake shifts when no longer substantively employed by NHSGGC will undergo a reassessment process to transfer managerial responsibility to Staff Bank Nurse Management.

It is important that the bank worker and their line manager inform the Staff Bank service of their intention to leave their substantive post at the earliest opportunity to allow the reassessment process which entails Occupational Health check, PVG assessment, mandatory training update and a satisfactory reference. NHSGGC Staff Bank advise they are notified a minimum of 3 months in advance of leaving.

External Applications

External applicants to the Nursing and Midwifery Staff Bank will be subject to NHS Greater Glasgow & Clyde recruitment and selection process, which adheres to NHS Scotland PIN Guidelines.

    • Application short listed in line with Pin guidelines
    • Short listed applicants interviewed
    • Successful interviewees are progressed subject to the following checking standards: Occupational Health Clearance, Criminal record checks and membership of the Protecting Vulnerable Groups (PVG) scheme, Employment history and 2 satisfactory reference checks, Verification of identity checks and right to work in UK checks.

All external recruitment is advertised on NHS Show Website.

Learning, Education and Training

Focus on Policies and Procedures

As members of NHS Greater Glasgow Clyde Staff Bank Team, it is key that we are all committed to the core NHS values of: Care and Compassion, Dignity and Respect, Openness, Honesty, Responsibility, Quality and Teamwork and we use these values to guide us in all that we do.

It is important to maintain your knowledge and understanding of all NHSGGC Policies and Procedures. Please ensure that you are familiar with and follow the policies that are pertinent to your role and current scope of practice at all times.

To support you with this and maintaining these core values, each month we will focus on a different Policy or Procedure. This month we are featuring the following policies:

Please be aware that Policies and Procedures are updated from time to time, therefore it is important to regularly check for changes.

Digital Clinical Notes

Digital Clinical Notes (DCN) is a dynamic way of documenting patient care using the nursing process with a person-centred focus. The DCN programme, is a multi-professional approach to digitalise clinical documentation onto the TrakCare platform within NHSGGC.

All staff will move from the current paper-based documentation onto a digital platform. This programme will improve the quality and legibility of our clinical notes.

· The documentation currently used to assess, plan and evaluate patient’s care will now be available as an electronic record within TrakCare.

· Nursing admission documentation and risk assessments will all link into a Person-Centred Care Plan.

· End of bed documentation, such as food and fluid charts and some specialised care plans will remain paper based for now.

Please follow this link for information on training and how to access Digital Clinical Notes.

Important Information for all Nursing, Midwifery and Health Care Support Workers

Following a recent review of Nursing Documentation by NHSGGC Tissue Viability Team, the ABCD initiative to documentation is now being rolled out Board wide. Please read the information on the new approach.

Further Information

Annual Leave

Due to current circumstances it has been agreed that the normal maximum 37.5 hour carry over rule for annual leave will be waived and any unclaimed leave will be carried over to the next financial year. (Therefore if you still had 50 hours on the 31st March 2025, all of this has been carried over on the 1st April 2025)

Bank annual leave is accrued at rate of 12.07% or 1 hour of leave accrued for every 8.29 hours worked. A maximum of 210 hours of leave can be accrued by a bank employee in any one financial year.

Request Annual Leave

The policies below are a combination of HR and more general policies which affect the workforce.  Should you have any queries about these policies, please contact your manager, local HR team or local trade union representative.

  • HR Generalist – Employee Relations (Attendance Management, Disciplinary, Capability, Grievance, Dignity at Work), Work Life Balance (Maternity Leave, Paternity leave, Adoption/Fostering, Leave, Code of Conduct, Professional Registration, Staff Uniform and Dress etc;
  • Health and Safety – Moving and Handling, Radiation etc;
  • Medical and Dental – Medical Re-validation and Appraisal etc;
  • Staff Governance – iMatter, Staff Governance Committee etc.

Links to HR policies, Health & Safety policies, guidance documents and their associated forms can be found via the the sections below.

Health & Safety
Medical and Dental
Prevent
Policies

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Tissue Viability
Podiatry
Vascular
Social Work
Adult Support & Protection
Diabetes Specialist Nurse

What to do if you are concerned someone is at risk?

If you are worried that you or someone you know is being harmed, is suffering from neglect, or is being abused, it is important to tell someone. Your report will be treated in confidence. Everyone has a right to be safe.

Make sure they are safe – If immediate help is required phone 999.

During office hours, you can contact Social Care Direct by phone (0141 287 0555) or email socialcaredirect@glasgow.gov.uk.

Outwith office hours you can phone Glasgow and Partners Emergency Social Work Services on 0300 343 1505.

  • For Glasgow City please call 0300 343 1505
  • For Eastwood please call 0141 451 0866
  • For Barrhead please call 0141 800 7850 
  • For East Dumbartonshire please call 0300 343 1505

You can also phone Scottish Police non-emergency on 101.

You can also speak to a health professional (for example your doctor or a health visitor) or the police. They will take your concerns seriously.

If you know or suspect that an adult is being harmed then you need to report your concerns. Don’t assume that someone else has already reported it. The person being harmed or neglected may not be able to report it themselves. Remember, the person who did this may be doing it to others too.

Workforce Planning is best described as:

“Getting the right people with the right skills and competences in the right place at the right time to deliver services that provide the best possible patient care, within a budget that you can afford.”

In practice this involves the following:

  • Designing your future workforce – Understanding what the workforce needs to look like to meet service need and influencing this process by ensuring that workforce considerations are part of the service and financial planning process.
  • Developing your future workforce – Through recruitment, retention, education commissioning and staff development.
  •  Delivering your future workforce – By understanding the management actions that will be necessary to ensure your workforce plans is delivered and that all your staff, service partners and stakeholders are engaged in the process.
NHSGGC Workforce Plan (2022-2025)

Each year NHSGGC is required by the Scottish Government to develop and publish a workforce plan which sets out the strategic direction for workforce development and the resulting changes to our workforce over the next year and beyond.

The NHSGGC Workforce Plan is developed using the NHS Scotland six steps methodology and the NHS Careers Framework. Both of these workforce models enable us to take a coherent view of the workforce across all job families and sub-groups. The Career Framework in particular is a useful tool for modelling and implementing workforce change and we are promoting and encouraging the use of this tool in NHSGGC.

Local workforce planning activity is managed within the Acute Services Division and within the Health and Social Care Partnerships (HSCPs). In addition, there are workforce plans which focus on cross sector issues and plans based on service delivery models.

The workforce implications of service change and redesign are also set out in NHSGGC’s financial and service plans at Board and Divisional/HSCP level. These workforce implications highlight any planned recruitment activity and are further analysed in the project implementation documents (PIDs) which are prepared to support any significant service change and which set out the financial, workforce and equality impacts of any proposed changes.

All of the above workforce information is analysed and summarised by the workforce planners in order to develop the annual NHSGGC Workforce Plan.

NHSGGC Medical Workforce Plans

The three Workforce Plans focus on Medical and Dental workforce issues and will form part of an overarching plan which will include other elements of the Acute workforce including Nursing and Midwifery, Allied Health Professionals and all other NHS staff groups. Significant work has already been undertaken in Nursing and Midwifery in identifying the workforce challenges with further work for AHP staff and non-clinical roles underway. All workforce plans will form part of a comprehensive Board Workforce Plan and link to National workforce plans.

The Acute Services Medical Workforce Plan describes the current medical workforce challenges facing the Acute Division in delivering clinical services in 2017/2018. The plan takes into consideration key Acute Strategy documents including the Acute Division Delivery Plan and Strategy for Acute Services.

The Mental Health Services Medical Workforce Plan provides a summary of the workforce data across Mental Health services within Partnerships. The document references the Royal College of Psychiatrists recommendations for a standard workforce model, which has been developed and applied for Medical Staffing, and this work is the first step in being able to develop such a model within NHSGGC. NB – a link will be added to access the plan on publication (Autumn 2017)

The Oral Health (Dentist) Workforce Plan focuses on the need to support our current workforce to meet future service needs. The workforce plan contains a series of actions designed to initiate the changes required to create a workforce with the capacity and capabilities required to meet future needs. The workforce plan focuses on Dentists working within Acute Secondary Care Dental Services and the Public Dental Service (PDS) i.e. direct employees of the Board. NB – a link will be added to access the plan on publication (Autumn 2017) 

While each of the plans reflects the specific needs of the service area they cover some of the common themes include:

  • Medical staff recruitment and retention
  • Creating a stable medical workforce by reducing medical locum usage;
  • Developing the current and future medical workforce ensuring access to clinical skills, training and leadership development for clinical leaders;
  • Improving medical workforce productivity through application of the allocate job planning tool and review of EPAs across the Acute Division;
  • The ageing medical workforce and the impact of this changing demographic for the future medical workforce;
  • Shared Services and how this will impact on the future Medical Workforce.
The NHS Scotland Workforce Planning Community

The NHS Scotland Workforce Planning Community Website was established in 2015 for use by the NHS Scotland Workforce Planning and Human Resources community; however it also contains information which may be useful to:-

  • NHS staff who are not operational workforce planners but need to be aware of the importance of workforce planning their own services to meet the workforce, service and financial challenges of the future.
  • Ad-hoc visitors from partner agencies who want to obtain information on workforce planning in NHS Scotland.

The site has been designed to allow visitors to quickly access information on workforce planning. Most of the site is open and you do not have to be a member of the Community to access information; however access is restricted to certain pages which are appropriate for NHS Scotland National Workforce Planning Forum members only (this may restrict some search functionality).

Using this site will allow you to:-

  • Identify workforce planning contacts in each of the NHS Scotland Territorial and Special Health Boards and access workforce planning documents.
  • Understand background information on workforce planning and how it integrates into service delivery and financial planning.
  • Understand the context in which workforce planning sits within overall NHS Scotland.
  • Obtain additional information on the Skills for Health “Six Steps Methodology to Integrated Workforce Planning” (which is used across NHS Scotland) and how it can be best utilised as part of a workforce planning process.
  • Develop an awareness of the importance of good workforce data and information to inform the planning process.
  • Secure details of and links to recent workforce planning activities within NHS Job Families and Care Groups.
  • Understand how to access a variety of support tools and useful links.
The 6 Steps Methodology to Integrated Workforce Planning

The “Six Steps Methodology to Integrated Workforce Planning” has been designed by Skills for Health as a practical approach to planning that ensures you have a workforce of the right size with the right skills and competences.

The Six Steps methodology is used by the NHS across all four countries in the United Kingdom and is also used by a number of social care providers.

Use of the Six Steps methodology within NHS Scotland was noted in the revised workforce planning guidance published in CEL 32 (2011). The Methodology identifies those elements that should be in any workforce plan, taking into account the current and future demand for services, the local demographic situation and the impact on other services, while working to within you define budget. Using the Six Steps provides you with a tool which will:

  • Establish a systematic practical approach that supports the delivery of quality patient care, productivity and efficiency
  • Ensure closer integration between NHS Boards and social care providers in planning the wider workforce.
  •  Identify the key learning and educational needs of the existing and future workforce, the evidence of which will inform national education and training requirements
  • Ensure that in developing workforce plans they support corporate goals and objectives
  • Ensure that workforce planning decisions taken are sustainable and realistic
  • a scalable approach, from small wards plans to large organisations

The Six Steps are:

  • Step 1: Defining the plan
  • Step 2: Mapping service change
  • Step 3: Defining the required workforce
  • Step 4: Understanding workforce availability
  • Step 5: Planning to deliver the required workforce
  • Step 6: Implement, monitoring and refresh.
NHS Scotland Workforce Planning Guidance

Revised Workforce Planning Guidance was issued to all NHSScotland organisations in December 2011 to provide Boards with a consistent framework to support evidence based workforce planning.

CEL 32 (2011) Document

The guidance is designed to support and assist those responsible for leading on workforce planning, in particular the development of workforce plans at service, NHS Board and regional level. 

The National Health and Social Care Workforce Plan

Published in June 2017 the 2017/18 National Health and Social Care Workforce Plan (Part 1) covers NHS Scotland and:

  • Aims to support NHS Scotland organisations, including independent NHS contractors in the community, to identify, develop, retain and support the workforce they need to deliver safe and sustainable services to Scotland’s people;
  • Will enable NHS Scotland organisations to work together over time to broaden this aim in order to help deliver a whole system approach to health and social care;
  • Provides an overview of the current NHS Scotland workforce and an assessment of what it could look like in the future;
  • Sets out how improved workforce planning can benefit NHS Scotland services at national, regional and local levels.

Part 1 of the Plan has made workforce planning recommendations specific to NHS Scotland.

Parts 2 (Social Care) and 3 (GP supplement) of this Plan (to be published in late 2017, early 2018) will recommend actions for different parts of the system and will be undertaken using a phased approach, reflecting on-going discussions between NHS Scotland, local authorities, primary care, professional and regulatory bodies, trade unions, Integration Joint Boards and the third and independent sector.

Clyde Sector
Corporate
Diagnostics Directorate
General Practice for FY2s
Mental Health Services
North Glasgow Sector
Oral Health
Regional Services Directorate
South Glasgow Sector
Women and Children’s Directorate

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Basic Life Support

Training is provided in various locations.

Please select the preferred date and venue below to complete the registration form

Wednesday 18th October 1pm – 3pm – Bridgeton H.C

Wednesday 18th October 3pm – 4.30pm – Bridgeton H.C

Wednesday 15th November 1.30pm – 3pm – Elderpark Clinic, Govan

Thursday 14th December 1pm – 2.30pm – Pollok Health Centre

Continence
District Charge Nurse – Day 2 Introduction to MicroStrategy

Day 2 – Will look at Microstrategy Clinical Quality Indicators – SSKINS, MUST & Cauti

All sessions will start 1:00pm prompt 

All sessions will now be delivered via MSTeams, Please access link below to attend. No need to book a place.

EQUIP-U

Training is provided by the staff within EQUIP-U, currently conducted via MS Teams, however, this may change with the current regulations. Please check details upon booking.

To Book or join waiting list please click HERE

HICC/PICC Care

Maintenance sessions are carried out periodically throughout the year, depending on demand. If you find there are no dates available, please contact the PDN team via email to find out more.

Important Note

Prior to booking, please ensure you have the support of your Line Manager to attend as these are carried out in the afternoon.

Next dates for these sessions are listed below and will be held within the QEUH.

To book onto the training session, simply click on the preferred date below.

Thursday 28th September

Monday 30th October

23rd November

18th December

Hypoglycaemia Management
Leg Ulcer Management

MESI Doppler Machine – Standard Operating Procedure

Community Vascular CNS Referral Pathway

Leg Ulcer Treatment Algorithm

Lower Limb Flowchart

Lower Limb Recommendations

Making Legs Matter Consensus

National Venous Leg Ulcer Pathway

Further Reading Material

Click HERE for further informative videos within Leg Ulcer Management

Record Keeping

Record Keeping Sessions

Currently, sessions are On – Demand, which means you can access the training online at anytime.

Record Keeping for District Nursing

All Staff within District Nursing (bands 3 – 7) are expected to undertake this training annually and ensure their competence within record keeping.  Any additional record keeping support can be accessed by emailing David.McCrohon@ggc.scot.nhs.uk

There are 3 steps to completing this training.

1) Watch the on-demand video

2) Read and understand the ‘Standards for Professional Record Keeping’ policy

3) Sign the declaration that you have completed both of the above.

If you have not completed all 3 steps, this may flag your name to indicate training incomplete.

Record Keeping

Step 1

You should now access the on-demand Record Keeping training video here.

Topics covered include : 

  • Principles of good Record Keeping
  • Excellence in Care
  • Expectations from DN staff
  • Nursing Assessments 
  • Risk Assessing
  • Care Planning
  • Specialist Forms (wound charts, leg ulcer pathways, waterlows etc)
  • Recording visits
  • White Cards
  • Agile Working

Step 2

Staff should familiarise themselves with this policy and understand what is expected of them in relation to Record Keeping within the organisation.

Step 3

This will be shared with your Nurse Team Leader and can be used for Revalidation and CPD purposes.

Safer Sharps

Welcome to the Safe Use of Clinical Sharps training page.

Sol Care Needles

With the introduction of the new Insulin syringes within Community, please ensure you access the training material provided below.

Below is the relevant important information for Sol-Care Insulin Safety Syringe. Please read the material below prior to using the instruments.

Should you have any further concerns or questions please do not hesitate to contact the Practice Development Team.

Completing your safer sharps training

There are 5 key components to this training that must be completed prior to using any sharps devices within the clinical environment.

  1. All community nursing staff should first access and complete the below Learnpro modules. 
  • GGC: Managing Skin Care for Responsible Persons
  • Management of Needlestick & Similar Injuries
  • Prevention & Management of Occupational Exposure

2. You must read the Safer Sharps Policy and sign to confirm you understand your roles and responsibilities with your Nurse Team Leader.

3. You must access the Safe Use of Clinical Sharps theory video

(This can only be accessed via an NHS device).

4. You must complete the practical demonstration with your line manager (Nurse Team Leader, District Charge Nurse, Treatment Room Coordinator).

5. Once you have completed Steps 1-4, you must now fill out this online form to evidence your training.  

Step 5 Form
SCIT app

What is SCIT?

Secure Clinical Image Transfer

The Secure Clinical Image transfer (SCIT) app is the approved method for capturing clinical photographs securely on a registered mobile device in acute and community settings.

The SCIT is an application of which is located on your professional mobile phone. Patients images are taken and immediately transferred to the server, when this occurs the images are no longer accessible from the mobile phone.

To apply for the SCIT app please click HERE

The images can be viewed within 24 hours on Clinical Portal or the Medical Image Manager (M.I.M) software

What is M.I.M?

Medical Image Manager

Medical Image Manager is a purpose-built database solution which allows healthcare professionals to access clinical photographs at workstations in their clinic or ward, using a simple web browser. Medical Image Manager enables all users’ access to the relevant image, in the relevant place, at the relevant time to support patient care. The system has been fully implemented within the acute hospitals of NHS Greater Glasgow and Clyde, and now welcomed by community nursing.

Accessing your patients images

Access can be via M.I.M or/and Clinical Portal.

Via Clinical Portal: Within your patient record, from the list noted on the left, click on “images”, you will see a drop down box appear, click on “photographs”. From this you will access all photographs captured by all services for your patient.

Via M.I.M:

When Applying for the M.I.M software please download and complete the required form, please note this cannot be completed and sent electronically, it must be signed by your Nurse Team Leader and sent to the correct department for approval. To apply for M.I.M please click HERE.

Training Material

Please familiarise yourself with the useful information below.

To download a copy of the above presentation, simply click on the iconDownload
Venepuncture

Venepuncture training is offered from Acute, therefore practical session is given within the Royal Infirmary, Glasgow.

Prior to booking onto the training, please read the information provided below:

LearnPro (mandatory prior to training)

Practitioners must complete the NHSGGC 157: Venepuncture and Cannulation e-learning module on NHS LearnPro.

Failure to complete this before attending training will result in practitioner being refused entry and asked to book once this has been completed.

Practical Training

  • Practitioners attend a 2 hour practical workshop (this is not a drop-in session). Sessions available are:
  • Venepuncture only
  • Cannulation only
  • Venepuncture and cannulation

All staff wishing to attend this training must have approval from their Line Manager as the Nominator.

Places for these workshops are booked by completing the Nomination form and emailing to practicedevelopmentnominations@ggc.scot.nhs.uk.

Click Here to access the form.

Practitioners must work in an area where there is a clinical need for the skill.

Book Training

Competency Assessment

A 2 month period of supervised practice and competency assessment follows attendance at the practical session.

Individuals are not deemed competent until they have received their completion certificate from Practice Development.

It is the responsibility of the individual to review and maintain their competence thereafter.

Competency booklets will be supplied during the training session.

Completed competency booklets should be emailed to practicedevelopment.enquiries@ggc.scot.nhs.uk

Important

If practitioners have already completed venepuncture training and achieved competence in another health board, and are able to provide documentary evidence of this, they should contact Practice Development to confirm this training and competence is transferrable to NHSGGC.

These practitioners should still complete supervised practice using the NHSGGC venepuncture competency book.

A copy of this completed booklet, signed off by your line manager, should be kept in appropriate training files at local level as evidence.

They should also access and complete the NHSGGC 157 venepuncture and cannulation module on NHS LearnPro.

LearnPro – MUST

This training is for Glasgow City HSCP for ALL Community Nursing Staff

New to LearnPro is the following modules.

These modules are for all community staff, it is expected that these modules are completed in full by 31st May.

See below for the New Modules available:

  • GGC:270 An Overview of Malnutrition.
  • GGC:271 Assessing Risk of Malnutrition
  • GGC:273 Food First Strategies – Community.

To access these, please log in to your LearnPro account below. 

Mandatory Training Requirements for all Community Staff Members

As part of your role, you are required to complete all relevant statutory and mandatory training via Learnpro. 

Access LearnPro

Below is a full list of all statutory & mandatory LearnPro modules you must complete.  Theses should be prioritised and must be completed within the first 12 weeks of your employment.

Mandatory Training Requirements for all Community Staff Members
Accordion item 1

Staff in Post Trends
Starter and Leavers Trends
Absence % Trends
Turnover % Trends
Maternity Leave
Additional Staffing

Workforce Analytics provides workforce statistics for both internal and external use. The information they supply is used throughout the organisation and is provided externally to the Scottish Government and in response to Freedom of Information requests.

Workforce Analytics also maintains and supports NHS Greater Glasgow and Clyde’s HR system, which is accessed by over 600 staff to obtain personnel, recruitment and training information across the organisation. In addition the team are involved in supporting the implementation of the new national Electronic Employee Support System (eESS).

Most of Workforce Analytics monthly reports are circulated either through MicroStrategy or  SharePoint. Should you require access or wish to discuss any of our reports, please contact: workforce.information@ggc.scot.nhs.uk

The Trade Union (Facility Time Publication Requirements) Regulations 2017 require public sector employers to publish information relating to facility time taken by union representatives within their organisation. The reporting period runs from 1 April to 31 March and reports require to be published by 31 July each year.

View the relevant information for NHS Greater Glasgow and Clyde for the period 2017 / 2018

ISD Scotland Workforce Information

NHSScotland’s  Information Services Division (ISD) provides health information, health intelligence, statistical services and advice that support the NHS in progressing quality improvement in health and care and facilitates robust planning and decision making.

In order to support this work ISD collects a variety of information on staff employed in NHS Scotland. This information is used by ISD and NHS Boards to support local, regional and national workforce planning.

The latest National Statistics publication of Workforce Information can be accessed using this link and provides data at national and board level under the following headings

  • All staff in post
  • Vacancy numbers for nursing and midwifery, allied health professions, consultants and pharmacy staff
  • Staff Turnover
  • Nursery and midwifery student intakes, students in training and progression rates
  • Clinical nurse specialists
  • Consultant contract
  • Dental workforce

More Information

NHSGGC Headline Workforce
Information Dashboard
Junior Doctor
Rotas
Contact Us

Workforce Analytics Team

eESS Technical Team

eESS Support Team

Workforce Forms Guidelines

There is a range of guidance available to help managers provide the workforce information that is required for good staff governance.

The information provided will be recorded into HR, Payroll and finance systems in line with Data protection guidelines.

Please note the following link is available internally only via Staffnet.

StaffNet > Internal > Workforce Forms Guidelines

More Information

Workforce Information
Workforce Planning