The Board Partnership Agreement was developed jointly by the Board and the Trade Unions/Professional Organisations representing staff. The Agreement is designed to ensure staff are effectively involved in influencing the shape and implementation of decisions that affect their work, and offer managers the means where staff views can be considered before taking the decisions for which they are accountable. We are delighted to support this Board Partnership Agreement and commend it to you. Currently under review the updated version will be linked when available.
Facilities Agreement
The Facilities Agreement was developed jointly by the Board and the Trade Unions and Professional Organisations representing staff and has been designed to establish a formal policy and procedure on trade union/professional organisation facilities. In developing the agreement, cognisance was taken of the legal requirements placed on the Board, the Staff Governance Standard and the Partnership Information Network Policy and Practice. Currently under review the updated version will be linked when available.
Area Partnership Engagement Process
In early 2022, the Area Partnership Forum agreed engagement process documents which outline the process for bringing papers to the Area Partnership Forum for both Acute and Community and the process for seeking staff side representation for meetings. Links to documents will be added in due course; if you wish further information on either process, please contact the APF Administrator by emailing Kirstin.McKenzie@ggc.scot.nhs.uk.
The Employee Director is a Non-Executive Director member of NHS Greater Glasgow and Clyde (NHSGGC) and Co-Chair of the Area Partnership Forum who works in partnership with the Board and its Executive Management to provide advice on workforce issues directly affecting NHS Greater Glasgow and Clyde. Working alongside the Employee Director are 2 Staff Partnership Leads and an APF Administrator.
Directly accountable to the Chairman of the Board and elected as the Chair of the Staff Side, the Employee Director and Employee Director’s Office is the Board’s conduit for 15 Trade Unions/Professional Organisations and takes forward staff side views to influence Board Policies and to ensure that staff interests are properly reflected in Policy Development and encourage the ethos of Partnership Working.
Portraying positive behaviours and encouraging collaborative working, the Employee Director’s Office work with the Board to achieve its objectives and represent the views of NHS Greater Glasgow and Clyde staff by influencing debate and discussion.
To find out more about the Team and to access Trade Union/Professional Organisation links and other useful information, please see the tiles below.
If you require to speak with your Trade Union Lead or your local Staff Partnership Fora Staff Side Lead or Deputy Staff Side Lead, please see the contact lists below
Contact Details
Trade Union and Professional Organisation Leads
Contacts – Trade Union and Professional Organisational Leads
British and Irish Orthoptists Society (BIOS), Vacant (please refer to the BIOS website)
Local Staff Partnership Fora Staff Side Leads and Deputies
A Staff Side Lead and Deputy Staff Side Lead is elected through the Employee Director’s Office on a 4 year term to represent the Area Partnership Forum at your local Staff Partnership Forum. If you are required to contact either, please see contact details below.
This year the Chair, Prof John Brown CBE, presented two awards which recognise outstanding achievement, expertise, and dedication in patient care. In common with all the other awards, these celebrate our people’s collective efforts and the lasting impact they have had on the lives of the people of Greater Glasgow and Clyde.
Andrew Thomson
One of Andrew’s patients was going through a high risk pregnancy, when her husband sadly passed away after a two week battle with cancer. On hearing the news, Andrew called to offer his condolences and also talk about how he and his team could support the patient during this heart breaking time.
Andrew has an incredible way of communicating with patients and their families, with empathy and intuitiveness in abundance.
Unscheduled and Urgent Care Services
Due to unprecedented pressures, our Urgent and Unscheduled Care services have adapted to new and ever-changing situations which have been nothing short of remarkable. From the launch of the Flow Navigation Centre and Mental Health Assessment Units, to the ongoing dedication, commitment and professionalism of our EDs, IAUs, Community Pharmacies, MIUs, in-hours and Out of Hours GP Services, who have worked tirelessly with the support of diagnostic services.
At the start of the pandemic, it became clear that those who became very ill with Covid need a place where they could be seen and assessed safely and away from non-Covid patients.
Our Community Assessment Centres were created. This significant project required input from all of the eHealth teams to ensure the centres had all the necessary telephony and IT kit. They also needed to be set up very quickly.
eHealth teams responded to the needs of the service, working above and beyond to introduce new processes to book in Covid patients outwith hospital settings. The staff showed immense flexibility and changed their hours of work and their roles. The success of the CACs was due to the commitment, flexibility and team working across eHealth to support the Board in its response to the pandemic.
The William Cullen Prize for Excellence In Teaching and the William Cullen Prize for Service Innovation are awarded in collaboration with the Royal College of Physicians in Edinburgh.
William Cullen Prize for Innovation
Dr David Lockington is a Consultant Ophthalmologist based in Gartnavel General Hospital.
Dr Lockington identified the opportunity to transform unused rooms within the Tennent Institute of Ophthalmology library into a state of the art teaching suite for ophthalmology training. There are now three rooms which consist of an ophthalmic simulation area, a computer room for trainees and a seminar room.
The suite allowed simulated microsurgical skills to be developed and maintained during lockdowns, and is now used regularly by trainees and the wider multidisciplinary team. This development has been extremely well received by local trainees, and has addressed previously identified surgical training gaps.
Local ophthalmology training has been enhanced significantly, and to illustrate the impact, this initiative has since been replicated in other UK centres.
William Cullen Prize for Education – Joint Winners
Doctor Scott Morris is the Clinical Director for the Renal Unit, based in the Queen Elizabeth University Hospital, though which provides a full range of renal services to the West of Scotland.
This unit has for some time demonstrated a high standard of teaching and training, as evidenced by consistent and positive feedback from trainees. Trainees emerge as highly trained renal physicians, having been supported by a skilled group of established Consultants with a range of subspecialty interests.
The experience gained while attached to the unit is clearly valued by trainees, who highlight in particular the supervision they receive within the department, the supportive environment and the overall level of satisfaction working within a very strong team.
Dr Libby Ferguson and the Palliative care team based in the Marie Curie Hospice in Glasgow continue to provide an extremely high standard of clinical training which trainees recognise with positive responses to the Scottish trainee survey and National training survey.
There is a strong culture of educational governance identified within the centre. Trainees attached to the team there give very positive feedback in all areas, with Foundation trainees in particular highlighting the very supportive and educational environment provided by the team, and General Practice Specialty Trainees similarly appreciating the education and experience that is provided.
Staff Awards 2023
The achievements of health and social care workers from across NHS Greater Glasgow and Clyde were recognised at the annual Celebrating Success Staff Awards held on Thursday 4th May.
The awards were hosted by Professor Jason Leitch CBE, National Clinical Director.
This year’s winners are fantastic examples of staff going above and beyond during what is an immensely testing time for the NHS.
Find out about the winners in each of the award categories using the links below our Flickr gallery, where you can also view more photos and videos.
The winners were announced live on the night on our social media channels (#ggcawards).
The awards were presented at the virtual Celebrating Success Awards event held on 23rd February 2022, hosted by Professor Jason Leitch CBE, National Clinical Director.
All NHS Greater Glasgow and Clyde employees can self-refer to the Occupational Health Service to access a wide range of confidential support services including counselling and psychological therapies.
The NHS Scotland Pension Scheme provides NHSGGC staff with a high-quality pension scheme that offers defined benefits at retirement and protection for your dependents based on your career average earnings.
The amount you pay towards your pension scheme depends on your ‘pensionable pay’ (which is your salary, wages, fees and any other regular payments but not any bonuses, expenses or overtime payments).
NHSGGC contributes 20.9% of your pensionable pay into the scheme on your behalf.
Key features of the NHS Scotland Pension Scheme include:
Benefits accrued on a Career Average Revalued Earnings (CARE) basis.
Normal pension age the same as the your State Pension Age.
Pension accrual rate of 1/54th of pensionable earnings each year.
Benefits for active members revalued each year using the Consumer Prices Index (CPI) plus 1.5%.
Benefits for preserved members increased using the CPI each year.
Valuable death benefits for your dependents.
Option to take part of your pension and continue working.
Enhanced pension for working longer than normal pension age.
Option to purchase additional pension.
Option to buy out the actuarial reduction if retiring from age 65 and before state pension age.
Option to take up to 25% of pension pot as a tax-free lump sum.
Staff are welcome to opt-out of the NHS Scotland Pension Scheme at any time. Staff are also welcome to contribute to an alternative pension provider if this is preferable.
NHS Greater Glasgow and Clyde is a Living Wage employer and, as such, the lowest available salary of £23,240 translates into an hourly rate of £11.89 per hour, which is considerably above the Scottish Living Wage rate of £10.90 per hour.
Agenda for Change is the NHS pay system for all staff directly employed by NHSGGC (with the exception of some very Senior Managers, Doctors, and Dentists). The current Agenda for Change salary scales can be viewed at the NHS Scotland Management Steering Group website.
The salary scales for medical and dental professionals (including Consultants, Junior Doctors, the Scottish Public Dental Service, Specialty Doctors and Associate Specialists) can be viewed at the NHS Scotland Management Steering Group website.
The salary scales for very senior managers (including executive directors and senior management) can be viewed on the NHS Scotland Publications library.
