The Human Resources Support and Advice Unit (HRSAU) provides a ‘one team’ approach to provide support for managers and employees across NHS Greater Glasgow and Clyde. This helps focus resources to where they are needed most. Using a tiered approach to dealing with Human Resources enquiries and issues allows us to provide a tailored service, whether these are routine or more complex. To help us deliver this type of service we have made significant improvements to the IT support available both to you and to our own staff.
Further information regarding HR Support and Advice Unit can be found within our Service Directory.
HR Connect
HR Connect has been designed to allow managers and employees to get the information, guidance, or documentation they need on a self-service basis immediately and on a 24/7 basis. HR Connect is a ‘cloud based’ website and can be accessed out-with NHS Greater Glasgow and Clyde.
A “One Stop Shop” to provide immediate 24/7 access, advice and guidance for NHS Greater Glasgow and Clyde managers and employees.
Access information quickly and easily by clicking on the section that you need assistance with, i.e. all Human Resources & Organisational Development Policies, procedures, templates and forms.
If you have a question relating to policy, terms and conditions or anything else HR related please select ‘HR Enquiry’.
If you are a manager of NHSGGC staff and would like to request HR support for casework, in accordance with a HR policy and procedure, then please select ‘Request for HR Support’. A Manager Support Information pack has been created which details what would be supported by HR and our internal processes.
Please ensure that you add the link to your Favourites for easy access.
User videos have also been created in order to provide a clear demonstration of how to log an enquiry or request for HR support (case management). The videos can made full screen by clicking on the ‘Fullscreen’ arrows at the bottom right of the video.
HRSAU Phone Line
If your enquiry is urgent or you would prefer to talk to one of the HR Assistants please contact us by telephone 0141 278 2700 option 2. The team are available at the following times:
Monday – 9.00am until 4.00pm
Tuesday – 9.00am until 4.00pm
Wednesday – 9.00am until 4.00pm
Thursday – 12.00pm until 4.00pm
Friday – 9.00am until 4.00pm
Human Resources Support and Advice Unit (HRSAU) launched a telephone line to provide additional help to any staff member wishing to raise concerns about Bullying or Harassment. This helpline will ensure that, as well as staff receiving advice on the HR policy and processes, there will also be dedicated support provided and sign-posting to other support services that staff can be directed to during what can be a difficult time. The Bullying and Harassment factsheet can be found here. You can access the new helpline by calling 0141 201 8545, Monday, Tuesday, Wednesday and Friday from 9am to 4pm and Thursday’s between 12.00pm to 4.00pm.
For any assistance with salary or tax enquiries or access to the e-Payroll system, please contact the Payroll Department directly. Staff members can locate their designated Payroll Officer’s contact details on their payslips. Alternatively, the Payroll Team can be contacted on 0141 278 2903 or Payroll.Supportteam@ggc.scot.nhs.uk, quoting your payroll number or National Insurance number.
Where to Find Us?
HR Support and Advice Unit Admin Building, Gartnavel Royal Hospital 1055 Great Western Road Glasgow G12 0XH
NHS Scotland Workforce Policies are single, standardised policies to be used consistently and seamlessly across the NHS in Scotland.
Each workforce policy comes with extensive support to ensure the consistent application of the policies across all of NHS Scotland. These supporting documents form part of the standard for workforce policies that apply to all NHS Scotland employees.
The Once for Scotland Workforce policies are person-centred and will be applied using the NHS Scotland values:
care and compassion
dignity and respect
openness, honesty and responsibility
quality and teamwork.
Phase 1 – Workforce Policies Programme
The seven policies below form phase 1 of the Workforce Policies Programme and apply to all NHS employees in Scotland. Further policies will become available in later phases. Areas not addressed by these policies, will continue to be covered by the current workforce policies within NHSGGC.
Attendance
Bullying and Harassment
Capability
Conduct
Grievance
Whistleblowing
Workforce Policies Investigation Process
Phase 2 – Workforce Policies Programme – live from 1st November 2023
On 29th June 2023, The Scottish Workforce and Staff Governance Committee (SWAG) formally approved the 11 policies refreshed under Supporting Work Life Balance. This comprises the following workforce policies which will be active from 1st November 2023 and replace any relevant existing NHS Greater Glasgow and Clyde policies:
• Flexible Work Location
• Flexible Work Pattern
• Retirement
• Career Break
• Special Leave
• Maternity
• New Parent Support
• Shared Maternity and Shared Adoption
• Parental Leave
• Breastfeeding
• Adoption, Fostering and Kinship
Each of the above policy has been extensively reviewed and a summary of any key changes are detailed in OFS Phase 2 Key Changes
Drop in sessions have been arranged for anyone who has any questions regarding the Phase 2 policies. These will take place via MS Teams and can be accessed via the links below. We would encourage that managers review the policies initially and attend one of the sessions below if there are any questions.
IENs and staff who support them should utilise these resources in order to facilitate a learning environment which allows them to consolidate their clinical skills and OSCE preparation course.
To support learning and preparation for OSCEs, all IENs shall receive a copy of the book. If IEN has commenced within your area and has not yet received this, then please contact the PEF or email: practiceeducation@ggc.scot.nhs.uk
We are thrilled to announce the launch of our first-ever Nursing and Midwifery Strategy, ‘Leading the Way’! To congratulate and thank all of you who helped shape this incredible strategy, we’ve created virtual party bags for all our Nursing and Midwifery colleagues. You can access the contents of your party bag by clicking the link and then the squares.
Please share these party bags widely with your colleagues or use the resources to hold your own celebratory event within your team. Don’t forget to share your pictures with us at ggc.bigconversationsfeedback@nhs.scot.
Also, look out for our NHSGGC Nursing and Midwifery Strategy Promo Video, which is now available on our sharepoint site and can be accessed Here.
Let’s celebrate together and lead the way! 🎉
NES Cultural Humility Learning Resource
The NES Equality, Diversity and Human Right Team developed this digital learning resource to consider how our backgrounds and the backgrounds of others can impact our relationships. Subsequently launched by @NHSScotAcademy, it provides leaners with tools to develop their cultural humility values, attitudes and behaviours. What’s more, learners will benefit from the range of videos, reflective activities, scenarios and a resource pack.
Specifically, the NES Cultural Humility Learning Resource will enable learners to:
Understand the concepts that underpin cultural humility
Identify the key behaviours for supporting an inclusive workplace
Apply a reflective approach aimed at transforming practice in health and social care
The Black And Minority Ethnic (BME) Staff Network was established in 2018. This followed a consultation with key stakeholders about their lived experience. The Network is working closely with the Workforce Equality Group to continuously improve the workplace experience of BME staff. Please click above link for further information.
The Centre for workforce supply are excited to announce the interactive online workshop for any Internationally Recruited staff, on 25th February 2026 . This session will provide an opportunity for IR staff to gain information and guidance on how to develop their careers to support them to stay and thrive in Scotland. We believe it will be an excellent opportunity for further learning and collaboration. February Workshop Details Step Up Career Development Programme – For Internationally Recruited Staff. 25th February, 10:00 am – 3:00 pm, MS Teams online workshop. Click here to register for this exciting workshop link For any further information please contact nes.cws@nhs.scot
Presentation for staff supporting IENs (UK based cohort)
LNs/SCNs/DCNs and staff who support IENs (UK based cohort) within the clinical area are invited to the next Internationally Educated Nurse information presentation. Afterward, there will be time for Q & A’s. Both the presentation and Q & A’s will take approximately 1 hr.
There are strong links between poverty, trauma, mental health, substance use and experience of the criminal justice system.
This page provides information and resources about drug stigma including how you can tackle it, helpful resources, and further reading.
What is drug stigma?
People who use drugs, people in recovery from drug use, families and communities experience stigma.
Stigma is the social process of devaluing a person beginning with marking or labelling someone’s differences then attributing negative values to those differences. Stigma is closely linked to prejudice, stereotyping and discrimination. Stigma intersects with other ways people are disempowered and marginalised (ethnicity, gender and sexual identity among others) often increasing risk and harm.
Why should we focus on tackling drug stigma?
Tackling stigma and understanding how it connects to other ways people are disadvantaged, is vital to addressing drug related harm, including deaths.
Stigma is one of the biggest barriers people who use drugs can face when accessing any form of treatment and care. That matters a lot because engaging in treatment and care is the biggest protective factor from drug overdose and death.
Tackling stigma at all levels is essential to fostering an inclusive and supportive environment for people who use drugs and helps people feel a greater connection to society, more included and more likely to access treatment and support for recovery.
In 2022, the Scottish Government recognised tackling drug Stigma as a cross cutting priority in the National Mission on Drug Deaths and further to this published a cross government National Stigma Action Plan in January 2023.
Greater Glasgow and Clyde (GGC) Stigma Action Group
A GGC Stigma Action Group was established in July 2023. The multi-agency group provides a coordinated approach to tackling the stigma associated with drugs across Greater Glasgow and Clyde. This group has links into the development of a National Stigma Action Plan and is working with local Alcohol and Drug Partnerships to:
Encourage and facilitate open conversations across society to speak about drugs and stigma
Co- produce anti-stigma work and campaigns with people with lived experience
Provide opportunities for training and education including how to challenge stigma
Underpin anti stigma engagement work with human rights and equalities approach
Prevent stigma by addressing its perpetuation
How can you get involved in tackling drug stigma?
Recognising stigma is the first step to tackling it. When you witness stigmatising behaviour, you have a choice about the action you take. Taking action shows that stigmatising behaviour is not acceptable. We don’t all need to be experts, but we all have a role in tackling stigma. Understanding stigma and approaching interactions with kindness and compassion is the key.
Resources
Please ensure that prior to using these resources that you have the most recent version downloaded.
National Mission on Drug Deaths : The aim of the National Mission is to reduce drug deaths and improve the lives of those impacted by drugs. This document shows how this will be done.
National Stigma Action Plan : Cross government response to the Drug Deaths Taskforce report, Changing Lives. It contains a cross government action plan, response to Taskforce recommendations and a stigma action plan.
Charter of Rights for people affected by substance use: In December 2024 The National Collaborative published a Charter of Rights for People Affected by Substance Use contributing to Scotland’s National Mission to reduce deaths and improve the lives of those impacted by substances.
Advocacy Services
An independent advocacy service/advocate can:
Listen to you
Find information to help you make decisions
Help you say what you think about your health care or treatment
Help you understand the care and support process
Challenge decisions about your care and support if you do not agree with them
Stand up for your rights
Write letters for you and attend meetings/appointments with you
If you or someone you know is affected by alcohol or drugs you can access independent advocacy in your local area:
National Trauma Transformation Programme – This website provides access to evidence-based training, tools and guidance to support trauma-informed and responsive systems, organisations and workforces in Scotland.
Please email the team at ggc.mhead@nhs.scot* with any questions about tackling drug related stigma.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are indistress and need an immediate response call the emergency services on 999or NHS 24 on 111.
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Alcohol and Drug Snapshot
Our team produces and circulates a monthly Alcohol and Drug Snapshot that provides a range of information including resources, research articles, reports, events, learning and funding opportunities.
If you would like to sign up to receive our Snapshot, please contact ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999or NHS24 on 111.
In addition to our core work plan, members of our team provide supplementary support functions including
representation on local and Board wide dedicated alcohol and drug structures and allied topic structures, funding and recruitment panels,
strategic policy development,
workforce development and networking opportunities,
resource development and training development, delivery and evaluation,
consultation, advice and report writing,
research, monitoring and evaluation,
commissioning and contract management,
budget and project management,
staff recruitment panels, staff induction and on going support
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The NHSGGC Alcohol and Drugs Health Improvement Team are a Greater Glasgow and Clyde wide team who support our colleagues and partners across the six Alcohol and Drug Partnerships to promote alcohol and drug public health and equalities across the six Integrated Health and Social Care partnerships in Greater Glasgow and Clyde – East Dunbartonshire, East Renfrewshire, Glasgow City, Inverclyde, Renfrewshire, and West Dunbartonshire.
We share updates about the work we are undertaking with partners across key priority areas, share useful resources, research and policy information to help you deliver on the alcohol and drug harms agenda. We are part of the wider Mental Health, Alcohol and Drugs Health Improvement Team.
Contact the NHSGGC Alcohol & Drugs Health Improvement Team
Trevor Lakey, Health Improvement and Inequalities Manager – Mental Health, Alcohol and Drugs
Jo McManus, Health Improvement Lead, Drug Prevention and Harm Reduction
Graeme Mathew, Health Improvement Senior, Alcohol Brief Intervention
Please note that these inboxes are not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999 or NHS24 on 111.
Address
Glasgow City Health and Social Care Partnership Headquarters – Commonwealth House, 32 Albion Street, Glasgow, G1 1LH
Get in touch
If you have any questions about our team or our work, please get in touch with us by emailing ggc.mhead@nhs.scot*.
*Please note that this is a generic admin inbox and not monitored immediately. If you, or someone you know are in distress and need an immediate response call the emergency services on 999or NHS24 on 111.
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These preceptorship resources will support nurses, midwives and Specialist Community Public Health Nurses (SCPHN) in their transition to new roles and in practice settings. Not only from the point of registration, but also as they progress through their career. Furthermore, they aim to promote consistency in the provision and support offered by preceptorship programmes across Scotland.
Scotland’s Preceptorship Framework
This preceptorship resource has been developed to support nurses, midwives and Specialist Community Public Health Nurses (SCPHN) in their transition to new roles and practice settings from the point of registration and as they progress through their career. Not only does this national resource aim to promote consistency in the provision and support offered by preceptorship programmes across Scotland. It also builds on the NMC Principles for Preceptorship and offers guidance to preceptees, preceptors, managers and the wider organisation.
This NHS Education for Scotland PowerPoint presentation is a preceptorship resource that not only defines preceptorship and outlines why it is needed, but also describes the roles and responsibilities of the preceptee, preceptor and line manager.
Recorded in 2021 to support the launch of the NES Preceptorship resource.
NMC Principles of Preceptorship
The NMC developed the Principles of Preceptorship in recognition of the benefits that a supported, structured period of preceptorship brings to employers, preceptees, and people who use services.
Click here to return to Practice Education’s main page
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Supporting Patients With A Dual-sensory Loss
An awareness event for NHS staff – delivered by Deafblind Scotland
This discussion and learning event is designed to give an understanding of deafblindness and of the communication and support needs of deafblind people. The session will give focus to the experiences of patients using healthcare services and how to reduce barriers within NHS appointments.
The event also offers the opportunity to learn about the communication needs of deafblind people and to practice some basic deafblind manual communication skills.
The session will be facilitated by a trainer from Deafblind Scotland who has learned experience as a person with dual sensory loss.
Click on the link to book a place for your preferred date.
Arranging face-to-face training
As an alternative, there are a limited number of face-to face sessions available.
If you would like to arrange a tailored session within your workplace or for your team, then contact Martin Patterson from the Equality and Human Rights Team for more information and to discuss any requirements you might have for this training.
Temporary Promotion to a Higher Pay Band – Guidance for Managers
The Agenda for Change Terms and Conditions Handbook paragraph 6.32 states:
“Individuals may be moved into a higher pay band where it is necessary to fill a post on a temporary basis when a vacancy is unfilled, but being advertised, or the post is being held open for someone who is due to return, e.g. from long-term sickness absence, maternity leave, or from extended training”.
Please see below Management Guidance for staff who receive a temporary promotion to a higher band:
The Secondment Policy is accessible to all employees within NHS Greater Glasgow and Clyde and applies when an employee wishes to undertake a temporary move (secondment) to another organisation, or to a different post within this organisation, for a defined period of time. There is no automatic right to a secondment, however, no application will be unreasonably refused.
Secondments offer the opportunity for individuals to develop new skills or enhance existing skills but should also be mutually beneficial to the Organisation. The policy sets out guidance on types of secondment, suitable opportunities and arrangements as well as defining roles and responsibilities within the secondment process.
Top Tips on using the Policy……..
Discussions should take place between employee and current manager before an application for secondment is made.
Secondments vary in length but usually last between 3 months and 2 years.
A secondment agreement, signed by the relevant parties, should be in place prior to the secondment commencing.
Employees and their substantive manager are mutually responsible for ensuring they keep in touch during the secondment.
Clear arrangements for return at the end of secondment should be set out and detailed in the secondment agreement.
A secondment is a “temporary loan of an employee to another organisation, or to a different part/post of the same organisation, for a specific purpose and for a specific time, to the mutual benefit of employees and NHS Scotland generally.”
Who is entitled to request a Secondment?
All employees within NHSGGC will have equal access to the Secondment Policy in compliance with relevant legislation and no application for secondment will be unreasonably refused.
Are there different types of Secondment?
There are a number of different types of secondment which are as follows:
Internal secondment within NHSGGC
Internal secondment within NHSScotland
External secondment (e.g. to Scottish Government, local authority, trade unions, professional organisations and the voluntary sector).
How do I apply for a Secondment?
Secondment opportunities may arise through a variety of circumstances, but should ordinarily be advertised in line with the normal recruitment process. Employees must ensure that authorisation has been provided by their Accountable Manager prior to accepting a secondment opportunity.
How long can I request a Secondment for?
Secondments vary in length, usually between three months and two years, depending upon the circumstances.
What is a Secondment Agreement?
If the request for secondment has been agreed the approving manager will ensure that, prior to commencement of a secondment, the appropriate secondment agreement has been completed which will take into account the main following points:
Clear reasons for the secondment.
Clear agreement on the start and finish dates.
If employee’s substantive role may be unavailable for their return, then this must be understood and agreed prior to the commencement of the secondment, or at the time of any subsequent proposed extension or at the time of organisational change.
That the employee fully understands any terms and conditions implications.
Training needs during and following a period of secondment.
Arrangements for appraisal/PDP&R completion during the secondment.
Relevant statutory requirements for maintenance of professional registration.
Arrangements to keep in touch with the Secondee on a regular basis and to consult them on any proposed changes to their substantive post during the term of the secondment.
Clear arrangements for return of the Secondee to their substantive post or a suitable alternative.
Please refer to the full Secondment Policy for details on terms and conditions, and roles and responsibilities of a secondment.
Keeping records up to date
We need to know when you’re at work and when you have any type of time off. This is important to make sure we pay you correctly too.
All managers should ensure that SSTS is updated correctly and payroll is informed, where SSTS is not available.
The HR Support and Advice Unit can be contacted on 0141 278 2700 if you have any further questions or need advice on this policy area.
Secondments Tools and Templates
If the request for secondment has been agreed, the approving manager will ensure that, prior to commencement of a secondment, the appropriate secondment agreement has been completed which will take into account the main following points:
Clear reasons for the secondment.
Clear agreement on the start and finish dates.
If employee’s substantive role may be unavailable for their return, then this must be understood and agreed prior to the commencement of the secondment, or at the time of any subsequent proposed extension or at the time of organisational change.
That the employee fully understands any terms and conditions implications.
Training needs during and following a period of secondment.
Arrangements for appraisal/PDP&R completion during the secondment.
Relevant statutory requirements for maintenance of professional registration.
Arrangements to keep in touch with the Secondee on a regular basis and to consult them on any proposed changes to their substantive post during the term of the secondment.
Clear arrangements for return of the Secondee to their substantive post or a suitable alternative.
External secondment agreements can be more complex and therefore if required, managers should seek advice from their local HR Manager.
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