But when these pressures or demands become excessive, and you can’t cope with them, then you can become stressed. For many people, stress is a significant problem that seriously affects their daily lives and the lives of those around them.
Stress is the most common mental health problem faced by people throughout the world. Two in five of us will experience stress at some stage in our lives and seven out of 10 of us know someone who has it.
So what is stress?
For most people, it involves anxiety or depression, or a combination of both. It becomes a problem when you can’t get rid of it, even though you try. You feel you are losing control of your life. You feel that you can’t cope with things that others can deal with.
The range of signs and symptoms of stress include:
The good news is that there’s a lot that can be done to support people struggling with stress.
NHSGGC’s stress in the workplace policy has been developed to support staff to deal with issues that contribute to stress at work and in the outside world. It encourages staff wellbeing by giving information on techniques and services which help individuals to cope with pressure and stress and equipping all staff, including managers, with tools to identify the risk of stress and intervene at an early stage.
Staff should be aware of the signs and symptoms of stress as outlined in this article, and know how to receive support if required. The organisation has put in place a range of measures to reduce the risk of staff being affected by stress in the workplace, but staff should be aware that stress can often originate from life outside of work. The organisation will do all it can to support you if you are suffering from stress.
A guide to the policy and the responsibilities it sets for the organisation, managers and individuals in supporting employees at risk of stress.
The organisation
NHS Greater Glasgow and Clyde is committed to:
action to support employees to address issues contributing to stress at work and in their wider lives
action to support staff who have experienced mental or physical health symptoms associated with stress to return to work and ensure their skills are not lost
action to tackle stress and provide support to help staff manage stress.
Directors and senior managers
developing an organisational culture where stress is not seen as a sign of weakness or incompetence and where seeking help in managing stress is seen as a sign of strength and good practice
reducing and managing, as far as possible, factors which lead to stress in the workplace
providing advice and information to managers on their duty of care to staff
encouraging a working environment where staff who feel at risk of experiencing the effects of stress can raise an issue in confidence.
Line managers
encouraging a team culture where mental wellbeing is as important as physical health
carrying out stress risk assessments every two years or before if stress related issues are raised
resolving work-related issues at individual level and team level as appropriate, involving people outside the team if necessary
regularly reviewing excess hours worked by staff
when change is being introduced, provide the necessary support and training to staff
when issues arise, involve staff in seeking solutions.
Individuals
ll staff are responsible for:
talking to your line manager if you have a problem. If this is not possible, then you should talk to our occupational health service or human resources
supporting colleagues experiencing work-related stress and encouraging them to talk to their line manager, occupational health service, human resources or trade union
seeking support, which may include in-house counselling from the Occupational Health Service
speaking to your GP if worried about health issues
recognising that stress is not a weakness
attending stress management course if identified that this would help
discussing with your manager whether it is possible to alter your job if necessary to make it less stressful.
Human resources department
The department is responsible for:
promoting a positive culture within the workforce
assisting the process of return to work for staff
facilitating discussions within areas of conflict
making sure that polices and codes of conduct are adhered to.
Trade unions
Trades unions are responsible for:
encouraging members to speak up
investigating potential hazards and complaints from their members
liaising with managers to carry out risk assessments.
Occupational health service
The service is responsible for:
providing support for staff who may be experiencing stress
advising managers and staff on stress triggers and risk assessment process
delivering training and education programmes on stress risk assessment with the Health and Safety Service
monitoring and reviewing patterns of stress-related sickness absence.
In-house counselling service
The service is available to anyone experiencing problems which affect their ability to function.
Part of Occupational Health, the service is responsible for:
offering help to establish a tailor-made programme of stress management which extends beyond work into home life
offering help to individuals is assessing whether their coping strategies are working
offering an opportunity to talk in confidence about any problem or difficulty, whether work-related or not. The service offers face-to-face and telephone appointments. Please call 0141 201 0600 to make an appointment with one of our counselling team.
Health and safety service
The service is responsible for:
ensuring training is provided to managers to carry out stress risk assessments
advising managers on effective measures for work-related stress
helping monitor work-related stress by assisting with analysis of Datix incident data related to stress.
The mental health and wellbeing of our staff is important to us. Growing research demonstrates the importance of mental health and wellbeing in relation to satisfaction and effectiveness at work.
Stress, depression and anxiety are reported as the most common reasons for staff absence. Poor mental health is associated with an increased risk of diseases such as cardiovascular disease, cancer and diabetes, while good mental health is a known protective factor. Poor physical health also increases the risk of people developing mental health problems.
NHSGGC have in place a range of support for staff and managers in order to prevent and assist with mental health issues in the workplace.
Read and view some of the experiences of registered professionals who have completed the Flying Start programme. For newly qualified practitioners these highlight what they feel have been the benefits of the programme and some of their experiences throughout their first year in practice. This is further reflected in the video messages from NQPs, which you will find helpful.
Facilitator testimonials are also included below and highlight the benefits of this role for both the NQP and the facilitator themselves.
“Flying Start resources have given me the opportunity to become more self-aware by way of the reflective accounts I have to do. It enables me to see what point I ‘m at as a Newly Qualified Practitioner and how far I need to go to become a better practitioner.”
“Flying Start modules should also give me a headstart when revalidating as a nurse and will populate my portfolio ready for that.”
AHPs
“I still use the 4 pillars structure to help me navigate my way around my learning.”
“Being able to manage yourself, as well as leading your patients is important, this has made me more confident in my role.”
“Through Flying Start Leadership pillar, I took most learning in self leadership and strategies to help manage myself and the impact I have on other people.”
“Through Flying Start Evidence, Research and Development pillar, I became involved in developing a formal pathway for patient feedback, making feedback accessible for all, patients felt listened to.”
“By working through Flying Start, my portfolio evidence has helped me with my TURAS Appraisal and has enough in it to get me through the HCPC process.”
Midwives
“Flying Start has helped me bridge the gap from student to newly qualified midwife, and has allowed me to become more independent.”
“Meeting learning outcomes for Flying Start has supported my transition to being a capable confident midwife.”
Mental Health Nurse
“I realised the importance of the programme early on and this was reinforced by my colleagues supporting me.”
Welcome to Let’s Talk Practice Education – Learn your way, the podcast of the NHSGGC Practice Education Team. An informal Podcast designed with you in mind, a resource for those supporting learners in health care. Opinions expressed are not necessarily endorsed by NHSGGC.
We recognise that at times it can be difficult for staff to attend scheduled training and education sessions. Hence, the addition of a podcast to our portfolio of resources to offer a level of flexibility for staff. We have podcasts to complement the resources within the NHSGGC Flying Start Portal. Additionally, we offer a series of 5 podcasts giving information on the new NMC Education Standards (2018). Also, one dedicated to transition to the new PS/PA roles. Both complementing the learning resources on our Practice Supervisor / Practice Assessor Portal.
We are delighted that the Podcast has been endorsed by our previous NHSGGC Board Nurse Director Dr Mags McGuire.
As the podcasts are designed with you in mind, we would like to invite you to suggest any practice education topics that you would be interested to hear covered. Or, are you aware of good practice, quality improvement work or initiatives being done by any of your colleagues or teams? We would support staff to utilise our podcast platform to share the good work that is being done. We would also welcome any feedback on the podcast to ensure that these are meeting your needs.
Our podcast is available to download or stream from your phone or mobile device via your favourite podcast player. You can also listen to or download the podcast from the below.
Link To Our Let’s Talk Practice Education Podcasts
Welcome to the NHSGGC Healthcare Support Worker (HCSW) resource and development hub. We wanted a place where all resources for HCSW professional development are in the one place. What’s more, we have links to different support sites such as NHS Education for Scotland (NES), our own development programmes and a sample of training courses and instructions on how to access them.
The Open University Healthcare Support Worker Pathway
HCSW interested in becoming a Registered Nurse with an Open University BSc (HONS) qualification for Adult, Child or Mental Health Nursing?
Applications for 2025 intake are now closed.
To be eligible to apply, you must:
Work 26+ hours a week in a permanent post
Have 12 years’ experience in full time education (including all school years)
Core communication skills at SCQF Level 5 or Standard Grade English (passed at credit level) or National 5 (or the equivalent) in English at the time of application
Core numeracy skills at SCQF Level 5 or Standard Grade Mathematics (passed at credit level) or National 5 (or the equivalent) in Mathematics or Arithmetic at the time of application
This information sheet outlines how applicants can check their current level of Numeracy and Literacy, as well as information on potential courses that they can undertake to achieve these qualifications prior to application (please note D&G N5 Numeracy course isn’t open for applications yet on the website, but any interested candidates could register for update/notifications).
Completion and submission of this enquiry form will automatically generate the sending of an application pack when the application window opens. However, you can also ask for an application pack by emailing scotland-nursing-applications@open.ac.uk
OU Pre-Registration Nursing Programmes 2026 awareness sessions dates
Come to a 2026 awareness session to find out how you can prepare to study nursing with the OU.
Healthcare Support Worker Central is a key tool for all HCSWs, holding recourses from personal development planning, HCSW learning framework and qualifications.
RCN Scotland has a series of bite-sized video guides for HCSWs working in Scotland! The guides are designed for all HCSWs and they cover a range of topics.
RCN web site We Care
Courses for HCSW
Adult/Paediatric basic life support – Can be booked through eESS in coordination with your line manager and should be renewed every 12-18 months.
ABLS – This 1.5 hour session is appropriate for nursing support staff, some registered nursing staff and allied health care professionals.
PBLS – This 2 hour session is appropriate for nursing support staff, some registered nursing staff and allied health care professionals, some school/nursery staff
Cannulation and venepuncture – Can be booked in coordination with your line manager, a learnpro module is a pre requisite of this course.
Moving and handling competency assessor training – Healthcare support workers can become M & H assessors within their area, promoting best moving and handling practice to ensure patients are moved safely and hopefully reduce staff injury.
HCSW’s would attend a one-day training session with the Moving & Handling team and after this they would be able to carry out the assessments within their ward /dept.
Can be booked in coordination with your line manager.
Gender based violence training for HCSW and training for trainers provided by medics against violence to support HCSW in the instance of voluntary disclosure:
Content continually developing, please check in from time to time.
The Competency Programme (TCP)
NHS Greater Glasgow and Clyde Practice Education development programme for nursing healthcare support worker (HCSW), The Competency Portfolio (TCP). TCP is a work based programme aimed at development of the knowledge and understanding required for HCSWs to function in a safe and competent manner in order to protect the public.
The portfolio:
provides clear understanding of the nursing HCSW role
evidences competency
links directly with personal development review
offers opportunity to grow and develop
provides introduction to further study
The portfolio has been mapped to the Mandatory Induction Standards (Scottish Government, 2009a) and the Code of Conduct for Healthcare Support Workers (Scottish Government, 2009b). It also links to NHS Education for Scotland’s guide to Health Care Support Worker Education and Role Development (NES, 2010) and the NHS Knowledge Skills Framework (Department of Health, 2004). The portfolio competencies reinforce good practice through reflection, building upon the mandatory standards.
Access to the programme
All new members of staff working in a Healthcare Support Worker (HCSW) role, including staff transferring internally to a new post within NHSGGC, will be expected to meet the mandatory induction standards and adhere to the HCSW Code of Conduct after 3 months in post (or part-time equivalent up to a maximum of six months). This must be completed prior to commencing TCP.
New to Post HCSWs
On completion of the mandatory induction standards, HCSWs should commence TCP. The SCN/line manager should contact their PEF to arrange an Introduction to the Portfolio session for the HCSW and their assessor/s. Nomination proforma should be completed and returned to the PEF administrator via ggc.practiceeducation@nhs.scot. Candidates should aim to complete the portfolio within the next 9 months.
Existing Employees
HCSWs that have previously completed other competency profiles may not need to undertake the core section of TCP. Depending on their area of employment, the HCSW may only need to undertake Unit 6 competencies which are specific to each specialty within NHSGGC. Role development should be discussed with their SCN/PDP Reviewer and PEF to ascertain learning needs prior to nomination. The nomination process above should be followed.
Existing HCSWs who have not previously had access to TCP or other competency programmes can access TCP following discussion with their SCN/line manager as above.
Employees who have previously attained SVQ level 2/3 in Care or an equivalent/higher qualification should discuss this with the SCN/PDP Reviewer and PEF for the area to determine if these meet the needs of the service. Again, depending on the area of employment and speciality, they may be required to only complete Unit 6 competencies.
All candidates will be supported by work based assessors. Candidates and assessors will be supported by the PEF Team
On completion of the above programme, please contact your Practice Education Facilitator (PEF) or email ggc.practiceeducation@nhs.scot. Once confirmed your PEF will issue you a certificate of completion.
Assessors
A key area in the successful implementation and development of the programme will be the commitment and support provided by workplace assessors. A workplace assessor will be a registered practitioner who has been updated suitably prepared for this role. They will have the responsibility for supporting and assessing the HCSW through the programme. Support for assessors in ensuring that appropriate evidence is gathered and documented in the HCSW competency portfolio will be provided by their PEF.
Bank staff
As a result of the transient nature of their employment, bank staff cannot be supported and assessed through the programme.
A new programme for Band 3 Healthcare Support Workers to undertake National Early Warning Score (NEWS) (Acute services and HCSP/Community)/Paediatric Early Warning Score (PEWS) or Modified Early Warning Score (MEWS) is available to book via eESS.
Please see link below for Adult and Paediatric NEWS:
Endorsed HNC in Healthcare Practice/Pre-registration Nursing
2025 applications: Please note the deadline for applications has closed.
Opportunity has arisen for HCSWs to become Registered Nurses (Adult, Child, Learning Disability and Mental Health) by undertaking a HNC in Healthcare Practice at a local Further Education Institution and articulating into year 2 of a pre-registration nursing programme at Glasgow Caledonian University or the University of the West of Scotland. Further information can be accessed below:
This section is about how you, as a registered health care professional (SSSC and NMC), can prepare for the Practice Supervisor (PS), Practice Assessor (PA) or Academic Assessor (AA) roles to support the future workforce of nurses and midwives though effective practice supervision and assessment.
Background
Following publication of the NMC Standards for Education and Training (updated 2023), NHSGGC collaborated with other health boards and Higher Education Institutes to agree and implement a national approach for preparation of the roles of PS, PA or AA.
What do I need to do to become a Practice Supervisor or Practice Assessor?
Firstly, discuss your professional development with your line manager then access the practice supervisors and practice assessors’ learning resource on TURAS Learn, which will prompt you to complete a self-assessment form. **please note that self-assessment is a new learning activity recently added onto this learning resource.
Self-Assessment helps you to identify not only the knowledge and skills you already have in supporting learners, but also new learning that you may require. The learning resource consists of six units and the self-assessment process will guide you to which units you need to undertake to support your development. You might not be required to complete all six units. Please contact your local PEF/CHEF for guidance and support or email practiceeducation@ggc.scot.nhs.uk
Protected Learning Time
Scottish Executive Nurse Directors approved 16 hours of protected learning time to enable nursing and midwifery registrants from NHSGGC to undertake Practice Supervisor (10 hours) and Practice Assessor (additional 6 hours) preparation. This applies to you if you were not previously a mentor, sign-off mentor or practice teacher. Furthermore, you do not need to take protected learning time in a block and should receive support in line with service delivery needs.
If you are a graduate nurse or midwife from a Scottish University, you should have undertaken practice supervisor preparation as part of your undergraduate programme and be “supervisor ready”. Therefore, as a newly qualified nurse or midwife you should follow the Pathway Guidance for NMC Practice Supervisor and Practice Assessor Preparation (below) to guide your ongoing professional development.
NHSGGC Pathway Guidance for NMC Practice Supervisor and Practice Assessor Preparation
The pathway guidance for NMC Practice Supervisor and Practice Assessor preparation outlines the process that you, the registered health care professional, and your line manager must follow in order to prepare you for your role in supervising and/or assessing pre/post registration nursing and midwifery students.
Registered Health Care Professional
Discuss professional development activity with your line manager
Complete online self-assessment form and activities for those preparing for the Practice Supervisor or Practice Assessor role. Your PEF/CHEF is available for support
On completion of new learning, discuss/evidence this with line manager and confirm support
Contact Practice Education Team to arrange HEI programme and Practice Assessment Document (PAD) session and further support
*must be logged into TURAS to undertake modules
Registrant’s Line Manager
Supportive discussion to agree to this professional development opportunity
Allied Health Professionals as Practice Supervisors
Typically, Allied Health Professional (AHP) colleagues who are suitably prepared as PSs can sign-off on the Skills and Procedures sections of the PAD, but are not expected to act as the nominated Practice Supervisor.
You are welcome to contact your PEF / CHEF for further information and guidance.
Here are some additional resources from Practice Education that may be helpful to you.
Quality Management of the Learning Practice Learning Environment (QMPLE)
Quality Management of the Practice Learning Environment(QMPLE) is an online database that has been developed by NHS Education for Scotland (NES) in partnership with colleagues from both practice and universities. It manages information relating to the quality of the practice learning experience through student feedback, educational audits, Quality Standards for Practice Learning audits (QSPL) and Practice Assessor data.
Team Leads and staff who are granted access, use QMPLE to provide information on their clinical area for pending students. Anyone who should have access, please contact your local Practice Education Facilitator or Care Home Education Facilitator (PEF or CHEF).
The Knowledge Network
The Knowledge Networkis the national knowledge management platform delivered by the NHS NES Knowledge Services Group. It provides knowledge support for health and social care where they can search NHS Scotland’s national collection of electronic resources (e-journals, articles and e-books) along with all the local NHS Scotland library collections (primarily print books).
The Nursing and Midwifery Council Code
The Nursing and Midwifery Council Code The Code presents the professional standards that nurses and midwives must uphold in order to be registered to practise in the UK.
It is structured around four themes:
prioritise people,
practise effectively,
preserve safety and
promote professionalism and trust.
The Nursing and Midwifery Recovery Standards
The Nursing and Midwifery Recovery Standardswere created in response to the ongoing Covid-19 situation in order to support students, approved education institutions (AEIs) and their practice partners. The key principle is that normal education should continue where possible and where it is not possible AEIs have the option to apply these standards to their programmes.
The Career Development Framework
The Career Development Framework will help you to assess learning needs and plan for your continuing development if you are a nurse, midwife or allied health professional.
If you are a Practitioner, you can use the framework to:
guide your professional development moving from newly qualified novice practice, towards experienced, expert practice.
continuing to develop within your current level of practice
If you are Manager, the framework will help you to:
support discussions that take place as part of professional development reviews.
inform development opportunities.
inform succession planning.
support service redesign and skill mix.
Advanced Nursing Practice Toolkit
Advanced Nursing Practice Toolkit is a UK wide database of resources relating to advanced practice. It supports ongoing work across the sector to enhance understanding of this role, benchmarking of this level of practice and its application to specific roles across clinical practice, research, education and leadership.
Bachelor of Science(BSc) Paramedic Students Information
BSc Paramedic Science students attending Glasgow Caledonian University are supported in their learning through the provision of various NHS GGC placement experiences. If you are allocated to support a Paramedic student, please refer to the following resources.
Information is provided about the role of the modern paramedic, learning outcomes and opportunities/experiences that students can be supported to undertake in the different practice learning environments.
Click here to return to Practice Education’s homepage.
What is an Operating Department Practitioner (ODP)?
Operating Department Practitioners (ODPs) are registered health care professionals who contribute to safe and effective person-centred care during the three perioperative phases. As an ODP you will provide skilled care to patients before, during and after their operation or surgical procedure.
To find out more about the role and career pathways visit the ODP page on the TURAS website ODP – TURAS.
How do I become an Operating Department Practitioner (ODP)?
To become an ODP you have to undertake the Bachelor of Science (BSc) Operating Department Practitioner Graduate Apprenticeship consisting of a three year full time programme delivered in partnership with the University of the West of Scotland (UWS). The programme includes online training and practice placements, where you will progressively gain clinical experience.
For information on the programme structure and academic entry requirements please visit the UWS website.
How do I apply?
Applications are via the NHS Scotland Jobs Website NHS Scotland Jobs.
Applications only open once a year in the spring, with the programme starting in September.
On successful completion of the course, students are eligible to apply for registration with the Health and Care Professions Council (HCPC) as a registered Operating Department Practitioner.
To find out more about the HCPC and their role in maintaining standards for the education, training and practice of their registrants Visit HCPC.
It is a requirement of NHSGGC that newly qualified ODPs undertake the Flying Start programme. This requires completion within the first 12 months of practice. For information of the Flying Start programme please visit Flying Start.
Click here to return to Practice Education’s homepage.
About Practice Education
We are registered professionals with backgrounds in fields of nursing and midwifery and our team is comprised of Practice Education Facilitators (PEFs) and Care Home Education Facilitators (CHEFs), who bring a wealth of experience and dedication to supporting the workforce. Our service is primarily focused on making positive impacts on the experiences and outcomes of patients and those who access our health and care services. These impacts are achieved through providing education and learning support for nurses, midwives, and their support workers across the Career Framework for Health, enabling them to deliver evidence-informed care that is safe, person-centred and effective.
Practice Educators are nurses and midwives who are employed by NHS Education for Scotland (NES) and hosted nationally within territorial boards. NHS Greater Glasgow and Clyde (NHSGGC), currently has two whole time equivalent Practice Educators who are part of the wider corporate practice education team.
The Practice Educators aim is to assist the nursing and midwifery workforce with professional learning and development by supporting collaboration, innovation, and inclusive learning.
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