Agenda for Change
Pay Journey Tool
Details regarding the Agenda for Change Pay Reform (May 2019) can be found via the link below:
STAC (Scottish Terms and Conditions) Committee Update on Agenda for Change pay reform (May 2019).
TOIL (Time Off In Lieu) Update
As part of the three year Agenda for Change pay deal agreed in 2018, NHS Scotland Employers and Staff Side also agreed to develop guidance around the use the Time Off In Lieu (TOIL), further to the provision set out in Section 3 of the Agenda for Change Handbook.
Please find attached the following new NHS Scotland Circular:
All information regarding Agenda for Change is available on the below link:
Medical and Dental
Click the link below for access to the terms and conditions of service for the appropriate grades of doctor/dentist. These links take you to the Management Steering Group’s website, where information on nationally agreed payscales, terms and conditions is regularly updated
Contract Variation
Letter template used to confirm details of any variation of contract:
Please contact the HR Support & Advice Unit should you wish to clarify any aspects of applying this template.
Executive and Senior Managers
Click the link below for access to the terms and conditions of service for senior and executive managers. These links take you to the Management Steering Group’s website, where information on nationally agreed payscales, terms and conditions is regularly updated.
Job Evaluation
Scottish Public Pensions Agency
Scottish Public Pensions Agency (SPPA) administers pensions on behalf of the Scottish Government for employees of the National Health Service in Scotland as well as Teachers, the Police and Firefighters.
If you would like further information on your pension please contact SPPA directly on 01896 893 000 or alternatively their website provides extensive guidance (link above).
Recent Updates
Scottish Public Pensions Agency – Changes to our Retirement Application Forms February 2022
Based on feedback from you, we have made some changes to our retirement forms, modifying the NHS RET form into two separate forms, one for Practitioner members called the PRAC:RET and one for all other NHS workers called the NHS:RET.
This process will make things simpler for you, allowing a smoother process from application to calculation.
PRAC:RET Form
The new Practitioner retirement form should be used by any member that has held Practitioner service at any time during their career.
The PRAC:RET form has undergone cosmetic changes and the priority of the Practitioner elements have been re-ordered. Further explanations have been added regarding Practitioner terminology, to make filling in the form easier.
NHS Scotland Staff Pension Policy on Recycling Employers Contribution (REC)
The Scottish Government has introduced a new Policy to introduce an option for employees who are current or deferred members of the NHS Pension Scheme. The Scottish Government and NHS Scotland recognise that a number of employees are disproportionately impacted by additional tax charges and may find their future benefits are affected. This is because employees are or may be affected by the Annual Allowance (AA).
In light of this, this new Policy allows a flexible approach through the introduction of a Recycling Employers Contributions (REC Payment) scheme that will allow those employees who believe they may be impacted by the AA tax charge an alternative option to their current NHS pension arrangement. The scheme is time limited until 31st March 2023 and applications should be submitted no later than 28th February 2023.
To apply to the Scheme you should complete the application at the link below, and submit this with all required documentation to RECPayment@ggc.scot.nhs.uk. If you have any specific queries in relation to this, please contact us through this email address.
Neither NHS Greater Glasgow and Clyde nor SPPA can provide financial advice, therefore employees who believe they may be impacted by the AA tax charge are encouraged to seek independent financial advice prior to applying for the REC payment.
NHS Pension Scheme – 2015 Remedy (McCloud Sargeant)
The 2015 Remedy is the term used for the pension scheme changes announced by the UK government. This was in response to the 2018 Court of Appeal ruling that found the pension scheme reforms introduced on 1 April 2015 discriminated against younger members of the legacy schemes.
As part of your personal retirement planning you may have considered how the 2015 Remedy affects you. To provide clarity on this area, NHS Staff Benefits have produced a short information video outlining the 2015 Pension Reforms and addressing questions regarding tax free sums and pension information post April 2022. Supporting the video are 2015 Remedy Scheme Frequently Asked Questions which can be found on the Scottish Public Pensions Agency website.
Links to the resources can be found below:
- Web: 2015 Remedy FAQs – NHS | SPPA (pensions.gov.scot)
- Web: 2021/03 NHS Circular Pension Remedy Project Consultation Response
- Video: The McCloud Sargeant Case and the 2015 Remedy: NHS Staff Benefits
SPPA NHS Pensions Scheme – Quick Links
Returning to work in NHSGGC after voluntary retirement
If you wish to keep working with NHSGGC after retirement on a part or full time basis you can find NHSGGC guidance here: Guidance on Voluntary Retirement and Re-Employment.
Advice can be discussed by contacting the NHSGGC HR Support and Advice Enquiry Team on 0141 278 2700 option 2.
Planning to retire
Full information on the NHS Pensions Schemes is available on the SPPA Web Page. This page provides links to information on:
- About NHS Pensions
- Your memebrship
- Retiring from the NHS
- Receiving your pension
- Scheme governance and legislation
- NHS Factors
- NHS Forms
- Pensions Tax Lesgislation
- 2015 Remedy and NHS FAQs
You can find quick links below to selected areas on the SPPA web page. This follows feedback from NHSGGC staff identifying the most frequently requested information.
About NHS Pensions:
- https://pensions.gov.scot/nhs/about-nhs-pensions/nhs-pension-scheme-2015
- https://pensions.gov.scot/nhs/about-nhs-pensions/2008-section
- https://pensions.gov.scot/nhs/about-nhs-pensions/1995-section
Your Pension Scheme Membership
This section covers information on the following areas and can be accessed by going to Government Pensions Information webpage.
- Scheme Overview
- Joining the Scheme
- Your Contributions
- Special Class Members and Mental Health Officers
- Medical and Dental Practitioners
- Part-time Employees
- Divorce
- Industrial Action
- Parental Leave
- Career Break
- Ill Health
- Full and Tapered Protection
- Opting-out or Leaving the NHS
- Rejoining the Scheme
- NHS Injury Benefits
- Death and Family Benefits
- Protection of Pay and Voluntary Protection of Pay
Pension calculators; This sections provides the following calculators which can be assessed from the page link here.
All calculators are based on Microsoft Office Excel:
- NHS Pension Calculator
- Pension Lump Sum Calculator
- Additional Pension Calculator
- Preserved Benefits Estimate Calculator
Pension estimates and annual benefit statements; Your annual benefit statement estimates your pension benefits accrued up to the end of the most recent financial year based on your pensionable service and / or salary details as confirmed by your employer. Information on how to access to your statement and other information can be found here.
Please note that not all information on the SSPA NHS Pensions Scheme page is included in this quick links page. Full information can be found by navigating from the SSPA home page to ensure you have all the information your require for your unique pension circumstances.
Working and Retirement Options under the NHS Pension 1995 Scheme
You may be a member of the NHS Superannuation Scheme approaching a point in your career where you are unsure of the financial options available to you regarding the continuation of work or making a decision to retire.
By registering on a Pre-Retirement Financial Awareness event you can receive information relating to scheme decisions and relevant Independent Financial Advice. For information and access to an even, please visit Pre-retirement Financial Awareness – NHSGGC
The pre-retirement financial awareness event has been designed to equip you with information and tools prior to submitting your forms to SPPA via your line manager and payroll. During the course we will discuss wider retirement related topics with a focus on financial issues. The workshop provides the opportunity to seek free independent financial advice from Poise Financial Planning Ltd (no obligation consultation on request)*
*Disclaimer: NHS Staff Benefits in association with Poise Financial Planning Ltd are responsible for financial advice not your employer, in accordance with the Financial Conduct Authority’s regulations. Your employer cannot recommend Poise Financial Planning Ltd but we can confirm they are registered with and regulated by the Financial Conduct Authority to give independent financial advice.
Changes to Disclosure Scotland (April 2025)
From April 2025, the law around the Protecting Vulnerable Groups (PVG) scheme has changed. These changes mean that more roles will now be legally classed as “regulated work.” As a result, some staff who haven’t needed PVG membership before will now need to join the scheme.
Why this matters
The PVG scheme helps ensure people working with vulnerable groups (protected adults and/or children) don’t have a known history of harmful behaviour. The changes are part of wider updates to disclosure legislation being rolled out by Disclosure Scotland.
All staff in regulated roles were required to be PVG members, or have submitted their application, by 30 June 2025. Employees who have not yet submitted their application must do so by Sunday 10 August 2025.
Failure to apply by this date, without valid extenuating circumstances, will lead to a formal investigation under the NHS Scotland Workforce Investigation Policy. Further information regarding this is available via July 2025 – PVG Update and August 2025 – PVG Update.
More information
You can read more about the PVG changes on the Disclosure Scotland website.
Information webinars
A series of 30-minute webinars were delivered to staff and line managers throughout April and May. These sessions provided an overview of the changes being made to the PVG Scheme and to allow line managers to ask any additional questions.
A copy of the slides used within the webinar can be accessed and reviewed.
Update: Friday 09 May 2025
Disclosure Scotland have released specific guidance for the health sector. This includes information about changes to the disclosure system and the PVG scheme.
This guidance should be used alongside Schedule 2 and Schedule 3 of the Protection of Vulnerable Groups (Scotland) Act 2007 (the PVG Act) and the following guidance produced by Disclosure Scotland:
Frequently Asked Questions
The series of Frequently Asked Questions will be expanded as further common questions arise.
If you are unable to find the answer to your question, you can contact the HR Support & Advice Unit or your Staff Side representative for further guidance and support.
How do I know if I am working in a ‘Regulated Role’
The Recruitment Service will write to all staff who will be affected by these changes.
Disclosure Scotland have produced an online guidance tool and specific guidance for the health sector, which NHSGGC will use to help us determine if a role needs PVG Scheme membership. If we are unsure, we will contact Disclosure Scotland for further guidance.
In summary, ‘regulated roles’ within NHSGGC predominantly fall into one of the following categories:
- Individuals providing direct care to vulnerable groups.
- Individuals who have contact* with vulnerable groups as part of their role.
- Individuals who work in a hospital,** and have the opportunity for unsupervised contact* with vulnerable groups.
- Individuals who are managers or supervisors of somebody working in a regulated role.
Definitions
* Contact refers to: physical contact; visual communication; written communication; verbal communication; or having power and influence over an individual (i.e. making operational or strategic decisions that could impact a number of children or protected adults).
** Hospital refers to: clinics; health centres; treatment centres; care facilities; mental health units; community hospitals; and ‘any other premises used for the reception, treatment or care of persons suffering from illness, or for preventive medicine or medical research’.
I am already a PVG Scheme member connected with NHSGGC, do I need to do another one?
Disclosure Scotland provides NHSGGC with a list of individuals whose PVG Scheme membership is connected to NHSGGC (known as an ‘interested party’). HR will review this list and contact you if further action is required.
I am already a PVG Scheme member with another organisation, do I have to do another one?
Some individuals may already be a PVG Scheme member with another organisation. However you will need to undertake a further application to allow NHSGGC to become an ‘interested party’ in your PVG membership .
How do I apply for PVG when I’m contacted?
You’ll receive clear instructions from the Recruitment Service, including how to complete your application and what ID to provide.
Do I have to pay for PVG Scheme membership
No. The cost of your PVG membership will be paid by NHSGGC. This applies if you are joining the PVG Scheme for the first time, or if you are applying for NHSGGC to be listed as an interested party in your membership.
What happens when my PVG certificate is shared with NHSGGC
Disclosure Scotland will decide what information to share with NHSGGC.
- If your PVG Scheme membership is returned with no information recorded on it, the details of your certificate will be logged on the HR system and there will be no further action required.
- If your PVG Scheme membership is returned with details of your criminal history recorded on it, your certificate will be reviewed and risk-assessed by a small panel consisting of HR, staff side and management. The panel will consider multiple factors including:
- the nature of the conviction(s)
- when the conviction(s) occurred
- the impact on your role(s) within NHSGGC
I am concerned what my criminal history will show.
If you have a criminal record, it doesn’t automatically mean you can’t work in a role that requires PVG membership. Disclosure Scotland will assess whether any information on your record is relevant to the type of work you do. Many people with past convictions are still able to work with vulnerable groups.
Only certain types of offences will affect PVG membership. Disclosure Scotland considers:
- The nature and seriousness of the offence
- How long ago it happened
- Whether it’s relevant to the role
- Whether there’s a pattern of behaviour
If your application raises concerns, Disclosure Scotland will contact you and give you a chance to respond before any final decision is made.
If you’re worried, you can speak in confidence with HR or your staff side representative.
What if I don’t want to join the PVG scheme?
If your role legally requires PVG membership and you choose not to join, you may not be able to continue in your post from 01 July 2025.
What if I do not submit my PVG application by 30 June 2025
The law makes it clear that individuals must have submitted their PVG Scheme application by 30 June 2025. If your role legally requires PVG membership and you have not submitted your application by 30 June 2025, you may not be able to continue in your post from 01 July 2025.
Will my employment be affected by something on my criminal record?
Not necessarily. Many people with previous convictions can still work in regulated roles. Disclosure Scotland assesses the relevance and seriousness of any information before deciding. If there are concerns, you’ll be contacted and given a chance to respond.
What ID do I have to send to the NHSGGC Recruitment Service
You must provide ID which confirms your full name, date of birth and current address. This can be a single document, or a combination of documents. Acceptable documents include:
- Passport (any current and valid passport)
- Biometric residence permit
- Current driving licence photocard – (full or provisional)
- Birth certificate
- Adoption certificate (issued within UK and Channel Islands)
- Marriage/civil partnership certificate (issued within UK and Channel Islands)
- Immigration document, visa, or work permit
- HM Forces ID card
- Firearms licence
- Mortgage statement (issued in last 12 months)
- Bank or building society statement (issued in last 3 months)
- Bank or building society account opening confirmation letter (issued in last 3 months)
- Credit card statement (issued in last 3 months)
- Financial statement, for example pension or endowment (issued in last 12 months)
- P45 or P60 statement (issued in last 12 months)
- Council Tax statement (issued in last 12 months)
- Utility bill (not mobile telephone bill) (issued in last 3 months)
- Benefit statement, for example Child Benefit, pension (issued in last 3 months)
- Central or local government, government agency, or local council document giving entitlement, for example from the Department for Work and Pensions, the Employment Service, HMRC (issued in last 3 months)
- Irish Passport Card
- Cards carrying the PASS accreditation logo (must still be valid)
- Letter from head teacher or college principal (for 16 to 19 year olds in full time education – only used in exceptional circumstances if other documents cannot be provided)
I have been sent an application form by Disclosure Scotland but the link has ‘expired’
The link to complete your Disclosure Scotland application is time-limited to 14 days.
If the link has expired, you will need to contact ggc.pvg.recruitment@nhs.scot who will need to withdraw your current application and start a new one. It is important you follow the instructions provided, and complete your application within 14 days of receiving your link to complete the application form.
I do not have a work or personal email address. What do I do?
Disclosure Scotland applications are usually completed online and need a valid email address – this can be your work email address (if you have been supplied one), or a personal one. If you don’t have an email address, contact ggc.pvg.recruitment@nhs.scot. They can support you to set one up or, where necessary, request a paper-based application.
Paper forms are available but not recommended, as they take longer and can delay the outcome.
Will be data be handled securely?
In addition to the NHSGGC security and data handling policies, your data will be handled by the NHSGGC Recruitment Service, in line with the agreed Data Protection Impact Assessment. The Recruitment Team are trained in handling sensitive information, with clear lines of escalation where it is required.
If you have any concerns with how your data is being handled with this exercise, you should contact ggc.pvg.recruitment@nhs.scot in the first instance, who will escalate your concerns to the appropriate person/team.
Internal Facilities Staff Bank
For the initial implementation, internal Facilities staff are able to join the Facilities Staff Bank within their current location and role. For example, a Domestic at QUEH could only undertake Bank Domestic shifts at QUEH. This is planned to be further expanded in February 2026 to support employees apply for any Facilities Staff Bank role on different sites.
All internal Facilities staff, whether joining the Facilities Staff Bank or not, will still be offered the same levels of excess/ overtime hours as per current arrangements. Any remaining unfilled shifts would then be offered via the Facilities Staff Bank. This will be monitored monthly through the use of workforce data regarding bank, excess, and overtime usage within Facilities departments. Furthermore, the Staff Bank booking system also allows reporting functions.
Internal Facilities staff can personally decide whether they wish to undertake any additional hours as a Bank shift or as per the existing excess/ overtime arrangements. Any internal Facilities employees wishing to join the Facilities Staff Bank will do so with the understanding that Bank shifts cannot be guaranteed, and it is the employee’s responsibility to access the Bank booking system to book any available Bank shifts.
In order to apply to join the Facilities Staff Bank a short application form is required to be completed, confirming your personal details. Your line manager will also be asked to complete an internal Facilities Staff Bank reference request. The advert to apply to join the Facilities Staff Bank will be live from Monday 3rd November 2025, and can be accessed via the following link
https://apply.jobs.scot.nhs.uk/Job/JobDetail?isPreview=Yes&jobid=230640&advert=external
FAQs
Q1. What is a Facilities Staff Bank and when will it commence?
A project group was established, in partnership, to explore the implementation of an NHS Greater Glasgow & Clyde Facilities Bank which will assist with filling both planned and immediate shortfalls in staffing levels on a daily basis.
Utilising the Board’s existing Staff Bank and expanding this to include Facilities employees would allow for Facilities services to plan staffing levels for periods of increased activity and to provide adequate service cover.
The Facilities Staff Bank will be implemented from November 2025 and will cover the following disciplines within Facilities:-
Band 2 Domestic Services
Band 2 Catering Services
Band 2 Portering Services
Internal Facilities staff can personally decide whether they wish to undertake any additional hours as a Bank shift or as per the existing excess/ overtime arrangements. Existing Facilities staff will still be offered the same levels of excess/ overtime hours to ensure there is no detriment, and as per current arrangements. Any remaining unfilled shifts would then be offered via the Facilities Staff Bank.
Q2. Who can apply for the Facilities Staff Bank?
Currently, the Facilities Staff Bank is open to internal Facilities staff and external candidates (not working in NHS Greater Glasgow and Clyde). This will be further expanded in February 2026 for all NHS Greater Glasgow and Clyde to apply to join the Facilities Staff Bank.
Due to the scale of the project, an incremental approach has been agreed upon by the Facilities Staff Bank Project Group, which is as follows:
Phase 1
October 2025
Internal Facilities staff are able to join the Facilities Staff Bank within their current location and role. For example, a Domestic at QUEH could only undertake Bank Domestic shifts at QUEH.
Phase 2
February 2026
Internal Facilities staff are able to join the Facilities Staff Bank for all Facilities sites.
All GGC staff are able to join the Facilities Staff Bank
Q3. What if I currently work regular excess and/ or overtime hours?
There will be no change to existing Facilities staff who currently undertake regular excess and/ or overtime hours. Any available additional hours will continue to be offered to Facilities staff who currently undertake regular excess and/ or overtime hours. Only shifts not covered by excess and overtime hours will be progressed as a Facilities Bank shift.
Q4. How do I apply for the Facilities Staff Bank?
Facilities staff that hold a permanent post within NHS Greater Glasgow and Clyde are permitted to join the Facilities Staff Bank through the internal application process.
This is on the basis that as bank workers you are fully supported by your substantive line manager in delivering high standards of care to patients within the Facilities bank role. Before completing and signing the reference managers acting as your sponsor should consider your suitability to undertake Facilities bank work i.e. relevant mandatory training and competency.
Please use the link below or scan the QR code to access the internal Facilities advert:
https://apply.jobs.scot.nhs.uk/Job/JobDetail?isPreview=Yes&jobid=230640&advert=external
Q5. Do you receive annual leave for working on the Facilities Bank?
Yes, you accrue annual leave hours whilst working on the Bank. Annual leave can be requested by email to the Facilities Bank Contact Centre.
Bank annual leave is accrued at a 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.
Q6. What do you get paid for a Bank shift?
As the Facilities Staff Bank posts are Band 2, you will be paid the same hourly rates depending on what point of the pay scale you are placed on.
For example, if you are currently at the bottom of the Band 2 salary (£25,694 per year/ £13.31 per hour) then this will be your salary for the Facilities Staff Bank post. Or, if you are at the top of the Band 2 salary (£27,900 per year/ £14.46 per hour), then this will be your salary for the Facilities Staff Bank post.
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.
All time on Saturday (midnight to midnight) and any weekday after 8 pm and before 6 am
All time on Sundays and Public Holidays (midnight to midnight)
Time plus 44%
Time plus 88%
Q7. What are the differences in working a Bank shift compared to working excess or overtime hours?
There is a single harmonised rate of time-and–a-half for all overtime, with the exception of work on general public holidays, which will be paid at double time.
Part-time employees will receive payments for the additional hours at plain time rates until their hours exceed standard hours of 37 hours a week.
All excess and overtime hours are paid on a monthly basis.
All bank shifts are paid at plain time plus any unsocial hours enhancement, should it apply. Overtime rates do not apply for Bank shifts even if you work in excess of 37 hours per week.
All bank hours are paid on a weekly basis.
Q9. If I join the Facilities Staff Bank, does my payroll number change?
A post with the Staff Bank is considered a second job, and therefore, you will retain your existing payroll number for your substantive role, and you will be assigned a new payroll number for your Facilities bank role.
Furthermore, you will also receive the terms and conditions of employment for your Facilities bank role.
Q10. Are there any tax implications if I join the Facilities Staff Bank?
A post with the Staff Bank is considered a second job and can increase your overall tax liability, but understanding how to manage your personal allowance and tax codes can help you minimise any impacts. Further information is available via: Tell HMRC if you have a new job or more than one job – GOV.UK
Q11. I am on the Nursing Staff Bank as a Healthcare Support Worker. Can I also join the Facilities Staff Bank?
Yes, if you are registered on the Nursing Staff Bank as a Healthcare Support Worker you can also join the Facilities Staff Bank. However, as the initial 3 months of the Facilities Staff Bank implementation is for internal Facilities staff to work in their own role in their own area this will result in only being able to book Healthcare Support Worker bank shifts for your own hospital site.
After the initial 3 months of the Facilities Staff Bank implementation, internal Facilities staff with then have the option to book shifts on other sites and for other Facilities roles. At this point, you will also be able to book Healthcare Support Worker shifts for all areas if you have previously registered for this Staff Bank.
Q12. Do I need to undertake any additional training to join the Facilities Staff Bank?
If you are working in the same role on the same site for a bank shift, then you do not require any additional training.
If you wish to work in a different role and/ or a different site for a bank shift, then you will need to undergo training and induction for that role/ site.
Q13. How do I book a Facilities bank shift?
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.
Q14. Can I change a booked shift for another shift elsewhere?
No, once you have committed to a shift the Staffbanks expectation is that you complete the booked shift.
Q15. Can I refuse to move wards/site from the ward/site I was originally booked for?
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.
Q16. What happens if I need to cancel my shift?
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.
Q17. I am a member of Scottish Public Pension Agency (SPPA). What are the pension implications?
If your substantive post is full time 37 hours (36 from 01.04.26) the maximum contributions an employee can pay is on 37 hours, therefore any Bank post is exempt from SPPA contributions. Or, if your substantive post is less than full time, the hours worked up to the equivalent of 1929 per annum (1877 from 01.04.2026) would attract SPPA contributions.
The auto enrolment for SPPA is activated with all contracts within NHS Scotland. Therefore, if you wish to opt out you must complete the opt out form, even if you have already completed one for your substantive role. NHS_Opt_Out_Form | SPPA