This page brings together newsletter editions for this sector, with updates, staff stories and practical information from across local services. Browse the latest issue or download previous editions below.
Our sector newsletters bring together the latest staff news, service updates and good news stories from across our services in one place. Each edition is available as a downloadable PDF, making it easier to read the latest issue and look back at previous editions.
Partnership working is fundamental to NHSGGC, this course aims to build confidence and capability in effective partnership working for all NHSGGC staff, especially managers and staff side reps.
By the end of the course delegates will be able to:
All NHSGGC staff including any managers, supervisors and staff side reps.
Duration: 2.5 Hours
Wednesday 19th August 2026, 1.00 pm – 3.30 pm via MS Teams
Wednesday 21st October 2026, 1.00 pm – 3.30 pm via MS Teams
Wednesday 2nd December 2026, 1.00 pm – 3.30 pm via MS Teams
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner self-service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Guidance on how to search for Learning and Development on eESS OLM can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via eESS Login (scot.nhs.uk)
If you need any information on specific course content, the venue or booking process, please do not hesitate to contact Learning and Education Support Team on 0141 278 2700 (Option 3).
NHS Greater Glasgow and Clyde is moving to a new digital dental charting system. The system, called SALUD, is being introduced across Glasgow Dental Hospital and School.
This will replace the current paper-based dental charting and clinical documentation.
SALUD will:
Clinical documentation will move from paper to digital, and workflows may change slightly depending on your role/specialty.
Full training will be provided ahead of go‑live, with support available during and after implementation.
Dates are still being finalised. Current timelines are as follows:
Check out our Frequently Asked Questions below, and more resources and training opportunities are coming soon.
Nothing at this stage – just be aware that the change is coming.
You will receive training information, further updates and details of how to prepare over the coming months.
SALUD is a digital dental charting system that allows clinicians to record patient information electronically, replacing paper-based records.
SALUD will improve:
No.
We are currently working towards:
These dates are indicative and will be confirmed closer to implementation.
Yes – all users will receive training appropriate to their role before go‑live.
More information on training sessions will be shared shortly.
Training is expected to include:
Yes. There will be:
No immediate action is required.
Further instructions – including training and system access – will be shared in advance.
Supporting the development of your staff is an essential part of your role. It ensures your team members have the competence and confidence to provide the best possible service. This learning resource explores how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
The resource has 2 core elements and links to a wider learning pathway.
Any Manager or KSF Reviewer in NHS Greater Glasgow and Clyde who has responsibility for managing or reviewing NHSGGC staff in their teams. This includes Managers and KSF Reviewers employed in integrated Health and Social Care Partnerships who are not directly employed by NHSGGC and require to support NHS staff with their KSF PDP&R.
For Reviewers/ Managers who are attending the Virtual Sessions within this resource, there are some pre-requisites prior to attending. They should:
To book a place on the course, please use the eESS Login (scot.nhs.uk) Learner Self-Service facility. From the Learner Home page, enter the course name in the box at the top of the page to see all available dates. You can also use keywords to search for courses. Remember to have your eESS user id and password available to access the system.
Thursday 11th June 2026, 9.30 am – 11.00 am (MS Teams) – Fully Booked
Wednesday 1st July 2026, 9.30 am – 11.00 am (MS Teams) – Fully Booked
Tuesday 4th August 2026, 1.30 pm – 3.00 pm (MS Teams)
Monday 7th September 2026, 11.00 am – 12.30 pm (MS Teams)
Monday 19th October 2026, 1.30 pm – 3.00 pm (MS Teams)
You will receive detailed joining instructions on how to access the on-line session. Please be ready to log-in at least 5 minutes before the start time.
Please note booking for each session will close 1 week before the course date to allow time for joining instructions to be sent to delegates.
Guidance on how to search for Learning and Development on eESS can be found here:
Full access to all Standard Operating Procedures and e-learning videos is available via Login (scot.nhs.uk).
If you have any queries around the KSF PDP&R process, please contact the Learning and Education Support team on 0141 278 2700 option 3.
The guidance below outlines the steps that we can all take when we are concerned that a staff member has thoughts of suicide.
Ask clearly and directly “Are you having thoughts about suicide?”
Yes – go to Help them tell their story
No – go to Discuss their wellbeing
Help the staff member tell their story about suicide. Listen and provide patient, compassionate support. Next, Ask about a suicide plan.
Ask clearly, “Do you have a suicide plan?”
Yes – go to Will they act now?
No – go to Connect and signpost
If the staff member says that they have a suicide plan then establish whether they have timescales, means and access to these. Ask are they planning to act now?
Yes – go to Contact Emergency Services
No – go to Disable future suicide plans
Arrange further check-ins to meet the staff member to ensure they feel supported. If you are not their manager, encourage them to speak to their manager so they can support them. If they do not want to do this, you may offer to do this on their behalf if they give permission. This can have a very big positive impact on the person and help them feel cared for.
Suicide prevention training is available:
For more information on training only, contact Larry Callary at larry.callary@nhs.scot or call 07811 529 620.
The Personal Development Planning and Review Process (PDP&R) is a key part of our commitment to support the development of staff throughout their careers with NHSGGC. It’s designed to be a meaningful, Person Centred dialogue between staff and their reviewer, which can support engagement, health and wellbeing, and patient/service user outcomes. The PDP&R process encourages reflection and feedback, enables staff to be clear about what’s expected of them through agreed objectives and provides an opportunity to identify and review development needs and supports required for their current role and future career aspirations.
The Once for Scotland PDP&R Policy sets out a unified approach that applies to all employees, regardless of role or the specific PDP&R process/recording tool they use. It reinforces the importance of high quality PDP&R conversations starting from induction onwards, ensuring all staff are appropriately trained and developed in line with the Staff Governance Standard.
For Agenda for Change Staff, the Knowledge and Skills Framework (KSF) underpins this and TURAS Appraisal is the electronic tool used to support the process and record the outcomes from it.
We have a ongoing programme of Collaborative Conversations – which is your chance to help shape the future of learning within NHSGGC by sharing your experiences of PDP & Review, how Protected Learning Time is used and support for career development. Details of the next collaborative conversation sessions are being finalised, however you can contribute via our: Feedback Form
The resources below are designed to assist staff and managers to have meaningful PDP&R conversations and to record the outcomes effectively on TURAS Appraisal.
An important part of the PDP&R process is the conversation between reviewer and reviewee. The annual review provides an opportunity to build on the regular conversations that you have with your team throughout the year. This Guide for Managers/Reviewers gives information on the process, your responsibilities and how to get the most out of it.
The information below forms part of a Learning Pathway which details a range of resources to help you prepare for and conduct effective PDP & Review discussions with staff and ensure they are recorded on TURAS Appraisal.
Supporting the development of your staff is an essential part of your role. It ensures that your team members develop their competence and confidence in order to provide the best possible service. This learning resource explores underpinning values, tools and techniques to support continuing development and how to maximise the effectiveness of the KSF Personal Development Planning and Review process for your staff team. It’s focused on the PDP & Review (TURAS Appraisal) process used by Agenda for Change staff.
Find out more about how the PDP & Review process is helping staff in NHSGGC.
An important part of the PDP&R process is the conversation between the reviewer and the member of staff (the reviewee). The annual review provides an opportunity to build on the regular conversations about performance and development that you have had with your manager/reviewer throughout the year. This Guide for Employees gives information about the process, your responsibilities and how to get the most out of it.
There are a range of resources detailed within the Learning Pathway to help you prepare for and participate in effective PDP and review discussions with your reviewer and record these on TURAS Appraisal.
Find out more about how the PDP & Review process is helping staff in NHSGGC.
You can usually reset your password for TURAS Appraisal quickly and easily yourself, without any need to contact the Learning and Education support team.
Simply follow the steps below:
Click on the ‘Forgot your password?’ link.
Add email address and click ‘Send verification code’
A code will then be emailed to the address you gave. Please leave the TURAS page opened until the code arrives, then copy and past it into the ‘Verification code’ section and click ‘Verify code’ and then ‘Continue’.
This then allows the password to be reset
To add staff to a Managers page on TURAS Appraisal, please complete the Turas Staff List Template and submit to the Learning and Education Support Team via the HR ServiceNow Portal. This should be done for new staff or when staff move to another department.
If the member of staff is leaving NHSGGC completely – no action is required. Once terminated from the Payroll system they will automatically be removed from manager’s list on TURAS Appraisal.
TURAS Appraisal is the recording tool for the KSF Personal Development Planning and Review (PDP & R) process and is designed to be used throughout the year to support your ongoing development in line with your job role, service requirements and career aspirations.
Last Updated 27th April 2026
When your login is a valid e-mail address and you don’t know your password, you can reset it using the “Forgotten your Password?” link on the sign in page.
This quick guide gives information on the process for new staff. If you are a new user and you don’t have a username or password, please speak to your line manager who will contact Learning and Education to get you added to their TURAS Appraisal managers page and arrange for you to get a username (which must be a valid e-mail address). You login using this and set your own password using the ‘Forgotten Password’ link.
You can’t add TURAS Appraisal into an existing TURAS account yourself. If you contact the Learning and Education Support Team via NHS Service Now or call 0141 278 2700 option3 they will confirm login details for your TURAS Appraisal account. You can continue with separate login details for your different TURAS applications or L&E Support will advise how you can get the National Digital Team to merge your accounts so that you have the one login for all TURAS applications.
The L&E support team can no longer reset/issue temporary passwords for this. You will need to provide L&E Support with a valid e-mail address and they will change your login to this so that you can use the ‘Forgotten password’ link to reset it and access your TURAS Appraisal account. This can be an NHS or personal e-mail address.
To add staff to your Turas Appraisal account please complete the Staff List Template and send this to Learning and Education Support Unit via NHS Service Now. The form has to be completed by the manager/PA only, not the staff member. Only new or missing staff are to be added to the form, existing staff members should not be put on. If staff do not have login details, a valid e-mail address must be included for them on the form – (if staff do not have an NHS e-mail address, a personal e-mail address can be used). The Staff List Template should also be completed when staff move between services.
If staff have left NHSGGC completely, they will automatically be removed from our TURAS Appraisal system – no action is required.
You should meet with the staff member and complete their review before they stop working with you. Its an opportunity for you both to reflect back prior to them stopping and then sign the review off. The manager in their new post would then start the process again, agreeing objectives and learning needs as part of their induction.
If a member of staff returns from long term leave, a good quality conversation will support their return to work and restart the process reflecting objectives and learning to assist their return.
You can easily do this from your managers page.
See the user guide for instructions: How to Assign KSF Post Outlines and Reviewers to Staff
You can easily do this from your managers page. See the user guide for instructions: How to Assign KSF Post Outlines and Reviewers to Staff
The information relating to your previous posts is still visible to you however if you had staff assigned to you this will need to be updated. This quick guide gives information on what you need to do.
TURAS Appraisal now has live Team Progress Dashboards. Both managers and reviewers will be able to view live information for the staff that they have assigned to them on TURAS Appraisal including the compliance percentage of signed off reviews, status of reviews, information on PDPs, objectives and also a to do list where there are outstanding actions. Users guides below:
Three National Workstreams have been established: 1) Core Training & Training Passport, 2) System modifications and 3) Measures. There is a working group at Board level in NHSGGC which links into these and takes forward the work. Further information is available on the Protected Learning Time Sharepoint page.
To help you use and navigate TURAS Appraisal we have provided the following “How to” guides along with some other information:
The guide below provides you with information about what to record on TURAS Appraisal and when you should record it: What to record and when.
Reports are available from the Team Progress Dashboard on your TURAS Appraisal account. If you have manager or Reviewer access to the system and have staff assigned to your account you will automatically have access to the dashboard.
The Team Progress report will give you live information on compliance rate for your team with regards to reviews, PDPs and objectives. It also has a to do list to alert you if any actions are required.
Approved KSF Outlines in NHSGGC
This link will provide you with information on all KSF post outlines for NHSGGC staff. You will be able to view the title, pay band, all dimensions and levels included in the KSF post outline.
It does not included the level descriptions but you will find these in the documents below and also in the KSF handbook.
Occasionally there may be a KSF Post Outline on the spreadsheet that will not be on TURAS Appraisal. This is because on the day e-KSF was decommissioned the KSF Post Outline was not assigned to any members of staff, only KSF Post Outlines in use were migrated to TURAS Appraisal.
Please supply your GGC payroll number when you contact the team.
Category winners.
Mikey has truly shone this year through his positivity, hard work and genuine commitment to improving the MSK Physiotherapy service.
He played a key role in a major service objective, bringing fresh ideas, supporting colleagues and volunteering for tasks that went far beyond expectations.
What really set him apart was his leadership in creating an engaging patient video — something completely outside his usual role — which he planned, scripted and delivered with enthusiasm and professionalism.
His energy brought the whole team together, and the impact of his work is already helping patients feel better informed and more connected.
His drive, creativity and willingness to go the extra mile have made a real difference to colleagues, the service and the patients we support.
The award was accepted by Suzanne Waters, MSK Physiotherapist, on Mikey’s behalf.
The Crosslet and Queens Quay Catering Teams have transformed mealtimes through creativity, passion and a real drive to make life better for the Care Home residents.
Their innovative approach to nutritious, enjoyable food has earned them national recognition, including becoming the first Care Homes in Scotland to achieve the Food for Life Bronze Award. Always thinking differently, they have introduced new ways to support health and wellbeing — from tailored menus to projects that reduce reliance on costly supplements, whilst improving residents’ outcomes.
Their themed events, celebrations and genuine care bring joy, comfort and connection to daily life. Through their imagination and commitment, the teams have made a lasting difference to quality of care, resident wellbeing and the way resources are used across both homes.
Derek has brought truly outstanding leadership to the Glenarn Ward, Dumbarton Joint Hospital.
In just 18 months, he has created a warm, person‑centred culture where patients, carers and staff all feel valued and supported, and this was reflected in a recent Clinical Care Assurance Tool score of 100%.
His calm, compassionate approach has transformed everyday care and strengthened relationships, making the ward a place where meaningful moments and dignity are at the heart of everything.
He has also inspired the nursing team to grow in confidence, to work together and take pride in the difference they make. The results speak for themselves — a happier team, improved outcomes and a ward that feels positive, welcoming and safe.
He leads with integrity, kindness and a genuine belief in people, leaving a real and lasting impact on those he works with.
The award accepted by Julie Campbell, Integrated Operations Manager, Mental Health, on Derek’s behalf.
The Justice Services Team has truly gone above and beyond this year. Working under huge pressure, they’ve supported some of the most vulnerable people in our communities while keeping the public safe and helping individuals make positive, lasting change.
Together, they have embraced new ways of working — from innovative rehabilitation pathways and trauma‑informed practice to creative approaches for early release, domestic abuse interventions and community payback projects that genuinely give back.
They never shy away from difficult situations, stepping in calmly, compassionately and as one united team. Their dedication has strengthened wellbeing, improved outcomes and made a real difference to the quality of care and safety across West Dunbartonshire.
Their teamwork, resilience and heart are exactly why they are being celebrated today.
Jamie is an inspiring volunteer whose energy, compassion and commitment have made a real difference to people across West Dunbartonshire.
Through his work with Mentor Scotland, he gives countless hours to create safe, welcoming spaces where people can talk openly, support one another and feel less alone. Alongside work and family life, Jamie still finds time to train others, promote suicide prevention, and support community groups — always putting the wellbeing of others first.
His peer‑support approach has helped many people regain confidence, improve their mental health and feel connected again.
His selfless dedication has created a lifeline for many, and his impact is felt far beyond the groups he leads.
Karen Glass is the kind of colleague whose kindness and compassion genuinely brighten the lives of everyone around her.
Throughout more than 20 years in MSK Physiotherapy, she has consistently gone far beyond her role to support staff, patients and carers, always leading with empathy and a deep commitment to doing what’s right.
She has shaped a culture where people feel valued, included and cared for, whether through her gentle encouragement, her focus on wellbeing, or the countless ways she helps others to grow and thrive.
Her ability to spot what people need — and quietly make it happen — has left a lasting impact on the whole service.
Her warmth, generosity and unwavering support truly embody the spirit of this award.
Nominee and category winners 2026
